Incentives for public goods inside organizations: Field experimental evidence
Incentives for public goods inside organizations: Field experimental evidence
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DOI：
10.1016/j.jebo.2019.02.029
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发表时间：
2019-04-01
影响因子：
2.2
通讯作者：
Menietti, Michael
中科院分区：
文献类型：
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作者：
Blasco, Andrea;Jung, Olivia S.;Menietti, Michael
理解为什么员工会在工作中付出额外的努力是许多组织的一个关键问题。我们在一家医疗机构进行了实地实验，研究员工提交项目建议以促进组织改进的动机。我们总共分析了1237名员工、118份提案以及超过12000对评估者提案对的质量评估。分析显示，为排名最高的提交提供个人奖励的招揽活动在不影响提交质量的情况下提高了参与率。我们的研究表明，这是由于员工在一定程度上内化了他们的意见对工作场所其他个人的积极影响。我们还发现，为员工提供项目资金来实施他们自己的建议可能会适得其反，破坏参与。强调任务导向目标的请求，比如改善病人护理，对被请求人的性别很敏感，女性的回应比男性多。这些结果揭示了推动员工在日常职责之外参与组织任务的因素，并为如何设计激励措施以促进组织内部对公共产品的贡献提供了见解。(C) 2019作者。Elsevier B.V.出版
Understanding why employees go the extra mile at work is a key problem for many organizations. We conduct a field experiment at a medical organization to study motivations for employees to submit project proposals for organizational improvement. In total, we analyze 1237 employees, 118 proposals, and quality evaluations for more than 12,000 evaluator-proposal pairs. The analysis shows that solicitations offering a personal reward for top submissions boost participation rates without affecting submission quality. We show that this is due to workers partially internalizing the positive effects of their submissions on the other individuals in the workplace. We also find that offering employees project funding to implement their own proposals potentially backfires, undermining participation. And solicitations emphasizing mission-oriented goals, like improving patient care, are sensitive to the solicited person's gender, with women responding more than men. These results shed light on the factors that drive employees' engagement in organizational tasks, beyond regular duties, and provide insights on how to design incentives to foster contributions to public goods inside organizations. (C) 2019 The Authors. Published by Elsevier B.V.