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Journal articles on the topic 'Employee fringe benefits'
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Kemp, Donna R. "Major Unions and Collectively Bargained Fringe Benefits." Public Personnel Management 18, no. 4 (December 1989): 505–10. http://dx.doi.org/10.1177/009102608901800409.
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Fringe benefits are a growing part of the compensation package. Unions and employee associations have played a significant role in the development of fringe benefits. A survey of major unions and employee associations indicates of the new fringe benefits dental coverage, vision coverage, employee assistance programs, maternity leave, and alternative work schedules are the most prevalent in current contracts. Sabbatical leaves are most prevalent as a new benefit in current negotiations, and child care, eldercare, and legal coverage are the most likely new fringes to be negotiated in the future. The standard benefit areas of health and pensions are presently the fringe benefit issues most involved in retrieval bargaining. They are also perceived as both currently and over the next ten years as the most important fringe benefit issues in collective bargaining.
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McFadden, David W. "Employee Fringe Benefits Expense." Compensation & Benefits Review 21, no. 6 (December 1989): 66–69. http://dx.doi.org/10.1177/088636878902100610.
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K., Jayapriya, and Akilan A. "Fringe Benefits Effects on Employee Productivity in the Public Sector Tamilnadu Water Supply and Drainage Board Namakkal." International Journal of Innovative Research in Information Security 09, no. 04 (July 31, 2023): 232–38. http://dx.doi.org/10.26562/ijiris.2023.v0904.02.
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The research purpose is to determine the study of the fringe benefits important of employees. Fringe benefits are additions to compensation that companies give their employees. This research project is on Fringe Benefits and Employees productivity in public sector. This research work is generally about the Benefits and Employees productivity Public Sector. The project has undertook the general introduction into the research work led to the review of various literature that relates to the major variables involved in the research work especially employees productivity. The purpose of employee benefits is to increase the economic security of staff members, and in doing so, improve worker retention across the organization. As such, it is one component of reward management. In any case, employers use fringe benefits to help them recruit, motivate, and keep high-quality people. According to Mathis and John (2003), productivity is a measure of the quantity and quality of work done, considering the cost of the resources used. The more productive an organization, the better its competitive advantage, because the costs to produce its goods and services are lower. Employee benefits in Canada usually refer to employer sponsored life, disability, health, and dental plans. Employee benefits in the United States include relocation assistance; medical, prescription, vision and dental plans; health and dependent care flexible spending accounts; retirement benefit plans (pension, 401(k), 403(b). fringe benefits refers to the regular review of an employee’s job performance and overall contribution to a company. The objective is to know the effect of fringe benefits on employee motivation. The reveals that fringe benefits lead to improved employees’ performance. This results from increased productivity in the organization. The majorities of the employees are motivated of the organization through feedback and increased productivity.
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Jain, Harish C., and Edward P. Janzen. "Employee Pay and Benefit Preferences." Relations industrielles 29, no. 1 (April 12, 2005): 99–110. http://dx.doi.org/10.7202/028480ar.
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Despite a continuing growth of fringe benefits as a proportion of the total wage bill, few employees have any definite knowledge of what fringes employees really prefer. This article reports the results of a study which attempted to measure employees preferences for alternative forms of compensation in six organizations located in Ontario, Canada.
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Brejdak, Paulina. "THE TAXATION OF EMPLOYEE REVENUE FROM THE FRINGE BENEFITS." Review of European and Comparative Law 32, no. 1 (March 1, 2018): 83–94. http://dx.doi.org/10.31743/recl.3228.
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The article presents the issues taxation of employee revenue from the fringe benefits by Personal Income Tax. On the one hand, the employee fringe benefits are identified with a defined benefit and on the other with a non-monetary incentive system. However, the benefits give rise to many doubts and controversies. The reasons for this are the lack of legal definition and the lack of their legal directory. Therefore, the views of the judiciary and decisions of tax authorities indicate for example what can be classified fringe benefits.
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Solnick, Loren M. "The Effect of Blue-Collar Unions on White-Collar Wages and Fringe Benefits." ILR Review 38, no. 2 (January 1985): 236–43. http://dx.doi.org/10.1177/001979398503800206.
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This study investigates the influence of blue-collar unions on the wages and fringe benefits of white-collar workers employed in the same establishment. The author uses establishment data on employee compensation in 1974, the last year such data were collected, to estimate these wage and fringe spillovers in the two-digit industries in the manufacturing sector. Wage spillovers appear in only three of 16 industries, with the effect ranging from 10 to 19 percent. For fringes, however, significant spillovers are evident in 12 industries, with effects ranging from 15 to 52 percent. Although the models estimated also allow for the influence of white-collar unions on white-collar wages and fringes, no such effects were observed.
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Diehl, Kevin A. "VAT Applicability to Employee Retail Vouchers." EC Tax Review 19, Issue 5 (October 1, 2010): 228–30. http://dx.doi.org/10.54648/ecta2010028.
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While the European Court of Justice issues many important rulings with respect to competition, transportation, free movement of capital, and other policies, its contributions to tax policy sometimes get overlooked. Too many view taxation as just an issue of national import. However, the European Court of Justice has made some extraordinarily important contributions in the area of taxation. The recently discussed case of Astra Zeneca UK LTD v. HMRC (C-40/09, <curia.europa.eu>) proves this notion. The following discusses the facts, governing guidance, issues, resolutions, drawbacks, and future applications. On appeal from the VAT and Duties Tribunal of Manchester, United Kingdom, this case addresses whether UK tax law with regard to value-added taxes (VATs) is correct. The judgment considers whether VAT applies to fringe benefits beyond cash (retail vouchers) from an employer to an employee. For global context here, the US tax system’s treatment of fringe benefits can be considered. In the United States then, there is no VAT. However, for income tax purposes, fringe benefits result in the best possible treatment. As the employers deduct the fringe benefits provided, the employees exclude the fringe benefits from their gross income.
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ACHEAMPONG, Evans Owusu, Ebenezer Takyi WADIEH, Kyei Anane AMPOFO, Esther GLOVER, Evans Osei BEMPAH, and Christian Opoku BOAHEN. "Effect of Fringe Benefits and Remuneration on Employee Performance: The Mediating Role of Employee Engagement." Journal of Human Resource Management - HR Advances and Developments 2024, no. 1 (June 5, 2024): 128–44. http://dx.doi.org/10.46287/thdf1238.
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Purpose of the study - This study assessed the effect of fringe benefits and remuneration on employee performance and explored the mediating role of employee engagement. Methodology- The study employed a quantitative approach to data collection and analysis. Data was collected through a structured questionnaire distributed among 270 employees from Asanduff Construction Limited- Accra, Ghana. The analysis was conducted using Partial Least Square Structural Equation Modelling. Findings- The study revealed that fringe benefits and remuneration did not affect employee job performance. With the mediation analysis, the analysis showed that employee engagement mediated the relationship between remuneration and employee performance as well as fringe benefits and employee performance. Limitations- First, the study’s limitation has to do with its geographical coverage. The study was also limited to the working staff of Asanduff Construction Limited with an estimated sample size of 278 which could be relatively small. Again, through questionnaires being used as the main instrument, the study responses might be without honesty and accuracy. Thus, the study results might be affected by bias which will limit the generalizability. Practical implications- The results of this study will contribute to human re-source managers' efforts in putting plans in place to improve the operations of their companies. Line managers should therefore make every effort to ensure that their staff members are motivated by the work they do to increase productivity, as this study also discovered a link between employee engage-ment and performance. Strategically, leadership and management of organi-zations will be based on the findings of this study and plan important work-shops, seminars, symposiums, conferences, etc. with a major focus on provid-ing employees with proper fringe benefits at the workplace to ensure that they increase productivity at the workplace. Originality/value- The study contributes to the literature by assessing the effect of fringe benefits and remuneration on employee performance and exploring the mediating role of employee engagement.
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Montgomery, Mark, and James Cosgrove. "The Effect of Employee Benefits on the Demand for Part-Time Workers." ILR Review 47, no. 1 (October 1993): 87–98. http://dx.doi.org/10.1177/001979399304700107.
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This paper uses the results of a unique survey of child care centers in 1989 to examine the effect of fringe benefits on the demand for part-time teachers and teacher aides. An analysis that controls for wages and other establishment characteristics shows that as the level of fringe benefit payments at the establishment rises, hours of work by part-time workers fall significantly relative to the hours worked by full-time teachers and teacher aides. Particularly influential are insurance payments (such as health and dental), which have an effect more than twice that of fringe benefits in general.
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Tarafdar, Prosenjit, Kajol Karmoker, and Sraboni Akter. "Effects of Fringe Benefits on Employee Loyalty: A Study on University Teachers in Khulna City of Bangladesh." Business and Management Research 10, no. 3 (September 9, 2021): 1. http://dx.doi.org/10.5430/bmr.v10n3p1.
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The aim of this study was to examine the effects of fringe benefits on employee loyalty in the context of university teachers. The study sample consisted of 100 university teachers who were randomly selected from both private and public universities situated in Khulna city of Bangladesh. Data were collected through a self-administered questionnaire survey. To test the study hypotheses, data were analyzed employing correlation and multiple regression analysis tools. Results of correlation analysis reveal that fringe benefits (insurance & retirement benefits, payments for time not worked, education & development opportunities, flexible working hours, and employee welfare benefits) are positively related to employee loyalty. Regression statistics shows that 25.6% variance of employee loyalty can be explained by the fringe benefits. The study findings also indicate that flexible working hours (β = 0.296, Sig. = 0.001) has the most significant contribution in explaining employee loyalty among the university faculty members employed in Khulna city of Bangladesh.
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Gunadi, Lie, Antonius Siahaan, and Ardi Adji. "Turnover Intention Analysis in Digitalization Era Within Covid-19 Pandemic Situation." Emerging Markets : Business and Management Studies Journal 9, no. 1 (October 8, 2021): 19–33. http://dx.doi.org/10.33555/embm.v9i1.196.
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The phenomenon of the digitalization era has an impact on high employee turnover. On the other hand, the Covid-19 pandemic impacted a lockdown in many countries and regions which in turn, in many businesses and employees being affected (reducing costs, reducing working hours, and even laying off work relations). Taking a sample of various organizations in Indonesia, this study analyzed the factors that cause employee turnover intention (dependent variable) such as employee satisfaction (moderating variable), also remuneration & promotion, fringe benefit, working environment, and perceived external employment as independent variables. The research study was conducted based on 219 respondents who are in various industries. The results showed that working environment and fringe benefits have a positive impact to job satisfaction, job satisfaction has a negative impact to turnover intention and perceived alternate external employment has a positive impact to turnover intention inline with the predictions on the hypothesis. Meanwhile remuneration and perceived alternate external employment didn't have a significant impact on job satisfaction, as well as working environment, remuneration & promotion, and fringe benefits to turnover intention.
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R M, Anil Kumar, and Proff Manjunatha S. "“A STUDY ON IMPACT OF FRINGE BENEFITS TOWARDS EMPLOYEE PRODUCTIVITY AT LARSEN & TOUBRO CONSTRUCTION EQUIPMENT LIMITED , DODDABALLAPURA”." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 07, no. 11 (November 1, 2023): 1–11. http://dx.doi.org/10.55041/ijsrem26699.
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This study investigates the relationship between fringe benefits and employee productivity, focusing on the types, perceived value, and mechanisms they influence employee engagement and output. Using a mixed-methods approach, the research will survey a diverse sample of employees across industries and job roles to understand their perceptions of fringe benefits' importance and effectiveness. In-depth interviews will provide deeper insights into the psychological and behavioral dynamics. The findings will identify specific fringe benefits associated with improved productivity, reveal psychological mechanisms linking these benefits to motivation, job satisfaction, and commitment, and explore potential moderating factors like job role, tenure, and organizational culture. The findings will provide valuable insights for human resource practitioners, managers, and leaders, enabling strategic allocation of resources and designing tailored incentive programs that align with employee needs and preferences. The study aims to contribute to existing knowledge and optimize human resource strategies for a more productive and engaged workforce.
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OWUSU, Acheampong Evans, Glover ESTHER, Takyi-Wadieh EBENEZER, and Ampofo Anane KYEI. "Effect of Fringe Benefits and Remuneration on Employee Engagement: The Moderating Role of Perceived Organisational Support." Journal of Human Resource Management - HR Advances and Developments 2023, no. 2 (December 11, 2023): 105–21. http://dx.doi.org/10.46287/njbj3661.
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Purpose of the Study - This study assessed the effect of fringe benefits and remuneration on employee engagement and explored the moderating role of perceived organisational support. Methodology- The study employed a quantitative approach in data collection and analysis. Data was collected through a structured questionnaire distributed among 270 employees from Asanduff Construction Limited- Accra, Ghana. The analysis was conducted using Partial Least Square Structural Equation Modelling. Findings- The study revealed that fringe benefits and remuneration had an effect on employee engagement. With the moderation analysis, perceived organisational support did not moderate the relationship between remuneration and employee engagement but moderated the relationship between fringe benefits and employee engagement. Limitations- First, the study’s limitation has to do with its geographical coverage. The study was also limited to the working staff of Asanduff Construction Limited with an estimated sample size of 278 which could be relatively small. Again, through questionnaires being used as the main instrument, the study responses might be without honesty and accuracy. Thus, the study results might be affected by bias which will limit the generalizability. An additional constraint of the study is its exclusive focus on a single company, thereby restricting the generalizability of the findings to the unique confines of that particular corporate culture. Practical implications- The results of this study will contribute to human resource managers’ efforts in putting plans in place to improve the operations of their companies. Line managers should therefore make every effort to ensure that their staff members perceive a positive and full support from the organisation in order to increase productivity, as this study emphasized on the importance of perceived organisational support. Strategically, leadership and management of organizations will base on the findings of this study and plan important workshops, seminars, symposiums, conferences etc. with a major focus on providing employees with proper fringe benefits at the workplace so as to ensure that they increase productivity at the workplace. Lastly, perceived organisational support which has been highlighted by literature needs to be existent at the workplace. By so doing employees will feel appreciated and will therefore be willing to commit their future to the good of the organisation through psychological meaningfulness Originality/value- The study contributes to literature by assessing the effect of fringe benefits and remuneration on employee performance and exploring the moderating role of perceived organisational support.
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Fabian, Bella Marie L., and Mark Vincent F. Reyes. "Job Satisfaction Among CEU Teaching and Non-Teaching Employees: Basis for A Proposed Employee Retention Program." International Journal of Religion 5, no. 6 (April 13, 2024): 1–11. http://dx.doi.org/10.61707/pwjbn295.
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This study aimed to explore the CEU Teaching and Non-Teaching employee's level of job satisfaction. The method used in this study is descriptive quantitative. The researcher used survey questionnaires to obtain data from the respondents. It was concluded that the CEU’s employees were very satisfied with the supervision that they received and interacted with their co-workers. The employees were also satisfied with the organization’s support for training, their feelings about the training they received, and their satisfaction with training and CEU development. Nevertheless, it was also disclosed that they were partially satisfied with the fringe benefits of the company’s offer, the opportunities and rewards they receive, and the operating policies and procedures they follow. The results have shown that CEU teaching and non-teaching employees are satisfied with their jobs and the administration should think about more extensive operating rules and procedures, fringe benefits, opportunities, and rewards in the university. Career pathing should also be contemplated.
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Vally Senasi, Samihah Khalil @ Halim, and Balakrishnan Parasuraman. "Minimum Wage Policy: Is There Any Impact on Low Skilled Workers in Electrical and Electronics Companies in Malaysia?" International Journal of Business and Society 22, no. 1 (March 24, 2021): 422–30. http://dx.doi.org/10.33736/ijbs.3186.2021.
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Wage are the greatest pushing factor for many workers to work and positively relates to employee life satisfaction. Meanwhile, fringe benefits improve the skills and knowledge of workers and enhance the organization’s reputation. Minimum wage policies around the world uphold the principle to provide a basic living wage for their workers. Nevertheless, the impact of national minimum wage policy on Malaysian employees, in particular, was the least explored since enacted into law in 2012. This study examines the minimum- wage impact on low-level skilled workers in the electrical and electronics industry in Malaysia. Minimum wage can have an effect on labor productivity and fringe benefits, particularly training, allowances, and insurance, have become important research topics. As such, this research discusses the effect of minimum wages on labor productivity and fringe benefits of employees. A semi-structured survey questionnaire was distributed to 600 employees in electrical and electronics firms in Penang and Kulim Industrial Zones. Data from 432 questionnaires were quantitatively analyzed using Exploratory Data Analysis (EDA). The findings suggest that employers should make some adjustments in administering the wage scale due to the implementation of minimum wage national policy that has impacted firms’ costs and incomes. The results also found that the minimum wage affects labor productivity and wage differences among workers. Meanwhile, the minimum wage does not adversely affect the adjustments to the fringe benefits, except for the provision of training. This study recommends more strategic plans and negotiations between stakeholders on wage and fringe benefits that would warrant continuous positive effects for both workers and employers.
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Enukoha, Chidiebere U., Pius U. Angioha, and Mary U. Ojong-Ejoh. "Labour Wages, Fringe Benefit as Hedonic Motivation for Employee Workplace Behaviour in Corporate Establishment." Quantitative Economics and Management Studies 3, no. 3 (June 29, 2022): 373–85. http://dx.doi.org/10.35877/454ri.qems771.
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The study assessed labour wages, fringe benefits as hedonic motivation for employee workplace behaviour. Adopting a descriptive and quantitative approach, the survey method was adopted to collect data from 436 participants from a population of 736 staff of eight selected commercial banks in cross river state, Nigeria using the purposive, proportional and simple random sampling. The instrument of data collection is the self-developed and administered questionnaire, designed in a four-point format. Data collected was analyzed using descriptive and parametric statistics. Result revealed that 72.2 per cent of bank employees believe that a good wage will improve productivity, 95.2 per cent reported that a good performance deserves good pay. All employees interviewed reported being paid overtime. 89.9 per cent reported that they go on paid leave. From the parametric analysis carried out, a significant correlation exists between labour wages, fringe benefits and employee workplace behaviour. The study recommends, amongst others, that bank management need to review their compensation packages
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Iyke-Ofoedu Maureen Ifeoma, Nwankwo Ernest Chukwuebuka, and Okechukwu Stanley Chidinna. "Effect of extrinsic reward system on employee’s productivity in deposit money banks in Nigeria." World Journal of Advanced Research and Reviews 18, no. 3 (June 30, 2023): 458–69. http://dx.doi.org/10.30574/wjarr.2023.18.3.1092.
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This study investigated the effect of extrinsic reward system on employee productivity in deposit money banks in Nigeria. The specific objectives of the study are to: determine the effect of fringe benefits reward system on employee turnover intension and evaluate the effect of promotion reward systems on employee productivity. Research design was descriptive survey research. Study Area was Enugu State. Sample size of 378 respondents was drawn from 503 population of the study using Taro Yamane sample technique. The research question was answered with simple percentage, mean and standard deviation while methods of data presentation are table and simple percentage. The hypotheses were tested with regression analysis comprising student-t statistics. The following are the major findings of the study: the study reveals that fringe benefits reward system has significant effect on employee turnover intention since the fringe benefits reward promotes attention and focus of employee to render service without fear or favour (t-statistics (9.292) > P-value (0.000), the study reveals that promotion reward systems has significant effect on employee productivity since promotion reward system improves employee’s statue thereby enhancing their employee productivity (t-statistics (6.312) > P-value (0.000). The study concludes that there was positive and significant effect of extrinsic reward system on employee productivity in deposit money banks in Nigeria. The study recommends that managements of deposit money banks should embrace and prioritize the use of a performance based reward system to encourage employee to give their best performance at all time.
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MACNAUGHTON, ALAN. "Fringe benefits and employee expenses: Tax planning and neutral tax policy." Contemporary Accounting Research 9, no. 1 (September 1992): 113–37. http://dx.doi.org/10.1111/j.1911-3846.1992.tb00872.x.
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Valaei, Naser, and Sajad Rezaei. "Job satisfaction and organizational commitment." Management Research Review 39, no. 12 (December 12, 2016): 1663–94. http://dx.doi.org/10.1108/mrr-09-2015-0216.
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Purpose The aim of this study is to examine the structural relationship between Spector’s nine job satisfaction facets (supervision, nature of the work, communication, contingent rewards, co-worker, fringe benefits, payment, promotion and operating procedures), organizational commitment facets (normative commitment, affective commitment and continuance commitment) and the influence of employees’ years of experience on satisfaction and commitment relationships. Owing to the nature of the industry, employee satisfaction, retention and commitment in Information and Communications Technology-Small and Medium-sized Enterprise (ICT-SME) is a matter of great concern. Design/methodology/approach A total of 256 valid questionnaires were collected among employees of Information and Communications Technology-Small and Medium-sized Enterprises (ICT-SMEs) to evaluate the measurement and structural model using partial least squares path modelling approach. Findings The findings indicate that payment, promotion, fringe benefits, co-worker, communication, operating procedures and nature of the work are positively associated with affective commitment. Furthermore, payment, promotion, fringe benefits, supervision, contingent rewards, operating procedures and nature of the work have a positive relationship with normative commitment. Considering employees’ years of experience as a categorical moderating variable, the results of partial least squares multi-group analysis show how the discrepancies between employees’ years of experience influence their level of commitment. Originality/value This study reveals that employees’ affective and normative commitments are positively associated and their continuance commitment is contingent upon their affective commitment, and not normative commitment. There are only three factors, i.e. promotion, fringe benefits and operating procedures, that are conductive to employees’ continuance commitment. Contributions, implications and limitations of the study are discussed.
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Urbancová, Hana, and Markéta Šnýdrová. "Remuneration and Employee Benefits in Organizations in the Czech Republic." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 65, no. 1 (2017): 357–68. http://dx.doi.org/10.11118/actaun201765010357.
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In today’s highly competitive environment, the goal of organizations is to recruit, retain and sufficiently stimulate employees to give high quality performance, which may actually be achieved by a well‑developed system of remuneration and a wide range of suitably selected employee benefits. The article aims to identify and evaluate important factors influencing the area of employee remuneration and benefits offered in organizations in the Czech Republic. The research was carried out through a questionnaire survey that involved selected organizations in the Czech Republic (n = 402). The obtained primary data were processed using descriptive and multidimensional statistics. The factors examined in relation to the employee remuneration and benefits include: industries and sectors of organizations; markets in which they operate; the size of organizations by the headcount; the existence or absence of the Human Resource Department. The results confirm that the organizations that want to maintain a good position in the labour market pay attention to their personnel marketing, which is also helped by the right (suitable) system of employee remuneration and fringe benefits thanks to which they retain their employees and can increase employee satisfaction and loyalty. Employee benefits are exactly what may distinguish the organizations from their competitors in the labour market.
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Nisar, Sahar, and Danish Ahmed Siddiqui. "A Survey on the Role of Fringe Benefits in Employee Satisfaction – An Analysis of Organizations of Pakistan." International Journal of Human Resource Studies 9, no. 1 (February 10, 2019): 232. http://dx.doi.org/10.5296/ijhrs.v9i1.14162.
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This study investigates the relationship between fringe benefits and employee’s job satisfaction. More specifically, following variables were taken as fringe benefits (i) Health Protection Benefits, (ii) Recreation Leaves, and (iii) Flexible Working hours. The primary data is gathered through questionnaire from the sample size of 200 respondents based on non-probability convenience sampling technique. The results were later analyzed through exploratory factor analysis and multiple regression. This study showed positive and significant relationship of Recreation Leaves and Health protection benefits on job satisfaction whereas in case of flexible working hours, the relationship seems to be insignificant. Through results, it may be concluded that if a good number of leaves and a good health Protection plan is provided by the employer, the employees tend to be more satisfied and committed towards their job. Whereas, flexible working hours does not much contribute much towards their level of satisfaction towards job. This study might help employers in Pakistan to add commendable benefits programs to their schedule in order to retain their loyal employees and increase firm’s productivity.
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Kuya, Joseph Albin, and Anne Kalei. "Influence of Financial Incentives on Employee Performance in Ferry Service, Mombasa County." East African Journal of Business and Economics 5, no. 2 (December 23, 2022): 38–52. http://dx.doi.org/10.37284/eajbe.5.2.1024.
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The main purpose of the study was to assess the influence of financial incentives on employee performance in Ferry Service, Mombasa. The study employed goal theory, Herzberg theory and self-efficacy theory. The study employed a descriptive survey study design. The study was carried out at Ferry Service, Mombasa with a population of 268 employees. Stratified random sampling with the non-proportionate allocation of sample sizes was used to draw samples from the target population. The researcher used questionnaires to collect data from the respondents. The data that was collected was organised, tabulated and analysed using descriptive statistics. Statistical Package for Social Science (SPSS) Version 26.0 was used to assist in data analysis. The analysed data was presented in tables and figures, percentages and frequencies. The study found that financial incentives were administered by the organisation to which salary and fringe benefits highly influence employee performance the most while bonus was found to be the least since not all employees were benefiting from the incentive except a few employees who represent a quarter of the total employees. The respondents highly agreed that the employees are required to be aware of the fringe benefits offered by the organisation to enhance their performance which was represented by a mean of 1.60 and a standard deviation of 0.769; other respondents agreed that every organisation provides total rewards packages to the employees in addition to the basic pay represented by a mean of 1.97 and a standard deviation of 1.09 while others agreed that some benefits are given to the employees to attract and retain them and to avoid absenteeism from work which was represented by a mean of 2.14 and standard deviation of 1.158. The study concludes that financial incentives provide a big role in influencing employee performance in the organisation. The study recommends that financial incentives given to employees should be emphasised and increased to influence employees to work more and provide what is best for them. The organisation should provide financial incentives to its employees in a fair manner without discrimination. Incentives are there to motivate employees to work more and more and not to discomfort them.
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Otyola, Wandera, Kasamba Julie, Nakanwagi Caro, and Namwiyiri Rogers. "Motivation and Employee Engagement among Employees at Makerere University." European Journal of Human Resource 7, no. 2 (September 22, 2023): 19–30. http://dx.doi.org/10.47672/ejh.1588.
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Purpose: The purpose of this study was to examine the relationship between employee motivation and engagement. A sample of 56 participants was selected using simple random sampling techniques at Makerere University.
Methodology: This study adopted a quantitative study approach that used a correlational survey design. A self-administered questionnaire was used in the data collection. The collected data were further coded and analyzed using the Statistical Package for Social Science.
Findings: Descriptive statistics showed that 64.9% of the respondents were female and 32.1% were male; the majority were between 31 and 41 years old (66.1%). Results from the Pearson product-moment correlation coefficient (r) further indicated that there was a statistically significant positive relationship observed between employee motivation and engagement (r = -.353**p = .000<0.01).
Recommendations: Based on the above findings, it was recommended that organizations also focus on creating high levels of job satisfaction among their employees by providing better working conditions and fringe benefits to keep them engaged in their jobs since they are the focal point for the growth and expansion of any organization.
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Scott, Frank A., Mark C. Berger, and John E. Garen. "Do Health Insurance and Pension Costs Reduce the Job Opportunities of Older Workers?" ILR Review 48, no. 4 (July 1995): 775–91. http://dx.doi.org/10.1177/001979399504800411.
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Using a 1991 nationwide survey of employers and 1979, 1983, 1988, and 1993 data from the Employee Benefits Supplement of the Current Population Survey, the authors examine the effects of fringe benefit provision on the decision to hire older workers. They find that higher health insurance costs, in the presence of prohibitions against age discrimination and discrimination in the provision of fringe benefits, adversely affected older workers' employment opportunities. In all five data sets over a fourteen-year period, the probability that a new hire was aged 55–64 was significantly lower in firms with health care plans than in those without, and was also significantly lower in firms with relatively costly plans than in those with less costly plans. On the other hand, neither the cost nor the presence of a defined contribution or defined benefit pension plan significantly affected that probability.
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Olha Osadcha, Olha Pavelko, Joanna Nakonieczny, and Oksana Zinkevych. "Motivational Component of National Corporate Social Responsibility: Funding, Accounting and Reporting Aspects." International Journal of Business and Society 21, no. 3 (April 23, 2021): 1012–32. http://dx.doi.org/10.33736/ijbs.3308.2020.
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The article describes accounting assurance for payroll payment in national company under modern business conditions. The purpose of research is to identify methods for social protection of employees, being the vital element of sustainable business activity. The issues of statutory and accounting regulations for payroll payment and other fringe benefits have been generalized; their alternative solution has been given. Distinguishing features of payments specified in national comparing to international accounting standards have been researched. Practical approaches to funding of motivational component for social protection of personnel in national business company have been analyzed. Considering current requirements of national accounting standards, the improvement in analytical accounting of accruals and payments to employees (compensatory as well as motivational benefits) have been suggested. These ideas will allow us to expand informational capacity of accounting assurance for fringe benefits and their types, monetary evaluation, employee categories etc. All the above mentioned will give the opportunity to control methods of organization and owner’s regulatory compliance of corporate social responsibility.
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Kristal, Tali, Yinon Cohen, and Edo Navot. "Workplace Compensation Practices and the Rise in Benefit Inequality." American Sociological Review 85, no. 2 (March 30, 2020): 271–97. http://dx.doi.org/10.1177/0003122420912505.
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This article aims to explain why inequality in fringe benefits has grown faster than wage inequality over the past four decades. We depart from previous income inequality research by studying benefits in addition to wages, but also by focusing on workplaces as the main drivers of benefit determination. We advance the argument that benefits determination is more organizationally embedded than wages mainly because workplaces have greater ability and incentive to alter benefits. Consequently, workplace compensation practices, including type of employment relations, are more important for benefits than for wages. Longitudinal linked employer–job administrative data on wages and voluntary benefits costs from the Employer Costs for Employee Compensation (ECEC) allow us to test these arguments, as well as examine why benefit inequality has dramatically increased. Results from variance decomposition reveal that between- and within-establishment inequality is higher in benefits than in wages, indicating that workplaces affect benefits more than wages. Regression results show that, as expected, establishment-level pay-settings affect benefits more than wages, and the decline in labor unions along with the liberalization of employment practices partly account for why benefit inequality increased at more than twice the rate of wage inequality.
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French, Michael T., Gary A. Zarkin, and Jeremy W. Bray. "A Methodology for Evaluating the Costs and Benefits of Employee Assistance Programs." Journal of Drug Issues 25, no. 2 (April 1995): 451–70. http://dx.doi.org/10.1177/002204269502500213.
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Employee assistance programs (MPs) represent a relatively new fringe benefit for workers; the number of these programs has been steadily increasing in worksites of all sizes. Despite this surge in the growth of EAPs, few studies have estimated their costs or benefits. To guide future economic evaluation studies of EAPs, we have developed a methodology that has four components: a process description to understand the structure, operating environment, and goals of the EAP; a cost analysis to comprehensively identify and estimate the full range of EAP costs; an outcomes analysis to rigorously estimate the effectiveness of the EAP for groups of employees and the overall impact of the EAP on employee performance and workplace productivity; and an economic evaluation to estimate cost-effectiveness ratios, dollar benefits, and net benefits of the EAP. Our methodology is based on standard economic theory, but we present the evaluation strategy in a nontechnical way so that it can be used by employers and other researchers to estimate the costs and benefits of EAPs.
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Knepper, Matthew. "From the Fringe to the Fore: Labor Unions and Employee Compensation." Review of Economics and Statistics 102, no. 1 (March 2020): 98–112. http://dx.doi.org/10.1162/rest_a_00803.
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Conventional wisdom suggests that labor unions raise worker wages, while the newer empirical literature finds only negligible earnings effects. I reconcile this apparent contradiction by arguing that collective bargaining targets fringe benefits. Using U.S. firm-level data from the Bureau of Economic Analysis (BEA) Multinational Enterprise Survey and Compustat, I exploit a regression discontinuity in majority rule union elections to compare changes in employee compensation at firms whose establishment barely won a union election against those that barely lost an election. Following unionization, average employee compensation and employer pension contributions increase, which raises the labor share of compensation.
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THORNTON, DAN. "Discussion of “Fringe benefits and employee expenses: Tax planning and neutral tax policy”." Contemporary Accounting Research 9, no. 1 (September 1992): 138–41. http://dx.doi.org/10.1111/j.1911-3846.1992.tb00873.x.
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Ololube, Nwachukwu Prince, Juliet Onyeka Nwokolo, Lawretta Adaobi Onyekwere, and Peter James Kpolovie. "Fringe benefits and employee motivation in selected banks in Delta State of Nigeria." African J. of Accounting, Auditing and Finance 2, no. 1 (2013): 27. http://dx.doi.org/10.1504/ajaaf.2013.055492.
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Chzhan, Khaichzhou. "The practice of employee motivation via salary in the private economic sector of the People’s Republic of China." Тренды и управление, no. 1 (January 2020): 32–37. http://dx.doi.org/10.7256/2454-0730.2020.1.33143.
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This article is dedicated to motivation of employees of the private economic sector of China. The author examines the practices of employee stimulation via salary, as well as practice of stimulating productivity through bonus program. It is noted that the system of employee motivation via salary in the private economic sector of PRC does not significantly differ from the practices implemented in the public sector or other market economies. Chinese private companies almost entirely integrated the market tools for stimulation of workforce productivity, patterned after the examples of capitalist countries. The majority of private sector enterprises are characterized with fringe benefits to basic salary, when the size of remuneration directly depends on hitting the individual and collective planned targets. The salary is being regularly indexed depending on conjuncture of the job market, productivity of the company and employees. In addition to the main salary, the base of the salary consists of payment for the volume of completed work, bonuses, various incentives and compensations. Raises for continued employment play the smallest role in size of the salary. A substantial part of the fringe benefits is actually taken by the Chinese companies out of the salary budget for the purpose of minimizing the tax burden for the company.
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Dramićanin, Sandra, Goran Perić, and Nebojša Pavlović. "Job satisfaction and organizational commitment of employees in tourism: Serbian Travel agency case." Strategic Management 26, no. 4 (2021): 50–64. http://dx.doi.org/10.5937/straman2104050d.
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The aim of this research is to examine the relationships between the factors of job satisfaction (pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of work and communication) identified by Spector and the organizational commitment in travel agencies in Serbia. The survey was conducted during March and April 2020, on a sample of 152 respondents, using a survey method and validated instruments: Job Satisfaction Survey and Organizational Commitment Questionnaire. Research findings indicate a significant positive relationship between job satisfaction and organizational commitment. Furthermore, the results indicate that pay, promotion, fringe benefits, co-workers and communication correlate significantly with employee commitment, while between the other factors of job satisfaction (supervision, contingent rewards, operating procedures, nature of work) and organizational commitment, there are moderately positive relationships. Implications, research limitations and suggestions for future research are presented.
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Nijland, Linda, and Martin Dijst. "Commuting-related fringe benefits in the Netherlands: Interrelationships and company, employee and location characteristics." Transportation Research Part A: Policy and Practice 77 (July 2015): 358–71. http://dx.doi.org/10.1016/j.tra.2015.04.026.
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Tekie, Beletu Mebrahtom. "Gender Analysis and Determinants of Employee Job Satisfaction at Ministry of Urban Development and Infrastructure, Ethiopia." International Journal of Gender Studies 9, no. 1 (January 23, 2024): 1–28. http://dx.doi.org/10.47604/ijgs.2284.
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Purpose: Employee job satisfaction is a pre-requisite for an organization. The aim of this study is to analyze the level of job satisfaction & its determinant factors among male and female employees at Ministry of Urban Development and Infrastructure (MUDI).
Methodology: 245 questionnaires, 62 in-depth & key informants interview were collected from employee for quantitative & qualitative data respectively. The Percentage frequency, multi nominal logistic regression model (MNLRM used for quantitative data analysis and thematic analysis for qualitative data.
Findings: The study finding result indicated that salary, fringe benefits, promotions with standard criteria, promotion chance for training & education, working environment, clear workflow, co-workers relationship, colleague value the work, evaluation criteria, evaluator approach, recognition & reward were statistically significant P≤ 0.05 and the main determinant factors affecting employee job satisfaction. The Qualitative analysis also supports this Quantitative result. The parameter estimates of MNLRM between sex indicates that male are dissatisfied significantly than female in Salary, fringe benefits, fair promotion chance for training & education. Whereas female were dissatisfied than male in transparent procedure & clear work flow, supervisor value, Co-worker relation, Supervisor evaluation approaches. Among demographic factors, Age (P, 0.000), Education Status (P, 0.001), salary (P, 0.000), Work experience (P, 0.043), work position (P, 0.000) were statistically significance which are ≤0.05 and major factor affecting the level of job satisfaction where as Marital status was not significant in this study.
Unique Contributions to Theory, Practice and Policy: In Conclusion there is statistical significance difference between male & female employee on the level of job satisfaction at MUDI.
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Akinsola, Taiwo, Hadiza Abubakar Saidu, Joseph Olorunfemi Akande, and Ahmed Oluwatobi Adekunle. "EFFECT OF MOTIVATIONAL STRATEGIES ON EMPLOYEE PERFORMANCE IN NIGERIAN DEPOSIT MONEY BANKS." International Journal of Professional Business Review 9, no. 2 (February 14, 2024): e04365. http://dx.doi.org/10.26668/businessreview/2024.v9i2.4365.
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Purpose: This study examines the impact of motivational strategies on employee performance with the mediating role of employee formal recognition.
Method: Collected data were analyzed by structural equation modeling. This study reveals that factors such as salary satisfaction, working environment, bonus and fringe benefits, and training and development have positive and significant associations with employee performance except for job security.
Findings: Moreover, these findings suggest that providing formal recognition to employees enhances their employee performance, thereby positively impacting their overall performance.
Research, Practical & Social Implications: Hence, this study recommends that the management should focus on these motivational factors by creating a positive work environment, attract and retain talented employees, and foster higher levels of job satisfaction, and ultimately contributing to improved organizational performance and success.
Originality/Value: The originality of this study lies in its analysis of motivational strategies and employee performance in Nigerian Deposit money banks. Furthermore, the study highlights the relevance of motivating employee related issues to ensure improved performance and effective use of strategies.
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Ada, Nesrin, Mykola Korolchuk, and Ivan Yunyk. "The Role of Employer Branding Practices on Management of Employee Attraction and Retention." Economics. Ecology. Socium 7, no. 1 (March 23, 2023): 46–60. http://dx.doi.org/10.31520/2616-7107/2023.7.1-5.
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Introduction. An employer brand includes everything practiced to position an organization as a preferred employer. Nowadays, business companies are having more difficulty procuring qualified employees who are vital for company success under keenly competitive business conditions. To cope with this difficulty, companies carry out different practices to attract and retain talent, and the employer brand concept has become one of the tools that business companies use to attract and retain talent.
Aim and tasks. The aim of the study is to investigate, determine and describe how business companies are efficacious in their employer brand management practices to meet the expectations of current and potential employees. It is also aimed to determine which activities are carried out by the business companies for employer branding. In this context, a literature review is carried out within the scope of employer branding to brief the concepts of organizational attractiveness and to ensure organizational commitment.
Results. Within the scope of the research, the semi-structured in-depth interviews with the human resources professionals of seven large-scale, domestic, and foreign companies operating in the Izmir, Istanbul, and Manisa provinces were examined. The findings of the interviews are evaluated by the qualitative analysis method according to the research methodology. The result of the research conducted and the references to the definition of the employer brand were compiled under five nodes. These are the work environment, economic benefits, work-life balance, career development opportunities, and social activities. On the other hand, the economic benefits node was compiled under two different sub-nodes, namely wages and fringe benefits. The characteristics and contributions of the employer branding were investigated, and the effects of the employer brand on retention within the scope of talent management were investigated.
Conclusions. It has been observed that the organizations' awareness level of the employer brand concept is high, and it has been discovered that they have many practices for both potential candidates and current employees. These practices have revealed that they differentiate themselves from their competitors in terms of business characteristics, working environment, and global opportunities. All these efforts provide many benefits such as increases in the number of applications, increases in attractive employer rankings, increases in employee motivation, and decreases in employee turnover rates.
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Shankar, K. Ravi, and H. Moideen Batcha. "Assessing association between employee satisfaction and fringe benefits in steril-gene life science private limited." Asian Journal of Research in Business Economics and Management 7, no. 7 (2017): 1. http://dx.doi.org/10.5958/2249-7307.2017.00094.9.
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Maleka, Molefe Jonathan. "The Biographical and Human Resource Management Predictors of Union Membership Engagement of Low- and Middle-Income Workers." Journal of Economics and Behavioral Studies 10, no. 1(J) (March 15, 2018): 207–16. http://dx.doi.org/10.22610/jebs.v10i1(j).2103.
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In this study, the researcher investigated the biographical and human resource management (HRM) predictors of union membership. The literature reviewed revealed that there is little research on this topic in the South African context. The literature reviewed also showed that males, permanent employees, employees who are less committed, who have a level of quality of work-life (QWL) and engagement, and those who are satisfied are more likely to be unionized. A cross-sectional survey design was used to address the research questions. One thousand questionnaires were distributed and 874 were completed by the respondents at Marabastad Mall in the City of Tshwane Metropolitan Municipality (CTMM) in South Africa. The study results showed that employment status was the highest predictor ( -1.782, p<0.05) of union membership, and gender and job satisfaction were not predictors of union members. This study had managerial implications, in the sense that when hiring employees on a part-time basis, having employees who are committed and offering employees QWL (i.e. excellent fringe benefits) will impact negatively on union membership. In terms of policymakers, the study revealed that developing remuneration policies that are pro-employee (i.e. offering excellent working conditions and fringe benefits) would make them satisfied, possibly be productive, and they would engage less in counterproductive industrial actions like strikes, which in South Africa are the amongst highest in the world.
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Maleka, Molefe Jonathan. "The Biographical and Human Resource Management Predictors of Union Membership Engagement of Low- and Middle-Income Workers." Journal of Economics and Behavioral Studies 10, no. 1 (March 15, 2018): 207. http://dx.doi.org/10.22610/jebs.v10i1.2103.
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In this study, the researcher investigated the biographical and human resource management (HRM) predictors of union membership. The literature reviewed revealed that there is little research on this topic in the South African context. The literature reviewed also showed that males, permanent employees, employees who are less committed, who have a level of quality of work-life (QWL) and engagement, and those who are satisfied are more likely to be unionized. A cross-sectional survey design was used to address the research questions. One thousand questionnaires were distributed and 874 were completed by the respondents at Marabastad Mall in the City of Tshwane Metropolitan Municipality (CTMM) in South Africa. The study results showed that employment status was the highest predictor ( = -1.782, p<0.05) of union membership, and gender and job satisfaction were not predictors of union members. This study had managerial implications, in the sense that when hiring employees on a part-time basis, having employees who are committed and offering employees QWL (i.e. excellent fringe benefits) will impact negatively on union membership. In terms of policymakers, the study revealed that developing remuneration policies that are pro-employee (i.e. offering excellent working conditions and fringe benefits) would make them satisfied, possibly be productive, and they would engage less in counterproductive industrial actions like strikes, which in South Africa are the amongst highest in the world.
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Kaur, Rupinder. "Analyzing the Impact of Welfare Measures on Job Performance and Job Satisfaction of the Teachers." Mathematical Statistician and Engineering Applications 70, no. 1 (April 15, 2023): 73–81. http://dx.doi.org/10.17762/msea.v70i1.2147.
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The research discussed factors including working conditions and fringe benefits that are part of welfare management methods that have an impact on teachers' job performance. Research hypotheses were used to direct the investigation. Employees are greatly inspired by welfare reforms, which contributes to the expansion of businesses. There is a close link between employee morale and job satisfaction, making welfare measurements an important component in both. The purpose of this research is to examine and assess existing worker protections and benefits. The survey, which gauges the effect on morale, draws the conclusion that most employees were happy with the welfare measures offered by the government, non-governmental institutions, and labor unions. A statistically significant and beneficial influence of working conditions on teachers' job performance was found, among other things, in the analysis of the replies. It has been suggested that the Calicut Education Service (CES) and individual schools implement rules that are supportive of teachers' families, improve working conditions, and guarantee timely payment of benefits.
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Laudadio, Leonard, and Michael Percy. "Some Evidence of the Impact on Non-Wage Labour Cost on Overtime Work and Employment." Relations industrielles 28, no. 2 (April 12, 2005): 397–404. http://dx.doi.org/10.7202/028398ar.
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Total labour costs can be considered to be a function of the hourly wage, a quasi-fixed component {mainly fringe benefits and training cost) and overtime rate. The theoretical model employee in this paper suggests that an increase in the ratio of quasi-fixed cost to overtime rate leads to an increase in the amount of scheduled overtime work instead of employment. The model, tested with Canadian data, yields statistically significant results.
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Sawatenarakul, Natha, and Kritchouw Nanthasudsawaeng. "Causal Factors of Enhancing Employee Loyalty towards Organization." Rajabhat Chiang Mai Research Journal 24, no. 2 (June 28, 2023): 87–97. http://dx.doi.org/10.57260/rcmrj.2023.264685.
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The objectives of the study were 1) to study “casual” factors enhancing employee loyalty towards organization, and 2) to develop a structural equation model of factors enhancing employee loyalty towards organization. The quantitative and qualitative research methods were implemented in this study. The quantitative data were collected from the interviews of 500 industrial business executives. The findings indicated that the significance levels of employee loyalty towards organization were high in all aspects. The highest significance level of leadership was that the executives provided a work manual describing the structure of work. The highest significance level of labor union was that the organizations provided proper cost-of-living and fringe benefits for employees. The highest significance level of organizational commitment was that the employees always maintained their organizational values. The hypothesis testing revealed that the small, medium, and large enterprises differently focused on the enhancement of employee loyalty towards organization at statistical significance level of .05. The results of structural equation model analysis showed that it passed the evaluation criteria with empirical data congruence including Chi-square probability of 0.699, relative Chi-square of 0.940, index of item objective congruence of 0.970, and root mean square error of approximation of 0.000.
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Nnadozie, Regina, and Snarayan N. Singh. "The Effect of Employee Motivation on Job Performance in the Banking Sector in Rwanda: Case of Bank of Kigali Headquarters." Nigerian Journal of Sociology and Anthropology 20, no. 2 (December 31, 2022): 39–49. http://dx.doi.org/10.36108/njsa/2202.02.0230.
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The Bank of Kigali was chosen as the case study to examine the effect of employee motivation on job performance. Findings showed that Intrinsic motivation has greatly enhanced job performance by a mean=3.5 and SD=1.219, and Style of management motivation had a positive effect on the degree of employee motivation by mean=3.5 and SD=1.289 while Extrinsic has a mean=3.39 and SD=1.267. Organizations make every effort to inspire their finest employees because they understand their crucial function and how it affects organizational success. Studies on motivation show that there are a number of ways to motivate employees. This study aims to offer explanations of why the employee of Bank of Kigali Rwanda do what they do, and examine to what level their activities affect job performance. Intrinsic motivation is a sort of internal incentive gained from the circumstance that propels workers to accomplish. This form of motivation develops because of the individual’s external effects received from environmental elements. These include good income, fringe benefits, empowering policies, and various types of supervision. Employers need to borrow a leaf from BK on what to do in extreme cases to sustain high productivity.
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Dubisetty, Swaroopa, and Sreenivasulu Reddy K. "The impact of human resource management (hrm) practices on employee satisfaction level and performance." Journal of Management and Science 11, no. 3 (September 30, 2021): 40–43. http://dx.doi.org/10.26524/jms.11.22.
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Human Resource Management is a significant function in a company designed to improve human resource performance in provision of their management strategic objectives. Human resource is primarily concerned with how workforces are maintained with in companies’ concentrating on plans, procedures and systems. This study focuses on Information Technology sector in India.This study analyzes the Human Resource Management (HRM) practices that increase employee satisfaction towards the company to enhance employee performance in the organization. Effective Human Resource practices can reduce employee turnover and increase retention rate within an organization. These practices are health and safety measures, Working environment, Welfare programmes, Training and Development, Compensation management, Reward management, Industrial relations, Work life balance, and Fringe benefits. The analysis identified the significance of employee retention practices to improve retention rate of IT organizations. The study targeted a sample of 615 respondents. A questionnaire was developed in this analysis with the help of previous studies or literature to measure the identified HR practices and related with employee retention. Samples were collected using questionnaire from 102 employees in order to test the hypothesis. ANOVA test was done using SPSS_v20 to find out the impact of Human resource practices variables on employee satisfaction level and performance. It was found that there was a significant relationship and identified major impact of reward management and compensation plans on employee performance whereas welfare programmes had less impact on employee performance.
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Swaroopa Dubisetty and K Sreenivasulu Reddy. "The impact of human resource management (hrm) practices on employee satisfaction level and performance." Journal of Management and Science 12, no. 1 (March 31, 2022): 16–19. http://dx.doi.org/10.26524/ms.12.3.
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Human Resource Management is a significant function in a company designed to improve human resource performance in provision of their management strategic objectives. Human resource is primarily concerned with how workforces are maintained with in companies' concentrating on plans, procedures and systems. This study focuses on Information Technology sector in India.This study analyzes the Human Resource Management (HRM) practices that increase employee satisfaction towards the company to enhance employee performance in the organization. Effective Human Resource practices can reduce employee turnover and increase retention rate within an organization. These practices are health and safety measures, Working environment, Welfare programmes, Training and Development, Compensation management, Reward management, Industrial relations, Work life balance, and Fringe benefits. The analysis identified the significance of employee retention practices to improve retention rate of IT organizations. The study targeted a sample of 615 respondents. A questionnaire was developed in this analysis with the help of previous studies or literature to measure the identified HR practices and related with employee retention. Samples were collected using questionnaire from 102 employees in order to test the hypothesis. ANOVA test was done using SPSS_v20 to find out the impact of Human resource practices variables on employee satisfaction level and performance. It was found that there was a significant relationship and identified major impact of reward management and compensation plans on employee performance whereas welfare programmes had less impact on employee performance.
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Taiwo, Akeem, and Funke Taiwo. "Influence of Motivational factors on Productivity of Employees in secondary schools in Ogun State." Caleb International Journal of Development Studies 06, no. 01 (July 31, 2023): 103–15. http://dx.doi.org/10.26772/cijds-2023-06-01-07.
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Employee commitment and job satisfaction are traits of motivated workers. These traits translate into increased job productivity and, as a result, improved organisational performance. Employee motivation does not simply come from monetary incentives like salary, fringe benefits, bonuses, commission, etc. In light of this, a study was conducted in selected private secondary schools in the Obafemi Owode Local Government Area of Ogun State, Nigeria, to examine the effects of identified motivational factors on employees' productivity. The purposive sampling was used in the study to select eight private secondary schools. The research design for this study was a descriptive survey design. Employees of all privately owned secondary schools in Obafemi Owode Local Government Area of Ogun State make up the study's population. 25 of these employees served as the study's sample. The 125 questionnaires that were distributed were returned. For the analysis of the hypotheses. The descriptive statistics and Pearson Product Moment of Correlation (PPMC) were used. The findings showed that employee productivity in a limited group of private secondary schools was strongly positively correlated with both the work environment (r=0.965; p<0.05) and training (r=0.852; p<0.05). Thus, organisations should create an environment that is friendly for both teaching and non-teaching staff members in order to increase their job satisfaction. Keywords: Employee; Motivation; Productivity; Training; Work-environment
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Gheno, Renata, and Jaqueline Berlitz. "Remuneração estratégica e pacote de benefícios: um estudo de caso aplicado ao nível operacional de uma multinacional." Revista de Administração da UFSM 4, no. 2 (September 14, 2011): 268–87. http://dx.doi.org/10.5902/19834659709.
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Keeping good professionals has been one of the main objectives of companies, especially those who add value and dedicate their time and efforts to achieve the company goals. In order to retain these professionals, companies have looked for new remunerations, besides the traditional one, known as strategic remuneration, along with a wide fringe of other benefits. In this way, the present study aims to identify the satisfaction level of its operational employees concerning the types of strategic remuneration and the package of benefits adopt by a multinational company in the metropolitan area of Porto Alegre. The methodology presented in this monograph was based on a case study in the company mentioned before, which prefers not be identified. Theinformation was raised through some descriptive research of qualitative nature, through a semi-structured interview with an employee from the human resources area who clarified the key point for the study development and for the quantitative research. This research was applied through a questionnaire with operational employees and aims to identify if they know the strategic remuneration programs and the package of benefits offered by the company and also identify if they are used to participating in some of them.
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Begumisa, Innocent, Regis Zombeire Kamaduuka, Mubiru Pontious, and James Kizza. "Remote Working Adoption Strategies and Employee Performance during COVID-19 Pandemic: A Case Study of MTN Uganda Limited." East African Journal of Business and Economics 6, no. 2 (November 22, 2023): 125–37. http://dx.doi.org/10.37284/eajbe.6.2.1578.
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This study examined the effect of remote working adoption strategies on employee performance at MTN (U) Ltd during the COVID-19 pandemic. Specifically, the study analyses the effect of flexible work schedules, technology accessibility and remote worker motivation on employee performance in remote working at MTN Uganda. The study adopted a descriptive research design, employing quantitative and qualitative research approaches. Quantitative data was collected from a sample of 89 respondents using questionnaires, and qualitative data was collected from 5 key informants using interviews. Data was analysed using Pearson's correlation and regression analysis with the help of Statistical Packages for Social Scientists (SPSS version 25). The study finds a significant positive relationship between flexible working schedules and employee performance (r = 0.594, p = 0.000); technology accessibility and employee performance (r =0.616, p = 0.000); and remote worker motivation and employee performance (r=0.273, p=0.010). The explanatory variables jointly explain 57.3% of the variations in employee performance in remote working at MTN (U) (R-squared = 0.573; p<0.000). It is recommended that MTN (U) Ltd and other telecom companies improve the flexibility of their work as one way to enable employees to adopt remote working during periods of crisis such as pandemics and epidemics. This is to enable continuous workflow. There is a need to invest in technology and make it accessible to all employees, and create motivation packages such as fringe benefits that seek to motivate employees working remotely to enable them to embrace remote working and improve their performance
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Salkever, David S., Howard Goldman, Mohankumar Purushothaman, and Judith Shinogle. "Disability Management, Employee Health and Fringe Benefits, and Long‐Term‐Disability Claims for Mental Disorders: An Empirical Exploration." Milbank Quarterly 78, no. 1 (March 2000): 79–114. http://dx.doi.org/10.1111/1468-0009.00162.
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Ogochukwu, Ezieke Anthea, Onuorah Onuorah, and A. N. "Public Service Reforms and Employee Performance in Selected Public Service Organizations in Anambra State." Cross Current International Journal of Economics, Management and Media Studies 1, no. 6 (December 28, 2019): 141–48. http://dx.doi.org/10.36344/ccijemms.2019.v01i06.006.
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This research examined public service reforms and employee performance in public service organizations in Anambra State. The study employed descriptive research design and questionnaire was the major instrument for data collection. A total of one hundred and ninety three (193) staff from selected public service organizations in Anambra state made up the population of the study and complete enumeration was adopted. Spearman Product Correlation was used to analyse the data. The findings revealed that there is significant but weak relationship between monetization of fringe benefits and employee commitment in public organization. Analysis also showed that there is significant relationship between capacity building and employee job satisfaction in public service organization. It is therefore concluded that an efficient public service, acts as catalyst in the development of nations and to be at utmost performance, employee of government institutions need to be motivated in quantifiable and non-quantifiable attributes to ensure increase in performance. Hence, it was recommended that economic revelation of the policy should be encouraged. The three tiers of government should allocate a sizeable proportion of their annual budget to capacity building efforts in all critical sectors of the economy so as to effectively meet up with the man power demands.