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Journal articles on the topic 'Motivational crowding-out'

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Author: Grafiati

Published: 10 December 2022

Last updated: 28 January 2023

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1

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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2

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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3

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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4

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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5

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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8

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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9

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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10

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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11

Siciliani, Luigi. "Paying for performance and motivation crowding out." Economics Letters 103, no. 2 (May 2009): 68–71. http://dx.doi.org/10.1016/j.econlet.2009.01.022.

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12

Baxmann, Martin, Lan Huong Timm, and Falk Schwendicke. "Who Seeks Clear Aligner Therapy? A European Cross-National Real-World Data Analysis." Life 13, no. 1 (December 25, 2022): 65. http://dx.doi.org/10.3390/life13010065.

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A key step prior to clear aligner therapy (CAT) is the clinical examination and case selection, which includes understanding the specific orthodontic problem to be managed and the wider evaluation of oral health. Seeking CAT may further differ along sociodemographic parameters or across countries, as may perceived orthodontic treatment needs and oral health. We aimed to characterize patients seeking CAT across five European countries. Anonymized real-life data from one large CAT provider (DrSmile, Berlin, Germany) was retrospectively sampled for the period 1 November 2021–31 December 2021. A total of 15,015 patients (68.4% females, 31.6% males, with an age range of 18–81 years, median 30.0 years) were included. The cross-national comparison revealed a significant difference in gender distribution (p < 0.001/Chi-square), with the highest proportion of males in Italy (434/1199, 36.2%) and the lowest in Poland (457/1600, 28.6%); generally, more females sought CAT. The largest motivational factor in all countries for seeking CAT was crowding, in both males and females. By and large, patients paid out of pocket for CAT. The prevalence of caries, periodontitis, and craniomandibular dysfunction as well as the numbers of missing teeth were generally low, albeit with significant differences between sociodemographic groups and countries for caries and periodontitis. Patients seeking CAT showed a low prevalence in oral conditions but differed in their sociodemographic characteristics across countries. Dentists and orthodontists should consider these country-specific differences when planning CAT.

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Georgellis, Y., E. Iossa, and V. Tabvuma. "Crowding Out Intrinsic Motivation in the Public Sector." Journal of Public Administration Research and Theory 21, no. 3 (December 6, 2010): 473–93. http://dx.doi.org/10.1093/jopart/muq073.

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14

Marsiglio, Simone, and Marco Tolotti. "Motivation crowding‐out and green‐paradox‐like outcomes." Journal of Public Economic Theory 22, no. 5 (April 14, 2020): 1559–83. http://dx.doi.org/10.1111/jpet.12444.

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15

Bolle, Friedel, and Philipp E. Otto. "A Price Is a Signal: on Intrinsic Motivation, Crowding-out, and Crowding-in." Kyklos 63, no. 1 (February 2010): 9–22. http://dx.doi.org/10.1111/j.1467-6435.2010.00458.x.

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16

De Pril, Julie, and Cécile Godfroid. "Avoiding the crowding-out of prosocial motivation in microfinance." Quarterly Review of Economics and Finance 77 (August 2020): 108–17. http://dx.doi.org/10.1016/j.qref.2019.09.016.

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17

Chao, Matthew. "Demotivating incentives and motivation crowding out in charitable giving." Proceedings of the National Academy of Sciences 114, no. 28 (June 27, 2017): 7301–6. http://dx.doi.org/10.1073/pnas.1616921114.

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Research has shown that extrinsic incentives can crowd out intrinsic motivation in many contexts. Despite this, many nonprofits offer conditional thank-you gifts, such as mugs or tote bags, in exchange for donations. In collaboration with a nonprofit, this study implements a direct mail field experiment and demonstrates that thank-you gifts reduced donation rates in a fundraising campaign. Attention-based multiattribute choice models suggest that this is because prospective donors shift attention to the salient gift offer, causing them to underweight less salient intrinsic motives. Attention to the gift may also cause individuals to adopt a more cost–benefit mindset, further de-emphasizing intrinsic motives. Consistent with these hypotheses, crowding out was driven by those who donated higher amounts in the previous year (i.e., those who likely had higher intrinsic motivation). In a complementary online experiment, thank-you gifts also reduced donation rates but only when the gift was visually salient. This corroborates the mediating role of attention in crowding out. Taken together, the laboratory and field results demonstrate that this fundraising technique can be demotivating in some contexts and that this may occur through an attention-based mechanism.

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18

Mackor, Anne Ruth. "Legally Enforced Performance Measurement of Public Services Crowding-Out or Crowding-In of Motivation?" Legisprudence 4, no. 3 (December 1, 2010): 285–306. http://dx.doi.org/10.5235/175214610794566295.

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Mackor, Anne Ruth. "Legally Enforced Performance Measurement of Public Services Crowding-Out or Crowding-in of Motivation?" Legisprudence 4, no. 3 (December 2010): 285–306. http://dx.doi.org/10.1080/17521467.2010.11424715.

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20

Lohmann, Julia, Nathalie Houlfort, and Manuela De Allegri. "Crowding out or no crowding out? A Self-Determination Theory approach to health worker motivation in performance-based financing." Social Science & Medicine 169 (November 2016): 1–8. http://dx.doi.org/10.1016/j.socscimed.2016.09.006.

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21

Corduneanu, Roxana, Adina Dudau, and Georgios Kominis. "Crowding-in or crowding-out: the contribution of self-determination theory to public service motivation." Public Management Review 22, no. 7 (April 3, 2020): 1070–89. http://dx.doi.org/10.1080/14719037.2020.1740303.

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22

Vilnai-Yavetz, Iris, and Olga Levina. "Motivating social sharing of e-business content: Intrinsic motivation, extrinsic motivation, or crowding-out effect?" Computers in Human Behavior 79 (February 2018): 181–91. http://dx.doi.org/10.1016/j.chb.2017.10.034.

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23

Zhao, Jinhua, John M. Kerr, Maria Knight Lapinski, and Robert Shupp. "Reciprocity and Social Norms: Short- and Long-Run Crowding Out Effects of Financial Incentives." Frontiers of Economics in China 16, no. 2 (December 15, 2021): 177–213. http://dx.doi.org/10.54605/fec20210202.

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We link the reciprocity model of Falk and Fischbacher (2006) with the theory of normative social behavior to study how financial incentives crowd out intrinsic motivation in both the short and long runs. Using data from a lab-based repeated public goods game, we find strong evidence in support of the reciprocity model and crowding out effects both when the payment is in place and after it stops. When the payment program is in place, subjects become less sensitive to reciprocity, perceive less kindness in others’ contributions, and care less about others’ welfare. The overall decrease in motivation to reciprocate reduces the effectiveness of the payment program by almost 50%. About 20% of the crowding out effect persists after the payment stops, and the reciprocity mechanism explains over three quarters of the long-run crowding out effect.

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24

Herzog, Lisa. "Higher and lower virtues in commercial society." Politics, Philosophy & Economics 10, no. 4 (February 3, 2011): 370–95. http://dx.doi.org/10.1177/1470594x10386564.

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Motivation crowding out can lead to a reduction of ‘higher’ virtues, such as altruism or public spirit, in market contexts. This article discusses the role of virtue in the moral and economic theory of Adam Smith. It argues that because Smith’s account of commercial society is based on ‘lower’ virtue, ‘higher’ virtue has a precarious place in it; this phenomenon is structurally similar to motivation crowding out. The article analyzes and systematizes the ways in which Smith builds on ‘contrivances of nature’ in order to solve the problems of limited self-command and limited knowledge. As recent research has shown, a clear separation of different social spheres can help to reduce the risk of motivation crowding out and preserve a place for ‘higher virtue’ in commercial society. The conclusion reflects on the performative power of economics, arguing that the one-sided focus on models of ‘economic man’ should be embedded in a larger context.

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St-Louis, Evelyne, and Adam Millard-Ball. "Cap-and-trade, crowding out, and the implications for municipal climate policy motivations." Environment and Planning C: Government and Policy 34, no. 8 (July 26, 2016): 1693–715. http://dx.doi.org/10.1177/0263774x16636117.

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Cities have emerged as important actors in climate change policy, implementing measures to reduce emissions from transportation, buildings, and waste. More recently, states such as California have implemented cap-and-trade programs to control greenhouse gases. However, a state-level cap handcuffs cities: by fixing emissions at the level of the cap, it precludes local governments from further reducing aggregate emissions. In this paper, we examine whether cities respond to the changed incentives presented by state-level programs. We find no evidence for crowding out: cities plan their emission reductions in similar ways regardless of state-level cap-and-trade programs. Our results suggest that cities likely have a range of motivations for their climate policy efforts- not simply a altruistic desire to improve the global environment.

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26

Gawel, Erik. "Intrinsische Motivation und umweltpolitische Instrumente." Perspektiven der Wirtschaftspolitik 2, no. 2 (May 2001): 145–65. http://dx.doi.org/10.1111/1468-2516.00042.

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Abstract In the discussion on the rational choice model of individual behavior, a growing emphasis has recently been placed on the importance of intrinsic motivation. Contrary to assumptions made in the standard economic literature, it is suggested that an individual's motivation to act may not be exclusively determined by external influences (incentives, restrictions) and (given) personal preferences, but, in addition, depends on intrinsically anchored ethical preferences. Intrinsic motivation may diminish if parallel external incentives, such as rewards or orders, come into play: Insofar as external intervention weakens the corresponding intrinsic motivation to act, the (normal) effect of relative prices is opposed by a (countervailing) crowding-out effect of intrinsic motivation. The effect of (over-) crowding-out has been thematized especially in the context of environmental policy. It was suggested that subsidies may support intrinsic incentives whereas taxes and licences (especially though command-and-control measures) tend to undermine them. This paper critically analyzes the impact of intrinsic behavior considerations on the evaluation of environmental policy instruments. It is argued that, if at all, economists' standard recommendations for policy design with respect to subsidies need not be revised even if intrinsic motivation plays any role for the agents' environmental bevavior. Furthermore, command-and-control policy might rather support than weaken intrinsic motivation.

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Festré, Agnès, and Pierre Garrouste. "THEORY AND EVIDENCE IN PSYCHOLOGY AND ECONOMICS ABOUT MOTIVATION CROWDING OUT: A POSSIBLE CONVERGENCE?" Journal of Economic Surveys 29, no. 2 (January 31, 2014): 339–56. http://dx.doi.org/10.1111/joes.12059.

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28

Bruno, Bruna, Marisa Faggini, and Anna Parziale. "Motivation, Incentives and Performance: An Interdisciplinary Review." International Journal of Business and Management 12, no. 12 (November 20, 2017): 29. http://dx.doi.org/10.5539/ijbm.v12n12p29.

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This review aims to extend the application of economic knowledge to evidence supplied by other research areas on the relationships between incentives, motivation and performance. Six areas of investigation have been selected based on their potential contribution in addressing three issues relevant to economics. The first issue concerns the distinction between intrinsic and prosocial motivation; the second is the relationship between motivation and performance; the third relates to the existence of perverse effects of incentives on motivation, which can take the form of undermining or crowding-out effects. The results are discussed in terms of their implications for economic theory, showing that different mechanisms are at work under intrinsic or prosocial motivation, implying the need for different instruments to promote behaviors and associated performance. In terms of crowding-out effects, there is little evidence to support a perverse effect when incentives are offered before or during performance, whereas the psychological literature provides consolidated validation for the undermining effect. Economics can gain insights from other disciplines by employing their investigative tools and theoretical developments. A feature of particular interest for economics is gamification, that is, the use of game design elements (design of video games and similar games) in non-game contexts.

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29

Gold, Natalie. "The limits of commodification arguments: Framing, motivation crowding, and shared valuations." Politics, Philosophy & Economics 18, no. 2 (February 26, 2019): 165–92. http://dx.doi.org/10.1177/1470594x19825494.

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I connect commodification arguments to an empirical literature, present a mechanism by which commodification may occur, and show how this may restrict the range of goods and services that are subject to commodification, therefore having implications for the use of commodification arguments in political theory. Commodification arguments assert that some people’s trading a good or service can debase it for third parties. They consist of a normative premise, a theory of value, and an empirical premise, a mechanism whereby some people’s market exchange affects how goods can be valued by others. Hence, their soundness depends on the existence of a suitable candidate mechanism for the empirical premise. The ‘motivation crowding effect’ has been cited as the empirical base of commodification. I show why the main explanations of motivation crowding – signaling and over-justification – do not provide mechanisms that could underpin the empirical premise. In doing this, I reveal some requirements on any candidate mechanism. I present a third explanation of motivation crowding, based on the crowding out of frames, and show how it fulfills the requirements. With a mechanism in hand, I explore the type of goods and services to which commodification arguments are applicable. The mechanism enables markets to break down ‘shared valuations’, which is a subset of the valuations that proponents of commodification arguments are concerned with. Further, it can only break down relatively fragile shared understandings and therefore, I suggest, it cannot support a commodification argument regarding the sale of sexual services.

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30

Wenzel, Anne-Kathrin, Tobias A. Krause, and Dominik Vogel. "Making Performance Pay Work: The Impact of Transparency, Participation, and Fairness on Controlling Perception and Intrinsic Motivation." Review of Public Personnel Administration 39, no. 2 (July 1, 2017): 232–55. http://dx.doi.org/10.1177/0734371x17715502.

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Performance pay has been one of the main trends in public sector reform over the last decade and aims to increase employees’ motivation. However, positive results are sparse. In a majority of cases, pay scheme designers neglect that intrinsic motivation may be distorted by the introduction of extrinsic rewards (crowding out). Nevertheless, under certain conditions, performance pay schemes may also enhance intrinsic motivation (crowding-in). The perception of rewards has proven to be an especially crucial factor for the outcome of performance pay. Based on psychological contract theory, this paper analyzes the relationships between intrinsic motivation, public service motivation (PSM), personality characteristics, and the design of the performance- appraisal scheme. The empirical analysis relies on a structural equation modeling (SEM) approach. Model findings reveal that a fair, participatory, and transparent design reduces the controlling perception while fostering the intrinsic motivation of employees. In addition, participants who score high on neuroticism perceive performance pay schemes to be more controlling and have lower values of intrinsic motivation.

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31

Ariely, Dan, Anat Bracha, and Stephan Meier. "Doing Good or Doing Well? Image Motivation and Monetary Incentives in Behaving Prosocially." American Economic Review 99, no. 1 (February 1, 2009): 544–55. http://dx.doi.org/10.1257/aer.99.1.544.

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This paper experimentally examines image motivation—the desire to be liked and well regarded by others—as a driver in prosocial behavior (doing good), and asks whether extrinsic monetary incentives (doing well) have a detrimental effect on prosocial behavior due to crowding out of image motivation. Using the unique property of image motivation—its dependency on visibility—we show that image is indeed an important part of the motivation to behave prosocially, and that extrinsic incentives crowd out image motivation. Therefore, monetary incentives are more likely to be counterproductive for public prosocial activities than for private ones. (JEL D64, L31, Z13)

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32

Priyastiwi, Priyastiwi, and Sofiati Sofiati. "Public Service Motivation: Can Remuneration Increase Job Satisfaction and Performance in Organization Sector Public?" Media Trend 17, no. 1 (May 27, 2022): 111–30. http://dx.doi.org/10.21107/mediatrend.v17i1.13800.

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This study examines the effect of public service motivation and remuneration on job satisfaction and employee performance. The study also examines whether remuneration will moderate the relationship between public service motivation with job satisfaction and performance based on crowding out the theory. This study investigates whether extrinsic motivation in remuneration will reduce intrinsic motivation (public service motivation). Data collection and sampling: The data for this research was collected from primary sources. Data was collected by distributing the questionnaires to the employee in Office Tax in Daerah Istimewa Yogyakarta. The study has used the partial least square (PLS) approach to analyze the data. The study has used PLS due to its ability to examine the causal relationship between the variables. At the same time, it deals with the constructs and measurement items, thus making it a feasible option to use. Research results prove that public service motivation and remuneration positively influences work satisfaction and performance. Public service motivation and remuneration influences performance mediated satisfaction. Payment does not moderate relationship motivation to satisfaction because that p-value has lower than the required. Remuneration policy weakens influence public service motivation to dignity. However, the path coefficient is worth negative. So with a policy, applicable remuneration now precisely cut influence job satisfaction, which could lower performance. Theory crowding-out show that gift remuneration as award extrinsic to increase job satisfaction and performance of employees government.

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Zhou, Yingying, Yuehan Du, Fengyi Lei, Ziru Su, Yifei Feng, and Jie Li. "Influence of Financialization of Heavily Polluting Enterprises on Technological Innovation under the Background of Environmental Pollution Control." International Journal of Environmental Research and Public Health 18, no. 24 (December 17, 2021): 13330. http://dx.doi.org/10.3390/ijerph182413330.

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In the wake of the acceleration of China’s industrialization and rapid economic growth, environmental pollution has also attracted great attention. The technological innovation of heavily polluting enterprises is conducive to reducing pollution emissions and promoting environmental health. The financial investment tendency and behavior of real enterprises have a significant impact on the technological innovation decision-making of enterprises. A panel model is used in this paper in order to empirically test the impact of financialization of Chinese heavily polluting enterprises on technological innovation based on the data of Listed Companies in Chinese heavily polluting industries from 2008 to 2019. The + results show that the financialization of heavily polluting enterprises has a significant crowding out effect on technological innovation. After introducing arbitrage motivation as the regulating variable, further research finds that arbitrage motivation weakens the inhibitory effect of enterprise financialization on technological innovation, that is, the stronger the arbitrage motivation, the smaller the negative effect of financialization on enterprise technological innovation, which weakens this crowding out effect. Finally, the listed enterprises in heavily polluting industries are divided into state-owned enterprises and non-state-owned enterprises according to their corporate attributes. Compared with state-owned enterprises, the financialization of non-state-owned enterprises has a greater squeeze out of technological innovation; and arbitrage motivation has a more significant regulatory effect on the impact of enterprise financialization on technological innovation.

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Kim, Do Han, and Hee-Je Bak. "Reconciliation Between Monetary Incentives and Motivation Crowding-Out: The Influence of Perceptions of Incentives on Research Performance." Public Performance & Management Review 43, no. 6 (May 29, 2020): 1292–317. http://dx.doi.org/10.1080/15309576.2020.1771387.

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35

Bellé, Nicola. "Performance-Related Pay and the Crowding Out of Motivation in the Public Sector: A Randomized Field Experiment." Public Administration Review 75, no. 2 (January 13, 2015): 230–41. http://dx.doi.org/10.1111/puar.12313.

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36

Qian, Jiwei, and Alex Jingwei He. "The Bonus Scheme, Motivation Crowding-out and Quality of the Doctor-Patient Encounters in Chinese Public Hospitals." Public Organization Review 18, no. 2 (October 17, 2016): 143–58. http://dx.doi.org/10.1007/s11115-016-0366-y.

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37

Inauen, Emil. "How the approval of rules influences motivation." Evidence-based HRM: a Global Forum for Empirical Scholarship 2, no. 1 (May 13, 2014): 96–113. http://dx.doi.org/10.1108/ebhrm-07-2013-0019.

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Purpose – With their specific characteristics, religious orders provide an interesting environment that can be used to deepen the understanding and dynamics of work motivation in the public sector. The paper aims to discuss this issue. Design/methodology/approach – The paper empirically investigates the levels and kinds of motivation (from extrinsic to intrinsic) in different religious orders, and analyze some major factors of influence. A broad survey of monastic leaders offers a unique data set to analyze the influence of constitutions and traditions on motivation in a quantitative and comparative way. The theoretical foundations are based upon self-determination theory (SDT), formalization and public service motivation. Findings – The paper shows that even the most constrained and hierarchically structured communities succeed in preventing a crowding out of self-determined motivation. On the one hand, this can be ascribed to the influence of faith and religion. On the other hand, and this is the focus of the paper, the analysis suggests that if norms and structures are approved and considered essential, a crowding-out effect is absent, and motivation levels can be maintained. Research limitations/implications – This study has an explorative character; it is intended to provide interest for further research. Because of the particular position of religious orders, and equally because of the relatively small sample and few variables concerning the approval of rules and traditions, further investigations in other settings are needed. Practical implications – An alternative path to increase public service motivation comes into play. The negative effects of little or no autonomy and strict regulation in an organization's daily routines can be tempered by a conscious composition and awareness of governance, i.e. an understanding of and agreement upon constitutions, rules and traditions. Originality/value – The approval of constitutions and traditions has received little study, yet offers new insights into public service motivation, SDT and formalization.

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Liu, Yuewen, and Juan Feng. "Does Money Talk? The Impact of Monetary Incentives on User-Generated Content Contributions." Information Systems Research 32, no. 2 (June 2021): 394–409. http://dx.doi.org/10.1287/isre.2020.0971.

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Many platforms use monetary incentives to encourage user-generated content (UGC) contributions. The empirical evidence, however, is contradictory: monetary incentives are shown to either increase or decrease contribution. We make the first attempt to build a unified theoretical model to understand the complex nature of the impact of monetary incentives. We consider contributors differentiated not only by their attitudes toward monetary incentives but also by their effectiveness to attract audience. We identify two scenarios where contributors can be crowded out when monetary incentives are present: (1) when a small amount of monetary incentive is introduced, the non–money-driven contributors reduce or even stop contributing (motivation crowding out); or (2) when the monetary incentive is relatively large, the high-effectiveness contributors crowd out the low-effectiveness ones (competition crowding out). As a result, an increase in the monetary incentive can either increase or decrease contributors’ participation and the total content volume contributed. Our results offer guidelines for different UGC platforms to design monetary incentive mechanisms.

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Stazyk, Edmund C. "Crowding Out Public Service Motivation? Comparing Theoretical Expectations with Empirical Findings on the Influence of Performance-Related Pay." Review of Public Personnel Administration 33, no. 3 (July 24, 2012): 252–74. http://dx.doi.org/10.1177/0734371x12453053.

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Lourenço, Sofia M. "Monetary Incentives, Feedback, and Recognition—Complements or Substitutes? Evidence from a Field Experiment in a Retail Services Company." Accounting Review 91, no. 1 (May 1, 2015): 279–97. http://dx.doi.org/10.2308/accr-51148.

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ABSTRACT This study investigates the performance effects of the combined use of three reinforcers, or incentive motivators, commonly used by companies: monetary incentives, feedback, and recognition. Using a field experiment in a retail services company, I test whether these incentives, which appeal to diverse motivation mechanisms—tangible payoffs, self-regulation, and social esteem—and, hence, have different utilities, are complements or substitutes. The results of the hard performance data collected, in the form of a ratio of sales relative to goals, show that monetary incentives and recognition are substitutes, while feedback is independent of the other incentives. The negative interaction between monetary incentives and recognition is evidence of crowding out between tangible payoffs and social esteem motivations. Individually, these two incentives have a positive impact on performance of about 13 percentage points, which corresponds to a 32.5 percent performance increase. Feedback interactions and main effects are not statistically significant, which suggests that, in this setting, providing feedback in the form of knowledge of results has no impact.

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Kotsidis, Vasileios. "Call to Action: Intrinsic Motives and Material Interests." Games 9, no. 4 (November 14, 2018): 92. http://dx.doi.org/10.3390/g9040092.

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We provide a game-theoretic account of endogenous intrinsic motivation within a principal–agent framework. We explore the incentives of an altruistic principal who, by exerting costly effort, can intrinsically motivate a present-biased agent to exhibit a direct preference for more far-sighted behaviour. We characterize the conditions under which this happens. We show that allowing for endogenous intrinsic motivation generates interesting interplays between exogenous economic incentives and endogenous motivation, including the possibility of crowding out. Our model can be applied in a wide variety of contexts, including public policy, self-control, and cultural transmission.

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Sliwka, Dirk. "Trust as a Signal of a Social Norm and the Hidden Costs of Incentive Schemes." American Economic Review 97, no. 3 (May 1, 2007): 999–1012. http://dx.doi.org/10.1257/aer.97.3.999.

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An explanation for motivation crowding-out phenomena is developed in a social preferences framework. Besides selfish and fair or altruistic types, a third type of agent is introduced. These “conformists” have social preferences if they believe that sufficiently many of the others do as well. When there is asymmetric information about the distribution of preferences (the “social norm”), the incentive scheme offered or autonomy granted can reveal a principal's beliefs about that norm. High-powered incentives may crowd out motivation as pessimism about the norm is conveyed. But by choosing fixed wages or granting autonomy, trust in a favorable norm may be signaled. (JEL D64, D82, J41, Z13)

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Zhang, Renping, Shiyong Zheng, Jiaying Li, and Otilia Manta. "Research on the Influence of Socialization Strategy of Online Educating Platform on Users' Learning Behavior." International Journal of Emerging Technologies in Learning (iJET) 17, no. 17 (September 8, 2022): 171–91. http://dx.doi.org/10.3991/ijet.v17i17.34031.

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This paper researches on the influence of socialization strategies on users' learning behavior in online educating platform. According to the organizational socialization theory, four typical socialization strategies of brand communities are studied: information feedbacking, interactive supporting, member educating, and information providing. The study reveals that the above four strategies all have positive influences on social identification, and then promote learning frequency and time. The study also illustrates that the economic stimulus (i.e., extrinsic motivation) of platform has influences on the behavior (i.e., learning frequency and time) of users on it. This research sheds light on that extrinsic motivation of learning has enhancing/crowding out effect on the internal motivation of users.

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Soonae Park and 이혜연. "The Effect of Public Service Motivation and Performance-related Rewards on Performance: Empirical Analysis of Crowding-out of PSM." Korean Review of Organizational Studies 14, no. 2 (July 2017): 97–128. http://dx.doi.org/10.21484/kros.2017.14.2.97.

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Dijkstra, Peter T. "Gedragseconomische valkuilen bij de energietransitie : Hoe te zorgen voor een gedragsverandering in het kader van verduurzaming en energieverbruik?" Mens en maatschappij 95, no. 3 (August 1, 2020): 213–39. http://dx.doi.org/10.5117/mem2020.3.004.dijk.

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Abstract Behavioral-economic pitfalls in the energy transitionThe energy transition requires large investments. The public debate in the Netherlands focuses on the associated costs, and the government uses traditional instruments such as subsidies. From the perspective of behavioral economics this approach has a few drawbacks. The goal of this article is to discuss behavioral-economic pitfalls which are important for two topics regarding the energy transition. First, households need to take measures themselves with regard to the switch to alternative energy sources. Several behavior-economic pitfalls influence households’ decisions. The most important ones are risk aversion, loss aversion, choice overload and motivation crowding out. A number of measures are discussed which the government might employ to facilitate this behavioral change by households. Second, large investments will be needed in the electricity network due to the energy transition. These costs might be mitigated by a behavioral change in energy use of households and firms: either by using less energy or by using energy at other times of the day. This might be achieved by introducing dynamic electricity tariffs. However, behavioral-economic pitfalls will affect the interest in such tariffs, most notably motivation crowding out and moral licensing. Their effects will be lessened if financial incentives are not emphasized.

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Abildtrup, Jens, Anne Stenger, Francis de Morogues, Philippe Polomé, Marieke Blondet, and Claude Michel. "Biodiversity Protection in Private Forests: PES Schemes, Institutions and Prosocial Behavior." Forests 12, no. 9 (September 14, 2021): 1241. http://dx.doi.org/10.3390/f12091241.

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The overall research question addresses the effectiveness of incentive mechanisms in poli -cies that enhance private forest owners’ biodiversity protection. In particular, the paper focuses on the link between forest owners’ motivations, incentives, and institutions, and questions the incentives of the current biodiversity protection policies. Our hypothesis is that the purely monetary nature of the incentives can cause a “crowding out effect”, i.e., forest owners may reduce their voluntary contribution to biodiversity protection that is driven by prosocial motivations (altruism, self-image, etc.). With this in mind, as well as the knowledge acquired via this project about forest owners’ motivations, we looked for the most effective combinations of “incentive mechanisms” (monetary and non-monetary) and “institutions” (national and local authorities, NGOs, etc.) to encourage forest owners to adopt biodiversity protection measures in their forests.

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Chervier, Colas, Gwenolé Le Velly, and Driss Ezzine-de-Blas. "When the Implementation of Payments for Biodiversity Conservation Leads to Motivation Crowding-out: A Case Study From the Cardamoms Forests, Cambodia." Ecological Economics 156 (February 2019): 499–510. http://dx.doi.org/10.1016/j.ecolecon.2017.03.018.

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Smaldone, Pierluigi, and Milena Vainieri. "Motivating health professionals through control mechanisms: A review of empirical evidence." Journal of Hospital Administration 5, no. 3 (April 5, 2016): 67. http://dx.doi.org/10.5430/jha.v5n3p67.

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This paper summarizes the findings of the literature on the levers used in the health care sector to motivate workers, with a particular focus on the impact of management control tools (such as Performance Measurement Systems (PMS) and Pay for Performance) on motivation. A review of the literature was carried out using the ISI Web of Knowledge, Pubmed and JSTOR search engines on the topic of motivation of health care workers, including, if possible, all the involved categories of employees. The research focused on empirical studies published in Europe, North America and Oceania from 1990 to 2015. Developing countries were intentionally excluded because of their specific needs and motivation perspectives that mainly focus on recruitment or retention strategies to ensure services provision. Studies on motivation generally focus on three main perspectives: (1) Employees’ satisfaction and emotions; (2) Retention; (3) Motivation or attitudes to carry out specific tasks or to behave appropriately. A few studies considered compensation strategies and monetary rewards as a driver of health care workers’ motivation. These studies did not report the crowding out effect of external locus of causality on motivation. On the contrary, most of the studies highlighted the importance of the relationship with patients and colleagues as a crucial factor affecting workers’ motivation, in particular referring to job satisfaction. Despite the large number of articles on the topic of employee motivation, there have been very few studies on the impact of the most popular managerial mechanisms introduced since the mid 1990s in health care systems.

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Zhang, Yuting, and Yong Li. "The crowding-out effect of the extrinsic motivation: An empirical study on the turnover intention of members of the youth social organization." SHS Web of Conferences 25 (2016): 02015. http://dx.doi.org/10.1051/shsconf/20162502015.

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Rogstadius, Jakob, Vassilis Kostakos, Aniket Kittur, Boris Smus, Jim Laredo, and Maja Vukovic. "An Assessment of Intrinsic and Extrinsic Motivation on Task Performance in Crowdsourcing Markets." Proceedings of the International AAAI Conference on Web and Social Media 5, no. 1 (August 3, 2021): 321–28. http://dx.doi.org/10.1609/icwsm.v5i1.14105.

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Crowdsourced labor markets represent a powerful new paradigm for accomplishing work. Understanding the motivating factors that lead to high quality work could have significant benefits. However, researchers have so far found that motivating factors such as increased monetary reward generally increase workers’ willingness to accept a task or the speed at which a task is completed, but do not improve the quality of the work. We hypothesize that factors that increase the intrinsic motivation of a task – such as framing a task as helping others – may succeed in improving output quality where extrinsic motivators such as increased pay do not. In this paper we present an experiment testing this hypothesis along with a novel experimental design that enables controlled experimentation with intrinsic and extrinsic motivators in Amazon’s Mechanical Turk, a popular crowdsourcing task market. Results suggest that intrinsic motivation can indeed improve the quality of workers’ output, confirming our hypothesis. Furthermore, we find a synergistic interaction between intrinsic and extrinsic motivators that runs contrary to previous literature suggesting “crowding out” effects. Our results have significant practical and theoretical implications for crowd work.

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