Does Where You Stand Depend on Where You Sit? Tithing Donations and Self-Serving Beliefs

1999 ◽  
Vol 89 (4) ◽  
pp. 703-727 ◽  
Author(s):  
Gordon B Dahl ◽  
Michael R Ransom

Economists and psychologists argue that individuals skew personal beliefs to accord with their own interests. To test for the presence of self-serving beliefs, we surveyed 1,200 members of the Mormon Church about tithing. A tithe is a voluntary contribution equal to 10 percent of income. Since respondents must decide privately what income items to tithe, we observe how the income definition depends on an individual's religious and financial incentives. We find surprisingly little evidence that an individual's financial situation influences beliefs about what counts as income for the tithe. However, ambiguity increases the role for self-serving biases. (JEL A12, D63)

2011 ◽  
Vol 21 (1) ◽  
pp. 18-22
Author(s):  
Rosemary Griffin

National legislation is in place to facilitate reform of the United States health care industry. The Health Care Information Technology and Clinical Health Act (HITECH) offers financial incentives to hospitals, physicians, and individual providers to establish an electronic health record that ultimately will link with the health information technology of other health care systems and providers. The information collected will facilitate patient safety, promote best practice, and track health trends such as smoking and childhood obesity.


2017 ◽  
Vol 16 (2) ◽  
pp. 61-76 ◽  
Author(s):  
Anaïs Thibault Landry ◽  
Marylène Gagné ◽  
Jacques Forest ◽  
Sylvie Guerrero ◽  
Michel Séguin ◽  
...  

Abstract. To this day, researchers are debating the adequacy of using financial incentives to bolster performance in work settings. Our goal was to contribute to current understanding by considering the moderating role of distributive justice in the relation between financial incentives, motivation, and performance. Based on self-determination theory, we hypothesized that when bonuses are fairly distributed, using financial incentives makes employees feel more competent and autonomous, which in turn fosters greater autonomous motivation and lower controlled motivation, and better work performance. Results from path analyses in three samples supported our hypotheses, suggesting that the effect of financial incentives is contextual, and that compensation plans using financial incentives and bonuses can be effective when properly managed.


2013 ◽  
Author(s):  
Sarah H. Heil ◽  
Dennis J. Hand ◽  
Stacey C. Sigmon ◽  
Marjorie C. Meyer ◽  
Stephen T. Higgins

Sign in / Sign up

Export Citation Format

Share Document