Mission and the Bottom Line: Performance Incentives in a Multigoal Organization
研究在使命导向型组织中，货币激励如何影响员工对盈利目标和社会使命的权衡，发现盈利奖金提升业绩但损害使命，而使命奖金不损害盈利，对多目标组织设计有参考价值。
Abstract We assess the role of monetary incentives in a mission-oriented organization by randomly assigning workers to one of two bonus schemes, incentivizing either the performance of a microcredit program (bottom line) or the empowerment of clients (mission). We find that the credit bonus improved credit-related outcomes but undermined the social mission, while the social bonus did not harm the bottom line. These results are consistent with a multitasking model with production spillovers or with prosocial behavior. We show that when mission-related rewards are not feasible, organizations that care about both the mission and the bottom line prefer flat wages to incentives.