Consolidation power of extrinsic rewards: reward cues enhance long-term memory for irrelevant past events

Recent research suggests that extrinsic rewards promote memory consolidation through dopaminergic modulation processes. However, no conclusive behavioral evidence exists given that the influence of extrinsic reward on attention and motivation during encoding and consolidation processes are inherently confounded. The present study provides behavioral evidence that extrinsic rewards (i.e., monetary incentives) enhance human memory consolidation independently of attention and motivation. Participants saw neutral pictures, followed by a reward or control cue in an unrelated context. Our results (and a direct replication study) demonstrated that the reward cue predicted a retrograde enhancement of memory for the preceding neutral pictures. This retrograde effect was observed only after a delay, not immediately upon testing. An additional experiment showed that emotional arousal or unconscious resource mobilization cannot explain the retrograde enhancement effect. These results provide support for the notion that the dopaminergic memory consolidation effect can result from extrinsic reward. (PsycINFO Database Record (c) 2013 APA, all rights reserved)(journal abstract)

Tendências de recompensas em empresas portuguesas

Esta dissertação tem como objetivo central conhecer os sistemas de recompensas em empresas portuguesas. Primeiramente é realizada uma abordagem aos conceitos subjacentes ao sistema de recompensas e, simultaneamente é exposta teoria sobre o tipo de recompensas mais utilizadas e como estas diferem consoante o cargo/função. Foi aplicado um inquérito por questionário a uma amostra de 144 empresas localizadas por todo o país. Foram testadas hipóteses de estudo capazes de permitir caraterizar o sistema de recompensas desenvolvido nas empresas em estudo. Os resultados do estudo permitem concluir que: 1) os sistemas de recompensas baseados na antiguidade estão atualmente em desuso, ao contrário dos sistemas de recompensas baseados na função/cargo, no desempenho e nas competências; 2) o principal objetivo do sistema de recompensas das empresas do estudo é a motivação dos colaboradores; 3) a conjugação das recompensas monetárias e não monetárias são as mais valorizadas pelas empresas; 4) predomina a compensação variável nos sistemas de recompensas das empresas bem como os incentivos mistos (individuais e de grupo); 5) predominam os incentivos de curto-prazo no sistema de recompensas; 6) o bónus anual é o incentivo mais utilizado; 7) os benefícios e alguns dos incentivos tendem a ser maiores à medida que se sobe na hierarquia funcional da empresa; 8) o benefício predominante é a atribuição de telemóvel e o seguro de saúde; 9) as formas de reconhecimento mais comuns são os prémios de desempenho, o feedback contínuo, as promoções e as placas comemorativas; 10) a maioria dos inquiridos acredita que as oportunidades de desenvolvimento de carreira é uma importante medida para a retenção dos colaboradores; 11) as oportunidades de desenvolvimento são mais utilizadas pelas empresas de maior dimensão e; 12) os benefícios sociais são considerados a componente mais importante para garantir a retenção dos colaboradores. Com base nestes resultados, na parte final da dissertação são apresentadas algumas implicações teóricas e práticas, algumas limitações do estudo, bem como pistas para investigações futuras.

Motivação na administração pública: um estudo de caso nos serviços municipalizados de água e saneamento de Almada

Dissertação de Mestrado em Administração Pública (MPA)

Work motivation and pro-social behavior in the delivery of public services : theoretical and empirical insights

This Ph.D. dissertation seeks to study the work motivation of employees in the delivery of public services. The questioning on work motivation in public services in not new but it becomes central for governments which are now facing unprecedented public debts. The objective of this research is twofold : First, we want to see if the work motivation of employees in public services is a continuum (intrinsic and extrinsic motivations cannot coexist) or a bi-dimensional construct (intrinsic and extrinsic motivations coexist simultaneously). The research in public administration literature has focused on the concept of public service motivation, and considered motivation to be uni-dimensional (Perry and Hondeghem 2008). However, no study has yet tackled both types of motivation, the intrinsic and extrinsic ones, in the same time. This dissertation proposes, in Part I, a theoretical assessment and an empirical test of a global work motivational structure, by using a self-constructed Swiss dataset with employees from three public services, the education sector, the security sector and the public administrative services sector. Our findings suggest that work motivation in public services in not uni-dimensional but bi-dimensional, the intrinsic and extrinsic motivations coexist simultaneously and can be positively correlated (Amabile et al. 1994). Our findings show that intrinsic motivation is as important as extrinsic motivation, thus, the assumption that employees in public services are less attracted by extrinsic rewards is not confirmed for this sample. Other important finding concerns the public service motivation concept, which, as theoretically predicted, represents the major motivational dimension of employees in the delivery of public services. Second, the theory of public service motivation makes the assumption that employees in public services engage in activities that go beyond their self-interest, but never uses this construct as a determinant for their pro-social behavior. In the same time, several studies (Gregg et al. 2011 and Georgellis et al. 2011) bring evidence about the pro-social behavior of employees in public services. However, they do not identify which type of motivation is at the origin of this behavior, they only make the assumption of an intrinsically motivated behavior. We analyze the pro-social behavior of employees in public services and use the public service motivation as determinant of their pro-social behavior. We add other determinants highlighted by the theory of pro-social behavior (Bénabou and Tirole 2006), by Le Grand (2003) and by fit theories (Besley and Ghatak 2005). We test these determinants on Part II and identify for each sector of activity the positive or the negative impact on pro-social behavior of Swiss employees. Contrary to expectations, we find, for this sample, that both intrinsic and extrinsic factors have a positive impact on pro-social behavior, no crowding-out effect is identified in this sample. We confirm the hypothesis of Le Grand (2003) about the positive impact of the opportunity cost on pro-social behavior. Our results suggest a mix of action-oriented altruism and out-put oriented altruism of employees in public services. These results are relevant when designing incentives schemes for employees in the delivery of public services.

Entrepreneurial Initiative Selling Within Organizations: Towards a More Comprehensive Motivational Framework

We develop and test a motivational framework to explain the intensity with which individuals sell entrepreneurial initiatives within their organizations. Initiative selling efforts may be driven by several factors that hitherto have not been given full consideration: initiative characteristics, individuals' anticipation of rewards, and their level of dissatisfaction. On the basis of a survey in a mail service firm of 192 managers who proposed an entrepreneurial initiative, we find that individuals' reported intensity of their selling efforts with respect to that initiative is greater when they (1) believe that the organizational benefits of the initiative are high, (2) perceive that the initiative is consistent with current organizational practices (although this effect is weak), (3) believe that their immediate organizational environment provides extrinsic rewards for initiatives, and (4) are satisfied with the current organizational situation. These findings extend previous expectancy theory-based explanations of initiative selling (by considering the roles of initiative characteristics and that of initiative valence for the proponent) and show the role of satisfaction as an important motivational driver for initiative selling.

Does internal marketing improve service quality in call centres?

Although internal marketing has been conceptually argued to improve service quality, empirical evidence in this respect has been limited. This research investigates the relationship between rewards, which are a key component of internal marketing paradigm, and service quality of frontline employees in banking call centres. In this context, the authors develop hypotheses with the help of literature review, and empirically examine the effects of various extrinsic and intrinsic rewards on service quality. The results indicate that intrinsic rewards have greater effect on service quality than extrinsic rewards, which offer managerial implications and directions for future research.

Applying Career Concepts to Strengthen the Work-Attitudes of Service Professionals

Given the nature of employment relationships today, service organizations can strengthen the organization commitment levels and reduce the turnover intentions of its professionals through providing job features important to their careers. These features include opportunities to perform challenging work, experience trusting relationships with customers/clients, and obtain extrinsic rewards. Using a sample of alumni from a hospitality business program, hypotheses that these features impact organizational commitment and turnover intentions, partially through strengthening professionals' career commitment, are developed and tested. Findings suggest that challenging work opportunities impact these attitudes both directly and indirectly. So too trusting relationships with customers and clients indirectly impact organization commitment and intent to turnover (ITO). Results also suggest that, as a whole, satisfaction with extrinsic rewards has no effect. However, an analysis of multigroup mediation results revealed that for professionals working in professional service firms, satisfaction with pay reduces both attitudes. Implications for research in organization commitment and ITO, specifically the role and impact of career-based antecedents, are discussed.

Linking rewards to commitment:an empirical investigation of four UK call centres

Rewards being an important component of exchange theory, this research examines relationships among frontline employees' perceptions of rewards (extrinsic and intrinsic) and the three components of organizational commitment (i.e. affective, normative and continuance). The investigation is conducted by the help of a large survey in four call centres of a major retail bank in the UK. The results of the study support the contentions of exchange theory, and highlight the significance of both extrinsic and intrinsic rewards to develop affective, normative and continuance commitment in call centre employees. This research also helps to identify the antecedents that develop each component of commitment. The findings of this research have key messages for practitioners, and contribute to the fields of HRM, rewards, commitment and exchange theory.

Recombinant human prolactin promotes human beta cell survival via inhibition of extrinsic and intrinsic apoptosis pathways

Transplantation of pancreatic islets constitutes a promising alternative treatment for type 1 diabetes. However, it is limited by the shortage of organ donors. Previous results from our laboratory have demonstrated beneficial effects of recombinant human prolactin (rhPRL) treatment on beta cell cultures. We therefore investigated the role of rhPRL action in human beta cell survival, focusing on the molecular mechanisms involved in this process. Human pancreatic islets were isolated using an automated method. Islet cultures were pre-treated in the absence or presence of rhPRL and then subjected to serum starvation or cytokine treatment. Beta cells were labelled with Newport green and apoptosis was evaluated using flow cytometry analysis. Levels of BCL2 gene family members were studied by quantitative RT-PCR and western blot. Caspase-8, -9 and -3 activity, as well as nitric oxide production, were evaluated by fluorimetric assays. The proportion of apoptotic beta cells was significantly lowered in the presence of rhPRL under both cell death-induced conditions. We also demonstrated that cytoprotection may involve an increase of BCL2/BAX ratio, as well as inhibition of caspase-8, -9 and -3. Our study provides relevant evidence for a protective effect of lactogens on human beta cell apoptosis. The results also suggest that the improvement of cell survival may involve, at least in part, inhibition of cell death pathways controlled by the BCL2 gene family members. These findings are highly relevant for improvement of the islet isolation procedure and for clinical islet transplantation.

Extrinsic versus intrinsic factors in the decline and extinction of Australian marsupials

Recent attempts to explain the susceptibility of vertebrates to declines worldwide have largely focused on intrinsic factors such as body size, reproductive potential, ecological specialization, geographical range and phylogenetic longevity. Here, we use a database of 145 Australian marsupial species to test the effects of both intrinsic and extrinsic factors in a multivariate comparative approach. We model five intrinsic (body size, habitat specialization, diet, reproductive rate and range size) and four extrinsic (climate and range overlap with introduced foxes, sheep and rabbits) factors. We use quantitative measures of geographical range contraction as indices of decline. We also develop a new modelling approach of phylogenetically independent contrasts combined with imputation of missing values to deal simultaneously with phylogenetic structuring and missing data. One extrinsic variable-geographical range overlap with sheep-was the only consistent predictor of declines. Habitat specialization was independently but less consistently associated with declines. This suggests that extrinsic factors largely determine interspecific variation in extinction risk among Australian marsupials, and that the intrinsic factors that are consistently associated with extinction risk in other vertebrates are less important in this group. We conclude that recent anthropogenic changes have been profound enough to affect species on a continent-wide scale, regardless of their intrinsic biology.

Economics teaching in Australian universities: Rewards and outcomes

This paper presents evidence from two survey's to help explain the poor ratings consistently given to the teaching of economics at Australian universities. The evidence suggests that the Poor ratings of economics teaching can be attributed to two related factors: inappropriate pedagogical practices and lack of rewards for allocating additional time to teaching. The survey data oil pedagogy, in economics consist of 205 responses from graduates from two Queensland universities. The time elapsed since graduation ranges from 1 to 10 years. The survey data on academics' time allocation consist of 290 responses from academic economists across a wide range of Australian universities.

A satisfação dos colaboradores com o sistema de recompensas: um estudo empírico em cooperativas agrícolas da Região Norte de Portugal

Esta dissertação tem como objetivo central o estudo da satisfação dos colaboradores com o sistema de recompensas de que beneficiam nas organizações onde trabalham. A lógica subjacente ao seu desenvolvimento privilegia, primeiramente, uma abordagem sobre os conceitos de sistema de recompensas e de satisfação e, consequentemente, as teorias que relacionam ambos os conceitos. Foi aplicado um inquérito por questionário a uma amostra de 94 colaboradores de duas cooperativas agrícolas localizadas na região Norte de Portugal. Foram testadas algumas hipóteses de estudo capazes de permitir caracterizar os sistemas de recompensas desenvolvidos nas cooperativas agrícolas objeto de estudo. A análise dos resultados permite concluir que: 1) é menor a satisfação com o sistema de recompensas entre os colaboradores do sexo feminino; 2) é maior a valorização atribuída à componente monetária do que à componente não monetária do sistema de recompensas; 3) a antiguidade na organização não influencia a satisfação dos colaboradores com o sistema de recompensas de que beneficiam; 4) predomina a componente monetária fixa no sistema de recompensas de ambas as cooperativas; 5) a maior satisfação com o sistema de recompensas de que beneficiam é encontrada entre os colaboradores com habilitações de nível superior e; 6) não foram encontradas diferenças na satisfação com o sistema de recompensas entre os colaboradores acima versus abaixo dos 45 anos. Baseado nestes resultados, na parte final desta dissertação são discutidas as principais implicações teóricas e práticas. Algumas limitações bem como sugestões para futura pesquisa são também apresentadas.

An explaratory study on the relationship between Employee innovation and the rewards systems supporting innovation ; a case study of Medtronic Galway

The aim of this thesis is to explore the relationship between innovation and reward system supporting innovation. The empirical evidence came from a case study in Medtronic, Galway, a medical device company. This study incorporates the literature surrounding innovation and rewards and will attempt to identify a link both theoretically and practically between both.