Browsing by Division "FAA - Institute for Work and Employment Research"

"Are we ready to drop our masks and share our deeper selves?" Antoinette shares her research, experience and wealth of insights on this complex subject and shares her thoughts and insights on the place of trust in the digital workplace.

In the last two decades, economic motivation research has undergone a paradigm shift when it comes to the effect of incentive schemes on individual performance and motivation. Inspired by self-determination theory, a new branch in economics evolved called behavioral economics. Especially by evidencing the negative effect of "pay-for-performance" on intrinsic motivation, called the "crowding-out" or "overjustification" effect, it challenges the economic paradigm of the relative price-effect and ist inherent belief in incentives as universal remedy for motivation and individual performance. This article reviews the findings of behavioral economics on motivation. Drawing on these results we discuss which institutional conditions strengthen rather than weaken intrinsic motivation. We demonstrate that fairness, participation, market-driven wages, and normatively affected decision-making contexts have a positive effect on intrinsic Motivation.

In the last two decades, economic motivation research has undergone a paradigm shift when it comes to the effect of incentive schemes on individual performance and motivation. Inspired by self-determination theory, a new branch in economics evolved called behavioral economics. Especially by evidencing the negative effect of “pay-for-performance” on intrinsic motivation, called the “crowding-out” or “overjustification” effect, it challenges the economic paradigm of the relative price-effect and its inherent belief in incentives as universal remedy for motivation and individual performance. This article reviews the findings of behavioral economics on motivation. Drawing on these results we discuss which institutional conditions strengthen rather than weaken intrinsic motivation. We demonstrate that fairness, participation, market-driven wages, and normatively affected decision-making contexts have a positive effect on intrinsic motivation.

Today we find out how to bridge philosophy, psychology and management science to understand how businesses can enable a "good society". We are joined by two experts in this field, Antoinette Weibel and Otti Vogt to find out what questions we need to be asking. Professor Dr. Antoinette Weibel is full professor for human resource management at the University of St. Gallen. She is President of the Executive Committee of the Institute for Systemic Management and Public Governance at the University of St.Gallen, and a member of the Executive Committee of the Institute for Media and Communications Management and the Institute for Business Ethics at the University of St.Gallen. Her current core project, ‘Good Organisations’, asks how organisations can become better members of society.