“Biblioteka dlya Chteniya” - the first mass magazine in Russia

The article is devoted to the so-called “Smirdin period” in the development of the journal “Biblioteka dlya Chteniya” (“Library for reading”) (XIX century). This is a unique periodical that attracted the attention of many readers: in the first year of the existence of the “Library for Reading,” its circulation reached a colossal figure for that time of five thousand copies, then it reached seven thousand. At the same time, there were many reproaches that the magazine had chosen a commercial direction, preferring to print superficial, mediocre literary works in the interests of generating income. Publishers of the “Library for Reading” were the first among their colleagues to understand that journalism cannot remain aloof from the formation of capitalist relations, and the work of a journalist, as well as a writer, must be well paid. They paid tribute to the role of material incentive in the creative process, which in many respects predetermined the success of the magazine, its longevity.

How to Bid Success in Crowdsourcing Contest? ― Evidence from the Translation Tasks of Tripadvisor

Material incentive is the main motivation for solvers to attend crowdsourcing tasks. So raising the bidding success rate is benefit to inspire the solvers attendance’ and increase the answering quality. This paper analyzes the effect of participation experience, task-fit capability, participation strategy and task attribute on the solvers bidding success by the solvers attending the series tasks of Tripadvisor. The results show that: 1) Participation times enrich the participation experiences and promote the bidding success, while bidding success times and last performances lower the bidding success because of the cognitive fixation; 2) The chance of bidding success will be increase when the solver own high task-fit capability; 3) The relationship between task submit sequence and bidding success is the type of reverse U shape, and the optimal submit sequence rate on the top of the reverse U shape; 4) Higher task difficulty lower bidding success, while higher task density easier bidding success.

The Influence of Job Satisfaction and Non Material Incentives on Employee Performance at Fave Hotel Jakarta, Indonesia

Employee attitudes are very significant to management and Organizations since today determine the behavior of employee in an Organization. It is believed that employees who are satisfied are normally productive than their counterparts who are dissatisfied. Although some researches focused on job satisfaction and employee performance, empirical work on the determinants of job satisfaction, non-material incentive and its effect on performance especially in hotel is scanty. The purpose of this study was to analyze the effects of job satisfaction and non material incentive among the workforce of Fave Hotel Jakarta on employee performance. Data collections used in this study is by distributing questionnaires. The method used in this research was descriptive method, and the data obtained were processed statistically using multiple linear regression analysis, and also uses primary data. The sample of the study is comprised of 61, Human Resources, Finance, House Keeping, Food & Beverages, Sales & Marketing, Front Office, Engineer, and Security Department in Fave Hotel, Jakarta. 61 Questionnaires were distributed out of which 30 were received back and used for analysis. SPSS is used for data analysis statistically. Based on the first results shown that the correlation coefficient r = 0.503, with 0.005 < 0.05 which means there were significant influence between job satisfaction on employee performance. Second result found the correlation coefficient r = 0.031, with 0.870 > 0.05 which means there were no significance influence between non material incentives on employee performance, hence Ha declined and Ho accepted. Simultaneously result showed that the correlation coefficient r = 0.511, with f sig 0.017 < 0.05, which means there were significance influence between job satisfaction and non material incentives on employee performance. Result suggested the facets such as: pay, promotion, relationship with co-workers and supervisor support the organization and for further research can add other independent variables with motivation, individual characteristics and organizational setting is particularly important determinant of employee performance.

Management of creative class. The case of IT professionals in Latvia

This paper has purpose to the study of factors for motivation of the creative class to work more efficiently. The paper examines the case of IT professionals in Latvia, a significant participant in knowledge economy. IT professionals are more flexible in terms of looking for a job on the labor market all over the world, opportunities of remote job allows they benefit on proposals from abroad, as there is a huge need for qualified IT employees in contemporary international environment. The article uses the results of an online survey of IT professionals in a sample of 1,200 individuals. Methodology of the study uses factor analysis and multiple regression models in order to reveal the connection between motivation for labour, stimulus for increasing productivity and demographic characteristics of IT professionals. The results of research show that IT professionals in Latvia are a special professional group and cannot be administrated using traditional management methods. The incentive for efficiency to work, which is associated with solving interesting and prestigious tasks, is universal for IT professionals with any motivation to work, regardless of any demographic characteristics. At the same time, material incentive motivates only ambitious people, and the fear of dismissal and calls for responsibility generally does not motivate anyone.

Applications and recruitment performance of web-based respondent-driven sampling: a scoping review (Preprint)

BACKGROUND Web-based respondent-driven sampling (webRDS) is a novel sampling method for the recruitment of participants for generating population estimates, studying social network characteristics and delivering health interventions. However, the application, barriers and facilitators, and recruitment performance of webRDS have not yet been systematically investigated. OBJECTIVE Our objectives were to provide an overview of published research using webRDS, and to investigate factors related to webRDS recruitment performance. METHODS We conducted a scoping review on webRDS studies published between 2000 and 2019. We used Moore et al.’s (2015) ‘process evaluation of complex interventions framework’ to gain insights into how webRDS was implemented, what mechanisms of impact drove recruitment, what the role of context was, and how these components together influenced webRDS recruitment performance. RESULTS We included 18 studies from 8 countries, including both high and low-middle income countries, where 12 studies used webRDS for making population estimates, 3 for studying social network characteristics, and 3 for delivering health-related interventions. Studies used webRDS to recruit between 19 and 3448 participants from a variety of target populations. Studies differed greatly in the numbers of seeds recruited, the proportion of successfully recruiting participants, the numbers of recruitment waves, the types of incentives offered to participants, and the duration of data collection. Studies that recruited relatively more seeds, through online platforms, and with less rigorous selection procedures, reported relatively low percentages of successfully recruiting seeds. Studies that did not offer at least one guaranteed material incentive reported relatively fewer waves and lower percentages of successfully recruiting participants. The time of data collection was shortest in studies with university students. CONCLUSIONS WebRDS can be successfully applied to recruit individuals for making population estimates, studying social network characteristics, and delivering health interventions. In general, seed and peer-recruitment may be enhanced by rigorously selecting and motivating seeds, offering at least one guaranteed material incentive, and facilitating adequate recruitment options in regards to target populations’ online connectedness and communication behavior. Potential trade-offs should be taken into account when implementing webRDS. Examples are recruiting many seeds and less opportunities for rigorous seed selection procedures, as well as issues around online rather than physical participation, such as risks of system cheaters through repeat participation. CLINICALTRIAL

Advancing Issues in Motivation Intensity Research

What determines effort intensity in instrumental behavior? According to motivation intensity theory, effort should be proportional to experienced task difficulty as long as success is possible and justified and low when success is impossible or excessively difficult, given the available benefit. When task difficulty is unspecified or unknown, effort should be proportional to the importance of success. This chapter reports an extensive program of research that has operationalized effort intensity as cardiovascular reactivity during task performance and used multiple manipulations of variables influencing subjective task difficulty (e.g., performance standards, instrumentality, ability, fatigue, mood, depressive symptoms, implicit affect, implicit and biological aging) and the amount of justified effort (e.g., material incentive, instrumentality, needs, personal and social evaluation, mortality salience). In the second edition of this handbook, this chapter focuses on recent empirical evidence for the principles of motivation intensity theory and discusses challenges for other theoretical accounts.

The Role of Governance and Bank Funding in the Determination of Cornerstone Allocations in Chinese Equity Offers

This article investigates the causal factors underlying cornerstone investor (CI) participation in initial public offerings in China’s offshore Hong Kong market. Prospectus-based declarations on such allocations suggest that CI undertakings offer strong certification effects. Entrepreneurs planning for IPO thus have a material incentive to court CIs. The present analysis reveals that a firm’s pre-IPO financials and governance attributes strongly correlate with success in this field. Specifically, CI participation is greater in issuers with established long-term loan positions. Firms housing younger CEOs and a greater number of family-connected board officers also generate more CI interest. In contrast, the fraction of independent directors and women on boards exert minimal effect. However, further analysis reveals that greater independent director presence strongly supports CI participation in family-centric entities, but imparts little to no effect on such investment in either state-run or non-family-controlled private issuers. Additionally, an issuer’s political connections galvanize CI participation. Moreover, the present study highlights the importance of family resources (in non-state sponsored entities) and political connections (in state-held firms) in drawing-in CI involvement. Given the spread of CI arrangements to other primary market settings, the present enterprise also offers guidance on anchor investment elsewhere.

The Relationship of Giving Non Material Incentive by Principal and Work Commitment With Teacher Performance

The background of the research because there is poor performance of teachers. And the purpose of this research iss to see the relationship between non material incentive and work commitment with teacher performance. This research is a correlational quantitative research. The result of data analysis showes 1) The performance of teachers is in good category with achievement level 78,5%; 2) Non material incentive is in good category with achievement level 75,6%, 3) Commitment work is in good category with achievement level 72%, 4) There is significant relation between giving non material incentive and work commitment with teacher performance. Based on the calculation results of correlation test between non-material incentive variable with teacher performance is obtained count equal to 0.248 while table is 0,235. Variable of non material incentive with work commitment variable is obtained count equal to 0,426 while table is 0,235. Work commitment variable with teacher performance is obtained count equal to 0,314 while table is 0,235. And the relation of giving non-material incentive and work commitment with teacher performance is obtained count 0.338 while table is 0,235. So that, there is relation between giving non material incentive and work commitment with teacher performance.

Valuing Peace: The Effects of Financial Market Exposure on Votes and Political Attitudes

Can participation in financial markets lead individuals to reevaluate the costs of conflict, change their political attitudes, and even their votes? Prior to the 2015 Israeli elections, we randomly assigned Palestinian and Israeli financial assets to likely voters and incentivized them to actively trade for up to 7 weeks. No political messages or nonfinancial information were included. The treatment systematically shifted vote choices toward parties more supportive of the peace process. This effect is not due to a direct material incentive to vote a particular way. Rather, the treatment reduces opposition to concessions for peace and changes awareness of the broader economic risks of conflict. While participants who were assigned Palestinian assets are more likely to associate their assets' performance with peace, they are less engaged in the experiment. Combined with the superior performance of Israeli stocks during the study period, the ultimate effects of Israeli and Palestinian assets are similar.