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E-commerce content platforms are a typical type of multi-sided platform that combines transactions with social media platforms. To solve the managerial dilemma of balancing the tension between control and autonomy of influencers' output performance, this study aims to investigate how exercising output controls through performance rewards and performance punishments impact the quantity and quality of influencers' content generation.

Choosing JD WeChat Shopping Circle as the research context and leveraging the introduction of a double commission subsidy policy and a removal policy as quasi-natural experiments, this study applied the difference-in-differences (DID) method to empirically test hypotheses.

Performance rewards incentivize influencers to generate high-quality content, but such incentivizing effects attenuate over time. Performance punishment drives influencers to generate expected pieces of high-quality content, and such safeguarding effects accentuate over time.

This study proposes output controls as an important form of governance mechanism in multi-sided platforms and substantiates how rewards and punishments as two facets of incentives affect complementors' behaviors. In addition, by distinguishing performance-contingent rewards from completion-contingent rewards, this study helps resolve the mixed findings on the effects of monetary rewards in the user-generated content (UGC) literature.

The purpose of this paper is to present the landscape of the cash-per-publication reward policy in China and reveal its trend since the late 1990s.

This study is based on the analysis of 168 university documents regarding the cash-per-publication reward policy at 100 Chinese universities.

Chinese universities offer cash rewards from USD30 to USD165,000 for papers published in journals indexed by Web of Science, and the average reward amount has been increasing for the past ten years.

The cash-per-publication reward policy in China has never been systematically studied and investigated before except for in some case studies. This is the first paper that reveals the landscape of the cash-per-publication reward policy in China.

Online retailers are pioneering the incentivization of customers to generate more product reviews by rewarding them. However, little is known about the impact of reward types on customers' review behavior, including review frequency and sentiment. To address this gap, we investigated the effects of different reward types on customers' review behavior and how these rewards influence customers' review behavior.

We collected secondary data and empirically tested the hypothesis by analyzing the change in reward policy. Regression and two-stage Heckman models were applied to investigate the effects, with the latter used to control potential selection issues.

The results revealed that monetary rewards can stimulate customers to generate more positive product reviews. Furthermore, the reward amount has a negative moderating effect on the aforementioned relationship. Additionally, customer tenure negatively moderates the relationship between monetary rewards and review behavior.

This study contributes to the understanding of user-generated content motivation and provides managerial implications for reward programs.

The purpose of this paper is to propose and discuss, from both a theoretical and empirical point of view, a methodology for measuring the productivity of knowledge workers, then giving a contribution to the question launched by P. Drucker at the end of last millennium. An application of the method on a real case of a knowledge-based firm is shown.

The paper is both theoretical and empirical. At first, building also on Pulic’s theory of human capital efficiency (HCE) and on previous works by the same authors of this paper, a deep theoretical analysis is proposed. After, the explicit calculation of the knowledge worker productivity in a real case of a knowledge-based young firm has been carried out.

From a theoretical point of view, an inter-theory relationship between Drucker’s approach of sustainable strategies based on knowledge and the theory of HCE, mostly attributable to Pulic, has been constructed. From results of the application on the case study, it emerges that the calculation of the productivity of knowledge workers can be achieved and furthermore the result of the calculation can be the basis for the policy of rewarding within the firm.

The proposed methodology can support the s.c. knowledge-based firms to calculate the productivity of employees, a very practical problem for such kind of firms. Furthermore, the calculation of knowledge worker productivity is the basis for implementing a policy of rewarding employees.

The originality of the paper is to provide a practical methodology useful to calculate knowledge worker productivity. To do so, the link between Drucker’s and Pulic’s theories has been deeply analyzed and an inter-theory relationship has been constructed. The existence of such a relation, in the authors’ opinion, is necessary to provide a theoretical foundation for the methodology proposed.

Client-led service innovation has gained currency in academic libraries owing to ever-shifting client preferences. Library clients are interested in determining which services libraries should offer to meet their information needs. Several studies have investigated service innovation or improvement in libraries with an emphasis on client involvement. However, it is not clear whether the reward culture influences client-focused service innovation in the context of Uganda.

This multiple-case study triangulated data from a survey of 80 staff members, three semi-structured interviews conducted with three library heads, and data from institutional documents. Data were analysed quantitatively and qualitatively.

The results indicated that the financial reward culture did not influence client-led service innovation in any way; instead, non-financial rewards had an impact. Therefore, library managers need to appreciate that clients are no longer interested in financial rewards, but rather in non-financial rewards that have enduring value.

The study underscores the importance of client-led services in an information environment that has been invaded by industry 4.0 and calls upon librarians to use the opportunity to provide innovative services.

This article examines some of the recent innovations in rewarding employees arising from the changing needs of organisations in a competitive global economy. The necessity for reward strategy to be congruent with business objectives and the consequent movement towards greater flexibility and variability are considered together with the important and growing concept of broad‐banded basic pay systems. A case study is described of a multinational pharmaceutical company which has travelled down some of these routes, changing from a centralised and over‐rigid pay control system to one that more closely meets the requirement of the European marketplace.

In 1997, the University of British Columbia (UBC) adopted a sustainable development policy stating that the campus should adhere to sustainable practices in all of its actions and mandates and that all students who attend UBC will be educated about sustainability. The purpose of the paper is to consider how far UBC has moved in the last six years in the direction of sustainability education, what has been accomplished, what lessons have been learned and what challenges lie ahead.

This paper is a collaborative inquiry created by a number of faculty, staff and one doctoral student working on sustainability education issues at UBC.

The shift to sustainability involves: a fundamental thinking‐through of basic issues about the role of the university in society, creating a strong relationship between sustainability principles and the core goals of the university. It also will require a reworking of the design and operation of institutional reward systems, creating an appropriate linkage between the operational and academic functions of the university, and finding an appropriate mix of disciplinarity and interdisciplinarity. The collaborative writing process helped to bring people together to reflect on the projects of the past and consider the plans for the future.

The intention of the paper is to summarize the sustainability education initiatives at UBC, and address barriers and pathways to creating sustainability education programs at the university level. The collaborative stories aim to help other individuals and groups implement sustainability in higher education and contribute to a process of institutional learning for sustainability.

The purpose of this study is to identify the association between environmental leadership (EL) and pro-environmental behaviour among the middle-level employees in iron and steel manufacturing companies. The study further emphasizes on mediation of the relationship by green rewards and green self-efficacy in EL and pro-environmental behaviour relationship, moderated by green training.

To find the reliability and validity of the model, confirmatory factor analysis was used. Pearson correlation was used to explore the relationship between variables. PROCESS macro of Hayes (2013) Model 14 was used to test mediation and moderated mediation.

EL influenced pro-environmental behaviour in middle-level employees. Green rewards and green self-efficacy mediated the relationship. Green training moderated the mediated relationship of green rewards and green self-efficacy between EL and pro-environmental behaviour.

This is a fresh contribution around EL and pro-environmental behaviour in iron and steel companies; however, there are studies available on this relationship, but the unique contribution of the study is studying EL in iron and steel companies and mediated moderated relationship by green rewards, self-efficacy and training. It is necessary for the organizations to develop environmental leaders to promote pro-environmental behaviour in employees across sectors.

Retaining and cultivating customer loyalty has become increasingly important for loyalty programme providers and retailers due to the highly competitive environment. The purpose of this paper is to develop and test a model investigating how loyalty programme service quality (LPSQual) enhances programme perceived value and programme satisfaction to win loyalty among cardholders.

Quota sampling technique, using a self‐administered questionnaire survey, was used with a total of 400 respondents who are card holders of loyalty programmes from departments and superstores in the capital of Malaysia.

It is found that all the loyalty programme service attributes (policy, reward, tangibility, information usefulness, courteousness/helpfulness and communication quality), with the exception of personalization, have a significant positive influence on perceived value. The positive relationship between perceived value‐programme loyalty and programme satisfaction‐programme loyalty was also significant. The result also suggests that programme satisfaction affects store loyalty only through programme loyalty.

The results highlight the crucial role of loyalty programme service attributes in influencing value, satisfaction and loyalty among card holders of a loyalty programme.

This paper seems to be the first in investigating the impacts of LPSQual on value, satisfaction and loyalty in departments and superstores, particularly in the Malaysia context.

This study examines how neutralization strategies affect the efficacy of information system security policies. This paper proposes that neutralization strategies used to rationalize security policy noncompliance range across ethical orientations, extending from those helping the greatest number of people (ethics of care) to those damaging the fewest (ethics of justice). The results show how noncompliance differs between genders based on those ethical orientations.

A survey was used to measure information system security policy noncompliance intentions across six different hypothetical scenarios involving neutralization techniques used to justify noncompliance. Data was gathered from students at a mid-western, comprehensive university in the United States.

The empirical analysis suggests that gender does play a role in information system security policy noncompliance. However, its significance is dependent upon the underlying neutralization method used to justify noncompliance. The role of reward and punishment is contingent on the situation-specific ethical orientation (SSEO) which in turn is a combination of internal ethical positioning based on one's gender and external ethical reasoning based on neutralization technique.

This study extends ethical decision-making theory by examining how the use of punishments and rewards might be more effective in security policy compliance based upon gender. Importantly, the study emphasizes the interplay between ethics, gender and neutralization techniques, as different ethical perspectives appeal differently based on gender.