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Littérature scientifique sur le sujet « Monetary and non-monetary incentives »

Auteur : Grafiati

Publié le 10 mars 2023

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Articles de revues sur le sujet "Monetary and non-monetary incentives"

Sittenthaler, Hanna M., et Alwine Mohnen. « Cash, non-cash, or mix ? Gender matters ! The impact of monetary, non-monetary, and mixed incentives on performance ». Journal of Business Economics 90, n^o 8 (17 juin 2020) : 1253–84. http://dx.doi.org/10.1007/s11573-020-00992-0.

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Abstract Standard economic theory asserts that cash incentives are always better than non-cash ones, or at least not worse. This study employs a real effort experiment to analyze the impact of monetary, non-monetary, and a combination of monetary and non-monetary incentives on performance, where non-monetary incentives are defined as tangible incentives with market value. Our overall results suggest that there exists no significant difference in performance in response to monetary, non-monetary, and mixed incentives. However, gender-based differentiation reveals a different picture: the performances of men and women depend upon the type of incentive used. Whereas men’s performance is significantly higher in response to monetary incentives compared to non-monetary ones, women’s performance is significantly higher in response to non-monetary incentives. The gender differences in the effectiveness of monetary and non-monetary incentives do not seem to be triggered by the perceived attractiveness of the non-monetary incentives but rather by the differences between men and women in the feelings of appreciation and perceived performance pressure in a tournament setting. Therefore, our results indicate that gender differences must be considered when implementing incentives.

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Bird, Daniel, et Alexander Frug. « Dynamic Non-monetary Incentives ». American Economic Journal : Microeconomics 11, n^o 4 (1 novembre 2019) : 111–50. http://dx.doi.org/10.1257/mic.20170025.

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We study a principal-agent interaction where investments and rewards arrive stochastically over time and are privately observed by the agent. Investments (costly for the agent, beneficial for the principal) can be concealed by the agent. Rewards (beneficial for the agent, costly for the principal) can be forbidden by the principal. We ask how rewards should be used and which investments incentivized. We identify the unique optimal mechanism and analyze the dynamic investment and compensation policies. When all rewards are identical, the unique optimal way to provide incentives is by a “carte blanche” to pursue all rewards arriving in a predetermined time frame. (JEL D82, M52)

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Liu, Yuewen, et Juan Feng. « Does Money Talk ? The Impact of Monetary Incentives on User-Generated Content Contributions ». Information Systems Research 32, n^o 2 (juin 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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Erkal, Nisvan, Lata Gangadharan et Boon Han Koh. « Monetary and non-monetary incentives in real-effort tournaments ». European Economic Review 101 (janvier 2018) : 528–45. http://dx.doi.org/10.1016/j.euroecorev.2017.10.021.

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Frey, Bruno S., et Jana Gallus. « Awards as non-monetary incentives ». Evidence-based HRM : a Global Forum for Empirical Scholarship 4, n^o 1 (4 avril 2016) : 81–91. http://dx.doi.org/10.1108/ebhrm-05-2015-0016.

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Purpose – The purpose of this paper is to shed light on a widely used yet scarcely investigated form of incentive, awards. The paper seeks to explore, first, whether awards can be used to motivate higher performance in academia and volunteering, and second, how often and in what forms awards are in actual fact being used in the voluntary sector. Design/methodology/approach – The paper combines a theoretical analysis with various analytical methods, including a new matching technique, randomization in the field, and the survey approach. Findings – Awards have the potential to substantially increase performance, yet they are less frequently used in the Swiss voluntary sector than theory suggests. Research limitations/implications – The focus lies on awards in academia and the voluntary sector. Future research should investigate awards in other fields, e.g. the for-profit or the cultural sector. It should also assess their use in other countries to facilitate cross-country comparisons. The effects on non-recipients and the public at large are another area worth investigating. Practical implications – Practitioners are encouraged to consider awards as an important motivational instrument, which could be integrated more explicitly and more widely in the volunteer management systems of Swiss non-profit organizations. Originality/value – This contribution analyzes a widely used yet scarcely investigated form of incentive, awards. originality/value derives naturally from this observation.

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Daramola, Adedeji Adebola, et Lilian Daramola. « Does Monetary Incentives Have Stronger Influence on Workers' Productivity Other Than Any Form of Motivational Incentives ? » International Journal of Business and Management Future 3, n^o 2 (26 octobre 2019) : 38–45. http://dx.doi.org/10.46281/ijbmf.v3i2.416.

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An incentive is a reward given to a person to stimulate his or her actions to a desired direction. It has motivational powers and is widely utilized by small and large organizations to motivate employees. These incentives can either be monetary or non-monetary. The aim of this study is to find out whether monetary incentives has a stronger influence on workers productiveness other than any form of motivational incentives, using a case study of BORBDA. In order to achieve this, questionnaire was designed, processed and analyzed using Chi-Square. The study revealed that monetary incentives do not exert stronger influence on workers’ productivity than any other form of motivational factor. In view of this, money is not the only motivating factor that has stronger influence on workers’’ productivity, as there are other forms of motivational incentives for employees. The head of organization should look inward for better incentives to motivate their employees without necessarily using monetary incentives.

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Altakhaineh, Abdel Rahman Mitib, et Amani Badawi. « University Professors’ Attitudes toward Monetary and Non-monetary Research Incentives ». International Journal of Learning in Higher Education 28, n^o 2 (2021) : 27–35. http://dx.doi.org/10.18848/2327-7955/cgp/v28i02/27-35.

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Chao, Matthew. « Intentions-Based Reciprocity to Monetary and Non-Monetary Gifts ». Games 9, n^o 4 (28 septembre 2018) : 74. http://dx.doi.org/10.3390/g9040074.

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Social preference models emphasize that perceived intentions motivate reciprocity. However, laboratory tests of this theory typically manipulate perceived intentions through changes in wealth resulting from a sacrifice in pay by another. There is little evidence on whether reciprocity occurs in response to perceived intentions alone, independent of concurrent changes in pay and giver sacrifice (and any associated guilt from that sacrifice). This paper addresses this gap in the literature by implementing a modified dictator game where gifts to dictators are possible, but where gift transactions are also stochastically prevented by nature. This leads to instances of observed gift-giving intentions that yield no sacrifice or change in outcomes. In addition, this study uses both monetary and non-monetary gifts; previous studies typically use only monetary incentives, even though real-world applications of this literature often involve non-monetary incentives such as business or marketing gifts. The results show that on average, dictators reciprocated strongly to just the intention to give a gift, and they also reciprocated similarly to both monetary and non-monetary gifts. These results are consistent with intentions-based models of social preferences and with much of the marketing literature on business gifts.

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Vinogradov, Dmitri, et Elena Shadrina. « Non-monetary incentives in online experiments ». Economics Letters 119, n^o 3 (juin 2013) : 306–10. http://dx.doi.org/10.1016/j.econlet.2013.03.014.

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Yu, Chenhao, Xiaoyan Li, Huigang Liang, Zhiruo Zhang et Dong Fang. « The Effects of Monetary Incentives on Physicians’ Effort and Patient Satisfaction : Understanding the Links between Monetary Incentives and Physicians’ Effort ». International Journal of Environmental Research and Public Health 19, n^o 20 (11 octobre 2022) : 13075. http://dx.doi.org/10.3390/ijerph192013075.

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How monetary incentives promote physicians’ job performance in terms of patient satisfaction has been widely discussed. The incentive dilemma debate concerns whether monetary incentives reduce physicians’ intrinsic motivation at work and even lead to moral hazard. This study investigated monetary incentive policies in a hospital and analyzed how monetary incentives affect performance and behavior. By means of income composition grouping, a treatment group and control group were established, and the identification of the effect on performance was implemented using the difference-in-difference (DiD) method. The mechanism analysis was implemented using the event-study approach (ESA) and path analysis. The study found that (1) monetary incentives promote physicians to improve patient satisfaction, and the average effect is a two-point increment (p < 0.0001); (2) the effects are short-term; and (3) in contrast to many criticisms, the improvement in patient satisfaction was mainly from the effort in working during the monetary incentive policy. The results of this study contribute empirical evidence regarding the effects of monetary incentives and their mechanism and can help hospital management formulate incentive plans.

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Thèses sur le sujet "Monetary and non-monetary incentives"

Chan, Christine W. Y. (Christine Wing Yuen) 1975. « Measuring non-monetary incentives using conjoint analysis ». Thesis, Massachusetts Institute of Technology, 1999. http://hdl.handle.net/1721.1/80052.

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Thesis (M.Eng.)--Massachusetts Institute of Technology, Dept. of Electrical Engineering and Computer Science, 1999.
Includes bibliographical references (leaves 70-71).
by Christine W.Y. Chan.
M.Eng.

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Stitt, Ryan D. « Identifying the Cost of Non-Monetary Incentives (ICONIC) ». Monterey, California : Naval Postgraduate School, 2009. http://edocs.nps.edu/npspubs/scholarly/MBAPR/2009/Dec/09Dec%5FStitt%5FMBA.pdf.

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"Submitted in partial fulfillment of the requirements for the degree of Master of Business Administration from the Naval Postgraduate School, December 2009."
Advisor(s): Gates, William R. ; Coughlan, Peter J. "December 2009." "MBA Professional report"--Cover. Description based on title screen as viewed on January 29, 2010. Author(s) subject terms: Retention Mechanisms, Non-Monetary Incentives, Assignment Modeling, Optimization, Linear Programming. Includes bibliographical references (p. 73-74). Also available in print.

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Choga, Ngonidzashe Nicholas. « The effects of monetary and non-monetary incentives on respondent attrition in longitudinal survey ». Master's thesis, Faculty of Science, 2019. http://hdl.handle.net/11427/31393.

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Longitudinal studies are essential for governments and organizations as they help in making decisions that are based on factual data. Longitudinal studies collect data repeatedly from a set of participants over a period of time, enabling the tracking and studying of entity behaviour at individual, organizational, and national levels. One major challenge facing longitudinal data collection is the attrition of subjects during the course of the study, which is the continuous loss of participants during a longitudinal survey due to verbal drop-outs and non-response. Attrition can render datasets useless due to incomplete entries, making it one of the most significant weaknesses of longitudinal surveys. In order to explore the effects of incentives on attrition, this research project studies the effects of monetary and non-monetary incentives on explicit (subject says s/he does not want to be part of the study) and implicit (non-response) attrition. In particular, this study uses telephonically delivered feedback, derived from participant responses, as non-monetary incentives. To measure the effects of incentives on attrition, the study gave four treatments groups —50 participants each—mobile credit, verbally delivered feedback, machine delivered feedback and no incentive. After monitoring their attrition, over a 12-week period that involved bi-weekly surveys, a generalised linear model and Cochran’s q-test were used to find that monetary incentives remain the strongest in under-served community settings. It was not only found that monetary incentive treatments completed the most surveys most weeks, but also had the least explicit attrition. Surprisingly it was also found that machine delivered feedback performed similarly to mobile credit when the cost, social impact and participant behaviour in terms of their survey completion and attrition is assessed.

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Zimmerman, Brooke Maura. « Integrating monetary and non-monetary reenlistment incentives utilizing the Combinatorial Retention Auction Mechanism (CRAM) ». Thesis, Monterey, Calif. : Naval Postgraduate School, 2008. http://edocs.nps.edu/npspubs/scholarly/theses/2008/Dec/08Dec%5FZimmerman.pdf.

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Thesis (M.S. in Management)--Naval Postgraduate School, December 2008.
Thesis Advisor(s): Gates, William R. ; Coughlan, Peter J. "December 2008." Description based on title screen as viewed on February 5, 2009. Includes bibliographical references (p. 173-177). Also available in print.

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Allgulin, Magnus. « Supervision and monetary incentives ». Doctoral thesis, Stockholm : Economic Research Institute, Stockholm School of Economics [Ekonomiska forskningsinstitutet vid Handelshögsk.] (EFI), 1999. http://www.hhs.se/efi/summary/525.htm.

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Rendon, Frank, Robert Wilson, Robert Colston et RWC Manpower Consulting. « Review of Quality as a Factor in Sailor Selection of Monetary and Non-Monetary Incentives ». Thesis, Monterey, California. Naval Postgraduate School, 2011. http://hdl.handle.net/10945/7066.

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EMBA Project Report
EXECUTIVE SUMMARY: Today's Navy is faced with a number of challenges in attracting and retaining the officers and enlisted personnel required to operate and maintain the technical equipment required to achieve mission success. Investment of time and dollars in training and qualifying individuals to drive ships, operate and maintain weapons systems, fly aircraft, operate nuclear power plants, and manage people can average several hundred thousand dollars by the completion of an initial four-year tour of duty. In some cases, it is not unusual to exceed a million dollar investment in training and development of a Sailor with very specialized skills. It is clearly in the Navy’s best interest to retain the skills and capabilities of the highly trained individuals for a career rather than invest in retraining personnel every four to six years. The research focused on the issue of quality of the officer or enlisted service member as determined by their fitness report rating of Early Promote (EP = 5), Must Promote (MP = 4) or Promotable (P = 3) and related that data to their selection of a monetary or non-monetary incentive at significant career decision points. The goal was to determine if the quality of the individual was related to whether they selected a monetary incentive or a non-monetary incentive. A limited number of these incentives were looked at in the research, specifically the Surface Warfare Officer Continuation Pay (SWOCP or “SWO bonus”) monetary incentive for officers, the Selective Reenlistment Bonus (SRB) monetary incentive for enlisted personnel, and the No-Cost Geographic Stability Permanent Change of Station (PCS) move non-monetary incentive for both officers and enlisted. While data was collected for each of these incentive programs, the data obtained for the enlisted personnel was inconsistent, and in thorough analysis. Based on the limited time available to complete this initial project, the research focused on the officer data related to the SRB and PCS moves is available and may be useable with some minor additional refinement of data structure but a future Capstone group, thesis student, or faculty researcher. Along the way, a new methodology was created to obtain personnel data without the Personal Identifiable Information (PII) being compromised. In addition, this new methodology provided a process to include officer and Sailor performances as it relations to the quality of individuals who take monetary and non-monetary incentives. Both of these new concepts proved valuable information to the project and can be used for future work that uses PII or quality as part of the required data set. Based on analysis of the officer data obtained, the key findings revealed: • The data covered 1,453 officers that executed a no-cost PCS during the time period. There does not appear to be a relationship between quality and these types of moves. • For the officers receiving a SWO bonus and ratings in the range of P, MP, and EP, over 75 percent of recipients received a most recent score of EP. • Even though a majority of SWO data revealed a quality component being applied to a bonus award, Navy still spent $3 million on 36 officers being evaluated as P and $0.4 million on 8 officers who no longer have a SWO designator over the three fiscal years reviewed. The project team recommends the following actions based on the outcome of this project: • Conduct further studies on other monetary incentives such as Aviator Continuation Pay, Nuclear Continuation Bonus and Tuition Assistance. Additionally, obtain more non- monetary incentive data such as base housing information and child development center enrollment. Compare the monetary and non-monetary data to the quality of the officers and Sailors receiving the incentive. • Analyze SRB and enlisted no-cost PCS move data to identify any similarities and differences in comparison to the SWO analysis conducted in this report. • Review SWO bonus policy to ensure that SWOs that apply for lateral transfer are currently not executing a SWO bonus contract.

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Tanner, Andreas. « Distributed resource management with monetary incentives ». [S.l.] : [s.n.], 2005. http://deposit.ddb.de/cgi-bin/dokserv?idn=976429969.

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Martins, Ana Filipa Barril. « Incentivos e benefícios dos gestores em PME's Portuguesas ». Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/13167.

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Mestrado em Contabilidade, Fiscalidade e Finanças Empresariais
Este estudo contribui para uma melhor compreensão dos fatores associados à atribuição de incentivos (monetários e não monetários) e benefícios aos gestores em PMEs portuguesas. Da pesquisa, verifica-se que são poucos os estudos aplicados às PMEs (Mitchell & Reid, 2000). O processo de recolha de dados foi feito através de dois questionários e, no total, obteve-se 585 respostas de membros da equipa de gestão de 445 de empresas. Os resultados mostram que a utilização de incentivos monetários é menor na Indústria Transformadora, no cargo de Diretor de Faturação e com o aumento da idade dos gestores. Contrariamente, os incentivos monetários são mais utilizados na fase de nascimento do ciclo de vida das empresas e aumentam com os anos de experiência no cargo dos gestores. Por sua vez, a utilização de incentivos não monetários está positivamente associada à dimensão da empresa, à aversão ao risco por parte dos gestores e ao cargo de Diretor de Logística. Adicionalmente, este tipo de incentivos é menos utilizado na Indústria Transformadora. Finalmente, a utilização de benefícios é menor na Indústria Transformadora, na fase de declínio do ciclo de vida das empresas e nas empresas familiares. Os benefícios são mais utilizados nos cargos de Diretor Geral/Presidente do Conselho de Administração, Diretor Comercial e Diretor de Produção.
This study analyzes factors associated with the use of incentives (monetary and non-monetary) and benefits for managers in Portuguese SMEs. Research in SMEs is sparse (Mitchell & Reid, 2000). The process of data collection was done by two questionnaires and, in total, it was obtained 585 answers from managers of the 445 companies. The results show that the use of monetary incentives is lower in the Manufacturing Industry, in the office of the Billing Director and for older managers. Conversely, monetary incentives are positively associated with managers' experience in their current role and with the maturity phase of firms' life cycle. The use of non-monetary incentives is positively associated with firm size, managers' risk aversion and the Logistics Director. Additionally, this type of incentive is less used in the Manufacturing Industry. Finally, the use of benefits is lower in the Manufacturing Industry, in firms in the decline phase of their life cycle and in family businesses. Benefits are more used for CEOs/Chairmans of the Board of Directors, Commercial Directors and Production Directors.
info:eu-repo/semantics/publishedVersion

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Jones, Sean. « Monetary Incentives and Adolescent Males' Athletic Performance ». ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5206.

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Although the use of monetary incentives as motivational tools has been studied by previous researchers, the mechanism of the relationship between monetary incentives and behavior/performance remains poorly understood. The purpose of this quasi-experimental investigation was to explore the relationship between 3 levels of monetary incentives ($0, $3, and $10) and the athletic performance of adolescent male soccer players. The moderating effect of perceived physical self-efficacy or intrinsic motivation on the relationship between athletic performance and monetary incentives was also investigated. The framework for the study was comprised of expectancy theory, the theory of planned behavior, and self-determination theory. Study participants included a convenience sample of 16 adolescent male soccer players between the ages of 11 and 13 who played on a youth soccer league in the Midwestern United States. The independent variable was level of monetary incentive, and the dependent variable was athletic performance (time on the 50-yard dash). Intrinsic motivation was assessed using the Sport Motivation Scale. Perceived physical self-efficacy was assessed via participants' scores on the Physical Self-Efficacy Scale for Children. Analysis, which included a repeated measures linear mixed-effects model and post-hoc pairwise comparisons, revealed that players' athletic performance increased as monetary incentives increased. Intrinsic motivation and perceived physical self-efficacy had no statistically significant interaction effect on the relationship between athletic performance and monetary incentives. Findings shed light on the potential usefulness of monetary incentives among male adolescents, and may be used by coaches to foster a mindset of achievement and goal-orientation.

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Janselius, Adam, et Viktor Sjöberg. « Incitamentssystem, vägen att gå för nå motiverade medarbetare ? : En flerfallsstudie om hur incitamentssystem som styrmedel upplevs av medarbetare med avseende på motivation ». Thesis, Linköpings universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-157649.

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Förmågan att motivera medarbetare har alltid varit en viktig fråga i alla olika typer av företag. Ett verktyg som kan användas för att skapa motivation bland de anställda är incitamentssystem, både monetära samt icke-monetära. Det finns inget tydligt svar i tidigare forskning kring vad för typ av incitamentssystem som uppfattas som mest effektiva när det kommer till att motivera anställda. Exempelvis har en del studier visat att monetära incitament så som bonus har en positiv effekt på motivationen på kort sikt. Samtidigt visar andra studier att monetära incitament inte alls fungerar. Således är syftet med denna studie att beskriva och analysera hur medarbetare upplever incitamentssystem med avseende på motivation. För att uppnå detta syfte har vi genomfört en kvalitativ flerfallstudie i två olika företag där det empiriska materialet har samlats in genom intervjuer. Studiens frågeställning: Hur upplevs incitamentssystem hos medarbetare inom olika branscher med avseende på motivation? Studien har visat att icke-monetära incitament har en betydande effekt på medarbetarnas motivation i båda fallföretagen. Vidare visar resultatet att de monetära incitamenten också upplevdes som viktiga, men det empiriska materialet gällande de monetära incitamenten följde inte samma röda tråd som de icke-monetära: ett av företagen upplevde de monetära incitamenten mer viktiga med avseende på motivation än det andra företaget.
The ability to motivate employees has always been an important question in all kind of companies. One way the create motivation among the employees is to use incentive systems, both monetary and non-monetary. There are no clear answers in previous theories what kind of incentive system that perceives as the most effective in terms of motivated employees. For example, some research has shown that monetary incentives such as bonus is an effective way to motivate employees in the short term, while others disagree. Accordingly, the purpose of the study is to describe and analyze how employees perceive current incentive systems in terms of motivation. To fulfill this purpose, we have done a qualitative multiple case study in two specific companies. The empirical material has been collected by interviews. The research question in the thesis is as follows: How are incentive systems perceived by employees in different line of businesses in terms of motivation? The empirical results show that non-monetary incentives have a significant impact on employees' motivation in both case studies. Furthermore, the monetary incentives perceived important as well in both case studies, but the empirical result indicated that monetary incentives didn’t follow the same consistent thread as it did in the non-monetary incentives: one of the case study perceived the monetary incentives as more important in terms of motivation than the other.

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Livres sur le sujet "Monetary and non-monetary incentives"

Natalia, Montinari, Piovesan Marco et Harvard Business School, dir. Do not trash the incentive ! : Monetary incentives and waste sorting. [Boston] : Harvard Business School, 2011.

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Toma, Eugenia Froedge, et Mark Toma, dir. Central Bankers, Bureaucratic Incentives, and Monetary Policy. Dordrecht : Springer Netherlands, 1986. http://dx.doi.org/10.1007/978-94-009-4432-9.

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Froedge, Toma Eugenia, et Toma Mark, dir. Central bankers, bureaucratic incentives, and monetary policy. Dordrecht : Kluwer Academic Publishers, 1986.

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Beath, J. Optimal incentives for incom-generation within universities. St. Andrews : St. Salvator's College, 2000.

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W, Church Thomas. Speedy disposition : Monetary incentives and policy reform in criminal courts. Albany, N.Y : State University of New York Press, 1992.

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Jobber, David. Modelling the effects of prepaid monetary incentives on mail survey response. Loughborough : Department of Management Studies, Loughborough University of Technology, 1987.

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Honohan, Patrick. Recapitalizing banking systems : Implications for incentives and fiscal and monetary policy. Washington, DC : World Bank, Development Research Group, Finance, 2001.

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Anderson, Joseph A. Feasibility of monetary incentives within the United States Army Recruiting Command. Monterey, Calif : Naval Postgraduate School, 1994.

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Gurgand, Marc. Does work pay in France ? monetary incentives and the guaranteed minimum income. Bonn, Germany : IZA, 2005.

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Seerattan, Dave. Tax reform and financial development in Trinidad and Tobago. St. Augustine, Trinidad and Tobago : Caribbean Centre for Monetary Studies, University of the West Indies, 2002.

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Chapitres de livres sur le sujet "Monetary and non-monetary incentives"

Friedman, Milton. « Monetary Policy : Theory and Practice ». Dans Central Bankers, Bureaucratic Incentives, and Monetary Policy, 11–35. Dordrecht : Springer Netherlands, 1986. http://dx.doi.org/10.1007/978-94-009-4432-9_2.

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Macleod, Alistair M. « Monetary Incentives, Economic Inequality, and Economic Justice ». Dans Economic Justice, 187–201. Dordrecht : Springer Netherlands, 2012. http://dx.doi.org/10.1007/978-94-007-4905-4_13.

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Albers, Andreas, Ioannis Krontiris, Noboru Sonehara et Isao Echizen. « Coupons as Monetary Incentives in Participatory Sensing ». Dans IFIP Advances in Information and Communication Technology, 226–37. Berlin, Heidelberg : Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-37437-1_19.

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Stieglitz, Stefan, Annika Eschmeier et Michael Steiner. « Influence of Monetary and Non-monetary Incentives on Students’ Behavior in Blended Learning Settings in Higher Education ». Dans Online Communities and Social Computing, 104–12. Berlin, Heidelberg : Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-39371-6_12.

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Krug, Marie K., et Todd S. Braver. « Motivation and Cognitive Control : Going Beyond Monetary Incentives ». Dans The Psychological Science of Money, 137–62. New York, NY : Springer New York, 2014. http://dx.doi.org/10.1007/978-1-4939-0959-9_7.

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Toma, Eugenia Froedge, et Mark Toma. « Central Bankers, Bureaucratic Incentives, and Monetary Policy : an Introduction ». Dans Central Bankers, Bureaucratic Incentives, and Monetary Policy, 1–7. Dordrecht : Springer Netherlands, 1986. http://dx.doi.org/10.1007/978-94-009-4432-9_1.

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Kane, Edward J. « Politics and Fed Policymaking : The More Things Change the More They Remain the Same ». Dans Central Bankers, Bureaucratic Incentives, and Monetary Policy, 185–98. Dordrecht : Springer Netherlands, 1986. http://dx.doi.org/10.1007/978-94-009-4432-9_10.

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Banaian, King, Leroy O. Laney et Thomas D. Willett. « Central Bank Independence : A\n International Comparison ». Dans Central Bankers, Bureaucratic Incentives, and Monetary Policy, 199–217. Dordrecht : Springer Netherlands, 1986. http://dx.doi.org/10.1007/978-94-009-4432-9_11.

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Santoni, G. J. « A Private Central Bank : Some Olde English Lessons ». Dans Central Bankers, Bureaucratic Incentives, and Monetary Policy, 219–39. Dordrecht : Springer Netherlands, 1986. http://dx.doi.org/10.1007/978-94-009-4432-9_12.

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Toma, Eugenia Froedge, et Mark Toma. « Central Bankers and the Issue of Independence ». Dans Central Bankers, Bureaucratic Incentives, and Monetary Policy, 243–49. Dordrecht : Springer Netherlands, 1986. http://dx.doi.org/10.1007/978-94-009-4432-9_13.

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Actes de conférences sur le sujet "Monetary and non-monetary incentives"

Mehta, Devansh, Alok Sharma, Ramaravind K. Kommiya Mothilal, Chiraag, Anurag Shukla, Vishnu Prasad, William Thies, Venkanna U, Colin Scott et Amit Sharma. « Facilitating Media Distribution with Monetary Incentives ». Dans CHI '20 : CHI Conference on Human Factors in Computing Systems. New York, NY, USA : ACM, 2020. http://dx.doi.org/10.1145/3334480.3383032.

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« On Monetary Incentives for Fertility : Sociological Survey Results ». Dans XII Ural Demographic Forum “Paradigms and models of demographic development”. Institute of Economics of the Ural Branch of the Russian Academy of Sciences, 2021. http://dx.doi.org/10.17059/udf-2021-2-9.

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The article presents the results of a sociological survey conducted by the author on the importance of monetary measures for women making decisions regarding their reproductive behaviour. The study supplements the estimates available in the literature based on statistical information or data from surveys conducted by the Federal State Statistics Service. The described survey was conducted in all federal districts in July 2020 using a quota sampling method. The survey results showed that maternity (family) capital remains an important incentive in the decision-making process for women regarding childbirth, and not only for low-income families. It is especially important in rural areas and small towns. Social benefits for families with children is an equally significant factor. Financial assistance from grandparents is also important, but to a somewhat lesser extent.

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Huang, Ting-Kai, Bruno Ribeiro, Harsha V. Madhyastha et Michalis Faloutsos. « The socio-monetary incentives of online social network malware campaigns ». Dans the second edition of the ACM conference. New York, New York, USA : ACM Press, 2014. http://dx.doi.org/10.1145/2660460.2660478.

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Sarker, Mushfiqur, Miguel Ortega-Vazquez et Daniel Kirschen. « Optimal coordination and scheduling of demand response via monetary incentives ». Dans 2016 IEEE Power and Energy Society General Meeting (PESGM). IEEE, 2016. http://dx.doi.org/10.1109/pesgm.2016.7741139.

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Chessa, Michela, Jens Grossklags et Patrick Loiseau. « A Game-Theoretic Study on Non-monetary Incentives in Data Analytics Projects with Privacy Implications ». Dans 2015 IEEE 28th Computer Security Foundations Symposium (CSF). IEEE, 2015. http://dx.doi.org/10.1109/csf.2015.14.

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Lu, Yixin, Carol Ou et Spyros Angelopoulos. « Exploring the Effect of Monetary Incentives on User Behavior in Online Sharing Platforms ». Dans Hawaii International Conference on System Sciences. Hawaii International Conference on System Sciences, 2018. http://dx.doi.org/10.24251/hicss.2018.436.

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Tseng, Yuan-Chi, Hui-Yen Chang et Shih-Wei Yen. « The Different Effects of Motivational Messages and Monetary Incentives on Fostering Walking Behavior ». Dans CHI '18 : CHI Conference on Human Factors in Computing Systems. New York, NY, USA : ACM, 2018. http://dx.doi.org/10.1145/3170427.3188670.

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Ben-Bassat, Tamar A., Joachim Meyer et Noam Tractinsky. « Using monetary incentives and auctions to elicit user preferences between usability and aesthetics ». Dans Extended abstracts of the 2004 conference. New York, New York, USA : ACM Press, 2004. http://dx.doi.org/10.1145/985921.986145.

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Shiraishi, Felipe K., Vitor H. Perles, Hector K. Yassuda, Leonardo T. Kimura, Ewerton R. Andrade et Marcos A. Simplicio Junior. « Torrente, a micropayment based Bittorrent extension to mitigate free riding ». Dans Anais Estendidos do Simpósio Brasileiro de Segurança da Informação e de Sistemas Computacionais. Sociedade Brasileira de Computação - SBC, 2021. http://dx.doi.org/10.5753/sbseg_estendido.2021.17343.

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We propose Torrente, a distributed file-sharing solution with economic incentives. Its implementation is built as an extension of BitTorrent protocol, in such a manner that user access to file-sharing swarms is controlled by peers that verify micropayments receipts in a blockchain-based ledger. In addition, by using payment commitments, Torrente facilitates off-chain transactions for faster content sharing. The solution is created as a tool to enhance Amazon Biobank application security, but can be used isolated in cases such as file sharing with monetary incentives.

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Rapports d'organisations sur le sujet "Monetary and non-monetary incentives"

Stitt, Ryan D. Identifying the Cost of Non-monetary Incentives (ICONIC). Fort Belvoir, VA : Defense Technical Information Center, décembre 2009. http://dx.doi.org/10.21236/ada514253.

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Coughlan, Peter J., William R. Gates et Brooke M. Zimmerman. The Combinatorial Retention Auction Mechanism (CRAM) : Integrating Monetary and Non-monetary Reenlistment Incentives. Fort Belvoir, VA : Defense Technical Information Center, novembre 2011. http://dx.doi.org/10.21236/ada556107.

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Bienkowski, Sarah C., Reanna Poncheri Harman, Nathaniel W. Phillips, Eric A. Surface, Stephen J. Ward et Natalie Wright. Special Operations Forces Language and Culture Needs Assessment : Non-Monetary Incentives. Fort Belvoir, VA : Defense Technical Information Center, novembre 2010. http://dx.doi.org/10.21236/ada634200.

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Noble, Charles H. Role Structure, Non-Monetary Compensation, and Team Incentives as Motivators of Salesperson Performance. Fort Belvoir, VA : Defense Technical Information Center, décembre 2002. http://dx.doi.org/10.21236/ada408988.

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Ferraz, Claudio, et Frederico Finan. Motivating Politicians : The Impacts of Monetary Incentives on Quality and Performance. Cambridge, MA : National Bureau of Economic Research, avril 2009. http://dx.doi.org/10.3386/w14906.

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Vestergaard, Jakob. Monetary Policy for the Climate ? A Money View Perspective on Green Central Banking. Institute for New Economic Thinking Working Paper Series, juillet 2022. http://dx.doi.org/10.36687/inetwp188.

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Central banks can potentially influence the investment decisions of private financial institutions, which in turn will create incentives towards green technology adoption and development of lower emission business models. This paper examines how monetary policies can be deployed to promote a greening of finance. To guide the efforts, the paper mobilizes the Money View literature. This enables a comparative assessment of different monetary policy options. The main finding is that a promising way forward for green monetary policy is to adopt a strategy of expanding collateral eligibility through positive screening and widening haircut spreads to change relative incentives in favor of green over brown assets.

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Riedel, James A., Delbert M. Nebeker et Barrie L. Cooper. The Influence of Monetary Incentives on Goal Choice, Goal Commitment, and Task Performance. Fort Belvoir, VA : Defense Technical Information Center, janvier 1987. http://dx.doi.org/10.21236/ada176329.

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Lewin, Simon, Sebastián García Martí, Agustín Ciapponi, Shaun Treweek et Andy Oxman. What are the effects of interventions to improve childhood vaccination coverage ? SUPPORT, 2016. http://dx.doi.org/10.30846/16081605.

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Routine vaccination during childhood is considered to be the single most effective way of controlling many infectious diseases, including measles, polio, diphtheria, pertussis and tetanus, and reducing child mortality and morbidity. However, not all children receive their recommended vaccinations. Different approaches that aim to increase childhood vaccination coverage include health education, monetary incentives for clients, provider oriented interventions, system interventions such as integration, home visits and reminders for parents.

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Bonilla-Mejía, Leonardo, et Erika Londoño-Ortega. Geographic Isolation and Learning in Rural Schools. Banco de la República, août 2021. http://dx.doi.org/10.32468/be.1169.

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Rural schools are usually behind in terms of learning, and part of this could be related to geographical isolation. We explore this hypothesis, assessing the effect of distance between rural schools and local governments on learning in Colombia. We use spatial discontinuous regression models based on detailed administrative records from the education system and granular geographic information. Results indicate that distance to towns and Secretary of Education has significant negative effects on students’ standardized test scores. We evaluated alternative mechanisms, finding that the effect of distance is partly explained by differences in critical educational inputs, such as teachers’ education attainment and contract stability. Finally, we assess the mediating role of a program providing monetary incentives to teachers and principals in remote areas.

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Mongey, Simon. Market Structure and Monetary Non-neutrality. Cambridge, MA : National Bureau of Economic Research, septembre 2021. http://dx.doi.org/10.3386/w29233.

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