The Relative Effects of Individual vs. Group Monetary Incentive Systems with and without Feedback on Work Performance

상이한 성과급 분배 방식과 피드백 제공 여부가 근로자의 수행에 미치는 상대적 효과 비교

  • Received : 2017.02.13
  • Accepted : 2017.02.28
  • Published : 2017.03.28


The purpose of this study was to examine whether the effect of feedback would mask the performance differences that would result from different incentive pay distribution. Five critical service behaviors were identified and measured daily at a gas station located in Seoul. Participants were 5 employees working at the gas station. Independent variables were the types of incentive distribution and feedback. After baseline (A), equally-distributed group incentive condition (B) was introduced, and individual incentive condition (C) was introduced in the next phase. Then, after the withdrawal condition (A'), equally-distributed group incentive with feedback condition (B') was introduced and finally, the individual incentive with feedback condition (C') was introduced. The results suggested that all employees showed higher work performance under individual incentive than equally-distributed group incentive system when feedback were not delivered. However, there was no difference in work performance between two incentive conditions in the phases in which feedback were delivered. These findings suggest that feedback can reduce performance differences between equally-distributed group incentives and individual incentives.


Equally-distributed Group Incentive;Individual Incentive;Feedback∣Masking;Service Behaviors


Supported by : 한국연구재단


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