HIGHLIGHTS
SUMMARY
Several empirical studies support the positive effects of PFP on job performance (e_g, Chang and Hahn, 2006; Nyberg et_al, 2016; Maltarich et_al, 2017; Kong et_al, 2022). Prior meta-analyses have examined the relationship between PFP and performance (e_g, Jenkins et_al, 1998; Weibel et_al, 2010; Garbers and Konradt, 2014; Kim et_al, 2022), but all were conducted based on the findings of experimental studies. PFP was manipulated using either reward or no reward (Allscheid and Cellar, 1996; Hobson et_al, 2021), and performance was measured in terms of the quantity or quality of completion of specified tasks . . .
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