中文摘要
除了金钱之外，什么方式最能激励工作团队？利用一项随机田野实验，我检验了领取固定工资的劳动者对私下排名激励还是对公开认可反应更好，以及形象动机是否会挤出内在动机。450所南非学校的学校供餐团队被随机分配到以下四组：(i) 通过排名信息获得私下反馈，(ii) 通过象征性奖项获得公开认可，(iii) 同时获得反馈与奖项，或 (iv) 不接受任何干预。分析得出两个主要发现。第一，虽然私下反馈和公开奖项在单独提供时更为有效，但就提升努力水平而言，获得绩效反馈比公开认可的作用更大。第二，形象动机会挤出内在动机，对低能力团队尤为明显。这表明，提供绩效反馈可以成为利用内在动机、改善服务供给的有效政策，其效果胜过利用形象动机的机制。
Abstract
Aside from money, what works best to incentivize work teams? Using a randomized field experiment, I test whether fixed-wage workers respond better to private rank incentives or public recognition, and whether image motivation crowds out intrinsic motivation. School-feeding teams in 450 South-African schools were randomly assigned to (i) receiving private feedback through rank information, (ii) public recognition through symbolic award, (iii) both feedback and award, or (iv) no intervention. The analysis yields two main findings. First, while private feedback and public award are more effective when offered separately, receiving feedback on performance boosts effort more than public recognition. Second, image motivation crowds out intrinsic motivation, especially for low-ability teams. This suggests that providing performance feedback can be an effective policy for leveraging intrinsic motivation and improving service delivery, more so than mechanisms leveraging image motivation.