IMMATERIAL REWARDS AND SANCTIONS IN A VOLUNTARY CONTRIBUTION EXPERIMENT

In this article, we compare the causes and effects of immaterial rewards and sanctions on cooperation in a voluntary contribution experiment. It appears that both rewards and sanctions increase contributions (and that rewards are more effective than sanctions) only when subjects interact repeatedly within the same group. The effect is, however, insignificant, which could be due to the higher variance in presence of rewards and sanctions. Furthermore, it is evidenced that rewards have some negative effect on the future contribution for both the imposer and the imposed when the partner matching is applied, but both rewards and sanctions have mainly positive effects under the stranger matching. Thus it seems that the recipient of the feedback takes the message as a reliable external evaluation of her contribution only under the stranger matching protocol when the strategic use of feedback can largely be excluded. (JEL C92, H41)     

Adolescents Prefer More Immediate Rewards When in the Presence of their Peers

Adolescents take more risks in the presence of their peers, but the mechanism through which peer presence affects risky decision‐making is unknown. We propose that the presence of peers increases the salience of the immediate rewards of a risky choice. The current study examined the effect of peer presence on reward sensitivity in a sample of 100 late adolescents ages 18 through 20 (M=18.5) using a delay discounting task, which assesses an individual's preference for immediate versus delayed rewards. Participants were randomly assigned to complete the task alone or with 2 same‐age, same‐sex peers observing. Consistent with our prediction, adolescents demonstrated a greater preference for immediate rewards when with their peers than when alone. Heightened risk taking by adolescents in the company of their friends may be due in part to the effect that being with one's peers has on reward sensitivity.     

Human capital inflow in nonprofits: Entry‐level employees’ sector shift

Although recruitment and retention of qualified employees are some of the biggest challenges in the nonprofit sector, nonprofit organizations must maintain human capital inflow due to its significant impacts on organizational success. Through person‐organization value fit, this paper explores the factors that influence labor shifts from the public or for‐profit sector into the nonprofit sector in the South Korean context. Specifically, the effects on the likelihood of employees switching to the nonprofit sector from the perspective of eight job satisfaction measures and three education–job match measures are investigated. Two groups of employees (those whose career started in the for‐profit sector and those starting in the public sector) are compared. Results indicate that there is substantial variation between the two groups. In particular, intrinsic job satisfaction has completely different effects on those working in the for‐profit sector than on those working in the public sector regarding their likelihood of having experienced an intersectoral shift into nonprofits. The more public employees are satisfied with intrinsic job rewards, especially job reputation, the more likely they are to move to nonprofits. These results suggest that when employees in the public sector are satisfied with intrinsic rewards they tend to pursue greater intrinsic satisfaction in the nonprofit sector. This paper also reports that education–job match is only significant for those whose first job was in the for‐profit sector.     

La crise du recrutement des lads-jockeys : l’essoufflement d’un système d’emploi corporatiste

How is the French labor market for lads organized (recruitment, careers, personnel management, retraining)? What changes are under way? A recent phenomenon - the vanishing of young lads with diplomas - helps answer these questions. Can this be explained other than by the discrepancy between dreams about this job and on-the-job reality? The latter can be understood only in relation to the economic and social changes in this working environment that have, in particular, threatened trainers’ positions. This happened during a period when the schooling of youth lasts longer and ends with a diploma even though this sector cannot absorb these young people. This difficult situation has several explanations. Working conditions have worsened (increasing precariousness, more stress, career obstructions) while young people have become more demanding, more critical and more qualified. Meanwhile, the old paternalistic system for managing personnel is falling apart.     

Attachment to Volunteering

We propose that volunteers' attachment to their work is determined by the level of resources they bring to it, the rewards they derive from it, and the context in which the work is carried out. We test this theory using two waves of the Americans' Changing Lives panel study (1986–1989). The resources part of the theory is supported: the likelihood of remaining in the volunteer labor force across the two waves is greater for the more highly educated, those who report higher rates of formal and informal social interaction, and those who have children in the household—the last effect is stronger for women. Respondents reporting an increase in regular working hours across the two waves are more likely to cease volunteering. However, declining functional ability has no effect on attachment. The reward part of the theory is not consistently supported. Commitment to volunteer work in the first wave (measured by hours volunteered) predicts being a volunteer in the second, but enjoying the work has no effect, and being satisfied with the results of the work decreases attachment. Compared to a number of other work contexts, church-related volunteering in the first wave is the strongest predictor of being a volunteer in the second.     

The nature of work and the stress of higher status

Are occupational and work conditions associated with work-to-home conflict? If so, do those associations vary by gender? Among a sample of adults in Toronto, Canada, we found that men and women in higher-status occupations reported higher levels of work-to-home conflict than workers in lower-status jobs. In addition, we observed higher levels of work-to-home conflict among workers who are self-employed and among those with more job authority, demands, involvement, and longer hours. The only significant gender-contingent effect was found for nonroutine work, which is associated positively with work-to-home conflict among men but not women. Higher levels of job demands, involvement, and hours among individuals in higher-status occupations significantly contribute to occupation-based differences in work-to-home conflict. Moreover, despite some overlap, these work conditions have largely independent associations with work-to-home conflict. Results generally support the "stress of higher status " hypothesis among both women and men. Although higher-status positions yield many rewards, such positions are not impervious to inter-role stress, and this stress may offset those rewards.     

On competing rewards standards—an experimental study of ultimatum bargaining

In the tradition of earlier experimental studies, this paper introduces competing reward standards by letting parties bargain over the distribution of chips. The monetary equivalents of a chip for the bargaining parties can be equal (no competing rewards) or different (competing rewards). The ultimatum game is used as a tool to learn about reward standards in an asymmetric procedure. A major effect of different monetary chip equivalents is observed only when the proposer has a higher chip value. Results are compared to those reported in [Games Econ. Behav. 13 (1966) 100], who used a different experimental design.     

Responses to Scarcity

Studies of pre-industrial societies suggest that in response to protracted scarcity, individuals experience a decline in social relations, return to traditional practices and values, and become more subordinate to those in authority. In this paper, we examine the extent to which these same responses are found in an industrialized area. Evidence from survey data suggests that scarcity and economic decline do decrease social relations and cause some individuals (those with less formal education) to use more traditional means to solve problems, but they do not cause people to become more passive in respect to community leaders. Factors that may account for the different responses to scarcity in industrial and pre-industrial societies are discussed.     

Marital Quality,Socioeconomic Status,and Physical Health

Recent efforts to promote marriage among the socioeconomically disadvantaged are based on the assumption that marriage is equally beneficial for persons with varying levels of socioeconomic status. Using 3 waves of data from a sample of married adults (the National Survey of Families and Households; N = 1,849), the authors evaluated whether the health benefits of marital happiness and the health costs of marital conflict might vary by education and income levels. They found that increases in marital happiness were associated with increases in self‐rated health for individuals with more education. In addition, increases in marital conflict were linked to greater increases in functional impairment for persons with lower income. Although the results were not consistent and effect sizes were modest, the evidence nonetheless tentatively suggests that higher levels of marital happiness may be less beneficial for health and that higher levels of marital conflict may be more detrimental to health among persons with lower socioeconomic status.     

Me,Myself, and Money II: Relative Deprivation Predicts Disordered Gambling Severity via Delay Discounting,Especially Among Gamblers Who Have a Financially Focused Self-Concept

In the current research, we examined whether the known link between relative deprivation and disordered gambling (via delay discounting; i.e., preferences for immediate smaller rewards relative to delayed larger rewards) is moderated by the extent to which gamblers have a financially focused self-concept. Specifically, we hypothesized that delay discounting would be a strong predictor of disordered gambling among those who base their self-worth on their financial success. To test this moderated-mediation model, a community sample of gamblers (N = 239) completed measures that assessed relative deprivation, delay discounting, financially focused self-concept, and disordered gambling severity. As predicted, people who felt more relative deprivation reported more severe symptoms of disordered gambling and this association was mediated by delay discounting. Importantly, this mediated relationship was moderated by the extent to which participants’ self-concept was focused on financial success. Among participants whose self-concept was high in financial focus, greater delay discounting (stemming from relative deprivation) was a strong predictor of disordered gambling. Among people whose self-concept was low in financial focus, delay discounting (stemming from relative deprivation) was a weak predictor of disordered gambling. Thus, the magnitude of the indirect effect of relative deprivation on disordered gambling severity was larger among people with a more financially focused self-concept—an effect mediated by delay discounting. These findings suggest that targeting gamblers’ financial focus in prevention and treatment interventions may be instrumental in curtailing the development and maintenance of disordered gambling.     

CONCENTRATED POVERTY, RACE, AND HOMICIDE

Research on the link between levels of poverty and homicide in urban areas has persistently reported the existence of a relationship for whites but not for blacks. This is despite the fact that most analysts expect that the higher levels of urban black homicide are due in part to the higher levels of urban black poverty. The present research introduces a more meaningful, spatially based measure of concentrated poverty and argues that the effect of concentrated poverty on homicide rates should be the same for both racial groups. The hypotheses are tested with race-disaggregated data for a sample of central cities circa 1990. The results suggest that, when poverty is measured as a linear spatially based phenomenon, in is a more important determinat of race-specific homicide rates than overall city levels of disadvantage and that the concentration of poverty increases both black and white homicide rather equally.     

Longitudinal neural and behavioral trajectories of charity contributions across adolescence

This study examined the development of prosocial charity donations and neural activity in the ventral striatum when gaining rewards for self and for charity. Participants 10–22 years (95% European heritage) participated in three annual behavioral-fMRI waves (T1: n = 160, T2: n = 167, T3: n = 175). Behaviorally, donations to charity as measured with an economic Dictator Game increased with age. Perspective taking also increased with age. In contrast, self-gain and charity-gain enjoyment decreased with age. Ventral striatum activity was higher for rewards for self than for charity, but this difference decreased during adolescence. Latent growth curve models revealed that higher donations were associated with a smaller difference between ventral striatum activation for self and charity. These findings show longitudinal brain–donations associations in adolescence.     

Home-to-Work Conflict,Work Qualities,and Emotional Distress

Among a representative sample of employed men and women in Toronto, Canada, home-to-work conflict is associated positively with anxiety and depression. Two hypotheses propose work qualities as moderators. The double disadvantage hypothesis predicts that home-to-work conflict is more distressing when work is nonautonomous, routine, or noxious. The intrusion on job status/rewards hypothesis predicts that conflict is more distressing when work is autonomous, nonroutine, or nonnoxious. Results show that the association between home-to-work conflict and distress is stronger (1) among people in more autonomous jobs; (2) among women in routinized jobs; and (3) among men in noxious environments.     

ARE SMALL FIRMS MORE BEAUTIFUL OR IS BIGGER BETTER? A Study of Compensating Differentials and Law Firm Internal Labor Markets

Research on the size–job rewards relationship emphasizes extrinsic rewards that are typically more prevalent in large, complex organizations. We examine whether certain intrinsic rewards are more characteristic of small firms and shift the focus from manufacturing industries to professional service (law) firms. We find that small is not entirely beautiful. Smaller firms offer more autonomy but no more challenging work or better coworker relations, whereas larger firms offer lucrative salaries, enhanced benefits, and greater promotional opportunities. Our results challenge the compensating differential explanation whereby large firms offer superior extrinsic rewards to compensate for a shortfall of instrinsic job rewards.     

When She Earns More Than He Does: A Longitudinal Study of Dual‐Earner Couples

In a random sample of 286 full‐time‐employed dual‐earner couples, we tested 3 competing hypotheses: when wives earn more than their husbands, (a) each partner's marital‐role quality (MRQ) decreases; (b) his MRQ increases, whereas effects on her MRQ are mixed; and (c) relationships vary with gender‐role beliefs (i.e., gender‐role ideology and subjective rewards of salary). We conceptualized salary as a couple‐level predictor with 4 components, 2 time varying and 2 time invariant, and estimated the relationship between 2 time‐varying components and MRQ. Women's MRQ was not significantly related to change in relative earnings. However, among men, the relationship varied by salary rewards.     

Fertility among recent immigrant women to Canada, 1991: an examination of the disruption hypothesis

Recent studies show that current fertility is higher for women who immigrated to Canada than for Canadian-born women. This represents a reversal of the historical pattern that can perhaps be partly explained by the more pronounced decline of fertility among the Canadian-born compared with the foreign-born population and the higher proportion of Non-Europeans among recent immigrants.
Recent studies also provide support for the disruption hypothesis which suggests that during the period immediately following immigration, foreign-born fertility is depressed but subsequently rises somewhat and then declines as duration of stay in Canada increases.
However, this article shows that fertility immediately following immigration does not appear to be disrupted by the immigration process: immigrant women who came to Canada between 1986 and 1991 had a higher current fertility than those who immigrated in earlier periods. This finding was obtained by calculating the ratio of infants age 0 to women of childbearing ages using 1991 census data. Previous studies that had found a disruption effect used a ratio of children aged 0 to 4.     

Life satisfaction,income and personality

We use personality traits to better understand the relationship between income and life satisfaction. Personality traits mediate the effect of income on life satisfaction. The effect of neuroticism, which measures sensitivity to threat and punishment, is strong in both the British Household Panel Survey and the German Socioeconomic Panel. Neuroticism increases the usually observed concavity of the relationship: individuals with a higher neuroticism score enjoy extra income more than those with a lower score if they are poorer, and enjoy extra income less if they are richer. When the interaction between income and neuroticism is introduced, income does not have a significant effect on its own. To interpret the results, we present a simple model based on Prospect Theory, where we assume that: (i) life satisfaction is dependent on the gap between aspired and realized income, and this is modulated by neuroticism and (ii) income increases in aspirations with a slope less than unity, so that the gap between aspired and realized income increases with aspirations. From the estimation of this model we argue that poorer individuals tend to over-shoot in their aspirations, while the rich tend to under-shoot. The estimation of the model also shows a substantial effect of traits on income.     

Prosocial behaviour,inclusion and exclusion: why and when do we behave prosocially? / Comportamiento prosocial,inclusión y exclusión: ¿cuándo y por qué adoptamos comportamientos prosociales?

Two experiments analysed the influence of inclusion versus exclusion on prosocial behaviour. In Study 1, evidence for the social reconnection hypothesis was found. In Study 2, a cross-over interactive effect is demonstrated: excluded individuals tended to be more prosocial when their competence was affected than when their popularity was affected. However, included people were more prosocial than excluded people when their popularity was affected, but they were less prosocial when their competence was highlighted. Besides, Study 2 has shown that affiliation motivation mediates the effect of exclusion on prosocial behaviour, and thus: (1) excluded individuals endorse lower levels of affiliation motivation with their rejecters than included individuals do with individuals who have included them; and (2) individuals with higher levels of affiliation motivation engage in higher prosocial behaviour levels when the behaviour is oriented to people with whom the chance to reconnect exists, but not when it is oriented to people with whom there is no possibility for future affiliation.     

PRODUCT CHARACTERISTICS, HUMAN CAPITAL, AND LABOR MARKET SEGMENTS:

This article contends that one key to understanding different forms of work organization lies in the nature of the products being created. Product characteristics are proposed to be critical determinants of the type of human capital, either general or firm specific. Following from prior theory, labor market barriers develop based on type of human capital. These barriers then have a direct bearing on employee rewards. The nature of the product distinction is captured with a comparison of two product-types (goods and services) conceived as theoretically distinct. General skills are hypothesized to be more important in the service-producing sector, while firm-specific skills are hypothesized to be more important in the goods-producing sector. Empirical analyses using the 1991 General Social Survey compare workers in the service-producing and goods-producing sectors to illustrate differences in the salience of firm-specific and general skills. Two hypotheses are supported. Firm-specific skills have a stronger effect on earnings in manufacturing industries than in service industries. Also, skills acquired from on-the-job training, when compared with other skills, are more weakly related to service employee rewards. These distinctions between sectors suggest insights into structures unique to the service employment workplace.     

Anger in black and white: race, alienation, and anger

Using data from the 1996 General Social Survey and the 1973 Chicago Crowding Study, we test the hypotheses that African Americans feel and express more anger than whites, that sense of control (versus powerlessness) lessens anger and mistrust increases anger, and that these indicators of alienation affect anger differently for African Americans and whites. We find that when age and gender are controlled, African Americans neither feel nor express more anger than whites, despite having a lower average sense of control and higher mistrust. This is partly because the effects of sense of control and mistrust on anger differ by race. Sense of control reduces feelings of anger and anger expression more for African Americans than whites. Mistrust increases feelings of anger for whites, but not African Americans. The results provide further evidence that, in the stress process, social structural location may moderate the effects of "detriments" and "resources" on emotional upset.