The Effect of Non-Monetary Rewards on Employee Performance in Massive Open Online Courses


  • Pradorn Sureephong Chiang Mai university
  • Winai Dahlan Halal Science Center Chulalongkorn University.
  • Suepphong Chernbumroong Chiang Mai University
  • Yootthapong Tongpaeng Chiang Mai university



Employee performance, Massive open online course, VIE Theory, Non-mandatory reward.


A challenge for organizations is to increase employee performance and motivation, since the most crucial asset of every organization is manpower. Many companies and factories have started implementing online training platforms under the concept of “Massive Open Online Courses (MOOCs)” in their workplace to foster employee performance. Previously, the mobile application called “HSC MOOC” which is provided by the Halal Science Center, Chulalongkorn Univer-sity, Thailand functioned as a solution that encourages self-learning on online platforms at companies in Thailand. However, the main barrier or risk that occurs when implementing an online platform is the user’s motivation, since the dropout rate is considered as a serious issue regarding MOOCs. Thus, incentive and re-ward were added to online training programs which aimed to motivate employees. Many types of rewards were provided for employees who had met their own company’s expectations. Recently, psychology research papers have illustrated that non-monetary rewards seem to provide greater results on the side of employee’s motivation. However, not all types of non-monetary rewards provide positive impact on employee’s motivation. Therefore, the aim of this research is to present the effect of different non-monetary rewards on employee performance. Ninety volunteer employees from a food manufacturing company in Chiang Mai, Thailand participated in this research. The experiment was divided into two sections. The first section aimed to measure the motivation of employees which based on different non-monetary rewards. The questionnaire for measuring Valence, Instrumentality, and Expectancy variables (VIE theory) was deployed to test employee motivation in 3 different groups; “Tangible Non-Monetary Re-wards”, “Social Non-Monetary Rewards” and “Job Related Non-Monetary Re-wards”. The test consisted of 10 items using a 5-point Likert scale. The second experiment aimed to reveal which type of non-monetary reward is the most suitable for motivating employees in participating and completing the course in MOOCs. Participants in different groups were assigned to learn via MOOCs on their mobile device within a period of 30 days. Different types of non-monetary rewards were provided only for participants who had completed certain conditions in MOOCs. The overall results showed that the group of tangible non-monetary rewards reached the significant highest score on the VIE questionnaire and over 60% of participants exposed to tangible non-monetary rewards completed the course’s conditions in MOOCs.

Author Biographies

Pradorn Sureephong, Chiang Mai university

Associate Dean for Research and Innovation Affairs at College of Arts, Media and Technology, Chiang Mai University.

Winai Dahlan, Halal Science Center Chulalongkorn University.

the Founder Director of the Halal Science Center Chulalongkorn University. He is also the Head of The Lipid and Fat Science Research as well as International Gradu-ate Program Chair in Food and Nutrition, Faculty of Allied Health Sciences, Chulalongkorn University.

Suepphong Chernbumroong, Chiang Mai University

Researcher at College of Arts, Media and Technology, Chiang Mai University.

Yootthapong Tongpaeng, Chiang Mai university

lecturer and researcher at College of Arts, Media and Technology, Chiang Mai Uni-versity




How to Cite

Sureephong, P., Dahlan, W., Chernbumroong, S., & Tongpaeng, Y. (2020). The Effect of Non-Monetary Rewards on Employee Performance in Massive Open Online Courses. International Journal of Emerging Technologies in Learning (iJET), 15(01), pp. 88–102.