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  1. What is an award worth?
    an econometric assessment of the impact of awards on employee performance
    Autor*in: Neckermann, Susanne; Cueni, Reto; Frey, Bruno S.
    Erschienen: 2009
    Verlag:  CESifo, Munich

    Standort:
    Bayerische Staatsbibliothek
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    uneingeschränkte Fernleihe, Kopie und Ausleihe

    Standort:
    Universitätsbibliothek der LMU München
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    uneingeschränkte Fernleihe, Kopie und Ausleihe

    Standort:
    Universität der Bundeswehr München, Universitätsbibliothek
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    uneingeschränkte Fernleihe, Kopie und Ausleihe
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    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Schriftenreihe: CESifo working papers ; 2657 : Category 4, Labour markets
    Schlagworte: Prämie; Motivation
    Umfang: 38 S., graph. Darst.
  2. The behavioralist goes to school: leveraging behavioral economics to improve educational performance
    Autor*in: Levitt, Steven D.; List, John A.; Neckermann, Susanne; Sadoff, Sally
    Erschienen: 2012
    Verlag:  Universitätsbibliothek Mannheim, Mannheim

    Export in Literaturverwaltung   RIS-Format
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    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    Schriftenreihe: ZEW Discussion Papers ; 12-038
    Schlagworte: Schüler; Schülerin; Bildungsverhalten; Verhaltensökonomie; Motivation; Anreizsystem; Bildungsökonomie; Feldforschung; Schätzung
    Umfang: Online-Ressource
  3. What is an award worth?
    an econometric assessment of the impact of awards on employee performance
    Autor*in: Neckermann, Susanne; Cueni, Reto; Frey, Bruno S.
    Erschienen: 2009
    Verlag:  CESifo, Munich

    Standort:
    Freie Universität Berlin, Universitätsbibliothek
    Fernleihe:
    uneingeschränkte Fernleihe, Kopie und Ausleihe

    Standort:
    Europa-Universität Viadrina, Universitätsbibliothek
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    Quelle: Philologische Bibliothek, FU Berlin
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Schriftenreihe: CESifo working papers ; 2657 : Category 4, Labour markets
    Schlagworte: Motivation; Prämie
    Umfang: 38 S., graph. Darst.
    Bemerkung(en):

    Auch im Internet unter den Adressen www.SSRN.com, www.RePEc.org und www.CESifo-group.de verfügbar
  4. Incentivizing creativity
    a large-scale experiment with tournaments and gifts
    Autor*in: Bradler, Christiane; Neckermann, Susanne; Warnke, Arne
    Erschienen: April 2016
    Verlag:  Tinbergen Institute, Amsterdam

    This paper reports the results from a large-scale laboratory experiment investigating the impact of tournament incentives and wage gifts on creativity. We find that tournaments substantially increase creative output, with no evidence for crowding out... mehr

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    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
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    DS 432 (2016,35)
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    This paper reports the results from a large-scale laboratory experiment investigating the impact of tournament incentives and wage gifts on creativity. We find that tournaments substantially increase creative output, with no evidence for crowding out of intrinsic motivation. By comparison, wage gifts are ineffective. Additional treatments show that it is the uncertain mapping between effort and output that inhibits reciprocity. This uncertainty is prevalent in creative and other complex tasks. Our findings provide a rationale for the frequent use of tournaments when seeking to motivate creative output.

     
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    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/145342
    Schriftenreihe: Array ; TI 2016-035
    Umfang: 1 Online-Ressource (circa 51 Seiten), Illustrationen
  5. The magic of the personal touch
    field experimental evidence on money and appreciation as gifts
    Autor*in: Bradler, Christiane; Neckermann, Susanne
    Erschienen: May 2016
    Verlag:  Tinbergen Institute, Amsterdam

    This paper makes use of two field experiments to explore individual effort responses to gifts. We extend the literature by looking at nonfinancial gifts and gifts that combine financial and nonfinancial elements with or without adding a ``personal... mehr

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    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    DS 432 (2016,45)
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    This paper makes use of two field experiments to explore individual effort responses to gifts. We extend the literature by looking at nonfinancial gifts and gifts that combine financial and nonfinancial elements with or without adding a ``personal touch.'' We find that non-pecuniary gifts that signal worker appreciation induce reciprocity. Most importantly, we find that there are interaction effects between money and appreciation. While money and appreciation are individually effective, they only work well together when they are combined with a personal touch. This points to the importance of interpersonal elements in gift giving and has important implications for how to effectively elicit worker effort.

     
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    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/145352
    Schriftenreihe: Array ; TI 2016-045
    Umfang: 1 Online-Ressource (circa 33 Seiten), Illustrationen
  6. The effects of financial and recognition incentives across work contexts
    the role of meaning
    Autor*in: Kosfeld, Michael; Neckermann, Susanne; Yang, Xiaolan
    Erschienen: 2016
    Verlag:  Centre for Economic Policy Research, London

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
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    W 32 (11221)
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    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Druck
    Schriftenreihe: Array ; DP 11221
    Schlagworte: Arbeitsethik; Arbeitszufriedenheit; Arbeitsleistung; Leistungsentgelt; Feldforschung; China; Hongkong
    Umfang: 31 Seiten
    Bemerkung(en):

    Erscheint auch als Online-Ausgabe
  7. The magic of the personal touch
    field experimental evidence on money appreciation as gifts
    Autor*in: Bradler, Christiane; Neckermann, Susanne
    Erschienen: May 2016
    Verlag:  ZEW, Zentrum für Europäische Wirtschaftsforschung GmbH, Mannheim

    This paper makes use of two field experiments to explore individual effort responses to gifts. We extend the literature by looking at nonfinancial gifts and gifts that combine financial and nonfinancial elements with or without adding a “personal... mehr

    Standort:
    Niedersächsische Staats- und Universitätsbibliothek Göttingen
    Fernleihe:
    keine Fernleihe

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    DS 15 (2016,43)
    Fernleihe:
    keine Fernleihe

     

    This paper makes use of two field experiments to explore individual effort responses to gifts. We extend the literature by looking at nonfinancial gifts and gifts that combine financial and nonfinancial elements with or without adding a “personal touch.” We find that non-pecuniary gifts that signal worker appreciation induce reciprocity. Most importantly, we find that there are interaction effects between money and appreciation. While money and appreciation are individually effective, they only work well together when they are combined with a personal touch. This points to the importance of interpersonal elements in gift giving and has important implications for how to effectively elicit worker effort.

     
    Export in Literaturverwaltung   RIS-Format
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    Hinweise zum Inhalt
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/142183
    Schriftenreihe: Discussion paper / ZEW, Zentrum für Europäische Wirtschaftsforschung ; no. 16-043
    Umfang: 1 Online-Ressource (circa 33 Seiten), Illustrationen
  8. Knowing that you matter, matters!
    the interplay of meaning, monetary incentives, and worker recognition
    Autor*in: Kosfeld, Michael; Neckermann, Susanne; Yang, Xiaolan
    Erschienen: 2014
    Verlag:  Tinbergen Inst., Rotterdam [u.a.]

    We manipulate workers' perceived meaning of a job in a field experiment. Half of the workers are informed that their job is important, the other half are told that their job is of no relevance. Results show that workers exert more effort when meaning... mehr

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    DS 432 (2014,43)
    Fernleihe:
    keine Fernleihe

     

    We manipulate workers' perceived meaning of a job in a field experiment. Half of the workers are informed that their job is important, the other half are told that their job is of no relevance. Results show that workers exert more effort when meaning is high, corroborating previous findings on the relationship between meaning and work effort. We then compare the effect of meaning to the effect of monetary incentives and of worker recognition via symbolic awards. We also look at interaction effects. While meaning outperforms monetary incentives, the latter have a robust positive effect on performance that is independent of meaning. In contrast, meaning and recognition have largely similar effects but interact negatively. Our results are in line with image-reward theory (Benabou and Tirole 2006) and suggest that meaning and worker recognition operate via the same channel, namely image seeking.

     
    Export in Literaturverwaltung   RIS-Format
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    Hinweise zum Inhalt
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/98914
    Schriftenreihe: Array ; 2014-043
    Umfang: Online-Ressource (27 S.), Ill., graph. Darst.
  9. A field experiment in motivating employee ideas
    Autor*in: Neckermann, Susanne; Gibbs, Michael; Siemroth, Christoph
    Erschienen: 2014
    Verlag:  Tinbergen Inst., Rotterdam [u.a.]

    We study the effects of a field experiment designed to motivate employee ideas, at a large technology company. Employees were encouraged to submit ideas on process and product improvements via an online system. In the experiment, the company... mehr

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    DS 432 (2014,45)
    Fernleihe:
    keine Fernleihe

     

    We study the effects of a field experiment designed to motivate employee ideas, at a large technology company. Employees were encouraged to submit ideas on process and product improvements via an online system. In the experiment, the company randomized 19 account teams into treatment and control groups. Employees in treatment teams received rewards if their ideas were approved. Nothing changed for employees in control teams. Our main finding is that rewards substantially increased the quality of ideas submitted. Further, rewards increased participation in the suggestion system, but decreased the number of ideas per participating employee, with zero net effect on the total quantity of ideas. The broader participation base persisted even after the reward was discontinued, suggesting habituation. We find no evidence for motivational crowding out. Our findings suggest that rewards can improve innovation and creativity, and that there may be a tradeoff between the quantity and quality of ideas.

     
    Export in Literaturverwaltung   RIS-Format
      BibTeX-Format
    Hinweise zum Inhalt
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/98903
    Schriftenreihe: Array ; 2014-045
    Umfang: Online-Ressource (38 S.), graph. Darst.
  10. Knowing that you matter, matters!
    the interplay of meaning, monetary incentives, and worker recognition
    Autor*in: Kosfeld, Michael; Neckermann, Susanne; Yang, Xiaolan
    Erschienen: 2014
    Verlag:  IZA, Bonn

    We manipulate workers' perceived meaning of a job in a field experiment. Half of the workers are informed that their job is important, the other half are told that their job is of no relevance. Results show that workers exert more effort when meaning... mehr

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    DS 4 (8055)
    Fernleihe:
    keine Fernleihe

     

    We manipulate workers' perceived meaning of a job in a field experiment. Half of the workers are informed that their job is important, the other half are told that their job is of no relevance. Results show that workers exert more effort when meaning is high, corroborating previous findings on the relationship between meaning and work effort. We then compare the effect of meaning to the effect of monetary incentives and of worker recognition via symbolic awards. We also look at interaction effects. While meaning outperforms monetary incentives, the latter have a robust positive effect on performance that is independent of meaning. In contrast, meaning and recognition have largely similar effects but interact negatively. Our results are in line with image-reward theory (Bénabou and Tirole 2006) and suggest that meaning and worker recognition operate via the same channel, namely image seeking.

     
    Export in Literaturverwaltung   RIS-Format
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    Hinweise zum Inhalt
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/96686
    Schriftenreihe: Discussion paper series / Forschungsinstitut zur Zukunft der Arbeit ; 8055
    Umfang: Online-Ressource (27 S.), graph. Darst.
  11. The behavioralist goes to school: leveraging behavioral economics to improve educational performance
    Autor*in: Levitt, Steven D.; List, John A.; Neckermann, Susanne; Sadoff, Sally
    Erschienen: 2012
    Verlag:  Universitätsbibliothek Mannheim, Mannheim

    Zugang:
    Verlag (kostenfrei)

    Standort:
    Technische Hochschule Bingen, Bibliothek
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    keine Fernleihe

    Standort:
    Bibliothek der Hochschule Darmstadt, Zentralbibliothek
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    TU Darmstadt, Universitäts- und Landesbibliothek - Stadtmitte
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    Bibliothek der Frankfurt University of Applied Sciences
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    Universitätsbibliothek J. C. Senckenberg, Zentralbibliothek (ZB)
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    Hochschul- und Landesbibliothek Fulda, Standort Heinrich-von-Bibra-Platz
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    Technische Hochschule Mittelhessen, Hochschulbibliothek Gießen
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    Universitätsbibliothek Gießen
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    Universitätsbibliothek Kassel, Landesbibliothek und Murhardsche Bibliothek der Stadt Kassel
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    Akademie der Wissenschaften und der Literatur, Bibliothek
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    Bibliothek der Hochschule Mainz, Untergeschoss
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    Evangelische Hochschule Tabor, Bibliothek
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    Hochschul- und Landesbibliothek RheinMain, Rheinstraße
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    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    DDC Klassifikation: Wirtschaft (330)
    Schriftenreihe: ZEW Discussion Papers ; 12-038
    Schlagworte: Schüler; Schülerin; Bildungsverhalten; Verhaltensökonomie; Motivation; Anreizsystem; Bildungsökonomie; Feldforschung; Schätzung
    Umfang: Online-Ressource
  12. What is an award worth?
    an econometric assessment of the impact of awards on employee performance
    Autor*in: Neckermann, Susanne; Cueni, Reto; Frey, Bruno S.
    Erschienen: 2009
    Verlag:  Inst. for Empirical Research in Economics, Zurich

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
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    W 1443 (411)
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    uneingeschränkte Fernleihe, Kopie und Ausleihe
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    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Druck
    Schriftenreihe: Working paper / Institute for Empirical Research in Economics, Univ. of Zurich ; 411
    Schlagworte: Preisverleihung; Leistungsanreiz; Leistungsmotivation; Ereignisstudie; Callcenter; Bank; Schweiz
    Umfang: 38 S., graph. Darst.
    Bemerkung(en):

    2010er Ausg. u.d.T. "Award at work" erschienen
  13. Academics appreciate awards
    a new aspect of incentives in research
    Autor*in: Frey, Bruno S.; Neckermann, Susanne
    Erschienen: 2008
    Verlag:  Inst. for Empirical Research in Economics, Zurich

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    W 1443 (400)
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    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
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    Schriftenreihe: Working paper / Institute for Empirical Research in Economics, Univ. of Zurich ; 400
    Schlagworte: Preisverleihung; Leistungsanreiz; Wissenschaftler; Wissenschaft; Prinzipal-Agent-Theorie; Theorie
    Umfang: 21 S.
  14. Awards in economics towards a new field of inquiry
    Autor*in: Frey, Bruno S.; Neckermann, Susanne
    Erschienen: 2008
    Verlag:  Inst. for Empirical Research in Economics, Zurich

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
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    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Druck
    Schriftenreihe: Working paper / Institute for Empirical Research in Economics, Univ. of Zurich ; 401
    Schlagworte: Preisverleihung; Leistungsanreiz; Ökonomen; Wirtschaftswissenschaft; Theorie; Welt
    Umfang: [23] S.
  15. Awards at work
    Autor*in: Neckermann, Susanne; Cueni, Reto; Frey, Bruno S.
    Erschienen: 2012
    Verlag:  ZEW, Mannheim

    Social incentives like employee awards are widespread in the corporate sector and may be important instruments for solving agency problems. To date, we have little understanding of their effect on behavior. Unique panel data from the call center of a... mehr

    Standort:
    Niedersächsische Staats- und Universitätsbibliothek Göttingen
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    Standort:
    Helmut-Schmidt-Universität, Universität der Bundeswehr Hamburg, Universitätsbibliothek
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    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    DS 15 (2012,4)
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    keine Fernleihe

     

    Social incentives like employee awards are widespread in the corporate sector and may be important instruments for solving agency problems. To date, we have little understanding of their effect on behavior. Unique panel data from the call center of a Fortune 500 financial services provider allow us to estimate the impact of awards on performance. Winning an award for voluntary work behaviors significantly increases subsequent core call center performance. The effect is short-lived, mainly driven by underperforming agents, and is reflected mostly in dimensions of the job that are hard to observe.We discuss various theories that could explain the effect. -- Awards ; Motivation ; Non-monetary Compensation ; Insider Econometrics

     
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    Volltext (Kostenfrei)
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/56017
    Schriftenreihe: Discussion paper / ZEW ; 12-004
    Schlagworte: Preisverleihung; Leistungsanreiz; Leistungsmotivation; Ereignisstudie; Callcenter; Bank; Schweiz
    Umfang: Online-Ressource (PDF-Datei: 31, [2] S., 431 KB)
    Bemerkung(en):

    Zsfassung in dt. Sprache
  16. Awards as signals
    Autor*in: Frey, Bruno S.; Neckermann, Susanne
    Erschienen: 2010
    Verlag:  Inst. for Empirical Research in Economics, Zurich

    Awards are widespread in all countries and are prevalent both in the public sphere and in the private sector. This paper argues, and empirically supports, that awards serve public functions and economists should take them seriously. Using a unique... mehr

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    Awards are widespread in all countries and are prevalent both in the public sphere and in the private sector. This paper argues, and empirically supports, that awards serve public functions and economists should take them seriously. Using a unique cross-country data set, we suggest that awards serve as signals. Awards are more prevalent the more difficult the position and status of an individual is to observe due to an anonymous and globalized setting. -- awards ; signals ; status ; anonymity ; globalization

     
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    Sprache: Englisch
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    Schriftenreihe: Working paper / Institute for Empirical Research in Economics, Univ. of Zurich ; 513
    Schlagworte: Preisverleihung; Leistungsanreiz; Sozialer Status; Signalling; Globalisierung; Welt
    Umfang: 20 S., graph. Darst.
  17. A field experiment in motivating employee ideas
    Autor*in: Gibbs, Michael; Neckermann, Susanne; Siemroth, Christoph
    Erschienen: 2014
    Verlag:  ZEW, Mannheim

    We study the effects of a field experiment designed to motivate employee ideas, at a large technology company. Employees were encouraged to submit ideas on process and product improvements via an online system. In the experiment, the company... mehr

    Standort:
    Niedersächsische Staats- und Universitätsbibliothek Göttingen
    Fernleihe:
    keine Fernleihe

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    DS 15 (2014,96)
    Fernleihe:
    keine Fernleihe

     

    We study the effects of a field experiment designed to motivate employee ideas, at a large technology company. Employees were encouraged to submit ideas on process and product improvements via an online system. In the experiment, the company randomized 19 account teams into treatment and control groups. Employees in treatment teams received rewards if their ideas were approved. Nothing changed for employees in control teams. Our main finding is that rewards substantially increased the quality of ideas submitted. Further, rewards increased participation in the suggestion system, but decreased the number of ideas per participating employee, with zero net effect on the total quantity of ideas. The broader participation base persisted even after the reward was discontinued, suggesting habituation. We find no evidence for motivational crowding out. Our findings suggest that rewards can improve innovation and creativity, and that there may be a tradeoff between the quantity and quality of ideas.

     
    Export in Literaturverwaltung   RIS-Format
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    Hinweise zum Inhalt
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/103746
    Schriftenreihe: Discussion paper / ZEW ; 14-096
    Schlagworte: Leistungsanreiz; Vorschlagswesen; Kreativität; Feldforschung; Deutschland
    Umfang: Online-Ressource (38 S.), graph. Darst.
  18. Knowing that you matter, matters!
    the interplay of meaning, monetary incentives, and worker recognition
    Autor*in: Kosfeld, Michael; Neckermann, Susanne; Yang, Xiaolan
    Erschienen: 2014
    Verlag:  ZEW, Mannheim

    We manipulate workers’ perceived meaning of a job in a field experiment. Half of the workers are informed that their job is important, the other half are told that their job is of no relevance. Results show that workers exert more effort when meaning... mehr

    Standort:
    Niedersächsische Staats- und Universitätsbibliothek Göttingen
    Fernleihe:
    keine Fernleihe

    Standort:
    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
    Signatur:
    DS 15 (2014,97)
    Fernleihe:
    keine Fernleihe

     

    We manipulate workers’ perceived meaning of a job in a field experiment. Half of the workers are informed that their job is important, the other half are told that their job is of no relevance. Results show that workers exert more effort when meaning is high, corroborating previous findings on the relationship between meaning and work effort. We then compare the effect of meaning to the effect of monetary incentives and of worker recognition via symbolic awards. We also look at interaction effects. While meaning outperforms monetary incentives, the latter have a robust positive effect on performance that is independent of meaning. In contrast, meaning and recognition have largely similar effects but interact negatively. Our results are in line with image-reward theory (Bénabou and Tirole 2006) and suggest that meaning and worker recognition operate via the same channel, namely image seeking.

     
    Export in Literaturverwaltung   RIS-Format
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    Hinweise zum Inhalt
    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/103745
    Schriftenreihe: Discussion paper / ZEW ; 14-097
    Umfang: Online-Ressource (27 S.)
  19. Awards at work
    Autor*in: Neckermann, Susanne; Cueni, Reto; Frey, Bruno S.
    Erschienen: 2010
    Verlag:  Inst. for Empirical Research in Economics, Zurich

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    ZBW - Leibniz-Informationszentrum Wirtschaft, Standort Kiel
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    W 1443 (411/Rev.)
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    Auflage/Ausgabe: May 2010
    Schriftenreihe: Working paper / Institute for Empirical Research in Economics, Univ. of Zurich ; 411
    Schlagworte: Preisverleihung; Leistungsanreiz; Leistungsmotivation; Ereignisstudie; Callcenter; Bank; Schweiz
    Umfang: 32 S., graph. Darst.
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    2009er Ausg. u.d.T. What is an award worth? An econometric assessment of the impact of awards on employee performance erschien
  20. Of awards in companies
    an econometric assessment of honor and recognition as incentives
    Autor*in: Neckermann, Susanne
    Erschienen: 2009
    Verlag:  Univ., Zürich

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    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Dissertation
    Format: Online
    Schlagworte: Leistungsanreiz; Anreiz; Arbeitsproduktivität; Motivation; Verhaltensökonomik; Experiment
    Umfang: Online-Ressource (PDF-Datei: VIII, 217 S.), graph. Darst.
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    Zürich, Univ., Diss., 2009
  21. Getting more work for nothing?
    symbolic awards and worker performance
    Autor*in: Kosfeld, Michael; Neckermann, Susanne
    Erschienen: 2010
    Verlag:  IZA, Bonn

    We study the impact of status and social recognition on worker performance in a field experiment. In collaboration with an international non-governmental organization we hired students to work on a database project. Students in the award treatment... mehr

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    We study the impact of status and social recognition on worker performance in a field experiment. In collaboration with an international non-governmental organization we hired students to work on a database project. Students in the award treatment were offered a congratulatory card from the organization honoring the best performance. The award was purely symbolic in order to ensure that any behavioral effect is driven by non-material benefits. Our results show that students in the award treatment outperform students in the control treatment by about 12 percent on average. Our results provide strong evidence for the motivating power of status and social recognition in labor relations with major implications for theory and applications. -- Award ; non-monetary incentives ; status ; social recognition ; field experiment

     
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    Schriftenreihe: Discussion paper series / Forschungsinstitut zur Zukunft der Arbeit ; 5040
    Schlagworte: Leistungsmotivation; Leistungsanreiz; Sozialer Status; Feldforschung; Nichtregierungsorganisation
    Umfang: Online-Ressource (18 S.), graph. Darst.
  22. Awards as signals
    Autor*in: Frey, Bruno S.; Neckermann, Susanne
    Erschienen: 2010
    Verlag:  CESifo, München

    Awards are widespread in all countries and are prevalent both in the public sphere and in the private sector. This paper argues, and empirically supports, that awards serve public functions and economists should take them seriously. Using a unique... mehr

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    Awards are widespread in all countries and are prevalent both in the public sphere and in the private sector. This paper argues, and empirically supports, that awards serve public functions and economists should take them seriously. Using a unique cross-country data set, we suggest that awards serve as signals. Awards are more prevalent the more difficult the position and status of an individual is to observe due to an anonymous and globalized setting. -- awards ; signals ; status ; anonymity ; globalization

     
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    hdl: 10419/46399
    Schriftenreihe: Array ; 3229
    Schlagworte: Preisverleihung; Leistungsanreiz; Sozialer Status; Signalling; Globalisierung; Welt
    Umfang: Online-Ressource (PDF-Datei: 20 S., 299 KB)
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    Parallel als Druckausg. erschienen
  23. A field experiment in motivating employee ideas
    Autor*in: Gibbs, Michael; Neckermann, Susanne; Siemroth, Christoph
    Erschienen: 2014
    Verlag:  IZA, Bonn

    We study the effects of a field experiment designed to motivate employee ideas, at a large technology company. Employees were encouraged to submit ideas on process and product improvements via an online system. In the experiment, the company... mehr

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    We study the effects of a field experiment designed to motivate employee ideas, at a large technology company. Employees were encouraged to submit ideas on process and product improvements via an online system. In the experiment, the company randomized 19 account teams into treatment and control groups. Employees in treatment teams received rewards if their ideas were approved. Nothing changed for employees in control teams. Our main finding is that rewards substantially increased the quality of ideas submitted. Further, rewards increased participation in the suggestion system, but decreased the number of ideas per participating employee, with zero net effect on the total quantity of ideas. The broader participation base persisted even after the reward was discontinued, suggesting habituation. We find no evidence for motivational crowding out. Our findings suggest that rewards can improve innovation and creativity, and that there may be a tradeoff between the quantity and quality of ideas.

     
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    Schriftenreihe: Discussion paper series / Forschungsinstitut zur Zukunft der Arbeit ; 8096
    Umfang: Online-Ressource (38 S.)
  24. Awards as incentives
    Autor*in: Neckermann, Susanne; Frey, Bruno S.
    Erschienen: 2008
    Verlag:  Inst. for Empirical Research in Economics, Zurich

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    Auflage/Ausgabe: Nov. 2008
    Schriftenreihe: Working paper / Institute for Empirical Research in Economics, Univ. of Zurich ; 334
    Schlagworte: Leistungsanreiz; Computerindustrie; USA; Experiment
    Umfang: 37 S.
  25. What is an award worth?
    An econometric assessment of the impact of awards on employee performance
    Autor*in: Neckermann, Susanne; Cueni, Reto; Frey, Bruno S.
    Erschienen: 2009
    Verlag:  Univ., Center for Economic Studies [u.a.], Munich

    Behavioral economics documents the importance of status and self-image concerns in the workplace, but is largely silent about how to instrumentalize them to induce effort. Awards - widespread in the corporate sector and elsewhere - are motivators... mehr

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    Behavioral economics documents the importance of status and self-image concerns in the workplace, but is largely silent about how to instrumentalize them to induce effort. Awards - widespread in the corporate sector and elsewhere - are motivators that derive their value from such social concerns. Panel data from the call center of a large international bank allow us to estimate the impact of receiving an award on effort. The performance of winners proves to be significantly higher than that of comparable non-recipients after the award has been presented. This increase in work effort is sizeable, robust, and not driven by reverse causation.

     
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    Schriftenreihe: Array ; 2657
    Schlagworte: Prämie; Motivation;
    Umfang: 38 S., graph. Darst., Tab.
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    Literaturverz. S. 34 - 38