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Sharing cyber threat intelligence (CTI) can significantly improve the security of information technology (IT) in organizations. However, stakeholders and practitioners are not keen on sharing CTI data due to the risk of exposing their private data and possibly losing value as an organization on the market. We present a model for CTI data sharing that maintains trust and confidentiality and incentivizes the sharing process. The novelty of the proposed model is that it combines two incentive mechanisms: money and reputation. The reputation incentive is important for ensuring trust in the shared CTI data. The monetary incentive is important for motivating the sharing and consumption of CTI data. The incentives are based on a subscription fee and a reward score for activities performed by a user. User activities are considered in the following three fields: producing CTI data, consuming CTI data, and reviewing CTI data. Each instance of user activity is rewarded with a score, and this score generates some value for reputation. An algorithm is proposed for assigning reward scores and for recording the accumulated reputation of the user. This model is implemented on the Hyperledger Fabric blockchain and the Interplanetary File System for storing data off-chain. The implemented prototype demonstrates the feasibility of the proposed model. The provided simulation shows that the selected values and the proposed algorithm used to calculate the reward scores are in accordance with economic laws. [ABSTRACT FROM AUTHOR]

Supporting the basic research or using the results of the ones have been carried out in other countries (especially developed ones), as well as the manner and the extent of support in such a way that it has the greatest socio-economic effects, has always been one of the concerns of science policymakers. Although many of the researches conducted in Iran universities are basic ones, there is no independent institution to direct and support this type of researches. Given that the most relevant institution for supporting basic research in Iran is the National Science Foundation of Iran, the study of the issues related to supporting basic research in this institution has been considered to answer the research question. In this research, with the aim of achieving a policy model for the development and support of basic research in Iran, a qualitative research method with an exploratory strategy was used, and a semi-structured interview method was used to collect data. In addition, data triangulation and researcher triangulation have been used to ensure the validity of the research. A semi-structured interview was conducted with 13 experts, scientific policy and a number of university faculty members. Based on the analysis, the policy model for the development of basic research in Iran includes components such as determining the topic, variety of programs, evaluation system, incentive system and applicability of the research results. It is also suggested to consider a competitive grant system to support basic research; both the priorities of the policy maker and the preferences of the researchers should be considered in choosing and supporting the projects; and while enhancing the peer review system, new methods and technologies should be employed to evaluate projects, proposals, and researchers. [ABSTRACT FROM AUTHOR]

The legal incentives and restrictions regulating investment activities in the construction industry were analyzed. Russia’s current civil law governing construction matters is inadequate for the turbulent economic times. While construction and other related contracts provide general solutions to the urgent tasks, they still fail to offer clear guidelines for navigating the relations amid the changes triggered by the global events such as sanctions or other unilateral coercive measures. This study considers the prospects for improving the existing legal regulations in the construction industry by creating flexible and convenient contractual means to support the economic relations between different entities.

This paper investigates the effects of a guaranteed prize incentive, in the form of an extra score, on student engagement in the quality assurance system (QAS) questionnaires employed for evaluating teaching performance at the University of Malaga. The incentive system aims to counteract declining participation rates and mitigate potential survey fatigue among students. Employing a comprehensive dataset spanning multiple academic years and subjects, the study utilized statistical analyses to evaluate the incentive's effectiveness, considering its potential impact on both final grades and QAS questionnaire outcomes. The results demonstrate a substantial increase in participation rates, with over 85% of students acknowledging the motivating influence of the incentive. However, concerns regarding the compromise of anonymity arose among 40% of students, possibly linked to the physical presence of teachers during the verification process of the QAS questionnaire submission. The statistical analyses raise questions about the incentive's influence on students' final grades while indicating that the incentive system does not significantly affect the results of the QAS questionnaires. The study contributes valuable insights into the complexities of incentivizing student participation in teaching assessments within the higher education landscape. To the best of our knowledge, there are few publications that investigate the use of an additional score as an incentive for students' participation in QAS questionnaires. [ABSTRACT FROM AUTHOR]

Organ transplantation has demonstrated its significant values by its excellent effectiveness in health reconstruction and life survival, where organ donation is a major component in promoting the development of organ transplantation in China. In recent years, an important progress has been made in organ transplantation in China with an annually increased organ donation rate. In spite of this, there is a serious fact confronted by us that the donated organ quantity is insufficient, which may be solved by further improvement of medical science and public health policy. According to the international experience, an incentive system may improve the organ donation rate effectively although the hidden ethic property of the incentive system itself may have an essentially conflict with the altruism contained in the organ donation. Therefore, in this article, the property of the incentive system, the interaction between organ donation and incentive system and the ethic justification of the system was reviewed, aiming to provide a reference for the further development of the organ donation and transplantation business in China. [ABSTRACT FROM AUTHOR]

Sharing cyber threat intelligence (CTI) can significantly improve the security of information technology (IT) in organizations. However, stakeholders and practitioners are not keen on sharing CTI data due to the risk of exposing their private data and possibly losing value as an organization on the market. We present a model for CTI data sharing that maintains trust and confidentiality and incentivizes the sharing process. The novelty of the proposed model is that it combines two incentive mechanisms: money and reputation. The reputation incentive is important for ensuring trust in the shared CTI data. The monetary incentive is important for motivating the sharing and consumption of CTI data. The incentives are based on a subscription fee and a reward score for activities performed by a user. User activities are considered in the following three fields: producing CTI data, consuming CTI data, and reviewing CTI data. Each instance of user activity is rewarded with a score, and this score generates some value for reputation. An algorithm is proposed for assigning reward scores and for recording the accumulated reputation of the user. This model is implemented on the Hyperledger Fabric blockchain and the Interplanetary File System for storing data off-chain. The implemented prototype demonstrates the feasibility of the proposed model. The provided simulation shows that the selected values and the proposed algorithm used to calculate the reward scores are in accordance with economic laws.

With the popularization of electric vehicles (EVs), the charging behavior of users will inevitably affect the power grid in the process of vehicle-to-grid (V2G). It is particularly important to consider the behavior characteristics and charging habits of EV users to guide their charging behavior. This paper presents a hybrid demand response (HDR) strategy based on price-sensitive demand response (PSDR), as well as incentive-based demand response (IBDR) strategy. PSDR strategy based on time-of-use (TOU) price is to guide EV users charging behavior by implementing dynamic TOU price. IBDR strategy is to put forward a charging point accumulation mechanism based on incentive subsidies and set charging reward and punishment points for different types of users according to the type of users. Then converting the TOU price into the form of points and setting a limited value for incentive points in combination with peak and valley periods to obtain the HDR strategy. Considering the uncertainty of users’ response, the model of users’ participation response is established. The multi-objective optimization model of reward and punishment coefficient and unit integral value is established by comprehensively considering various benefits. Finally, simulation results show that this strategy can effectively improve the adhesion of EV users and reduce the impact of their charging on the power grid.

This paper investigates the effects of a guaranteed prize incentive, in the form of an extra score, on student engagement in the quality assurance system (QAS) questionnaires employed for evaluating teaching performance at the University of Malaga. The incentive system aims to counteract declining participation rates and mitigate potential survey fatigue among students. Employing a comprehensive dataset spanning multiple academic years and subjects, the study utilized statistical analyses to evaluate the incentive’s effectiveness, considering its potential impact on both final grades and QAS questionnaire outcomes. The results demonstrate a substantial increase in participation rates, with over 85% of students acknowledging the motivating influence of the incentive. However, concerns regarding the compromise of anonymity arose among 40% of students, possibly linked to the physical presence of teachers during the verification process of the QAS questionnaire submission. The statistical analyses raise questions about the incentive’s influence on students’ final grades while indicating that the incentive system does not significantly affect the results of the QAS questionnaires. The study contributes valuable insights into the complexities of incentivizing student participation in teaching assessments within the higher education landscape. To the best of our knowledge, there are few publications that investigate the use of an additional score as an incentive for students’ participation in QAS questionnaires.

Copyright of REMAH Journal is the property of Research & Development of Human Recourses Center (REMAH) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The purpose of the paper is to explore how an individualized incentive system could increase professors' motivation to contribute to the university's mission to become entrepreneurial in transition countries. The paper proposes a conceptual analysis that draws on the principal-agent problem to examine incentives that may stimulate institutional change. It considers the framework of a university becoming entrepreneurial and assumes that the principal is dean while the agent is a professor. It contributes to the national innovation system literature by providing new insights about the institutional change in transition countries. The contribution is threefold: it distinguishes between an ordinary and an entrepreneurial university, it explains relationship between micro and meso levels in the process of institutional change towards entrepreneurial university, it refines knowledge on individualized incentive system acting as a motivation for professors to contribute to university becoming entrepreneurial. The paper challenges studies that dismiss the micro level role of human agency in institutional change. The conceptual arguments have important managerial implications for all public and private institutions. [ABSTRACT FROM AUTHOR]

Introduction/background: The process of motivating project team members involves creating the conditions that will increase their commitment to the project, which in turn will translate into the achievement of the set goals. A key element of this process is to recognise the individual needs of each team member and thus provide the right tools and conditions for work. Thanks to an in-depth analysis of the ways in which a project team is motivated in a selected company, it is possible to introduce changes to the current motivation system while ensuring its effective impact on current and future project team members. Aim of the paper: The aim of the paper was to identify and evaluate ways of motivating the project team in a selected distribution company and to develop recommendations for the use of effective ways of motivation. Materials and methods: In this paper, a survey was conducted using an online questionnaire. The survey questionnaire was divided into two parts. The first, the information part, contained five metric questions, while the second, the core part, consisted of nineteen closed questions. The respondents were members of the project team at the selected distribution company. Results and conclusions: The conducted research made it possible to identify ways and sources of motivation available in the analysed company, which in turn contributed to the assessment of the effectiveness of the motivation system. The research also made it possible to develop recommendations for proposed improvements in the way project team members are motivated. [ABSTRACT FROM AUTHOR]

Introduction. The problem of the effectiveness of the pedagogical education system remains one of the most discussed topics in modern professional discourse. A large proportion of leaders of the educational industry and representatives of the expert community are convinced that graduates of pedagogical universities and colleges are not sufficiently prepared for independent professional activity and deflect from work in their field. The refusal of graduates to be employed by occupation is associated mainly with the poor quality of students’ practical training in universities. Criticising the low attendance rates of young professionals in schools, analysts often ignore the conditions of employment in educational institutions. Meanwhile, the appearance of a new form of statistical observation of OO-1 and OO-2 on open access makes it possible not only to track the results of employment of graduates of the vocational education system in schools across the country, but also to compare them with the conditions for hiring: the current workload on staff and the level of teachers’ salaries.The aim of the present research was to find the dependence of the results of pedagogical graduates’ employment by occupation on the conditions of employment in schools: the level of teachers’ salaries and workload in the regions of Russia.Methodology and research methods. The research methodological framework is a structural approach based on applied research procedures (observation, description, comparison, counting, measurement, modelling, etc.), according to which general scientific (comparative, retrospective analysis, systematisation, generalisation) and statistical research methods (statistical and correlation analysis, etc.) were employed. The analysis of official documents of educational authorities of different levels and educational institutions, scientific publications and forms of federal statistical observation of OO-1 and OO-2 was conducted. The processing of regional educational statistics was carried out using the Online Analytical Processing technology, which makes it possible to obtain OLAP cubes and form analytical slices in accordance with emerging research tasks. The slices were studied in detail using the Analysis ToolPak addin procedures and the statistical functions of the Excel library. In the course of the analysis, the authors performed the calculation of measures of the statistical relationship between the studied variables and their graphic visualisation.Results. This study established a high level of pedagogical labour market segmentation by territorial and qualification-age criteria of employees. The effects of influence on the part of state and public institutions and practices, leading to systematic discrimination of certain groups of educators, were revealed. Regional data provide the examples of discrimination against young teachers in remuneration, both in the process of employment due to the lack of qualification grades, and in the process of work, as a consequence of the inaccessibility to payments from the incentive part of the salary fund of schools. It is shown that the improvement of the results of pedagogical graduates’ employment by occupation is related to the improvement of the wage system, increasing the base rates and reducing the intra-industry differentiation of earnings among workers of different ages.Practical significance. The authors are convinced that this article will clarify the approaches for adjusting the mechanism for distributing the wages fund of schools, develop measures to attract young people to teaching and ensure the elimination of the shortage of personnel in the education system.

The incorporation of public organizations is meant to improve their efficiency and contribution to national and local economies. In Japan, incorporation has been implemented at the national and local levels since the late 1990s. This process alters the incentive system comprising intellectual property (IP) ownership, managerial freedom, and rent sharing, which promotes IP commercialization. This study assesses the economic consequences of the incentive system reform, taking the example of a public innovation intermediary, Kohsetsushi. Unlike the incorporation of national universities, the incorporation of Kohsetsushi is at the discretion of local governments. Therefore, there should be a comparative advantage for both incorporated and unincorporated Kohsetsushi. A dataset representative of both types of Kohsetsushi was established to estimate the average treatment effects on the treated (ATT), identify the type of selection into incorporation, and discuss the economic consequences of endogenous selection by local governments. The counterfactual analysis of licensing income revealed a negative ATT of incorporation and negative selection into not choosing incorporation. Incorporated Kohsetsushi would have had higher licensing income had they not been incorporated. The evidence does not support comparative advantage. The unintended consequence might have been caused by the lack of harmonization between the incentive and evaluation systems.

Purpose: The aim of the research was to assess the impact of the COVID-19 pandemic on the preferences of employees belonging to generation Z regarding the selected elements of the incentive system. Design/methodology/approach: The research was conducted in 2018, in Poland before the outbreak of the Covid-19 pandemic and repeated during its duration in June 2021. Each time the research group consisted of 200 respondents belonging to generation Z working in Polish enterprises. In the standardized questionnaire used in our study, the representatives of the generation Z were asked to assign importance to 22 elements of the incentive system broken down into financial, non-financial and non-material incentives. The degree of importance of a given motivator was assumed as a measure of employees' preferences. Findings: The research results indicate that the duration of the pandemic caused a change in the preferences of young workers in terms of the ways of motivating them by employers. This applied to a greater extent to men rather than to women. The greatest increase in the value of the importance rank took place in the case of remote work, work in a state-owned enterprise and the health benefits system offered by the employer. The period of the pandemic increased the sense that young Poles were in danger of losing their jobs and having their salaries reduced. This is evidenced in particular by the increased importance of job opportunities in a state-owned enterprise and the amount of remuneration. Originality/value: The paper is mainly addressed to people responsible for shaping the incentive system. All the main motivators were included in the study, which provided a holistic view of how the preferences of young Poles belonging to generation Z changed under the influence of the COVID-19 pandemic. In the context of the pandemic, usually selected motivators are examined, especially the hybrid work model. [ABSTRACT FROM AUTHOR]

Haidilao (HDL) is the No. 1 hot pot restaurant chain in China and is also one of the most successful Chinese restaurant chains in the world. The company provides Sichuan-flavored hot pot with high-quality service. Its rapid expansion started in 2010, reaching a total of over 900 company-owned restaurants worldwide by June of 2020. The two main factors behind Haidilao’s consistent success are its corporate culture based on Chinese traditional philosophy, and an innovative incentive mechanism. Zhang Yong, the founder of the company, is one of the most famous Chinese entrepreneurs, known not only for his successful business endeavors, but also for the manner in which he treats his customers and employees. This paper gives overviews of the company’s history and qualified service, then focuses on its corporate culture and its unique incentive system. Recent issues including the management of Haidilao in the midst of the COVID-19 pandemic are mentioned in the conclusion, as well as challenges that might arise in the future.

The COVID-19 pandemic has caused a loss of the sense of financial security among employees. The consequence is decreased productivity, affecting employers who also suffer related costs. Actions to support employees' financial wellness are therefore important and necessary, especially in the case of those working in the strategic sector ensuring national energy security. The main aim of the article is to present, from the theoretical and practical point of view, the essence and role of Employee Financial Wellness Programs (EFWPs) in the creation of an effective incentive system in energy sector companies in Poland during the crisis caused by the COVID-19 pandemic. The following research methods were used: critical analysis of source literature, comparative analysis of existing data and the descriptive method with elements of deductive reasoning. In order to collect primary data, the indirect survey method was used, namely, the CAWI Internet survey technique, which was addressed to the main energy generation sector entities in the country. The research has shown that financial wellness instruments are new to the Polish market, where they have been in limited operation since 2021. It was confirmed that some companies in the energy sector are using such innovative tools, but they also show the need and interest to implement more extensive and comprehensive Employee Financial Wellness Programs that will reduce the financial stress of employees while motivating them to work more efficiently during the COVID-19 pandemic. [ABSTRACT FROM AUTHOR]

Introduction/background: The issue of employee motivation in project teams is one of the key challenges that arise in the project management process, as the success of a project largely depends on the level of employee engagement. Creating an effective incentive system that increases the level of employee commitment to projects every day is key to the success of the company. However, this is not an easy process, as the recipe for the right motivation methods that employees would be fully satisfied with does not exist. Aim of the paper: The aim of the paper was to identify and evaluate the incentive system in project management carried out on the example of a selected multinational manufacturing company producing industrial automation. Materials and methods: The research tool was a survey questionnaire consisting of six metric questions to clarify the socio-demographic characteristics of the respondents and fifteen closed questions relating to the incentive system of the company under study. The subject of the study was one of the world's largest automation and industrial IT companies. Results and conclusions: The results of the study made it possible to assess the effectiveness of the incentive system in the studied enterprise, to indicate the range of tools that managers can use to motivate members of project teams and to formulate recommendations or recommendations for the studied enterprise. [ABSTRACT FROM AUTHOR]

[Purpose/Significance] The factors and active mechanism that affect the research data sharing of faculty are investigated, and the incentive system to promote the research data sharing is proposed, which is beneficial to the occurrence of research data sharing.[Method/Process] WJX, WeChat public account and QQ are used as the research platform and the combination of questionnaires and interviews is used to analyze the influencing factors and mechanism of data sharing among faculty of local colleges. On this basis, the incentive system and strategies to improve the data sharing among faculty in local universities in China are proposed.[Results/Conclusions] The survey results show that benefits, sharing channels, sharing experiences, sharing atmosphere, and costs directly affect the data sharing among faculty, and the age, education, professional title, subject, and post indirectly affect the data sharing of faculty. By strengthening the theoretical knowledge of scientific research data sharing to improve the awareness of scientific data sharing, taking certain incentive measures to improve the enthusiasm of faculty to participate in data sharing, and adopting the mode of "passing, helping, and bringing" to improve the scientific research ability of faculty, we may promote the data sharing behavior of faculty in local colleges and universities in China.

The development of global supply chains, market liberalization, and new business trends have contributed to creating more competition in the market and increasing demand. Logistics companies strive to generate revenue by providing services of a higher scope and level of quality, while cost minimization is often associated with a system of calculating salaries and employee benefits. The fluctuation of workers is one of the current problems faced by a large number of companies, so the development of a system that will improve conditions and motivate workers is very important. The paper proposes a model for evaluating work performance and calculating bonuses for employees in the warehouse. The model considers the main performance indicators that refer to work engagement in terms of the number of picked items and presence at the workplace. The sensitivity analysis of the model established the convenience and universality of the application.

The article describes the main problems in the system of stimulation of work of pedagogical workers of University, as well as secondary and primary professional education, the necessity of creation of effective system of stimulation and motivation of teachers on the basis of an effective contract.

Introduction: Employees incentive scheme is one of the main components of human resource management in any modern organization. A properly functioning incentive system enabling an effective motivation process allows to utilize the potential and commitment of employees, which directly affects the efficient functioning of a given facility. The aim of the study was to establish the hierarchy of motivational factors and the relationships that exist between them in the group of nurses working in one of the network of healthcare centers in the city of Kraków. Materials and methods: The survey was conducted among 79 nurses working in several healthcare centers. The study uses the method of a diagnostic survey with the use of a research technique in the form of a questionnaire. The questionnaire contained demographics questions and the "Self assesment scale of work motivators" by Stefan Tokarski. Results: The study uses the terms "dominant motive" and "meaningless motive". The research showed that the most numerous group of respondents chose "job security" as the dominant motive. At the lowest level in the hierarchy of respondents were "possibility of promotion" and "independence". The research also uses the term "leading motive", which was designated as the one with the highest score in the hierarchyof respondents' motives, but not necessarily the dominant motive. Conclussions: Research has shown a relationship between seniority and the choice of the leading motive. Among the respondents, the group with work experience over 20 years showed significant leading motives. These included "job security", "relationships with colleagues" and "earnings". The remaining groups did not show any visible leading motives. The research also showed a relationship between education and the classification of motivators. The group with a master's degree assessed the relations with their superiors significantly lower compared to other motivating factors. [ABSTRACT FROM AUTHOR]

Hospital is a health service provider organization which always strives to provide satisfactory services so that customers continue to seek the Hospital's services to obtain the required health services. A hospital also demands loyalty from its employees. Therefore, behavior outside the job description (extra role) of the nurse is necessary in a hospital. One of the extra-role behaviors expected of the nurse by the hospital is organizational citizenship behavior (OCB). This study aims to analyze the influence of nurses' perceptions on incentive systems and job satisfaction on OCB. The number of respondents studied was 100 nurses in the inpatient care using a purposive sampling method. The method used in this study was structural equation model (SEM) with the partial least square (PLS) approach using SmartPLS 3.0 software. The results has shown that the perception of the nurses on the incentive system had an effect on the OCB through job satisfaction, so that a positive perception of the nurses on the incentive system would result in higher job satisfaction that would improve OCB.

Copyright of Experimental Technology & Management is the property of Experimental Technology & Management Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article analyzes the management culture of Russian companies, especially one of the methods of managing employees’ labor behavior — gaslighting. Gaslighting is a manipulation of human behavior based on psychological violence. To get the conclusion that gaslighting has become the norm in the management culture of Russian companies, the author analyzed the term “gaslighting” and compared this phenomenon with the situations in the corporate management strategies of various company managers. The purpose of the article is to analyze elements of the management culture of Russian companies, identify destructive manipulations of labor behavior, their impact on the level of staff remuneration, and assess the consequences of gaslighting in staff remuneration on the company’s viability and stability of its management system. Based on the generalization results, the author concludes that the use of specific techniques in company management causes significant harm, although, at first glance, one can talk about a positive effect, especially about saving financial resources. The regular creation of failures in the form of setting tasks that cannot be completed, due to the lack of real and objective opportunities, forms employees’ “learned helplessness syndrome”. Often, gaslighting is used when calculating employees’ salaries and is integrated into the payment system. The inability to get the desired remuneration reduces employees’ self-esteem, resulting in a loss of interest in the work. In this case, the situation when the employee is informed that the reason for his or her failures lies in himself/herself is especially harmful and dangerous (he or she did not try hard enough, did not make enough effort, and did not have the right qualifications or experience). The employee is convinced that something is wrong with him or her, comparing themselves with others who achieve and earn. In this case, the manager loses control over the situation with such a team member. When such employees become critically numerous in the company, one can talk about the loss of control over the company, which can lead to its degradation and decline. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has caused a loss of the sense of financial security among employees. The consequence is decreased productivity, affecting employers who also suffer related costs. Actions to support employees’ financial wellness are therefore important and necessary, especially in the case of those working in the strategic sector ensuring national energy security. The main aim of the article is to present, from the theoretical and practical point of view, the essence and role of Employee Financial Wellness Programs (EFWPs) in the creation of an effective incentive system in energy sector companies in Poland during the crisis caused by the COVID-19 pandemic. The following research methods were used: critical analysis of source literature, comparative analysis of existing data and the descriptive method with elements of deductive reasoning. In order to collect primary data, the indirect survey method was used, namely, the CAWI Internet survey technique, which was addressed to the main energy generation sector entities in the country. The research has shown that financial wellness instruments are new to the Polish market, where they have been in limited operation since 2021. It was confirmed that some companies in the energy sector are using such innovative tools, but they also show the need and interest to implement more extensive and comprehensive Employee Financial Wellness Programs that will reduce the financial stress of employees while motivating them to work more efficiently during the COVID-19 pandemic.

In this article the questions of motivation are considered through the prism of motivation management on the basis of understanding the specifics of the state of motivational and need sphere of civil servants. The results of the analysis of the features of labor motivation during the personnel audit in the regional authorities of one of the subjects of the Russian Federation, which confirms the thesis of the need to distinguish motivation from satisfaction. The paper presents an analysis of studies of domestic and foreign authors on the specifics of the motivation of civil servants. It is concluded that most of the studies contain recommendations aimed at improving the satisfaction of employees, rather than improving the efficiency and effectiveness of their activities. Based on the analysis, the main elements of the system of incentives for civil servants were developed.

The introduction of an effective contract into the Russian public sector was due to the need to ensure compliance regarding wages and the quality of services provided. A review of existing studies on contract relationships within academia and practices to stimulate publication activity in Russian and foreign universities has shown that the key factors influencing scientific activity by university teachers are internal motivation, favorable academic environment, and relationships in a team. This paper analyzes two systems of stimulation of publication activity in higher education: a rating of scientific activity and a system of the effective contract. To analyze the introduction of an effective contract in educational organizations, researchers primarily use methods of content analysis of normative legal acts and sociological surveys. Based on data about the publication activity of teachers of the Institute over 6 years (3 years before the introduction of an effective contract and 3 years after), the authors conducted an econometric study of the impact of an effective contract on the quantity and quality of publications. To test the hypothesis the authors used a fixed effect model, a random effects model, and pooled ordinary least squares and least squares dummy variable. In this article the authors suggest a methodology for assessing the impact of an effective contract on the publication activity of university teachers. The authors conclude that salary and incentive payments, as well as participation in conferences and teacher training, have had a significant positive impact on the number of publications. The quality of publications was significantly influenced by incentive payments and professional development. The introduction of an effective contract had an impact only on the total number of publications.

Copyright of Çalışma ve Toplum is the property of Calisma ve Toplum and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Technical question and answer (Q&A) websites provide a platform for developers to communicate with each other by asking and answering questions. Stack Overflow is the most prominent of such websites. With the rapidly increasing number of questions on Stack Overflow, it is becoming difficult to get an answer to all questions and as a result, millions of questions on Stack Overflow remain unsolved. In an attempt to improve the visibility of unsolved questions, Stack Overflow introduced a bounty system to motivate users to solve such questions. In this bounty system, users can offer reputation points in an effort to encourage users to answer their question. In this paper, we study 129,202 bounty questions that were proposed by 61,824 bounty backers. We observe that bounty questions have a higher solving-likelihood than non-bounty questions. This is particularly true for long-standing unsolved questions. For example, questions that were unsolved for 100 days for which a bounty is proposed are more likely to be solved (55%) than those without bounties (1.7%). In addition, we studied the factors that are important for the solving-likelihood and solving-time of a bounty question. We found that: (1) Questions are likely to attract more traffic after receiving a bounty than non-bounty questions. (2) Bounties work particularly well in very large communities with a relatively low question solving-likelihood. (3) High-valued bounties are associated with a higher solving-likelihood, but we did not observe a likelihood for expedited solutions. Our study shows that while bounties are not a silver bullet for getting a question solved, they are associated with a higher solving-likelihood of a question in most cases. As questions that are still unsolved after two days hardly receive any traffic, we recommend that Stack Overflow users propose a bounty as soon as possible after those two days for the bounty to have the highest impact. [ABSTRACT FROM AUTHOR]