Are they useful? The effects of performance incentives on the prioritization of work versus personal ties

Hur, Julia D.; Lee-Yoon, Alice; Whillans, Ashley V.

doi:10.1016/j.obhdp.2021.04.010

Cited by 6 publications

(10 citation statements)

References 75 publications

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“…Moreover, while our experiments focused on the effectiveness of incentives in terms of motivating effort, it is not the sole metric relevant to evaluating their overall value 135 . For instance, prioritizing performance pay can lead to negative consequences such as higher levels of stress 136 and lower quality of non-work relationships 137 . Therefore, in future research, it is crucial to assess various incentives on other factors, such as people’s sense of overall well-being.…”

Section: Discussionmentioning

confidence: 99%

The motivating effect of monetary over psychological incentives is stronger in WEIRD cultures

Medvedev,

Davenport,

Talhelm

et al. 2024

Nat Hum Behav

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Motivating effortful behaviour is a problem employers, governments and nonprofits face globally. However, most studies on motivation are done in Western, educated, industrialized, rich and democratic (WEIRD) cultures. We compared how hard people in six countries worked in response to monetary incentives versus psychological motivators, such as competing with or helping others. The advantage money had over psychological interventions was larger in the United States and the United Kingdom than in China, India, Mexico and South Africa (N = 8,133). In our last study, we randomly assigned cultural frames through language in bilingual Facebook users in India (N = 2,065). Money increased effort over a psychological treatment by 27% in Hindi and 52% in English. These findings contradict the standard economic intuition that people from poorer countries should be more driven by money. Instead, they suggest that the market mentality of exchanging time and effort for material benefits is most prominent in WEIRD cultures.

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Section: Discussionmentioning

confidence: 99%

The motivating effect of monetary over psychological incentives is stronger in WEIRD cultures

Medvedev,

Davenport,

Talhelm

et al. 2024

Nat Hum Behav

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“…The current study provides a novel way to understand why economic inequality has detrimental influences on people's well‐being and social cohesion. On the one hand, when people perceive and build interpersonal relationships instrumentally under highly unequal environments, they spend less time interacting with close people, which decreases their happiness (Hur et al., 2021). Moreover, people who adopt instrumental orientation are inevitably less willing to participate in social activities that cannot bring material returns, such as civic participation and voluntary services.…”

Section: Discussionmentioning

confidence: 99%

“…In organizations, since performance incentives make the reward‐seeking goal more salient, employees spend more time interacting with work colleagues than with family and friends. This is because colleagues have instrumental values for this goal (Hur et al., 2021). This is consistent with our proposal that the salience of self‐focused goals activates people to build connections with social targets of instrumental value.…”

Section: Introductionmentioning

confidence: 99%

‘You are a useful person’: Economic inequality leads people to approach others in an instrumental way

Cheng

Hao

Wang

et al. 2023

Euro J Social Psych

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Economic inequality has been shown to increase the social distance between people. However, we proposed that people's affiliation with others in more unequal societies depends on whether the relationship is instrumental to self‐enhancement goals. The results from four experiments (total N = 823) supported our proposition. We found that economic inequality increased people's focus on the instrumental aspects of relationships (Experiment 1). In the workplace, economic inequality prompted people to choose colleagues who were instrumental in achieving their performance goals as partners (Experiment 2). Moreover, the effect could be extended to situations where there is no clear benefit. Specifically, participants in high‐inequality contexts tended to approach social targets of instrumental value more than those in low‐inequality contexts, and the effect was driven by self‐enhancement goals (Experiments 3–4). Taken together, our findings suggest that economic inequality encourages instrumental orientation in social interactions, which changes how people view relationships and interact with others.

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“…Insentif merupakan atribut yang penting dalam menciptakan efisiensi di organisasi (Chowdhury et al, 2022). Sebagai atribut penting, penerapan insentif berguna dalam merangsang tindakan individu dalam mencapai kinerja yang diharapkan (Bénet et al, 2022a;Hur et al, 2021). Dengan adanya insentif, pemimpin organisasi dengan mudah mengarahkan anggota organisasi untuk mencapai apa yang organisasi harapkan (Fisher, 2003).…”

Section: Pendahuluanunclassified

Konstruksi Akuntansi Insentif di Konteks Organisasi Ketenagalistrikan Jawa Tengah

Setyowati,

Romadon

2023

Jurnal Akeu

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The purpose of this study is to explore incentive accounting systems implemented in organizations. Incentives aimed at driving motivation to work for members of the organization cannot be separated from the accounting system because accounting provides a real picture of the effectiveness of the allocation of resources managed by the company. This type of research is qualitative research with a case study approach. The focus of the research is carried out in companies that operate in electricity services in the Central Java region. The information gathering method was carried out using a semi-structured interview model addressed to a number of managers and employees in the company. The results of the study found that incentive accounting applied in companies was effective in helping organizational leaders and members to optimize the management of financial resources in companies. With the existence of incentive accounting, companies can allocate financial resources to direct members of the organization to be more professional at work and responsible for carrying out work procedures.

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Are they useful? The effects of performance incentives on the prioritization of work versus personal ties

Cited by 6 publications

References 75 publications

The motivating effect of monetary over psychological incentives is stronger in WEIRD cultures

The motivating effect of monetary over psychological incentives is stronger in WEIRD cultures

‘You are a useful person’: Economic inequality leads people to approach others in an instrumental way

Konstruksi Akuntansi Insentif di Konteks Organisasi Ketenagalistrikan Jawa Tengah

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