rewards
The belief that an employee can reward and punish other employees is measured with three, seven-point items.
Using six items, the scale measures the belief that a particular salesperson with whom a consumer interacted used compliance tactics based on immediate, superficial factors (threats and promises) not directly related to the product itself.
The enjoyment a consumer experiences by being involved in programs offered by companies that give rewards for helping to recruit new customers is measured with three, seven-point Likert-type items. The sentences are phrased such that they make most sense for those who have participated in such programs.
The scale uses four, seven-point items to measure how much a person expresses a chronic motivation after having achieved a short-term goal to take advantage of behavior that is inconsistent with a long-term goal.
How much a person wants something rewarding as soon as possible is measured in this scale with ten, seven-point Likert-type items.
How much a person believes the nature of a specific reward is not only acceptable but motivates him/her to accomplish something is measured with three, seven-point uni-polar items.
A person’s admission of deserving punishment and desire to punish one’s self is measured with four, seven-point Likert-type items.
With seven items, the scale measures the extent to which a person generally believes that people get what they deserve in life because “the world” is fair.
How much a person believes that, as a result of some accomplishment or experience, he/she is justified in buying something for self as a reward is measured by five, seven-point items.
A customer’s belief that he/she deserved special treatment or reward from the retailer because of his/her purchase is measured with three, seven-point semantic differentials.