جستجوی مقالات مرتبط با کلیدواژه "experimental study" در نشریات گروه "اقتصاد"

A group is an organized unit whose members have a common goal, work together, and mutually exchange information and experiences. One of the key issues for any organization is finding ways to encourage them to perform better. Businesses constantly need to motivate the workforce to be more flexible, respond more quickly, provide reliable solutions to complex issues, and increase production, generally.  According to conventional economics, increasing monetary rewards will increase the efforts of the workforce. In other words, more monetary rewards mean stronger incentives and vice versa. This simplification is used in many economic situations; however, it does not necessarily apply to environments where the workforce is part of a group and their rewards are affected by the work of the other group members. In fact, it may be that the economic theory claiming that more rewards lead to more effort by the labor force does not apply under certain conditions, and a situation contrary to it occurs. Actually, in such circumstances, some members of the group might take advantage of the other members of the group, and will get more rewards while doing less work, which has been described by Winter (2009) and McClure et al. (2014) as incentive reversal. Incentive reversal indicates a situation in which an increase in rewards for all the members of a group will only lead to an effort made by a fraction of the agents. The main objective of this study is an experimental survey of incentive reversal in the framework of a sequential game. In this regard, 135 students from Ayatollah Haeri University of Meybod participated in a two-stage game consisting of three-person teams. The results showed that: first, with regards to incentive reversal, the increase in the cost of effort results in more effort and thus more production. Second, when the cost of effort is high, each player will attempt to exert his/her effort, if and only if he/she observed that all the agents before him/her have attempted to exert their efforts. Third, based on incentive reversal theory predictions, the first participants exert less effort at low costs. The findings of the present study on incentive reversals indicate the important conclusion that large monetary incentives may lose their effectiveness if the validity of this potential threat is devalued. Also, the explicit and complete introduction of rewards may sometimes not have the desired results. For example, guaranteeing increased pay to employees or providing better job opportunities that reduce effort costs does not always lead to increased performance. Rather, they may even lead to incentive reversals .

The main purpose of this study is to investigate the effect of "help" behavior on “individual incentive reversal”. In order to measure the variable “incentive reversal”, a dynamic game with complete information in the laboratory environment was held. The sample consists of 186 students from the universities of Yazd, Meybod and Mehriz, divided into 62 teams of three persons. Also, to measure the "help" variable, the players were asked after the game to voluntarily and secretly spend the proceeds of the game in a charity. In this framework, players could grant part of the proceeds from the game to either  “treat cancer-illed children” or “advance research”. The results showed that teams with more volunteering players would see less incentive reversal among team members.

Moral intelligence is one of the factors influencing the performance of individuals in team activities that can lead to a reduction in the level of incentive reversal among team members. In this regard, the present study aims to investigate the effects of moral intelligence on the performance of individuals and the occurrence of the incentive reversal among team members in an experimental environment using simultaneous and sequential games. To this end, 182 students from Yazd University were selected as a sample, each played 12 games (6 sequential games and 6 simultaneous games), and a total of 2184 observations were collected. The results of this study were categorized into two levels: individual and group; the results of the individual level showed that moral intelligence has no effect on the incentive reversal, but the results of the group level showed that moral intelligence has affected the incentive reversal. The results of the team level showed that the relationship between moral intelligence and the incentive reversal is negative; this means that by increasing moral intelligence, the degree of incentive reversal in team activity decreases.

The purpose of this article is to investigate the effect of moral intelligence on free riding. To this end, a two-stage team game with three individuals was designed by providing an experimental environment and a sample of 186 people from the target community (students from Yazd and Ayatollah Haeri Meybod). The results showed that moral intelligence has a significant effect on free riding. In fact, increasing moral intelligence reduces free riding. Based on the results, it is suggested that the level of moral intelligence should be considered in attracting workforce in public and private jobs; in addition, it is intended to promote the moral intelligence of employee in order to increase participation in the work and, consequently, productivity.

The purpose of this article is to investigate the effect of moral intelligence on free riding. To this end, a two-stage team game with three individuals was designed by providing an experimental environment and a sample of 186 people from the target community (students from Yazd and Ayatollah Haeri Meybod). The results showed that moral intelligence has a significant effect on free riding. In fact, increasing moral intelligence reduces free riding. Based on the results, it is suggested that the level of moral intelligence should be considered in attracting workforce in public and private jobs; in addition, it is intended to promote the moral intelligence of employee in order to increase participation in the work and, consequently, productivity.