The effects of monetary incentives on effort and task performance: theories, evidence, and a framework for research

By Sarah E. Bonner, Geoffrey B. Sprinkle. 2002

912 citations recorded by the source corpus.

Subfields: Cognitive Neuroscience, General Decision Sciences, Safety Research

View Paper: https://www.semanticscholar.org/paper/d97722f8b78065ac64cbb7b270fe8e68ef72d403

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Citations in the corpus

Reviewing and Theorizing the Unintended Consequences of Performance Management Systems (2018, neutral): “…or movement away from professional values and standards (Agyemang and Broadbent, 2015; Tan and Rae, 2009); decreased well-being and morale (Bonner and Sprinkle, 2002; FrancoSantos et al., 2017); ‘ossification’ (i.e., tendency towards being in a rigid state, constraining responsiveness and…”
Motivation, pay satisfaction, and job satisfaction of front‐line employees (2011, background): “…combination of high intrinsic and extrinsic motivation, coupled with the negative association between pay and extrinsic motivation, challenges the agency theory argument that extrinsic rewards are necessary to ensure employees do not minimize their effort (i.e. shirk) (Bonner and Sprinkle, 2002).”
The Effects of Disseminating Relative Performance Feedback in Tournament and Individual Performance Compensation Plans (2008, background): “precision with which it is measured ( Banker and Datar 1989 ), and its relation to other”
Reward System Design and Group Creativity: An Experimental Investigation (2012, background): “…organizations must consider more than just the level of performance-contingent incentives, but also other important dimensions of reward system design such as the specific form these incentives take (Bonner et al. 2000; Bonner and Sprinkle 2002; Sprinkle 2003; Sprinkle and Williamson 2007).”
Perspectives on experimental research in managerial accounting (2003, background): “…adverse selection issues, research examining moral hazard issues reports that individual, task, and environmental variables frequently interact with performance evaluation and compensation schemes in determining effort and performance levels (e.g. Bonner et al., 2000; Bonner & Sprinkle, 2001).13”
Motivation and cognitive control: from behavior to neural mechanism. (2015, background): “The idea that cognitive control may be inherently costly or aversive has cropped up not only in the depletion literature but also in connection with other topics in social cognition (Taylor 1981) and behavioral economics (Bonner & Sprinkle 2002, Smith & Walker 1993, Wilcox 1993).”
Control in a Teamwork Environment—The Impact of Social Ties on the Effectiveness of Mutual Monitoring Contracts (2003, background): “social worker strike of the 1970s, Breakwell (1983) reports that as the power of a group decreased, group members began to identify with various subgroups, fragmenting the larger group in a psychological attempt to achieve higher status.”
Empowerment, Motivation, and Performance: Examining the Impact of Feedback and Incentives on Nonmanagement Employees (2007, methodology): “However, based on the two reward schemes employed and past research on incentives (Kohn 1993; Bonner et al. 2000; Sprinkle 2000; Bonner and Sprinkle 2002), we predict that the performance-based reward system will be negatively associated with selfdetermination, as compared to a flat-wage system.”