Misplaced Pages

Alyce M. Dickinson: Difference between revisions

Article snapshot taken from Wikipedia with creative commons attribution-sharealike license. Give it a read and then ask your questions in the chat. We can research this topic together.
Browse history interactivelyNext edit →Content deleted Content addedVisualWikitext
Revision as of 14:36, 31 December 2024 editHockmana (talk | contribs)80 edits Created new page for Alyce M. Dickinson—professor emeritus at Western Michigan who contributed to the early work on incentive programs in organizational behavior management.Tag: Visual edit  Revision as of 17:05, 31 December 2024 edit undoIra Leviton (talk | contribs)Extended confirmed users332,354 edits Fixed references. Please see Category:CS1 errors: bare URL, Category:CS1 errors: dates, Category:CS1 errors: missing periodical, and Category:CS1 errors: missing title.Next edit →
Line 1: Line 1:
'''Alyce M. Dickinson''' is professor emeritus at ] where she taught and researched ] (OBM) for 35 years. Dickinson made early contributions to the field of OBM as co-editor of a handbook on organizational behavior management.<ref>{{Cite web |title=Amazon.com: Promoting Excellence Through Performance Management (Journal of Organizational Behavior Management, Vol 11, No 1) (Journal of Organizational Behavior Management, Vol 11, No 1): Books: William K., Ph.D. Redmon,Alyce M. Dickinson |url=https://www.amazon.com/Promoting-Excellence-Performance-Management-Organizational/dp/1560240156 |archive-url=http://web.archive.org/web/20070715021400/http://www.amazon.com:80/Promoting-Excellence-Performance-Management-Organizational/dp/1560240156 |archive-date=2007-07-15 |access-date=2024-12-31 |website=www.amazon.com}}</ref> '''Alyce M. Dickinson''' is professor emeritus at ] where she taught and researched ] for 35 years. Dickinson made early contributions to the field as co-editor of a handbook on organizational behavior management.<ref>{{Cite web |title=Amazon.com: Promoting Excellence Through Performance Management (Journal of Organizational Behavior Management, Vol 11, No 1) (Journal of Organizational Behavior Management, Vol 11, No 1): Books: William K., Ph.D. Redmon,Alyce M. Dickinson |url=https://www.amazon.com/Promoting-Excellence-Performance-Management-Organizational/dp/1560240156 |archive-url=http://web.archive.org/web/20070715021400/http://www.amazon.com:80/Promoting-Excellence-Performance-Management-Organizational/dp/1560240156 |archive-date=2007-07-15 |access-date=2024-12-31 |website=www.amazon.com}}</ref>


== Career == == Career ==
Dickinson completed her BA in psychology at ], MA in industrial/organizational psychology at ], and PhD in applied behavior analysis at ]. She served on the faculty of Western Michigan for 35 years (1984–2020) where she chaired the ] program for 25 years. Dickinson completed her bachelor of arts degree in psychology at ], master's of arts degree in industrial/organizational psychology at ], and PhD degree in applied behavior analysis at ]. She served on the faculty of Western Michigan for 35 years (1984–2020) where she chaired the ] program for 25 years.


Her primary research areas are reward and incentive systems and organizational systems analysis.<ref>{{Cite journal |last=Johnson |first=Douglas A. |last2=Dickinson |first2=Alyce M. |last3=Huitema |first3=Bradley E. |date=2008 |title=The effects of objective feedback on performance when individuals receive fixed and individual incentive pay |url=https://onlinelibrary.wiley.com/doi/abs/10.1002/piq.20003 |journal=Performance Improvement Quarterly |language=en |volume=20 |issue=3-4 |pages=53–74 |doi=10.1002/piq.20003 |issn=1937-8327}}</ref><ref>{{Cite journal |last=McGee |first=Heather M. |last2=Dickinson |first2=Alyce M. |last3=Huitema |first3=Bradley E. |last4=Culig |first4=Kathryn M. |date=2006-12 |title=The Effects of Individual and Group Monetary Incentives on High Performance |url=https://eric.ed.gov/?id=EJ843583 |journal=Performance Improvement Quarterly |language=en |volume=19 |issue=4 |pages=107–130 |doi=10.1111/j.1937-8327.2006.tb00387.x |issn=0898-5952}}</ref> In several studies, she looked at the effects of individual and small group monetary incentives on the performance and satisfaction of employees. Findings suggested that the introduction of feedback had stronger effects on performance than incentives alone.<ref>{{Cite journal |last=Bucklin |first=Barbara R. |last2=McGee |first2=Heather M. |last3=Dickinson |first3=Alyce M. |date=2004-03-29 |url=https://www.tandfonline.com/doi/abs/10.1300/J075v23n02_05 |doi=10.1300/j075v23n02_05 |issn=0160-8061}}</ref><ref>{{Cite journal |last=Garbers |first=Yvonne |last2=Konradt |first2=Udo |date=2014 |title=The effect of financial incentives on performance: A quantitative review of individual and team-based financial incentives |url=https://bpspsychub.onlinelibrary.wiley.com/doi/abs/10.1111/joop.12039 |journal=Journal of Occupational and Organizational Psychology |language=en |volume=87 |issue=1 |pages=102–137 |doi=10.1111/joop.12039 |issn=2044-8325}}</ref><ref>{{Cite journal |title=Employee-Focused Incentive-Based Programs |url=https://www.taylorfrancis.com/chapters/edit/10.4324/9780429324840-13/employee-focused-incentive-based-programs-amy-henley |journal=Taylor & Francis |language=en |doi=10.4324/9780429324840-13/employee-focused-incentive-based-programs-amy-henley |archive-url=http://web.archive.org/web/20210625191729/https://www.taylorfrancis.com/chapters/edit/10.4324/9780429324840-13/employee-focused-incentive-based-programs-amy-henley |archive-date=2021-06-25}}</ref> Her primary research areas are reward and incentive systems and organizational systems analysis.<ref>{{Cite journal |last=Johnson |first=Douglas A. |last2=Dickinson |first2=Alyce M. |last3=Huitema |first3=Bradley E. |date=2008 |title=The effects of objective feedback on performance when individuals receive fixed and individual incentive pay |url=https://onlinelibrary.wiley.com/doi/abs/10.1002/piq.20003 |journal=Performance Improvement Quarterly |language=en |volume=20 |issue=3-4 |pages=53–74 |doi=10.1002/piq.20003 |issn=1937-8327}}</ref><ref>{{Cite journal |last=McGee |first=Heather M. |last2=Dickinson |first2=Alyce M. |last3=Huitema |first3=Bradley E. |last4=Culig |first4=Kathryn M. |date=December 2006 |title=The Effects of Individual and Group Monetary Incentives on High Performance |url=https://eric.ed.gov/?id=EJ843583 |journal=Performance Improvement Quarterly |language=en |volume=19 |issue=4 |pages=107–130 |doi=10.1111/j.1937-8327.2006.tb00387.x |issn=0898-5952}}</ref> In several studies, she looked at the effects of individual and small group monetary incentives on the performance and satisfaction of employees. Findings suggested that the introduction of feedback had stronger effects on performance than incentives alone.<ref>{{Cite journal |last=Bucklin |first=Barbara R. |last2=McGee |first2=Heather M. |last3=Dickinson |first3=Alyce M. |date=2004-03-29 |title=The Effects of Individual Monetary Incentives With and Without Feedback |url=https://www.tandfonline.com/doi/abs/10.1300/J075v23n02_05 |journal=Journal of Organizational Behavior Management |volume=23 |issue=2–3 |pages=65–94 |doi=10.1300/j075v23n02_05 |issn=0160-8061}}</ref><ref>{{Cite journal |last=Garbers |first=Yvonne |last2=Konradt |first2=Udo |date=2014 |title=The effect of financial incentives on performance: A quantitative review of individual and team-based financial incentives |url=https://bpspsychub.onlinelibrary.wiley.com/doi/abs/10.1111/joop.12039 |journal=Journal of Occupational and Organizational Psychology |language=en |volume=87 |issue=1 |pages=102–137 |doi=10.1111/joop.12039 |issn=2044-8325}}</ref><ref>{{Cite journal |title=Employee-Focused Incentive-Based Programs |url=https://www.taylorfrancis.com/chapters/edit/10.4324/9780429324840-13/employee-focused-incentive-based-programs-amy-henley |journal=Taylor & Francis |language=en |doi=10.4324/9780429324840-13/employee-focused-incentive-based-programs-amy-henley |archive-url=http://web.archive.org/web/20210625191729/https://www.taylorfrancis.com/chapters/edit/10.4324/9780429324840-13/employee-focused-incentive-based-programs-amy-henley |archive-date=2021-06-25}}</ref>


Dickinson was an advisor to 79 students while at Western Michigan: 60 master’s students and 19 PhD students. Many of her students have gone on to lead successful careers in research, universities, and corporate settings.<ref>{{Cite web |title=DougJohnson - Association for Behavior Analysis International |url=https://www.abainternational.org/constituents/bios/dougjohnson.aspx |access-date=2024-12-31 |website=www.abainternational.org}}</ref><ref>{{Cite web |title=HeatherMcGee - Association for Behavior Analysis International |url=https://www.abainternational.org/constituents/bios/heathermcgee.aspx |access-date=2024-12-31 |website=www.abainternational.org}}</ref> Dickinson served on the editorial boards of the '''', ] and the '']''. Dickinson was an advisor to 79 students while at Western Michigan: 60 master’s students and 19 PhD students. Many of her students have gone on to lead successful careers in research, universities, and corporate settings.<ref>{{Cite web |title=DougJohnson - Association for Behavior Analysis International |url=https://www.abainternational.org/constituents/bios/dougjohnson.aspx |access-date=2024-12-31 |website=www.abainternational.org}}</ref><ref>{{Cite web |title=HeatherMcGee - Association for Behavior Analysis International |url=https://www.abainternational.org/constituents/bios/heathermcgee.aspx |access-date=2024-12-31 |website=www.abainternational.org}}</ref> Dickinson served on the editorial boards of the '''', ] and the '']''.

Revision as of 17:05, 31 December 2024

Alyce M. Dickinson is professor emeritus at Western Michigan University where she taught and researched organizational behavior management for 35 years. Dickinson made early contributions to the field as co-editor of a handbook on organizational behavior management.

Career

Dickinson completed her bachelor of arts degree in psychology at Lycoming College, master's of arts degree in industrial/organizational psychology at Fairleigh Dickinson University, and PhD degree in applied behavior analysis at Western Michigan University. She served on the faculty of Western Michigan for 35 years (1984–2020) where she chaired the Industrial and organizational psychology program for 25 years.

Her primary research areas are reward and incentive systems and organizational systems analysis. In several studies, she looked at the effects of individual and small group monetary incentives on the performance and satisfaction of employees. Findings suggested that the introduction of feedback had stronger effects on performance than incentives alone.

Dickinson was an advisor to 79 students while at Western Michigan: 60 master’s students and 19 PhD students. Many of her students have gone on to lead successful careers in research, universities, and corporate settings. Dickinson served on the editorial boards of the Journal of Organizational Behavior Management, The Behavior Analyst, and the Journal of Applied Behavior Analysis.

Awards and Honors

Selected Works

  • Dickinson, A. M. (2005). Are we motivated by money? Some results from the laboratory. Performance Improvement, 44(2), 18–24. https://doi.org/10.1002/pfi.4140440306
  • Dickinson, A. M. (2000). The historical roots of organizational behavior management in the private sector: The 1950s–1980s. Journal of Organizational Behavior Management, 20(3/4), 9–58. https://doi.org/10.1300/J075v20n03_02
  • Johnson, D., & Dickinson, A. M. (2010). Employee of the month programs: Do they really work? Journal of Organizational Behavior Management, 30(4), 308–32. http://dx.doi.org/10.1080/01608061.2010.520144
  • Slowiak, J., M., Dickinson, & A. M., Huitema, B. (2011). Self-solicited feedback: Effects of hourly pay and individual monetary incentive pay. Journal of Organizational Behavior Management, 31(1), 3–20. https://doi.org/10.1080/01608061.2011.541816

References

  1. "Amazon.com: Promoting Excellence Through Performance Management (Journal of Organizational Behavior Management, Vol 11, No 1) (Journal of Organizational Behavior Management, Vol 11, No 1): Books: William K., Ph.D. Redmon,Alyce M. Dickinson". www.amazon.com. Archived from the original on 2007-07-15. Retrieved 2024-12-31.
  2. Johnson, Douglas A.; Dickinson, Alyce M.; Huitema, Bradley E. (2008). "The effects of objective feedback on performance when individuals receive fixed and individual incentive pay". Performance Improvement Quarterly. 20 (3–4): 53–74. doi:10.1002/piq.20003. ISSN 1937-8327.
  3. McGee, Heather M.; Dickinson, Alyce M.; Huitema, Bradley E.; Culig, Kathryn M. (December 2006). "The Effects of Individual and Group Monetary Incentives on High Performance". Performance Improvement Quarterly. 19 (4): 107–130. doi:10.1111/j.1937-8327.2006.tb00387.x. ISSN 0898-5952.
  4. Bucklin, Barbara R.; McGee, Heather M.; Dickinson, Alyce M. (2004-03-29). "The Effects of Individual Monetary Incentives With and Without Feedback". Journal of Organizational Behavior Management. 23 (2–3): 65–94. doi:10.1300/j075v23n02_05. ISSN 0160-8061.
  5. Garbers, Yvonne; Konradt, Udo (2014). "The effect of financial incentives on performance: A quantitative review of individual and team-based financial incentives". Journal of Occupational and Organizational Psychology. 87 (1): 102–137. doi:10.1111/joop.12039. ISSN 2044-8325.
  6. "Employee-Focused Incentive-Based Programs". Taylor & Francis. doi:10.4324/9780429324840-13/employee-focused-incentive-based-programs-amy-henley. Archived from the original on 2021-06-25.
  7. "DougJohnson - Association for Behavior Analysis International". www.abainternational.org. Retrieved 2024-12-31.
  8. "HeatherMcGee - Association for Behavior Analysis International". www.abainternational.org. Retrieved 2024-12-31.
  9. ^ "WMU psychology professor honored with lifetime achievement award | Western Michigan University". wmich.edu. Retrieved 2024-12-31.
  10. "Distinguished Member Awards - OBM Network". www.obmnetwork.com. Archived from the original on 2024-12-21. Retrieved 2024-12-31.
  11. "Psychology faculty earn awards | Western Michigan University". wmich.edu. Retrieved 2024-12-31.