Mystery shopping is used in a variety of service industries to measure service performance, as a training tool for employees, and to ensure the safety and security of the product offered. The persons performing this activity, mystery shoppers, experience various motivations, some of which are similar to employees and/or volunteers. These motivations can be intrinsic, where the performance of the activity is a reward itself, or extrinsic, meaning performance of the activity is a method for attaining a reward. The dominance of intrinsic or extrinsic motivation can shift within the individual, which is termed motivation crowding. Individuals can crowd in when intrinsic motivations are supplemented and supported by extrinsic motivations, or crowd out if extrinsic motivations become the dominant factor, devaluing the activity and reducing intrinsic motivation. This study examines the motivations of mystery shoppers and examines whether the tenets of motivation crowding are supported using a mixed methods research design. The objectives for the study were to identify, classify, and measure mystery shopping motivations using motivational theory to test for the presence of motivation crowding, as reflected in the initial two hypotheses: H1: There are salient dimensions of motivation influencing individual participation in mystery shopping activities. H2: Mystery shoppers experience motivation "crowding in" after initial performance of mystery shopping activities, with intrinsic motivations increasing. To address the first hypothesis, the study began with a qualitative research approach utilizing semi-structured interviews with current mystery shoppers. Through qualitative analysis, 14 constructs of mystery shopper motivations were identified. The constructs were then utilized to develop the Mystery Shopper Motivation Scale, following the eight-step scale development process defined by DeVellis (2003). The scale was then refined through pre-testing and pilot testing, and was used in a survey administration to 323 current mystery shoppers. Through factor analysis, the motivations identified were quantitatively supported, and then dependent t-tests indicated the presence of motivation crowding affecting mystery shoppers. However, unanticipated increases in extrinsic motivations prompted further analysis of motivations based on mystery shopping experience levels, resulting in the addition of a third hypothesis: H3: The direction of motivation crowding is dependent on the mystery shopper's level of experience. H3a: Mystery shoppers who have performed less than 10 mystery shops will crowd in, with an increase in intrinsic motivations and a decrease in extrinsic motivations. H3b: Mystery shoppers who have performed between 10-24 mystery shops will crowd in, with an increase in both intrinsic and extrinsic motivations, and intrinsic motivations remaining the dominant factor. H3c: Mystery shoppers who have performed 25 or more mystery shops will crowd in, with an increase in both intrinsic and extrinsic motivations, but extrinsic motivations becoming the dominant factor. Results supported motivation crowding as dependent on the experience level of the mystery shopper, prompting the categorization of three distinct mystery shopping phases of activity: the novelty phase, the exploratory phase, and the career phase. Empirical results of the survey were then compared to a subsequent round of qualitative analysis of mystery shopper online forums. Recommendations for future research include longitudinal studies of novelty phase mystery shoppers, examination of the effects motivation crowding may have on mystery shopper behavioral intentions, and incorporation of the perceived costs associated with mystery shopping.

Mit dem in §18 des Tarifvertrags für den öffentlichen Dienst (TVöD) festgeschriebenen Leistungsentgelt soll u.a. die Motivation der Mitarbeiterinnen und Mitarbeiter im öffentlichen Dienst gesteigert werden. Eine motivationssteigernde Wirkung wird jedoch von Seiten der Motivationsforschung bestritten. Sie geht im Gegenteil davon aus, dass eine leistungsorientierte Bezahlung (LOB) zu einer Verdrängung der intrinsischen Motivation (Crowding-Out Effekt) führen kann. Mithilfe eines empirischen Tests der Motivation Crowding Theorie gelangt diese Arbeit zu einem differenzierteren Urteil. Es wird gezeigt, dass im Beispiel der Kreisverwaltung Potsdam Mittelmark die subjektive Wahrnehmung der LOB durch den einzelnen Beschäftigten darüber entscheidet, ob dessen Motivation verstärkt oder verdrängt wird. Jene Beschäftigten, die sich durch die LOB kontrolliert fühlen, weisen eine signifikant geringere PSM und intrinsische Motivation als diejenigen auf, die die LOB als fördernd wahrnehmen. Als zentraler Faktor für das Urteil der Beschäftigten wird die wahrgenommene Fairness des Systems identifiziert. / By means of performance-related pay (PRP), which is laid down in §18 of the “Public Sector Collective Agreement” (TVöD), the motivation of public employees should be increased. However, motivational research contests the motivation-increasing effect. In contrast, it is assumed that performance-related pay may crowd-out the intrinsic motivation (Crowding-Out Effect). While conducting an empirical test of the Motivation Crowding Theory, this paper offers a more differentiated view. It is shown that, in the case of the local administration of Potsdam-Mittelmark, the subjective perception by the individual worker will decide on whether his or her motivation is crowded-in or crowded-out. Those who feel controlled by the PRP-system show a significant lower PSM and intrinsic motivation than those who perceive it as supportive. The fairness of the system is discovered as being the central factor affecting the judgement by the workers.

The rapid growth of network access and the development of Web 2.0 have resulted in the popularity of virtual communities (VCs), such as Wikipedia, Facebook, and LinkedIn. Although these online communities provide no monetary incentive for sharing knowledge, as most businesses will do, they still become a popular platform for knowledge sharing. The purpose of this study is to investigate the motivation for people to contribute in virtual communities, whether their motivations differ in different types of virtual communities, and whether their behavior and motivations will be affected by monetary reward. Social exchange theory and self determination theory were adopted to explore the relationships between behavior and motivations of virtual community members. Motivation crowding theory was used to examine the effect of monetary reward on knowledge sharing. The research framework includes two types of motivators (intrinsic and extrinsic), two different virtual community types (common identity vs. common bond), and one treatment (monetary reward). An online survey and an experiment with monetary incentive were conducted on two virtual communities: ITToolbox and LinkedIn. The results showed that there were significant moderating effects between these two types of virtual communities. A strong positive relationship was found between intrinsic motivation and knowledge sharing for the professional community (common identity). In contrast, the relationship between extrinsic motivation and knowledge sharing was stronger in the social networking community (common bond). The results also confirmed the existence of the crowding effect that the intrinsic motivation was significantly declined when an extrinsic monetary reward was provided.

Environmental degradation is threatening the provision of ecosystem services (IPBES, 2019). In an attempt to reverse this degradation trend, the use of economic incentives has increasingly gained prominence in environmental policy. In particular, payments for ecosystem services (PES), a type of economic incentive in which ecosystem services providers voluntarily receive a payment in exchange for the provision of ecosystem services, has increasingly gained relevance worldwide (Salzman et al., 2018). PES aim to enhance environmental conservation by altering the economic costs or benefits associated with targeted pro-environmental actions. However, a large amount of empirical evidence shows that PES, like other economic incentives, could potentially crowd out (or crowd in) intrinsic motivations for environmental conservation, which may sometimes translate into unexpected undesirable overall effects (for reviews, see Bowles and Polania-Reyes, 2012; Rode et al., 2015). Up to date, the conditions under which PES, and economic incentives in general, induce such motivational crowding effects are still not fully understood. In analyzing these effects, economic theory has often taken for granted non-monetary factors of economic incentives because they do not involve changes in prices or incomes. However, experimental evidence show that such factors could be relevant to preventing crowding-out effects or even creating crowding-in effects (e.g., see Ariely et al., 2009; Heyman and Ariely, 2004). In the context of PES, a large proportion of the experimental literature has focused on studying the effect of design features related to the monetary elements of these programs (e.g., Kerr et al., 2012; Kolinjivadi et al., 2019; Midler et al., 2015; Moros et al., 2019; Narloch et al., 2012), while fewer experimental studies have focused on non-monetary factors such as the degree of participation in the design or implementation process (e.g., Jack, 2009; Moros et al., 2019; Vollan, 2008). The present thesis contributes to this line of literature by examining whether PES could be more or less effective when specific non-monetary factors are adjusted in PES design or implementation. This thesis comprises an introductory chapter (Chapter 1) and a concluding chapter (Chapter 5) that serve as an overview of the thesis, together with three research articles (Chapters 2, 3 and 4). In each of the research articles belonging to this thesis, a specific non-monetary factor in the design or implementation context of PES is analyzed. Prior versions of the research articles in chapters 2-4 have been published as working papers on SSRN. Their content is briefly summarized below. Chapter 2 is entitled “Beyond a Market Discourse: Is Framing a Solution to Avoid Motivational Crowding-Out in Payments for Ecosystem Services?” and is co-authored by S. Engel and E. Midler. The goal of this article is to examine the role of the framing of a PES policy in preventing motivational crowding effects. In particular, it focusses on the short- and long-term effects of two dimensions of framing on: 1) using different terms to denote the payment, and 2) emphasizing different types of ecosystem services obtained from nature to motivate its conservation. This article analyses this topic with a lab-in-the-field experiment conducted with 157 farmers from a Colombian municipality. The findings of this article suggest that the framing of a policy could be a rather inexpensive tool to mitigate motivational crowding effects. In particular, a framing that acknowledges forest conservation as an achievement and a framing that emphasizes the cultural ecosystem services obtained from forest results in better conservation outcomes relative to a control framing. Chapter 3 is entitled “Who is Benefiting Downstream? Experimental Evidence on the Relevance of Upstream-Downstream Geographic Distance for Water Provision.” and is co-authored by S. Engel, E. Midler and T. Vorlaufer. The goal of this article is to study the relevance of the social distance between ecosystem service providers and beneficiaries for the short- and long-term motivational crowding effects of a PES policy. This article analyses this topic with a lab-in-the-field experiment in which the salience of social identity is defined by the real geographical distance between ecosystem service providers and beneficiaries, rather than being artificially induced. In particular, the experiment involves 60 rural farmers from a Colombian municipality, whose water provision decisions affected passive downstream beneficiaries in either the same municipality or the capital city of Bogotá. The findings suggest that although sharing a closer place identity with downstream beneficiaries is relevant to determine baseline water provision, it does not affect average motivational crowding effects in the short and long term. Nonetheless, predictions from the econometric analysis of the heterogeneous treatment effects suggest that emphasizing the benefits provided to people with whom upstream providers feel more socially identified could mitigate long-term crowding-out effects on providers with weak levels of place identification, without compromising the short-term effectiveness on farmers with a strong place identity and already high provisioning levels. Therefore, in the absence of a well-defined group of downstream beneficiaries financing a PES program, it could be more effective to emphasize local benefits, rather than the general benefits to society. Chapter 4 is entitled “Behavioral Spillovers from Mixing Conservation Policies in Neighboring Areas: An Experimental Analysis on Fairness Perceptions toward Unequal Policies.” and is co-authored by S. Engel and E. Midler. The goal of this article is to analyze the impact of fairness concerns on the effectiveness of a policy that is implemented in an unequal institutional context. In particular, it compares the effectiveness of implementing a specific economic incentive when a monetary reward is being implemented in a neighboring area, to the effectiveness of implementing the same economic incentive over the entire area. This article analyses this topic with a lab-in-the-field experiment conducted with 276 farmers from a Colombian municipality. In particular, the treatment recreated three institutional contexts: 1) a high priority area where PES are implemented next to a low priority area that is excluded from PES, 2) a protected area with land-use restrictions surrounded by a buffer area where PES are implemented, and 3) a protected area where PES are implemented on top of land-use restrictions, surrounded by a buffer area with only PES. Surprisingly, the findings show that fairness concerns do not increase with the level of inequality between neighbors. Although PES exclusion and simultaneously implementing PES inside and outside a protected area tend to increase fairness concerns and reduce forest conservation relative to the control groups, implementing PES only in the buffer area of a protected area decreases fairness concerns and increases forest conservation by those within the protected area, even after the policies are removed. Overall, this article stresses the relevance of considering the institutional context and context-specific fairness perceptions as a relevant factor when defining the targeting criteria for the implementation of environmental policies.

Purpose: The purpose of this paper is to study the interplay between agile and mechanistic management control and the motivation of the employees affected by them, and thereby contribute to the understanding of how management control interplays with motivation. Research question: How does agile and mechanistic management control interplay with employees’ motivation in the management consulting profession? Methodology: Qualitative research with Semi-structured interviews. Seven management consultants from different firms were interviewed. Findings: Agile management control was found to be somewhat more commonly occurring than mechanistic management control among the respondents. Agile management control was seen as more motivating than mechanistic. Personal development was found to be the most prevalent part of intrinsic motivation in this study. Contributions: This paper contributes to the existing literature by offering a perspective of management control’s interplay with motivation specifically for management consultants. This interplay can be seen as being focused on personal development, possibly due to the employees’ motivation to choose this field.

In the present study, the topic under scrutiny is how Philanthropic Corporate Social Responsibility plays a role within the workplace. This study is being presented due to the fact that CSR is often researched with the frame of reference of marketing, whereas the managerial perspective is not often considered. The research question addressed will take a managerial perspective on CSR and examine if implementing Philanthropic CSR only affects extrinsic factors, or if it also has an intrinsic effect on employee motivation. In this research, the questions undergoing discussion to support the study are 1) To what extent does CSR motivate employees? 2) What involvement level of CSR is required for employee motivation? 3) What level does CSR fit into on Maslow’s Hierarchy of Needs? This thesis focuses mainly on connecting Philanthropic CSR to Maslow’s Hierarchy of Needs. Other supporting theories that will be used include: Herzberg’s Motivation Hygiene Theory, McGregor’s X and Y Theory, Self-Determination Theory, and Motivational Crowding Theory. To conduct the research needed, the authors have conducted a deductive study through a comparative design, obtaining qualitative data by the means of semi structured skype interviews. These interviews focus on American for-profit companies that have CSR in their strategy but focus on profit. The data collected has then been analyzed through a thematic approach. The information obtained suggests that Philanthropic CSR plays a role within the workplace, however, it is not seen as an incentive by employees. Moreover, an employee must be personally involved within the company’s CSR program to fully feel the effects that the program has to offer. This is due to the emotional investments made while participating in the said philanthropy. The conclusion found from this study is that Philanthropic CSR does have an intrinsic effect on employees because of the ‘feel good feeling’ they benefit from when they do participate in the Philanthropic CSR. However, to fully understand the effects of the motivational aspects, further research must be conducted.