Contingent reward, punishment and employee performance
Data files
Nov 07, 2023 version files 61.78 KB
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273_coded_datasheet_with_demographic_variables.xlsx
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README.md
Dec 01, 2023 version files 78.58 KB
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273_coded_datasheet_with_demographic_variables.xlsx
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README.md
Abstract
Background: This paper investigated the connection between transactional leadership styles, contingent rewards, punishments, and employee performance while emphasizing employee engagement's mediating role. Existing research has predominantly focused on isolated associations between contingent rewards, punishment, and employee performance, leaving gaps in the empirical exploration of these mediating mechanisms. To address this research gap, our study has introduced a conceptual framework to understand the multifaceted connection between contingent rewards, punishment, and their effects on employee performance, with a specific emphasis on the mediating function of employee engagement.
Methods: We involved 273 full-time non-clinical healthcare professionals employed in NABH-accredited hospitals in Jharkhand, India. A structured survey instrument was employed for data collection from the specific survey participants, with the investigation of the research hypotheses conducted through the application of partial least squares-structural equation modeling (PLS-SEM).
Results: Preliminary findings suggested that contingent rewards and punishment do not directly influence employee performance. Instead, our study highlighted the critical mediating role of employee engagement, particularly its dimensions of Vigor, absorption, and dedication.
Conclusions: This research has underscored rewards and punishments as essential tools for influencing employee behaviour, motivation, and performance. Employee engagement, as a multifaceted construct, not only benefits individual employees but also significantly impacts overall organizational performance and success.
README
- Title: Coded respondent's survey data to analyze the impact of contingent rewards and punishments on employee performance, while employee engagement plays a mediating role.
- Introduction: This study has introduced a conceptual framework to understand the multifaceted connection between contingent rewards, punishment, and their effects on employee performance, with a specific emphasis on the mediating function of employee engagement. This study contained 4 major study variables. To measure these constructs well-established measurement scales have been employed. A total of 49 items (6 demographic variables and 43 study variables items) were used to conduct the survey.
3. Dataset Description:
Source: data was obtained from non-clinical healthcare professionals who are basically not directly related to direct patient care services. They are responsible for all the supportive and auxiliary healthcare services who are working in the NABH-accredited hospitals, in India. All 5 functional departments were included such as operations, general administration, quality assurance, patient care services, and the health insurance department.
Data collection methods: A non-experimental survey-based questionnaire was distributed online and offline to the respondents. A purposive sampling technique was followed. Respondents were provided a consent form where they were assured that any time of the survey, they could leave without any accountability. All personal details will be kept confidential.
Data coding: The datasheet contains two sections. Demographic variables were captured through categorical scales and study variables were based on 5-item Likert scales where 5 =strongly agree, 4= agree, 3= neutral, 2= disagree, 1= strongly disagree. Items with negative intentions were coded reversely. There was no missing data, outliers and data transformations happened.
Demographic variables.
1) Gender: Male- 1/ Female – 2 / Prefer not to say – 3
2) Marital status: Bachelor – 1 / Married- 2 / Divorced- 3
3) Age: Less than 22yrs -1 / 22-27 years. – 2 / 28 -33yrs. – 3 / 34 -39yrs. – 4 / Above 40yrs. – 5
4) Educational Qualifications: Upto class-xii (PUC) – 1 / Diploma -2 / Graduate – 3 / Post graduate -4 / Others -5
5) Year of experience in current organization: Less than 2 yrs -1 /2-5yrs – 2 / 5-8 yrs -3 /8-11yrs. - 4 / 11-14 yrs - 5 / More than 14 yrs. – 6
6) Total work experience: Less than 3 yrs -1 /3-6 yrs -2 /6-9 yrs -3 /9-11 yrs -4 / More than 11 yrs - 5
Study variables:
i. Contingent Rewards – CR
ii. Contingent Punishment – CP
iii. Employee Performance – EP
iv. Vigor – V
v. Absorption – A
vi. Dedication - D
Measurement scales:
Variable Name | No. of Items | Measurement Scales |
---|---|---|
Contingent Rewards (CR) | 8 items | (Podsakoff P. M., MacKenzie, Moorman, & Fetter, 1990) and (MacKenzie, Podsakoff, & Rich, 2001) |
Contingent Punishment (CP) | ||
Vigor (V) | 17 items | (Schaufeli W. B., Salanova, Roma, & Bakker, 2002) |
Absorption (A) | ||
Dedication (D) | ||
Employee Performance (EP) | 18 items | (Villagrasaa, Barrada, Río, & Koopmans, 2019) |
Measurement scale items:
Variables name | Item Codes | Item Statements |
---|---|---|
Contingent Rewards (CR) | CR1 | My supervisor always gives me positive feedback when I perform well. |
CR2 | My supervisor gives me special recognition when my work is very good. | |
CR3 | My supervisor commends me when I do a better-than-average job. | |
CR4 | My supervisor compliments me personally when I do outstanding work. | |
CR5 | My supervisor does not acknowledge my good performance frequently. | |
Contingent Punishments (CP) | CP1 | My supervisor would indicate his/her disapproval if I performed at a low level. |
CP2 | My supervisor informed me about my poor performance. | |
CP3 | My supervisor points it out to me when my productivity is not up to par. | |
Vigor (V) | V1 | When I get up in the morning, I feel like going to work. |
V2 | At my work, I feel bursting with energy. | |
V3 | At my work I always persevere, even when things do not go well. | |
V4 | I can continue working for very long periods of time. | |
V5 | At my job, I am very resilient, mentally. | |
V6 | At my job, I feel strong and vigorous. | |
Absorption (A) | A1 | When I am working, I forget everything else around me. |
A2 | Time flies when I am working | |
A3 | I get carried away when I am working. | |
A4 | It is difficult to detach myself from my job. | |
A5 | I am immersed in my work. | |
A6 | I feel happy when I am working intensely. | |
Dedication (D) | D1 | To me, my job is challenging. |
D2 | My job inspires me. | |
D3 | I am enthusiastic about my job. | |
D4 | I am proud of the work that I do. | |
D5 | I find the work that I do full of meaning and purpose. | |
Employee Performance (EP) | EP1 | I managed to plan my work so that I finished it on time |
EP2 | I kept in mind the work result I needed to achieve | |
EP3 | I was able to set priorities | |
EP4 | I was able to carry out my work efficiently | |
EP5 | I managed my time well | |
EP6 | On my own initiative, I started new task when my old tasks were completed | |
EP7 | I took on challenging tasks when they were available | |
EP8 | I worked on keeping my job-related knowledge up to date | |
EP9 | I worked on keeping my work skills up to date | |
EP10 | I came up with creative solutions for new problems | |
EP11 | I took on extra responsibilities. | |
EP12 | I continually sought new challenges in my work | |
EP13 | I actively participated in meetings and/or consultations | |
EP14 | I complained about minor work-related issues at work | |
EP15 | I made problems at work bigger than they were | |
EP16 | I focused on the negative aspects of the situation at work instead of the positive aspects | |
EP17 | I talked to colleagues about the negative aspects of my work | |
EP18 | I talked to people outside the organization about the negative aspects of my work |
Final Questionnaire
Demographic variables.
1) Gender:
Male
Female
Prefer not to say.
2) Marital status:
Bachelor
Married
Divorced
3) Age:
Less than 22yrs
22-27 years.
28 -33yrs.
34 -39yrs.
Above 40yrs.
4) Educational Qualifications:
Up to class-xii (PUC)
Diploma
Graduate
Postgraduate
Others
5) Year of experience in current organization:
Less than 2 yrs
2-5yrs
5-8 yrs
8-11yrs.
11-14 yrs
More than 14 yrs.
6) Total work experience :
Less than 3 yrs
3-6 yrs
6-9 yrs
9-11 yrs
More than 11 yrs.
Study variables:
i. Contingent Rewards – CR
ii. Contingent Punishment – CP
iii. Employee Performance – EP
iv. Vigor – V
v. Absorption – A
vi. Dedication - D
Measurement scales:
Variable Name | No. of Items | Measurement Scales | |
---|---|---|---|
Contingent Rewards (CR) | (Podsakoff P. M., MacKenzie, Moorman, & Fetter, 1990) and (MacKenzie, Podsakoff, & Rich, 2001) | ||
Contingent Punishment (CP) | |||
Vigor (V) | (Schaufeli W. B., Salanova, Roma, & Bakker, 2002). | ||
Absorption (A) | |||
Dedication (D) | |||
Employee Performance (EP) | 18 items | (Villagrasaa, Barrada, Río, & Koopmans, 2019) |
Measurement scale items:
Variable Codes | Item Statements | Strongly Agree (5) | Agree (4) | Neutral (3) | Disagree (2) | Strongly Disagree (1) |
---|---|---|---|---|---|---|
CR1 | My supervisor always gives me positive feedback when I perform well. | |||||
CR2 | My supervisor gives me special recognition when my work is very good. | |||||
CR3 | My supervisor commends me when I do a better-than-average job. | |||||
CR4 | My supervisor compliments me personally when I do outstanding work. | |||||
CR5 | My supervisor does not acknowledge my good performance frequently. | |||||
CP1 | My supervisor would indicate his/her disapproval if I performed at a low level. | |||||
CP2 | My supervisor informed me about my poor performance. | |||||
CP3 | My supervisor points it out to me when my productivity is not up to par. | |||||
V1 | When I get up in the morning, I feel like going to work. | |||||
V2 | At my work, I feel bursting with energy. | |||||
V3 | At my work I always persevere, even when things do not go well. | |||||
V4 | I can continue working for very long periods of time. | |||||
V5 | At my job, I am very resilient, mentally. | |||||
V6 | At my job, I feel strong and vigorous. | |||||
A1 | When I am working, I forget everything else around me. | |||||
A2 | Time flies when I am working | |||||
A3 | I get carried away when I am working. | |||||
A4 | It is difficult to detach myself from my job. | |||||
A5 | I am immersed in my work. | |||||
A6 | I feel happy when I am working intensely. | |||||
D1 | To me, my job is challenging. | |||||
D2 | My job inspires me. | |||||
D3 | I am enthusiastic about my job. | |||||
D4 | I am proud of the work that I do. | |||||
D5 | I find the work that I do full of meaning and purpose. | |||||
EP1 | I managed to plan my work so that I finished it on time | |||||
EP2 | I kept in mind the work result I needed to achieve | |||||
EP3 | I was able to set priorities | |||||
EP4 | I was able to carry out my work efficiently | |||||
EP5 | I managed my time well | |||||
EP6 | On my own initiative, I started new task when my old tasks were completed | |||||
EP7 | I took on challenging tasks when they were available | |||||
EP8 | I worked on keeping my job-related knowledge up to date | |||||
EP9 | I worked on keeping my work skills up to date | |||||
EP10 | I came up with creative solutions for new problems | |||||
EP11 | I took on extra responsibilities. | |||||
EP12 | I continually sought new challenges in my work | |||||
EP13 | I actively participated in meetings and/or consultations | |||||
EP14 | I complained about minor work-related issues at work | |||||
EP15 | I made problems at work bigger than they were | |||||
EP16 | I focused on the negative aspects of the situation at work instead of the positive aspects | |||||
EP17 | I talked to colleagues about the negative aspects of my work | |||||
EP18 | I talked to people outside the organization about the negative aspects of my work |