ISSN : 1229-0696
This study examined the relative effects of individual incentive system, equally and differentially distributed incentive system in small group on performance of a simulated work task when the opportunities for off-task behavior were available. Four working students (2 males, 2 females) participated in this study and they completed 21 four-hour sessions (7 sessions per each condition). An alternating treatment design was adopted and three experimental conditions were randomly alternated for each session. The computerized work task was used and it consisted of three steps. The number of the correctly completed work tasks and the amount of idle time were the primary dependent variables. Results indicated that the performance difference between the individual incentive system and equally distributed group incentive system was not statistically significant. However, performance differences both between the individual incentive system and differentially distributed group incentive system and between the equally distributed group incentive system and differentially distributed group incentive system were statistically significant. The amount of idle time under the differentially distributed group incentive condition was the lowest and that under the equally distributed group incentive condition was the highest. At the end of the study, participants were given satisfaction, perceived fairness level and future choice questionnaires. For satisfaction and future choice, two of the four participants found differentially distributed group incentive system to be most satisfying, and chose to work under that pay system in the future. These results suggest that the differentially distributed group incentive system might be an alternative plan to increase performance and keep satisfaction of the performers. Also, more realistic simulation is necessary to examine the effects of different types of group incentive on work performance.
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