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 missionrelated rewards are unfeasible, organizations that care about both the mission and the bottom line prefer flat wages to incentives.

中文翻译：

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使命和底线：多目标组织的绩效激励

我们通过随机将工人分配到两个奖金计划之一来评估货币激励在以任务为导向的组织中的作用，激励小额信贷计划的绩效（底线）或授权客户（使命）。我们发现信用奖金改善了与信用相关的结果，但破坏了社会使命，而社会奖金并没有损害底线。这些结果与具有生产溢出或亲社会行为的多任务模型一致。我们表明，当与使命相关的奖励不可行时，既关心使命又关心底线的组织更喜欢固定工资而不是激励措施。