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Journal articles on the topic 'Employee remuneration'
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1
SWEETING, PAUL. "The cost and value of UK defined benefit pension provision." Journal of Pension Economics and Finance 7, no. 1 (December 6, 2007): 3–36. http://dx.doi.org/10.1017/s1474747207003320.
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SUMMARYThe purposes of this paper are to consider the effect on remuneration of defined benefit pension accrual and the factors that have resulted in changes to the cost and value of this accrual. In this paper, I look at the effect of the change in the cost to an employer of providing a defined benefit pension on the overall cost of remunerating an employee and compare that with the cost of remunerating an employee with no such pension benefits. I allow for the additional cost to the employer of national insurance contributions (‘NICs’). I also look at the change in value of an employee's remuneration, taking into account the value of defined benefit pension accrual and compare this with the change in remuneration for an employee with no such benefits. Here, I allow for employee national insurance contributions and income tax. These assessments look at the cost and value of pension accrual rather than any surplus or deficit relating to previously accrued pension entitlements. I find that costs of employment have risen significantly more for members of defined benefit pension schemes compared with other employees, and that this has largely been as a result of falling long-term interest rates and their effect on the cost of defined benefit pension accrual. The increase in the value of remuneration to employees has shown a similar pattern.
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Palwasha Bibi, Hazrat Bilal, Ashfaq Ahmad, and Jawad Hussain. "Effect of Remuneration on Employee Commitment: Empirical Evidence from Hotel Industry." Journal of Accounting and Finance in Emerging Economies 6, no. 4 (December 4, 2020): 1069–75. http://dx.doi.org/10.26710/jafee.v6i4.1462.
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The purpose of the research is to evaluate the effect of remuneration on employee commitment. It explores how remuneration of employees can affect the employee’s commitment. A self-administered questionnaire based upon previously validated instrument was completed by 165 customer contact employees. Pearson correlation and Simple Regression techniques were employed to ascertain the relationship between remuneration and commitment. Consistent with Gift Exchange Model of Adams and Jacobsen (1964),the statistical analysis confirms that remuneration has positive and significant effect on employee commitment. This study provides implications and future research directions.
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Kayode, Ogunyemi Joseph, Adewole Joseph Adeyinka, and Akinde John Abiodun. "Employees’ Remuneration and Performance in Nigerian Breweries PLC." International Journal of Business and Management Future 3, no. 1 (May 23, 2019): 1–18. http://dx.doi.org/10.46281/ijbmf.v3i1.263.
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This Study Aimed At Assessing The Effects Employees’ Remunerations On Productivity In The In Nigerian Breweries Plc. This Study Was Guided by three research objectives namely; to identify and discuss various forms of remuneration package in use, to examine the effects of remuneration packages on employees performance and to establish the relationship between improved remuneration and productivity in the Nigeria breweries. The study used descriptive research design. The population of this study consists of all staff working at the Nigerian Breweries PLC Ibadan. Sample of one hundred and twenty respondents were selected. A structured questionnaire was used to collect data from the respondents. The descriptive statistics employed include; frequencies and percentage and the relationship between independent and dependent variables were established using Pearson Product Moment Correlation coefficient with the use of (SPSS). The findings were presented using tables and figures. From the findings in the Hypothesis, the r= 0.509** was obtained. This is significant as the p-value greater than 0.05. This shows that there was a significant relationship between remuneration packages’ and employee performance. The findings also revealed that quick payment of remuneration has great influence on employees’ productivity. The study concluded that remuneration package such as overtime, constant remuneration payment, promotes morale and increase team cohesion. From this finding, it was recommended that, organization should continue providing security benefits to all employees, as it will positively influence employee productivity and raise overall performance in the all sectors. The study also recommends that the organization should continue providing health protection benefits to its employees since it will help them create a sense of loyalty and encourage their productivity in the economic sector. Organizations, especially Breweries PLC should review the current retirement package since a good retirement package will attract and retain employees in the organization and also improve their productivity.
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Herath, Hemantha S. B., Wayne G. Bremser, and Jacob G. Birnberg. "Team-based employee remuneration." Accounting Research Journal 32, no. 2 (July 1, 2019): 252–72. http://dx.doi.org/10.1108/arj-11-2016-0148.
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Purpose The purpose of this paper is to relate the balanced scorecard (BSC) to strategy and teams. Design/methodology/approach This paper proposes deriving performance targets and weights using a multiparty collaborative decision model that can be integrated into team-based bonus formulas. Findings Cross-functional division managers face a more complex problem in setting goals for individual managers. The proposed approach is intended to develop such goals and link them for team-based incentives. An example illustrates the application of the proposed BSC model and the team-based pay formula. Practical implications The model can be used to determine group bonus. Originality/value The paper has two objectives: to relate the BSC to the team setting with a participative flavor rather than with imposed targets and weights, and to develop a better way of relating behaviors and outcomes to the team’s and/or the organization’s goals. Integrating the strategies of various units adds a new dimension that differs from rationalizing the superior’s and the subordinate’s goals. The proposed model considers input from all value chain functional managers involved in implementing an organizational strategy. A methodology is provided to operationalize (Hope and Fraser, 2003) beyond the budgeting model principles.
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Surono, Yunan, and Rodesa Rodesa. "PENGARUH INSENTIF DAN PENEMPATAN PEGAWAI TERHADAP KEPUASAN KERJA SERTA DAMPAKNYA TERHADAP KINERJA PEGAWAI DINAS PENDAPATAN DAERAH PROVINSI JAMBI." J-MAS (Jurnal Manajemen dan Sains) 1, no. 1 (November 8, 2016): 21. http://dx.doi.org/10.33087/jmas.v1i1.7.
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Human resource is an invaluable asset. Therefore, it is anticipated that HR is able to compete fairly for the employee displacement of the employer and job satisfaction perceived by employees.The purpose of this study was to examine the influence of remuneration, employee displacement and job satisfaction to employee performance. The influence of remuneration, employee displacement and job satisfaction tested both directly and indirectly through the performance.To test the above issues, the survey done in writing which were distributed to all employees in the Dinas Pendapatan Daerah Jambi Province. Framework of theory and data analysis is done using Path analysis. The results of this research indicate that the style of remuneration, motivation and job satisfaction influential support directly and indirectly to the performance of the employees.Analytical tool in this study using descriptive methods and verification. Where descriptive study using a range of scales, while the verification using path analysis or path analysis.These findings reflect that style of remuneration, employee displacement and job satisfaction is a key issue. The research results reveal that the results related to the performance of civil servants is essential to manage the Office of the Dinas Pendapatan Daerah Jambi Province. Remuneration and job satisfaction perceived by the employee will lead to better performance than what was expected. Keywords: Remuneration, Employee Displacement, Job Satisfaction and Employee Performance
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Rusli, Rusli. "Kajian Tentang Remunerasi Terhadap Kinerja Pegawai Dengan Kepuasan Kerja Sebagai Variabel Mediasi Di Politeknik Negeri Malang." Arthavidya Jurnal Ilmiah Ekonomi 21, no. 2 (November 12, 2019): 185–95. http://dx.doi.org/10.37303/a.v21i2.138.
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Abstract: Remuneration is the implementation of Minister of Research,Technology and Higher Education Regulation Number 31 Year 2016 andMalang State Polytechnic Director Regulation Number 262 2016 which isgiven to employees with the status of Civil Servants. The purpose of this studywas to examine and analyze the effect of remuneration on job satisfaction,remuneration on employee performance, job satisfaction on performance andthe effect of remuneration on employee performance at the State Polytechnicof Malang through employee job satisfaction at the State Polytechnic ofMalang. This study uses a quantitative approach by emphasizing its analysisof numerical data that is processed by statistical methods in the context ofsubmitting hypotheses. The sample used was 75 employee respondents at thecentral office with the status of Civil Servants. The results showed thatremuneration had a significant effect on job satisfaction, remuneration had asignificant effect on employee performance, job satisfaction had a significanteffect on employee performance and remuneration had a significant effect onemployee performance mediated by variable job satisfaction.Keywords: Remuneration, job satisfaction, employee performance
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Sardjana, Evie, Sudarmo Sudarmo, and Didik G. Suharto. "The Effect of Remuneration, Work Discipline, Motivation on Performance." International Journal of Multicultural and Multireligious Understanding 5, no. 6 (January 27, 2019): 136. http://dx.doi.org/10.18415/ijmmu.v5i6.529.
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The objective of research was to analyze the effect of remuneration, work discipline, and motivation on employee performance, both partially and simultaneously. This study employed descriptive and quantitative methods with linear regression. The sampling technique used was Stratified Random Sampling with 68 employees being the sample. The result of research showed that: 1) tstatistic = 2.857 > ttable = 1.663 (at α = 5%), meaning that Remuneration affects discipline significantly, 2) tstatistic= 5.375 > ttable = 1.663 (at α = 5%), meaning that remuneration affects motivation significantly, 3) tstatistic= 0.229 < ttable = 1.663 (at α = 5%), meaning that discipline does not affect performance significantly, 4) tstatistic= 1.962 > ttable = 1.663 (at α = 5%), meaning that motivation affects performance significantly; 5) t statistic = 2.470 > t table = 1.663 (pada α = 5%), meaning that remuneration affects employee performance, 6) Fstatistic = 4.955 > Ftable = 2.710 (significance level of 5%), meaning that remuneration, work discipline, and motivation affects employee performance simultaneously.
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Anwar, Yuli. "Pengaruh Sistem Remunerasi dan Penilaian Kerja Terhadap Kinerja Karyawan PT Istana Prima Esa." Jurnal Ilmiah Binaniaga 5, no. 1 (January 31, 2019): 1. http://dx.doi.org/10.33062/jib.v5i1.213.
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Implementation of a clear system of remuneration and to be fair to all employees at all levels of office can provide motivation to employee performance so it will be the human form of competent and qualitified companies. In other word the expected relationship management system of remuneration which is applied against the employee can improve employee performance in work environment so that it can increase company productivity. The analysis showed that (1) of the Remuneration System Employee Performance there was a positive relationship and significant at a value r + 0.478 and a significance of probilitas 0000 <= 0.05, then there is a positive and significant between Remuneration of Employees Performance shown with a regression coefficient value of 0.272 and 0.000 significance probability <0.05, whereas the contribution system which explains the performance of Employee Remuneration of 22.9%, while the regression equation is Y + 19.573 + 0.272X1, (2) of Assessment Work with Employee Performance there and positive relationship was significant with a value of r + 0.543 and a significance of probilitas 0000 <= 0.05, then there is a significant and positive effect between Employee Performance Assessment Working against the value shown by the regression coefficient of 0.302 and 0.000 significance probability of <0.05, while the contribution of Assessment Work which explains 29.4% of Employee Performance, while the contribution of Assessment Work which explains of Employee Performance, while the regression equation is Y = 20.500 + 0.302 X2 and simultaneously the relationship between Remuneration and Employee Performance Assessment Work with positive and significant areindicated by the value of the correlation coefficient of 0.557. In addition there are jointly significant and positive influence Remuneration and Employee Performance Assessment Working against, while the contribution of Remuneration and Appraisal Employee Performance Work which explains 33.3%. The regression equation to expresss the influence of Remuneration System (X1) and Assessment of Work (X2) of the Employee Performance (Y) is Y = 18.269+0.139+0.223X1 X2.
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Fitri Widiastuti, Sry Rosita, Dian Mala Fithriani,. "Employee Commitment to Improving Work Performance with Remuneration as a Mediator." Jurnal Manajemen 23, no. 3 (September 27, 2019): 481. http://dx.doi.org/10.24912/jm.v23i3.585.
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This study aims to examine employee commitment to improving work performance with remuneration as a mediator variable. The research objects discussed are; 1) Employee commitment, 2) Work performance and 3) Remuneration. The target of the study was 164 Civil Servants at the University of Jambi. The results showed that employee commitment has a greater influence on work performance if mediated by remuneration rather than the direct influence of employee commitment on work performance. This can be interpreted that remuneration which is a performance allowance to employees has a large role as a mediator on employee commitment which shows employee involvement to reach the goal so that it can improve work output which is the achievement of work performance.
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Maryesa, Leny, Anggraini Sukmawati, and Hari Wijayanto. "Analisis Peran Remunerasi dan Budaya Organisasi Terhadap Kompetensi Pegawai Guna Meningkatkan Kinerja Pegawai di Lembaga Penerbangan dan Antariksa Nasional." MANAJEMEN IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah 11, no. 2 (February 25, 2017): 159–72. http://dx.doi.org/10.29244/mikm.11.2.159-172.
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Ideally the performance of a Government employees (PNS) aretheir service to the community in living and meeting their daily needs. The final goal of the PNS none other than to improve the welfare of society. Government Remuneration is an integral part of bureaucratic reform policy. Base on the bureaucracy awareness and also the government commitment to create a clean and good governmance. The purpose of bureaucratic reformation is to build a public trust (public trust building) and eliminate the negative image of government bureaucracy. The bureaucratic reformation vision is the establishment of the State apparatus professional and good governance. The mission is to change the pattern of bureaucratic reform mindset, cultural set, and the system of governance. Implementation of remuneration applied at LAPAN on July 2013 granted in accordance with the competences of the employees, work performance of the employees, and work discipline. The objective of this analysis is to analyze the relationship with remuneration and organizational culture, and the influence of remuneration to the employee competencies, organizational culture on employee competencies, employee competence to employee performance, remuneration to employee performance and the influence of organizational culture on employee performance. Analysis of the data used in this research is Structural Equation Modeling (SEM). The results of Study in simultaneously and partially are known to constructs remuneration, organizational culture, and employee competence positive effect on the performance of employees at every level positions and there is a correlation relationship between Construct Remunerasi and Cultural Organization to all employees and the level of structural positions and Special and strong correlation relationships at the level of the General Functional
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Tomšík, P., and S. Lišková. "Methodology and analysis of employee structure and remuneration." Agricultural Economics (Zemědělská ekonomika) 50, No. 7 (February 24, 2012): 293–300. http://dx.doi.org/10.17221/5207-agricecon.
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The paper deals with forming of methodology overview, which could be used for an analysis of employee structure linked to differentiation of remuneration in an enterprise. It suggests an age structure, a structure according to education and qualification, number of employees, permanent state, fiscal state, paid state. The wage differentiation analysis comes from the calculation of month wage and series of quantiles indicators.
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Baloch, Qadar Bakhsh, Sheikh Raheel Manzoor, and Abdul Qayum. "Factors Affecting Employer-Employee Relationship in Police Sector of Pakistan: The Mediating Role of Working Condition." Peshawar Journal of Psychology and Behavioral Sciences (PJPBS) 2, no. 2 (January 5, 2017): 215–34. http://dx.doi.org/10.32879/pjpbs.2016.2.2.215-234.
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The study examines the factors i.e. (collective bargaining, recruitment, remuneration, communication) affecting employer- employee relationship with inclusion of mediator i.e. workplace condition. Primary data was collected from police departments working in four provinces of Pakistan namely, Khyber Pakhtunkhwa, Sindh, Punjab and Baluchistan. Questionnaires were administered among the three tiers of leadership i.e. top, middle and the bottom. For validation of data collection instrument the confirmatory factor analysis via structure equation model was conducted and all the models were found with significant loadings. Liseral and SPSS software were used for data analyses. For measuring direct and mediating effect study used hierarchal linear regression model. The findings of the study indicate that collective bargaining, recruitment, communication and remuneration have significant positive effect on employer-employee relationship whereas, workplace condition partially mediates the relationship amid factor affecting employee relation i.e. (collective bargaining, recruitment, communication and remuneration) and employer- employee relationship. Moreover, study reveals that inclusion of collective bargaining, recruitment, communication and remuneration inside organization will result in better performance of the police department and lead to build trust and better image of police department. Theoretical implications and future area suggestions are also incorporated in the study.
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Rokhimakhumullah, Dewi Noor Fatikhah. "THE EFFECT OF PERFORMANCE MEASUREMENT SYSTEM AND REMUNERATION TO EMPLOYEE PERFORMANCE WITH ORGANIZATIONAL CULTURE AS A MODERATING VARIABLE." Journal of Innovation in Business and Economics 1, no. 02 (December 30, 2017): 93. http://dx.doi.org/10.22219/jibe.v1i02.3551.
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This study aims to examine the effect of performance measurement system and remuneration on employee performance with organizational culture as moderating variable. This research uses survey research design with Partial Least Square (PLS) data analysis. Respondents in this study are 66 employees who have structural positions in KPP Madya Malang and KPP Pratama Batu. The results showed that the performance measurement system can improve employee performance. The results of this study demonstrated that organizational culture as a moderating variable was able to strengthen the relationship of performance measurement system and remuneration to employee performance. In addition, the results of the study was unable to prove that remuneration can improve the employees’ performance, because the remuneration given by the directorate general of taxes is not accompanied by a good performance appraisal.
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Rokhimakhumullah, Dewi Noor Fatikhah. "THE EFFECT OF PERFORMANCE MEASUREMENT SYSTEM AND REMUNERATION TO EMPLOYEE PERFORMANCE WITH ORGANIZATIONAL CULTURE AS A MODERATING VARIABLE." Journal of Innovation in Business and Economics 1, no. 02 (December 30, 2017): 93. http://dx.doi.org/10.22219/jibe.vol1.no02.45-52.
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This study aims to examine the effect of performance measurement system and remuneration on employee performance with organizational culture as moderating variable. This research uses survey research design with Partial Least Square (PLS) data analysis. Respondents in this study are 66 employees who have structural positions in KPP Madya Malang and KPP Pratama Batu. The results showed that the performance measurement system can improve employee performance. The results of this study demonstrated that organizational culture as a moderating variable was able to strengthen the relationship of performance measurement system and remuneration to employee performance. In addition, the results of the study was unable to prove that remuneration can improve the employees’ performance, because the remuneration given by the directorate general of taxes is not accompanied by a good performance appraisal.
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Rokhimakhumullah, Dewi Noor Fatikhah. "THE EFFECT OF PERFORMANCE MEASUREMENT SYSTEM AND REMUNERATION TO EMPLOYEE PERFORMANCE WITH ORGANIZATIONAL CULTURE AS A MODERATING VARIABLE." Journal of Innovation in Business and Economics 1, no. 02 (December 30, 2017): 93. http://dx.doi.org/10.22219/jibe.vol1.no02.93-100.
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This study aims to examine the effect of performance measurement system and remuneration on employee performance with organizational culture as moderating variable. This research uses survey research design with Partial Least Square (PLS) data analysis. Respondents in this study are 66 employees who have structural positions in KPP Madya Malang and KPP Pratama Batu. The results showed that the performance measurement system can improve employee performance. The results of this study demonstrated that organizational culture as a moderating variable was able to strengthen the relationship of performance measurement system and remuneration to employee performance. In addition, the results of the study was unable to prove that remuneration can improve the employees’ performance, because the remuneration given by the directorate general of taxes is not accompanied by a good performance appraisal.
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Mahmud, A., R. Hidayah, and R. Widhiastuti. "Remuneration, Motivation, and Performance: Employee Perspectives." KnE Social Sciences 3, no. 10 (October 22, 2018): 68. http://dx.doi.org/10.18502/kss.v3i10.3119.
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Juchnowicz, Marta, Boguslavas Gruževskis, and Hanna Kinowska. "EMPLOYEE ENGAGEMENT AND REMUNERATION JUSTICE IN LITHUANIA AND POLAND." Business: Theory and Practice 21, no. 2 (December 23, 2020): 869–79. http://dx.doi.org/10.3846/btp.2020.12778.
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The aim of the article is the analysis of the relationship between work engagement and evaluation of remuneration justice in the context of the dimensions of organizational justice in Lithuania and Poland. The starting point for the research was the identification the essence of evaluation of remuneration justice from the perspective of management sciences. Conclusions drawn from the analysis of the views on organizational justice allowed to define the key aspects of remuneration justice necessary for a detailed exploration of the studied area. They point to the need for a comprehensive evaluation of remuneration justice, integrating all its aspects, not only the distribution aspect. The strong link between fair remuneration and work engagement draws attention to the conditions for effective remuneration instruments. On the basis of the results of empirical research, the assessment of the fairness of remuneration by Polish and Lithuanian employees was diagnosed. In Lithuania, 9% and in Poland 52% of respondents described their current salary as fair. Correlations between the examined constructs were examined. It is concluded that for both working Lithuanians and working Poles fair compensation means remuneration appropriate to the work performed. The sense of fairness of remuneration coexists with distributional, procedural and interactive justice and with the lack of feeling of being exploited.
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Easton, Paul, and David Brougham. "Bonus Payments within the New Zealand Financial Services Sector." New Zealand Journal of Employment Relations 46, no. 1 (June 2, 2021): 23–35. http://dx.doi.org/10.24135/nzjer.v46i1.45.
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Some major corporate scandals have shown that bonuses have been put above basic client needs. As a result, organisations within the financial services sector have been advised to move away from paying bonuses. However, bonus payments are an expected part of the current remuneration package in this sector, which poses an interesting challenge for the employment relationship between employees and organisations. The present study gained employee insights into their bonuses by looking at performance and other factors. Qualitative interviews were undertaken within the financial services sector. Alternatives for bonuses and implications are discussed to manage remuneration and the employer/employee relationship.
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Sungatullina, L. B., E. I. Kadochnikova, and G. R. Faizrahmanova. "Modeling the Effectiveness of Employee Compensation Based on Financial Resources." International Journal of Financial Research 11, no. 6 (December 1, 2020): 63. http://dx.doi.org/10.5430/ijfr.v11n6p63.
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Modeling the effectiveness of employee compensation by evaluating the relationship with the factors of the labor intensity of products, work experience, and incentive payments based on a linear model of multiple regression on the main components. In this paper, several methods are utilized, including the classical least squares method, variation inflation factor, principal component method. It is expected with theoretical representations that the labor intensity of products reduces the efficiency of employee remuneration, the experience and incentive payments in the General Fund of remuneration positively contribute to the increase in the efficiency of employee remuneration. The expediency of applying linear regression to the main components for measuring internal corporate factors of the employee remuneration system is shown since the linear model of multiple regression can give incorrect estimates due to collinear regressors. A methodological way to modeling employee remuneration effectiveness based on a regression on individual determinants of the motivation and remuneration system has been developed. The developed methodological means to modeling employee remuneration effectiveness has been tested on a poultry enterprise's data for the period from January 2015 to March 2020. The article's main conclusions can be used in the scientific and practical activities of agricultural enterprises in measuring and evaluating the effectiveness of using financial resources to pay.
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Zulaika, Siti. "SISTEM REMUNERASI BERBASIS KINERJA DALAM MENINGKATKAN KINERJA PEGAWAI DI KECAMATAN SUKAMAHAYA KOTA DEPOK PROVINSI JAWA BARAT." Jurnal Ilmiah Wahana Bhakti Praja 6, no. 1 (June 1, 2016): 35. http://dx.doi.org/10.33701/jiwbp.v6i1.133.
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AbstractThe low performance of employees of one of them due to poor compensation. The fi x, the systemis given additional remuneration other than salary income of employees (TPP). This study aimsto determine: the remuneration system in the District Sukmajaya; whether the application ofthe remuneration can improve employee performance; and additional problems encounteredin the implementation of the remuneration. The study design is qualitative descriptive, witha saturated sample because researchers wanted to gain a holistic overview and detailed toanswer these research objectives. The results of the study and discussion of remuneration inthe form of salaries and TPP. The amount of TPP is based on the results of the analysis of themeasured positions of responsible work. TPP is given based on the discipline and the measuredperformance of the task implementation report every week to the direct superior. But in realitythe presence of an employee is unable to detect because the tools used are conventional anddo not report on the implementation tasks carried out according to the rules. Conclusion:Remuneration in the form of salaries and the TPP is not feasible and is not fair; Remunerationcan motivate and improve employee performance, but not optimal due to poor application ofthe rules; and presence are still using conventional tools. Recommendation: that TPP minimumof salary, implementation of rules as the basis for the TPP, and soon realized the purchase ofequipment Presence automatically.Keywords: remuneration, employee performance
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Bellou, Victoria, Ioannis Chaniotakis, Ioannis Kehagias, and Irini Rigopoulou. "EMPLOYER BRAND OF CHOICE: AN EMPLOYEE PERSPECTIVE." Journal of Business Economics and Management 16, no. 6 (December 24, 2015): 1201–15. http://dx.doi.org/10.3846/16111699.2013.848227.
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This study seeks to contribute in the field of the ideal employer, by determining the Employer Brand of Choice and its core components. In doing so, a pilot study was initially conducted to delineate these components. Evidence from 896 working adults that participated in a field study support the multi-dimensionality of the construct Employer Brand of choice, highlighting the role of “Remuneration”, “Relationships”, “Opportunities for Self Development”, “Recognition”, and “Corporate Image”. These findings not only offer a concrete and holistic theoretical base of Employer Brand of Choice, but they can also serve as a managerial guide towards enhancing companies’ ability to attract, retain and motivate talented individuals.
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Astitiani, Ni Luh Putu Surya. "JO WIKA - MPK PLTD MFO 50 MW : REMUNERASI DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN." E-Jurnal Manajemen Universitas Udayana 9, no. 11 (November 24, 2020): 3533. http://dx.doi.org/10.24843/ejmunud.2020.v09.i11.p06.
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Performance can be viewed as a process or a work result. The purpose of this research is to find out how to increase the motivation and performance of employees so that it has an impact on the progress of the company by paying attention to the factors of remuneration and work environment. This research was conducted at JO WIKA-MPK PLTD MFO 50 MW. The number of samples used was 105 employees, using the total sampling technique method. Data collection was carried out through observation, literature study, interviews and questionnaires. The data analysis technique used was the Structural Equation Model assisted by the AMOS 22 program. Based on the results of the analysis, it was found that the effect of remuneration on motivation was significant. Furthermore, the effect of work environment on motivation is significant. The influence of motivation on employee performance is significant. The effect of remuneration on employee performance is significant. The influence of the work environment on employee performance is significant. To be able to foster morale in order to improve employee performance, employees must be motivated to be enthusiastic in carrying out their duties in order to achieve the vision and mission the company wants to achieve.
Keywords: remuneration, work environment, motivation, employee performance
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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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Kwiecień, Sebastian. "The Worker’s Employment Contract—the Legal Regulations of Interwar Poland." Roczniki Nauk Prawnych 28, no. 4 ENGLISH ONLINE VERSION (October 29, 2019): 73–97. http://dx.doi.org/10.18290/rnp.2018.28.4-5en.
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In independent Poland, the foundations for a new area of law, that is, labour law were laid, abandoning the previously crucial principle of freedom of contract underlying the contractual relationship between an employee and the employer. On March 16, 1928, the President of the Republic of Poland issued an ordinance on labour contracts, defining mutual obligations of employees and their employers under an employment contract based on which the employee undertook to perform work for the employer against remuneration. The legislator permitted the conclusion of employment contracts in writing, orally or in any other customary form accepted in a given workplace. In exchange for the work performed, the employer was obliged to pay appropriate contractual remuneration, as specified in the employment agreement.
Importantly, this ordinance contained a number of protective regulations that were designed to protect the worker and make his position towards the employer more equal. They included regulations concerning remuneration protection or the employer’s obligation to specify work rules. Most importantly, however, the ordinance protected the worker from immediate and unjustified dismissal.
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Ashfaq Ahmad, Hazrat Bilal, Palwasha Bibi, and Jawad Hussain. "The Moderating Effect of Special Peer Support on the Relationship Between Remuneration and Employee Commitmen." Journal of Accounting and Finance in Emerging Economies 6, no. 4 (December 4, 2020): 1033–40. http://dx.doi.org/10.26710/jafee.v6i4.1456.
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The aim of this study is to examine the effect of remuneration on the level of commitment of full-time restaurant staff working in Hotel industry of Malaysia. This study also looks into the moderating effect of Special Peer Support (SPS) on the relationship between remuneration and employee commitment (EC). Data were collected from 380 full time employees working in large scale restaurants of Malaysia. Smart PLS-2 software was used to analyse the data. The findings reveal that there exists a significant and positive impact of remuneration on EC. Moreover, the results also indicate that SPS moderates the remuneration and EC relationship. The findings of the current study suggest that the practitioners and policy makers should increase the level of employee commitment through enhanced remuneration for the purpose to achieve organizational objectives.
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Hendryani, Atika. "Rancang Bangun Sistem Informasi Remunerasi Jasa Pelayanan RSUD Kepahiang Bengkulu Menggunakan Metode FAST." JURNAL SISTEM INFORMASI BISNIS 7, no. 1 (May 27, 2017): 9. http://dx.doi.org/10.21456/vol7iss1pp9-16.
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The good remuneration information system services can provide useful information for hospital administrators to evaluate employee performance. The aim of this research is to develop a remuneration system services to support employee performance evaluation Kepahiang Hospital. System development methods using FAST (Framework for the Application of Systems Thinking) / Framework for Application of Systems Thinking. Evaluation results of employee performance become the basis of government decision-makers to make improvements and reward. Data used in the research is the data of performance of employees and the amount of revenues from services. Remuneration information system services to produce output tables and graphs to support employee performance evaluation in hospitals Kepahiang for various levels of management. The quality of the information system of the proposed system is better than the old information system.
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Hindrayani, Aniek, and Muhtar Muhtar. "REWARD SYSTEM OF SINGLE SALARY AND PERFORMANCE IN THE HIGHER EDUCATION." JURNAL EKONOMI PENDIDIKAN DAN KEWIRAUSAHAAN 7, no. 1 (April 16, 2019): 45. http://dx.doi.org/10.26740/jepk.v7n1.p45-54.
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This study aimed to evaluate the performance of employees after the implementation of the remuneration policy to the Higher Education and identify the reward policy and performance patterns with the pattern payroll employee remuneration and employee satisfaction levels. This study uses secondary data from the financial statements and the primary data in the form of interviews using questionnaire with the selected respondents in the sample, the academic staffs who have earned a salary based on the pattern of a single salary. The results showed that the financial performance in the achievement of 90.11% of payroll pattern showed a good indicator, but there are 0.89% of the budget that is not absorbed, which means the percentage of the expected performance can not be achieved. Analysis of the performance behavior indicate that there are changes in the behavior of post-implementation performance of the employee remuneration. Variance test results indicate that there are significant differences in the pattern of implementation of the remuneration in universities in Indonesia, which is indicated by the indicator system and the implementation of remuneration policies
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Sawitri, Hunik Sri Runing, Salamah Wahyuni, Anastasia Riani Suprapti, and Desy Mayasari. "THE MEDIATING ROLE OF SATISFACTION TOWARD REMUNERATION SYSTEM: POS RELATED TO PERFORMANCE." EKUITAS (Jurnal Ekonomi dan Keuangan) 2, no. 1 (September 3, 2018): 130–40. http://dx.doi.org/10.24034/j25485024.y2018.v2.i1.3837.
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This study aims to test the mediating role of satisfaction toward remuneration system on the effect of supervisor support on performance. This study is conducted to 298 people who work as academic staff and administrative staffs. The samples are selected using stratified random sampling. It is hypothesized that, 1) supervisor support affects the satisfaction toward remuneration system, 2) satisfaction toward remuneration system affects employee performance, 3) supervisor support affects employee performance, and 4) satisfaction toward remuneration system mediates the effect of supervisor support on employee performance. The result of regression analysis shows that supervisor support positively and significantly affects satisfaction toward remuneration system. Satisfaction toward remuneration system has positive and significant effect on performance, but supervisor support has no significant effect on performance. The testing on mediation effect shows that satisfaction toward remuneration system fully mediates the effect of supervisor support on employee performance.
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Junaedi, Akhmad. "PENGARUH RENUMERASI DAN ETOS KERJA TERHADAP KINERJA PEGAWAI PADA BIRO UMUM SEKRETARIAT UTAMA BADAN PUSAT STATISTIK." Majalah Ilmiah Bijak 14, no. 1 (February 27, 2018): 48–59. http://dx.doi.org/10.31334/bijak.v14i1.59.
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The problem faced by the Central Bureau of Statistics is the remuneration that becomes the dependency of employees and the low work ethic. The problem causes employee performance is not optimal. This research uses quantitative analysis method with simple regression analysis tool, and multiple linear regression. The technique used in this research to obtain data about, is as follows: Interview and Questionnaire / Quesioner. The population of this study is all employees at the Central Bureau of Statistics (BPS), which amounts to 100 people including the Head of Public Bureau. Census sampling technique with sample random sampling and the result of formula used to determine and sampling by Taro Yamane (in Riduwan, 2010: 249). Data analysis using linear regression analysis using SPSS statistical test to see the effect of remuneration and work ethic on Performance of State Civil Apparatus (ASN) at General Bureau of Statistics Center in 2016, with significant 10%.After passing the validity and reliability of the data, obtained the result that states that Remuneration partially affect on employee performance. Similarly, work ethics based on research shows a significant effect on employee performance. Based on the results of the study and research together Remuneration and Working Ethics have a positive and significant impact on Employee Performance on the General Bureau of the Central Bureau of Statistics. Central Bureau of Statistics General Bureau. The regression equation is: Y = 22,917 + 0,123 X1 + 518X2, where every increase of 1 score of variable X1 (remuneration) and X2 (work ethic) will increase employee performance equal to 0,123, and 0,518, assuming other variable is constant,
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Van Zyl, Gerhardus. "The impact of in-house training on the diversity dimensions of employee productivity in the South Africa workplace." Journal of Economic and Financial Sciences 10, no. 1 (June 6, 2017): 160–75. http://dx.doi.org/10.4102/jef.v10i1.11.
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The aim of this article is to determine the impact of in-house training (defined as any training provided by firms in the workplace) on employee productivity, employee remuneration and net employee productivity gains when diversity attributes of the workplace are taken into consideration. The manufacturing industry of Gauteng Province of South Africa is used as a case study. Fixed-effect panel data estimations were performed in order to determine the diversity-based employee productivity, remuneration and net productivity differentials of in-house training. The results accentuate the important positive productivity, remuneration and net productivity spill-over effects created by in-house training opportunities. The outcomes of the study also confirm the importance of a workplace that is more gender diverse, racial diverse and in which skilled and older experienced employees are retained if the productivity spill-over effects generated by in-house training opportunities are to be enhanced.
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Ndonye, Alice Atalya, and Phelgonah A. Genga. "Human Resource Management Practices and Retention of Employees in Machakos County, Kenya." International Journal of Current Aspects 3, no. VI (November 22, 2019): 235–50. http://dx.doi.org/10.35942/ijcab.v3ivi.87.
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Employees form the critical resources an organization or an institution has for actualizing its mandate. Creating conducive environment for the employees has been associated with improved productivity, as well as reduced turnover of employees. This study found out the role of HRM practices on retention of employees, with a focus on Machakos County. In the study it sought to determine the influence of career advancement practices on employee retention among the workers, evaluate the effects of remuneration practices on employees’ retention, determine the influence of work-life balance practices embraced and determine the influence of work-environment practices on retention of employees in Machakos County. The study looked into four major HRM practice on employee retention that is work life balance, remuneration, career advancement and work-environment practices and their effects on retention of employees. Motivational strategies like better pay and allowances, a work life balance for employees like shift working schedules, career advancement in scholarships, training and development, have been associated with allowing employees to have freedom to be creative and innovative, and being involved in decision-making processes thus feeling part of the organization, owning the organizational processes, and thus being highly likely to remain at their employer. The research design used was descriptive survey research. Data was collected using questionnaires with both open and closed ended questions. The study looked into 464 respondents, from workers within the eleven departments forming the entire Machakos County Government, from where samples of 94 respondents were collected. The study achieved a 98% of the response rate. The reliability of the data collected was assured as the Cronbach’s alpha was above 0.6, meaning the data was acceptable. The males made the most of the respondents at 56.5% while the majorities were aged 26-35 years (at 51.1%). On remuneration matters, allowances and salaries greatly influenced employee retention with an average mean of above 4.0. Career advancement practices including training and development, available opportunities and study leave, were felt to influence employee retention. The regression results show that the model was considered significant as some of the independent variables influenced the dependent variable (employee retention) as their p-value (significance value) was of 0.002. The four variables contributed to 13.7% of the factors that contributed to employee retention at the county government of Machakos. Recommendations include improving the working environment conditions, offering better remuneration packages, providing work-life balance, and providing career advancement opportunities.
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Nasution, Hijja Mardhiya, Sri Sudiarti, and Isnaini Harahap. "Pengaruh Remunerasi, Motivasi dan Kepuasan Kerja Terhadap Kinerja Pegawai Universitas Islam Negeri Sumatera Utara Medan." AT-TAWASSUTH: Jurnal Ekonomi Islam 4, no. 1 (February 14, 2019): 66. http://dx.doi.org/10.30821/ajei.v4i1.4087.
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<p>This study aims to analyze the effect of remuneration, motivation and job satisfaction on employee performance at UIN North Sumatra Medan both partially and simultaneously. The research design used is quantitative research using multiple linear regression analysis techniques supported by classic assumption tests and statistical tests with the help of SPSS 22 program. Data collection techniques in this study by distributing questionnaires to the sample in this study were 153 employees of education staff UIN North Sumatra Medan. From the results of t-statistic research that the variable remuneration significantly influences employee performance. The t-statistic test results of motivation variables significantly influence employee performance. T-statistic test results that variable job satisfaction significantly affect employee performance. Simultaneously it is obtained that F-count is greater than F-table and can also be seen in the probability value smaller than the level of significance. It can be concluded that the variable remuneration, motivation, and job satisfaction jointly influence the performance of UIN North Sumatra Medan employees</p>
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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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R.U, Onyekwelu,, Dike, E.E, and Muogbo, U.S. "Remuneration as a tool for increasing Employee Performance in Nigerian." International Journal of Social Sciences and Humanities Invention 7, no. 01 (January 9, 2020): 5782–89. http://dx.doi.org/10.18535/ijsshi/v7i01.01.
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This research work assesses fundamentally remuneration as a device for expanding employee performance with specific reference to Bottling Companies in Nigeria. The broad aim of this research is to decide the role of remuneration in expanding workers performance. The population of the study is 200. The study adopt primary and secondary sources to gather information and copies of questionnaire were used also. The research adopted survey and descriptive research technique in analyzing data acquired from Bottling Companies in Nigeria while hypotheses was tested using Regression analysis and ANOVA. It was found that remuneration assumes a significant role in increasing workers performance in an organisation. The study therefore suggests that organisation ought to embrace the right remuneration tool that meets the craving of their workers so as to increase their output.
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Nasution, Dito Aditia Darma. "PENGARUH REMUNERASI DAN SEMANGAT KERJA TERHADAP KINERJA PEGAWAI PADA KANTOR KEJAKSAAN NEGERI MEDAN." JURNAL AKUNTANSI DAN BISNIS : Jurnal Program Studi Akuntansi 5, no. 1 (May 23, 2019): 71. http://dx.doi.org/10.31289/jab.v5i1.2441.
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This study aims to look at the effect of remuneration and work spirit on employee performance both partially and simultaneously at the Medan District Prosecutor's Office. The research used associative/correlation method. The population was 5 work units at the Medan District Prosecutor's Office consisting of Coaching, Pidum, Pidsus, Datun, and Intel work units and the sample of the study was 97 people including 18 employees in the Coaching work unit, 37 employees in the Pidum work unit, 18 people employees in the Pidsus work unit, 9 employees in the Datun work unit, and 15 employees in the Intel work unit. The data were primary data were obtained by using questionnaires and conducting a survey. The gathered data were analyzed by using multiple linear regression tests for analytical analysis which had been tested by using classic assumption test. The result of the research showed that, partially, Remuneration had positive and significant influence on the Employee Performance at the Medan District Prosecutor's Office and partially, Work Spirit had positive and significant influence on the Employee Performance at the Medan District Prosecutor's Office. Simultaneously, these results indicate that Remuneration and Work Spirit had significant influence on the employee performance at the Medan District Prosecutor's Office.
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Laoli, Victorinus. "Analisis Faktor-faktor yang Mempengaruhi Kinera Pegawai dalam Pegawai Organisasi Sektor Publik." Jesya (Jurnal Ekonomi & Ekonomi Syariah) 2, no. 2 (May 22, 2019): 231–39. http://dx.doi.org/10.36778/jesya.v2i2.82.
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The purpose of this research was examining the factors that affect the employee performance at the tax office in Gunungsitoli. The factors tested in this study were clear and measurable goals, incentives, motivation, remuneration, decentralization, and performance measurement systems for employee performance. This research was conducted by using questionnaires to all employees of Kantor Penyuluhan Dan Konsultasi Perpajakan KP2KP Gunungsitoli. The data obtained was processed by using a regression that is part of the multiple regression. Number of questionnaires processed amounted to 40 questionnaires. The results of this study indicate that a clear and measurable goals, incentives, motivation, remuneration, decentralization is not related to employee performance. While performance measurement system affect employee performance.
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Stachová, Katarína, Zdenko Stacho, and Gabriela Bartáková. "Influencing organisational culture by means of employee remuneration." Verslas: Teorija ir Praktika 16, no. 3 (October 1, 2015): 264–70. http://dx.doi.org/10.3846/btp.2015.492.
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The aim of this paper is to particularly define the possibilities of influencing organisational culture by means of employee remuneration. The paper will present the results of research conducted over 2010–2012. The respondent group included 340 organisations operating in the Slovak Republic. The research showed that even though 98% of the interviewed organisations realise the importance and meaning of dealing with the creation and maintenance of organisational culture, only 21–43% have defined an organisational culture strategy in writing within the organisation´s strategy.
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Botek, Marek, and Eva Pecháčková. "Using the Balanced Scorecard concept for employee remuneration." Ekonomická revue - Central European Review of Economic Issues 16, no. 3 (September 30, 2013): 169–82. http://dx.doi.org/10.7327/cerei.2013.09.06.
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Tarmidi, Didi, Rizka Rahmayati Putri, Gusni, and Darwis Agustriana. "The Effects of Remuneration and Employee Engagement towards Employees’ Performance: A Study on PT INTI (Pasero) Bandung, Indonesia." International Journal of Psychosocial Rehabilitation 24, no. 02 (February 12, 2020): 2930–39. http://dx.doi.org/10.37200/ijpr/v24i2/pr200593.
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Van Zyl, Gerhardus. "Geographical and industry differences on remuneration gap-enhanced labour productivity levels in a developing economy: South Africa as a case study." Journal of Economic and Financial Sciences 5, no. 2 (October 31, 2012): 499–514. http://dx.doi.org/10.4102/jef.v5i2.296.
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The aim of the article was to determine the geographic and industry differences for employee-remuneration gap-enhanced labour productivity levels in a developing economy. The Winter-Ebmer and Zweimuller model was used to estimate the signs and magnitudes of the employee-remuneration gap-enhanced labour productivity levels for the different industries in the different geographical areas. The estimation results for all three industries indicated a significant difference between the higher gross geographical product (GGP) provinces and the lower GGP provinces in terms of the employee-remuneration gap-enhanced labour productivity indicator coefficients (ERGLP indicator coefficients). The negative sign of the ERGLP indicator coefficients for the industries of some of the lower GGP provinces relates to the non-existence of any possible positive labour productivity effects that might stem from employee-remuneration gaps. The introduction of business uncertainty resulted in smaller ERGLP indicator coefficients across all industries and geographical areas. The impact was much more severe in the case of the lower GGP provinces
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Reza Putra, Muhammad, and Gupron Gupron. "EMPLOYEE PERFORMANCE MODELS: COMPETENCE, COMPENSATION AND MOTIVATION (HUMAN RESOURCES LITERATURE REVIEW STUDY)." Dinasti International Journal of Education Management And Social Science 2, no. 1 (November 29, 2020): 185–98. http://dx.doi.org/10.31933/dijemss.v2i1.629.
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In a company, employees are one of the most important elements in achieving company goals. The performance of an employee is certainly influenced by several factors that a manager needs to know. Managers must know the strengths and weaknesses of each manager in order to maximize potential and minimize employee shortages. The factors that influence an employee's performance are motivation, compensation and competence. Motivation is needed by an individual because basically humans need encouragement or inducement in order to work better. Motivation is given as a way to improve employee performance to carry out their responsibilities. The different competencies of each employee are also a factor in the good and bad performance of an employee. The competence of each employee must be improved in order to achieve company goals. Compensation also affects an employee's performance. Compensation can be in the form of money or other facilities. Compensation is given as remuneration by the company to employees who have carried out their duties and responsibilities.
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Amiani, Krisantika, and Charles Bohlen Purba. "The Effect of Work Discipline, Remuneration and Leadership Style on Employee Performance in PT. DWI Karya Prima (PT DKP)." Volume 5 - 2020, Issue 8 - August 5, no. 8 (September 3, 2020): 973–78. http://dx.doi.org/10.38124/ijisrt20aug575.
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This study aims to analyze the effect of Work Discipline, Remuneration, and leadership style in PT DKP Tangerang on employee performance. This study uses a quantitative approach and was taken during September 2019 - June 2020. The population studied was 60 employees of PT DKP Tangerang. The sampling method used was saturated sampling method with nonprobability sampling techniques. The method of analysis used in this study is multiple linear regression with the help of the SPSS ( Statistical Product For Service Solution) program) Version 25.0. The results showed that the variables of work discipline, remuneration, and leadership style partially and simultaneously had a positive and significant influence on employee performance. Based on the research results, it is suggested that the company should further improve work discipline by acting more firmly on disciplinary violations, changing the remuneration system to be fairer and changing the appropriate leadership style.
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Juchnowicz, Marta, and Hanna Kinowska. "Factors Influencing Evaluation of Remuneration Justice." Kwartalnik Nauk o Przedsiębiorstwie 48, no. 3 (September 12, 2018): 41–52. http://dx.doi.org/10.5604/01.3001.0012.7777.
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Although the large body of literature suggests the importance of fair compensation, the understanding of the nature of remuneration justice remains limited. The paper fills the gap by combining the three streams in the research: diversified definitions of justice in management sciences, philosophy and ethics, theory of organizational justice and research on employee engagement. Based on theoretical assumptions, a remuneration justice as-sessment model was developed. The evaluation of the remuneration fairness depends on three dimensions: perception of the features of the remuneration system, employees’ convictions regarding the legitimacy of pay differentiation and work needs. The hypothe-sised model was tested on a representative sample of 1,067 working Poles. This research has used SEM-PLS approach including exploratory factor analysis. The find-ings carry theoretical implications, since they extend the research and refine the essence of remuneration justice. From a practical perspective, the relationship between the three predictors – system, beliefs and needs – provide a proof on how remuneration justice is composed and how it could be developed.
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Lekartiwa, Haron, Nancy Rintari, and Abel Moguche. "Effects of Remuneration on Employee Turnover in Private Hospitals Samburu County." Human Resource and Leadership Journal 5, no. 1 (October 14, 2020): 15. http://dx.doi.org/10.47941/hrlj.423.
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Purpose: The purpose of this study was to investigate the effects of Remuneration on employee turnover in private hospitals Samburu County.Methodology: This study adopted descriptive survey research design and was conducted in ten private hospitals in Samburu County. Information was issued by 71 medical practitioners such as senior doctors, senior nurses, senior pharmacists and senior medical technologists of each of the private hospitals in Samburu county. The71 medical practitioners were sampled using convenience sampling methods because medical practitioners in a hospital setting were generally very busy hence data was collected through closed ended questionnaires from the available ones. Linear regression was used to test each hypothesis while multiple regression analysis was used to measure the effects of renumeration on employee turnover in private hospitals Samburu County. The analysis was later presented using tables and detailed explanations.Results: The study discovered that there was a positive relationship and statistically significant between that renumeration and employee turnover. That simply explained meant that how employees are rewarded at the end of the agreed contract duration or at the end of the month play a very key part in determining whether they will leave in the near future or not. Poor and inconsiderate renumeration will often make them want leave and look for other better paying ventures.Unique contribution to theory, policy and practice: Human resource managers should ensure that renumeration structure is reviewed where employees receive all the benefits gotten at various job groups without biasness. Once an employee attains the required qualifications, they should automatically be enrolled to the improved renumeration structure without too much bureaucracies. This will motivate employees to work harder so as to attain their personal goals in the job ladder. Future researchers should aim to concentrate on other regions in Kenya to determine whether renumeration will be the key causal determinant on employee turnover.
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Onyekachukwu, Nsoedo, and Ojukwu Henry Sonna. "An Empirical Analysis Of Employee Remuneration And Affective Commitment." International Journal of Scientific and Research Publications (IJSRP) 10, no. 05 (May 6, 2020): 309–16. http://dx.doi.org/10.29322/ijsrp.10.05.2020.p10135.
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Ezzamel, Mahmoud, and Hugh Willmott. "Accounting, Remuneration and Employee Motivation in the New Organisation." Accounting and Business Research 28, no. 2 (March 1998): 97–110. http://dx.doi.org/10.1080/00014788.1998.9728902.
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Krasnoyarova, E. V. "Remuneration for non-performance of work by the employee." Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), no. 9 (September 1, 2020): 13–24. http://dx.doi.org/10.33920/pro-3-2009-02.
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From the perspective of the social purpose of labour law, it is interesting to analyse the provisions on the remuneration of an employee if he or she does not perform his or her work due to various circumstances. This article discusses the relationship between the concepts of «simple» and «non-compliance with labour standards». It is noted that the rules of law on payment for forced absenteeism and for simple absenteeism are somewhat illogical. Examples of law enforcement practices of courts are given. It is concluded that the rules on non-compliance with labour standards and on simple rules due to the fault of the employer need to be changed.
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Mędrala, Małgorzata. "Wynagrodzenie pracownika w okresie przestoju z powodu siły wyższej." Studia z zakresu Prawa Pracy i Polityki Społecznej 27, no. 4 (2020): 323–40. http://dx.doi.org/10.4467/25444654spp.20.029.12616.
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The employee’s remuneration for the period of non-performance of work because of force majeure The paper presents the issue of the employee’s right to remuneration for the period of nonperformance of work because of force majeure. The Author analyzes if the employee has the right to receive the remuneration in this case, and if the answer for this question is positive—what its legal nature is (is it a contractual remuneration for work or a social benefit to the employee within the employment relationship). The Author underlines the lack of clear regulations in these matters in Polish law, with the exception of the specific regulations concerning the periods of interruption caused by adverse weather conditions.
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González-Sánchez, Mariano, Eva M. Ibáñez Jiménez, and Ana I. Segovia San Juan. "Board of Directors’ Remuneration, Employee Costs, and Layoffs: Evidence from Spain." Sustainability 13, no. 14 (July 6, 2021): 7518. http://dx.doi.org/10.3390/su13147518.
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Most of the empirical studies on board remuneration have focused on finding explanatory performance measures. There are studies that analyze if the compensation contracts of directors reward managers in such a way that they strive to maximize firm performance and shareholders’ wealth; however, there are few studies on the social aspect of corporate governance, or agent–employee and principal–employee relationships. Thus, in this study, our aim is to test whether there is a causal relationship between the remuneration of the board of directors of listed companies and the personnel policies of the companies, expressed through the cost of personnel and layoffs. For that, we used a sample of Spanish listed companies, and we found that two performance measures (return on equity and earnings per share on market price) have a greater effect on the growth rate of board remuneration when layoffs occur. Additionally, we found that the sales revenue and cash flow on total assets subsequently influenced personnel management.
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Livanova, R. V., and Y. A. Markina. "Application of IAS 19 Employee Remuneration in Domestic Accounting Practice." Buhuchet v sel'skom hozjajstve (Accounting in Agriculture), no. 3 (March 1, 2021): 16–22. http://dx.doi.org/10.33920/sel-11-2103-02.
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The key definitions of IAS 19 “Employee Benefits” are given and the interpretation of the provisions of the standard in relation to domestic accounting practice is presented. Proposals have been put forward for reorganizing the wage system and introducing into the practice of domestic companies the principles of forming workers’ retirement benefits. Formation of a pension system that would provide social guarantees to employees at the onset of retirement age.