A study of incentives in charitable fundraising

Purpose The purpose of this study is to determine how self-driven (intrinsic motivators) and monetary incentives (extrinsic motivators) are mediated by an effort to affect fundraising outcomes. This integration sheds light on crowding out between the two types of incentives as well the drivers of fundraising outcomes, specifically effort and donations. Design/methodology/approach A field experiment is conducted over a two-month period, involving an online fundraising campaign with over 300 volunteers assigned to one of five different incentive conditions. A special website was created to monitor fundraiser efforts. Fundraisers filled out pre- and post-study surveys. Findings While high monetary incentives result in the greatest immediate increase in funds raised, they crowd out future intentions to volunteer once incentives are withdrawn. Mediation analyzes show that fundraiser effort fully mediates the effect of intrinsic motivators and partially mediates the direct effect of extrinsic motivators on funds raised. Research limitations/implications A major limitation of field experiments is the lack of control, resulting in higher variation. However, while a more controlled experiment will reduce this variation, this goes at the expense of lower external validity. Practical implications Results indicate that – at least in the short run – monetary incentives can result in higher fundraising outcomes. However, this goes at the expense of a reduction in future volunteering once the incentives are withdrawn. Originality/value This study examines whether extrinsic or intrinsic motivators have a greater impact on funds raised and whether extrinsic motivators crowd out future intentions to volunteer. Different from previous research in which effort is a latent variable, the effort is directly observed over time.

Drivers of Innovation in Finance: How Important is Materialism for Crowdfunding Investors?

Innovation permeates the financial sector by means of collaborative finance. Crowdfunding, as an activity based on peer-to-peer lending through a platform, is an innovative way to finance start-ups. A better understanding is needed of the motivational factors of backers to participate in crowdfunding campaigns. This study used the empirical data to investigate this issue, paying attention to the participation in four platform types (reward-based, lending-based, equity-based, and donation-based crowdfunding). Results indicate that the extrinsic and intrinsic motivators are constructs that drive actual behaviors. Extrinsic motivators are the prevalent driver of participants in crowdfunding, regardless of which platform type is used.

Relational dimensions, motivation and knowledge-sharing in healthcare: a perspective from relational models theory

This study investigates the relational dimensions that shape clinicians' intentionality and motivation for knowledge-sharing. Qualitative data was collected from 40 clinicians in two hospitals, and relational models theory was used to investigate the impact of different relational models (communal-sharing, authority-ranking, equality-matching and market-pricing) on clinicians' intentionality and motivation to engage in knowledge and learning. While communal-sharing and expert-based authority–ranking relationships predominantly encourage intra-professional knowledge-sharing, equality-matching encourages inter-professional knowledge-sharing. This implies that while the idea is to work together to improve public service quality, each actor has their own interests and is motivated to share knowledge for different collective and/or personal reasons/agendas. In the public sector, formal authority-ranking and market-pricing are the main driving forces of coordination of actions and knowledge flow, through the medium of money and trade. Despite this, power games and a lack of support from those in positions of authority and ignorance of potential conflicts of interest, as well as extrinsic motivators, hamper knowledge-sharing, all of which threaten patient safety. Points for practitioners In pursuit of public service improvement, a focus on fostering an organizational culture that promotes collective behaviour, especially among those in authority, is crucial, given that their lack of support retards knowledge-sharing. For effective knowledge-sharing, both intrinsic and extrinsic motivators are equally important depending on the relational model.

Barriers to and facilitators of endorsement for scheduled medicines in podiatry: a qualitative descriptive study

Background Australian podiatrists and podiatric surgeons who have successfully completed the requirements for endorsement for scheduled medicines, as directed by the Podiatry Board of Australia, are eligible to prescribe a limited amount of schedule 2, 3, 4 or 8 medications. Registration to become endorsed for scheduled medicines has been available to podiatrists for over 10 years, yet the uptake of training has remained low (approximately 2% of registered podiatrists/podiatry surgeons). This study aimed to explore barriers to and facilitators of engagement with endorsement for scheduled medicines by podiatrists. Methods Qualitative descriptive methodology informed this research. A purposive maximum variation sampling strategy was used to recruit 13 registered podiatrists and a podiatric surgeon who were either endorsed for scheduled medicines, in training or not endorsed. Semi-structured interviews were employed to collate the data which were analysed using thematic analysis. Results Three overarching super-ordinate themes were identified which encompassed both barriers and facilitators: (1) competence and autonomy, (2) social and workplace influences, and (3) extrinsic motivators. Within these, several prominent sub-themes emerged of importance to the participants including workplace and social networks role in modelling behaviours, identifying mentors, and access to supervised training opportunities. Stage of life and career often influenced engagement. Additionally, a lack of financial incentive, cost and time involved in training, and lack of knowledge of training requirements were influential barriers. Rural podiatrists encountered a considerable number of barriers in most of the identified areas. Conclusion A multitude of barriers and facilitators exist for podiatrists as part of the endorsement for scheduled medicines. The findings suggest that a lack of engagement with endorsement for scheduled medicines training may be assisted by a more structured training process and increasing the number of podiatrists who are endorsed to increase the numbers of role models, mentors, and supervision opportunities. Recommendations are provided for approaches as means of achieving, and sustaining, these outcomes.

#ArtGoals

This qualitative case study investigated the challenges and opportunities for fostering artistic engagement in early adolescent students. As developmental stages are likely to be factor, the experiences of three middle school teachers were analyzed to identify strategies for nurturing artistic engagement in this population. A constant comparative method of analysis of interview data revealed the following themes: the importance of artistic engagement, how to recognize it, challenges with fostering this type of engagement and strategies for overcoming them, opportunities for promoting artistic engagement, the developmental needs of adolescent students, their relationship to artistic engagement and the implications for the secondary art curriculum. Ultimately, it was found that while stages of development do influence artistic engagement, extrinsic motivators also play a role. Challenges, however, can be mediated by a constructivist approach to art education, as it motivates and empowers students to become responsible for their learning, through the creation of meaningful artwork.

The Impact of Intrinsic and Extrinsic Motivators on IT professionals. Case of Latvia

Research background: In contemporary environment and conditions of globalization, IT professionals become significant part of labour force for every organization, which needs to be competitive in the market. This paper, on one hand, demonstrates how employees can be involved in production process, and, on the other hand, it helps to observe the interconnection between theory and practical application of management. Purpose of the article: The purpose of the research was in defining and determining the influence of intrinsic and extrinsic motivators for IT professionals in Latvia. Methods: The data for the research was collected with the help of online survey held in December 2019 using online survey panels. The targeting criteria for the respondents was the employment on position of IT employee, company located in Latvia and employed full time. Sample size was 1500 respondents. The research used factor analysis, which allowed defining intrinsic and extrinsic motivators and evaluating their significance and method of multidimensional linear regression to determine the influence of personal characteristics of employees on types of motivation. Findings & Value added: Factor analysis of motivations shows that there are five types of motivators, which make IT professionals work more productively, stay late at work if needed and do the best they can to solve the task set by their management. These are material stimulators, respect, responsibility, fear and self-realization. The results of the research can be well interpreted with the help of McGregor Theory, who demonstrated that there is a need of combination of extrinsic and intrinsic motivators. The findings can be used in building appropriate motivation strategy for IT professionals.

Barriers to and facilitators to endorsement for scheduled medicines in podiatry: a qualitative descriptive study

Background Australian podiatrists and podiatric surgeons who have successfully completed the requirements for endorsement for scheduled medicines, as directed by the Podiatry Board of Australia, are eligible to prescribe a limited amount of schedule 2, 3, 4 or 8 medications. Registration to become endorsed for scheduled medicines has been available to podiatrists for over 10 years, yet the uptake of training has remained low (approximately 2% of registered podiatrists/podiatry surgeons). This study aimed to explore barriers to and facilitators for engagement with endorsement for scheduled medicines by podiatrists. Methods Qualitative descriptive methodology informed this research. A purposive maximum variation sampling strategy was used to recruit 13 registered podiatrists and a podiatric surgeon who were either endorsed for scheduled medicines, in training or not endorsed. Semi-structured interviews were employed to collate the data which were analysed using thematic analysis. Results Three overarching super-ordinate themes were identified which encompassed both barriers and facilitators: (1) competence and autonomy, (2) social and workplace influences, and (3) extrinsic motivators. Within these, several prominent sub-themes emerged of importance to the participants including workplace and social networks role in modelling behaviours, identifying mentors, and access to supervised training opportunities. Stage of life and career often influenced engagement. Additionally, a lack of financial incentive, cost and time involved in training, and lack of knowledge of training requirements were influential barriers. Rural podiatrists encountered a considerable number of barriers in most of the identified areas. Conclusion A multitude of barriers and facilitators exist for podiatrists as part of the endorsement for scheduled medicines. The findings suggest that a lack of engagement with endorsement for scheduled medicines training may be assisted by a more structured training process and increasing the number of podiatrists who are endorsed to increase the numbers of role models, mentors and supervision opportunities. Recommendations are provided for approaches as means of achieving, and sustaining, these outcomes.

Intrapreneurship in teams/groups: self-determination theory and compensation

PurposeThe literature on intrapreneurship recognizes the notion that regular employees can be expected to be entrepreneurial. Using self-determination theory as a basis, the purpose of this conceptual paper is to focus on the role of compensation systems in incentivizing entrepreneurial action by regular employees who constitute the bulk of the organizational workforce.Design/methodology/approachThis conceptual paper suggests that greater clarity on the role of compensation systems in entrepreneurial action by regular employees would require an understanding of how entrepreneurial action happens through relationships among employees. An exploration of both compensation systems and the relationships among employees undertaking entrepreneurial action as part of team/group settings can deepen our understanding of intrapreneurship. Self-determination theory and relationship-focused theory allow for such an exploration.FindingsThe literature on self-determination theory, has identified the needs of autonomy and relatedness among employees. This conceptual paper will propose that the interaction between compensation systems and the needs for autonomy versus relatedness among employees determines the type of relationships chosen for entrepreneurial action. After the chosen type of relationships are formed and entrepreneurial action begins, challenges in the implementation of compensation systems are likely to emerge – distributive justice issues under individual based compensation and free-riding issues under team-based compensation. The entrepreneurial performance of the team/group will likely be influenced by the interaction between the challenges in the implementation of compensation systems and the type of relationships chosen for entrepreneurial action.Originality/valueThis conceptual paper gives a new direction to how collective entrepreneurial processes and outcomes can be understood. Self-determination theory and relationship-focused theory, in unison, can be useful in analyzing the role of intrinsic motivators, extrinsic motivators, and relationships during entrepreneurial action.

Hospitality workers’ reward and recognition

Purpose The purpose of this study is to investigate hotel workers’ preferences among the following pairs: intrinsic and extrinsic motivators and non-material and material factors. Design/methodology/approach The study used the quantitative method and a descriptive design to draw inferences about employees’ preferences for items intended as reward and recognition. Convenience sampling was used in selecting the respondents using a survey questionnaire as the research instrument. Findings This study has shown that hospitality employees differ in their preference for some material and non-material items signifying reward and recognition (RR). Management should take these differences into account when devising such incentives. The heterogeneous workforce structure in the United Arab Emirates may complicate the design of an RR system. Practitioners in the hospitality industry may note with interest that achieving employee performance and satisfaction is a complex exercise. The satisfaction that employees derive can be strengthened by focusing on Herzberg’s motivators while employee dissatisfaction could be prevented by addressing hygiene factors. Human resource personnel can achieve a measure of success while developing and administering a compensation program that stimulates effort related to work, tasks or accomplishment of goals. While motivated employees are expected to perform better, employee productivity according to certain research is related to the level of meeting ones’ needs. It is, therefore, important for organizations in the hospitality industry to consider the design of a well-balanced but flexible reward-recognition system that serves motivating employees toward the achievement of organizational goals and meet their own needs. Originality/value The writers included demographic information and employment characteristics as part of their study. They included 10 factors, such as language, ethnicity, age, years in company and department among others.