The Incentive Research Foundation Releases First Issue of "The IRF Quarterly Academic Review"

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The Incentive Research Foundation is pleased to introduce The IRF Quarterly Academic Review, the world’s first journal focused on academic research into incentives, rewards, recognition, and motivation in the workplace. The Quarterly presents academic research summarized into the key findings and takeaways most relevant to Incentive, Reward, and Recognition (IRR) programs owners and designers.

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Each study is summarized, with additional key findings, actionable takeaways, and question and answer with the author.

The Incentive Research Foundation is pleased to introduce The IRF Quarterly Academic Review, the world’s first journal focused on academic research into incentives, rewards, recognition, and motivation in the workplace. The Quarterly presents academic research summarized into the key findings and takeaways most relevant to Incentive, Reward, and Recognition (IRR) programs owners and designers.

The journal reflects the IRF’s commitment to building deeper links with the academic community, including the IRF's academic network of more than 50 university researchers worldwide, and to expediting the use of academic findings in business and programs.

The IRF Quarterly Academic Review's first issue explores the nuances of cash versus non-cash rewards and expands on traditional definitions of tangible non-cash rewards. Each study is summarized, with additional key findings, actionable takeaways, and question and answer with the author. The Quarterly also offers research abstracts and book recommendations. Key findings and useful takeaways include:

  • Experiential rewards map to “self-integrated” motivators and lead to greater employee engagement and performance.
  • When employees were incentivized with gift cards, sales results were significantly better than for employees offered a cash incentive.
  • Employees who competed for, but did not win, a tangible reward performed better in a subsequent contest than those who had competed for cash.
  • People appear to be significantly influenced by the inclusion of information about non-cash benefits – especially their cash value.
  • Job offers should include non-cash benefits, including rewards, explained in terms of their monetary value.
  • People are more likely to cheat at rewards programs when the incentives to do so increase.
  • Intangible rewards for creativity are positively related to intrinsic and extrinsic task motivations.
  • Businesses can imprint experiences into their employees’ memories by making ordinary moments remarkable and magical.

The IRF Quarterly Academic Review was supported by IRF Research Advocacy Partner, United Incentives.

To view or download a copy of The IRF Quarterly Academic Review, please visit: http://theirf.org/education/the-irf-quarterly-academic-review/

About the IRF:
The Incentive Research Foundation (TheIRF.org) funds and promotes research to advance the science and enhance the awareness and appropriate application of motivation and incentives in business and industry globally. The goal is to increase the understanding, effective use, and resultant benefits of incentives to businesses that currently use incentives and others interested in improved performance.

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Andy Schwarz
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