The effectiveness of reward systems on innovative output: An empirical analysis
The effectiveness of reward systems on innovative output: An empirical analysis
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DOI：
10.1007/bf01516247
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发表时间：
1993-12
影响因子：
6.4
通讯作者：
Sandra Honig-Haftel;Linda R. Martin
中科院分区：
文献类型：
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作者：
Sandra Honig-Haftel;Linda R. Martin
本研究旨在探讨高科技企业专利产出与研发人员奖励制度之间的关系。对康涅狄格州57家公司的技术经理进行的一项调查收集了有关公司规模、研发支出以及18种不同奖励制度使用频率的信息。使用回归模型，专利产出被认为是依赖于企业规模，R&D支出，并在货币和非货币奖励制度，非正式的奖励计划和可变奖金的基础上的专利问题。当一个小公司的子集被单独调查，非货币奖励被证明是无效的。然而，可变奖金对专利产出仍然很重要，大额奖励（50，000美元）也表现出显著的影响。
This study investigated the relationship of patent output to the reward systems for individual R&D scientists in high technology firms. A survey of technical managers in 57 Connecticut firms collected information on firm size, R&D expenditure, and the frequency of use of eighteen different reward systems. Using a regression model, patent output was found to be dependent on firm size, R&D expenditure, and on monetary and non-monetary reward systems, informal award programs and variable bonuses based on the issue of patents. When a subset of small firms was investigated separately, non-monetary rewards were shown to be ineffective. However, variable bonuses remained important to patent output and large sum reward payments ($50,000) also demonstrated a significant effect.