effects of incentives job
55076471
Effects of Incentives for Renewable Energy in Colombia
Renewable energy is becoming very important as a way to mitigate climate change and promote job creation. Colombia is not excluded from this reality, being a country with huge renewable resources and the challenge to give employment to thousands or rebels, signing the peace process. This paper studies the potential effects of the new regulation to promote the development of renewable energy technologies in Colombia. Two incentives are analyzed: tax deductions on the investment and accelerated depreciation on assets. The work also establishes a methodology to include the effects of tax incentives in the calculation of the Levelized Cost Of Electricity (LCOE) The results show up to 20% reduction in the LCOE; unfortunately, the regulation restricts small or new business to apply for all incentives. For this reason, two complementary mechanisms (granting five years as grace period for loan repayment and lower discount rate as subsidy from the government) are proposed in order to allow small business ventures such as forest biomass projects apply to incentives. As a result, 30% reduction in the LCOE is obtained for photovoltaics (PV) and 15% for forest biomass; being the last one a great opportunity in Colombia because of the huge amount of biomass resources and its potential to create new job opportunities.
Fernando Villada Duque Jesus Maria Lopez Lezama Nicolas Munoz Galeano
196035094
THE EFFECTS OF INCENTIVES ON PERFORMANCE AND JOB SATISFACTION Literature review and interview research
The aim of this study is to research how different incentives affect performance and job satisfaction. In the study, the effects of recognition, participation, feedback, monetary incentives, non monetary tangible incentives and benefits on performance and job satisfaction are researched. It is posited that different incentives have different effects on performance and job satisfaction. Incentives effect on performance and job satisfaction are researched trough critical literature review and interview research. On the basis of the literature review and the interview research, it seems that all the incentives types are important but they have different meanings for employees. Indeed it seems that there are two different aspects in rewarding. These two aspects are effectiveness and humanity. Effectiveness aspect means that employees feel that they are justified to get monetary incentives because they have put extra effort on work. For the humanity aspect it is important that employees feel that employer is interested in employees, their work and well being. The rewarding of the humanity aspect is more important in generating job satisfaction whereas the rewarding of the effectiveness aspect affects performance Different incentives affects different aspects in a different way. Hence different incentives have different effects on performance and job satisfaction, like it was posited. However, it is important to notice that these aspects complement each other. Hence we can talk about comprehensive rewarding.
Essi Huttu
154283575
Does Pursuing External Incentives Compromise Public Service Motivation? Comparing the effects of job security and high pay
Abstract The pursuit of both job security and high pay as main reasons for job selection, according to self determination theory (SDT) implies that people are controlled by external conditions (i.e. external regulation) and thus unlikely to be driven by altruistic values. Conceptually, however, pursuing high pay and pursuing job security seemingly carry disparate connotations. While the former signifies the love of money, which is thought to be incompatible with public service motivation (PSM) the latter accompanies motivation crowding in, which may correlate positively with PSM. We tested this proposition by using the data collected from 514 municipal middle managers in Taiwan, and it received strong support. Results further show that pay satisfaction moderates the negative relationship between pursuing high pay and PSM. In the conclusion, we discuss how these findings shed light on contemporary administrative reform.
Chung-An Chen Chih-Wei Hsieh
158537029
The effects of training satisfaction, employee benefits, and incentives on part time employees' commitment
Abstract Training in hospitality organizations is associated with several benefits including consistency in job performance, greater job satisfaction, higher guest satisfaction, and reduction in business costs. Unfortunately, companies do not tend to put forth much effort into implementing effective training techniques, particularly for part time employees. This study surveyed part time hotel employees to determine if training method and duration impacted training satisfaction. The impact of benefits and incentives received, and training satisfaction on job commitment was also determined. On the job training and job shadowing were found to impact training satisfaction. Select benefits and incentives and training satisfaction impacted commitment. Implications are discussed.
Caitlin D Jaworski Swathi Ravichandran Aryn C Karpinski Shweta Singh
73725980
The effects of extended release injectable naltrexone and incentives for opiate abstinence in heroin dependent adults in a model therapeutic workplace: A randomized trial.
AIM To determine whether extended release injectable naltrexone (XR NTX) incentives for opiate abstinence, and their combination reduce opiate use compared to a usual care control and whether the combination reduces opiate use compared to either treatment alone. DESIGN Randomized 2 x 2 single site controlled trial conducted from November 2012 through May 2016. After a detoxification and oral naltrexone induction, participants were assigned to a Usual Care, Abstinence Incentives, XR NTX, or XR NTX plus Abstinence Incentives group for a six month intervention period. SETTING A model therapeutic workplace where participants could work on automated computer programs that targeted job skills training for 4 h every weekday for 24 weeks and earn about $10 per hour. PARTICIPANTS 84 heroin dependent adults who were unemployed and medically approved for naltrexone. Most participants were male (71.4% African American (80.1% and cocaine dependent (71.4% MEASUREMENTS The primary outcome measure was the percentage of urine samples negative for opiates that were collected at once weekly assessments (24 per participant) that were not part of the intervention and for which participants were paid $10 for completing. INTERVENTION Participants who attended the workplace provided thrice weekly urine samples. Abstinence Incentives participants had to provide opiate free urine samples to maintain maximum pay. XR NTX participants received one injection every 4 weeks and were required to take injections in order to work and to maintain maximum pay. Usual Care participants were not offered XR NTX and opiate urinalysis results did not affect pay. FINDINGS A large percentage (65 of 149; 43.6% of individuals failed the induction protocol required for randomization and to be eligible to receive XR NTX. When missing urine samples were considered positive, there was no significant interaction between XR NTX and Abstinence Incentives. XR NTX plus Abstinence Incentives participants provided significantly more opiate negative samples (81.3% SD 39.0% than XR NTX participants (64.5% SD 47.9% aOR 10.4, 95% CI 1.3 85.5; P .030) When urine samples were not replaced, there was a significant interaction between XR NTX and Abstinence Incentives (aOR 77.0, 95% CI 1.3 4432;P 0.036) XR NTX plus Abstinence Incentives participants provided significantly more opiate negative samples (99.6% SD 0.1% than XR NTX participants (85.0% SD 35.7% aOR 147.6, 95% CI 6.3 3472; P 0.002) Abstinence Incentives participants (91.9% SD 27.3% aOR 121.7, 95% CI 4.8 3067; P =0.004) and Usual Care participants (78.7% SD 41.0% aOR 233.4, 95% CI 9.4 5814; P .001) No other group differences were significant. CONCLUSION XR NTX plus incentives for opiate abstinence increased opiate abstinence, but XR NTX alone did not. XR NTX can promote opiate abstinence when it is combined with incentives for opiate abstinence in a model therapeutic workplace.
Drug and alcohol dependence
Brantley P Jarvis August F Holtyn Anthony Defulio Mikhail N Koffarnus Jeannie-Marie S Leoutsakos Annie Umbricht Michael Fingerhood George E Bigelow Kenneth Silverman
216673024
Effects of Material Incentives and Non Material on Employee Satisfaction Employees
Abstract The purpose of this study was to determine the effect of material and non material incentives on employee job satisfaction at PT. Bank Tabungan Negara (Persero) Tbk. Makassar Branch. The analysis method used to determine the effect of material and non material incentives on employee job satisfaction is to use multiple linear regression analysis through the SPSS version 24.0 program. Partially and simultaneously shows that the variables of material and non material incentives can affect employee job satisfaction. These results imply that the company is able to create added value in the provision of additional wages which can ultimately increase the job satisfaction of its employees. Keywords Material Incentives, Non Material Incentives, Employee Satisfaction.
Muhammad Azhar Mushlihin
158829245
The Effects of Job Loss on Crime: Evidence from Administrative Data
This paper investigates the effects of job loss on recidivism using a novel merge of employer employee wage data to administrative records on crime. I first use firm level employment shocks to study the reduced form impact of job loss on offending. I then use a kink in unemployment insurance benefits to distinguish economic incentives from other factors, such as incapacitation through time spent at work, as a mechanism. I find that property crimes and domestic violence rise sharply after a layoff and remain elevated for up to two years. Economic incentives are an important mechanism, consistent with Becker Ehrlich models.
Evan K Rose
17424623
Incentives to change: effects of performance based financing on health workers in Zambia
BackgroundPerformance based financing (PBF) has been implemented in a number of countries with the aim of transforming health systems and improving maternal and child health. This paper examines the effect of PBF on health workers' job satisfaction, motivation, and attrition in Zambia. It uses a randomized intervention/control design to evaluate before after changes for three groups: intervention (PBF) group, control 1 (C1; enhanced financing) group, and control 2 (C2; pure control) group.MethodsMixed methods are employed. The quantitative portion comprises of a baseline and an endline survey. The survey and sampling scheme were designed to allow for a rigorous impact evaluation of PBF or C1 on several key performance indicators. The qualitative portion seeks to explain the pathways underlying the observed differences through interviews conducted at the beginning and at the three year mark of the PBF program.ResultsEconometric analysis shows that PBF led to increased job satisfaction and decreased attrition on a subset of measures, with little effect on motivation. The C1 group also experienced some positive effects on job satisfaction. The null results of the quantitative assessment of motivation cohere with those of the qualitative assessment, which revealed that workers remain motivated by their dedication to the profession and to provide health care to the community rather than by financial incentives. The qualitative evidence also provides two explanations for higher overall job satisfaction in the C1 than in the PBF group: better working conditions and more effective supervision from the District Medical Office. The PBF group had higher satisfaction with compensation than both control groups because they have higher compensation and financial autonomy, which was intended to be part of the PBF intervention. While PBF could not address all the reasons for attrition, it did lower turnover because those health centers were staffed with qualified personnel and the personnel had role clarity.ConclusionsIn Zambia, the implementation of PBF schemes brought about a significant increase in job satisfaction and a decrease in attrition, but had no significant effect on motivation. Enhanced health financing also increased stated job satisfaction.
Human Resources for Health
Gordon C Shen Ha Thi Hong Nguyen Ashis Kumar Das Nkenda Sachingongu Collins Chansa Jumana N Qamruddin Jed Friedman
211200244
Labor demand response to labor supply incentives: Evidence from the German Mini Job reform
This paper analyzes how firms respond to changes in tax benefits for low earning workers and how, through equilibrium effects, such policies also affect non targeted, higher earning workers. I explore firm level outcomes around the Mini Job Reform in Germany in 2003, which entailed a significant expansion of tax benefits for low earning workers. Firm responses are decomposed in terms of scale effects arising from lower labor costs and substitution effects due to changes in relative prices of low earning and high earning labor. Using a differencesin differences approach I document that establishments with a high intensity of low earning workers prior to the reform expand relative to low intensity establishments. Interestingly, this relative expansion is biased towards the type of workers not targeted by the tax benefits. In addition, establishments initially less intensive in low earning workers substitute employment towards low earning workers without expanding at the same pace. My findings are consistent with a model of the labor market which features tax sharing between workers and firms and simultaneous shifts in labor supply and demand after changes in tax benefits for low earning workers. In this setting, there is a reallocation of employment and production from firms initially less intensive in low earning workers to firms with a high pre reform intensity. These equilibrium effects across different types of workers and firms are relevant for the design of labor market policies targeting low earning workers. JEL Classification: H20, H24, H32, E24, E64, I38, J23, J38
Gabriela Liliana Galassi
169464006
Incentives effects on job performance and mediation of motivation in tourism industry of Saudi Arabia
The main objective of this study is to examine the direct influence of incentives and their indirect effects through the mediation of motivation and job satisfaction on job performance, as well as to examine the moderating effect of cultural competence. The study was developed based on Herzberg"s Two factor theory, which deals with the dual needs of employees; it argues that employee performance increases when the dual needs are fulfilled. The study therefore conceptualised that incentives (monetary and non monetary) would fulfill the dual needs of employees in the tourism industry in Saudi Arabia, especially at a time when the country is struggling for economic diversification as a means of reducing dependence on oil. The designed incentives system may influence employees" motivation and job satisfaction thereby affecting job performance. Thus, it was hypothesised that incentives contribute directly to job performance and indirectly via mediation of employee motivation and job satisfaction. It was further hypothesised that cultural competence moderates the relationship between motivation, job satisfaction and job performance. The study employed a quantitative questionnaire approach and drew a sample of respondents 430 from hotels in the Makkah and Madinah regions and from the Saudi Commission for Tourism and Antiquities (SCTA) using a proportional stratified random sampling technique. The data were analysed using the Structural Equation Modelling Maximum Likelihood Estimation (MLE) technique. The study found significant parameter estimates in the relationship between monetary incentives and motivation as well as job satisfaction and also between non monetary incentives and motivation as well as job satisfaction. However, mediation effects show that job satisfaction mediates the relationship between both monetary and non monetary incentives and job performance. Similarly, moderating effects of cultural competence were also found in the relationship between motivation, job satisfaction and job performance. The study demonstrates that job satisfaction and cultural competence are good indicators of job performance and should be given priority attention for improving job performance of employees in the tourism sector.
Samir Abdullah Alkhaliel Adeeb