Journal articles: 'EMPLOYEE WELFARE'

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Patro, Chandra Sekhar, and Madhu Kishore Raghunath Kamakula. "A Take on Employee Welfare Facilities and Employees' Efficiency." International Journal of Asian Business and Information Management 7, no. 3 (July 2016): 54–70. http://dx.doi.org/10.4018/ijabim.2016070104.

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Looking back into the history of welfare facilities for employees in an organization, they have always and will keep playing a pivotal role in enhancing employee morale. The welfare schemes in every organization facilitate impetus for employee and employer relations. Employees' welfare is inherent core component, as they act as life blood for achieving the objectives of an organization. The main intention behind implementing the welfare facilities, is to secure the employee force by providing proper human condition of work and minimizing its hazardous effect on the life of the employees and their family members. Welfare facilities are provided in every organization either public or private sector as these would go a long way to cherish their ultimate vision. The present study is an attempt to determine the various welfare facilities implemented with its impact on the work efficiency over different public and private sector organizations. This paper also draws an empirical evidence by studying the influence of welfare facilities on the employee's efficiency.

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Patro, Chandra Sekhar. "Espousal of Welfare Schemes." International Journal of Asian Business and Information Management 8, no. 3 (July 2017): 36–51. http://dx.doi.org/10.4018/ijabim.2017070103.

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Employee welfare is a prerequisite and critical factor for growth of any organization. The welfare facilities improve the organizational relations, and also enhance the competence and effectiveness of the employees. The employees' work life is vital, as they are the pillars of an organization. The main aim of implementing the welfare schemes in any organization is to secure the labour force by providing proper human condition of work and minimizing its hazardous effect on the life of the employees and their family members. The present study is an attempt to determine the various employee welfare schemes adopted by different private pharmaceutical companies, and its impact on the employee's satisfaction on work life.

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Davis, Ann, and Lucy Gibson. "Designing Employee Welfare Provision." Personnel Review 23, no. 7 (November 1994): 33–45. http://dx.doi.org/10.1108/00483489410072208.

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Kumari, Neeraj. "Impact of Employee Welfare Facilities on the Job Satisfaction." Journal of Business Theory and Practice 8, no. 4 (October 29, 2020): p1. http://dx.doi.org/10.22158/jbtp.v8n4p1.

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Employee welfare entails everything from services, facilities and benefits that are provided or done by an employer for the advantage or comfort of an employee. It is undertaken in order to motivate employees and raise the productivity levels. The study aims to find out how job satisfaction depends on employee welfare at Hema Engineering Limited. The descriptive research design has been used to find out whether the employees are aware about the welfare policies of the organization and their opinion on various welfare policies, which they like the most and which they want to get changed for their better future. A survey was conducted with the help of a structured questionnaire at HEL. Data analysis has been done on SPSS. The sample size was 57. Non-Probability Sampling technique has been used. HEL management understands the importance of welfare in the life of the employees and therefore provides them with lots of allowances, high pay scale and other employee benefits. This in return helps HEL to get best out of their employees. HEL has integrated processes which are followed for availing the welfare benefits by the employees. HEL provides a lot of benefits to the employees even after they get separated from the organization. Thus the employees and their families feel secure and motivated. Most of the employees are satisfied and happy with most of the policies at the workplace, especially medical benefits and child allowance. HEL is capable of attracting the best pool of talent and is also able to retain them through their attractive welfare policies.

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Dr.H.M.Thakar, Dr H. M. Thakar, and Prof Urmila Kisan Dubal. "A Study On Employee Welfare Measures In Maha." Indian Journal of Applied Research 1, no. 4 (October 1, 2011): 28–30. http://dx.doi.org/10.15373/2249555x/jan2012/8.

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Ghaly, Mohamed, Viet Anh Dang, and Konstantinos Stathopoulos. "Cash holdings and employee welfare." Journal of Corporate Finance 33 (August 2015): 53–70. http://dx.doi.org/10.1016/j.jcorpfin.2015.04.003.

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White, Michael. "Cooperative unionism and employee welfare." Industrial Relations Journal 36, no. 5 (September 2005): 348–66. http://dx.doi.org/10.1111/j.1468-2338.2005.00364.x.

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Rathbun, Jay K. "The Shift of Employee Welfare." Employee Assistance Quarterly 14, no. 1 (March 11, 1998): 43–48. http://dx.doi.org/10.1300/j022v14n01_04.

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Patro, Chandra Sekhar. "A Study on Adoption of Employee Welfare Schemes in Industrial and Service Organisations." International Journal of Service Science, Management, Engineering, and Technology 7, no. 2 (April 2016): 16–33. http://dx.doi.org/10.4018/ijssmet.2016040102.

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During the past few years practicing employee welfare schemes has become a key factor for the overall growth and development of any organisation. Organizations provide welfare facilities to their employees to keep their motivation levels high. Employees' welfare is essential for any organisation, as they shed the blood for achieving the objectives and goals of the organisation. The welfare schemes improve the organisational relations and also enhance the productivity of the employees. The main aim of implementing the welfare measures in any organisation is to secure the labour force by providing proper working conditions and minimizing its hazardous effect on the life of the employees and their family members. A study was undertaken to know the various welfare schemes adopted by the industrial and service organisations and its influence on the employee's productivity in both public and private sectors.

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Rahardjo, Purwanto, Ce Gunawan, and Isriyani Isriyani. "Pengaruh Gaya Kepemimpinan dan Kesejahteraan Terhadap Kinerja Karyawan (Studi Kasus pada Hotel Selabintana)." Cakrawala Repositori IMWI 4, no. 1 (July 12, 2021): 66–76. http://dx.doi.org/10.52851/cakrawala.v4i1.62.

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This study aims to determine: (1) the influence of leadership style on employee performance, (2) the influence of welfare on employee performance, and (3) the influence of leadership style and welfare on employee performance. The subjects of this research are employees who work at Selabintana Hotel. The number of respondents in this study were 102 employees. The method of collecting data through a survey using a questionnaire. The analysis technique used in this research is multiple linear regression analysis. The results showed that (1) leadership style had a positive and significant effect on employee performance, so Ha1 is accepted; (2) welfare has a positive and significant effect on employee performance, so Ha2 is accepted; (3) simultaneously, leadership style and welfare have a positive and significant effect on employee performance with detemination coefficient of 0,409 so that Ha3 is accepted.

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Abbas, Ilham, Salle Salle, and Hardianto Djanggih. "CORPORATE RESPONSIBILITY TOWARDS EMPLOYEES WELFARE." Yuridika 34, no. 1 (January 1, 2019): 36. http://dx.doi.org/10.20473/ydk.v34i1.9304.

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Essentially, in carrying out its business activities every company is certainly cannot be separated from responsibility, as responsibility is one of the obligations of the business actor towards consumers, employees and the surrounding environment. Responsibility also means doing something as an embodiment of awareness of obligations. In this study will analyze the company's responsibility for employee welfare and the efforts made by the Company to improve employee welfare at PT. Semeru Ratu Jaya Makassar. The results of the study are expected to contribute thought to business actors in spreading their business activities, because employee welfare is very urgent and fundamental for employees. This is in accordance with what is mandated in Pancasila as the source of all sources of law in Indonesia and this is reflected in the 1945 Constitution of the Republic of Indonesia, precisely in the opening of the 1945 Constitution in paragraph 4 (four) concerning the national goal of promoting general welfare

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Patro, Chandra Sekhar. "Employee Welfare Measures in Public and Private Sectors." International Journal of Service Science, Management, Engineering, and Technology 6, no. 1 (January 2015): 22–36. http://dx.doi.org/10.4018/ijssmet.2015010102.

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Employees' play a key role in the existence and growth of any organisation, therefore their welfare is essential. During the past few years, both public sector and private sector organisations have been contributing towards the employee's benefits and also increase their efficiency. Employees' welfare facilities include housing facilities, free medical facilities, retirement benefits, children and adult educational benefits, welfare measures for the employee's families, loan facilities, etc. If the organisations do not bother about the employees benefit, but expect efficient and high performance from them, it is a mere waste. So there is utmost need for the employee's welfare in any type of organisation. Organizations have to provide welfare facilities to their employees to keep their motivation levels high. A comparative study was undertaken to know the satisfaction level of the employees on the enforceability of various welfare measures in both the public and private sector organizations. The study also throws light on impact of welfare measures on the employees' performance.

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Wihlman, Thomas, Magnus Hoppe, Ulla Wihlman, and Hélène Sandmark. "Employee-driven Innovation in Welfare Services." Nordic Journal of Working Life Studies 4, no. 2 (May 1, 2014): 159. http://dx.doi.org/10.19154/njwls.v4i2.3869.

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There is a growing interest in both employee-driven innovation (EDI) and innovation in welfare services, but a lack of empirical studies addressing innovation from the employee perspective. Accordingly, this study was designed to contribute with well-grounded empirical knowledge, aiming to explore the barriers to and opportunities for participation in innovation experienced by employees of the Swedish welfare services. In order to reach the aim, a qualitative thematic analysis of 27 semi-structured interviews with employees in four municipalities was performed. The study identified three main themes, with a great impact on the innovative performance of the studied organizations: support, including leadership and innovation processes; development, including creativity and learning; and organizational culture, which includes attitudes and communication, all essential ingredients in EDI. Experienced barriers for innovation were unclear or non-existing innovation processes with ambiguous goals, insufficient learning, and deficient organizational slack, thus creating a tension between day-to-day work and innovation and hindering reflection and exploration. Attitudes of colleagues and lack of communication were also barriers to implementing innovation, suggesting the need for better management support for a communicative and open culture. Opportunities were found, including commitment to innovation and willingness to try new ideas, but the employees must be given the mandate and sufficient time to develop the potential that emerges from continuous learning, time for reflection, and user dialogue. The conclusion was that incremental innovations existed, but the full potential of these did not benefit the entire organization due to inadequate communication and lack of innovation processes. The study improves our understanding of how employees regard their involvement in innovation. It also discusses how to make better use of employees’ resources in innovation processes and contributes to important knowledge about EDI in the public sector. On the basis of our results, we suggest a model of EDI for use in practice.

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Gallie, Duncan, Ying Zhou, Alan Felstead, and Francis Green. "Teamwork, Skill Development and Employee Welfare." British Journal of Industrial Relations 50, no. 1 (April 27, 2010): 23–46. http://dx.doi.org/10.1111/j.1467-8543.2010.00787.x.

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Efendi, Rustam, Boy Syamsul Bakhri, and Yuhermi Okta Mursi. "Pengaruh Peranan Bank Sampah Dalang Collection terhadap Kesejahteraan Karyawan Perspektif Ekonomi Syari’ah." Al-Hikmah: Jurnal Agama dan Ilmu Pengetahuan 15, no. 2 (October 31, 2018): 42–62. http://dx.doi.org/10.25299/al-hikmah:jaip.2018.vol15(2).2377.

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This research is based on the results of pre-research conducted by the writers after looking at “Dalang Collection” Garbage Bank in Pekanbaru city which is an alternative solution in handling waste in Pekanbaru. Although it was only established in 2012, the “Dalang Collection” Garbage Bank has been able to empower communities around to become more productive and earn income, especially for mothers. Therefore, the writers are interested in examining the influence of roles of the “Dalang Collection” Garbage Bank on employee welfare. The problem formulation of this study is how the “Dalang Collection” Garbage Bank influences employee welfare and whether the role of the “Dalang Collection” Garbage Bank on employee welfare is in accordance with the sharia economic perspective. The research objective was to determine the influence of the role of the “Dalang Collection” Garbage Bank on the welfare of employees and to know the extent of the influence of the role of the “Dalang Collection” Garbage Bank on employee welfare in accordance with the sharia economic perspective. In analyzing quantitative data, simple linear regression analysis is used where the calculation process uses SPSS for windows version 23.0. The sample of this study was 42 people. The results of this study note the role of “Dalang Collection” Garbage Bank on employee welfare has a very close relationship, this is known from the correlation coefficient of 90.1%. While the partial test results have a significant effect between the role of the ”Dalang Collection” Garbage Bank on employee welfare, it is known from the t-count (13.164) is greater than t-table (1.684). It means that partially it can be seen that the variable X (role) affects the variable Y (employee welfare). Employees of the “Dalang Collection” Garbage Bank have had moral welfare, spiritual welfare and social welfare while material welfare has not been fulfilled so that it cannot be said prosperous according to the sharia economic perception.

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Putri, Della Pratami, and Sri Abidah Suryaningsih. "Peran Kepemimpinan Islami Sebagai Upaya Optimalisasi Kinerja dan Kesejahteraan Karyawan di CV. Pratama Ekspedisi Kabupaten Pasuruan." Jurnal Ekonomika dan Bisnis Islam 4, no. 2 (October 24, 2021): 219–32. http://dx.doi.org/10.26740/jekobi.v4n2.p219-232.

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Indonesia is a country with a Muslim majority in it. So it would be nice if a system was based on Islamic rules, including leadership. An organization can operate well if there are leaders and optimal employee performance. The role of a leader is very important and has a correlation in optimizing employee performance and employee welfare. The purpose of this study was to see the role of Islamic leadership in optimizing employee performance and employee welfare at CV. Pratama Ekspedisi of Pasuruan Regency. The research method used is a descriptive qualitative approach by collecting data with the interview method then analyzing and concluding the results of the data. This research results that the role of a leader who is Islamic is able to optimize the performance and improve the welfare of the employees of CV. Pratama Ekspeidisi of Pasuruan Regency. Keywords: Islamic leadership, employee performance, employee welfare

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Varadaraj, A., and D. Charumathi. "Impact of Welfare Measures on the Quality of Employees Performance with Special Reference to Construction Industry." INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION 5, no. 2 (2019): 30–36. http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.52.1003.

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The concept of employee welfare is vibrant. Its broad viewpoint and contents are inclined to change, depending on social and economic changes that occur in society. Employee welfare includes various services, benefits, and facilities offered to employees by employers. An organization has to provide welfare facilities to their employees to keep their motivation levels high. The study throws light on impact of welfare measures on the employees’ performances with respect to the construction industry. The primary data for the study was collected through a questionnaire. The sample size of the study was 80 and the sample design adopted was a systematic random sampling technique.

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Jasola, Maddhu. "Employee Welfare Schemes and Employee Willing to Stay with the Organisation." Quest-The Journal of UGC-HRDC Nainital 9, no. 3 (2015): 198. http://dx.doi.org/10.5958/2249-0035.2015.00034.0.

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P V V, Satyanarayana. "A Study on the welfare measures and their Impact on QWL provided by the Sugar companies with reference to East Godavari District, Andhra Pradesh, India." Journal of Management and Science 1, no. 2 (December 30, 2011): 119–29. http://dx.doi.org/10.26524/jms.2011.14.

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The Sugar factories play a vital role in human life. Sugar industry is one of the important industries of India for earning Foreign Exchange and giving employment to lakhs of workers. Because of being highly labour intensive industry it needs to concentrate more in the area of employee‟s welfare measures. East Godavari District in Andhra Pradesh, India has taken as a sample for this study, for identifying various methods and also to identify the effectiveness of the methods. The study shows that 15% of the employees are highly satisfied with their welfare measures. 22% of the employees are satisfied with their welfare measures.39% of the employees are average with their welfare measures. 16% of them are in highly dissatisfied welfare measures play an important role in employee satisfaction and it results in improved quality of work life. This study throws light on the impact of welfare measures on QWL among the employees of Sugarfactories in Andhra Pradesh.

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Mani, Vijaya. "Analysis of Employee Engagement and its Predictors." International Journal of Human Resource Studies 1, no. 2 (October 21, 2011): 15. http://dx.doi.org/10.5296/ijhrs.v1i2.955.

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Employee Engagement has emerged as a critical driver of Business Success today. Engagement has the potential to significantly affect Employee Retention, Productivity, and loyalty. The study attempts to investigate the level of Employee Engagement and its predictors among the Executive level employees of a reputed Banking and Insurance Software Company in Tamil Nadu, India. The research is based on the primary data collected from 200 executives on a number of parameters related to Employee Engagement and its potential predictors. The research concluded that the level of employee engagement in the organization is quite satisfactory. Four Factors namely Employee Welfare, Empowerment, Employee Growth and Interpersonal Relationships were found to be the predictors of Employee Engagements. Key Words: Employee Engagement, Empowerment, Interpersonal relations, Employee Growth, Employee Welfare, Retention

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Rusli, Wibowo, and Burhanuddin Tola. "The Effect of Leadership Style and Welfare on The Performance of Manado Religious and Education Training Center." IJHCM (International Journal of Human Capital Management) 3, no. 1 (July 17, 2019): 39–47. http://dx.doi.org/10.21009/ijhcm.03.01.04.

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The aim of this study is to observe and analyze the influence of Leadership Styles and Welfare on the Performance of Employees in Manado Religious Education and Training Center. This study used Partial Last Square (PLS) method. The population of this study was 60 employees (N = 60), and all of these employees were sampled (n = 60) with an error rate of 5% (0.05). Data was collected based on questionnaire with Likert scale. The results of this study showed that there are direct contributions between Leadership style and welfare variables on employee performance. Overall, Leadership style and Welfare have a positive and very strong influence on Employee Performance.These results showed the importance of improving the quality of Leadership Styles and Welfare to improve the Performance of Employees in Manado Religious Education and Training Center.

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Harshani, M. D. R., and I. Welmilla. "Effect of employee welfare facilities on employee retention: a study of cabin crew employees in Sri Lankan airlines." Kelaniya Journal of Human Resource Management 12, no. 2 (December 29, 2017): 128. http://dx.doi.org/10.4038/kjhrm.v12i2.35.

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Ben-Nasr, Hamdi, and Hatem Ghouma. "Employee welfare and stock price crash risk." Journal of Corporate Finance 48 (February 2018): 700–725. http://dx.doi.org/10.1016/j.jcorpfin.2017.12.007.

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Riccucci, Norma M., and Irene Lurie. "Employee Performance Evaluation in Social Welfare Offices." Review of Public Personnel Administration 21, no. 1 (March 2001): 27–37. http://dx.doi.org/10.1177/0734371x0102100103.

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Boubaker, Sabri, Lamia Chourou, Marwa Haddar, and Taher Hamza. "Does employee welfare affect corporate debt maturity?" European Management Journal 37, no. 5 (October 2019): 674–86. http://dx.doi.org/10.1016/j.emj.2019.08.004.

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Oliver, Elizabeth Goad, and Karen S. Cravens. "An International Comparison of Employee Welfare Plans." Thunderbird International Business Review 43, no. 4 (2001): 501–24. http://dx.doi.org/10.1002/tie.1010.

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Azis, Afrizal, Rio Eldianson, and Maruli Tua Tampubolon. "Kesejahteraan Karyawan Mempengaruhi Produktivitas Kerja Perusahaan di Era Pandimi Covid-19." El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam 3, no. 3 (February 4, 2022): 608–16. http://dx.doi.org/10.47467/elmal.v3i3.968.

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In the era of the Covid-19 pandemic from the beginning of 2020, the company's management implemented policies related to increasing human resources by providing welfare to employees by providing various allowance facilities so that work productivity would increase. This study aims to determine and examine the level of work productivity associated with welfare through the provision of employee benefits at the company. The research method used is descriptive qualitative with a literature study approach and field research. The results of this study indicate that the increase in employee work productivity during the covid-19 pandemic, for two years has proven to be quite good and influential, this can be seen from the results of data analysis and correlation analysis on the processing of the data obtained which tends to go up and down depending on the size of the allowance and Salary for employees is Rp. 160,776,882 or 9.1% for an increase in 2020 . Based on the results of this analysis, it can be concluded that welfare has a very positive effect on increasing employee work productivity, companies should maintain the level of allowances that have been implemented in the company so that employee work productivity increases. Keywords: welfare, work productivity, employees in the pandemic era

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Fahrullah, A'rasy. "PENGARUH KEPEMIMPINAN ISLAMI TERHADAP MOTIVASI, KINERJA, SERTA KESEJAHTERAAN ISLAMI." al-Uqud : Journal of Islamic Economics 2, no. 2 (July 23, 2018): 121. http://dx.doi.org/10.26740/al-uqud.v2n2.p121-140.

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This study aims to examine and analyze the influence of Islamic Leadership on Work Motivation, Islamic Performance, and Welfare of Islamic Hospital Employees in Tulungagung Regency. The unit of analysis in this study is the employees of Islamic Hospital or Islamic nuanced hospitals in Tulungagung. While population in this research are employees of Islamic hospitals in Tulungagung District, and sampledby 133 people. Methods of research using quantitative structural equation models with AMOS software. The results can be summarized as follows: Islamic leadership influences employee motivation in Islamic hospitals. Islamic Leadership affects the performance of Islamic Hospital employees. Islamic leadership affects the welfare of employees in Islamic hospitals. Working motivation affects the performance of employees of Islam Hospital. But the motivation and performance did not effect significantly to the employee welfare at the Islamic hospital in Tulungagung.

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Daniali, Sara Mehrab, Sergey Evgenievich Barykin, Farzin Mohammadbeigi Khortabi, Olga Vladimirovna Kalinina, Olga Anatolievna Tcukanova, Elena Konstantinovna Torosyan, Svetlana Poliakova, Sergey Prosekov, Nikita Moiseev, and Tomonobu Senjyu. "An Employee Competency Framework in a Welfare Organization." Sustainability 14, no. 4 (February 19, 2022): 2397. http://dx.doi.org/10.3390/su14042397.

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Purpose—The aims of the current study were as follows: (1) to develop a framework of the job competence of employees to examine the recruitment of employees in their specialized fields, and (2) to answer the question of whether the development of that framework of the job competence of employees in attracting and employing people or their appointment and promotion was effective in achieving the goals of the organization. Design/methodology—Researchers examined the work environment of a branch of the Welfare Organization of Iran and the most important duties and responsibilities of the employees of the specialized spheres of the organization. Afterward, researchers listed the essential knowledge, skills, and attitudes necessary for the employees. Then, the authors asked 70 experts working in this organization to express their views on the importance of each of these items and the status of each of the proposed items in terms of their relevance, clarity, simplicity, and ambiguity. Accordingly, the competencies were categorized and titled. The identified competencies were classified into four main groups: needs assessment, planning, implementation, and evaluation. The authors used the pairwise comparison method and the hierarchical analysis process approach to weighting. Findings—The authors set and presented critical competencies related to each specialized field of healthcare, social, educational, and cultural affairs in separate frameworks. The research results allowed theoretical and practical approaches to modeling to consider transversal and disciplinary competencies for a social, economic, or environmental commitment based on the sustainability concept. Value—Developing the employee competency frameworks of the health service is essential for sustainable development. The validated employee competency frameworks in the Welfare Organization can be applied in other provinces of Iran and other sectors of the healthcare system.

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Kanste, Outi, Nina Halme, and Marja-Leena Perälä. "The Collaboration Management and Employee Views of Work and Skills in Services for Children and Families in Finnish Municipalities: The Collaboration Management and Employee Views of Work and Skills." Nordic Journal of Working Life Studies 6, no. 1 (March 25, 2016): 61. http://dx.doi.org/10.19154/njwls.v6i1.4910.

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The study explored how collaboration management is connected with employee views of work and skills in the health care, social welfare, and education sectors that provide services for children and families in municipalities. Collaboration management in children and family services involves increasing awareness of services, organizing agreed collaboration practices, overcoming barriers to collaboration, managing difficult relationships with coworkers, and contributing purposively to the functionality of collaboration. Data were gathered using a postal survey. The sample consisted of 457 employees working in the health care, social welfare, and educational settings in Finnish municipalities. Overall, the results suggested that collaboration management is related to employees’ positive views of work and versatile skills. Good awareness of services, well agreed-upon collaboration practices, and wellfunctioning collaboration were associated with employees’ influence over their own work, social support being received from managers, a perception of leadership justice, employee collaboration skills, and employee retention. On the other hand, barriers to collaboration seemed to reduce employees’ influence over their own work, social support, perceptions of leadership justice, collaboration skills, and employee retention. The findings indicate the need for effective collaboration management in multidisciplinary environments between the health care, social welfare, and education sectors that provide services for children and families to achieve employees’ positive views of work and versatile skills.

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Permana, Ipik, and Haryo Bharoto. "Remuneration to improve employee performance at waled regional hospital, Cirebon regency." International Journal of Research in Business and Social Science (2147- 4478) 10, no. 7 (November 7, 2021): 163–69. http://dx.doi.org/10.20525/ijrbs.v10i7.1455.

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Remuneration is a government policy that aims to improve employee welfare and improve employee performance. Through allowances in the form of remuneration, it is hoped that it can encourage more fun and can improve employee performance. However, even in agencies that already have remuneration, in reality, there are still dissatisfied employees. This study used a qualitative research design, with an inductive descriptive approach. The results of the study say that remuneration is closely related to performance, so the better the wage system, the better the employee's performance. However, it turns out that providing good remuneration does not necessarily result in good performance. Employee performance, in terms of service quality has been considered quite good, the speed, ability and initiative of employees are not considered maximal.

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C. Balaji, C. Balaji. "Employee Welfare and Rewards on Job Satisfaction and Productivity – A Pragmatic Approach." International Journal of Scientific Research 2, no. 1 (June 1, 2012): 20–21. http://dx.doi.org/10.15373/22778179/jan2013/8.

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Patro, Chandra Sekhar. "Employee Welfare Activities in Private Sector and Their Impact on Quality of Work Life." International Journal of Productivity Management and Assessment Technologies 1, no. 2 (April 2012): 19–30. http://dx.doi.org/10.4018/ijpmat.2012040102.

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During the last few years the private organisations are playing an important role in the overall development of the economy. In today’s competitive economy, the business organizations need to focus explicitly on providing the welfare facilities to the employees as it results in their satisfaction towards the organisation and it results in improved quality of work life. The activity of nurturing and nourishing constitutes in essence what is called “Welfare”. Welfare facilities enable the employees to live a richer and more satisfactory life. The various Welfare activities that can be provided to the employees include provision of loans, free medical facilities, retirement benefits, education facilities for the employee’s and their families, housing benefits, etc. Many organisations facilitate these welfare activities to their employees to keep their motivation levels high. The basic purpose of employee’s welfare is to enrich the life of employees and keep them happy and contended. A study was undertaken in Visakhapatnam District at Andhra Pradesh, India to identify the various employee welfare activities practiced by different private sector undertakings and its impact on the quality of work life of the employees.

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ROOT, LAWRENCE S. "Employee Benefits and Social Welfare: Complement and Conflict." ANNALS of the American Academy of Political and Social Science 479, no. 1 (May 1985): 101–18. http://dx.doi.org/10.1177/0002716285479001007.

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Employee benefits constitute a major vehicle for the provision of income security for Americans. Since the 1940s, wage supplements, particularly in the form of pensions and health insurance, have expanded to provide protections that are the province of public programs in most other Western countries. Building upon the precedents of the welfare capitalism of the early 1900s, the growth of employee benefits has been actively stimulated by federal tax and regulatory policies. The emergence of employee benefits as a major source of income security and health insurance has reduced the aggregate need for public programs, but it has left those in lower-paying, less stable jobs—disproportionately women and minorities—both unprotected and with fewer political allies to press for improved protections. The implementation of the employee benefit programs has also created financial interests in the existing structure that would resist changes that would diminish their role.

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Gukiina, Joshua, and Elizabeth Lamunu. "The Near Abasement of Uganda Hotels’ Staff Altruistic Behaviour by COVID-19 Pandemic: A Relief Model." ATHENS JOURNAL OF TOURISM 8, no. 4 (November 9, 2021): 269–90. http://dx.doi.org/10.30958/ajt.8-4-4.

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This paper aims to analyze the relationship between employee optimism, status competitiveness, interpersonal adaptability and employee altruism during the COVID-19 pandemic. In addition, it examined the mediating effect of interpersonal adaptability and employee optimism in the stated relationship. A quantitative study was conducted using a sample of 303 respondents that constituted both managers and employees from 70 selected hotels in Uganda shortly after the end of the first lockdown in July, 2020. The associated hypotheses were tested using the Smart-PLS 3.2 software. Once employees are optimistic, undergo free and fair competition for any position, and feel that they freely interact with one another, then they are bound to devote themselves to the welfare of one another at all costs. It examined employee optimism, status competitiveness, and interpersonal adaptability as explanations of employee altruism. This is in addition to the mediation effect of interpersonal adaptability and employee optimism in the stated relationship. In terms of its value, when employees have positive expectations regardless of the current challenges they undergo, there is fair competition for all positions in the organization, and that they interact freely, they can offer help for others’ welfare. Keywords: employee optimism, status competitiveness, interpersonal adaptability, employee altruism, organizational citizenship behavior and COVID-19

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Kavitha, Markonda. "Employee Welfare Measures at Tenpath Solutions Pvt Ltd." International Journal for Research in Applied Science and Engineering Technology 7, no. 9 (September 30, 2019): 755–64. http://dx.doi.org/10.22214/ijraset.2019.9102.

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Sukdeo, Sandheel, John Lynch, Thuli Zulu, and Patsy Govender. "The influence of corporate governance on employee welfare." Corporate Ownership and Control 14, no. 4 (2017): 196–204. http://dx.doi.org/10.22495/cocv14i4c1art2.

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The aim of the study was to determine the extent to which work-life balance affects the job satisfaction of employees in a paper manufacturing company. Job satisfaction and work-life balance are key ingredients that impact on employees’ work and personal lives, including organizational productivity. The study is quantitative and a survey design was adopted, with a sample size of 70 employees. Both, descriptive and inferential statistics were utilized. The simple random sampling technique was adopted and the adequacy of the sample was assessed using the Kaiser-Meyer-Olkin Measure and Bartlett’s Test of Sphericity. A self-developed questionnaire was utilized and, the validity and reliability were determined. The first two hypotheses were partially accepted, one was confirmed and, one was rejected. The results indicate that with work-life balance in this organisation, there is contentment with flexible work arrangement and employee wellness and; with job satisfaction, staff are far more content with working conditions than any of the other constructs of the study. A positive relationship exists between work-life balance and job satisfaction. The findings point to a presence of factors that executives, and policy-makers need to take cognizance of, for organisational benefit, corporate social responsibility, corporate governance and for the future direction.

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Tilipman, Nicholas. "Employer Incentives and Distortions in Health Insurance Design: Implications for Welfare and Costs." American Economic Review 112, no. 3 (March 1, 2022): 998–1037. http://dx.doi.org/10.1257/aer.20181917.

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This paper studies employer incentives in designing health insurance provider networks and whether observed offerings reflect preferences that are aligned with employees. I estimate a model of supply and demand where I endogenize employer health plan offerings with respect to hospital and physician networks. I find that employers “overprovide” broad networks by overweighting the preferences of certain employees, specifically older workers and those in regions with less provider competition, over the preferences of the average employee household. Shifting employers toward offering different provider networks in different geographic markets could yield substantial gains to surplus, with minimal distributional or selection effects. (JEL G22, G28, I13, J32, M52)

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Amelia, Rizki Putri, Achmad Alim Bachri, and Jamaluddin Jamaluddin. "KINERJA PEGAWAI BALAI BESAR PENDIDIKAN DAN PELATIHAN KESEJAHTERAAN SOSIAL (BBPPKS) REGIONAL IV KALIMANTAN." Jurnal Manajemen Dayasaing 21, no. 1 (August 23, 2019): 32–43. http://dx.doi.org/10.23917/dayasaing.v21i1.6738.

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The purpose of this research is: 1. To know performance employees at of big hall education and training social welfare (BBPPKS) regional IV of Kalimantan. 2. To know problems of performance often occurs in big hall education and training social welfare (BBPPKS) regional IV of Kalimantan. This study used a descriptive research design with qualitative approach. Data collection techniques used through interviews, observation and documentation. Informants were taken from origin policy makers and stakeholders. Analysis using interactive data analysis which consists of data reduction, data presentation and conclusion. The results show that the employee performance research big hall education and training social welfare (BBPPKS) regional IV of Kalimantan seen the purpose the employee performance, the employee performance standards and motives have not reached the level the employee performance levels while the accountability the employee performance has begun to reach this optimal. The distribution of work in education and training of big hall social welfare (BBPPKS) regional IV of Kalimantan formally have refer to the regulations concerning the formulation of the, however sometimes the allocation of work to personnel less consistent with his position. Here it can be seen that responsibility the performance of on officer at of big hall for training and education of people with social welfare (BBPPKS) regional IV of Kalimantan as part of the has not yet been it is said the implementation of the activity aligned with the government of a prescribed procedure.

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Amelia, Rizky Putri. "Kinerja Pegawai Balai Besar Pendidikan dan Pelatihan Kesejahteraan Sosial (BBPPKS) Regional IV Kalimantan." Restorica: Jurnal Ilmiah Ilmu Administrasi Negara dan Ilmu Komunikasi 6, no. 1 (April 1, 2020): 1–7. http://dx.doi.org/10.33084/restorica.v6i1.1207.

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The purpose of this research is to know performance employees at of big hall education and training social welfare (BBPPKS) regional IV of Kalimantan. And, To know problems of performance often occurs in big hall education and training social welfare (BBPPKS) regional IV of Kalimantan. This study used a descriptive research design with qualitative approach. Data collection techniques used through interviews, observation and documentation. Informants were taken from origin policy makers and stakeholders. Analysis using interactive data analysis which consists of data reduction, data presentation and conclusion. The results show that the employee performance research big hall education and training social welfare (BBPPKS) regional IV of Kalimantan seen the purpose the employee performance, the employee performance standards and motives have not reached the level the employee performance levels while the accountability the employee performance has begun to reach this optimal. The distribution of work in education and training of big hall social welfare (BBPPKS) regional IV of Kalimantan formally have refer to the regulations concerning the formulation of the, however sometimes the allocation of work to personnel less consistent with his position. Here it can be seen that responsibility the performance of on officer at of big hall for training and education of people with social welfare (BBPPKS) regional IV of Kalimantan as part of the has not yet been it is said the implementation of the activity aligned with the government of a prescribed procedure.

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Chongyu, Li. "The influence of work salary and working hours on employee job satisfaction." E3S Web of Conferences 253 (2021): 02078. http://dx.doi.org/10.1051/e3sconf/202125302078.

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With the continuous development of the human resource management system, the academic circle pays more and more attention to the research of employee satisfaction analysis. As one of the important factors affecting corporate performance, employee satisfaction has a significant impact on fully mobilizing employee enthusiasm. This article uses the China Family Panel Studies (CFPS) database to explore the impact of working hours characteristics and work salary characteristics on the job satisfaction of employees in stateowned enterprises and private enterprises through ordered logit regression methods. The results found that: weekly working hours and annual work income have a significant impact on these two types of employees. However, in-kind benefits and cash benefits only have a significant impact on employees of private enterprises. The one-way commute time only has a significant impact on the employees of state-owned enterprises. On this basis, this article puts forward two suggestions to improve the pertinence of welfare, strengthen the role of welfare incentives, and the government to formulate a labor standard law related to working hours, in order to improve employee job satisfaction.

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Mejía Córdova, Guillermo. "Relación entre Estrés Financiero y el Bienestar de los Empleados." Investigación Administrativa 46-1 (January 1, 2017): 1–22. http://dx.doi.org/10.35426/iav46n119.03.

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Esta investigación usa un modelo de ecuaciones estructurales con el objetivo de relacionar el nivel de bienestar financiero con el estrés causado por problemas financieros en una muestra de 183 empleados de Petróleos Mexicanos en el sureste de México La metodología utilizada fue cuantitativa, de tipo no experimental y transversal. Los resultados reportan que el bienestar financiero tiene una relación negativa significativa de 60% sobre el estrés financiero, lo que significa que a menor bienestar financiero, el estrés financiero de los empleados se incrementa. Esta investigación toma relevancia dado que la industria petrolera es importante en las finanzas públicas de México y no ha estudios con este enfoque metodológico sobre el tema. Las limitaciones de la investigación es que podría no ser representativo de la realidad financiera de los empleados, por lo cual, sería importante tomar una muestra representativa del total de los trabajadores.

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Thörnqvist, Christer. "Welfare States and the Need for Social Protection of Self-Employed Migrant Workers in the European Union." International Journal of Comparative Labour Law and Industrial Relations 31, Issue 4 (December 1, 2015): 391–410. http://dx.doi.org/10.54648/ijcl2015022.

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So-called bogus – or false – self-employment has been increasingly highlighted as a problem within the European Union (EU), especially since the first eastern expansion in 2004. Although the concept is not fully clear in legal terms, a common denominator of most definitions is that bogus self-employment can be seen as ‘disguised employment’, occurring when someone who has an employee status in practice is not classified as an employee, in order to hide the actual legal status and to avoid costs such as taxes and social security contributions. In the light of different welfare systems, industrial relations and EU legislation, this article discusses this issue, drawing empirically on findings from a project about precarious employment in twelve EU countries. Although there are some fairly strict definitions of the ‘employee concept’ within the EU, the difficulties of identifying the employer leave the bogus self-employed in a legal limbo. No European Social Model has curtailed this problem, despite an expressed desire to address all aspects of precarious work. However, the inclusion of all ‘self-employed’ workers within social insurance systems and workers with an employee status in practice seems possible also under existing EU regulations. It is rather a matter of goodwill and the resources to scrutinize the terms and conditions of employment.

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Wangila, Rose Naliaka, and David Kiiru. "Employee Relations Strategies and Performance of Water and Sewerage Service Provider in Nairobi City County, Kenya." International Journal of Current Aspects 3, no. III (June 8, 2019): 14–27. http://dx.doi.org/10.35942/ijcab.v3iiii.27.

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Employee relations is one of the key fundamental elements of organizational performance, prosperity and sustainability. Since good employee relations results in a highly committed, motivated and loyal employees there is need for organizations to develop strategies that will improve performance. Employee relations strategy involves decisions and actions made by the management affecting the way in which the organization relates with its employees. The general objective of this study was to establish the effect of employee relations strategies on the performance of Water and Sewerage service providers in Nairobi Kenya. The Water and Sewerage service provider under study was Nairobi City Water & Sewerage Company, Kenya owing to the fact that it is the largest service provider both in Nairobi and Kenya based on customer base and revenue turnover hence the findings were generalized to the entire population. The study was guided by the following specific objectives; to examine the effect of employee welfare, communication, employee participation and grievance resolution mechanism on the performance of Nairobi City Water & Sewerage Company, Kenya. The study was anchored on four theories; unitarist, pluralist, system and process theories. The study employed a descriptive design. The target respondents were 3534 staff cutting across all cadres. Stratified random sampling was applied to select 10% of respondent from each stratum of; senior managers, middle level managers, supervisors and support staff thus sample population was 354.Primary data was collected using structured questionnaires and analyzed using descriptive and inferential statistics and the results presented in tables. The study found that employee welfare, communication, employee participation and grievance resolution as components of employee relations strategies significantly influence organizational performance at Nairobi City Water and Sewerage Company, Kenya and therefore various strategies to strengthen these components of employee relations strategies should be explored and put in place. The multiple regression analysis results indicated that variations in employee relations strategies discussed that is; employee welfare, communication, employee participation and grievance resolution explains 54.8% of the variations on organization performance at Nairobi City Water and Sewerage Company Kenya meaning the other employee relations strategies for training, recruitment among others that influence performance of Nairobi City Water and Sewerage Company. The study recommended that a similar study should be carried out in various organizations in other sectors of the economy to complement the findings. This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License. Access, citation and distribution of this article is allowed with full recognition of the authors and the source.

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Anisa, Ela, and Alkadri Kusalendra Siharis. "KOMITMEN ORGANISASI DALAM IMPLEMENTASI PROGRAM BPJS KETENAGAKERJAAN SEBAGAI BENTUK PERLINDUNGAN UNTUK MENINGKATKAN KESEJAHTERAAN KARYAWAN (Studi Pada BPJS Ketenagakerjaan Cabang Magelang)." Jurnal Kesejahteraan dan Pelayanan Sosial 1, no. 1 (May 27, 2020): 1. http://dx.doi.org/10.52423/jkps.v1i1.12581.

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Companies that have an organizational commitment to implement the BPJS Employment Program which aims to provide basic protection to employees to overcome socio-economic risks through social insurance can improve employee performance because employees feel prosperous. The purpose of this study was to determine the types of BPJS employment programs and their effects on employee welfare. The research method used is a qualitative research method in the form of interviews with four employees from different companies who have implemented the BPJS employment program and observations at the BPJS Employment office. The results of this study indicate that companies must commit to implementing four BPJS employment programs, namely: Work Accident Insurance (JKK), Death Insurance (JKM), Old Age Insurance (JHT), Pension Insurance (JP) so that employees feel protected. The implementation of the BPJS Employment program can be said to be quite good, as seen from the increasing number of companies that receive BPJS wage employment in the Magelang branch office each year.Keywords: Organization Commitment, Employment BPJS, Employee Welfare

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Shetty, Bhaskar, and Shree Vidya V. "A Study on Employee Welfare and Safety Measure Practiced in BESCOM Bangalore South." International Journal of Trend in Scientific Research and Development Volume-3, Issue-4 (June 30, 2019): 723–25. http://dx.doi.org/10.31142/ijtsrd23890.

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Arman, Arman, and Nilam Anggar Sari. "Pengaruh Lingkungan Kerja Dan Program Kesejahteraan Karyawan Terhadap Semangat Kerja Pada PT. Happy Puppy Tenggarong." Jurnal Ekonomi & Manajemen Indonesia 21, no. 2 (December 3, 2021): 62–77. http://dx.doi.org/10.53640/jemi.v21i2.955.

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Abstract: The purpose of this study was to determine and analyze the effect of the work environment and employee welfare programs on morale at Happy Puppy Tenggarong both partially and simultaneously. Besides that, to find out the dominant variables in influencing work morale. The analytical tool used in this study is multiple linear regression with the number of respondents in this study amounting to 25. The results showed that the variables of the work environment and employee welfare programs had a simultaneous effect on employee morale. The work environment variable has a partial effect on employee morale at Happy Puppy Tenggarong while the welfare program variable has no effect on employee morale. Thus, it can be concluded that the work environment variable has the most dominant influence on work morale. Keywords: Work Environment, Employee Welfare Program

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Suliswanto, Muhammad Sri Wahyudi, Muhajirin Muhajirin, Sri Budi Cantika Yuli, and M. Faisyal Abdullah. "Analysing the Impact of Religiousity towards Human Welfare among Employee of University of Muhammadiyah Malang." Falah: Jurnal Ekonomi Syariah 5, no. 1 (February 29, 2020): 33. http://dx.doi.org/10.22219/jes.v5i1.11662.

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This study intended to determine the relationship between religiosity towards human welfare among employee of University of Muhammadiyah Malang. The method of this study is quantitatif using questionnaire as method of collecting data. The method of analysis data using Partial Least Square (PLS) with several valid variables. The result indicate that religiosity of employee is able to play a role to improve welfare among employee of University of Muhammadiyah Malang. This result of this study indicate that religiousity have significance role in the welfare of employee of University of Muhammadiyah Malang.

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Toghdori, Karim, and Mahmood Reza Mostaghimi. "The relationship between quality of work life and Employee motivation in the city of Gonbad Welfare Organization." Journal of Management and Accounting Studies 2, no. 03 (July 1, 2019): 30–35. http://dx.doi.org/10.24200/jmas.vol2iss03pp30-35.

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The aim of this study was to investigate the relationship between quality of work life and employee motivation in the Welfare Organization is the city of Gonbad. Methodology: The research methodology was descriptive, correlational research surveys. The target population included all employees of the Department of Social Welfare city Kavus dome 57 Summary. The aim of this study was to investigate the relationship between quality of work life and Employee motivation in the Welfare Organization is the city of Gonbad. The research methodology was descriptive, correlational research surveys. The target population included all employees of the Department of Social Welfare city Kavus dome 57People. The sample was selected due to limited population census methods. Library and field research data were collected using standard questionnaires and tools are used. Results: The reliability of the questionnaire using Cronbach and validity have been confirmed by the content. In order to analyze the data, structural equation modeling using LISREL software used people. The sample was selected due to limited population census methods. Library and field research data were collected using standard questionnaires and tools are used. The reliability of the questionnaire using Cronbach and validity have been confirmed by the content. In order to analyze the data, structural equation modeling using LISREL software usedIs. Conclusion: The results show that between the quality of work life and employee motivation in the city of Gonbad there is a significant welfare organization.

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Zulham, Zulham, Yusniar Lubis, and Syaifuddin Lubis. "Faktor-Faktor yang Mempengaruhi Kepuasan Kerja dan Implikasinya terhadap Kinerja Karyawan Kebun Kelapa Sawit PT Langkat Nusantara Kepong." AGRISAINS: Jurnal Ilmiah Magister Agribisnis 2, no. 1 (July 6, 2020): 81–95. http://dx.doi.org/10.31289/agrisains.v2i1.257.

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This study aims to determine and analyze the influence of organizational culture, work climate, and welfare facilities on job satisfaction and its implications for employee performance in PT. Langkat Nusantara Kepong. This research method uses a quantitative approach, the type of research is a survey. The sample was determined by a random sampling method of 226 people. Data collection through questionnaires. Data were analyzed using path analysis. The results showed that partially, organizational culture, work climate and welfare facilities had a positive and significant effect on employee job satisfaction. The highest influence value is the variable of organizational culture, meaning that organizational culture has a more dominant influence on employee job satisfaction, with a total effect of 36.40% (direct effect of 31.03%). Simultaneously, organizational culture, work climate and welfare facilities directly and indirectly have a positive and significant effect on employee job satisfaction. Employee job satisfaction is an intervening variable of organizational culture, work climate and welfare facilities to employee performance, because there is an increase in the influence of organizational culture, work climate and welfare facilities on employee performance by 16.12% if through job satisfaction variables.

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Journal articles on the topic 'EMPLOYEE WELFARE'

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