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  • 1.  Incentives for Team Members Completing Longitudinal Surveys

    Posted 02-23-2016 10:53

    To all,

     

    My co-author and I are working on a paper in which we want to collect longitudinal data from team members across many organizations located throughout the United States of America. We want to provide some type of incentive for team members to complete all waves of the survey. We therefore thought about giving a financial incentive (e.g., $10 Amazon.com e-gift card) to each respondent who completes all waves of the survey. However, my co-author and I are both at the same institution and our institution says that we have to have each respondent sign a form and provide their social security number for tax purposes. Respondents are obviously not very likely to provide their social security numbers. This is not even mentioning the logistics of having all respondents physically sign a tax form and mail send it to us. The other option presented to us was to provide a tangible gift to each respondent worth less than $50. However, this does not seem feasible to us either because we would either (1) have to mail this gift to each respondent, requiring us to ask for his/her personal address or (2) send a box of these gifts to each organization to hand out, which eliminates the confidentiality of who did or did not participate in all waves of the study. We are therefore wondering if you (1) have any ideas of how to legally financially incentive team members without the respective tax implications or (2) know of another way in which we can incentive team members located in various organizations throughout the country. Any advice you can provide would be very much appreciated. Thanks!

     

    Kevin S. Cruz, Ph.D.

    Assistant Professor of Management

    University of Richmond

    Robins School of Business

    Department of Management

    1 Gateway Rd

    University of Richmond, VA 23173

    Phone: (804) 289-8598

    Fax: (804) 289-8878

    E-mail: kevinscruz@yahoo.com



  • 2.  Incentives for Team Members Completing Longitudinal Surveys

    Posted 02-23-2016 11:16
    we have occasionally used a charitable donation (for example in one study the organization supported the Make a Wish foundation and we donated $2 for every returned questionnaire. Respondents did not receive any direct incentive and it had no tax implications (they also did not get a deduction) but seemed to have worked well for us
    E. Kevin Kelloway, PhD
    Canada Research Chair in Occupational Health Psychology

    President, Canadian Psychological Association


    Psychology Works....At Work

    On Feb 23, 2016, at 11:53 AM, Kevin S. Cruz <00000008d9ce732c-dmarc-request@AOMLISTS.PACE.EDU> wrote:

    To all,
     
    My co-author and I are working on a paper in which we want to collect longitudinal data from team members across many organizations located throughout the United States of America. We want to provide some type of incentive for team members to complete all waves of the survey. We therefore thought about giving a financial incentive (e.g., $10 Amazon.com e-gift card) to each respondent who completes all waves of the survey. However, my co-author and I are both at the same institution and our institution says that we have to have each respondent sign a form and provide their social security number for tax purposes. Respondents are obviously not very likely to provide their social security numbers. This is not even mentioning the logistics of having all respondents physically sign a tax form and mail send it to us. The other option presented to us was to provide a tangible gift to each respondent worth less than $50. However, this does not seem feasible to us either because we would either (1) have to mail this gift to each respondent, requiring us to ask for his/her personal address or (2) send a box of these gifts to each organization to hand out, which eliminates the confidentiality of who did or did not participate in all waves of the study. We are therefore wondering if you (1) have any ideas of how to legally financially incentive team members without the respective tax implications or (2) know of another way in which we can incentive team members located in various organizations throughout the country. Any advice you can provide would be very much appreciated. Thanks!
     
    Kevin S. Cruz, Ph.D.
    Assistant Professor of Management
    University of Richmond
    Robins School of Business
    Department of Management
    1 Gateway Rd
    University of Richmond, VA 23173
    Phone: (804) 289-8598
    Fax: (804) 289-8878



  • 3.  Incentives for Team Members Completing Longitudinal Surveys

    Posted 02-23-2016 11:19
    Hi Kevin,

    Some of my colleagues and myself have good experiences with offering to donate a small amount of money (1 or 2 Euros) to a charity for each completed survey. Participants may even get the option to indicate the charity of their choice. People seem to appreciate this strategy very much. You could consider adding a bonus in case all waves are completed. I don't know what the tax implications would be, though.

    Kind regards,
    Eric

    Op 23 feb. 2016 om 16:53 heeft Kevin S. Cruz <00000008d9ce732c-dmarc-request@AOMLISTS.PACE.EDU> het volgende geschreven:

    To all,

     

    My co-author and I are working on a paper in which we want to collect longitudinal data from team members across many organizations located throughout the United States of America. We want to provide some type of incentive for team members to complete all waves of the survey. We therefore thought about giving a financial incentive (e.g., $10 Amazon.com e-gift card) to each respondent who completes all waves of the survey. However, my co-author and I are both at the same institution and our institution says that we have to have each respondent sign a form and provide their social security number for tax purposes. Respondents are obviously not very likely to provide their social security numbers. This is not even mentioning the logistics of having all respondents physically sign a tax form and mail send it to us. The other option presented to us was to provide a tangible gift to each respondent worth less than $50. However, this does not seem feasible to us either because we would either (1) have to mail this gift to each respondent, requiring us to ask for his/her personal address or (2) send a box of these gifts to each organization to hand out, which eliminates the confidentiality of who did or did not participate in all waves of the study. We are therefore wondering if you (1) have any ideas of how to legally financially incentive team members without the respective tax implications or (2) know of another way in which we can incentive team members located in various organizations throughout the country. Any advice you can provide would be very much appreciated. Thanks!

     

    Kevin S. Cruz, Ph.D.

    Assistant Professor of Management

    University of Richmond

    Robins School of Business

    Department of Management

    1 Gateway Rd

    University of Richmond, VA 23173

    Phone: (804) 289-8598

    Fax: (804) 289-8878

    E-mail: kevinscruz@yahoo.com



  • 4.  Incentives for Team Members Completing Longitudinal Surveys

    Posted 02-23-2016 12:42
    Kevin,

    You might want to look into this issue in more detail.  Ten dollars is a trivial payment.  We conduct studies all of the time that pay participants more than $10, with some studies paying several hundred dollars.  I have never had to collect SSNs to pay participants.  I asked our  business office about this issue a few years ago and this was the response:

    "If a research participant receives more than $600 in a calendar year then the payments are taxed and the participant is entered into a database as a 1099 vendor and will receive a W2 at the end of the year."

    So below $600 dollars there should be no need for a social security number. I recall back in the mid-90s, our IRB wanted a form with name and SSN for a study I was conducting and I fought it successfully.  Not sure who told informed you that you need SSNs, but IRBs may be uninformed.  

    Perhaps the amount for IRS reporting purposes has changed, and I could check if it's helpful.

    Mike Frone

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    Senior Research Scientist
    Research Institute on Addictions
    State University of New York at Buffalo
    1021 Main Street
    Buffalo, New York 14203
    Office:     716-887-2519
    Fax:         716-887-2477
    E-mail:         frone@ria.buffalo.edu
    Alcohol and Illicit Drug Use in the Workforce and Workplace
    RIA Website     Google Scholar    ResearchGate  LinkedIn
    ***************************************************************************
     


    Eric Rietzschel <e.f.rietzschel@RUG.NL>
    Sent by: Organizational Behavior Division Listserv <OB@AOMLISTS.PACE.EDU>

    02/23/2016 11:19 AM

    Please respond to
    Organizational Behavior Division Listserv <OB@AOMLISTS.PACE.EDU>
    To
    		OB@AOMLISTS.PACE.EDU
    cc
    Subject
    		Re: [OB-LIST] Incentives for Team Members Completing Longitudinal Surveys





    Hi Kevin,

    Some of my colleagues and myself have good experiences with offering to donate a small amount of money (1 or 2 Euros) to a charity for each completed survey. Participants may even get the option to indicate the charity of their choice. People seem to appreciate this strategy very much. You could consider adding a bonus in case all waves are completed. I don't know what the tax implications would be, though.

    Kind regards,
    Eric

    Op 23 feb. 2016 om 16:53 heeft Kevin S. Cruz <    00000008d9ce732c-dmarc-request@AOMLISTS.PACE.EDU> het volgende geschreven:

    To all,
     
    My co-author and I are working on a paper in which we want to collect longitudinal data from team members across many organizations located throughout the United States of America. We want to provide some type of incentive for team members to complete all waves of the survey. We therefore thought about giving a financial incentive (e.g., $10 Amazon.com e-gift card) to each respondent who completes all waves of the survey. However, my co-author and I are both at the same institution and our institution says that we have to have each respondent sign a form and provide their social security number for tax purposes. Respondents are obviously not very likely to provide their social security numbers. This is not even mentioning the logistics of having all respondents physically sign a tax form and mail send it to us. The other option presented to us was to provide a tangible gift to each respondent worth less than $50. However, this does not seem feasible to us either because we would either (1) have to mail this gift to each respondent, requiring us to ask for his/her personal address or (2) send a box of these gifts to each organization to hand out, which eliminates the confidentiality of who did or did not participate in all waves of the study. We are therefore wondering if you (1) have any ideas of how to legally financially incentive team members without the respective tax implications or (2) know of another way in which we can incentive team members located in various organizations throughout the country. Any advice you can provide would be very much appreciated. Thanks!
     
    Kevin S. Cruz, Ph.D.
    Assistant Professor of Management
    University of Richmond
    Robins School of Business
    Department of Management
    1 Gateway Rd
    University of Richmond, VA 23173
    Phone: (804) 289-8598
    Fax: (804) 289-8878
    E-mail: kevinscruz@yahoo.com


  • 5.  Incentives for Team Members Completing Longitudinal Surveys

    Posted 02-23-2016 12:21
    Hi Kevin,

    I've had very good luck with movie theater vouchers. You can ship them in an envelope for the cost of a stamp; people appreciate that it's an experience (rather than a nominal amount of cash); and, if you're buying hundreds of them at a time, the big chains will usually give you a break (last time I bought general admission tickets, I got them for under $7 each, whereas the cost of going to a movie is now over $10 for a non-matinee in most places). Incidentally, I've found that the "big C" chain does them for me significantly cheaper than the "big R" chain, but I keep both on hand in case someone lives in a place with one but not the other.

    You also might want to consider a reward system that isn't "all or nothing"--if you're doing an ESM study and collect data over a couple of weeks, you're generally in good shape if you get 80% from each participant. In other words, send them one movie pass for completing an enrollment survey, a second if they complete more than 70%, and a third for a 100% response rate.

    Good luck!

    Keith Leavitt 
    Associate professor, 
    Oregon State University

    Sent from my iPhone

    On Feb 23, 2016, at 7:53 AM, Kevin S. Cruz <00000008d9ce732c-dmarc-request@AOMLISTS.PACE.EDU> wrote:

    To all,

     

    My co-author and I are working on a paper in which we want to collect longitudinal data from team members across many organizations located throughout the United States of America. We want to provide some type of incentive for team members to complete all waves of the survey. We therefore thought about giving a financial incentive (e.g., $10 Amazon.com e-gift card) to each respondent who completes all waves of the survey. However, my co-author and I are both at the same institution and our institution says that we have to have each respondent sign a form and provide their social security number for tax purposes. Respondents are obviously not very likely to provide their social security numbers. This is not even mentioning the logistics of having all respondents physically sign a tax form and mail send it to us. The other option presented to us was to provide a tangible gift to each respondent worth less than $50. However, this does not seem feasible to us either because we would either (1) have to mail this gift to each respondent, requiring us to ask for his/her personal address or (2) send a box of these gifts to each organization to hand out, which eliminates the confidentiality of who did or did not participate in all waves of the study. We are therefore wondering if you (1) have any ideas of how to legally financially incentive team members without the respective tax implications or (2) know of another way in which we can incentive team members located in various organizations throughout the country. Any advice you can provide would be very much appreciated. Thanks!

     

    Kevin S. Cruz, Ph.D.

    Assistant Professor of Management

    University of Richmond

    Robins School of Business

    Department of Management

    1 Gateway Rd

    University of Richmond, VA 23173

    Phone: (804) 289-8598

    Fax: (804) 289-8878

    E-mail: kevinscruz@yahoo.com



  • 6.  overall teamwork measure

    Posted 02-24-2016 05:39

    Dear all,

     

    I'm working on a survey for my next project on teams, and I'm looking for a concise teamwork measure. I know there are very elaborate conceptualization and measures of teamwork (e.g., see references below), but I'm not interested in that for the purpose of this project. Does anybody know a good, previously-validated, and concise measure for teamwork? I look forward to your reactions.

     

    Best,

    Bart de Jong

    VU University Amsterdam

     

     

    Hoegl, M., & Gemuenden, H. G. (2001). Teamwork Quality and the Success of Innovative Projects: A Theoretical Concept and Empirical Evidence. Organization Science, 12(4), 435-449.

    Marks, M. A., Mathieu, J. E., & Zaccaro, S. J. (2001). A Temporally Based Framework and Taxonomy of Team Processes. Academy of Management Review, 26(3), 356-376.

    Rousseau, V., Aubé, C., & Savoie, A. (2006). Teamwork Behaviors: A Review and an Integration of Frameworks. Small Group Research, 37(5), 540-570.

     



  • 7.  overall teamwork measure

    Posted 02-24-2016 08:39
    The classic is this one by Anderson and West. There is a short version too.



    Dr John
    Saudi Arabia 

    On Wednesday, 24 February 2016, Jong, B.A. de <bart.de.jong@vu.nl> wrote:

    Dear all,

     

    I'm working on a survey for my next project on teams, and I'm looking for a concise teamwork measure. I know there are very elaborate conceptualization and measures of teamwork (e.g., see references below), but I'm not interested in that for the purpose of this project. Does anybody know a good, previously-validated, and concise measure for teamwork? I look forward to your reactions.

     

    Best,

    Bart de Jong

    VU University Amsterdam

     

     

    Hoegl, M., & Gemuenden, H. G. (2001). Teamwork Quality and the Success of Innovative Projects: A Theoretical Concept and Empirical Evidence. Organization Science, 12(4), 435-449.

    Marks, M. A., Mathieu, J. E., & Zaccaro, S. J. (2001). A Temporally Based Framework and Taxonomy of Team Processes. Academy of Management Review, 26(3), 356-376.

    Rousseau, V., Aubé, C., & Savoie, A. (2006). Teamwork Behaviors: A Review and an Integration of Frameworks. Small Group Research, 37(5), 540-570.

     



  • 8.  overall teamwork measure

    Posted 02-26-2016 17:57

    Hi Bart,

     

    You said you're looking for a concise measure. The following are not necessarily concise in totality, but perhaps one of the many sub-facets would do the trick:

     

    Campion, M.A., Medsker, G.J., & Higgs, A.C. (1993).  Relations between work group characteristics and effectiveness: A replication and extension.  Personnel Psychology, 49, 429 – 452.

     

    Edmondson, A. (1999). Psychological Safety and Learning Behavior in Work Teams. Administrative Science Quarterly, 44, 350 – 383.

     

    Ohland, M.W., et al. (2012). The comprehensive assessment of team member effectiveness:  Development of a behaviorally anchored rating scale for self- and peer evaluation. Academy of Management Learning & Education, 11, 609 – 630.

     

    Griffin, M.A., Neal, A., & Parker, S.K. (2007). A new model of work role performance: Positive behavior in uncertain and interdependent contexts. Academy of Management Journal, 50, 327 – 347.

     

    Cheers,


    Jeremy

     

     

    From: Organizational Behavior Division Listserv [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Jong, B.A. de
    Sent: Wednesday, February 24, 2016 4:39 AM
    To: OB@AOMLISTS.PACE.EDU
    Subject: [OB-LIST] overall teamwork measure

     

    Dear all,

     

    I'm working on a survey for my next project on teams, and I'm looking for a concise teamwork measure. I know there are very elaborate conceptualization and measures of teamwork (e.g., see references below), but I'm not interested in that for the purpose of this project. Does anybody know a good, previously-validated, and concise measure for teamwork? I look forward to your reactions.

     

    Best,

    Bart de Jong

    VU University Amsterdam

     

     

    Hoegl, M., & Gemuenden, H. G. (2001). Teamwork Quality and the Success of Innovative Projects: A Theoretical Concept and Empirical Evidence. Organization Science, 12(4), 435-449.

    Marks, M. A., Mathieu, J. E., & Zaccaro, S. J. (2001). A Temporally Based Framework and Taxonomy of Team Processes. Academy of Management Review, 26(3), 356-376.

    Rousseau, V., Aubé, C., & Savoie, A. (2006). Teamwork Behaviors: A Review and an Integration of Frameworks. Small Group Research, 37(5), 540-570.