In Cornet et al., (2019) study, the scholars performed a casual analysis test to assess the effects of performance modification or changes within organizations. The investigation revealed that reduced incentives and constrained management discretion reduces the likelihood performance management. The authors noted that equal pay diminishes employees' willingness in "window-dressing," actions designed to falsely bolster performance indicators. This research implies that firms with more equitable pay structures might incentivize unethical conduct to reach performance goals. In the other study by Kroll & Porumbescu (2019) it was discovered that intrinsic motivation remained comparable regardless of the adjustment for several variables, affirming the validity of the findings and those in the low-level rewards sub-group exhibited levels of intrinsic motivation. Based on the findings, the disparity of the students with bachelor's degree in public administration did not influence the outcomes. Hence, no substantial difference variation between "low-rewards subgroup and high-reward groups" was found