Gender Differences in Motivational Crowding Out of Work Performance

Benndorf, Volker; Rau, Holger A.; Sölch, Christian

doi:10.1111/ecin.12718

Cited by 9 publications

(3 citation statements)

References 53 publications

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“…Interestingly, subjects achieve a relatively high performance although the payment is not linked to performance. This is in line with the findings of Benndorf, Rau, and Sölch (2019). An explanation may be that subjects are bored and face low effort costs.…”

Section: Resultssupporting

confidence: 93%

Procedural Unfair Wage Differentials and Their Effects on Unethical Behavior

Grosch

Rau

2020

Economic Inquiry

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In this paper, we investigate how payment procedures that are deemed unfair can spur unethical behavior towards innocent coworkers in a real‐effort experiment. In our Discrimination treatment, a highly unfair payment procedure with wage differentials, half the workforce is randomly selected and paid by relative performance whereas the remaining receives no payment. A joy‐of‐destruction game measures unethical behavior subsequently. Non‐earners in Discrimination destroy significantly more than in the non‐discriminatory control treatments. In Discrimination, unethical behavior is generally high for all non‐earners, independent of individual inequality aversion and relative performance beliefs. In the control treatments, inequality aversion is the main driver of destructive behavior. (JEL C91, D03, J33, J70, M52)

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Section: Resultssupporting

confidence: 93%

Procedural Unfair Wage Differentials and Their Effects on Unethical Behavior

Grosch

Rau

2020

Economic Inquiry

Self Cite

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“…The influence of motivation on performance has been found both in previous research [51][52][53][54][55] and in several experimental studies in the last 10 years. Significant impact was found for feedback [56] as well as changes in the payment scheme, when the fixed fee was changed for a fee per piece, the effect increased and vice versa-when the payment per piece was changed for a fixed fee, the effect decreased [57,58]. The studies also found a positive impact of involvement as well as autonomy on efficiency.…”

Section: Literature Reviewmentioning

confidence: 84%

Sustainability of the Motivation Policy Model for Employees in State Administration

Kovačević¹,

Blagojević²,

Kuzmanović³

2020

Sustainability

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An important condition for the performance sustainability of organizations, in the public and state sector, is the maintenance and improvement of the employee motivation policy model. Motivation for work has a significant impact on the success of modern organizations; the impact is multidimensional and complex, and it has been confirmed empirically. Motivation is influenced by numerous factors, of different influence and hierarchy, which depend on socio-economic conditions and cultural determinants, but also on the characteristics of employees, and it is necessary to constantly monitor them. The paper presents a sustainable model of employee motivation in public administration and the results of research on the hierarchy and the impact of motivation factors on employees of different demographic characteristics. The research was conducted by an anonymous survey of 2128 respondents (1576 employees in the state administration and 552 persons employed in the Republic of Serbia outside the state administration), in the period March–June 2020. The questionnaire developed for this research has 16 questions on motivating factors with a scale with a high level of internal consistency. Using one-factor analysis of variance (ANOVA), tests of subsequent comparisons, and t-test, statistically significant differences are determined for the influence of motivational factors on respondents of different levels of education, age, role in organization, gender, and family status—also, the magnitude of influence ranges from small to large. The influence of motivational factors is greater for older people, for people with a higher level of education, for managers in relation to workers, for women in relation to men, as well as for persons in marriage in relation to persons out of wedlock. By applying multi-criteria analysis, the factors are ranked: the amount of salary and good interpersonal relations are at the top, while criticism and information about work are in the last positions. As a factor that negatively affects motivation, low wages stands out. The difference in the motivation of state administration members was determined by comparing the results of motivational factors’ influence with the appropriate sample of employees outside the state administration. Differences were registered for 15 out of 16 factors (only for the factor high wages, there is no difference), and the magnitude of the impact is medium and small.

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“…With the intervention of financial incentives, people will be motivated to work to improve performance. Previous research found that people with boring and repeated assignment have higher performance when there is pay per performance incentives (Benndorf, Rau and Solch 2019). The individual sees as expectations of financial incentives, where their efforts in working unattractive task would be appreciated.…”

Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

The Effect of Financial Incentives on Task Attractiveness and Individual Performance

et al. 2021

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The purpose of this paper is to examine the effect of monetary incentives on unattractive task. Pre-test and post-test were conducted to examine the effect of monetary incentives on unattractive task. The data generated from University Student in Indonesia. Total 53 participant follow two stages of the experiment to do the assignment. The first stage to examine individual performance in the assignment without incentives and the second stage is the treatment group. One group with financial incentives while another group without financial incentives. The T-Test was examining to evaluate the difference between pre-test and post test result. The result shows that monetary incentives could not change people perceived of unattractive task become attractive and could not increase individual performance in unattractive task. But people that perceived the assignment as attractive, they improve the performance when there are monetary incentives. This research found that money could not shift people perception on task attractiveness.

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Gender Differences in Motivational Crowding Out of Work Performance

Cited by 9 publications

References 53 publications

Procedural Unfair Wage Differentials and Their Effects on Unethical Behavior

Procedural Unfair Wage Differentials and Their Effects on Unethical Behavior

Sustainability of the Motivation Policy Model for Employees in State Administration

The Effect of Financial Incentives on Task Attractiveness and Individual Performance

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