Task satisfaction: the effect of relative performance information versus outcome feedback

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Robert Marley ◽  
Lee Kersting
Keyword(s):  
Financial Incentives ◽  
Financial Incentive ◽  
Low Cost ◽  
Relative Performance ◽  
Future Research ◽  
Performance Information ◽  
Content Type ◽  
Outcome Feedback ◽  
Relative Performance Information ◽  
Task Satisfaction

PurposeIn this empirical study, the primary aim is to examine whether the type of feedback provided, relative performance information (RPI) vs outcome, affects individual's task satisfaction in a context without financial incentives. A secondary objective is to explore whether differences in individuals' task satisfaction were associated with their performance level.Design/methodology/approachParticipants completed a mundane, effort-based task in a 1 × 2 between-subjects experimental design where the type of feedback was manipulated at two levels (RPI vs outcome).FindingsThe results revealed a positive link between providing RPI feedback to individuals and their self-reported task satisfaction compared to individuals provided with outcome feedback. We find that individuals' task satisfaction is not associated with their task performance, supporting our prediction that the level of knowledge of results affects individuals' task satisfaction.Research limitations/implicationsThe experimental task used in this study was mundane and effort intensive. Consequently, future research may be needed to examine whether the results generalize to more creative, less effort-intensive tasks. This study also utilized student participants as a proxy for employees, which is appropriate for the task, but may not generalize to organizational settings requiring specialized knowledge or task experience.Practical implicationsThe findings suggest that organizations may find providing employees with RPI to be a relatively low-cost, non-financial incentive for improving employee task satisfaction, a construct documented to reduce employee turnover and absenteeism.Originality/valueWhile prior research focuses on the effects of providing RPI on individuals' performance and effort, this study extends prior research to individuals' task satisfaction, an affective construct, illustrating that RPI is multi-dimensional. Our results also have implications for theory. We extend the feedback proposition of the widely applied Job Characteristics Model (JCM) by illustrating the type of feedback provided to individuals has task satisfaction effects beyond those associated with the mere presence of feedback.

How relative performance information affects employee behavior: a systematic review of empirical research

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Christian Schnieder
Keyword(s):  
Organizational Performance ◽  
Relative Performance ◽  
Empirical Literature ◽  
Future Research ◽  
Employee Behavior ◽  
Performance Information ◽  
Systematic Analysis ◽  
Content Type ◽  
Relative Performance Information ◽  
And Performance

PurposeThis paper provides an overview of the empirical findings on how relative performance information (RPI) affects employee behavior. Additionally, the review identifies future research opportunities based on a systematic analysis of the literature that incorporates findings across several disciplines and provides replicable, extensive coverage.Design/methodology/approachThis paper addresses a research gap via synthesis, drawing on the empirical literature identified and analyzed systematically. A conceptual framework is developed to integrate the studies.FindingsThe effect of RPI on performance through enhanced effort is positive; moreover, publicity and performance-dependent compensation strengthen the effect. However, RPI has also been found to increase sabotage among employees, and it can lead to less honest reporting. Future research could examine critical mediators and moderators of the RPI-performance relationship and thus complement the findings. Additionally, the effects of group-based RPI remain underrepresented. Future work could help to assess in greater detail how RPI interacts with culture and norms and whether RPI is due to personal expectations. There is also room for further research regarding the effects of RPI on cooperation, its consequences for learning, how it affects budgeting decisions and its implications for risk taking.Originality/valueThis paper presents the first literature review in the field of RPI. It provides synthesized knowledge about whether RPI is beneficial or detrimental to organizational performance.

Using structural equation modelling to assess the sustainable competitive advantages provided by the low-cost carrier model

2018 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Vedant Singh ◽  
S. Vaibhav ◽  
Somesh Kr. Sharma
Keyword(s):  
Structural Equation Modelling ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Low Cost ◽  
Future Research ◽  
Competitive Advantages ◽  
Content Type ◽  
Equation Modelling ◽  
Five Factors ◽  
Sustainable Competitive Advantages

PurposeThe purpose of this study is to examine the relationships between the dimensions of sustainable competitive advantages in the Indian low cost airlines.Design/methodology/approachThis study used structural equation modelling methods to identify the factors that significantly affect the sustainable competitive advantages enjoyed by Indian low-cost carriers (LCCs). Specifically, this study is based on the data from 208 airline experts that populate multiple structural equation models.FindingsResults indicate that indigenous efficiency, the LCCs perceptions of threat, dexterity, strategic persuasion and the LCC adopting an enabling role positively affect LCCs’ competitive advantages. These five factors were all correlated with each other. The results also show that relative to an LCC’s dexterity, indigenous efficiency is a stronger predictor of an LCC’s competitive advantages.Originality/valueThis study provides low-cost airlines with valuable information for designing effective strategies for obtaining competitive advantages in the LCC sector. To conclude the paper, the authors offer practical recommendations for managers and suggest some avenues for future research in this area.

The Effect of Relative Performance Information on Performance and Effort Allocation in a Multi-Task Environment

2012 ◽  
Vol 88 (2) ◽  
pp. 553-575 ◽  
Author(s):  
R. Lynn Hannan ◽  
Gregory P. McPhee ◽  
Andrew H. Newman ◽  
Ivo D. Tafkov
Keyword(s):  
Employee Performance ◽  
Relative Performance ◽  
Data Availability ◽  
Task Environment ◽  
Performance Information ◽  
Behavioral Theories ◽  
The Social ◽  
Distortion Effect ◽  
Relative Performance Information ◽  
Motivation Effect

ABSTRACT This study investigates how relative performance information (RPI) affects employee performance and allocation of effort across tasks in a multi-task environment. Based on behavioral theories, we predict that the social comparison process inherent in RPI induces both a motivation effect that results in increased effort as well as an effort distortion effect that results in the distortion of effort allocations across tasks away from the firm-preferred allocations. We also predict that both effects are magnified when the RPI is public compared to private. We argue that although the motivation effect will generally benefit performance, the effort distortion effect may be detrimental to performance. We design an experiment that isolates these two effects. Consistent with our predictions, we find that RPI induces both motivation and effort distortion effects and that both effects are magnified when the RPI is public rather than private. Although the motivation effect increases performance, we demonstrate that the effort distortion effect can decrease performance. By isolating the motivation and effort distortion effects, our study provides insights into the costs and benefits of RPI in a multi-task environment. As such, it informs accountants regarding the design of information systems and when tasks should be aggregated or disaggregated across employees. Data Availability: Data are available from the authors upon request.

I Know Something You Don't Know: The Effect of Relative Performance Information and Individual Performance Incentives on Knowledge Sharing

2018 ◽  
Vol 31 (2) ◽  
pp. 19-35 ◽  
Author(s):  
Leslie Berger ◽  
Krista Fiolleau ◽  
Carolyn MacTavish
Keyword(s):  
Knowledge Sharing ◽  
Interactive Effect ◽  
Individual Performance ◽  
Relative Performance ◽  
Performance Information ◽  
Performance Incentives ◽  
Passive Behavior ◽  
Knowledge Sharing Behavior ◽  
Relative Performance Information ◽  
Sharing Behavior

ABSTRACT When employees share knowledge with their colleagues, the efficiency of the colleagues' performance improves, which positively affects their productivity. However, employees can engage in counterproductive behavior by choosing not to share knowledge (passive behavior) or by choosing to share inaccurate knowledge with their colleagues (active behavior). In this study, we examine how providing relative performance information (RPI) and rewarding individuals with performance-based incentives can jointly affect individuals' choices to engage in counterproductive knowledge sharing behavior. Using an experiment, we identify an interactive effect of RPI and individual incentives, such that participants engage in counterproductive knowledge sharing behavior most frequently when they receive RPI and are assigned individual performance-based incentives. We also observe that RPI increases the frequency of both active and passive counterproductive knowledge sharing behavior.

Private and Public Relative Performance Information under Different Compensation Contracts

2012 ◽  
Vol 88 (1) ◽  
pp. 327-350 ◽  
Author(s):  
Ivo D. Tafkov
Keyword(s):  
Individual Performance ◽  
Relative Performance ◽  
Data Availability ◽  
Performance Information ◽  
Public And Private ◽  
Compensation Contracts ◽  
Private And Public ◽  
Relative Performance Information ◽  
Wage Contract ◽  
Positive Effect

ABSTRACT: This study investigates the conditions under which providing relative performance information to employees has a positive effect on performance when compensation is not tied to peer performance. Specifically, I investigate, via an experiment, the effect of relative performance information (present or absent) on performance under two compensation contracts (flat-wage or individual performance-based). Given the presence of relative performance information, I examine the effect of the type of relative performance information (private or public) on performance. Using theory from psychology, I predict and find that relative performance information positively affects performance under the two compensation contracts and that this positive effect is greater under an individual performance-based contract than under a flat-wage contract. I also predict and find that, although both public and private relative performance information have a positive effect on performance, the effect is greater when relative performance information is public. Data Availability: Data are available from the author on request.

Unravelling the encumbrances in the low-cost housing computerised open registration system in Malaysia's major cities

2020 ◽  
Vol 38 (3) ◽  
pp. 325-343 ◽  
Author(s):  
Andrew Ebekozien ◽  
Abdul-Rashid Abdul-Aziz ◽  
Mastura Jaafar
Keyword(s):  
State Government ◽  
Low Income ◽  
Low Cost ◽  
Relevant Information ◽  
Future Research ◽  
Registration System ◽  
Content Type ◽  
The Sustainable Development ◽  
Allocation Process ◽  
Low Cost Housing

PurposeMalaysia's open registration system (ORS) scheme, which began in 1997, was established as part of prevention mechanism by the Ministry of Housing and Local Government to plug the leakage in the low-cost housing (LCH) allocation process. After two decades, ineligible persons still secure LCH to the detriment of the Malaysian low-income earners (LIEs) house-buyers/rentals. This paper explored the LCH computerised ORS for LIEs and proffered policy solutions to improve the scheme.Design/methodology/approachThe data were collected via unexplored exploratory sequential mixed methods approach that engaged 25 well-informed participants and the ‘quantilised findings’, validated by the Malaysian LCH policymakers.FindingsThis paper found that there is weak compliance to computerised ORS, which is pronounced in states with relaxed eligibility clearance. Also, it was found that under-declaration of income evident in states where there is relaxed verification and lack of data sharing between states and with federal governments, among others, are the root cause of weak compliance to computerised ORS.Research limitations/implicationsThis paper is limited to unravelling the encumbrances in the low-cost housing computerised open registration system in Malaysia's major cities. Future research is needed to use relevant information to access the level of enforcement of the computerised open registration system across the states of Malaysia.Practical implicationsThis paper recommended that LCH computerised ORS should be devoid of party favouritism, state government should establish functional LCH computerised ORS, and the state and federal governments, should embrace cooperative federalism. Also, applicants should be subjected to the Central Credit Reference Information System check, and culprits should be referred to the Malaysian Anti-Corruption Commission. This paper provides salutary lessons on how to improve the scheme with a view to achieving the Sustainable Development Goals regarding housing in 2030.Originality/valueThis paper demonstrates that the low-cost housing computerised open registration system in Malaysia is yet to be implemented across the states.

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