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1 – 10 of over 45000
Article
Publication date: 1 July 2022

Dianwen Wang, Yupeng Mou, Zhihua Ding and Xuehui Jiang

Crowdsourcing refers to a new business model in which enterprises or individuals publish tasks or problems, attracting freelancers or contributors to participate in solving tasks

Abstract

Purpose

Crowdsourcing refers to a new business model in which enterprises or individuals publish tasks or problems, attracting freelancers or contributors to participate in solving tasks, submitting bids and allowing task seekers to choose the final solution. How to attract more quantity and quality of contributors to submit their solutions through a crowdsourcing platform has become a vital question.

Design/methodology/approach

In this study, the authors use web crawling to obtain 43,265 effective tasks in EPWK website (www.epwk.com) to probe how to elevate the quantity and quality of contributors via task reward design. This study uses the hierarchical linear model to probe the research questions.

Findings

Results show that, with the increase of task reward, the quantity of contributors goes up first and then goes down (inverted U shape), whereas the quality of contributors goes down first and then goes up (U sharp). Moreover, the authors investigate the moderating effects of another task design attribute, task duration. This study finds that task duration weakens the effect of task reward on the quantity of contributors while strengthening the effects of task reward on the quality of contributors.

Originality/value

First, this study theoretically probes two key aspects of task performance, namely, the quantity and quality of contributors, which expand the scope of task performance evaluation. Second, this study reconciles previous concern about the relationship of task reward and performance, which is different from previous studies that have paid more attention to the single perspective of their relationship. Finally, the authors investigate the moderating effects of task duration, which further uncover the mechanism behind task reward and performance, that is, the quantity and quality of task contributors.

Details

Asia Pacific Journal of Marketing and Logistics, vol. 35 no. 5
Type: Research Article
ISSN: 1355-5855

Keywords

Book part
Publication date: 10 June 2009

Siew H. Chan, Steve G. Sutton and Lee J. Yao

While the use of computerized decision aids in accounting is widespread, little is known about the effects of decision aids on accounting decision making. However, prior research…

Abstract

While the use of computerized decision aids in accounting is widespread, little is known about the effects of decision aids on accounting decision making. However, prior research has often noted the difficulty in getting users to accept and rely upon decision aids (Rose, 2002). A primary area of focus in the design of decision aids that will facilitate user acceptance and reliance has been the development of user-centered interfaces that increase the user's comfort with the aid. This study contributes to this body of research by extending the findings of Ryan, Mims, and Koestner (1983) on the use of informational versus controlling rewards to the context of a decision aid and the interface design. While Ryan et al. focused on the effects of verbal feedback on intrinsic motivation, this study focuses on the impact of text-based feedback from a decision aid on decision performance for a choice task. Additionally, this study examines the effect of task-contingent versus performance-contingent rewards on the impact of the decision aid feedback. The results indicate a differential effect from that of Ryan et al. (1983) when feedback is provided through a decision aid and the focus is on decision performance rather than the precursor condition of intrinsic motivation. Additional research is needed to help explain why the findings obtained by Ryan et al. do not hold in the context of computerized decision aid use when decision performance is measured directly. There are important implications of these findings both in terms of theory development and decision aid design in professional decision-making environments such as accounting.

Details

Advances in Accounting Behavioral Research
Type: Book
ISBN: 978-1-84855-739-0

Article
Publication date: 2 February 2021

Zhen Zhang and Min Min

Although scholars have provided sufficient empirical evidence on the effectiveness of organizational rewards in managing knowledge sharing, little attention has been paid to the…

1401

Abstract

Purpose

Although scholars have provided sufficient empirical evidence on the effectiveness of organizational rewards in managing knowledge sharing, little attention has been paid to the relationship between organizational rewards and knowledge hiding. Drawing on self-determination theory (SDT), this study aims to investigate the effects of financial and nonfinancial rewards on employees' knowledge-hiding behavior as well as the moderating role of task attributes.

Design/methodology/approach

This paper examines the hypotheses by conducting a time-lagged survey from a sample of 186 knowledge workers in Chinese high-tech firms.

Findings

The findings of this study reveal that financial rewards are positively associated with knowledge hiding, whereas nonfinancial rewards have a negative effect on knowledge. Moreover, task interdependence significantly moderates the effects of organizational rewards on employees' knowledge-hiding behavior. In addition, the interaction between nonfinancial rewards and task complexity is negatively related to knowledge hiding.

Originality/value

This study is one of the first to investigate the effects of financial rewards and nonfinancial rewards on employees' knowledge-hiding behavior, as well as the moderating roles of task interdependence and task complexity.

Details

Management Decision, vol. 59 no. 10
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 17 March 2022

Amina Talat, Shamila Nabi Khan, Sana Azar and Samra Chaudary

This research aims to examine the relationship between transactive memory systems and team sensemaking in the presence of critical boundary conditions, namely, task conflict and…

Abstract

Purpose

This research aims to examine the relationship between transactive memory systems and team sensemaking in the presence of critical boundary conditions, namely, task conflict and reward interdependence.

Design/methodology/approach

The data for Study 1 was collected from 304 team members who worked in 87 organizations in the Information, Communication and Technology sector of Pakistan. Study 2 is based on team-level data that was collected from 180 teams working in the New Product Development sector, with four to seven members in each team. The data tested the three-way interaction effect of the transactive memory systems, task conflict and reward interdependence on team sensemaking.

Findings

Results have shown that transactive memory systems have a positive relationship with team sensemaking, particularly when both task conflict and reward interdependence were perceived to be high.

Practical implications

To reap synergies, human resource managers should avoid disrupting team structures, assigning new members to a team or rotating team members very frequently. Moreover, if a team is experiencing high task conflict, reward interdependence may encourage conflict to remain constructive.

Originality/value

The current study is one of the first few attempts that examine the pivotal role of task conflict and reward interdependence as boundary conditions on transactive memory systems and team sensemaking. This research, therefore, highlights the role of transactive memory systems in enhancing team sensemaking at higher levels of task conflict and reward interdependence.

Article
Publication date: 10 January 2024

Sai Ma, Qinghong Xie, Jiaxin Wang and Jingjing Dong

Customer referral programs (CRPs) are popular; however, they often generate low referral rates. The authors propose that certain CRP referral tasks may hinder consumers’ referral…

25

Abstract

Purpose

Customer referral programs (CRPs) are popular; however, they often generate low referral rates. The authors propose that certain CRP referral tasks may hinder consumers’ referral likelihood. This study aims to explore the effects of referral tasks (communication content and approach) on customers’ referral likelihood on social platforms and the role of self-construal.

Design/methodology/approach

This study establishes a theoretical model based on online social platforms and conducts three scenario-based experiments. The authors obtain data from consumers on Sojump platform and test the hypotheses using analysis of variance (ANOVA) analysis and mediation analysis in SPSS. The valid sample sizes for these three experiments are 288, 203 and 214, respectively.

Findings

Three experimental studies indicate that communication content and approach have a significant effect on referral likelihood. Furthermore, the effect of communication content on referral likelihood depends on the communication approach. Self-construal plays a moderating role in the effect of communication content and approach on perceived social costs.

Originality/value

CRPs typically involve tasks and rewards; consumers are asked to complete a referral task and then receive a reward. Both tasks and rewards can affect an individual’s willingness to participate; however, existing studies on CRP focus primarily on the reward component. To the best of the authors’ knowledge, this is the first study to systematically investigate the role of referral tasks (communication content and approach) in CRPs. The authors extend the related research by examining the impact of referral tasks on consumers’ willingness to recommend. In addition, this study introduces self-construal into CRPs research.

Details

Nankai Business Review International, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2040-8749

Keywords

Book part
Publication date: 11 August 2014

Joseph Berger and M. Hamit Fişek

The Spread of Status Value theory describes how new diffuse status characteristics can arise out of the association of initially non-valued characteristics to existing status…

Abstract

Purpose

The Spread of Status Value theory describes how new diffuse status characteristics can arise out of the association of initially non-valued characteristics to existing status characteristics that are already well-established in a society. Our objective is to extend this theory so that it describes how still other status elements, which have become of interest to researchers such as “status objects” (Thye, 2000) and “valued roles” (Fişek, Berger, & Norman, 1995), can also be socially created.

Design/methodology/approach

Our approach involves reviewing research that is relevant to the Spread of Status Value theory, and in introducing concepts and assumptions that are applicable to status objects and valued roles.

Findings

Our major results are an elaborated theory that describes the construction of status objects and valued roles, a graphic representation of one set of conditions in which this creation process is predicted to occur, and a design for a further empirical test of the Spread of Status Value theory. This extension has social implications. It opens up the possibility of creating social interventions that involve status objects and valued roles to ameliorate dysfunctional social situations.

Originality/value

Our elaborated theory enables us to understand for the first time how different types of status valued elements can, under appropriate conditions, be socially created or socially modified as a result of the operation of what are fundamentally similar processes.

Article
Publication date: 1 July 2009

Arménio Rego, Miguel Pina E Cunha and Carlos Pinho

We suggest that, in some specific settings, individuals may distinguish and be sensitive not only to the distributive, procedural, social, and informational dimensions of justice…

1126

Abstract

We suggest that, in some specific settings, individuals may distinguish and be sensitive not only to the distributive, procedural, social, and informational dimensions of justice, but also subdivide the distributive justice dimension into two facets‐reward and task distributive justice. Results of three studies with Portuguese public university teachers reveal that a five‐factor model of justice (distribution of tasks, distribution of rewards, procedural, interpersonal, informational) is adequate, although factor analyses are not categorical in distinguishing interpersonal and informational justice. Results also show that individuals who work with high autonomy and outside close supervisory control in performing their jobs may be very sensitive to the way they feel treated by their superiors, even accepting as normal that the superiors make decisions with no participation, a finding that may be due to the feminine, affiliative, and high power distance cultural context.

Details

Management Research: Journal of the Iberoamerican Academy of Management, vol. 7 no. 2
Type: Research Article
ISSN: 1536-5433

Keywords

Book part
Publication date: 22 November 2012

Stayc DuBravac

Gamification, the integration of game mechanics to influence behavior and engagement, is a much-touted method of improving participant action. Characteristics of online video…

Abstract

Gamification, the integration of game mechanics to influence behavior and engagement, is a much-touted method of improving participant action. Characteristics of online video games (e.g., World of Warcraft, Farmville, The Sims) have been shown to improve motivation, sustain learner engagement, and increase satisfaction. Gamification is used in websites, businesses, medicine, law enforcement, and increasingly in education. However, gamification is only beneficial to an activity if the relationship between the activity and the final goal are understood. This chapter looks at the gamification in education, in particular second language acquisition, and examines seven basic game mechanics: achievement, appointment, rewards, leaderboards, privacy, social engagement loops (or viral mechanics), and modifiers. The discussion describes implementation of game mechanics and potential pitfalls of gamification.

Details

Increasing Student Engagement and Retention Using Immersive Interfaces: Virtual Worlds, Gaming, and Simulation
Type: Book
ISBN: 978-1-78190-241-7

Book part
Publication date: 17 December 2008

Jan E. Stets and Shelley N. Osborn

Recent developments in identity theory are used to understand emotions in distributive justice theory. Three issues are examined: the consistency vs. enhancement dynamic, the…

Abstract

Recent developments in identity theory are used to understand emotions in distributive justice theory. Three issues are examined: the consistency vs. enhancement dynamic, the status dynamic, and the resource dynamic. Results reveal individuals initially react positively to over-rewards; later they react more negatively. We suggest that the enhancement process occurs initially; the consistency process occurs later. Regarding status, persons respond negatively to unjust outcomes when they come from higher status persons. Finally, positive emotions are a resource for individuals initially and across encounters, buffering the effect of repeated unjust outcomes. Overall, this study helps develop emotions in distributive justice theory.

Details

Justice
Type: Book
ISBN: 978-1-84855-104-6

Article
Publication date: 1 January 2006

Harm van Vijfeijken, Ad Kleingeld, Harrie van Tuijl, Jen A. Algera and Henk Thierry

To evaluate a proposed prescriptive model for the design of effective combinations of performance goals and pay‐for‐performance plans for the performance management of teams.

6526

Abstract

Purpose

To evaluate a proposed prescriptive model for the design of effective combinations of performance goals and pay‐for‐performance plans for the performance management of teams.

Design/methodology/approach

The idea underlying the model – in which task, goal, and reward interdependence and their fit play a dominant role – is that a pay‐for‐performance plan should support the team goals and the goals of individual team members as well as support the way in which team members need to cooperate. To obtain a first notion on the model's validity, it was applied to evaluate a pay‐for‐performance plan for management teams at a large IT company. This evaluation consisted of an in‐depth study of three management teams, using a case study methodology.

Findings

Combinations of fit among type of team, performance goals, and pay‐for‐performance plan (established by a fit between the interdependence constructs and/or by an overlap in the content of the goal and pay indicators) are more effective than combinations of misfit.

Research limitations/implications

The case study was limited to intra‐team interdependence relationships and did allow for a analysis of the separate effects of a fit between the interdependence constructs versus content fit.

Practical implications

This study shows that pay‐for‐performance plans should not be designed in isolation, but rather in alignment with performance goals and existing task interdependencies.

Originality/value

This is the first study to investigate the three inter‐dependence constructs in conjunction in a field setting.

Details

Personnel Review, vol. 35 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

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