Journal articles on the topic 'Performance pay jobs'
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Ledić, Marko. "Performance Pay Jobs and Job Satisfaction." CESifo Economic Studies 64, no. 1 (March 1, 2018): 78–102. http://dx.doi.org/10.1093/cesifo/ify008.
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Chauvin, Keith W., and Ronald A. Ash. "Gender Earnings Differentials in Total Pay, Base Pay, and Contingent Pay." ILR Review 47, no. 4 (July 1994): 634–49. http://dx.doi.org/10.1177/001979399404700408.
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Using data from a 1988 survey of business school graduates, the authors analyze gender differentials in earnings by form of pay—total pay, base pay, and contingent pay—with controls for human capital, occupation, job level, and individual characteristics. The results indicate that within narrowly defined occupations and jobs, most of the unexplained difference in total pay between the men and women in the sample was due to gender differences in the portion of pay that was contingent on job performance. The greater importance of contingent pay in the earnings of the men than of the women may reflect differential treatment of men and women by firms, gender differences in performance, gender differences in risk preferences, or some other sorting mechanism.
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Gittleman, Maury, and Brooks Pierce. "How Prevalent is Performance-Related Pay in the United States? Current Incidence and Recent Trends." National Institute Economic Review 226 (November 2013): R4—R16. http://dx.doi.org/10.1177/002795011322600102.
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We address basic questions about performance-related pay in the US. How widespread is it? What characteristics of employers and jobs are associated with it? What are recent trends in its incidence? What factors are responsible for these trends? Nearly two-fifths of hours worked in the US economy in 2013 were in jobs with performance-related pay, but this share has been declining. We consider several possible causes for this trend and find that they do not have much explanatory power. We do establish, however, that any potential explanation must also account for a long-term shift in the relative incidence of performance-related pay away from low-wage and toward high-wage jobs.
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Lazear, Edward P., and Kathryn L. Shaw. "Personnel Economics: The Economist's View of Human Resources." Journal of Economic Perspectives 21, no. 4 (November 1, 2007): 91–114. http://dx.doi.org/10.1257/jep.21.4.91.
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Personnel economics drills deeply into the firm to study human resource management practices like compensation, hiring practices, training, and teamwork. Why should pay vary across workers within firms—and how “compressed” should pay be within firms? Should firms pay workers for their performance on the job or for their skills or hours of work? How are pay and promotions structured across jobs to induce optimal effort from employees? Why do firms use teams and how are teams used most effectively? How should all these human resource management practices, from incentive pay to teamwork, be combined within firms? Personnel economists offer new tools to analyze these questions—and new answers as well.
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Valle, Mauricio A., Gonzalo A. Ruz, and Samuel Varas. "Explaining job satisfaction and intentions to quit from a value-risk perspective." Academia Revista Latinoamericana de Administración 28, no. 4 (November 2, 2015): 523–40. http://dx.doi.org/10.1108/arla-07-2014-0094.
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Purpose The purpose of this paper is to investigate the effect of risk aversion (RA) on expected income and job satisfaction (JS) with pay in the case of sales agents under a compensation system based on pay-for-performance. Design/methodology/approach Data were collected from 125 sales agents of an outbound call center via questionnaires and controlled experiments. Seemingly unrelated equations using maximum likelihood estimation was employed to estimate the proposed model and test relationships. Findings Findings show that income expectations (IE) respond to a model of trade-off between value and risk. The sales agents trade off their expected value of performance (i.e. expected income) with RA. Additionally, IE and actual performance of the salesperson have influence on JS with pay with opposite signs. Research limitations/implications The results of this research may need to be modified to consider jobs with compensation systems with a higher proportion of fixed component of the wage than the variable component. Also, a broader concept of JS and not just related to the pay, should be considered. Practical implications Given the importance of RA in the attitudes of employees in relation to their expectations, the authors believe that it should be necessary and useful to incorporate measures of RA in the process of selection and recruitment for these jobs. Originality/value This paper assessed an important element as the RA at the micro level inside of an organization. This element could be very important for job environments with high uncertainty in income that could influence JS via employee expectations.
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Weaver, Jeffrey. "Jobs for Sale: Corruption and Misallocation in Hiring." American Economic Review 111, no. 10 (October 1, 2021): 3093–122. http://dx.doi.org/10.1257/aer.20201062.
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Corrupt government hiring is common in developing countries. This paper uses original data to document the operation and consequences of corrupt hiring in a health bureaucracy. Hires pay bribes averaging 17 months of salary, but contrary to conventional wisdom, their observable quality is comparable to counterfactual merit-based hires. Exploiting variation across jobs, I show that the consequences of corrupt allocations depend on the correlation between wealth and quality among applicants: service delivery outcomes are good for jobs where this was positive and poor when negative. In this setting, the correlation was typically positive, leading to relatively good performance of hires. (JEL D73, I11, J16, J24, J45, M51, O17)
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Bogachyova, O., and O. Smorodinov. "Pay Systems in Public Sector of OECD Countries." World Economy and International Relations 64, no. 12 (2020): 54–62. http://dx.doi.org/10.20542/0131-2227-2020-64-12-54-62.
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The article deals with development of public sector pay systems in OECD countries. It is noted that reforms in this sphere began in the 1980s as part of the implementation of the broader concept of “New public management”, which was based on active introduction of market mechanisms and instruments in the activities of public sector organizations. The authors consider how the reforms affected changes in all elements of the pay systems – the basic and variable parts of payment, the tariff schedule, and the classification of jobs (positions). It is shown how transition from traditional unified tariff schedule of basic remuneration to a grade scale was connected with the shift of career model to position model, in which the key role was assigned to employee’s qualifications and performance. Further reform of pay systems has resulted in expansion of competence-related pay and further strengthening the role of grading as a tool for organizing pay in public sector. In this regard, the role of job classification, professional standards that allow to objectively assess the value of each type of activity (each position) for a specific organization and form an effective grading scale of basic pay has significantly increased. Reforms of pay systems in OECD countries have affected both basic, and variable parts of pay, as a result of which different pay systems can be applied not only within a single country, but also sometimes within a single organization. The article discusses the most common of these systems – performance-related pay, competence-, skill- and merit-based pay systems.
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Canil, Jean, and Bruce Rosser. "CEO incentive pay around performance declines." Managerial Finance 44, no. 8 (August 13, 2018): 1047–67. http://dx.doi.org/10.1108/mf-03-2018-0100.
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Purpose The authors study stock and option grants around abrupt performance declines for continuing CEOs and find that firms facing abrupt financial declines grant more options than stock, while firms facing operational decline grant more stock than options. Firms making these adjustments just prior to performance declines outperform those that do not for three years following the decline and are less likely to engage in asset restructuring. To establish causality, the authors exploit compensation changes instigated by FAS 123R accounting regulation in 2005 that mandated stock option expensing. The result is robust to numerous tests, including rebalancing of incentives and CEO turnover. The paper aims to discuss these issues. Design/methodology/approach To establish causality, the authors exploit compensation changes instigated by FAS 123R accounting regulation in 2005 that mandated stock option expensing. Findings Firms making these adjustments just prior to performance declines outperform those that do not for three years following the decline and are less likely to engage in asset restructuring. The result is robust to numerous tests, including rebalancing of incentives and CEO turnover. Originality/value Several studies examine the relationship between poor performance and compensation of newly appointed CEOs. But firms regularly employ retention or incentive plans when experiencing distress to prevent critical employees from leaving when they are most needed (Goyal and Wang, 2017). Employee turnover results in a loss of continuity coupled with high search and training costs for replacement personnel. Beneish et al. (2017) find that 57 percent of CEOs associated with intentional misreporting retain their jobs, implying the costs of removing CEOs is high, especially if the incumbent CEO has a strong track record relative to industry peers prior to the period before the misreporting begins. The board fires the CEO if future firm value under the CEO is expected to be lower than under the best alternative CEO less adjustment costs (e.g. search costs, severance pay).
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Urbano, Roselle, Ma Leonora Sta. Ana, and Rhodora Iracta. "Exploring Job Satisfaction of the Faculty at Bulacan Agricultural State College: Input to Enhance Performance in the New Normal." International Journal of Education, Teaching, and Social Sciences 2, no. 4 (October 25, 2022): 116–27. http://dx.doi.org/10.47747/ijets.v2i4.838.
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The goal of this study is to find out how satisfied faculty members at Bulacan Agricultural State College are with their jobs. Work environment, rank and employment status, faculty adequacy and loading, pay, fringe benefits and incentives, faculty development, and peer communication are all regarded motivating variables that have an impact on job satisfaction. The survey instrument was completed by 139 faculty members out of a total population of 186, which comprised both permanent and contract-based status academics. It seeks to get insights into the mean job satisfaction ratings of faculty respondents based on a survey. The study showed that the faculty members are generally satisfied with their current circumstances, though the college should consider factors such as training and development that will enable faculty to perform their current jobs effectively and prepare for future assignments, particularly now that the school environment is shifting to a new school environment as the new normal due to the COVID-19 pandemic. The researchers may have concluded that the college should focus more on motivating and maintaining these human resources in order to make them happier and to maximize their efforts by assuring the college's overall greatness.
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Nyasha, Mapira, Katsuro P, Chazuza T, Mlingwa Margret Makaita, Togarepi Mukondiwa, Mutambatuwisi Farai, Nhimba Nicholas Kudakwashe, Umera Tafadzwa, and Machigere Taonga. "Importance of Establishing a Job Analysis Exercise in an Organisation: A Case Study of Bread Manufacturing Companies in Zimbabwe." Australian Journal of Business and Management Research 02, no. 11 (November 29, 2012): 35–42. http://dx.doi.org/10.52283/nswrca.ajbmr.20120211a04.
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This research sought to find the impact of establishing a job analysis in the bread manufacturing companies in Zimbabwe. The research used a case study approach in which a sample of six companies out of a population of seven registered companies was used. The targeted population was nominated from six companies and a simple random sampling procedure was employed to come up with sample elements. Questionnaires and interviews were used in triangulation to collect data on the sample. After analyzing the collected data, it was found that there is a positive correlation between well established job analysis and employee and company performance, the impact was seen through improvements in compensation, training and development, health and safety and recruitment and selection. However, the research also found that in an era of continuous delayering and downsizing one of the most common problems derived from implementing a job analysis is employee fears. Employees see a job analysis as a threat to their current jobs or pay levels or both. This is based on the fact that in the past, job analysis was used as a means of expanding jobs while reducing the total number of employees.
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Ogunleye, Adedeji J., and Damilola A. Osekita. "Effect of Job Status, Gender, and Employees’ Achievement Motivation Behavior on Work Performance: a Case Study of Selected Local Government Employees in Ekiti State, Nigeria." European Scientific Journal, ESJ 12, no. 26 (September 30, 2016): 235. http://dx.doi.org/10.19044/esj.2016.v12n26p235.
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This study investigated the effect of job status, gender, and employees’ achievement motivation behavior on work performance. Two hundred and seven (207) local government employees’ opinions were sampled using the achievement motivation questionnaire and the perceived work performance questionnaire. Seven hypotheses were developed and tested using 2 x 2 x 3 Analysis of Variance (ANOVA) statistics. Results confirmed that job status [F (2,206) =5.05, p05]. A significant interaction effect of gender and job status; gender and level of achievement motivation behavior; and job status and level of achievement motivation behavior were also found on work performance. However, there was no significant interaction effect that existed between gender, job status, and the level of achievement motivation behavior on work performance [F(2,206)=.217, p>.05]. Findings were discussed in the light of available literature and it is recommended that efforts should be made to discourage discriminative behavior among sexes while also closing gaps in level managers’ hierarchies and categorizations. This is particularly in terms of derivable incentives, benefits, and pay on their jobs to have a significant impact on the work performance of employees.
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Gorenak, Vinko, and Božidar Željko. "The Job Satisfaction of Detectives Investigating Economic Crime in the Police Directorates of Ljubljana-Maribor and Some Reasons for their Fluctuation." Organizacija 41, no. 1 (January 1, 2008): 14–21. http://dx.doi.org/10.2478/v10051-008-0002-x.
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The Job Satisfaction of Detectives Investigating Economic Crime in the Police Directorates of Ljubljana-Maribor and Some Reasons for their FluctuationAn average person spends almost a third of his life at work. It is therefore very important that the person is satisfied with their job. We could define job satisfaction as a factor with an important influence on increased quality in both professional and private life. The dissatisfaction of employees with their jobs is usually followed by fluctuation. This can be very damaging to an organization since employees are one of the most important resources.This article presents the results of various surveys on the satisfaction of police officers and detectives with their work, on fluctuation as a phenomenon and some of the reasons for it.In the empirical part of this article, the authors present a study done among the economic crime detectives working in the police directorates of Ljubljana and Maribor. The study showed that economic crime detectives are somewhat satisfied with their work but are still willing to change their jobs and leave the police for a better salary. The main factor for dissatisfaction is the low pay for their performance.
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Rofi, Akhmad Nur. "EFIKASI DIRI, BEBAN KERJA DAN KEPUASAN SEBABAI FAKTOR PENENTU KINERJA PEGAWAI." ECONBANK: Journal of Economics and Banking 1, no. 2 (November 27, 2019): 97–107. http://dx.doi.org/10.35829/econbank.v1i2.41.
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Every employee in an organization will do the work in accordance with the responsibilities given to employees. The purpose of this research was to analyze the influence of self-efficacy, workload and job satisfaction on the performance of employee of PJN Metropolitan Semarang Region. Data collection was carried out by distributing questionnaires to 35 employees using the census method. Multiple linear regression analysis techniques are used to analyze the data in this research. The results show that the self-efficacy, satisfaction and workload affect employee performance. The self-efficacy factor is the variable that gives the most dominant influence on the performance of employees of the PJN Metropolitan Semarang Region. Self-efficacy or one's belief in achieving performance makes a person have a high desire in carrying out his obligations and responsibilities as an employee. Employees who are satisfied with their work will voluntarily do their jobs so they can improve their performance. While the workload that is too heavy for employees will result in employees not focusing on doing work so that it can reduce performance. Therefore, to improve the performance of company employees must pay attention to factors of self-efficacy, job satisfaction and workload of employees
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Segbenya, Moses, and Titus Berisie. "The Effect of Training and Development on the Performance of Senior Administrative Staff at the University of Education, Winneba, Ghana." International Journal of Business and Management 15, no. 2 (January 13, 2020): 49. http://dx.doi.org/10.5539/ijbm.v15n2p49.
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The study examined the effect of training and development on senior administrative staff’s performance at the University of Education, Winneba, Ghana. Quantitative approach and the descriptive survey research design were adopted for the study. Simple random sampling technique was used to sample 152 respondents from a population of 357 using Yamane’s formula for determining sample size. Self- administered closed ended questionnaire was used as the data collection instrument and data was analysed with frequencies, percentages, person correlation, standard regression, t-test and analysis of variance. The study found that training and development techniques used were job rotation and study leave with pay. There was general lack of support from supervisors and colleagues for trainees to transfer skills/knowledge acquired unto their jobs. Training and development significantly relate and affect employees’ performance. It was recommended that management of human resource department of the University of Education, Winneba should adopt some other training and development techniques like mentoring and coaching; and provide the needed resources and encourage work colleagues and supervisors to create the enabling environment and provide the necessary support for trainees to be able to transfer skills acquired through training and development unto their jobs.
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Firdaus Nugroho, Imam, Alief Ibadurrahman, Tubagus Yopi Ramadhan, Dhafa Adriansyah, and Fadhil Utama H. "Analysis of Job Value-Based Compensation System Implementation on MSME PT Baneex Indonesia." International Journal of Social Service and Research 2, no. 4 (April 29, 2022): 314–29. http://dx.doi.org/10.46799/ijssr.v2i4.104.
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One of the most significant contributors to the economy in the Republic of Indonesia is SMEs. SMEs are a pretty good means for forming and providing employment opportunities. There must be someone who has an entrepreneurial spirit and empathy for their environment in environment. SMEs are one of the actual evidence of the nation's economic development from educated people who want income and help people around them by creating jobs. Small and Medium Enterprises (SMEs) have an excellent opportunity to become a pillar of the people's economy. SMEs can be a good forum for job creation, with an average contribution to Indonesia's Gross Domestic Product (GDP) of 50% in the last three years. For a business to run correctly and adequately, work management is needed to regulate the rights and obligations of employers and workers. Entrepreneurs have the right to get income from their business, not apart from their obligation to pay for the hard work of their employees. Workers or employees have the right to be rewarded for their obligations, namely work. For a harmonious relationship for both parties, both employers and workers, good management of employees is required, including the payment of wages or salaries. Decent wages for workers can make them comfortable in a job and give their best effort. Compensation management is developing and implementing strategies, policies, and compensation systems that help an organization achieve its goals by obtaining and retaining the necessary people and increasing their motivation and commitment. The purpose of the establishment of compensation management is to respect employee performance, ensure fairness of employee salaries, retain employees or reduce employee turnover, obtain quality employees, control costs, and comply with regulations. Considerations regarding compensation management include pay for position, pay for a person, and pay for performance.
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Williams, Mark, Ying Zhou, and Min Zou. "The Rise in Pay for Performance Among Higher Managerial and Professional Occupations in Britain: Eroding or Enhancing the Service Relationship?" Work, Employment and Society 34, no. 4 (April 26, 2019): 605–25. http://dx.doi.org/10.1177/0950017019841552.
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Higher managerial and professional occupations are now the most incentivized occupational class in Britain. It is not yet known whether the rise in pay for performance (PFP) signifies an erosion or enhancement in the ‘service relationship’ that purportedly characterizes these occupations. Taking an occupational class perspective, this article investigates the implications of the rise in PFP for the employment relationship and conditions of work across the occupational structure using two nationally representative datasets. In fixed-effects estimates, PFP is found to heavily substitute base earnings in non-service class occupations, but not in service class occupations. PFP jobs generally have no worse conditions relative to non-PFP jobs within occupational classes. The article concludes the rise in PFP should be conceptualized more as a form of ‘rent sharing’ for service class occupations, enhancing the service relationship, and as a form of ‘risk sharing’ for non-service class occupations.
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Yu, Wei-hsin, and Janet Chen-Lan Kuo. "The Motherhood Wage Penalty by Work Conditions: How Do Occupational Characteristics Hinder or Empower Mothers?" American Sociological Review 82, no. 4 (July 3, 2017): 744–69. http://dx.doi.org/10.1177/0003122417712729.
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Mothers are shown to receive lower wages than childless women across industrial countries. Although research on mothers’ wage disadvantage has noted that the extent of this disadvantage is not universal among mothers, it has paid relatively little attention to how the structural characteristics of jobs moderate the price women pay for motherhood. Using data from 16 waves of the National Longitudinal Survey of Youth that began in 1997, we examine how the pay gap between mothers and non-mothers varies by occupational characteristics. Deriving hypotheses from three prominent explanations for the motherhood wage penalty—stressing work-family conflict and job performance, compensating differentials, and employer discrimination, respectively—we test whether this penalty changes with an occupation’s exposure to hazardous conditions, schedule regularity, required on-the-job training, competitiveness, level of autonomy, and emphasis on teamwork. Results from fixed-effects models show that the wage reduction for each child is less in occupations with greater autonomy and lower teamwork requirements. Moreover, mothers encounter a smaller penalty when their occupations impose less competitive pressure. On the whole, these findings are consistent with the model focusing on job strain and work-family conflict, adding evidence to the importance of improving job conditions to alleviate work-family conflict.
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Sahri, Yulian, Andriansyah Bari, Ummi Kalsum, Randy Hidayat, and Arraditya Permana. "Analisis Perbandingan Kinerja Keuangan Bank BNI Syariah Dan Bank BRI Syariah Di Masa Pandemi Covid-19." Owner 6, no. 4 (October 1, 2022): 3848–59. http://dx.doi.org/10.33395/owner.v6i4.1023.
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Financial performance as a measuring tool to determine the process of implementing financial resources owned by the company. The Covid-19 pandemic had an impact on the banking sector, resulting in non-current financing due to debtor arrears as a result of many people losing their jobs and difficulties in paying financing. This study has the aim of conducting a comparative analysis of financial performance between BRI Syariah Banks and BNI Syariah Banks during the Covid-19 pandemic, using financial report notes for quarter 1, 2, 3 and 4 for 2019, quarter 1 for 2020 through independent testing. Sample T-Test. There is a difference between the financial performance of Bank BNI Syariah and Bank BRI Syariah from the aspect of ROA, NPF and BOPO, while from the aspect of CAR and ROE it shows that there is no significant difference between the financial performance of BRI Syariah Bank and BNI Syariah Bank. This paper recommends to BNI Syariah to pay attention to the ROE and NPF ratios, while to BRI Syariah Banks to pay attention to the CAR, ROA and BOPO ratios.
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Afaq, Aneeqa, Qurrahtulain Khan, Adeel Arshad, Muhammad Sibt-e-Ali, and Areeba Athar Malik. "The Job Satisfaction of Academic Staff in Higher Educational Institutes." Journal of South Asian Studies 10, no. 1 (April 30, 2022): 95–101. http://dx.doi.org/10.33687/jsas.010.01.4112.
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The purpose of this study is to find out the level of work satisfaction among academic staff at Pakistan's higher educational institutions. A quantitative study approach was employed to collect data from universities in Punjab and Azad Kashmir provinces using a questionnaire. To elicit a response from the sample under research, Lester (1987) Teachers' Job Satisfaction Questionnaire (TJSQ) was adopted to collect the data. The findings indicate that academic staff job satisfaction is positively and significantly connected to pay, job security, and working circumstances. Job security is the best predictor of teachers' job satisfaction, according to this study. It is also advised that instructors be encouraged and motivated to improve their performance in the learning process by giving improved advancement chances, stable jobs, and suitable working environments. This research study can aid policymakers in making informed decisions on teacher job satisfaction and retention. Additionally, it may benefit students' well-being and elevate instructors' prestige.
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Khadija, Benazzi, and Razzouki Mustapha. "Performance Management of Small and Medium-sized Enterprises in Morocco." Business Management and Strategy 11, no. 1 (July 1, 2020): 300. http://dx.doi.org/10.5296/bms.v11i1.17284.
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Sustainable economic growth depends on many factors, the most important of which is the growth of small and medium-sized enterprises. As an independent and indispensable element of a market economy, small and medium-sized enterprises contribute to the structural restructuring of the economy, strengthen regional economic base, increase overall production, creates a favorable environment for the development of competition, creates jobs for a large part of the population and stimulates scientific and technological progress. Despite understanding the value of the human element in achieving success at the organizational level, relatively few SMEs managers pay attention to implementing and using the performance management system. The goal of this paper is to assess the level of performance management tools and techniques used by Moroccan small and medium-sized enterprises in their activities.
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Ullah, Habib, Sehrish A., Anwar CH, Meerub ., and Saleem M. Rana. "FACTORS INFLUENCING JOB SATISFACTION OF NURSES IN PUBLIC AND PRIVATE SECTOR'S HOSPITALS: A CROSS SECTIONAL STUDY." Pakistan Journal of Public Health 8, no. 3 (December 11, 2018): 147–51. http://dx.doi.org/10.32413/pjph.v8i3.177.
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Background: Human resource works as an engine to provide sustainable service delivery. An individual's perception in the organization plays a vital role in job satisfaction. In Health Care Nurse's job satisfaction in their jobs determines whether their roles are fulfilled towards service delivery for their clients of various communities. Better performance has been directly related with organizational working environment, social and financial aspects of the job are also important factors. Methods: A cross sectional descriptive study was carried out. 100 nursing officers working in two tertiary care hospitals (50 from each) was randomly selected from age group 22 to 60 years. The data was collected by using a self-administered structured questionnaire and was analyzed statistically to compare both the variables by using SPSS version 20. Results: Pay is the most important factor that leads to job satisfaction. Majority of nurses from government hospital are moderately satisfied from their pay scales only 2% were observed satisfied working in private hospital. Government hospital nurses were more satisfied (82%) with their job due to job security as compared to private hospital nurses. Conclusion: The study developed the significant differences in the job satisfaction of nursing officers between public and private sector hospitals. Workload, professional support, training arrangement, and working environment found main factors that influence job satisfaction. It is evident from the study that the nurses working in Public sectors are more satisfied than in Private sector.
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Nova Yuliana. "The Effect of Wage Levels on Labor Performance in the Islamic Economy Perspective (Case Study on CV. Tedmond Fiber Glass Ahmad Yani street, Air Batu Banyuasin Regency Km.20)." Open Access Indonesia Journal of Social Sciences 3, no. 1 (June 20, 2020): 51–60. http://dx.doi.org/10.37275/oaijss.v3i1.26.
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Wages are the most crucial thing in employment because working people are to get payments that will be used to fulfill their daily needs. If the value of the wages offered by a company is considered insufficient to meet the worker's living needs, then the worker will refuse the job offered. The provision of wages is useful for increasing output and efficiency, and we must be aware of the various difficulties that arise from the incentive pay system. Various problems such as unemployment that is still and continue to grow, the lack of jobs, wages, and welfare of workers who are suffocating, the exploitation of women and child labor are inseparable from these underlying problems. Therefore, the problem is domain and the main responsibility of the state (governments) as a regulator of all aspects of living in a society and society.
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Thomas, Ruth. "The return of “pay” and how to optimise it." Strategic HR Review 16, no. 4 (August 14, 2017): 182–88. http://dx.doi.org/10.1108/shr-05-2017-0030.
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Purpose There is a strange paradox at play in workplaces today – and it has all to do with that most basic of needs: “pay”. Employees might well be working longer hours and taking out more second jobs, but the amount of money they have left in their pockets simply is not keeping pace with the cost of living. Design/methodology/approach This paper examines how pay has shot back to the top of the things employees most want from their employer, but (despite this) it also examines the extent to which pay – the greatest cost most businesses face – seems overlooked in terms of being measured with the same sort of ROI rigour as other business costs. Findings Most firms would not invest hundreds of thousands of pounds in new IT if it did not yield some form of efficiency/productivity return but, as this paper argues, many firms can quite easily see the total pay of their employees’ pay rise by the same amount, and yet they know nothing about whether paying some staff more than others will actually boost productivity and profitability. Originality/value It is this paper’s view that compensation measurement and management is vital if businesses are to understand how what they pay impacts performance. Firms that use data may discover they do not need to improve everyone’s pay by the same amount to boost their productivity, but they can do more targeting compensation around key people and key performers.
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Moriarty, Jeffrey. "What’s in a Wage? A New Approach to the Justification of Pay." Business Ethics Quarterly 30, no. 1 (December 30, 2019): 119–37. http://dx.doi.org/10.1017/beq.2019.42.
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ABSTRACT:In this address, I distinguish and explore three conceptions of wages. A wage is a reward, given in recognition of the performance of a valued task. It is also an incentive: a way to entice workers to take and keep jobs, and to motivate them to work hard. Finally, a wage is a price of labor, and like all prices, conveys valuable information about relative scarcity. I show that each conception of wages has its own normative logic, or appropriate justification, and these logics can come apart. This explains some of the debate about wages and makes the project of justifying a wage simpliciter difficult. I identify which logic we should choose, since we must choose, and say what this means for how we should think about the justification of pay.
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Mondal, Juhi, Pradeep Kv, and Vijayakumar V. "A REVIEW ON ENERGY EFFICIENT JOB SCHEDULING ALGORITHMS IN GREEN CLOUD COMPUTING." Asian Journal of Pharmaceutical and Clinical Research 10, no. 13 (April 1, 2017): 453. http://dx.doi.org/10.22159/ajpcr.2017.v10s1.20509.
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Cloud computing is the hottest topic in today’s world and is being used by most of the information technology companies due to its benefits incost saving and ease of use. It is a dynamic, scalable, and pay-per-use distributed computing model. The cloud computing is aims to give accessto remote and geographically distributed resources. Scheduling the job from one data center to other data center or from one region of cloud toother region is truly a testing in cloud environment. However, when data are shifted from one data center to other data center, huge amount ofcarbon dioxide (CO2) gases emits and also consumes more power. Since energy is an important issue, that is, why green cloud computing comesinto the picture. Green cloud computing can be obtained by applying various techniques and algorithms, which use less power and emits lessCO2 gas, that is, damaging the environment. Cloud provides many facilities to its tenants such as sharing of resources for different purposes. Incloud domain, job scheduling is one of the biggest and hypothetical problems. Numerous investigations for scheduling a job and efforts carriedout in this regard because it is one of the main jobs to get the most profit. Scheduling can decrease the power consumption. So many algorithmshad been proposed for this purpose, and a lot more had to be done. In the paper, intends to present a variety of energy-efficient job schedulingalgorithms along with performance comparison analysis of various preexisting algorithms for scheduling jobs to provide energy efficiency ingreen cloud computing.
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Khayinga, Consolata Muyuka, and Stephen Muathe. "Human Capital Development and organizational performance." International Journal for Innovation Education and Research 6, no. 2 (February 28, 2018): 144–53. http://dx.doi.org/10.31686/ijier.vol6.iss2.959.
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Given the competition in organizations and Technological trends in the current labour markets firms considering to grow and retain the position, demand and supply for labour in the market has been saturated. The bargaining power in the market depends on skills and scarce resource available. Different theories in relation to human capital have been articulated. Most organizations would want to employee people who will add value to their organizations in terms of production in order to achieve competitive advantage. Different pay rates are applied depending on the qualification of individual, for the organization to invest in employee’s development they will assess how they are going to benefit. The aim of this study was to find out how human capital development affects firms performance. Based on published literature and past studies analysis was done to support the study, there was appositive link between HCD and firms performance so to retain and maintain the flow of skills the organization needs to invest in human capital to curb the mass exodus of people going outside the country to look for jobs and patients being taken outside the country for treatment while they can get the same service here. Exploratory research design has been recommended for future research.
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Kuria, Dr John. "EFFECT OF VAT INCENTIVES ON THE PERFORMANCE OF EPZ FIRMS IN KENYA." American Journal of Finance 3, no. 1 (April 20, 2018): 31. http://dx.doi.org/10.47672/ajf.324.
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Purpose: The purpose of this study was to determine the effect of VAT Incentive on the performance of EPZ firms in Kenya.Methodology: This research used correlation research design. Sample size of all the 86 registered EPZs firms was used in this study. Primary data was obtained using questionnaires. Secondary data from the registered firms was collected on; ROA, number and value of jobs and the length of stay of the firms. The study used both descriptive and inferential statistics to conduct data analysis.Results: The results of study revealed that at 5% significance level, VAT incentives had a positive and significant relationship with performance of EPZ firms measured using ROA. The results further revealed that at 5% significance level, VAT incentives were found to have positive and significant relationship with performance of EPZ firms measured using the number of total jobs created in Kenya. The results also revealed that at 5% significance level, VAT incentives were found to have positive and significant relationship with performance of EPZ firms measured using the number of years in operationUnique contribution to theory, practice and policy Based on the study findings, it was recommended that the government should reconsider its VAT policy by encouraging more VAT rebates to firms in order to boost their productivity and increase the volume of exports. The study also recommends that the government should introduce a strong monitoring unit to oversee the administration of tax incentives. Government should equally pay attention to the issue of security and infrastructure which are basic in order to maximize the benefits of tax incentives.
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Manchester, Ralph A. "Economic Uncertainty and Performing Arts Medicine." Medical Problems of Performing Artists 27, no. 4 (December 1, 2012): 173–74. http://dx.doi.org/10.21091/mppa.2012.4032.
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Performing artists are used to dealing with uncertainty-—how will the next performance go, what will the new conductor expect, will my current combination of jobs and gigs be enough to pay the bills? Likewise, health care professionals have to deal with uncertainty on a regular basis—-is the patient’s chest pain due to myocardial ischemia or something else, will the treatment I prescribed for the pianist with arm pain be effective? But all of us on every continent are dealing with a great deal of economic uncertainty these days. ... How will these economic trends affect performing artists and the health care professionals who provide care for them?
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Kaur, Manpreet, and Dr Rajinder Singh. "ENHANCED DYNAMIC RESOURCE ALLOCATION SCHEME BASED ON PACKAGE LEVEL ACCESS IN CLOUD COMPUTING." INTERNATIONAL JOURNAL OF COMPUTERS & TECHNOLOGY 16, no. 5 (July 7, 2017): 6903–12. http://dx.doi.org/10.24297/ijct.v16i5.6235.
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Cloud computing is distributed computing, storing, sharing and accessing data over the Internet. It provides a pool of shared resources to the users available on the basis of pay as you go service that means users pay only for those services which are used by him according to their access times. This research work deals with the balancing of work load in cloud environment. Load balancing is one of the essential factors to enhance the working performance of the cloud service provider. It would consume a lot of cost to maintain load information, since the system is too huge to timely disperse load. Load balancing is one of the main challenges in cloud computing which is required to distribute the dynamic workload across multiple nodes to ensure that no single node is overwhelmed. It helps in optimal utilization of resources and hence in enhancing the performance of the system. We propose an improved load balancing algorithm for job scheduling in the cloud environment using load distribution table in which the current status, current package, VM Capacity and the number of cloudlets submitted to each and every virtual machine will be stored. Submit the job of the user to the datacenter broker. Data center broker will first find the suitable Vm according to the requirements of the cloudlet and will match and find the most suitable Vm according to its availability or the machine with least load in the distribution table. Multiple number of experiments have been conducted by taking different configurations of cloudlets and virtual machine. Various parameters like waiting time, execution time, turnaround time and the usage cost have been computed inside the cloudsim environment to demonstrate the results. The main contributions of the research work is to balance the entire system load while trying to minimize the make span of a given set of jobs. Compared with the other job scheduling algorithms, the improved load balancing algorithm can outperform them according to the experimental results.
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Ebrahim, Shamier. "Equal Pay in Terms of the Employment Equity Act: The Role of Seniority, Collective Agreements and Good Industrial Relations: Pioneer Foods (Pty) Ltd v Workers against Regression 2016 ZALCCT 14." Potchefstroom Electronic Law Journal 20 (December 5, 2017): 1–19. http://dx.doi.org/10.17159/1727-3781/2017/v20i0a1524.
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Equal pay for equal work and work of equal value is recognised as a human right in international law. South Africa has introduced a specific provision in the EEA in the form of section 6(4) which sets out the causes of action in respect of equal pay claims. The causes of action are: (a) equal pay for the same work; (b) equal pay for substantially the same work; and (c) equal pay for work of equal value. In addition to the introduction of section 6(4) to the EEA, the Minister of Labour has published the Employment Equity Regulations of 2014 and a Code of Good Practice on Equal Pay for work of Equal Value. This constitutes the equal pay legal framework in terms of the EEA.
The Regulations sets out the factors which should be used to evaluate whether two different jobs are of equal value. It further provides for the methodology which must be used to determine an equal pay dispute and it sets out factors which would justify a differentiation in pay. The Code provides practical guidance to both employers and employees regarding the application of the principle of equal pay for work of equal value in the workplace, inter alia.
Regulation 7 sets out factors which would justify pay differentiation. These factors are: (a) seniority (length of service); (b) qualifications, ability and competence; (c) performance (quality of work); (d) where an employee is demoted as a result of organisational restructuring (or any other legitimate reason) without a reduction in pay and his salary remains the same until the remuneration of his co-employees in the same job category reaches his level (red-circling); (e) where a person is employed temporarily for the purpose of gaining experience (training) and as a result thereof receives different remuneration; (f) skills scarcity; and (g) any other relevant factor. If a difference in pay is based on any one or more of the above factors then it is not unfair discrimination if it is fair and rational. This is spelt out in regulation 7(1).
In Pioneer Foods (Pty) Ltd v Workers Against Regression 2016 ZALCCT 14 the seniority (length of service) factor was at the fore in the Labour Court. The Labour Court, on appeal, reversed an arbitration award in which the Commissioner found that paying newly appointed drivers at an 80% rate for the first two years of employment as opposed to the 100% rate paid to drivers working longer than two years in terms of a collective agreement amounted to unfair discrimination in pay. The CCMA, in essence, regarded the factor of seniority as a ground of discrimination as opposed to a ground justifying pay differentiation.
Pioneer Foods is noteworthy as it is one of the first reported cases from the Labour Court dealing with the relatively new equal pay legal framework. It raises the following important equal pay issues: (a) is seniority a ground of discrimination or a ground justifying pay differentiation? And (b) what is the role of a collective agreement and good industrial relations when determining an equal pay claim? The purpose of this note is to critically analyse these issues and guidance will be sought from South African Law, Foreign law and relevant ILO materials in this regard.
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Rahmandad, Hazhir, and Zeynep Ton. "If Higher Pay Is Profitable, Why Is It So Rare? Modeling Competing Strategies in Mass Market Services." Organization Science 31, no. 5 (September 2020): 1053–71. http://dx.doi.org/10.1287/orsc.2019.1347.
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Several case studies suggest that firms targeting mass market services can align profitability with jobs offering a living wage, stable schedules, and engaging work. Yet, few do. To understand this puzzle, we draw on theories of firms as systems of interdependent choices. Building on a few cases, we map the processes connecting managerial choice to performance and formalize the resulting performance landscape. In a strategy space defined by two dimensions—task richness and compensation—two local profitability peaks emerge: one with low compensation and low task richness and one with high compensation and high task richness. The bimodal landscape results from complementarity among choices and is robust when the strategy space is expanded from two to six dimensions and under many alternative parameterizations. Exploring how firms discover, move to, and remain at the high-compensation–high-task richness peak, we find three challenges to this strategy: (a) contextuality—adoption, imitation, and replication are harder for strategies that rely on interdependences among components and thus, require significant customization for each context; (b) temporal complexity—strategies depending on long-term and synergistic investments and slow-moving reinforcing feedbacks are hard to learn owing to misleading performance feedback; and (c) variable demand with no inventory buffers—efforts to adjust labor supply to highly variable demand in services often lead to unstable schedules given with short notice that drive quality employees away and compromise the strategy. These mechanisms can undermine promising strategies even if the actual performance landscape includes a small number of local peaks.
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Utoo, PM, and TV Agishi. "Motivation Factors for Job Satisfaction among Employees of Primary Health Care Centres in Benue State, North Central Nigeria." Journal of Epidemiological Society of Nigeria 1 (February 28, 2017): 19–27. http://dx.doi.org/10.46912/jeson.10.
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Background: Delivery of effective healthcare for the attainment of health sector goals and objectives requires committed human resource. The aim of the study was to assess the level of satisfaction of Primary Health Care workers in Benue State, to determine knowledge and preferences regarding motivational factors and utilisation of such by their employers to enhance job performance.
Methods: A descriptive cross sectional study was conducted using a multistage sampling technique. Data were obtained via the use of a semi structured self-administered questionnaire. EpiInfo version 3.3.2 statistical software was used to analyse the data.
Results: Over half (63.9%) of the respondents were satisfied with their job due to on the job gain of experiences and prompt payment of salary. Good communication (53.6%) and training opportunities (56.7) were motivating factors in use by their employers. Provision of drugs (59.8%), prompt payment of salaries (55.7%) and promotion of staff (54.6%) were respondent's preferred motivational factors.
Conclusion: Over fifty percent of workers were satisfied with their Jobs. The identified factors responsible for workers motivation and preferences if given adequate attention would positively influence the quality of healthcare. Healthcare Managers should therefore pay close attention to allow employees participate in their decision making. Additionally, ensure availability of work equipment and improvement on workers welfare package to achieve job satisfaction and positive patient outcome.
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Ali, Susannah Bruns. "Does Political Turbulence Encourage Fight or Flight for Federal Employees? Examining Political Environments and Turnover Intent." Public Personnel Management 49, no. 2 (July 22, 2019): 262–89. http://dx.doi.org/10.1177/0091026019863460.
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In a volatile political climate where agencies often become the stage for partisan battles, career employees pay the price for increased political attention to agencies. This study seeks to understand how contentious political environments contribute to employee turnover intent. It draws on strategic management and systems theories that link resource turbulence to management changes and employee turnover. The question is important to address because career bureaucrats are critical to government performance as both policy makers and implementers. Individual-level data are paired with organizational-level data to assess how political environments influence turnover preferences. Other aspects of an agency’s political environment (age, design, ideology, and political appointees) are also tested. The analysis shows that budget volatility increases the intent to leave, but staffing volatility increases intent to move within government. All political environment variables except ideology affected intent to change jobs.
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Surya, Yoga Adi, and Binti Nur Asiyah. "ANALISIS PERBANDINGAN KINERJA KEUANGAN BANK BNI SYARIAH DAN BANK SYARIAH MANDIRI DI MASA PANDEMI COVID-19." IQTISHADIA Jurnal Ekonomi & Perbankan Syariah 7, no. 2 (November 16, 2020): 170–87. http://dx.doi.org/10.19105/iqtishadia.v7i2.3672.
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Financial performance as a measurement to determine the process of implementing financial resources owned by the company. Covid-19 pandemic has an impact on the banking sector, resulting in non-performing financing due to debtor arrears as a result of many people losing their jobs and difficulties in paying credit. This study has the objective of analyzing the comparative financial performance between Mandiri Shariah Bank and BNI Shariah Bank during the Covid-19 pandemic, using quarterly financial statements 1, 2, 3 and 4 for 2019 and quarter 1 for 2020 and through Independent testing T-Test sample. There are financial performance differences between BNI Shariah Bank and Mandiri Shariah Bank from ROA, NPF and BOPO aspects, whereas in terms of CAR and ROE aspects show significantly there are no differences performances between BNI Shariah Bank dan Mandiri Shariah Bank. This paper recommends that BNI Syariah pay attention to the ROE and NPF ratio, while to Bank Syariah Mandiri to pay attention to the CAR, ROA and BOPO ratios. Kinerja keuangan sebagai alat ukur untuk mengetahui proses melaksanakan sumberdaya keuangan yang dipunyai oleh perusahaan. Pandemi Covid-19 berdampak pada sektor perbankan sehingga mengakibatkan pembiayaan tidak lancar karena penunggakan debitur sebagai akibat dari banyaknya masyarakat kehilangan pekerjaan dan kesulitan untuk pembayaran pembiayaan. Penelitian ini mempunyai tujuan yakni melakukan analisis perbandingan kinerja keuangan antara Bank Syariah Mandiri dengan Bank BNI Syariah selama pandemi Covid-19, dengan menggunakan catatan laporan keuangan triwulan 1, 2, 3 dan 4 untuk tahun 2019, triwulan 1 untuk tahun 2020 dengan melalui pengujian Independen Sampel T-Test. Terdapat perbedaan antara kinerja keuangan Bank BNI Syariah dan Bank Syariah Mandiri dari aspek ROA, NPF dan BOPO, dan sedangkan dari segi aspek CAR dan ROE menunjukkan bahwa secara signifikan tidak ada perbedaan antara kinerja keuangan Bank Syariah Mandiri dan Bank BNI Syariah. Paper ini merekomendasikan kepada BNI Syariah agar memperhatikan rasio ROE dan NPF, sedangkan kepada Bank Syariah Mandiri agar memperhatikan rasio CAR, ROA dan BOPO.
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., Komal, Gaurav Goel, and Milanpreet Kaur. "Hybrid Scheduling Strategy in Cloud Computing based on Optimization Algorithms." CGC International Journal of Contemporary Technology and Research 4, no. 1 (December 30, 2021): 226–34. http://dx.doi.org/10.46860/cgcijctr.2021.12.31.226.
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As a platform for offering on-demand services, cloud computing has increased in relevance and appeal. It has a pay-per-use model for its services. A cloud service provider's primary goal is to efficiently use resources by reducing execution time, cost, and other factors while increasing profit. As a result, effective scheduling algorithms remain a key issue in cloud computing, and this topic is categorized as an NP-complete problem. Researchers previously proposed several optimization techniques to address the NP-complete problem, but more work is needed in this area. This paper provides an overview of strategy for successful task scheduling based on a hybrid heuristic approach for both regular and larger workloads. The previous method handles the jobs adequately, but its performance degrades as the task size becomes larger. The proposed optimum scheduling method employs two distinct techniques to select the suitable VM for the specified job. To begin, it enhances the LJFP method by employing OSIG, an upgraded version of the Genetic Algorithm, to choose solutions with improved fitness factors, crossover, and mutation operators. This selection returns the best machines, and PSO then chooses one for a specific job. The appropriate machine is chosen depending on several factors, including the expected execution time, current load, and energy usage. The proposed algorithm's performance is assessed using two distinct cloud scenarios with various VMs and tasks, and overall execution time and energy usage are calculated. The proposed algorithm outperforms existing techniques in terms of energy and average execution time usage in both scenarios.
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Niap, Cindy, Abdul Kadir Abu Bakar, and Siew Yim, Loh. "Occupational Participation of Persons with Schizophrenia: Exploring Issues of Job-Termination in Supported-Employment." Studies in Social Science Research 1, no. 1 (April 16, 2020): p1. http://dx.doi.org/10.22158/sssr.v1n1p1.
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Occupational participation in a supported-employment is a rehabilitation strategy to improve both vocational and non-vocational domains of people with psychiatric disabilities, enabling them to access and/or re-enter employment. This study aims to identify the factors associated with unsatisfactory job-termination among the participants of supported-employment to inform future intervention. A cross-sectional survey was conducted on a group (with a diagnosis of schizophrenia) who participated in a supported-employment program in a large psychiatry institution in Malaysia. Within the first week of job termination, interviews were conducted with three subgroups independently - the participants, the employers and the hospital employment specialists, using the Job-Termination Interview. Factors linked to job-termination and job-accommodation were analysed using univariate and multivariate logistic regression.Key reasons for job termination were- poor job performance (n = 32; 47.1%), interpersonal issue (n = 31; 45.6%), medical illnesses (n = 30, 44.1%), incompatibilities between work-schedule and environment (n = 30; 44.1%), and job-dissatisfaction (n = 29, 42.6%). Key factor for sustaining job/ job-accommodation was “higher pay” (n = 4; 33.3%). Overall, an unsatisfactory trend of job terminations was observed where many (n = 53; 77.9%) quit their job without a ready job at hand. Unsatisfactory job-terminations were associated with three factors -(i). Enrolment in the Individual Placement-Support (IPS) (Adj. OR = 10.70, 95% CI 1.32-86.98, p = 0.012), (ii). Unstable medical issues (Adj. OR = 22.51, 95% CI 1.74-291.08, p = 0.003), (iii). Interpersonal issues (OR = 18.26, 95% CI: 2.24-149.15, p < 0.001).Most participants terminated their jobs in an unsatisfactory manner (77.9%). A high 63.2 percent quit their job without another ready-job at hand, while 14.7 percent were fired. Unsatisfactory job-endings were correlated to, poor job-performance, interpersonal problems and medical illnesses. Occupational re-entry intervention program must be tailored to the individual levels and needs, and be fully integrated within the clinical system to ensure job-person-environment fit, in order to improve job-experience and to lower unfavourable job terminations.
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Clarke, Marilyn. "To what extent a “bad” job? Employee perceptions of job quality in community aged care." Employee Relations 37, no. 2 (February 9, 2015): 192–208. http://dx.doi.org/10.1108/er-11-2013-0169.
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Purpose – The purpose of this paper is to explore how community aged care workers evaluate job quality using a job quality framework. Design/methodology/approach – The study uses a qualitative approach. Data were collected using semi-structured interviews and focus groups from a large aged care organisation. Findings – Perceptions of job quality are influenced by individual motivations, match between life-stage and work flexibility, as well as broader community views of the value of this type of work. Intrinsic factors (e.g. autonomy, job content) moderate the impact of extrinsic factors such as pay and job security. Research limitations/implications – The sample is relatively small and the study is based on data from one aged care organisation which may not reflect employment conditions in other organisations. Practical implications – Attraction and retention of community care workers can be improved by addressing factors associated with remuneration (including employment contracts and hours of work) and career structures. Skill and experience-based career structures would help build organisational capacity as well as making these jobs more attractive. Social implications – The demand for community care will continue to increase. Attracting, retaining and managing this workforce will be critical to meeting society’s expectations regarding the future care needs of older people. Originality/value – This research explores an under-researched workforce group in a critical area of aged care management. It highlights two key areas with the potential to improve employee perceptions of job quality and therefore address issues related to attraction, retention, job satisfaction and ultimately organisational performance.
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Okta Prianus, Handro, Susi Hendriani, and Daviq Chairilsyah. "THE EFFECT OF MANAGEMENT MOTIVATION AND COMPENSATION ON EMPLOYEE PERFORMANCE AT PT INHIL SARIMAS KELAPA." Jurnal Manajemen dan Bisnis 11, no. 2 (December 30, 2022): 227–34. http://dx.doi.org/10.34006/jmbi.v11i2.451.
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The research was conducted at PT Inhil Sarimas Kelapa. The aim is to determine the direct effect of the influence of motivation and management compensation on employee performance. This study took a sample of 115 employees. The variables used are management motivation and compensation and employee performance. The data were analyzed using SEM (Structural Equation Modeling) analysis which was operated through the Smart PLS 3.2.8 . program
The results showed that there is a positive and significant motivation on employee performance. Based on the results of the respondents' responses, it was found that the respondents had considered the motivation given by the company to have been carried out well. However, for indicators of recognition of the performance of getting higher wages and jobs that challenge the desire to learn to master the work in their field, improvements still need to be made, because the average respondent's response compared to other indicators has the lowest value. Compensation has a positive and significant effect on employee performance. Based on the results of the respondents' responses, it was found that the respondents had considered the compensation was good. However, it is necessary to pay attention to the Salary/Wage indicator because compared to other compensation indicators, respondents gave the lowest score. Motivation and compensation have a simultaneous positive effect on employee performance.
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Melton, Kerry, and Sandeep Parepally. "Domiciling Truck Drivers More Strategically in a Transportation Network." International Journal of Applied Industrial Engineering 2, no. 1 (January 2014): 41–56. http://dx.doi.org/10.4018/ijaie.2014010103.
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The authors propose a method to better domicile truck drivers in a relay-point highway transportation network to obtain better solutions for the truck driver domiciling and sourcing problem. The authors exploit characteristics of the truckload driver routing problem over a transportation network and introduce a new approach to domicile, source, and route truck drivers while more inclusively considering performance and cost measures related to the driver, transportation carrier, and customer. Driver domicile and relay-point locations are exploited to balance driver pay and recruiting costs and driving time. A mixed integer quadratic program will determine where driver domiciles are located to base drivers, source drivers, route drivers, etc. while considering key costs related to transporting truckload freight over long distances. A method to improve driver domicile locations is introduced to enhance driving jobs and driver sourcing, but not at the expense of the transportation carrier and customer. A numerical experiment will be conducted.
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Berthold, Norbert. "Abbau von Inflexibilitäten auf dem Arbeitsmarkt – Ist die Wirtschaftspolitik auf dem richtigen Weg?" Perspektiven der Wirtschaftspolitik 1, no. 2 (May 2000): 229–50. http://dx.doi.org/10.1111/1468-2516.00014.
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Abstract The situation on the German labour market is still a catastrophe. The institutional set-ups on the labour market and the welfare state obviously no longer fit the fundamentally changed economic environment. There is next to no competition on the labour market and unions and employers' associations use the generous welfare state to transfer the burden of adjustment to changes in the economic environment onto the public at large. Institutional mismatch is prevalent. The red-green coalition government has not only realized that persistently high unemployment inflicts tremendous economic damage but that it is also politically destabilizing. It has therefore announced that the performance on the labour market during its term of office shall be its own measure of success or failure. This paper discusses whether the regulatory steps taken by the red-green coalition government, like implementing stricter employment protection legislation, reintroducing full pay when sick, and changing the law concerning low-paid jobs, are suitable for reducing this institutional mismatch.
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Oke, Ayodeji Emmanuel, Olajide Timothy Ibironke, and Osuolale Adelani Bayegun. "Appraisal of reward packages in construction firms." Journal of Engineering, Design and Technology 15, no. 6 (December 4, 2017): 722–37. http://dx.doi.org/10.1108/jedt-04-2017-0037.
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Purpose A major requirement and practice in human resource management of an organisation is the award of appropriate reward packages to employees. This paper aims to examine the importance attached to reward packages by personnel of quantity surveying firms (QSFs) and the level of adoption of the packages with a view to develop important ones that can enhance quality of performance and reliability of the employees. Design/methodology/approach Questionnaires were administered on registered quantity surveyors employed in QSFs in the study area, which was Lagos State, Nigeria. Mean item score and chi-square were used to examine the significance of importance attached to available reward packages by employees, whereas factor analysis was used to highlight and group identified available reward packages. Findings Basic pay, that is salary and wages, is the most important and mostly used reward package, whereas the least are service recognition and profit sharing. Most of the reward packages were found to be important to the development of QSFs, and the variables were extracted and grouped into eight components. Originality/value As much as basic pay is a global and traditional reward system, managers and directors of QSFs should ensure that personnel with long-term commitment to the mission and vision of the company are duly recognised and rewarded accordingly. More so, profit from the proceed and benefits of the company should be shared in an appropriate manner, especially if employees are involved in securing jobs from clients.
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Reyhani, Fatemeh, and Hassan Dehghan Dehnavi. "Identification of Effective Factors on Accountants Motivation and Prioritization of Them by Using Fuzzy TOPSIS." Journal of Management and Accounting Studies 8, no. 1 (September 29, 2020): 38–43. http://dx.doi.org/10.24200/jmas.vol8iss1pp38-43.
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Objective: In the global market, modern organizations are faced with high levels of competition. In the wake of increasing competition in the global market, the survival of many companies that depend on human resources. Methodology: Performance like abilities, knowledge, skills and other abilities plays an important role in the success of the organization. Hence the human resources management system in any organization due to the continuous changes in the environment cannot be a static phenomenon. Subject of motivation of human resources issues that require special attention in the management of organizations. The aim of this study was to identify and rank the factors affecting the motivation of accountants with the first technique (FTOPSIS). in this study was used Herzberg's two-factor theory. The number of factors identified in this study is its 29 that 15 of health agents and 14 were other factors of motivating factors. Results: The results showed that the most important health factors affecting the motivation of accountants was respected and appreciated by management and supervision, the system of payment of salary and fringe benefits and job security. Conclusion: Finally 3 of factors” respect and appreciation from the management and supervision", "pay the salary and fringe benefits" and "compatibility with educational background and skills working jobs" are the highest priority at the motivation of accountants.
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Lutsenko, O. "Innovative remuneration systems in the period of economic stagnation." Uzhhorod National University Herald. Series: Law, no. 70 (June 18, 2022): 231–36. http://dx.doi.org/10.24144/2307-3322.2022.70.35.
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It has analyzed some tariff-free remuneration systems that are widely used in world practice, and some of them are gradually “entering” the legal realities of Ukraine.
The author has emphasized that the competitiveness of the remuneration system should ensure the involvement of a workforce with a high level of professionalism and skills, consistent with the strategy and tactics of the organization, especially in times of economic stagnation.
In a period of economic stagnation, positive foreign experience can be used to implement different remuneration systems. Innovative forms of remuneration, which include tariff-free and flexible systems, have recently become increasingly used to reconcile the interests of employees and employers. Innovative remuneration systems are aimed at providing employees with material incentives that can be most effectively used in the implementation of innovative forms of remuneration.
Tariff-free remuneration systems can be classified depending on the contribution of employees to the final results of the organization into the following types: 1) a system of floating salaries; 2) an expert system of performance evaluation; 3) a system of remuneration using the coefficient of labour costs; 4) a share system of remuneration; 5) a rate of remuneration; 6) a system of remuneration on a commission basis (PFP – “Pay-for-Performance”); 7) cash payments for the implementation of objectives (Management by Objectives); 8) universal market system of wage assessment.
Remuneration systems that take into account the work skills of employees, in particular, SBP systems (skill-based pay systems), are common in foreign practice. In world practice, there are also different models of remuneration for work performed, taking into account work skills, focused on both individual and group jobs and types of work.
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Slávik, Štefan. "The Business Model of Start-Up—Structure and Consequences." Administrative Sciences 9, no. 3 (September 9, 2019): 69. http://dx.doi.org/10.3390/admsci9030069.
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A start-up already at its origin has to solve the crucial existential condition that is a viable business model. The purpose of the research is to deepen and expand the knowledge about the structure of the start-up business model and its impact on entrepreneurial performance. Field research was carried out in three stages over one and a half years. The source of knowledge about the studied start-ups has been the personal experience recorded in the questionnaire. Start-ups are small closed communities that do not sufficiently shape external partnerships, cannot reach the customers, although they can identify them well enough, try to improve the business model blocks but they do not pay attention to their coordination and perceive the monetization in a simplified way. The impact of the business model on start-up performance has been confirmed but the internal blocks affect business performance unambiguously over the three stages of the research. The best conversion of users to customers and subsequently to revenues are distinctive for the start-ups with their own simple distribution channel and partners who are experienced distributors. The lessons learned can directly improve the results of start-ups when their incompleteness and imperfection will be substituted by appropriate partners. Start-ups provide a space for the new jobs and the self-realization of ambitious people with a sense of service for society. Empirical research on start-ups identifies their weaknesses and possibilities to increase their entrepreneurial performance.
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Ayudytha, Awaliyah Ulfah, and Desta Asherti Putri. "Faktor-Faktor Yang Mempengaruhi Burnout Pada Perawat Diruang Rawat Inap RS PMC." Real in Nursing Journal 2, no. 3 (December 20, 2019): 144. http://dx.doi.org/10.32883/rnj.v2i3.548.
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<p><em>Burnout is a prolonged response related to stressors that continue to occur in the workplace where the result is a combination of workers and jobs. Nurse fatigue occurs when nurses work more than 80% of their work time. The purpose of this study was to determine the factors that influence burnout in nurses in the inpatient room of Pekanbaru Medical Center hospital in 2019.This research method was descriptive correlation with cross sectional approach done to 35 respondents. Sampling technique using total sampling method. The analysis used is univariate analysis and bivariate analysis using Chi-square test. The results showed that there was a significant relationship between workload and burnout (p = 0.024) and there was a significant relationship between leadership style and burnout (p = 0.027). Based on the results of these studies, the researchers recommend that the management of Pekanbaru Medical Center Hospital pay more attention to the level of burnout nurses because the performance of nurses plays an important role in patient care. </em></p>
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Shuangshuang, Li. "Developing measures to improve the performance of transnational corporations in the context of a pandemic." Transbaikal State University Journal 26, no. 8 (2020): 122–28. http://dx.doi.org/10.21209/2227-9245-2020-26-8-122-128.
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This article presents the conditions of transnational corporations’ activity in the period of aggravated situation associated with coronavirus infection. The activities of large multinational companies in such industries as digital electronics (“Apple”, “Intel”, “Qualcomm”), automotive (“General Motors”, “Ford”, “Toyota”), air transportation (“American Airlines”, “Delta Air Lines”, “United Airlines”, “Lufthansa” and “British Airways”) are revealed. A list of measures that contribute to a painless way out of the crisis for multinational companies is presented. It is proposed to create agencies based on a multinational company to make decisions in emergency situations, which should contribute to earlier detection of threats and quickly make the right management decisions. The role of potential risk assessment and implementation of emergency response mechanisms is described. There is a need to create a positive and active mechanism for exchanging information for employees, customers and suppliers, as well as the formation of standard communication documents. The importance of maintaining the physical and psychological health of employees and the need to analyze the nature of jobs for the adoption of appropriate recovery plans is determined. The article presents the importance for multinational companies in establishing plans to respond to supply chain risks. This will make it possible to manage inventory more effectively in the short term in the context of reduced consumption. It is proposed to pay special attention to solutions for identifying risks related to productivity and maintaining customer relationships caused by the inability to resume production in the short term. It is stated that multinational companies should create or modernize mechanisms for systematic risk management and control, identify the main risks in advance and develop plans to respond to them
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Sharmin, Tanima, Ehsamul Azim, Shamima Choudhury, and Sayma Kamrun. "Reasons of Absenteeism among Undergraduate Medical Students: A Review." Anwer Khan Modern Medical College Journal 8, no. 1 (February 19, 2017): 60–66. http://dx.doi.org/10.3329/akmmcj.v8i1.31660.
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Absenteeism refers to the frequent absence from classes without any good reason. In spite of compulsory attendance rule, individual students, parents, institute and society suffer when students do not attend classes in medical college on regular basis. Student absenteeism is a concern in higher education especially medical education. Student's absenteeism results in inadequate learning and poor academic performance. Despite the strict rules, absenteeism is an on-going problem in many universities and a phenomenon that is also on the rise in universities worldwide. There is extensive literature on the link between absenteeism and lack of subject matter interest, poor teaching strategies, unfavorable learning environment,excessive socialization among students, part-time jobs, ill health, sleeplessness and poor relations with lecturers. In addition, accessibility of lecture content in the form of online slides, videos and audios has their own contribution to absenteeism. Early detection and prevention might prevent unwanted consequences of absenteeism on medical students' academic performance.Medical colleges should pay more attention and take immediate measures on those who starting to absent from classes because they might need support from them.Anwer Khan Modern Medical College Journal Vol. 8, No. 1: Jan 2017, P 60-66
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Илић, Гордана, Бранка Золак Пољашевић, and Саша Вученовић. "Анализа односа између компензационих пракси и пословних резултата // Analysis of the relati onship between compensati on practi ces and business performance." ACTA ECONOMICA 10, no. 17 (July 10, 2012): 31. http://dx.doi.org/10.7251/ace1217031i.
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Резиме: Компензације представљају укупне, материјалне и нематеријалне, накнаде које запослени примају за свој рад. С обзиром да висина и структураукупних компензација директно утиче на мотивацију, ставове и понашања запослених, послодавци настоје да компензације ставе у функцијуостварење пословних циљева организације. Прегледом релевантне литературе у овој области, закључујемо да су успјешне компаније широм свијетавећ одавно одбациле традиционални систем награђивања запослених којисе базира искључиво на фиксној основној плати, док је тај систем у домаћим пословним организацијама и даље доминантан. Умјесто њега, успјешнекомпаније су пригрлиле нови систем награђивања који наглашава улогу изначај нематеријалних компоненти компензационог пакета, јер без значајнијег повећања трошкова могу да повећају атрактивност посла, односнопривуку, мотивишу и задрже запослене. Поред сагледавања улоге и значајакомпензационог менаџмента у организацијама, анализе савремених праксии компензационих инструмента који стоје на располагању послодавцима, кроз овај рад и практично истраживање оцијенили смо адекватност система награђивања запослених у великим и средњим предузећима која послујуу Републици Српској. Резултати истраживања су показали да не постојидовољно јака веза између материјалних награда изражених кроз плату ипословних резултата што указује на неадекватност постојећег системанаграђивања. Такође, резултати истраживања сугеришу да искључиво ма-теријална награда не представља довољну мотивацију запосленим да пове-ћају свој радни учинак и тиме допринесу побољшању пословних резултатадомаћих предузећа.Summary: Compensations are total rewards (tangible and intangible) that employees receivingfor their work. Since the amount and structure of total compensation directlyinfl uences motivation, attitudes and behaviours of employees, employers tendto put compensations in the function of achievement of business objectives. A reviewof relevant literature in this fi eld, we conclude that the successful companies worldwideare long time ago rejected the traditional system of remuneration which hasbeen based solely on a fi xed basic pay, while this system is in the domestic businessorganizations still dominant. Instead, successful companies have embraced a newsystem of remuneration that emphasizes the signifi cance of intangible componentsof a compensation package, because without a signifi cant increase in remunerationcosts may increase the attractiveness of jobs, attract, motivate and retain employees.In addition to consideration of the role and importance of compensation managementin organizations, and analysis of contemporary practices and compensatoryinstruments available to employers, through this work and practical research, weevaluated the adequacy of the remuneration system in large and medium-sized enterprisesoperating in the Republic of Srpska. The results show that there is no stronglink between material reward, expressed as a basic pay, and business performance,which indicates the inadequacy of the existing system of remuneration. Furthermore,the results suggest that material reward does not represent a suffi cient motivationto employees to increase their work performance and thereby contribute toimproving of the business performance of domestic companies.
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Febriantoro, Krisna. "The Effect of Perceived Organizational Support and Job Satisfaction on Employees Performance of Administration and Finance Department at Kebon Agung Sugar Factory Malang through Organizational Commitment as an Intervening Variable." Ekonomi Bisnis 23, no. 2 (October 22, 2018): 81. http://dx.doi.org/10.17977/um042v23i2p81-90.
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ABSTRACTFebriantoro, Krisna. 2018. The Effect of Perceived Organizational Support and Job Satisfaction on Employees Performance of Administration and Finance Department at Kebon Agung Sugar Factory Malang through Organizational Commitment. Sarjana’s Thesis, Department of Management, Faculty of Economics, Universitas Negeri Malang. Advisor: Lohana Juariyah, S.E., M.SiKeywords: Perceived Organizational Support, Job Satisfaction, Organizational Commitment, PerformanceHuman Resources is one of the most important resources for the establishment of a company. Therefore, the ability to manage the performance of human resources appropriately is determine the ability to achieve success in achieving goals and establish the ability to deal with threats to companies both internal and external. Important factors that employees must possess to making high employee performance include the perceived organizational support, job satisfaction, and organizational commitment.This study purpose to know : (1) Condition of perceived organizational support, job satisfaction, organizational commitment and employee performance. (2) The direct influence of perceived organizational support on employee performance. (3) The direct influence of perceived organizational support on organizational commitment. (4) The direct influence of organizational commitment on employee performance. (5) The direct influence of job satisfaction on employee performance. (6) The direct influence of job satisfaction on organizational commitment. (7) Indirect influence of perceived organizational support on employee performance through organizational commitment. (8) Indirect influence of job satisfaction on employee performance through organizational commitment.The study uses cuantitive approach, the population is the administrative and financial employees of Kebon Agung Sugar Factory Malang which has status as permanent employee with the total sample as much as 68 respondents from 68 employees. The method to taking sampling is by total sampling method and instrument testing technique using validity and reliability test. This study uses several models of classical assumption test is normality test, multicolliniearity test, and heteroskidasticity test. Data analysis method used is path analysis.Based on the results of the analysis is showed that: (1) Description of perceived organizational support, job satisfaction, organizational commitment and employee performance is good. (2) There is a positive influence and significant perceived organizational support on employee performance. (3) There is a positive influence and significant perceived organizational support on organizational commitment. (4) There is positive influence and significant organizational commitment on employee performance. (5) There is a positive influence and significant job satisfaction on employee performance. (6) There is a positive influence and significant job satisfaction on organizational commitment. (7) There is a positive and indirectly significant effect of perceived organizational support on employee performance through organizational commitment. (8) There is a positive and indirect effect of job satisfaction on employee performance through organizational commitment.Based on the results of this study, researchers suggest: (1) Companies need to maintain awareness of the welfare of employees and also need to improve preparedness of the company if the employee needs special help. Other than that the companies need to keep the working conditions of the company in order to stay comfortable and need to increase the chances of employees participating in decision making within the working group. The next suggestion is, that company needs to keep employees to remain happy career in the company either by increasing organizational support and employee satisfaction and also need to pay attention to the employee's view that someone is easy to move company either by paying attention to opinion and value from employee. In addition, companies need to maintain and manage employees in order to remain able to cooperate well with colleagues and also need to improve the accuracy of employees in running the job either by increasing supervision or provide punishment or punishment to employees. (2) Next research on the effect of perceived organizational support variables, job satisfaction, and organizational commitment to employee performance suggests that the analysis model used is to use path analysis model rather than using multiple linear regression analysis. (3) The model of this study needs to be tested on different research subjects at work where many workers are millenial generations who are found to be sedentary or alleged to have low work commitments or on jobs that have high turnover rates such as hotel employees, employees banking, hospital employees.
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Zhang, Hui, and Zhuonan Zheng. "Application and Analysis of Artificial Intelligence in College Students’ Career Planning and Employment and Entrepreneurship Information Recommendation." Security and Communication Networks 2022 (September 13, 2022): 1–8. http://dx.doi.org/10.1155/2022/8073232.
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With the arrival of graduation season, the number of graduates is expanding every year, and the employment rate of college students has become one of the data that colleges and universities pay attention to. To improve the employment rate of college students, we should first educate each college student in career planning, so that they can clearly understand their own positioning and future development direction. Career planning can guide students to understand their jobs and analyze their professional fields. Faced with massive employment information, it is also a big problem for college students to search and choose information. In this paper, the personalized recommendation system for entrepreneurship is described, and the basic principles of information recommendation are described. The basic information and personal interest points of college students are represented by feature vectors, which provide a favorable theoretical support for college students’ career planning and employment and entrepreneurship information recommendation. An information recommendation model under deep learning is formed. Finally, the performance of the model under the traditional algorithm and the optimized information recommendation model is evaluated, and the satisfaction of users to this system is scored so as to provide a convenient and quick information recommendation system for college students, thus indirectly improving the employment rate of graduates and providing corresponding solutions to the problem of difficult employment.