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Article
Publication date: 26 March 2024

Monika Rawal, Jose Luis Saavedra Torres, Ramin Bagherzadeh, Suchitra Rani and Joanna Melancon

This study aims to understand the effect of cultural dimension (individualism/ collectivism) on promotional rewards (social or economic) resulting in incentivizing consumers to…

Abstract

Purpose

This study aims to understand the effect of cultural dimension (individualism/ collectivism) on promotional rewards (social or economic) resulting in incentivizing consumers to engage in electronic word-of-mouth (eWOM), further impacting their repurchase intentions.

Design/methodology/approach

In Study 1, a 2 (culture: individualism vs collectivism) × 2 (promotional rewards: social vs economic) between-subjects design was used. Structural equation modeling was used to test the hypotheses. In Study 2, culture was measured instead of just being manipulated. The authors used regression analysis in this study.

Findings

Owing to the characteristics of collectivistic individuals, consumers in collectivistic cultures were more likely to respond to social rewards as an incentive to engage in eWOM. However, consumers in individualistic cultures were more motivated to engage in eWOM when economic rewards were offered.

Originality/value

Despite the global nature of eWOM, little research has explored the effects of cultural traits on consumer response to amplified eWOM strategy. Additionally, though many organizations now offer various promotional incentives to reviewers, little research has explored the effects of promotional offers on a reviewer’s subsequent behavior, and no research has explored the relationship between cultural dimensions and current and future response to promotional eWOM rewards.

Details

Journal of Consumer Marketing, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0736-3761

Keywords

Article
Publication date: 9 February 2024

Wei Wang, Haiwang Liu and Yenchun Jim Wu

This study aims to examine the influence of reward personalization on financing outcomes in the Industry 5.0 era, where reward-based crowdfunding meets the personalized needs of…

Abstract

Purpose

This study aims to examine the influence of reward personalization on financing outcomes in the Industry 5.0 era, where reward-based crowdfunding meets the personalized needs of individuals.

Design/methodology/approach

The study utilizes a corpus of 218,822 crowdfunding projects and 1,276,786 reward options on Kickstarter to investigate the effect of reward personalization on investors’ willingness to participate in crowdfunding. The research draws on expectancy theory and employs quantitative and qualitative approaches to measure reward personalization. Quantitatively, the number of reward options is calculated by frequency; whereas text-mining techniques are implemented qualitatively to extract novelty, which serves as a proxy for innovation.

Findings

Findings indicate that reward personalization has an inverted U-shaped effect on investors’ willingness to participate, with investors in life-related projects having a stronger need for reward personalization than those interested in art-related projects. The pledge goal and reward text readability have an inverted U-shaped moderating effect on reward personalization from the perspective of reward expectations and reward instrumentality.

Originality/value

This study refines the application of expectancy theory to online financing, providing theoretical insight and practical guidance for crowdfunding platforms and financiers seeking to promote sustainable development through personalized innovation.

Details

European Journal of Innovation Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1460-1060

Keywords

Open Access
Article
Publication date: 25 January 2024

Atef Gharbi

The purpose of the paper is to propose and demonstrate a novel approach for addressing the challenges of path planning and obstacle avoidance in the context of mobile robots (MR)…

Abstract

Purpose

The purpose of the paper is to propose and demonstrate a novel approach for addressing the challenges of path planning and obstacle avoidance in the context of mobile robots (MR). The specific objectives and purposes outlined in the paper include: introducing a new methodology that combines Q-learning with dynamic reward to improve the efficiency of path planning and obstacle avoidance. Enhancing the navigation of MR through unfamiliar environments by reducing blind exploration and accelerating the convergence to optimal solutions and demonstrating through simulation results that the proposed method, dynamic reward-enhanced Q-learning (DRQL), outperforms existing approaches in terms of achieving convergence to an optimal action strategy more efficiently, requiring less time and improving path exploration with fewer steps and higher average rewards.

Design/methodology/approach

The design adopted in this paper to achieve its purposes involves the following key components: (1) Combination of Q-learning and dynamic reward: the paper’s design integrates Q-learning, a popular reinforcement learning technique, with dynamic reward mechanisms. This combination forms the foundation of the approach. Q-learning is used to learn and update the robot’s action-value function, while dynamic rewards are introduced to guide the robot’s actions effectively. (2) Data accumulation during navigation: when a MR navigates through an unfamiliar environment, it accumulates experience data. This data collection is a crucial part of the design, as it enables the robot to learn from its interactions with the environment. (3) Dynamic reward integration: dynamic reward mechanisms are integrated into the Q-learning process. These mechanisms provide feedback to the robot based on its actions, guiding it to make decisions that lead to better outcomes. Dynamic rewards help reduce blind exploration, which can be time-consuming and inefficient and promote faster convergence to optimal solutions. (4) Simulation-based evaluation: to assess the effectiveness of the proposed approach, the design includes a simulation-based evaluation. This evaluation uses simulated environments and scenarios to test the performance of the DRQL method. (5) Performance metrics: the design incorporates performance metrics to measure the success of the approach. These metrics likely include measures of convergence speed, exploration efficiency, the number of steps taken and the average rewards obtained during the robot’s navigation.

Findings

The findings of the paper can be summarized as follows: (1) Efficient path planning and obstacle avoidance: the paper’s proposed approach, DRQL, leads to more efficient path planning and obstacle avoidance for MR. This is achieved through the combination of Q-learning and dynamic reward mechanisms, which guide the robot’s actions effectively. (2) Faster convergence to optimal solutions: DRQL accelerates the convergence of the MR to optimal action strategies. Dynamic rewards help reduce the need for blind exploration, which typically consumes time and this results in a quicker attainment of optimal solutions. (3) Reduced exploration time: the integration of dynamic reward mechanisms significantly reduces the time required for exploration during navigation. This reduction in exploration time contributes to more efficient and quicker path planning. (4) Improved path exploration: the results from the simulations indicate that the DRQL method leads to improved path exploration in unknown environments. The robot takes fewer steps to reach its destination, which is a crucial indicator of efficiency. (5) Higher average rewards: the paper’s findings reveal that MR using DRQL receive higher average rewards during their navigation. This suggests that the proposed approach results in better decision-making and more successful navigation.

Originality/value

The paper’s originality stems from its unique combination of Q-learning and dynamic rewards, its focus on efficiency and speed in MR navigation and its ability to enhance path exploration and average rewards. These original contributions have the potential to advance the field of mobile robotics by addressing critical challenges in path planning and obstacle avoidance.

Details

Applied Computing and Informatics, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2634-1964

Keywords

Article
Publication date: 15 January 2024

Komal Kamran, Akbar Azam and Mian Muhammad Atif

This study aims to investigate the situational factors that intensify the impact of leader bottom-line mentality (BLM) on employee pro-self-unethical behavior. In particular, the…

Abstract

Purpose

This study aims to investigate the situational factors that intensify the impact of leader bottom-line mentality (BLM) on employee pro-self-unethical behavior. In particular, the moderating role of contingent rewards and punishments is evaluated under the lens of situational strength theory.

Design/methodology/approach

Data were collected from 218 full-time employees working in the USA in a time-lagged study and analyzed using SPSS Process Macro.

Findings

Statistical analysis reveal contingent rewards and punishments significantly moderate the positive relationship between BLM and pro-self-unethical behavior.

Practical implications

This paper highlights the need for more balanced reward systems that incorporate moral conduct into work performance. It also emphasizes the role of robust accountability and monitoring systems in minimizing employees’ unethical behavior.

Originality/value

To the best of the authors’ knowledge, this is the first study to investigate the moderating role of contingent rewards and punishments on the relationship between leader BLM and subordinate pro-self-unethical behavior. Moreover, it provides significant empirical support to situational strength theory.

Details

International Journal of Ethics and Systems, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9369

Keywords

Article
Publication date: 1 April 1989

Alan J. Dubinsky and Thomas N. Ingram

Given the limited empirical work investigating personalcharacteristics of industrial sales people as related to their rewardvalences and the limitation of measuring valences at a…

Abstract

Given the limited empirical work investigating personal characteristics of industrial sales people as related to their reward valences and the limitation of measuring valences at a single level, previous research is extended by examining the relationships between industrial sales people′s personal characteristics and their valences for multiple levels of various rewards. A conceptual framework is presented, previous studies reviewed, hypotheses offered, the methodology explained, and the results and implications of the study discussed.

Details

Management Decision, vol. 27 no. 4
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 9 January 2024

Aïda Mimouni Chaabane, Virginie Pez and Raphaëlle Butori

The purpose of this research is to identify how a reward programme name (“loyalty programme” (LP) versus “customer club” (CC)) influences the type of central rewards expected and…

Abstract

Purpose

The purpose of this research is to identify how a reward programme name (“loyalty programme” (LP) versus “customer club” (CC)) influences the type of central rewards expected and their impact on loyalty to the retailer.

Design/methodology/approach

The authors conducted a survey followed by an experiment.

Findings

Central rewards from programmes called LP are equally hard and soft, whereas central rewards from programmes called CC are mainly soft. Providing customers with central rewards increases satisfaction with the programme and loyalty to the retailer, but only for programmes called LP.

Practical implications

Loyalty managers are advised to pay particular attention to the consistency between the type of rewards they offer and the reward programme name that carries them. Contrary to the name LP that leads to me-too programmes, the name CC offers more flexibility to choose the rewards, providing opportunities to stand out from competing programmes.

Originality/value

By building on a new and original theoretical approach, this research is the first attempt to investigate the effect of the reward programme naming decisions on customers' evaluations and responses.

Details

International Journal of Retail & Distribution Management, vol. 52 no. 3
Type: Research Article
ISSN: 0959-0552

Keywords

Article
Publication date: 1 May 2006

Kim Buch and Ann Tolentino

This paper examined employee perceptions of the rewards associated with their participation in a six sigma program. Six sigma is an approach to organizational change that…

7614

Abstract

Purpose

This paper examined employee perceptions of the rewards associated with their participation in a six sigma program. Six sigma is an approach to organizational change that incorporates elements of total quality management, business process reengineering, and employee involvement.

Design/methodology/approach

A survey was completed by 215 employees (34 percent response rate). Respondents rated the extent to which they felt their participation in six sigma was “instrumental” for a range of outcomes, as well as valence (desirability) of each outcome (based on the VIE concept of instrumentality). The outcomes were classified into four categories: extrinsic, intrinsic, social, and organizational.

Findings

Valence ratings revealed that all 12 outcomes were perceived as desirable. Instrumentality ratings showed that extrinsic outcomes were rated significantly lower than intrinsic, social, and organizational outcomes. Additional analyses revealed significant differences on all four outcome categories between participants and non‐participants in the six sigma program.

Practical implications

The positive valence and instrumentality ratings for participants indicate they believe their participation will lead to valued outcomes for themselves and their organizations. However, employees who choose not to get involved in six sigma do not perceive that their participation would have led to desired outcomes. The results also show that while participants value extrinsic rewards, they do not see six sigma as instrumental in their receipt. These perceptions have important implications for attracting and retaining program participants.

Originality/value

While much has been written about the use of reward systems in supporting a successful six sigma effort, this study empirically examines how employees actually perceive the rewards associated with their participation. It also identifies which types of rewards are most instrumental for participants and non‐participants.

Details

Journal of Organizational Change Management, vol. 19 no. 3
Type: Research Article
ISSN: 0953-4814

Keywords

Article
Publication date: 1 August 2005

Dongsuk Jang and Anna S. Mattila

This study aims to investigate customer preferences towards loyalty reward programs in the restaurant industry. Willingness to join such programs and expected benefits are also…

14456

Abstract

Purpose

This study aims to investigate customer preferences towards loyalty reward programs in the restaurant industry. Willingness to join such programs and expected benefits are also examined.

Design/methodology/approach

Focus group interviews followed by a survey methodology were used to test the research questions. The study sample included participants in a popular arts festival in Pennsylvania, USA and restaurant patrons in Las Vegas, USA.

Findings

A vast majority of study respondents favored immediate, necessary, and monetary gratification. These results were consistent across restaurant types (fast‐food versus casual dining). Although savings was the most sought‐after benefit, intangible benefits such as quality and convenience also received high ratings. Casual dining customers, in particular, seemed to be highly motivated by exploration and entertainment‐type benefits.

Research limitations/implications

Future research should investigate the optimal level or combination of rewards. In addition, other types of restaurants (e.g. fine dining) might require different types of reward schemes.

Practical implications

The findings of this study suggest that restaurant operators in the casual dining and fast‐food segments should consider employing immediate, necessary, and monetary rewards as opposed to points‐system, luxury, and non‐monetary rewards. In terms of motivation to join loyalty reward programs, the study results indicate that casual dining patrons are looking for exciting and entertaining rewards in addition to mere cost savings.

Originality/value

This paper helps restaurant managers to better understand customer preferences for loyalty reward programs and to realize the value of targeted rewards.

Details

International Journal of Contemporary Hospitality Management, vol. 17 no. 5
Type: Research Article
ISSN: 0959-6119

Keywords

Book part
Publication date: 4 August 2008

Jean-François Manzoni

Kerr's (1975) examination of the “folly of rewarding A while hoping for B” led him to encourage organizations to align reward system and desired employee behavior. Since then…

Abstract

Kerr's (1975) examination of the “folly of rewarding A while hoping for B” led him to encourage organizations to align reward system and desired employee behavior. Since then, much of the accounting and control literature has increasingly reduced the reward system to one of its components – incentive compensation plans – and has increasingly ceased to examine other behavioral levers used by corporations, thus implicitly or explicitly treating measurement and reward as a sufficient condition to obtain desired employee behavior. This chapter considers the complexity of the reward system (including its inevitable subjective dimension) and discusses its role, in connection with other important managerial levers, in corporations’ broader efforts to shape employee behavior. The chapter concludes with a review of literature streams in economics and psychology, suggesting that an intense incentive alignment approach may be self-fulfilling and hence counter-productive.

Details

Performance Measurement and Management Control: Measuring and Rewarding Performance
Type: Book
ISBN: 978-1-84950-571-0

Book part
Publication date: 4 August 2008

Stefan Linder

The literature on post-completion reviews (PCRs) either does not deal with the tying of PCRs to extrinsic rewards or provides scant theoretical reasoning or empirical analysis to…

Abstract

The literature on post-completion reviews (PCRs) either does not deal with the tying of PCRs to extrinsic rewards or provides scant theoretical reasoning or empirical analysis to back up its recommendations.

Based on research from psychology and empirical studies, the present chapter proposes that several effects of a PCR, which must be deemed rather dysfunctional, will increase when extrinsic rewards are linked to such a review. At the same time some possibly functional effects, however, are likely to remain constant. The propositions, therefore, call the usefulness of tying PCRs to rewards into question and call for further investigation.

Details

Performance Measurement and Management Control: Measuring and Rewarding Performance
Type: Book
ISBN: 978-1-84950-571-0

1 – 10 of over 80000