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Journal articles on the topic 'Financial and non-financial incentives'

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Published: 24 June 2021

Last updated: 17 February 2022

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1

Kafka, Kyriaki, Anna Maria Kanzola, and Panagiotis E. Petrakis. "Cultural Perspectives of Financial and Non-Financial Incentives." Journal of Business Accounting and Finance Perspectives 3, no. 1 (March 10, 2021): 1. http://dx.doi.org/10.35995/jbafp3010007.

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The present paper delineates an explanatory framework for the defining factors of incentives, both financial and nonfinancial, through the theory of human economic action and that of personality traits, which shape human goals and, ultimately, social identity. It is ascertained that three types of variables affect incentives: basic conditions (cultural change, etc.), basic values and needs (tradition, external values, etc.) and the dynamism of social identity, which includes the goals that are set. More specifically, the two basic variables that shape the incentives for human action and imbue dynamism in behavior relate to megalothymia—i.e., the need for acknowledgement of a person’s integrity along with the predisposition to be thought superior to others as well as the aspiration to a certain level of quality in life.

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2

Lee, Thomas H. "Financial versus Non-Financial Incentives for Improving Patient Experience." Journal of Patient Experience 2, no. 1 (May 2015): 4–6. http://dx.doi.org/10.1177/237437431500200102.

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3

Silver, Stephen E. "Financial Incentives." Annals of Internal Medicine 113, no. 10 (November 15, 1990): 808. http://dx.doi.org/10.7326/0003-4819-113-10-808.

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4

Willett, R. "Financial incentives." British Dental Journal 200, no. 11 (June 2006): 599–600. http://dx.doi.org/10.1038/sj.bdj.4813689.

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5

Main, David. "Financial incentives." In Practice 36, no. 5 (May 2014): 262–63. http://dx.doi.org/10.1136/inp.g2826.

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6

Gold, Marsha. "Financial incentives." Journal of General Internal Medicine 14, S1 (January 1999): S6—S12. http://dx.doi.org/10.1046/j.1525-1497.1999.00260.x.

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7

Singh, Harcharanjit, Rossilah Jamil, Mas Bambang Baroto, Maizaitulaidawati Hussin, Yu Boyi, and Sukmindar Singh. "Impact of Financial and Non-Financial Incentives on Employee Performance." Advanced Science Letters 23, no. 1 (January 1, 2017): 146–50. http://dx.doi.org/10.1166/asl.2017.7181.

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8

Sukanta, I. Wayan, Anik Yuesti, and Putu Kepramareni. "The Influence of Financial Incentives and Non Financial Incentives to Job Performance: Motivation of Work as A Variable of Modernation in Employee Cooperation of Save Loans (Ksp) Mitra Sari Dana Denpasar Oleh." International Journal of Contemporary Research and Review 9, no. 07 (July 19, 2018): 20886–900. http://dx.doi.org/10.15520/ijcrr/2018/9/07/552.

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The purpose of this study is to analyze the influence of financial incentives on job motivation, the influence of non-financial incentives on job motivation, the influence of financial incentives on job performance, the influence of non-financial incentives on job performance, and the influence of work motivation on job performance in the Cooperative Savings and Loans (KSP) Mitra Sari Dana Denpasar. This research is a quantitative research using primary data obtained from the questionnaire and measured by using Likert scale. The population of this research is employees at Savings and Loans Cooperative (KSP) Mitra Sari Dana Denpasar. The method of selecting the sample of this study using purposive sampling. The sample of this research is all employees who work Cooperative Savings and Loans (KSP) Mitra Sari Dana Denpasar as much as 32 people. Data analysis technique used in this research is Structural Equation Modeling (SEM) based on Partial Least Square (PLS) using SmartPLS 3.0 program.The result of the research shows that (1) financial incentive has positive and significant effect to job motivation, (2) non financial incentive has positive and significant effect to job motivation, (3) financial incentive has positive and significant effect to job performance, (5) the influence of mediation of job motivation variable on indirect influence of financial incentive to job performance is partial, and (7) influence of mediation job motivation variable on the indirect effect of non-financial incentives on job performance is partial

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9

Scott, Anthony, and Luke B. Connelly. "Financial incentives and the health workforce." Australian Health Review 35, no. 3 (2011): 273. http://dx.doi.org/10.1071/ah10904.

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Changes to the remuneration of medical practitioners are currently being considered in Australia. In this paper, we provide a discussion of financial incentives in healthcare markets and their effects on health professionals’ behaviour. After defining incentives, the paper focuses on the design of incentive schemes for the health workforce. It discusses several issues that should be considered when designing incentives, illustrated with some Australian examples. What are the objectives of the incentive scheme? What types of incentives can be used and under what circumstances? What is the empirical evidence around the effects of incentive schemes? What unintended consequences might exist? The paper concludes with a set of principles around which incentives can be designed. These principles might be used to inform the current debate about revisions to the incentives that are faced by medical practitioners in Australia.

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10

Safavi, Kaveh. "Aligning Financial Incentives." Journal of Healthcare Management 51, no. 3 (May 2006): 146–51. http://dx.doi.org/10.1097/00115514-200605000-00003.

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11

Bigsby, Elisabeth, Holli H. Seitz, Scott D. Halpern, Kevin Volpp, and Joseph N. Cappella. "Estimating Acceptability of Financial Health Incentives." Health Education & Behavior 44, no. 4 (August 17, 2016): 513–18. http://dx.doi.org/10.1177/1090198116664072.

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A growing body of evidence suggests that financial incentives can influence health behavior change, but research on the public acceptability of these programs and factors that predict public support have been limited. A representative sample of U.S. adults ( N = 526) were randomly assigned to receive an incentive program description in which the funding source of the program (public or private funding) and targeted health behavior (smoking cessation, weight loss, or colonoscopy) were manipulated. Outcome variables were attitude toward health incentives and allocation of hypothetical funding for incentive programs. Support was highest for privately funded programs. Support for incentives was also higher among ideologically liberal participants than among conservative participants. Demographics and health history differentially predicted attitude and hypothetical funding toward incentives. Incentive programs in the United States are more likely to be acceptable to the public if they are funded by private companies.

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12

Stefanovska-Petkovska, Miodraga, and Marjan Bojadziev. "Cash or Compliment? Older employees preference of financial versus non-financial incentives." Montenegrin Journal of Economics 13, no. 1 (March 2017): 63–71. http://dx.doi.org/10.14254/1800-5845/2017.13-1.16.

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13

Stefanovska-Petkovska, Miodraga, and Marjan Bojadziev. "Cash or Compliment? Older employees preference of financial versus non-financial incentives." Montenegrin Journal of Economics 13, no. 1 (March 2017): 63–71. http://dx.doi.org/10.14254/1800-5845/2017.13-1.4.

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14

Čihák, Martin, and Asli Demirgüç-Kunt. "Financial Structure and Incentives." National Institute Economic Review 221 (July 2012): R23—R30. http://dx.doi.org/10.1177/002795011222100113.

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The article connects two streams of recent research on the financial sector. The first is the regulation literature, which emphasises the central role of incentives in the financial sector. It points out that the challenge of financial sector regulation, highlighted by the global financial crisis, is to align private incentives with public interest without taxing or subsidising private risk-taking. The second stream of research relates to financial structures and examines the mix of financial institutions and financial markets in an economy. It finds that, as economies develop, services provided by financial markets become comparatively more important than those provided by banks. The article brings these two streams together, pointing out that — as financial systems develop from bank-based to market-based — a traditional regulatory approach that relies on banking ratios becomes less effective. There is thus a greater need for properly monitoring and addressing the underlying incentive weaknesses in market-based systems.

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15

Balderrama, Fanor, and Christopher J. Longo. "Design of effective interventions for smoking cessation through financial and non-financial incentives." Healthcare Management Forum 30, no. 6 (October 23, 2017): 289–92. http://dx.doi.org/10.1177/0840470417714490.

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Smoking has a tremendous negative impact on the Canadian economy and contributes to growing costs in the healthcare system. Efforts to reduce smoking rates may therefore reduce strain on the healthcare system and free up scarce resources. Academic literature on economic smoking cessation incentives presents a countless variety of interventions that have met with varying degrees of success. This study reviews six different variables used in the design of incentives in smoking cessation interventions: direction, form, magnitude, certainty, recipient grouping, and target demographic. The purpose of this study is to provide analysis and recommendations about the contribution of each variable into the overall effectiveness of smoking cessation programs and help health leaders design better interventions according to their specific needs.

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16

de Koker, Louis, and Nicola Jentzsch. "Financial Inclusion and Financial Integrity: Aligned Incentives?" World Development 44 (April 2013): 267–80. http://dx.doi.org/10.1016/j.worlddev.2012.11.002.

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17

Abuya, Timothy, Daniel Mwanga, Melvin Obadha, Charity Ndwiga, George Odwe, Daniel Kavoo, John Wanyugu, Charlotte Warren, and Smisha Agarwal. "Incentive preferences for community health volunteers in Kenya: findings from a discrete choice experiment." BMJ Open 11, no. 7 (July 2021): e048059. http://dx.doi.org/10.1136/bmjopen-2020-048059.

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BackgroundCommunity health volunteers (CHVs) play crucial roles in enabling access to healthcare at the community levels. Although CHVs are considered volunteers, programmes provide financial and non-financial incentives. However, there is limited evidence on which bundle of financial and non-financial incentives are most effective for their improved performance.MethodsWe used a discrete choice experiment (DCE) to understand incentive preferences of CHVs with the aim to improve their motivation, performance and retention. Relevant incentive attributes were identified through qualitative interviews with CHVs and with their supervisors. We then deployed a nominal group technique to generate and rank preferred attributes among CHVs. We developed a DCE based on the five attributes and administered it to 211 CHVs in Kilifi and Bungoma counties in Kenya. We used mixed multinomial logit models to estimate the utility of each incentive attribute and calculated the trade-offs the CHWs were willing to make for a change in stipend.ResultsTransport was considered the incentive attribute with most relative importance followed by tools of trade then monthly stipend. CHVs preferred job incentives that offered higher monthly stipends even though it was not the most important. They had negative preference for job incentives that provided award mechanisms for the best performing CHVs as compared with jobs that provided recognition at the community level and preferred job incentives that provided more tools of trade compared with those that provided limited tools.ConclusionA bundled incentive of both financial and non-financial packages is necessary to provide a conducive working environment for CHVs. The menu of options relevant for CHVs in Kenya include transport, tools of trade and monthly stipend. Policy decisions should be contextualised to include these attributes to facilitate CHW satisfaction and performance.

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18

Żabińska, Iwona, and Dorota Blukacz. "Non-financial incentives system for local government employees." Scientific Papers of Silesian University of Technology. Organization and Management Series 2017, no. 100 (2017): 589–96. http://dx.doi.org/10.29119/1641-3466.2017.100.45.

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19

Máca, Vojtěch, Milan Ščasný, Iva Zvěřinová, Michal Jakob, and Jan Hrnčíř. "Incentivizing Commuter Cycling by Financial and Non-Financial Rewards." International Journal of Environmental Research and Public Health 17, no. 17 (August 19, 2020): 6033. http://dx.doi.org/10.3390/ijerph17176033.

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Current mobility patterns over-rely on transport modes that do not benefit sustainable and healthy lifestyles. To explore the potential for active mobility, we conducted a randomized experiment aimed at increasing regular commuter cycling in cities. In designing the experiment, we teamed up with developers of the “Cyclers” smartphone app to improve the effectiveness of the app by evaluating financial and non-financial motivational features. Participants in the experiment were recruited among new users of the app, and were randomly assigned to one of four different motivational treatments (smart gamification, two variants of a financial reward, and a combination of smart gamification and a financial reward) or a control group (no specific motivation). Our analysis suggests that people can be effectively motivated to engage in more frequent commuter cycling with incentives via a smartphone app. Offering small financial rewards seems to be more effective than smart gamification. A combination of both motivational treatments—smart gamification and financial rewards—may work the same or slightly better than financial rewards alone. We demonstrate that small financial rewards embedded in smartphone apps such as “Cyclers” can be effective in nudging people to commute by bike more often.

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20

Judah, Gaby, Ara Darzi, Ivo Vlaev, Laura Gunn, Derek King, Dominic King, Jonathan Valabhji, and Colin Bicknell. "Financial disincentives? A three-armed randomised controlled trial of the effect of financial Incentives in Diabetic Eye Assessment by Screening (IDEAS) trial." British Journal of Ophthalmology 102, no. 8 (May 23, 2018): 1014–20. http://dx.doi.org/10.1136/bjophthalmol-2017-311778.

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ObjectiveConflicting evidence exists regarding the impact of financial incentives on encouraging attendance at medical screening appointments. The primary aim was to determine whether financial incentives increase attendance at diabetic eye screening in persistent non-attenders.Methods and analysisA three-armed randomised controlled trial was conducted in London in 2015. 1051 participants aged over 16 years, who had not attended eye screening appointments for 2 years or more, were randomised (1.4:1:1 randomisation ratio) to receive the usual invitation letter (control), an offer of £10 cash for attending screening (fixed incentive) or a 1 in 100 chance of winning £1000 (lottery incentive) if they attend. The primary outcome was the proportion of invitees attending screening, and a comparative analysis was performed to assess group differences. Pairwise comparisons of attendance rates were performed, using a conservative Bonferroni correction for independent comparisons.Results34/435 (7.8%) of control, 17/312 (5.5%) of fixed incentive and 10/304 (3.3%) of lottery incentive groups attended. Participants who received any incentive were significantly less likely to attend their appointment compared with controls (risk ratio (RR)=0.56; 95% CI 0.34 to 0.92). Those in the probabilistic incentive group (RR=0.42; 95% CI 0.18 to 0.98), but not the fixed incentive group (RR=1.66; 95% CI 0.65 to 4.21), were significantly less likely to attend than those in the control group.ConclusionFinancial incentives, particularly lottery-based incentives, attract fewer patients to diabetic eye screening than standard invites in this population. Financial incentives should not be used to promote screening unless tested in context, as they may negatively affect attendance rates.

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GIESECKE, MATTHIAS, and GUANZHONG YANG. "Are financial retirement incentives more effective if pension knowledge is high?" Journal of Pension Economics and Finance 17, no. 3 (December 14, 2017): 278–315. http://dx.doi.org/10.1017/s1474747217000439.

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AbstractWe study the combined effects of financial incentives and information provision on retirement behavior. To elicit preferences for retirement timing in the laboratory, we ask subjects to make retirement choices under different payoff schemes that introduce variation in financial incentives. Testing ceteris paribus conditions of the financial incentive alone shows a considerable delay of retirement once early retirement becomes financially less attractive. However, varying available information as another treatment parameter reveals considerable heterogeneity in the functioning of these incentives. Subjects who are explicitly informed about the expected pension wealth respond more strongly to financial incentives compared with those who only know their pension annuity. Being informed about a forward-looking measure of pension benefits makes the financial consequences of retirement choices more salient to the decision maker.

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22

Okafor, Luke Emeka, Mita Bhattacharya, and Nicholas Apergis. "Bank credit, public financial incentives, tax financial incentives and export performance during the global financial crisis." World Economy 43, no. 1 (October 2019): 114–45. http://dx.doi.org/10.1111/twec.12848.

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23

Sattarova, Nuria A. "Incentives in Financial Law." Financial law 9 (September 17, 2020): 18–21. http://dx.doi.org/10.18572/1813-1220-2020-9-18-21.

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24

Harrison, Michelle. "Financial incentives for surrogacy." Women's Health Issues 1, no. 3 (June 1991): 145–47. http://dx.doi.org/10.1016/s1049-3867(05)80120-3.

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25

Rodwin, Marc A. "Financial incentives for doctors." BMJ 328, no. 7452 (June 3, 2004): 1328–29. http://dx.doi.org/10.1136/bmj.328.7452.1328.

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26

Miller, Tracy E. "Disclosing Physician Financial Incentives." JAMA 281, no. 15 (April 21, 1999): 1424. http://dx.doi.org/10.1001/jama.281.15.1424.

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27

Kramer, Stephan. "Financial Incentives in derUnternehmenspraxis." Controlling & Management 55, S3 (November 2011): 20–23. http://dx.doi.org/10.1365/s12176-012-0343-4.

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28

Egdahl, Richard H., and Cynthia H. Taft. "Financial Incentives to Physicians." New England Journal of Medicine 315, no. 1 (July 3, 1986): 59–61. http://dx.doi.org/10.1056/nejm198607033150111.

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29

Cohen, Alma, Rajeev Dehejia, and Dmitri Romanov. "Financial Incentives and Fertility." Review of Economics and Statistics 95, no. 1 (March 2013): 1–20. http://dx.doi.org/10.1162/rest_a_00342.

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30

Turner, Michael J., and Leonard V. Coote. "Incentives and monitoring: impact on the financial and non-financial orientation of capital budgeting." Meditari Accountancy Research 26, no. 1 (April 9, 2018): 122–44. http://dx.doi.org/10.1108/medar-02-2017-0117.

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Purpose While investment decisions may be financial decisions, there is a growing recognition that they are also often non-financially based decisions. The purpose of this study is to report findings focused on the project selection stage of capital budgeting, which has the objectives of exploring for: the relative degree of emphasis decision makers attach to a financial and non-financial orientation in capital budgeting; and the role, if any, that two agency theory variables have on the relative degree of emphasis: a personal incentive for project go-ahead and monitoring of project outcomes through a post-audit. Design/methodology/approach Discrete choice experiments (DCEs) are used and framed in a between-subjects 2 (personal incentive) × 2 (monitoring) design. DCEs are well-suited to research questions which examine some tension between competing alternatives. For example, trade-offs involving the relative degree of emphasis decision makers attach to a financial and non-financial orientation in capital budgeting. Findings In the absence of a personal incentive and monitoring, decision makers attach a significant degree of emphasis to cash inflows and cash outflows, both financial factors, and one strategic non-financial factor being improvement in the position of the firm vis-à-vis competitors in capital budgeting. However, when decision makers receive a personal incentive from project go-ahead, they attach a lower degree of emphasis to cash outflows. Alternatively, when there is monitoring through a post-audit and a personal incentive, decision makers attach a higher degree of emphasis to cash outflows. Practical implications Decision makers attach a significant degree of emphasis to only a relatively narrow band of attributes in making a capital budgeting decision, which is true in both the absence of and in the presence of the agency conditions. There is also little support for the view that there is any higher degree of emphasis attached to a financial orientation vis-à-vis a non-financial orientation. A particularly important finding relates to the overarching goal of monitoring through a post-audit. One view is that it should foster more accurate forecasting by making forecasters aware that their efforts will be reviewed. However, the findings of this study appear to be more supportive of a view that post-audits might lead agents to become more conservative or even shy away from projects. Originality/value The study makes contributions to the growing field of research which has the objective of exploring for the relative degree of emphasis decision makers attach to a financial and non-financial orientation in capital budgeting. In particular, it extends the prior research through its investigation of the role that two agency theory variables play in the relative degree of emphasis decision makers attach to a financial and non-financial orientation: a personal incentive for project go-ahead and monitoring of project outcomes through a post-audit.

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Crespo-Cebada, Eva, Carlos Díaz-Caro, Aurora E. Rabazo-Martín, and Edilberto J. Rodríguez-Rivero. "Do Narcissistic Managers Prefer Incentive Systems Based on Financial Instruments? An Analysis Based on Choice Experiments." Sustainability 13, no. 3 (January 26, 2021): 1255. http://dx.doi.org/10.3390/su13031255.

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The purpose of this work is to analyse the preferences of Chief Executive Officers (CEOs) in relation to the different components of incentive systems: financial vs. non-financial. The incentive systems could be an instrument for the sustainable development of Firms. Upper Echelons Theory establishes that the traits of executives affect the decision-making processes, and among these traits, narcissism is a potentially influential factor in these processes. Therefore, the extent to which the level of narcissism influences the choice of one instrument or another is also analysed. For this purpose, a choice experiment has been carried out to analyse the preferences of CEOs. The questionnaire developed incorporates both the choices about different systems and the NPI-16 test that allows individuals to be classified according to their narcissistic nature. The main results show that, in general, there is a stronger preference for non-financial instruments than for financial instruments in the design of incentive systems. However, narcissistic CEOs show a clear inclination towards financial incentives that bring them benefits rather than provide incentives.

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Yashin, S. N., E. V. Koshelev, and S. A. Borisov. "Tangible and intangible incentives of key executives of management bodies of regions and districts: Modeling and assessment." Finance and Credit 26, no. 10 (October 29, 2020): 2170–92. http://dx.doi.org/10.24891/fc.26.10.2170.

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Subject. This article explores the relationship between financial and non-financial motivations of top executives of State administration agencies in the context of aligning the interests of board-level managers and the general public. Objectives. The article aims to create a model for assessing the financial and non-financial incentives of top managers of the administration bodies of regions and districts to develop a reasonable reward and recognition scheme. Methods. For the study, we used a multi-objective genetic algorithm. Results. The article presents a developed model for assessing the financial and non-financial incentives of top managers of the administration bodies of regions and districts. As well, it presents certain results of an analysis of board-level managers' incentives use through applying the model. Relevance. The results obtained can be useful to government agencies to develop a reasonable system of financial and non-financial incentives of the agencies' top leadership.

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Millah, Hani'atul, and Udik Budi Wibowo. "MEKANISME PEMBERIAN INSENTIF TENAGA AKADEMIK DI UNIVERSITAS NEGERI YOGYAKARTA." Jurnal Akuntabilitas Manajemen Pendidikan 4, no. 2 (September 22, 2016): 208. http://dx.doi.org/10.21831/amp.v4i2.10807.

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Penelitian ini mengkaji tentang mekanisme pemberian insentif dan dampaknya terhadap kinerja tenaga akademik di UNY. Dampak insentif ini dilihat secara umum dan pasca- lahirnya kebijakan baru tentang penghentian beberapa insentif finansial dosen tahun 2013. Penelitian ini menggunakan metode kualitatif, pengumpulan data melalui wawancara mendalam, observasi dan studi dokumentasi, dengan sampel purposive dan teknik snowball. Pembahasan hasil penelitian dilakukan dengan analisis induktif interpretatif komponensial yang dikembangkan berdasarkan model Spradley. Hasil penelitian menunjukkan bahwa, (1) UNY tidak memiliki satu aturan khusus dan integral yang mengatur mekanisme pemberian insentif untuk tenaga akademik, baik pada tingkat universitas maupun fakultas. (2) Insentif finansial, non-finansial dan perverse incentives yang ditemukan dari hasil penelitian memiliki pengaruh terhadap kinerja tenaga akademik. Tetapi insentif finansial memiliki pengaruh lebih signifikan dibanding kedua bentuk insentif lain. Hal ini ditunjukkan dengan tingkat kehadiran dosen mengajar dan mengawas ujian mahasiswa di kelas yang tinggi saat ada insentif dan menurun saat insentif tersebut dihilangkan. Kata kunci: insentif, dampak insentif, tenaga akademik THE MECHANISM OF INCENTIVE DISTRIBUTION OF ACADEMIC STAFF AT YOGYAKARTA STATE UNIVERSITY Abstract This study reveals the mechanism of incentive distribution and its impact on the performance of academic staff at UNY. Its impact is seen in general and after the issuing of a new policy that stopped the financial incentives of lecturer in 2013. The research used a qualitative method. Data were collected through depth interview, observation, and review of documents, with purposive sampling based on snowball technique. The data was analyzed using componential interpretative inductive analysis developed by Spradley’ model. The result shows, (1) UNY does not have the specific and integral rules that regulate mechanism of incentive distribution for academic staff, both at the university and faculty level. (2) Financial, non-financial and perverse incentives found from the research have an influence on the performance of academic staff, but financial incentive has more significant effect than the two other incentives forms. It is shown by the lecturers presence for teaching and supervising students examination in the class which is high when there is a financial incentives and decreases when there was no financial incentives. Keywords: Incentive, the impact of incentives, academic staff

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Miranda, J. Jaime, M. Amalia Pesantes, María Lazo-Porras, Jill Portocarrero, Francisco Diez-Canseco, Rodrigo M. Carrillo-Larco, Antonio Bernabe-Ortiz, Antonio J. Trujillo, and Robert W. Aldridge. "Design of financial incentive interventions to improve lifestyle behaviors and health outcomes: A systematic review." Wellcome Open Research 6 (June 25, 2021): 163. http://dx.doi.org/10.12688/wellcomeopenres.16947.1.

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Background: Financial incentives may improve the initiation and engagement of behaviour change that reduce the negative outcomes associated with non-communicable diseases. There is still a paucity in guidelines or recommendations that help define key aspects of incentive-oriented interventions, including the type of incentive (e.g. cash rewards, vouchers), the frequency and magnitude of the incentive, and its mode of delivery. We aimed to systematically review the literature on financial incentives that promote healthy lifestyle behaviours or improve health profiles, and focused on the methodological approach to define the incentive intervention and its delivery. The protocol was registered at PROSPERO on 26 July 2018 (CRD42018102556). Methods: We sought studies in which a financial incentive was delivered to improve a health-related lifestyle behaviour (e.g., physical activity) or a health profile (e.g., HbA1c in people with diabetes). The search (which took place on March 3rd 2018) was conducted using OVID (MEDLINE and Embase), CINAHL and Scopus. Results: The search yielded 7,575 results and 37 were included for synthesis. Of the total, 83.8% (31/37) of the studies were conducted in the US, and 40.5% (15/37) were randomised controlled trials. Only one study reported the background and rationale followed to develop the incentive and conducted a focus group to understand what sort of incentives would be acceptable for their study population. There was a degree of consistency across the studies in terms of the direction, form, certainty, and recipient of the financial incentives used, but the magnitude and immediacy of the incentives were heterogeneous. Conclusions: The available literature on financial incentives to improve health-related lifestyles rarely reports on the rationale or background that defines the incentive approach, the magnitude of the incentive and other relevant details of the intervention, and the reporting of this information is essential to foster its use as potential effective interventions.

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Miranda, J. Jaime, M. Amalia Pesantes, María Lazo-Porras, Jill Portocarrero, Francisco Diez-Canseco, Rodrigo M. Carrillo-Larco, Antonio Bernabe-Ortiz, Antonio J. Trujillo, and Robert W. Aldridge. "Design of financial incentive interventions to improve lifestyle behaviors and health outcomes: A systematic review." Wellcome Open Research 6 (September 2, 2021): 163. http://dx.doi.org/10.12688/wellcomeopenres.16947.2.

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Background: Financial incentives may improve the initiation and engagement of behaviour change that reduce the negative outcomes associated with non-communicable diseases. There is still a paucity in guidelines or recommendations that help define key aspects of incentive-oriented interventions, including the type of incentive (e.g. cash rewards, vouchers), the frequency and magnitude of the incentive, and its mode of delivery. We aimed to systematically review the literature on financial incentives that promote healthy lifestyle behaviours or improve health profiles, and focused on the methodological approach to define the incentive intervention and its delivery. The protocol was registered at PROSPERO on 26 July 2018 (CRD42018102556). Methods: We sought studies in which a financial incentive was delivered to improve a health-related lifestyle behaviour (e.g., physical activity) or a health profile (e.g., HbA1c in people with diabetes). The search (which took place on March 3rd 2018) was conducted using OVID (MEDLINE and Embase), CINAHL and Scopus. Results: The search yielded 7,575 results and 37 were included for synthesis. Of the total, 83.8% (31/37) of the studies were conducted in the US, and 40.5% (15/37) were randomised controlled trials. Only one study reported the background and rationale followed to develop the incentive and conducted a focus group to understand what sort of incentives would be acceptable for their study population. There was a degree of consistency across the studies in terms of the direction, form, certainty, and recipient of the financial incentives used, but the magnitude and immediacy of the incentives were heterogeneous. Conclusions: The available literature on financial incentives to improve health-related lifestyles rarely reports on the rationale or background that defines the incentive approach, the magnitude of the incentive and other relevant details of the intervention, and the reporting of this information is essential to foster its use as potential effective interventions.

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Gunawan, I. Gede Agus Surya, and AA Sagung Kartika Dewi. "PENGARUH INSENTIF FINANSIAL, INSENTIF NONFINANSIAL, MOTIVASI KERJA TERHADAP KEPUASAN KERJA KARYAWAN." E-Jurnal Manajemen Universitas Udayana 9, no. 11 (November 23, 2020): 3469. http://dx.doi.org/10.24843/ejmunud.2020.v09.i11.p03.

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This research was conducted at PT. Bank Negara Indonesia (Persero) Tbk Denpasar Branch Office especially in the Marketing Unit. The number of samples taken was 32 respondents using the census method. Methods of data collection are carried out through observation, interviews and questionnaires. Data collection was carried out by distributing questionnaires using a 5-point Likert scale to measure 25 question items. The collected data were analyzed using descriptive analysis techniques and multiple linear regression. The results showed that financial incentives, non-financial incentives and work motivation had a positive effect on job satisfaction. Companies should pay attention to the factors that can affect job satisfaction, in this case it is recommended that companies pay attention to providing financial, non-financial and work motivation incentives. It aims to increase employee job satisfaction, productivity and progress for the company. Keywords: Financial Incentives, Non-financial Incentives, Work Motivation and Job Satisfaction

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Ijaz, Muhammad. "The impact of Non-Financial Incentives on employees’ motivation." IOSR Journal of Business and Management 15, no. 4 (2013): 37–46. http://dx.doi.org/10.9790/487x-1543746.

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Hessayri, Manel, and Malek Saihi. "Equity investment decisions of large investors around IFRS adoption: Financial vs. non-financial firms." Corporate Ownership and Control 14, no. 4 (July 2017): 425–34. http://dx.doi.org/10.22495/cocv14i4c2art8.

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This paper addresses the question of whether firms’ IFRS adoption translates into increases in equity ownership for large shareholders. Using a sample of 55 non-financial firms and 23 financial firms from three emerging market countries, namely Morocco, South Africa and Turkey, we find evidence that top shareholders invest more heavily in firms’ stocks after their commitment to IFRS. Surprisingly, we report opposite findings for ownership by blockholders in financial and non-financial firms displaying different incentives.

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Lee, Chaeyoung, Soobin Kwak, and Junseok Kim. "Controlling COVID-19 Outbreaks with Financial Incentives." International Journal of Environmental Research and Public Health 18, no. 2 (January 15, 2021): 724. http://dx.doi.org/10.3390/ijerph18020724.

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In this paper, we consider controlling coronavirus disease 2019 (COVID-19) outbreaks with financial incentives. We use the recently developed susceptible-unidentified infected-confirmed (SUC) epidemic model. The unidentified infected population is defined as the infected people who are not yet identified and isolated and can spread the disease to susceptible individuals. It is important to quickly identify and isolate infected people among the unidentified infected population to prevent the infectious disease from spreading. Considering financial incentives as a strategy to control the spread of disease, we predict the effect of the strategy through a mathematical model. Although incentive costs are required, the duration of the disease can be shortened. First, we estimate the unidentified infected cases of COVID-19 in South Korea using the SUC model, and compute two parameters such as the disease transmission rate and the inverse of the average time for confirming infected individuals. We assume that when financial incentives are provided, there are changes in the proportion of confirmed patients out of unidentified infected people in the SUC model. We evaluate the numbers of confirmed and unidentified infected cases with respect to one parameter while fixing the other estimated parameters. We investigate the effect of the incentives on the termination time of the spread of the disease. The larger the incentive budget is, the faster the epidemic will end. Therefore, financial incentives can have the advantage of reducing the total cost required to prevent the spread of the disease, treat confirmed patients, and recover overall economic losses.

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Bonner, Sarah E., Reid Hastie, Geoffrey B. Sprinkle, and S. Mark Young. "A Review of the Effects of Financial Incentives on Performance in Laboratory Tasks: Implications for Management Accounting." Journal of Management Accounting Research 12, no. 1 (January 1, 2000): 19–64. http://dx.doi.org/10.2308/jmar.2000.12.1.19.

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Management accounting information plays an important role in motivating individuals to improve performance (cf., Atkinson, Banker, Kaplan, and Young 1997). This role tends to be operationalized by linking compensation to performance, typically through the provision of financial incentives. Theoretically, financial incentives motivate people to exert additional effort, which in turn should improve task performance. However, a large body of empirical evidence indicates that financial incentives frequently do not lead to increased performance (e.g., Young and Lewis 1995; Jenkins et al. 1998). Consequently, it is important to examine variables that may interact with financial incentives in affecting task performance. This paper presents an extensive review of laboratory studies on financial incentives and examines the relations between type of task and type of incentive scheme, respectively, and task performance. We posit that performance in tasks of varying types (which we view as a surrogate for the gap between task complexity and skill) is differentially sensitive to the increases in effort induced by financial incentives and that not all incentive schemes elicit the same level of effort. Our review reveals that incentives improve performance in only about one half of the experiments. Further, as tasks become more cognitively complex, and thus as the average subject's skill level decreases, it is less likely that incentives improve performance. Finally, quota schemes have the highest likelihood of evincing positive incentive effects, followed by piece-rate schemes, tournament schemes, and fixed-rate schemes. Overall, our findings suggest that the type of task being performed and the type of incentive scheme being employed affect the efficacy of financial incentives and therefore may influence the design of management accounting and control systems.

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Andriani, Dewi, WisnuPanggah Setiyono, and Detak Prapanca. "THE EFFECT OF NON FINANCIAL INCENTIVES, ORGANIZATIONAL COMMITMENTS TO WORK SATISFACTION IN DELTA TIRTA PDAM SIDOARJO." American Journal of Economics and Business Management 2, no. 1 (March 3, 2019): 1–4. http://dx.doi.org/10.31150/ajebm.vol2.iss1.39.

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The aim of this study is to know the effect of non-financial incentives and organizational commitment on work satisfaction. there are two variables in this study, namely independent variable and dependent variable. Non-financial incentives and Organizational Commitments become independent variables, while work satisfaction becomes the dependent variable. The results of hypothesis testing indicate that simultaneously, non-financial incentives variable (X1), and organizational commitment (X2) have a significant effect on work satisfaction (Y). In the partial non-financial incentives (X1) and organizational commitment (X2) have a significant effect on work satisfaction variables (Y). Among the variables that influence work satisfaction, organizational commitment variables (X2) have the most significant effect on work satisfaction variables (Y).

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Jensen, Nathan M. "The effect of economic development incentives and clawback provisions on job creation: A pre-registered evaluation of Maryland and Virginia programs." Research & Politics 4, no. 2 (April 2017): 205316801771364. http://dx.doi.org/10.1177/2053168017713646.

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Economic development incentives target individual firms for financial or non-financial benefits to induce capital investment or job creation. Previous studies have found a mixed impact of incentives on economic development, with numerous studies pointing to no impact of incentives on economic growth or job creation. I add to this literature by analyzing two different state economic development incentive programs using the same methods and time-period, allowing for direct comparability. My analysis is the first, “pre-registered” study of incentives, where all of the data collection, design and methodological decisions were made and documented prior to receiving the data. Using a pre-registered matching method design, I estimate the impact of Maryland and Virginia’s flagship economic development incentives on job creation. My main finding is that these incentive programs had essentially zero impact on job creation when they are compared to a control group of similar firms. My secondary results find that even after removing firms from the analysis that were subject to “clawbacks” based on non-compliance with the incentive agreement do not improve the overall performance of the program.

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Ahmed, Kanwal, Salma Hashim, Mariyam Khankhara, Ilhan Said, Amrita Tara Shandakumar, Sadia Zaman, and Andre Veiga. "What drives general practitioners in the UK to improve the quality of care? A systematic literature review." BMJ Open Quality 10, no. 1 (February 2021): e001127. http://dx.doi.org/10.1136/bmjoq-2020-001127.

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BackgroundIn the UK, the National Health Service has various incentivisation schemes in place to improve the provision of high-quality care. The Quality Outcomes Framework (QOF) and other Pay for Performance (P4P) schemes are incentive frameworks that focus on meeting predetermined clinical outcomes. However, the ability of these schemes to meet their aims is debated.Objectives(1) To explore current incentive schemes available in general practice in the UK, their impact and effectiveness in improving quality of care and (2) To identify other types of incentives discussed in the literature.MethodsThis systematic literature review was conducted using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. Six databases were searched: Cochrane, PubMed, National Institute for Health and Care Excellence Evidence, Health Management Information Consortium, Embase and Health Management. Articles were screened according to the selection criteria, evaluated against critical appraisal checklists and categorised into themes.Results35 articles were included from an initial search result of 22087. Articles were categorised into the following three overarching themes: financial incentives, non-financial incentives and competition.DiscussionThe majority of the literature focused on QOF. Its positive effects included reduced mortality rates, better data recording and improved sociodemographic inequalities. However, limitations involved decreased quality of care in non-incentivised activities, poor patient experiences due to tick-box exercises and increased pressure to meet non-specific targets. Findings surrounding competition were mixed, with limited evidence found on the use of non-financial incentives in primary care.ConclusionCurrent research looks extensively into financial incentives, however, we propose more research into the effects of intrinsic motivation alongside existing P4P schemes to enhance motivation and improve quality of care.

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Cuellar, Alison, Anthony T. LoSasso, Mona Shah, Alicia Atwood, and Tanya R. Lewis-Walls. "Wellness Programs With Financial Incentives Through Disparities Lens." American Journal of Health Promotion 32, no. 2 (December 4, 2017): 355–58. http://dx.doi.org/10.1177/0890117117743362.

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Purpose: To examine wellness programs with financial incentives and their effect on disparities in preventive care. Design: Financial incentives were introduced by 15 large employers, from 2010 to 2013. Setting: Fifteen private employers. Subjects: A total of 299 436 employees and adult dependents. Measures: Preventive services and participation in financial incentives. Analysis: Multivariate linear regression. Results: Disparities in preventive services widened after introduction of financial incentives. Asians were 3% more likely and African Americans were 3% less likely to receive wellness rewards than whites and non-Hispanics, controlling for other factors. Conclusion: Federal law limits targeting of wellness financial incentives by subgroups; thus, employers should consider outreach and culturally appropriate messaging.

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Emeka Okafor, Luke. "Bank Credit, Public Financial Incentives, Tax Financial Incentives and Export Performance During the Global Financial Crisis: A Review." Shanlax International Journal of Economics 8, no. 2 (March 1, 2020): 1–4. http://dx.doi.org/10.34293/economics.v8i2.2090.

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The EU-EFIGE/Bruegel-Unicredit comparable dataset consisting of firms operating in Austria, France, Germany, Italy, Hungary, Spain, and the UK was used for the empirical analysis. To cover the gaps in the existing literature, the study under review investigates the effects of access to credit and financial incentives on firms’ export performance during the period of the 2008 global financial crisis. This includes examining the moderating roles of firm size and financial development on the link between access to credit or financial incentives and export performance.

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Beskin, Kera M., and Rachel Caskey. "Parental Perspectives on Financial Incentives for Adolescents: Findings From Qualitative Interviews." Global Pediatric Health 6 (January 2019): 2333794X1984592. http://dx.doi.org/10.1177/2333794x19845926.

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Background. Financial incentives are becoming more common to promote health behaviors; however, little is known about the acceptability of incentivizing adolescent health behaviors. Design. Qualitative semistructured phone interviews were conducted with 26 parents who had participated in a research study involving incentivizing a recommended, preventive adolescent health behavior (human papillomavirus vaccination). Data were coded and analyzed to identify themes. Interview domains included the following: preferred incentive distribution, ideal financial incentive amount, and general reactions to economic incentives for preventative services. Results. Parents held positive perceptions about incentives and most parents felt that the incentive could be provided directly to their adolescent child, rather than to the parent. Parents stated several benefits from incentivizing adolescent health behavior including creating an opportunity to teach their child about money, reimbursing families for time and effort, and motivating the adolescent to complete the health behavior. Topics for consideration when providing cash incentives to adolescents included the adolescent’s maturity level, parents’ desire to monitor adolescent’s spending, and parents’ want to remain involved in health care and financial decisions for their adolescent. Conclusions. This study demonstrates the potential for parental acceptance of financial incentives for adolescent health behaviors and explores areas of parental concern around financial incentives, which could help inform future health care–based incentive programs.

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Yardney, Jon. "Physician Disclosure of Financial Incentives." Annals of Internal Medicine 119, no. 1 (July 1, 1993): 95. http://dx.doi.org/10.7326/0003-4819-119-1-199307010-00029.

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Cassel, Christine K. "Physician Disclosure of Financial Incentives." Annals of Internal Medicine 119, no. 1 (July 1, 1993): 95. http://dx.doi.org/10.7326/0003-4819-119-1-199307010-00030.

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Chakravorti, Sujit, and Subir Lall. "Managerial Incentives and Financial Contagion." IMF Working Papers 04, no. 199 (2004): 1. http://dx.doi.org/10.5089/9781451860146.001.

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Jeffery, Robert W. "Financial incentives and weight control." Preventive Medicine 55 (November 2012): S61—S67. http://dx.doi.org/10.1016/j.ypmed.2011.12.024.

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