Monetary Incentives and Task Experience as Determinants of Spontaneous Goal Setting, Strategy Development, and Performance

1990 ◽  
Vol 3 (4) ◽  
pp. 237-258 ◽  
Author(s):  
Patrick M. Wright
Keyword(s):  
Goal Setting ◽  
Strategy Development ◽  
Monetary Incentives ◽  
And Performance ◽  
Task Experience ◽  
And Task

scholarly journals PENGARUH MOTIVASI, KOMPLEKSITAS TUGAS, DAN INSENTIF MONETER TERHADAP KINERJA INDIVIDU

2021 ◽  
Vol 8 (2) ◽  
pp. 67
Author(s):  
Aulia Azzardina
Keyword(s):  
University Students ◽  
Extrinsic Motivation ◽  
Task Complexity ◽  
Monetary Incentives ◽  
Complex Tasks ◽  
Intrinsic And Extrinsic Motivation ◽  
And Performance ◽  
The Given ◽  
The Relationship ◽  
And Task

This study investigates the relationship between motivation and task complexity on performance. Monetary incentives are involved in this study as a moderating variable. The motivation examined in this research is intrinsic and extrinsic motivation. A 2x2 quasi-experiment has been conducted and involving 66 university students. Two and three-way ANOVA are used for hypothetical testing. The result shows that individuals with intrinsic motivation have shown better performance than those with extrinsic motivation. After individuals have faced more complex tasks, they achieved lower scores than those who faced less complex tasks. Prior studies suggested that motivation could be destructed by monetary incentives. However, there is no interaction proof when moderating variable is involved. The relationship between motivation and performance is not influenced by monetary incentives. In line with it, the relationship between task complexity and performance is also not strengthened or weakened by the given monetary incentives information. Thus, monetary incentives failed to influence the relationship between motivation, task complexity and performance.

Efficacy-Performance Spirals: An Empirical Test

2000 ◽  
Vol 26 (4) ◽  
pp. 791-812 ◽  
Author(s):  
Christine M. Shea ◽  
Jane M. Howell
Keyword(s):  
Significant Relationship ◽  
Self Efficacy ◽  
Empirical Test ◽  
Strong Support ◽  
Dynamic Nature ◽  
And Performance ◽  
Task Experience ◽  
Performance Spirals ◽  
Over Time ◽  
And Task

This study examined the pattern of the relationships between self-efficacy and performance in an experiment involving 148 students who worked on a manufacturing task over four trials. Task feedback and task experience, two variables that may influence the occurrence of efficacy-performance spirals, were also investigated. Results indicated strong support for a significant relationship between self-efficacy and performance over time. However, the pattern of changes in self-efficacy and performance from trial-to-trial contained self-corrections, suggesting that the efficacy-performance relationship does not necessarily proceed in a monotonic, deviation-amplifying spiral. Task feedback and task experience affected the occurrence of self-corrections in the pattern of changes in self-efficacy and performance over time. Implications are drawn about the dynamic nature of self-efficacy.

scholarly journals Pengaruh Insentif Keuangan dan Kompleksitas Tugas terhadap Kinerja: Sebuah Studi Eksperimen

2020 ◽  
Vol 12 (2) ◽  
pp. 313-326
Author(s):  
Clara Noviana Agustina Indriastuti ◽  
Adriana Marini Purwanto ◽  
Theodorus Radja Ludji
Keyword(s):  
Task Complexity ◽  
Low Complexity ◽  
Monetary Incentives ◽  
High Complexity ◽  
Fixed Rate ◽  
Piece Rate ◽  
And Performance ◽  
Subject Experiment ◽  
The Relationship ◽  
And Task

This study used a 2x2 between-subject experiment to examine the relationship between monetary incentives, task complexity and performance. Monetary incentives in this study were applied in two types, piece-rate and fixed-rate, while task complexity was varied in two categories, low and high. Participants’ performance was measured through the completion of tasks assigned. Results of this study indicates no effect of monetary incentive on performance, yet there is a significant effect of task complexity on performance where participants provided with tasks with low complexity showed a significantly higher performance than participants provided with tasks with high complexity. Furthermore, this study finds no interaction between monetary incentives and task complexity on performance. It is implied from this study that monetary incentives were not the main factors that contribute towards employees’ performance in the companies. Besides, task complexity is an important factor to be considered by firms, as it can influence their employees’ performance.  Keywords: Monetary Incentives, Task Complexity, Performance

Goals, strategy development, and task performance: Some limits on the efficacy of goal setting.

1989 ◽  
Vol 74 (1) ◽  
pp. 24-33 ◽  
Author(s):  
P. Christopher Earley ◽  
Terry Connolly ◽  
Göran Ekegren
Keyword(s):  
Task Performance ◽  
Goal Setting ◽  
Strategy Development ◽  
And Task

Undesirable Effects of Goal Setting on Perceived Fairness, Commitment, and Unethical Behavior

2018 ◽  
Vol 62 (2) ◽  
pp. 97-107 ◽  
Author(s):  
Nina Keith
Keyword(s):  
Goal Setting ◽  
Unethical Behavior ◽  
The United States ◽  
Goal Commitment ◽  
Management Technique ◽  
Long Term Effects ◽  
Perceived Fairness ◽  
Negative Effects ◽  
Positive Effects ◽  
And Performance

Abstract. The positive effects of goal setting on motivation and performance are among the most established findings of industrial–organizational psychology. Accordingly, goal setting is a common management technique. Lately, however, potential negative effects of goal-setting, for example, on unethical behavior, are increasingly being discussed. This research replicates and extends a laboratory experiment conducted in the United States. In one of three goal conditions (do-your-best goals, consistently high goals, increasingly high goals), 101 participants worked on a search task in five rounds. Half of them (transparency yes/no) were informed at the outset about goal development. We did not find the expected effects on unethical behavior but medium-to-large effects on subjective variables: Perceived fairness of goals and goal commitment were least favorable in the increasing-goal condition, particularly in later goal rounds. Results indicate that when designing goal-setting interventions, organizations may consider potential undesirable long-term effects.

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