Project report (M. Eng.)--Virginia Polytechnic Institute and State University, 1991. / Abstract. Includes bibliographical references (leaves 83-86). Also available via the Internet.

Indiana University-Purdue University Indianapolis (IUPUI) / This paper aims to reproduce the voice effect in a pay-for-performance (PFP) environment, ultimately to uncover how affective measures can be leveraged in analyzing the effectiveness of PFP programs. Historically, the effectiveness of PFP programs has been measured by readily available metrics like sales quotas or widgets produced such that effective PFP programs would increase the amount of sales or widgets produced. Using affective measures like pay satisfaction and perceptions of fairness can supplement objective measures in the future. 410 participants with a percentage of their pay involved in PFP participated in this study via MTurk. Employee voice was hypothesized to positively influence perceptions of pay system satisfaction and pay level satisfaction through the mediating effects of procedural (PJ) justice and distributive justice (DJ) respectively. Results yielded significant, positive relationships between voice, PJ, and pay system satisfaction as well as voice, DJ, and pay level satisfaction. Relationships were stronger the more pay the employee had that was variable in the PFP program. These findings suggest that employees are more likely to be satisfied with their pay and the amount of pay in the PFP program as their opportunity to voice their opinions about PFP increase.

This case is based on a semiconductor equipment supplier which was a branch in Taiwan. The research is about analyzing how the influence of compensation system reform on employees¡¦ pay satisfaction & organizational commitment through by employees¡¦ pay-for-performance perceptions and justice perceptions on reformed compensation system. By doing that, we can understand the performance of the new system. The result of the research could be provided to the company for reference for next compensation system reformed. The result of the research is summarized as below: 1. Employees¡¦ pay-for-performance perceptions of reformed compensation system has positive impact on value commitment and commitment-to-stay. For justice perceptions has positive impact on value commitment. 2. Employees¡¦ justice perceptions of reformed compensation system has positive impact on pay satisfaction. 3. Employees¡¦ pay satisfaction of reformed compensation system has positive impact on value commitment and commitment-to-stay. 4. Pay-for-performance perceptions and justice perceptions of reformed compensation system will impact on value commitment and commitment-to-stay through pay satisfaction.

The current study investigated the effectiveness of a task clarification meeting and consistent task specific feedback on the completion of customer service tasks by servers at a local sit-down restaurant. The current study also investigated whether customers tip based on social convention (i.e., adjust a tip based on bill percentage according to the quality of customer service received) and whether customer service quality ratings were related to task completion and tip percentage. A list of tasks that should be completed during the course of table-service was developed into a survey through meetings with a restaurant manager. In experiment 1, task completion, tip percentage, and customer service quality data were collected by customers and completed surveys were left on the table as feedback for participants to find. The task clarification meeting and task specific customer feedback increased task completion for two of the three participants, tips were not related to task completion, task completion was moderately and significantly related to customer service quality, and customer service quality was not significantly related to tip percentage. In experiment 2, data were collected by the lead experimenter and completed surveys were vocally and visually reviewed by the experimenter with the server. The task clarification meeting and task specific experimenter feedback increased task completion for all three participants and tips were not related to task completion. Implications of the data as they relate to previous research on feedback and pay-for-performance schedules are discussed.

Orientation: The design of remuneration plans and pay-for-performance is recognised as a long-standing management practice. Almost all remuneration plans include incentive and bonus schemes in order to motivate the desired performance of individuals by rewarding them based on performance.Research purpose: The primary aim of the study was to assess how different pay-for-performance remuneration plans affect performance.Motivation for the study: Research and literature indicates that pay-forperformance can indeed influence employee performance; however there are instances where there are negative effects associated with pay-forperformance. Pay-for-performance is in instances considered controversial owing to the large remuneration packages that executives in particular receive.Research design, approach and method: The research methodology that was utilised was a quantitative study, by undertaking a structured cross sectional survey of executives and managers. The survey was distributed to 201 potential respondents and the results of 118 respondents were utilised in the data analysis. Four different types of pay-for-performance plans were assessed, namely Merit Pay, Bonus Pay, Full Shares, and Share Appreciation Rights. Expectancy Theory was utilised as a basis in an attempt to explain the motivation of executives and managers with respect to the influence that different types of pay-for-performance plans have on performance.Main findings/results: All of the pay-for-performance plans were found to have a positive effect on the motivation of employees; however it was found that the most significant factor relating to motivation of employees was expectancy as opposed to the preference of the type of reward (valence). The rewards preferences, as determined by this study, in order of preference were Merit Pay, Full Shares, Bonus Pay, and Share Appreciation Rights.Practical/Managerial implications: This study confirms that it is more important to understand individuals and what motivates them than the actual rewards offered. Different rewards have different motivational effects, however the reward itself is not the dominant determinant with regards to motivational as a whole.Contribution/value-add: This study further clarifies the influence that different pay-for-performance remuneration plans have on the future performance of executives and managers. / Dissertation (MBA)--University of Pretoria, 2011. / Gordon Institute of Business Science (GIBS) / unrestricted

No description available.

The federal government is often criticized for performance that fails to meet the public's expectations. Its traditional pay system receives much of the blame for rewarding seniority instead of performance. While everyone agrees that performance matters, they don't always agree on the best way to improve it. My research investigates human resource management strategies designed to motivate better performance and productivity. Specifically, I examine the credibility and feasibility of implementing pay for performance throughout the federal government and identify ways that managers can promote greater productivity through human capital investment. I conduct an extensive review of work motivation theories and synthesize findings from previous academic and government studies in order to develop models that are tailored to the federal workplace. I test these models using federal survey data from the Merit Principles Surveys of 2000 and 2005. A variety of attitudes, perceptions, expectations, and work environment factors are expected to influence job performance. Findings reveal that pay for performance belief and success are greatly affected by performance management, fair treatment in all personnel matters, supervisory fairness in decision-making, and organizational culture. Further results indicate that managers can markedly improve productivity by ensuring employees are highly engaged in their work, delivering effective performance management, providing a supportive organizational culture, and giving employees adequate resources and training. With federal agencies constantly striving to improve performance and productivity, these findings have practical implications for government as they suggest ways that public managers can achieve better performance and greater productivity through increased work motivation.

Syfte: Syftet med denna uppsats är att undersöka och beskriva vilka likheter och skillnader som finns inom användandet av ersättningsmodellen pay for performance (P4P), inom hälso- och sjukvården, i Sverige och Storbritannien under tidsavgränsningen 1980–tal till 2000–tal.  Metod: Uppsatsen är skriven som en komparativ studie mellan två länder och materialet som samlats in har hämtats från tidigare studier och artiklar och är således en sekundär litteraturstudie.  Resultat: En av de stora skillnaderna som uppenbarats under undersökningen är att det skiljer sig stort mellan hur mycket vårdgivarna själva kan påverka den ekonomiska ersättningen och till vem den betalas ut. Det finns även kopplingar mellan införandet av prestationsbaserade ersättningsmodeller och de politiska förändringsprocesser som skett, det har visat sig att det finns kopplingar mellan den återhållsamma ekonomin som präglade 1980-talet, och införandet av P4P under 1990-talet. / Abstract  Purpose: The purpose of this study is to investigate and describe the similarities and differences regarding the management model Pay for performance (P4P) in health-care in Sweden and Great Britain. The chosen time delimitation for this study is the years between the 1980´s and the 21st century. Method: This thesis is a comparative study of two countries and the material collected has been taken from earlier studies and articles and is thus a secondary review.  Results: One of the big differences between the two countries, which is shown in this study, is that it differs greatly between how much the care providers themselves could influence the financial compensation, and to whom it is paid. There are also connections between the restrained economy that characterized the 1980´s and the implementation of P4P during the 1990´s.

Background: Recently, health plans have initiated pay-for-performance (P4P) programs to incentivize pharmacies to focus on medication-related quality measures. Little research exists as to what attributes help a pharmacy to perform well in a P4P program. Objectives: This study aimed to: (1) propose a conceptual framework evolved from theories pertaining to economic, psychology, and organizational behavior disciplines that may contribute to a pharmacy's performance in a financial incentive program; (2) develop theoretically-derived questionnaires designed to elicit from pharmacists and pharmacy management pharmacy characteristics and pharmacy personnel factors thought to be associated with achieving quality measures specified for a pharmacy P4P program; (3) psychometrically assess these two newly developed questionnaires designed to collect information from community pharmacies eligible to participate in a pharmacy P4P program; (4) assess the magnitude of the relationship between pharmacy-related and construct redundancy of latent variables identified in objective 3; and (5) examine pharmacy factors' association with community pharmacies achieving quality measures in a pharmacy P4P program. Methods: Two survey instruments were created from a theoretically-derived conceptual framework to measure pertinent pharmacy characteristics and pharmacy personnel factors using a multi-step, mixed-methods process. Questionnaire development entailed semi-structured interviews, item generation, expert content validation, and cognitive debriefings. Developed questionnaires were evaluated in a non-experimental, cross-sectional survey of pharmacists and pharmacy management. Pharmacy personnel surveyed for this study were affiliated with pharmacies in Inland Empire Health Plan's (IEHP's) community pharmacy network. Using items measured in each questionnaire, specified groups of items were hypothesized to have a certain underlying latent variable. Latent variables hypothesized for items measured in the pharmacist questionnaire included: (1)"adherence management -services," (2)"adherence management-counseling," (3) "asthma management," (4) "pharmacist-prescriber relationship," (5) "chronic disease management," (6) "non-dispensing ability," and (7) "workload impact". For items measured in the pharmacy management questionnaire, eight latent variables were hypothesized: (1) "program understanding," (2) "program financial salience," (3) "program involvement," (4) "organization's adaptability," (5) "organization's innovativeness," (6) "organization's proactiveness," (7) "organization's risk-taking." and (8) "organization's focal emphasis." For hypothesized latent variables with four or more items, the value thresholds of three assessment indexes were employed as criteria to evaluate each measurement model's goodness-of-fit. Indexes included: (1) 2 test statistic (i.e.,>0.05), (2) root mean square error of approximation (RMSEA) (i.e., 0.05), and (3) comparative fit index (CFI) (i.e.,>0.95). The statistical significance of item factor loadings was assessed for latent variables with (1) four or more items deemed to have adequate model fit per index criteria and (2) only three items, for which goodness-of-fit may not be assessed. Structural modeling was used to explore associations between (1) pairs of latent variables with adequate model fit and/or statistically significant factor loadings; and (2) latent variables with medication-related quality measures. The strength of associations among latent variable pairs was measured with correlation coefficients. Latent variable pairs with significant correlations greater than 0.50 were evaluated for construct redundancy, for which a change in CFI was used as the comparison criteria to determine whether the latent variables are better represented as one (i.e., (CFI<-0.01) or two constructs (i.e., (CFI ≥ -0.01). Mediation-related quality measures specified as dependent variables in structural models included: diabetes medication adherence, hypertension medication adherence, hypercholesterolemia medication adherence, absence of controller therapy in patients with asthma, use of high-risk medications in elderly, and generic dispensing rate. Results: The empirically derived conceptual framework outlined four major domains proposed for consideration when evaluating pharmacy P4P programs: (1) incentive; (2) pharmacy; (3) other influencing factors; and (4) P4P program measures. From this framework, two questionnaires were developed with the aim of measuring pharmacists' and pharmacy management's pharmacy attitudes and perspectives of a community pharmacy P4P program. The pharmacist survey instrument consisted of five sections: (i) community pharmacy P4P program; (ii) pharmacy services; (iii) pharmacist workload; (iv) pharmacy practice site; and (v) pharmacist's background. The pharmacy management questionnaire consisted of four sections: (i) pharmacy P4P program; (ii) pharmacy organization's characteristics; (iii) pharmacy practice site; and (iv) respondent's background information. Among the 604 pharmacies invited to participate, pharmacists from 114 unique pharmacies (19%) and pharmacy management from 100 unique pharmacies (17%) participated in the survey. This study identified psychometrically validated measurement models for latent constructs with items measured in the pharmacist ("adherence management-counseling," "asthma management," "workload impact" ) and pharmacy management ("program involvement," "organization's innovativeness," "organization's proactiveness," "organization's risk-taking" ) questionnaires). With the exception of "program involvement," the latent constructs measured in the pharmacy management questionnaire were identified to be significantly correlated (𝛹>0.50, p<0.001) and more parsimoniously represented as one factor rather than two (∆CFI<-0.01). No significant associations were identified in exploratory analyses of validated measurement models from the pharmacist questionnaire with targeted medication-related quality measures in IEHP's community pharmacy P4P program. Conclusion: This study collected data for two questionnaires evaluating (1) pharmaceutical care services conceptualized to be associated with targeting medication-related quality measures and (2) pharmacy management's attitudes toward a pharmacy P4P program. Furthermore, psychometric assessment of each questionnaire supplied initial validity evidence for three constructs for the pharmacist questionnaire ("adherence management-counseling," "asthma management," and "workload impact" ) and four constructs for the pharmacy management questionnaire ("program involvement," "organization's innovativeness," "organization's proactiveness," and "organization's risk-taking" ). Subsequent validation of these latent constructs in larger sample sizes is required. Continued study of pharmacy factors and their association with medication-related quality measures is needed to improve our understanding of pharmacies' performance in financial incentive programs. As pharmacy organizations are increasingly integrated into more financial incentive programs aimed at targeting process- and outcomes-related quality measures, it is essential to be able to measure pharmacy and management factors in order to determine which factor(s) impact pharmacy performance.

Thesis advisor: Julie Mortimer / Essays on the effects of health policy payment systems in long-term care and end-of-life care institutions are studied. In the arena of long-term care, state Medicaid agencies have recently implemented pay-for-performance (P4P) programs to address poor quality of care in nursing homes. Using facility-quarter level data from 2003 to 2010, we evaluate the effects of Medicaid nursing home P4P programs on clinical quality measures, relying on variation in the timing of P4P implementation across states. Further, we exploit variation in the structure of states' programs to investigate whether programs that reward certain dimensions of quality are associated with larger improvements. We find P4P decreases the incidence of adverse clinical outcomes by as much as 8%, and the improvements are concentrated among the measures that experienced an increase in their relative returns and share strong commonalities in production. In the Hospice industry, changes to the current reimbursement system are mandated by the Patient Protection and Affordable Care Act. The motivation stems from noticeable hospice utilization changes since the Medicare Hospice Benefit (MHB) introduced a per-diem reimbursement in 1983. This research analyzes the abilities of a multi-tiered payment system, and a simpler two-part pricing system, to accurately match Medicare payments with hospice patient costs. Both systems improve on the current payment mechanism, while two-part pricing is the only system to maintain access to care for all MHB eligible patients. In addition, consumer disutility incurred by driving to airports is estimated and used to define air travel markets. Though an accurate definition of an economic market is important for any study of industry, there is no rule governing what exactly constitutes a market. To define a market we must ask the question ``between which products do consumers substitute,'' knowing that the answer to this question will depend on how ``close'' products are to one another in product space, as well as how close they are to one another, and to consumers, in geographic space. We estimate a discrete choice model of air travel demand that uses known information about the locations of products and consumers, which allows us to study substitution patterns among air travel products at different airports. We evaluate the commonly used city-pair and airport-pair definitions of a market for air travel, and conclude that a city-pair is the appropriate definition. We also employ the Hypothetical Monopolist test for antitrust market definition, as defined by the Department of Justice and Federal Trade Commission, and conclude that the relevant geographic market for antitrust analysis is frequently more narrowly defined as an airport-pair. / Thesis (PhD) — Boston College, 2013. / Submitted to: Boston College. Graduate School of Arts and Sciences. / Discipline: Economics.