Journal articles: 'Job Benefits'

1

Awerbuch, Baruch, Yossi Azar, and Oded Regev. "Maximizing job benefits on-line." Journal of Scheduling 4, no. 6 (2001): 287–96. http://dx.doi.org/10.1002/jos.84.

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Artz, Benjamin. "Fringe benefits and job satisfaction." International Journal of Manpower 31, no. 6 (September 14, 2010): 626–44. http://dx.doi.org/10.1108/01437721011073346.

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Malik, Maria, Difang Wan, Laiba Dar, Aqsa Akbar, and Muhammad Akram Naseem. "The Role Of Work Life Balance In Job Satisfaction And Job Benefit." Journal of Applied Business Research (JABR) 30, no. 6 (October 21, 2014): 1627. http://dx.doi.org/10.19030/jabr.v30i6.8879.

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This paper investigates the influence of job benefits on job satisfaction of Public and Private Business Schools in Pakistan. Further it also examines the mediating effect of Work Life Balance (WLB) on job satisfaction and job benefit relationship. A sample of 329 respondents is collected from Business Schools in Pakistan by using a structured questionnaire. The results show that there is a mediation effect of WLB on the relationship of job satisfaction and job benefit.

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Bolhaar, Jonneke, Nadine Ketel, and Bas van der Klaauw. "Job Search Periods for Welfare Applicants: Evidence from a Randomized Experiment." American Economic Journal: Applied Economics 11, no. 1 (January 1, 2019): 92–125. http://dx.doi.org/10.1257/app.20170163.

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We combine a randomized experiment with administrative data to study the effects of mandatory job search periods in the Dutch welfare system. Job search periods postpone the first welfare benefits payment and encourage applicants to start searching for jobs actively. Job search periods substantially reduce benefits take up. The decline in benefits receipt is permanent, but fully compensated by increased earnings because of higher reemployment rates. We do not find detectable effects on health and crime outcomes, nor do we observe income declines for more vulnerable applicants. Our results suggest that job search periods are an effective instrument for targeting benefits to welfare applicants. (JEL C93, I38, J31, J64)

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Pavlopoulos, Dimitris, Didier Fouarge, Ruud Muffels, and Jeroen K. Vermunt. "Who Benefits from a Job Change." European Societies 16, no. 2 (June 3, 2013): 299–319. http://dx.doi.org/10.1080/14616696.2013.798019.

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Coleman Gallagher, Vickie, James A. Meurs, and Kenneth J. Harris. "Political skill reduces the negative impact of distrust." Career Development International 21, no. 5 (September 12, 2016): 442–58. http://dx.doi.org/10.1108/cdi-12-2015-0175.

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Purpose A number of studies have explored the benefits (e.g. enhanced job performance and reduced strain), of being politically skilled. Within the framework of uncertainty management theory, the purpose of this paper is to explore the benefits of high political skill to affective commitment, job satisfaction, and perceived job mobility, under conditions of distrust in management. Design/methodology/approach Sales representatives were surveyed and moderated multiple regression analyses were conducted to analyze the data. Findings The authors found that as distrust increased, affective commitment decreased for all persons, but was most pronounced for persons low on political skill. However, distrust in management had no impact on job satisfaction for those high on political skill, allowing persons high on political skill to enjoy their jobs despite high levels of distrust (an intrapsychic benefit of political skill). Finally, as distrust in management increased, persons high on political skill had increased perceived job mobility. Research limitations/implications This study is cross-sectional, limiting conclusions about causality in the relationships studied and leaving open the possibility of reverse causation. Practical implications This research has important implications, such that, under conditions of distrust, persons low on political skill are less committed, more dissatisfied, and feel a sense of job immobility, which could lead to poor work outcomes, such as decreased job performance. Originality/value The study is the first to examine how being politically skilled benefits employee outcomes when the employee distrusts management.

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Yang, Cheng Cheng, Hsuan-Fu Ho, and Shan-Hua Chen. "Which Type Of Work-Study Experience Is More Beneficial?: Perceptions Of Taiwanese College Students." Journal of College Teaching & Learning (TLC) 10, no. 1 (December 24, 2012): 83–88. http://dx.doi.org/10.19030/tlc.v10i1.7535.

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The rapidly increase of tuition and the reduced financial support from government and families have forced many more students to take part-time jobs, however, different jobs might bear different benefits. The main purpose of this study were to identify the major benefits of part-time jobs or work-study experiences performed by college students, and to calculate the relative weight of each benefits perceived by students, and finally, to determine the most appropriate type of job for college students. A self-developed questionnaire is administered to 250 students from three universities. The results of this study not only help students to select the most appropriate types of job for a given purpose, but also provide school administrators with a guide to develop their student part-time job policies.

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Olney, Marjorie F. "Caught in a Social Safety Net: Perspectives of Recipients of Social Security Disability Programs on Employment." Journal of Applied Rehabilitation Counseling 38, no. 2 (June 1, 2007): 5–13. http://dx.doi.org/10.1891/0047-2220.38.2.5.

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It is estimated that 15-30 percent of people who are on the Social Security Administration's (SSA) disability benefit programs would like to work. However, despite a number of incentives, few leave benefit programs and become employed. A qualitative study with SSA recipients, all of whom expressed a desire to work, was conducted to augment findings from previous quantitative studies. The most common barrier to employment mentioned by participants was the SSA system itself which was viewed as an institution breeding fear and mistrust. Respondents identified three scenarios that would allow them to work: a full-time job with medical benefits, a part-time job that would allow them to maintain SSA benefits, or a full-time job with sufficient income to afford medical benefits.

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Selenko, Eva, and Bernad Batinic. "Job insecurity and the benefits of work." European Journal of Work and Organizational Psychology 22, no. 6 (December 2013): 725–36. http://dx.doi.org/10.1080/1359432x.2012.703376.

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10

Nekoei, Arash, and Andrea Weber. "Does Extending Unemployment Benefits Improve Job Quality?" American Economic Review 107, no. 2 (February 1, 2017): 527–61. http://dx.doi.org/10.1257/aer.20150528.

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Contrary to standard search models predictions, past studies have not found a positive effect of unemployment insurance (UI) on reemployment wages. We estimate a positive UI wage effect exploiting an age-based regression discontinuity design in Austria. A search model incorporating duration dependence predicts two countervailing forces: UI induces workers to seek higher-wage jobs, but reduces wages by lengthening unemployment. Matching-function heterogeneity plausibly generates a negative relationship between the UI unemployment-duration and wage effects, which holds empirically in our sample and across studies, reconciling disparate wage-effect estimates. Empirically, UI raises wages by improving reemployment firm quality and attenuating wage drops. (JEL J31, J64, J65)

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Howell, Susan. "Weighing the benefits of a job offer." Nursing &NA; (January 2008): 6. http://dx.doi.org/10.1097/01.nurse.0000304723.88066.a3.

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Bennett, Patrick, and Amine Ouazad. "Job Displacement, Unemployment, and Crime: Evidence from Danish Microdata and Reforms." Journal of the European Economic Association 18, no. 5 (October 18, 2019): 2182–220. http://dx.doi.org/10.1093/jeea/jvz054.

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Abstract This paper estimates the individual impact of a worker’s job loss on his/her criminal activity. Using a matched employer–employee longitudinal data set on unemployment, crime, and taxes for all residents in Denmark, the paper builds each worker’s timeline of job separation, unemployment, and crime. The paper focuses on displaced workers: high-tenure workers who lose employment during a mass-layoff event at any point between 1990 and 1994 (inclusive). Controlling for municipality- and time-specific confounders identifies the individual impact separately from the aggregate impact of the unemployment rate on crime. Placebo tests display no evidence of trends in crime prior to worker separation. Using Denmark’s introduction of the Act on an Active Labor Market at the end of 1993, we estimate the impacts of activation and of a reduction in benefit duration on crime: crime is lower during active benefits than during passive benefits and spikes at the end of benefit eligibility. We use policy-induced shifts in the kink formula relating prior earnings to unemployment benefits to estimate the separate impacts of labor income and unemployment benefits on crime: the results suggest that unemployment benefits do not significantly offset the impact of labor income losses on crime.

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Bernstein, Adam. "‘No jab, no job’: the legal implications for employers." Nursing and Residential Care 23, no. 4 (April 2, 2021): 1–4. http://dx.doi.org/10.12968/nrec.2021.23.4.12.

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Those on the health and social care frontline are largely aware of the benefits of vaccination, especially in relation to COVID-19. However, the legalities of linking vaccination status and employment are murky, even in the care sector. Adam Bernstein investigates.

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14

Orpen, Christopher. "Correlations between Job Insecurity and Psychological Well-Being among White and Black Employees in South Africa." Perceptual and Motor Skills 76, no. 3 (June 1993): 885–86. http://dx.doi.org/10.2466/pms.1993.76.3.885.

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In a South African manufacturing company the correlations between perceived job insecurity and psychological well-being were examined among 54 white managers in relatively ‘safe’ jobs and 78 black production workers in relatively ‘unsafe’ jobs. The former felt more secure in their jobs but not less anxious or depressed than the latter. Job insecurity was positively related to both anxiety and depression (.30 to .40) in both groups, confirming the benefits of perceived job security to employees, irrespective of whether they felt initially secure or not in their jobs.

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Mabaso, Calvin Mzwenhlanhla, and Bongani Innocent Dlamini. "Impact of Compensation and Benefits on Job Satisfaction." Research Journal of Business Management 11, no. 2 (March 15, 2017): 80–90. http://dx.doi.org/10.3923/rjbm.2017.80.90.

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16

Barrett, James P. "Kyoto Auction: Polluters Should Fund Job Adjustment Benefits." WorkingUSA 2, no. 2 (July 8, 1998): 49–53. http://dx.doi.org/10.1111/j.1743-4580.1998.tb00091.x.

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Pollmann-Schult, Matthias, and Felix Büchel. "Unemployment Benefits, Unemployment Duration and Subsequent Job Quality." Acta Sociologica 48, no. 1 (March 2005): 21–39. http://dx.doi.org/10.1177/0001699305050985.

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Albrechtsen, Eirik, Ingvild Solberg, and Eva Svensli. "The application and benefits of job safety analysis." Safety Science 113 (March 2019): 425–37. http://dx.doi.org/10.1016/j.ssci.2018.12.007.

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19

Low, Chinyao, Chih-Ming Hsu, and Kai-I. Huang. "Benefits of lot splitting in job-shop scheduling." International Journal of Advanced Manufacturing Technology 24, no. 9-10 (November 2004): 773–80. http://dx.doi.org/10.1007/s00170-003-1785-9.

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20

Boeri, Tito, and Mario Macis. "Do unemployment benefits promote or hinder job reallocation?" Journal of Development Economics 93, no. 1 (September 2010): 109–25. http://dx.doi.org/10.1016/j.jdeveco.2009.04.002.

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21

Bagger, Jesper, François Fontaine, Fabien Postel-Vinay, and Jean-Marc Robin. "Tenure, Experience, Human Capital, and Wages: A Tractable Equilibrium Search Model of Wage Dynamics." American Economic Review 104, no. 6 (June 1, 2014): 1551–96. http://dx.doi.org/10.1257/aer.104.6.1551.

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We develop and estimate an equilibrium job search model of worker careers, allowing for human capital accumulation, employer heterogeneity, and individual-level shocks. Wage growth is decomposed into contributions of human capital and job search, within and between jobs. Human capital accumulation is largest for highly educated workers. The contribution from job search to wage growth, both within and between jobs, declines over the first ten years of a career—the “job-shopping” phase of a working life—after which workers settle into high-quality jobs using outside offers to generate gradual wage increases, thus reaping the benefits from competition between employers. (JEL J24, J31, J63, J64)

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22

Ralston, David A. "The benefits of Flextime: Real or imagined?" Journal of Organizational Behavior 10, no. 4 (October 1989): 369–73. http://dx.doi.org/10.1002/job.4030100407.

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23

Lehwess-Litzmann, René, and Ides Nicaise. "Surprisingly small: effects of “generous” social benefits on re-employment of (quasi-) jobless households." Journal of International and Comparative Social Policy 36, no. 1 (March 2020): 76–91. http://dx.doi.org/10.1017/ics.2020.1.

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AbstractThis article analyses whether the extent of public welfare provision influences the speed at which (quasi-)jobless households get (back) into employment. (Quasi-)joblessness is one of the key criteria defining the risk of poverty and social exclusion in the EU. Moreover, the perceived tension between the main functions of social benefits (protecting households from poverty and incentivising job search) is most acute among these households. Based on EU-SILC data, we examine changes of household work intensity during one year after benefit receipt. We observe that “more-generous” social benefits have a slightly negative impact. This can potentially be due to a disincentive effect of social benefits, but it can also mean that the additional financial leeway is used by job seekers to wait for more adequate job offers or engage in further training. Even though statistically significant, the estimated negative effects are very small.

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Amine, Samir. "Job Differentiation vs. Unemployment." Review of Economic Perspectives 13, no. 1 (March 1, 2013): 30–42. http://dx.doi.org/10.2478/v10135-012-0014-6.

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Abstract We use a matching model in which the horizontal job differentiation results from the rationale response of firms to the state of the labor market. We show that a decrease in the labor market tightness gives firms an incentive to raise the differentiation degree of jobs. Comparative statics suggests that an increase in unemployment benefits and in the minimum wage improves productivity of skilled workers by making jobs more differentiated, and leads to a raise in unemployment rate.

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Inceoglu, Ilke, and Peter Warr. "Personality and Job Engagement." Journal of Personnel Psychology 10, no. 4 (January 2011): 177–81. http://dx.doi.org/10.1027/1866-5888/a000045.

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The affective-motivational state of job engagement has been shown to differ between jobs with different characteristics, but its possible links with workers’ personal attributes have rarely been studied. Engagement was predicted to be a primary function of personality factors and sub-factors which match its affective and motivational elements, namely Emotional Stability and more energized forms of Extraversion and Conscientiousness. Predictions were confirmed in correlational and regression analyses across three studies. Theoretical frameworks in this area should extend to personal characteristics in addition to covering job content, and practical benefits can follow from engagement-relevant staff selection and development as well as from appropriate job design.

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Barrick, Murray R., and Ralph A. Alexander. "Estimating the benefits of a quality circle intervention." Journal of Organizational Behavior 13, no. 1 (January 1992): 73–80. http://dx.doi.org/10.1002/job.4030130107.

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27

Kondo, Christopher T. "benefits of job clubs for executive job seekers: a tale of hares and tortoises." Journal of Employment Counseling 46, no. 1 (March 2009): 27–37. http://dx.doi.org/10.1002/j.2161-1920.2009.tb00063.x.

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Yegidis, Bonnie L., Beom S. Lee, Nan Sook Park, Monica Landers, and Margaret M. Kennedy. "Job-Seeking Behavior in Young Adults: Do Unemployment Insurance Benefits Hurt Job Search Efforts?" Journal of Social Service Research 41, no. 1 (October 28, 2014): 133–40. http://dx.doi.org/10.1080/01488376.2014.964900.

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29

Valaei, Naser, and Sajad Rezaei. "Job satisfaction and organizational commitment." Management Research Review 39, no. 12 (December 12, 2016): 1663–94. http://dx.doi.org/10.1108/mrr-09-2015-0216.

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Purpose The aim of this study is to examine the structural relationship between Spector’s nine job satisfaction facets (supervision, nature of the work, communication, contingent rewards, co-worker, fringe benefits, payment, promotion and operating procedures), organizational commitment facets (normative commitment, affective commitment and continuance commitment) and the influence of employees’ years of experience on satisfaction and commitment relationships. Owing to the nature of the industry, employee satisfaction, retention and commitment in Information and Communications Technology-Small and Medium-sized Enterprise (ICT-SME) is a matter of great concern. Design/methodology/approach A total of 256 valid questionnaires were collected among employees of Information and Communications Technology-Small and Medium-sized Enterprises (ICT-SMEs) to evaluate the measurement and structural model using partial least squares path modelling approach. Findings The findings indicate that payment, promotion, fringe benefits, co-worker, communication, operating procedures and nature of the work are positively associated with affective commitment. Furthermore, payment, promotion, fringe benefits, supervision, contingent rewards, operating procedures and nature of the work have a positive relationship with normative commitment. Considering employees’ years of experience as a categorical moderating variable, the results of partial least squares multi-group analysis show how the discrepancies between employees’ years of experience influence their level of commitment. Originality/value This study reveals that employees’ affective and normative commitments are positively associated and their continuance commitment is contingent upon their affective commitment, and not normative commitment. There are only three factors, i.e. promotion, fringe benefits and operating procedures, that are conductive to employees’ continuance commitment. Contributions, implications and limitations of the study are discussed.

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30

Connor, Helen. "‘A Good Job, a Better Paid Job, and a Better Choice of Job’: The Economic Benefits of Higher Education from an Individual Perspective." Journal of Adult and Continuing Education 8, no. 1 (November 2002): 5–13. http://dx.doi.org/10.7227/jace.8.1.2.

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The main focus of this article is the economic benefits of higher education (HE) to individuals and how they are perceived by potential HE entrants. It highlights issues relating to just one aspect of the economic benefits of learning, but it is an important one in the current debate on higher education funding systems and also the current aims of Government to widen participation in HE study. It is based on a paper presented to the 4th Scottish Forum on Lifelong Learning 29 January 2001 (slightly revised and updated, but not altered in any major way from the original presentation).

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31

Hunter, Larry W. "What Determines Job Quality in Nursing Homes?" ILR Review 53, no. 3 (April 2000): 463–81. http://dx.doi.org/10.1177/001979390005300306.

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Using data from interviews and a 1991 survey of Massachusetts nursing homes, the author examines employment practices across establishments for the entry-level job of nursing assistant. Practices characteristic of good jobs came in bundles: wages, benefits, employer-provided training, and opportunities for advancement were correlated. High-quality jobs were more likely in nursing homes serving differentiated customer markets and in nursing homes with professionalized management. Unions and chain ownership were also associated with higher-quality jobs.

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Patino-Alonso, Maria-Carmen, Maria-Purificación Vicente-Galindo, Maria-Purificación Galindo-Villardón, and Jose-Luis Vicente-Villardón. "Multivariate profile of women who work in rural settings in Salamanca, Spain." Journal of Sociology 52, no. 4 (July 10, 2016): 806–23. http://dx.doi.org/10.1177/1440783315594485.

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We examine the job situation of women living in rural Salamanca, Spain, using principal coordinates analysis to identify the profile of these women (specifically, those with declared vs. undeclared jobs) and explore what they believe would improve their employment situations. Four well-differentiated groups were identified: two groups included rural women with ‘regular’ jobs and two groups included women with ‘irregular’ jobs, where ‘irregular’ work is defined as work that involves a decrease in taxes destined for the Social Security system. These women were differentiated based on their marital status and the job sector in which they worked. Women with an ‘irregular’ employment status stated that they would prefer to work in a ‘regular’ job with a job contract and make contributions to the Social Security system in accordance with the true number of hours they work. Such a job situation guarantees access to all available social benefits.

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Chéron, Arnaud, and François Langot. "On-the-job search equilibrium with endogenous unemployment benefits." Labour Economics 17, no. 2 (April 2010): 383–91. http://dx.doi.org/10.1016/j.labeco.2009.09.010.

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34

Nickman, Nancy A., and Gayle A. Cochran. "Salaries, Benefits, and Job Functions of Montana Hospital Pharmacists." American Journal of Health-System Pharmacy 45, no. 2 (February 1, 1988): 383–84. http://dx.doi.org/10.1093/ajhp/45.2.383.

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35

Shorey, John. "THE CONSEQUENCES OF JOB SEARCH REQUIREMENTS ON UNEMPLOYMENT BENEFITS." Scottish Journal of Political Economy 36, no. 1 (February 1989): 36–58. http://dx.doi.org/10.1111/j.1467-9485.1989.tb01072.x.

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36

Gabel, Jon, Larry Levitt, Erin Holve, Jeremy Pickreign, Heidi Whitmore, Kelley Dhont, Samantha Hawkins, and Diane Rowland. "Job-Based Health Benefits In 2002: Some Important Trends." Health Affairs 21, no. 5 (September 2002): 143–51. http://dx.doi.org/10.1377/hlthaff.21.5.143.

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37

Gaulke, Amanda P. "Post-Schooling off-The-Job training and its benefits." Labour Economics 70 (June 2021): 102007. http://dx.doi.org/10.1016/j.labeco.2021.102007.

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38

Yamaguchi, Shintaro. "Effects of parental leave policies on female career and fertility choices." Quantitative Economics 10, no. 3 (2019): 1195–232. http://dx.doi.org/10.3982/qe965.

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This paper constructs and estimates a dynamic discrete choice structural model of female employment and fertility decisions that incorporates job protection and cash benefits of parental leave legislation. The structural model is used for ex ante evaluation of policies that change the duration of job protection and/or the arrangement for cash benefits. Counterfactual simulations indicate that introducing an initial 1‐year job protection policy increases maternal employment significantly, but extending the existing job protection period from 1 to 3 years has little effect. In addition, the employment effects of cash benefits seem modest. Overall, parental leave policies have little effect on fertility.

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39

Biegert, Thomas. "Welfare Benefits and Unemployment in Affluent Democracies: The Moderating Role of the Institutional Insider/Outsider Divide." American Sociological Review 82, no. 5 (August 29, 2017): 1037–64. http://dx.doi.org/10.1177/0003122417727095.

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The effect of generous welfare benefits on unemployment is highly contested. The dominant perspective contends that benefits provide disincentive to work, whereas others portray benefits as job-search subsidies that facilitate better job matches. Despite many studies of welfare benefits and unemployment, the literature has neglected how this relationship might vary across institutional contexts. This article investigates how unemployment benefits and minimum income benefits affect unemployment across levels of the institutional insider/outsider divide. I analyze the moderating role of the disparity in employment protection for holders of permanent and temporary contracts and of the configuration of wage bargaining. The analysis combines data from 20 European countries and the United States using the European Union Labour Force Survey and the Current Population Survey 1992–2009. I use a pseudo-panel approach, including fixed effects for sociodemographic groups within countries and interactions between benefits and institutions. The results indicate that unemployment benefits and minimum income benefits successfully subsidize job search and reduce unemployment in labor markets with a moderate institutional insider/outsider divide. However, when there is greater disparity in employment protection and when bargaining either combines low unionization with high centralization or high unionization with low centralization, generous benefits create a disincentive to work, plausibly because attractive job opportunities are scarce.

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HS, Badri. "Employee Compensation and Benefits: Case Study on Presidency College, Bangalore." Ushus - Journal of Business Management 15, no. 2 (January 1, 2016): 57–66. http://dx.doi.org/10.12725/ujbm.35.5.

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Company/Institution’s achievements are decided in large part by the compensation and benefit plans. Compensation and benefits have a major role to play in the decision-making process of job seekers. Compensation involves how employees are paid, hourly or salary, and benefits involve the type of medical insurance, annual PhD allowance, annual performance incentive pay of up to a month’s salary and retirement benefits. Providing benefits to their employees is one way in which organizations typically maximize productivity in their business practices. Candidates with excellent talent and experience, which can give the much needed competitive advantage to the company, are usually attracted by the benefits that a company offers. Also, compensation and benefits could be used as a measurement tool for the effects of productivity, company growth, and success. Compensation and benefits could also impact the recruitment and retention of labor to a large extent. The allusion of the plan is for workers to believe the compensation plan is reasonable and fair (Cascio, 2010). Managers should incorporate cross-training to engage employees to excel in performing their job duties at the highest levels for the best outcome (Cascio, 2010).

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Zaniboni, Sara, Donald M. Truxillo, Franco Fraccaroli, Elizabeth A. McCune, and Marilena Bertolino. "Who benefits from more tasks? Older versus younger workers." Journal of Managerial Psychology 29, no. 5 (July 8, 2014): 508–23. http://dx.doi.org/10.1108/jmp-12-2012-0381.

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Purpose – Although a substantial body of research has examined the effects of job characteristics on job attitudes, there is a paucity of work on individual difference moderators of these relationships. Based in selective optimization with compensation theory and socio-emotional selectivity theory, the purpose of this paper is to show that age moderated the relationship between task variety and two key job attitudes, job satisfaction and engagement. Design/methodology/approach – Data were collected through self-report questionnaires (n=152), using a time-lagged design with two waves (two to three weeks between T 1 and T 2). Findings – The authors found that task variety had a stronger relationship with job satisfaction and work engagement for younger workers compared to older workers. Research limitations/implications – Although there was good age variance in the sample, it had fewer late-career workers and more workers who are in their early and mid-career. Practical implications – To have workers of all ages satisfied and engaged at work, we need to understand which work characteristics are the best for them. For example, it may be a competitive gain for organizations to challenge younger workers with different tasks, and to challenge older workers in ways that utilize their experience. Social implications – The study addresses a societal issue related to profound demographic changes in the age composition of the workforce, gaining a better knowledge of differences between workers of different ages to promote effective interventions and policies. Originality/value – This is the first study to show that task variety differentially affects worker satisfaction and engagement depending on the age of the worker.

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42

KARAGIANNAKI, ELENI. "Exploring the Effects of Integrated Benefit Systems and Active Labour Market Policies: Evidence from Jobcentre Plus in the UK." Journal of Social Policy 36, no. 2 (March 5, 2007): 177–95. http://dx.doi.org/10.1017/s0047279406000559.

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In April 2002 Jobcentre Plus started to operate in the UK, bringing together the service of the Benefits Agency and the Employment Service. Offering a fully integrated benefit-claiming and work placement/job-seeking service for people of working age, this new organisation aims to strengthen the link between welfare and work. Due to the magnitude of the associated organisational change, the national roll out of the new organisation is being implemented gradually over a transitional period ending in 2006. During this transitional period some local offices are fully integrated while others' functions remain split between pre-existing Benefits Agency and Employment Service offices. In this article we examine how changes in the level of integration within districts over time affected performance with respect to job entries, customer service and benefit service delivery. Our analysis suggests that Jobcentre Plus has a clear positive effect on job entry outcomes for all client groups, a negative effect on business delivery, while it has neither a positive nor a negative effect on customer service outcomes.

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Gerrick, Kristin Jenkins. "An Inquiry into Unionizing Home Healthcare Workers: Benefits for Workers and Patients." American Journal of Law & Medicine 29, no. 1 (2003): 117–38. http://dx.doi.org/10.1017/s0098858800002355.

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Susan Carter has not been feeling well for days. She would like to see a doctor about her chest pain and wheezing, but Susan knows that missing work will leave her client without a replacement and, worse, she could be fired. Susan is a home healthcare worker in Illinois. Like many of her fellow workers, Susan has no health insurance and cannot afford to risk losing her job by going to see a doctor.Often, Susan feels unable to handle the constant stress of her job. She helps her clients bathe and dress, prepares their meals and assists them with their medications and housekeeping. Susan travels by bus daily to care for two to five clients. She carries a pager day and night in case a client needs help with a plugged catheter or another emergency. Susan often has to work seven days a week, and she steps in to care for patients whose caregivers have left for better-paying jobs.

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Wright, Thomas A., and Ching-Chu Huang. "The many benefits of employee well-being in organizational research." Journal of Organizational Behavior 33, no. 8 (August 30, 2012): 1188–92. http://dx.doi.org/10.1002/job.1828.

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Garg, Ajay K., and K. Temba. "Job satisfaction and productivity: An integrated model, a case of public sector entity in South Africa." Corporate Ownership and Control 12, no. 4 (2015): 541–48. http://dx.doi.org/10.22495/cocv12i4c5p4.

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The purpose of the study was to validate an integrated model to capture factors that motivate job satisfaction and to study the relationship between Job Satisfaction and Productivity. A model considering five factors; pay, promotion, communication, co-worker and fringe benefits were developed with job satisfaction and productivity as dependent variables. Data was collected through survey questionnaire, 51 responses were received. The model could not validate the positive relationship between pay, communication and co-worker with job satisfaction. While the relationship between promotion and fringe benefits were found to be positive with job satisfaction. The relationship between job satisfaction and productivity was also found positive and statistically significant.

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Oswald, Gina R., Lee Ann Alderman, and Penny Willmering. "Short-Term Job Shadowing Experience Benefits for Undergraduate Rehabilitation Students." Australian Journal of Rehabilitation Counselling 23, no. 2 (March 13, 2017): 79–89. http://dx.doi.org/10.1017/jrc.2017.2.

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This study explored the subjective experiences of rehabilitation services undergraduate students in a short-term job shadowing experience. Experiential reflections of 61 undergraduate rehabilitation services students (females = 91 per cent, age range 18–22 for 77.5 per cent of sample) from a midsized state university in the USA with a brief job shadowing assignment were gathered utilising reflection journals and analysed through Interpretative Phenomenological Analysis. Four interrelated themes emerged: encouragement to enter case management professions, field experience based definition of case management, appreciation of time management in case manager role, and application of related course material learned in the classroom. Results from the study suggest a brief job shadowing experience does improve students’ career exploration, understanding of aspects of a typical career for undergraduate rehabilitation graduates, and how to connect course material to the field.

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Greco, Lindsey, Stacy Lyn Astrove, Erik Gonzalez-Mule, and Michael K. Mount. "Benefits of Bad Behavior: Cost and Benefits of Deviance in the Job Demands-Deviance Relationship." Academy of Management Proceedings 2017, no. 1 (August 2017): 17336. http://dx.doi.org/10.5465/ambpp.2017.17336abstract.

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Islam, Mohedul, Mohitul Ameen Ahmed Mustafi, Rafiqul Islam, and Nazrul Islam. "A Multivariate Analysis of Job Satisfaction of Ready-made Garments (RMG) Workers in Bangladesh." International Business Research 9, no. 9 (July 28, 2016): 110. http://dx.doi.org/10.5539/ibr.v9n9p110.

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<p>There is a paramount importance of Job Satisfaction of the employees of an organization for the smooth functioning of its work. It has substantial impact on workers’ performance. RMG workers of Bangladesh are enormous in number and instrumental to the economic growth of Bangladesh. But the salary and other benefits of these workers are very low compared to that of other industrial sectors. Sometimes, the salary and benefits are not even paid on time to the workers. As a result, a serious concern has been raised by the national and international stakeholders about the job satisfaction of RMG workers. Therefore, this study aims at identifying the job satisfaction factors of the RMG workers and providing suggestions for the improvement of present situation. For analyzing data multivariate analysis techniques are used by using Smart PLS, and SPSS. Salary and benefits, supervisor’s behavior, work and family life, working condition and the working environment are identified as factors having influence on job satisfaction of RMG workers in Bangladesh. Results show that the salary and benefits, supervisor’s behavior, work and family life are significantly related to the job satisfaction of the workers. This study suggests that for ensuring job satisfaction of the RMG workers in Bangladesh the policy makers should focus more on salary and benefits, supervisors’ behavior, and work and family life of the workers.</p>

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Rolfe, Heather. "Requiring The Long-Term Unemployed to Train: Is Benefit Conditionality Effective?" National Institute Economic Review 219 (January 2012): R65—R76. http://dx.doi.org/10.1177/002795011221900107.

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Conditionality has increasingly been part of benefit entitlement and its effects have been examined in a number of ways. While the focus of previous research has been on general conditions such as job search and acceptance of job offers, this paper examines conditionality specifically in relation to participation in training. Using data from a qualitative evaluation of a government programme, the Skills Conditionality pilot, the paper uses two hypotheses to critically assess the effectiveness of conditionality as a benefits policy: that it is successful in increasing participation in training; and that it is harmful by reducing time for job search.

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Scott, Frank A., Mark C. Berger, and John E. Garen. "Do Health Insurance and Pension Costs Reduce the Job Opportunities of Older Workers?" ILR Review 48, no. 4 (July 1995): 775–91. http://dx.doi.org/10.1177/001979399504800411.

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Using a 1991 nationwide survey of employers and 1979, 1983, 1988, and 1993 data from the Employee Benefits Supplement of the Current Population Survey, the authors examine the effects of fringe benefit provision on the decision to hire older workers. They find that higher health insurance costs, in the presence of prohibitions against age discrimination and discrimination in the provision of fringe benefits, adversely affected older workers' employment opportunities. In all five data sets over a fourteen-year period, the probability that a new hire was aged 55–64 was significantly lower in firms with health care plans than in those without, and was also significantly lower in firms with relatively costly plans than in those with less costly plans. On the other hand, neither the cost nor the presence of a defined contribution or defined benefit pension plan significantly affected that probability.

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Journal articles on the topic 'Job Benefits'

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