Effects of Different Incentive Distribution Methods on Work Performance and Satisfaction in Small Groups: a Simulation Study
This study examined the relative effects of different monetary incentive distribution methods on work performance and satisfaction in small groups. Three types of incentive plans were compared: individual incentives, equally distributed group incentives (EG), and differentially distributed group inc...
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| Veröffentlicht in: | The Psychological record 2019-03, Vol.69 (1), p.83-93 |
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| creator | Oah, Shezeen Shon, DaHee Moon, Kwangsu |
| description | This study examined the relative effects of different monetary incentive distribution methods on work performance and satisfaction in small groups. Three types of incentive plans were compared: individual incentives, equally distributed group incentives (EG), and differentially distributed group incentives (DG). Four participants performed a simulated work task for 21 four-hour sessions. An alternating treatment design was adopted, and three experimental conditions randomly alternated for each session. The main dependent variables were the number of correctly completed work tasks and amount of off-task time. Results indicated that performance under DG was higher than that of EG and the individual incentives condition. However, the EG and individual incentive conditions had the similar levels of performance. The amount of off-task time was higher in the EG condition than in the other two conditions. In addition, the error rates did not differ across the three incentive conditions, whereas satisfaction and fairness ratings were the highest for individual incentives. Finally, implications for researchers and practitioners, along with limitations of the study, are discussed. |
| doi_str_mv | 10.1007/s40732-018-0303-2 |
| format | Article |
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Three types of incentive plans were compared: individual incentives, equally distributed group incentives (EG), and differentially distributed group incentives (DG). Four participants performed a simulated work task for 21 four-hour sessions. An alternating treatment design was adopted, and three experimental conditions randomly alternated for each session. The main dependent variables were the number of correctly completed work tasks and amount of off-task time. Results indicated that performance under DG was higher than that of EG and the individual incentives condition. However, the EG and individual incentive conditions had the similar levels of performance. The amount of off-task time was higher in the EG condition than in the other two conditions. In addition, the error rates did not differ across the three incentive conditions, whereas satisfaction and fairness ratings were the highest for individual incentives. Finally, implications for researchers and practitioners, along with limitations of the study, are discussed.</description><identifier>ISSN: 0033-2933</identifier><identifier>EISSN: 2163-3452</identifier><identifier>DOI: 10.1007/s40732-018-0303-2</identifier><language>eng</language><publisher>Cham: Springer International Publishing</publisher><subject>Behavioral Science and Psychology ; Economic aspects ; Employee incentives ; Employee performance ; Group incentives ; Incentive plans ; Incentives ; Original Article ; Psychological aspects ; Psychology ; Satisfaction (Psychology) ; Simulation ; Small groups ; Social aspects ; Task performance ; Wages and salaries</subject><ispartof>The Psychological record, 2019-03, Vol.69 (1), p.83-93</ispartof><rights>Association for Behavior Analysis International 2018</rights><rights>COPYRIGHT 2019 Springer</rights><rights>The Psychological Record is a copyright of Springer, (2018). 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Three types of incentive plans were compared: individual incentives, equally distributed group incentives (EG), and differentially distributed group incentives (DG). Four participants performed a simulated work task for 21 four-hour sessions. An alternating treatment design was adopted, and three experimental conditions randomly alternated for each session. The main dependent variables were the number of correctly completed work tasks and amount of off-task time. Results indicated that performance under DG was higher than that of EG and the individual incentives condition. However, the EG and individual incentive conditions had the similar levels of performance. The amount of off-task time was higher in the EG condition than in the other two conditions. In addition, the error rates did not differ across the three incentive conditions, whereas satisfaction and fairness ratings were the highest for individual incentives. Finally, implications for researchers and practitioners, along with limitations of the study, are discussed.</description><subject>Behavioral Science and Psychology</subject><subject>Economic aspects</subject><subject>Employee incentives</subject><subject>Employee performance</subject><subject>Group incentives</subject><subject>Incentive plans</subject><subject>Incentives</subject><subject>Original Article</subject><subject>Psychological aspects</subject><subject>Psychology</subject><subject>Satisfaction (Psychology)</subject><subject>Simulation</subject><subject>Small groups</subject><subject>Social aspects</subject><subject>Task performance</subject><subject>Wages and salaries</subject><issn>0033-2933</issn><issn>2163-3452</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2019</creationdate><recordtype>article</recordtype><sourceid>7QJ</sourceid><recordid>eNp1kUFr3DAQhUVpodu0P6A3Qc5OZiTbsnsLSZoEElpwoUehytJWqS1tJDkQ6I-PNhsaAlt0mOHpezMMj5DPCEcIII5TDYKzCrCrgAOv2BuyYtjyitcNe0tWALyIPefvyYeUbgEAi2NF_p5ba3RONFh65kofjc_0yutS3L0pWsrR_VqyC57emPw7jIX19GeIf-h3E22Isyo0VX6kg8ouWaWfYOfpMKtpohcxLJv0hSo6uHmZ1NPvkJfx4SN5Z9WUzKfnekCGr-c_Ti-r628XV6cn15Xmgueq7UGgGLteo2WltajattO6hlpZaLDtitKLRpi25Z3pRF-PI9OiU6BFww_I4W7qJoa7xaQsb8MSfVkoGaIAjqKs-Uet1WSk8zbkqPTskpYnTYctQ4bbWdUeam28iWoK3lhX5Ff80R6-vNHMTu814M6gY0gpGis30c0qPkgEuU1a7pKWJWm5TVqy4mE7TyqsX5v4cuD_TY9pWKlb</recordid><startdate>20190301</startdate><enddate>20190301</enddate><creator>Oah, Shezeen</creator><creator>Shon, DaHee</creator><creator>Moon, Kwangsu</creator><general>Springer International Publishing</general><general>Springer</general><general>Springer Nature B.V</general><scope>AAYXX</scope><scope>CITATION</scope><scope>4U-</scope><scope>7QJ</scope><orcidid>https://orcid.org/0000-0002-2684-6480</orcidid></search><sort><creationdate>20190301</creationdate><title>Effects of Different Incentive Distribution Methods on Work Performance and Satisfaction in Small Groups: a Simulation Study</title><author>Oah, Shezeen ; Shon, DaHee ; Moon, Kwangsu</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-c373t-690717d89c1f2071f1a668cc404af05168f1a9757e6638e8794dd2c78a0c753</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2019</creationdate><topic>Behavioral Science and Psychology</topic><topic>Economic aspects</topic><topic>Employee incentives</topic><topic>Employee performance</topic><topic>Group incentives</topic><topic>Incentive plans</topic><topic>Incentives</topic><topic>Original Article</topic><topic>Psychological aspects</topic><topic>Psychology</topic><topic>Satisfaction (Psychology)</topic><topic>Simulation</topic><topic>Small groups</topic><topic>Social aspects</topic><topic>Task performance</topic><topic>Wages and salaries</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>Oah, Shezeen</creatorcontrib><creatorcontrib>Shon, DaHee</creatorcontrib><creatorcontrib>Moon, Kwangsu</creatorcontrib><collection>CrossRef</collection><collection>University Readers</collection><collection>Applied Social Sciences Index & Abstracts (ASSIA)</collection><jtitle>The Psychological record</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>Oah, Shezeen</au><au>Shon, DaHee</au><au>Moon, Kwangsu</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><atitle>Effects of Different Incentive Distribution Methods on Work Performance and Satisfaction in Small Groups: a Simulation Study</atitle><jtitle>The Psychological record</jtitle><stitle>Psychol Rec</stitle><date>2019-03-01</date><risdate>2019</risdate><volume>69</volume><issue>1</issue><spage>83</spage><epage>93</epage><pages>83-93</pages><issn>0033-2933</issn><eissn>2163-3452</eissn><abstract>This study examined the relative effects of different monetary incentive distribution methods on work performance and satisfaction in small groups. Three types of incentive plans were compared: individual incentives, equally distributed group incentives (EG), and differentially distributed group incentives (DG). Four participants performed a simulated work task for 21 four-hour sessions. An alternating treatment design was adopted, and three experimental conditions randomly alternated for each session. The main dependent variables were the number of correctly completed work tasks and amount of off-task time. Results indicated that performance under DG was higher than that of EG and the individual incentives condition. However, the EG and individual incentive conditions had the similar levels of performance. The amount of off-task time was higher in the EG condition than in the other two conditions. In addition, the error rates did not differ across the three incentive conditions, whereas satisfaction and fairness ratings were the highest for individual incentives. 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| source | Applied Social Sciences Index & Abstracts (ASSIA); Education Source; Springer Nature - Complete Springer Journals; Business Source Complete |
| subjects | Behavioral Science and Psychology Economic aspects Employee incentives Employee performance Group incentives Incentive plans Incentives Original Article Psychological aspects Psychology Satisfaction (Psychology) Simulation Small groups Social aspects Task performance Wages and salaries |
| title | Effects of Different Incentive Distribution Methods on Work Performance and Satisfaction in Small Groups: a Simulation Study |
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