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| Current Advances in OBM Research: The Effects of Monetary Incentives and Feedback on Organizational Performance |
| Saturday, May 28, 2005 |
| 3:30 PM–4:50 PM |
| Joliet (3rd floor) |
| Area: OBM; Domain: Applied Research |
| Chair: Grainne A. Matthews (Quality Safety Edge) |
| Abstract: Recent research in the area of monetary incentive and feedback will be discussed. Implications for business applications and future research directions will be highlighted. |
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| Individual Versus Small Group Monetary Incentives: A Literature Review |
| ALYCE M. DICKINSON (Western Michigan University), Heather M. McGee (Western Michigan University), Kathy M. Culig (Western Michigan University) |
| Abstract: The prevalence of individual and small group monetary incentive programs in business and industry will be reviewed and compared. In addition, I will (a) conceptually analyze their potential relative effects on worker performance and satisfaction from a behavioral perspective, (b) review studies that have examined their relative effects, and (c) offer suggestions for future research. This presentation will provide the rationale for the following two experimental studies that will be presented in the symposium by Heather McGee and Kathryn Culig. |
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| The Effects of Individual and Group Incentives on High Performance |
| HEATHER M. MCGEE (Western Michigan University), Alyce M. Dickinson (Western Michigan University) |
| Abstract: The present study examined the performance levels of high performers under equally-divided group monetary incentives, individual monetary incentives, and hourly pay to determine: (a) whether the performance levels of high performers would be higher under individual and group incentive pay systems than under an hourly pay system, (b) whether the performance of high performers would be lower under group incentives than under individual incentives, and (c) whether changes in performance would be due to comparative feedback indicating that the participant is a high performer. Participants were eleven college students who performed a computerized work task that simulated the job of a bank proof operator. The primary dependent variables were the number of checks processed correctly, the percent correct, the rate of performance, and the time spent on task. An ABCDC within-subject reversal design was used, where A = hourly pay with individual feedback, B = individual incentives with individual feedback, C = individual incentives with individual and group feedback, and D = group incentives with individual and group feedback. |
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| The Effects of Individual Monetary Incentive with Individual Feedback and Group Monetary Incentives with Group Feedback on High Performance |
| KATHY M. CULIG (Western Michigan University), Douglas A. Johnson (Western Michigan University), Alyce M. Dickinson (Western Michigan University) |
| Abstract: The current study examined how individual monetary incentives with individual feedback and group monetary incentives with group feedback affect the performance of high performers across multiple sessions using 10-person simulated groups. The primary objectives of the study were to examine the effects of individual and group monetary incentives on the high performance of individuals and the satisfaction of high performers. Participants consisted of ten keyboard proficient college students who performed a computerized data entry task that is modeled after the job of a bank proof operator. A within-subject ABCB reversal design was used. Each participant was exposed to the following pay and feedback conditions: hourly pay with individual feedback (A), individual incentives with individual feedback (B) and group incentives with group feedback (C). The dependent variables consisted of the total number of checks processed correctly per session, the percentage of checks processed correctly per session, the amount of time spent performing the check task, and participant satisfaction with the three pay systems. |
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| The Effects of Feedback on Individual Monetary Incentives |
| DOUGLAS A. JOHNSON (Western Michigan University), Kathy M. Culig (Western Michigan University), Alyce M. Dickinson (Western Michigan University) |
| Abstract: Research examined whether performance feedback augments the effects of individual monetary incentives. A 2 X 2 factorial design was used with 30 college students assigned to each group: (a) individual incentive pay with continuous feedback, (b) individual incentive pay without feedback, (c) fixed pay with continuous feedback, and (d) fixed pay without feedback. Participants entered the cash value of simulated bank checks presented on a computer screen. The dependent variables examined were (a) the average number of checks completed correctly per session, (b) the average percentage of checks completed correctly per session, (c) the average time spent performing the task per session, and (d) the average number of checks completed correctly per minute per session. |
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