نوع مقاله : مقاله پژوهشی
نویسندگان
1 گروه کارآفرینی فناورانه، دانشکده کارآفرینی، دانشگاه تهران، تهران، ایران
2 عضو هیات علمی دانشگاه تهران
3 گروه کارآفرینی سازمانی، دانشکده کارآفرینی، دانشگاه تهران، تهران، ایران
چکیده
کلیدواژه‌ها
عنوان مقاله [English]
نویسندگان [English]
This study examines the effect of successive monetary-rewards on employee satisfaction using an experimental method with the participation of 109 ICT professionals in China. Participants took a computerized-ideation-test with random rewards. Data were collected using the post-test ideation process and Gussman’s business model by SPSS and analyzed by the mixed-model-method.
The research findings challenge the dominant literature in the area of motivation and satisfaction, and show that monetary-rewards increase satisfaction only in the first allocation, but even if they are continued, do not increase satisfaction, so that although paying a bonus in the first round, satisfaction is at its highest value in all groups, but in all subsequent periods, decreases significantly, so that in all groups, satisfaction during and at the end of the period is lower than the beginning of the period. Also, although the highest level of satisfaction was observed in the group receiving the highest reward, did not lead to an improvement in ideation-performance and an increase in the idea-quality.
Our results contrast with many previous studies that report a positive relationship between rewards, motivation, satisfaction, and performance and questions the effectiveness of monetary-rewards in increasing employees’ long-term motivation, and satisfaction, and performance. Therefore, human resource managers of organizations should carefully monitor the use of rewards for specialists, because by providing continuous bonuses, despite spending resources, it leads to a decrease in the satisfaction and performance of experts in the long term.
کلیدواژه‌ها [English]
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