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Employees play a central role in firms’ knowledge transferal, but knowledge-sharing brings significant costs for employees. Thus, this study aims to explore the components of firms’ incentive systems and how these influence employees’ knowledge-sharing, and also to test whether employees’ knowledge-sharing intentions transform into better knowledge transfer performance at the firm level.

This study collected data in China, and 219 usable questionnaires were collected. Then, this study used a structure equation model by LISREL for hypotheses testing.

This study finds that positive economic incentives, positive relational incentives and negative relational incentives all increase employees’ knowledge-sharing intentions, contributing to firms’ improved knowledge-transfer performance. Thus, both positive and negative incentives and both economic and relational incentives exert influences on employees’ knowledge-sharing activities.

Because employees have both material and emotional needs and always want to approach good things and avoid bad things, firms should take measures to make their incentive systems more comprehensive. Then, employees can be motivated to share their knowledge effectively.

Existing studies have mainly explored the effects of positive economic incentives on knowledge transferal. Because individuals have both a promotion self-regulatory focus associated with an approach motivation and a prevention self-regulatory focus associated with an avoidance motivation, and because they have both material and emotional needs, this study classifies incentives into three types and confirms their effectiveness for motivating employees to share knowledge.

Incentives are effective at enhancing productivity, but research also suggests that performance incentives can have “unintended negative consequences” including increases in hazard/injuries, increases in errors, and reduction in cooperation, prosocial behaviors, and creativity. Relatively overlooked is whether, when, and how incentives can be designed to prevent such negative consequences. The authors review literature in several disciplines (construction, healthcare delivery, economics, psychology, and [some] management) on this issue. This chapter, in toto, sheds a generally positive light and suggests that, beyond productivity, incentives can be used to improve other outcomes such as safety, quality, prosocial behaviors, and creativity, particularly when the incentives are thoughtfully designed. The review concludes with several potential fruitful areas for future research such as investigations of incentive-effect duration.

The purpose of this paper is to put forward a multi-stage information aggregation method based on grey inspiriting control lines to evaluate the objects dynamically and comprehensively.

According to the evaluation value of the objects, the positive and negative incentive lines were set up and the predicted values were solved based on the grey GM(1, 1) model, so the value with expected information could be evaluated. In the evaluation, the part above the positive incentive line should be “rewarded” and that below the negative incentive line should be “punished” appropriately. Thereby the double incentive effects of “the current development situation and future development trend” to objects could be implemented on the basis of control.

This method can primarily describe the decision maker's expectancy of the development of evaluation objects and make the evaluation results have better practical application value.

Many comprehensive evaluations were always based on the past information. However, the future development trend of the evaluated object is also very important. This study can be used in the evaluation for future application and development.

The paper succeeds in providing not only a method of multi-phase information aggregation with expectancy information, but also a simple and convenient method solving nonlinear inspiring lines objectively.

The purpose of this paper is to address how context for malingering and the provision of incentives influence malingered symptom profiles of post-traumatic stress disorder (PTSD).

A 2 (case context)×3 (incentive) factorial design was utilized. Participants (n=298) were given an incentive (positive, negative, or no incentive), randomly assigned to a criminal or civil context, and asked to provide a fake claim of child abuse with corresponding malingered symptoms of PTSD. Under these conditions, participants completed several questionnaires pertaining to symptoms of trauma and PTSD.

Results indicated that negative incentives were primarily associated with lower symptom scores. Therefore, “having something to lose” may result in more constrained (and realistic) symptom reports relative to exaggeration evidenced with positive incentives.

These results have implications for forensic settings where malingered claims of PTSD are common and incentives for such claims (e.g. having something to gain or lose) frequently exist. Previous studies have failed to address incentives (positive and negative) in relation to a crime (i.e. abuse) that can span both criminal and civil contexts.

Prior studies on the impact of incentives on physicians’ online participation mainly focused on different incentives while ignoring the difficulty of setting monetary incentives efficiently. Based on goal-setting theory, the current research examines the relationship between incentives with goals of varying difficulty and professional health knowledge sharing (PHKS) in online health knowledge-sharing platforms (OHKSPs).

Four field experiments with different monetary incentives were conducted by one of China’s largest OHKSPs, with whom the researchers cooperated in data collection. Monthly panel data on 10,584 physicians were collected from September 2018 to December 2019. There were 9,376 physicians in the treatment group and 1,208 in the control group. The authors used a difference-in-difference (DID) model to explore the research question based on the same control group and the Chow test with seemingly unrelated estimation (sureg) to compare regression coefficients between four groups. Several robustness checks were performed to validate the main results, including a relative time model, multiple falsification tests and a DID estimation using the propensity score matching method.

The results show that the monetary incentive significantly positively affected the volume of physicians’ PHKS directly with negative spillover to the duration of physicians’ PHKS. Moreover, the positive effect of incentives with higher difficulty on the volume of physicians’ PHKS was significantly smaller than that of incentives with low difficulty. Finally, professional title had a positive moderating effect on the volume of goal difficulty setting and did not significantly moderate the effect on the duration of physicians’ PHKS.

Some limitations of this study are: firstly, because the field experiments were enterprise benefit oriented, the treatment and control groups were not balanced. Secondly, the experiments for different incentive measures were relatively similar, making it challenging to validate a causal effect. Finally, more consideration should be given to the strategy for setting hierarchical incentives in future research.

The research indicates that monetary incentives have a bilateral effect on PHKS, i.e. a positive direct effect on the volume of physicians’ contributions and a negative spillover effect on the duration of physicians’ PHKS. The professional titles of physicians also moderate such bilateral switches of PHKS. Furthermore, when a physician’s energy is limited, the goal difficulty setting of the incentive mechanism tends to be low. The more difficult the incentives are, the more inefficient the effects on physicians’ PHKS will be.

This paper aims to examine the psychological consequences of a customer engagement initiative through referral reward programs (RRPs) in online versus offline environments.

The authors conducted a qualitative study followed by a scenario-based experimental study.

The authors show that recommenders’ concern about how they are viewed by recommendation recipients (i.e. their metaperception) mediates the effects of incentives on referral likelihood in both offline and online environments. However, metaperception has a stronger effect offline where recommenders show higher impression management concerns compared to online. Furthermore, tie-strength and communication environment moderate the effect of incentives on metaperception. When referrals are made to weak-ties, incentives decrease metaperception favorability offline more than online. For strong-ties, this effect is lower, and it is similar in offline and online environments.

The study focused on an online versus offline dyadic communication and did not consider the differences among social media. Furthermore, the authors did not consider how other forms of positive metaperception, like being seen as helpful or knowledgeable, could be increased in an online incentivized referral context. It is possible that a recommender thinks others see him as more helpful or knowledgeable online because a lot more useful information and other resources could be offered here compared to offline communications.

The authors recommend managers to design both online and offline RRPs that minimize metaperception concerns; target strong ties in any communication environment as metaperception concerns are low; and target weak ties online where metaperception concerns are muted.

This work is the first to examine how recommenders’ psychological responses differ offline and online.

Empirical research presents conflicting findings with regards to the effectiveness of referral reward programs (RRPs) and supports two alternative and conflicting views on the effectiveness of incentivizing recommendations. They are, first, a positive effect via perceived attractiveness of the incentive, and second, a negative effect via metaperception of the recommendation. The purpose of this paper is to examine these two opposing psychological mechanisms to reconcile the conflicting findings.

The authors conducted three experiments. Study 1 tests the base model. Studies 2 and 3 add moderators to test whether each mediating variable operates exclusively on its intended relationship.

Incentive size enhanced the attractiveness of an incentive, but reduced the metaperception favorability of the recommendation. These two opposing mechanisms operated in parallel, independently and fully mediated the effects of incentive size to likelihood of making a recommendation. Thus, the net impact of incentives on recommendation behavior depended on the relative strengths of these two opposing forces.

The study recommends managers to design RRPs with incentives that recommenders perceive as highly useful (i.e. to increase attractiveness) but have a low face value (i.e. to reduce metaperception concerns) and to target RRPs to strong rather than weak ties.

Our work offers an integrated theoretical account of consumers’ responses to incentivized recommendations and provides managerially relevant guidelines for the design of effective RRPs.

Research on makers and innovation has been equivocal regarding whether maker innovation is driven by internal motivation or external incentives. The motivation view favors the intrinsic motives of makers, whereas the incentive view supports external economic incentives. The authors combine both views to explore how innovation tournaments promote the product innovation outcomes of different creative and entrepreneurial makers, using economic incentives (money) or social incentives (love).

The authors interviewed 42 makers and collected a panel dataset of 29,823 makers from the largest digital maker community in China using a Python crawling program. The authors analyzed the data using multiple methods, including cluster analysis, discriminant analysis, factor analysis and negative binomial regression.

Compared with entrepreneurial makers, the product productivity of creative makers is inferior, but their product popularity is greater. The social incentive of innovation tournaments promotes the product productivity and popularity of creative makers compared with that of entrepreneurial makers, but the economic incentive is contradictory. In addition, social and economic incentives interact to generate inconsistent influences.

The study identifies creative and entrepreneurial makers and contributes to user innovation and innovation tournaments by integrating motivation and incentive views.

In order to analyze the level of independent controllability and its evolution of high-end equipment manufacturing industry from Jiangsu Province, this article introduces the dual-excitation control line method to construct a comprehensive evaluation model for independent controllability.

Through the collection of information of high-end equipment manufacturing industry's independent and controllable capabilities on different indicators, the three aspects of advancement, autonomy and controllability, an empirical evaluation of 10 enterprises in the high-end equipment cluster in Jiangsu Province was conducted in terms of advancement, autonomy and controllability.

It effectively reveals the area and evolution characteristics of the “reward” and “punishment” of different indicators of each representative enterprise and reflects the development status and different characteristics of each representative enterprise on the three indicators. The research results provide decision-making guidance for enterprises in the management and control of advanced manufacturing systems with independent and controllable capabilities.

Existing research focuses on the evaluation of enterprises' independent controllability only on a single angle or index. This paper maps the dynamic evaluation problem of multiple time-point data to the evaluation problem of single time-point multi-index data and investigates the fluctuation of the performance of the same enterprise under different indexes, so as to comprehensively evaluate the independent controllable level of high-end equipment manufacturing industry and analyze the reasons. Further, this paper first establishes an evaluation index system of independent controllable level of high-end equipment manufacturing industry and quantitatively measures the advanced, independent, controllable and other aspects of typical enterprises in this industry by constructing a double incentive control line evaluation model.

Incentive policies have been emphasized by many governments as one of the major policy tools to promote economic development in their societies. For this paper I have examined the application of incentive policies in China to improve economic performance during China’s reform years. In the paper are theoretical reviews about various types of incentive policies and different arguments about their effects. The development of Chinese incentive policies is introduced and analysis of their achievements in improving economic growth and attracting foreign investment is presented. Challenging issues of incentive policies have been related to concerns about effectiveness and equity, accountability and transparency, as well as economic upgrade and balance. Implications of the Chinese development experience are provided for future study of incentive policies.