Relevant bibliographies by topics / Motivational crowding-out

Academic literature on the topic 'Motivational crowding-out'

Author: Grafiati
Published: 10 December 2022
Last updated: 28 January 2023

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Journal articles on the topic "Motivational crowding-out"

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Müller, Stephan, and Holger A. Rau. "Motivational crowding out effects in charitable giving: Experimental evidence." Journal of Economic Psychology 76 (January 2020): 102210. http://dx.doi.org/10.1016/j.joep.2019.102210.

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Benndorf, Volker, Holger A. Rau, and Christian Sölch. "GENDER DIFFERENCES IN MOTIVATIONAL CROWDING OUT OF WORK PERFORMANCE." Economic Inquiry 57, no. 1 (September 19, 2018): 206–26. http://dx.doi.org/10.1111/ecin.12718.

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Gubler, Timothy, Ian Larkin, and Lamar Pierce. "Motivational Spillovers from Awards: Crowding Out in a Multitasking Environment." Organization Science 27, no. 2 (March 2016): 286–303. http://dx.doi.org/10.1287/orsc.2016.1047.

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Panidi, K. A. "Economic Model of Motivational Crowding Out and the Self-Control Problem." Zhurnal Economicheskoj Teorii 15, no. 3 (2018): 385–97. http://dx.doi.org/10.31063/2073-6517/2018.15-3.3.

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LEE, Hyung-Woo. ""REVISITING CROWDING-OUT EFFECT OF PERFORMANCE MANAGEMENT: ITS IMPACT ON EXTRINSIC AND INTRINSIC MOTIVATION"." Transylvanian Review of Administrative Sciences 63 E (June 30, 2021): 90–109. http://dx.doi.org/10.24193/tras.63e.5.

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Scholars have believed that motivation crowding out will occur when performance-based personnel management is practiced in the public sector. However, drawing on a more sophisticated typology of human motivation, this study demonstrates that the provision of extrinsic rewards can motivate, rather than demotivate, public employees even if public employees have strong public service motivation. Analyzing the data from the Federal Employee Viewpoint Survey (USA), this study found that the practice of employee performance management increases work effort and job satisfaction, and that such effects were mediated mainly by the hybrid motivational mechanisms (i.e., via enhanced self-concepts and perceived fairness), rather than by increasing sheer extrinsic motivation. This implies that the practice of employee performance management can be effective in motivating public employees.
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Giger, Nathalie, Simon Lanz, and Catherine de Vries. "The motivational basis of constituency work: how intrinsic and extrinsic motivations interact." Political Science Research and Methods 8, no. 3 (May 14, 2019): 493–508. http://dx.doi.org/10.1017/psrm.2019.19.

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AbstractBehavioral economists and social psychologists have shown that extrinsic motivations can crowd out intrinsic motivations to act. This study examines this crowding out effect in the context of legislative behavior. By exploiting the federal nature of Swiss elections, we examine if response rates to requests of voters residing inside or outside a candidate's district vary based on the electoral competition candidate legislators face. We report two main findings. First, we find a high response rate among Swiss candidates (66 percent) which remains high for voters who reside outside a candidate's district (59 percent) suggesting that intrinsic motivations are a key driver of constituency effort. Second, the response to voters who reside inside a candidate's district is more pronounced for candidates confronted with a high degree of electoral competition. This suggests that extrinsic motivations are important for constituency work, but at the same time their presence might crowd out intrinsic motivations. This evidence suggests that the relationship between electoral competition and responsiveness might be less straightforward than assumed.
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Beretti, Antoine, Charles Figuières, and Gilles Grolleau. "Using Money to Motivate Both ‘Saints’ and ‘Sinners’: a Field Experiment on Motivational Crowding-Out." Kyklos 66, no. 1 (January 7, 2013): 63–77. http://dx.doi.org/10.1111/kykl.12011.

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Ellingsen, Tore, and Magnus Johannesson. "Pride and Prejudice: The Human Side of Incentive Theory." American Economic Review 98, no. 3 (May 1, 2008): 990–1008. http://dx.doi.org/10.1257/aer.98.3.990.

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Desire for social esteem is a source of prosocial behavior. We develop a model in which actors' utility of esteem depends on the audience. In a principal-agent setting, we show that the model can account for motivational crowding out. Control systems and pecuniary incentives erode morale by signaling to the agent that the principal is not worth impressing. The model also offers an explanation for why agents are motivated by unconditionally high pay and by mission-oriented principals. (JEL D01, D82)
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Lawson, Gill, David Dean, Yuqing He, and Xinghua Huang. "Motivations and Satisfaction of New Zealand Domestic Tourists to Inform Landscape Design in a Nature-Based Setting." Sustainability 13, no. 22 (November 10, 2021): 12415. http://dx.doi.org/10.3390/su132212415.

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Increased tourist pressures can cause the deterioration of nature-based tourist destinations and adversely affect visitor satisfaction. This study aims to identify how public participation using mobile devices on-site can assist in assessing future design scenarios for a popular nature-based destination, within a short day trip from Christchurch in Aotearoa New Zealand. An online survey using participants’ mobile devices at Kura Tāwhiti Castle Hill Rocks identified domestic tourists’ motivational, satisfaction and dissatisfaction factors, as associated with age and visit frequency at the destination. These factors were linked to site experiences, particularly being out in nature, that could be used to design future scenarios for similar nature-based settings in Aotearoa New Zealand. Four future scenarios using 2D photomontages were used to rank domestic visitor preferences for changing paths and tracks, fencing, signage, structures and people. The study found that the low-impact scenario with the least people was the most desirable. This high level of sensitivity of New Zealanders to change in outdoor recreational destinations suggests that nature-based settings must be designed and managed with considerable care to minimize the perception of over-crowding and the deterioration of the site experience, particularly for return visitors.
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Gold, Natalie. "HOW SHOULD WE RECONCILE SELF-REGARDING AND PRO-SOCIAL MOTIVATIONS? A RENAISSANCE OF “DAS ADAM SMITH PROBLEM”." Social Philosophy and Policy 37, no. 1 (2020): 80–102. http://dx.doi.org/10.1017/s0265052520000059.

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Abstract“Das Adam Smith Problem” is the name given by eighteenth-century German scholars to the question of how to reconcile the role of self-interest in the Wealth of Nations with Smith’s advocacy of sympathy in Theory of Moral Sentiments. As the discipline of economics developed, it focused on the interaction of selfish agents, pursuing their private interests. However, behavioral economists have rediscovered the existence and importance of multiple motivations, and a new Das Adam Smith Problem has arisen, of how to accommodate self-regarding and pro-social motivations in a single system. This question is particularly important because of evidence of motivation crowding, where paying people can backfire, with payments achieving the opposite effects of those intended. Psychologists have proposed a mechanism for the crowding out of “intrinsic motivations” for doing a task, when payment is used to incentivize effort. However, they argue that pro-social motivations are different from these intrinsic motivations, implying that crowding out of pro-social motivations requires a different mechanism. In this essay I present an answer to the new Das Adam Smith problem, proposing a mechanism that can underpin the crowding out of both pro-social and intrinsic motivations, whereby motivations are prompted by frames and motivation crowding is underpinned by the crowding out of frames. I explore some of the implications of this mechanism for research and policy.
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Dissertations / Theses on the topic "Motivational crowding-out"

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Faasch, Britta. "Der Einfluss der leistungsorientierten Bezahlung auf die Public Service Motivation und die intrinsische Motivation von Beschäftigten im öffentlichen Sektor : ein empirischer Test der Motivation Crowding Theory am Beispiel der Kreisverwaltung Potsdam-Mittelmark." Bachelor's thesis, Universität Potsdam, 2012. http://opus.kobv.de/ubp/volltexte/2012/6189/.

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Mit dem in §18 des Tarifvertrags für den öffentlichen Dienst (TVöD) festgeschriebenen Leistungsentgelt soll u.a. die Motivation der Mitarbeiterinnen und Mitarbeiter im öffentlichen Dienst gesteigert werden. Eine motivationssteigernde Wirkung wird jedoch von Seiten der Motivationsforschung bestritten. Sie geht im Gegenteil davon aus, dass eine leistungsorientierte Bezahlung (LOB) zu einer Verdrängung der intrinsischen Motivation (Crowding-Out Effekt) führen kann. Mithilfe eines empirischen Tests der Motivation Crowding Theorie gelangt diese Arbeit zu einem differenzierteren Urteil. Es wird gezeigt, dass im Beispiel der Kreisverwaltung Potsdam Mittelmark die subjektive Wahrnehmung der LOB durch den einzelnen Beschäftigten darüber entscheidet, ob dessen Motivation verstärkt oder verdrängt wird. Jene Beschäftigten, die sich durch die LOB kontrolliert fühlen, weisen eine signifikant geringere PSM und intrinsische Motivation als diejenigen auf, die die LOB als fördernd wahrnehmen. Als zentraler Faktor für das Urteil der Beschäftigten wird die wahrgenommene Fairness des Systems identifiziert.
By means of performance-related pay (PRP), which is laid down in §18 of the “Public Sector Collective Agreement” (TVöD), the motivation of public employees should be increased. However, motivational research contests the motivation-increasing effect. In contrast, it is assumed that performance-related pay may crowd-out the intrinsic motivation (Crowding-Out Effect). While conducting an empirical test of the Motivation Crowding Theory, this paper offers a more differentiated view. It is shown that, in the case of the local administration of Potsdam-Mittelmark, the subjective perception by the individual worker will decide on whether his or her motivation is crowded-in or crowded-out. Those who feel controlled by the PRP-system show a significant lower PSM and intrinsic motivation than those who perceive it as supportive. The fairness of the system is discovered as being the central factor affecting the judgement by the workers.
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Woo, Yuri. "Two Essays Analyzing the Behavioral Economics Underlying Health Decisions: Delay Discounting and Crowding Out Effect." Thesis, Virginia Tech, 2018. http://hdl.handle.net/10919/83504.

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This thesis is composed of two essays that study behavioral economics to motivate health-promoting behaviors. The first paper, "Does Nutrition Education Reduce Delay Discounting?," studies delay discounting, or delayed gratification, which is an important research topic because it plays a role in producing numerous health outcomes, such as obesity. It is important to understand how the delay discounting process relates to unhealthy diets. People who discount the value of future outcomes prefer immediate rewards (e.g., enjoyment/taste) even though a larger reward from delaying exists (e.g., good health status). In this paper, we aim to provide evidence over whether nutrition education reduces delay discounting. Our analysis, therefore, provides guidance for designing more effective interventions to help increase overall health. The second paper, "Are We Reaching Those Most In Need?: Motivation Profiles and Willingness-to-Participate," explores the potentially negative psychological spillover effects (i.e., "crowding out" effects), which can complicate incentives' effectiveness because it can make targeted behavior (i.e., the aim to improve one's health) less desirable. To understand this "crowding out" effect, our paper examines how different types of motivations (i.e., intrinsic and extrinsic motivations) influence people's willingness-to-participate in a weight control program with and without incentives. This analysis provides further guidance for designing more effective interventions by considering different recruitment strategies to target different individuals, which can minimize the negative spillover of incentives.
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Serries, Christoph. "Die Bedeutung der intrinsischen Motivation in Prinzipal-Agent-Beziehungen am Beispiel der Beratungsstellen kirchlicher Wohlfahrtsverbände." [S.l. : s.n.], 2005. http://www.gbv.de/dms/zbw/483693596.pdf.

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Crüger, Arwed [Verfasser]. "Bargaining Theory and Fairness. : A Theoretical and Experimental Approach Considering Freedom of Choice and the Crowding-out of Intrinsic Motivation. / Arwed Crüger." Berlin : Duncker & Humblot, 2015. http://d-nb.info/1238318886/34.

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Books on the topic "Motivational crowding-out"

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Irlenbusch, Bernd. Incentives, decision frames, and motivation crowding out -- an experimental investigation. Bonn, Germany: IZA, 2005.

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Crüger, Arwed. Bargaining theory and fairness: A theoretical and experimental approach considering freedom of choice and the crowding-out of intrinsic motivation. Berlin: Duncker & Humblot, 2002.

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Frey, Bruno S., and Jana Gallus. Honours as Signals. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198798507.003.0007.

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Awards are non-material and symbolic rewards, and do not necessarily have to go with money. Award givers may emit signals of quality, of intent, and of their beliefs. Managers can use the signalling functions of awards to subtly steer the behaviour of (present and future) employees, without having to recur to control through explicit, conditional incentives. Awards can also give rise to signalling failures. They have to be used with moderation, and they can rarely be substituted for money where money is already in place. If well designed, awards can raise intrinsic motivation, as the recipients are explicitly lauded when they receive the award. In comparison to money, awards tend to raise loyalty to the giver and avoid crowding out intrinsic motivation; moreover, they have a more sustainable effect on behaviour. They also remain visible in the future, creating a trophy value that maintains the awards’ salience and their signalling functions even over the medium and long term.
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Book chapters on the topic "Motivational crowding-out"

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Pepper, Alexander. "Intrinsic Motivation and the Crowding-Out Conjecture." In The Economic Psychology of Incentives, 86–104. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137409256_5.

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Luthiger, Benno, and Carola Jungwirth. "The Chase for OSS Quality." In Emerging Free and Open Source Software Practices, 147–68. IGI Global, 2007. http://dx.doi.org/10.4018/978-1-59904-210-7.ch007.

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This chapter explains why software users have good reasons to trust in the quality of OSS, even if they might have internalised the rule “If something has no price, it also has no value!” We present the idea that a system of incentives of both private programmers with their different motives to participate and companies paying their programmers for contributing to OSS, are responsible for the software quality—even if all programmers do not pursue a common purpose. The chapter delivers a conceptual framework from an economic perspective showing that every stakeholder can provide valuable input to the success of an open source project. Crowding out between contributors with different motivations does not necessarily exist even if companies with monetary intentions participate. Therefore, we assume OSS as an attractive forum for different interests that can seminally intertwine, while quality software is generated nearly as a by-product.
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