Employee Benefits Research Articles

Policy recommendations for enhancing human resource management and bank competitiveness: Evidence from commercial banks in Vietnam

Human resource management plays a vital role in banking activities and is essential for ensuring sustainable development and improving the competitiveness of commercial banks. Currently, the issue of human resource management in banking activities still has certain limitations and difficulties that have significantly affected competitiveness. Therefore, this study aims to determine the influencing factors and their degree of influence on the human resource management of commercial banks in Vietnam. Based on these factors and their impact on human resource management, the authors proposed solutions to improve human resource management to enhance banks' competitiveness. This study uses a combination of qualitative and quantitative research methods. The study applied qualitative methods through expert methods and in-depth interview methods from 10 bank leaders, quantified from primary data collected by the survey authors through 350 questionnaires from 350 employees working in 10 commercial banks in 10 provinces in Vietnam. SPSS 20.0 and Amos software were used to quantify the degree of influence of the factors. The study identified six factors: leader support, training and developing human resources, work environment, employee benefits and regimes, incentive policies, and control and evaluation. Finally, the application helps banks ensure sufficient human resource management and appropriate bank competitiveness.

MODEL SISTEM PENGAJUAN CUTI DENGAN METODE PROTOTYPE

Today's governments and organizations increasingly rely on information technology to increase productivity and efficiency. One important aspect of human resource management is the management of employee compensation and benefits. This article discusses the development of a web-based information system for human resource management and employee training. Prototypes are used in software development to provide silent communication between developers and system users. This information system makes it easier for employees to handle leave or permission at work without having to enter personal data and provides support to the team to meet goals.

한국 사회에서 조직후원인식과 주관적 안녕감 간 상호작용: 문화적 특성과 매개효과 분석을 중심으로

This study investigates the influence of Perceived Organizational Support (POS) on employees’ Subjective Well-Being (SWB), with a focus on the mediating effects of Work-Life Balance (WLB). The research examines how POS, categorized into emotional support and instrumental support, impacts SWB through three distinct WLB subdomains: work-family balance, work-leisure balance, and work-growth balance. POS, rooted in Social Exchange Theory, reflects the extent to which employees perceive their organization values their contributions and cares about their well-being. Emotional support refers to non-material aspects such as recognition and empathy, while instrumental support involves tangible resources and opportunities for professional growth. The findings reveal that emotional support significantly enhances SWB indirectly through work-family balance. Employees who perceive high levels of emotional support experience reduced role conflict between work and family, leading to improved family relationships and greater life satisfaction. Conversely, instrumental support plays a critical role in promoting SWB via work-growth balance. By providing resources for skill development and career advancement, organizations fulfill employees’ growth needs, which contributes to their overall well-being. Interestingly, the mediating effect of work-leisure balance was found to be limited in the Korean cultural context. The study highlights that collectivist values and work-centered norms in Korea diminish the influence of both emotional and instrumental support on leisure-related outcomes. This suggests that while employees benefit from organizational support in areas related to family and professional growth, they may not associate such support with leisure activities due to cultural expectations prioritizing work and family over personal leisure. The results underscore the importance of tailoring organizational strategies to cultural contexts. For instance, fostering emotional support can help employees achieve better work-family integration by reducing psychological barriers to utilizing organizational benefits. Meanwhile, enhancing instrumental support through career development programs can address employees’ aspirations for personal growth. However, organizations in Korea may need to reconsider how they design leisure-related policies to align with cultural norms while still addressing employee well-being. This study contributes theoretically by integrating POS with WLB and SWB frameworks, offering a comprehensive understanding of how organizational support influences employee well-being across different life domains. Practically, it provides actionable insights for organizations aiming to enhance employee satisfaction and productivity through targeted support strategies.

Gender inequality: health, gender, and economic benefits of self employment in China.

This study explored the health, gender, and economic benefits of self-employment in China from 2000 to 2021. The findings using descriptive analysis and graphs, indicate a steady improvement in life expectancy, suggesting advancements in healthcare and living conditions, while self-employment participation has fluctuated, revealing its potential as a flexible income source during economic downturns. Despite a decline in employment in formal sector, self-employment appears to contribute to economic resilience, offering alternative employment avenues. Additionally, the study highlights a modest decline in gender inequality alongside decreasing participation in self-employment, indicating a possible shift towards more stable employment structures that promote equity. We conclude that self-employment can enhance health outcomes, support gender equity, and provide economic stability. We recommend continued policy support to sustain its benefits within China's evolving labour landscape.

A Study on an Impact of Remote work environment on Employee Job Satisfaction With reference to Software Industry– India

Telecommuting is becoming increasingly popular as it offers benefits for both employers and employees. It's also received a lot of renewed attention in the wake of the COVID-19 pandemic, which has forced many organizations to rapidly shift from traditional in-person work environments to a completely remote workforce for health and safety reasons. The long-term popularity of telecommuting is linked to the benefits it can provide, including reduced or eliminated commuting time, recruiting and hiring benefits, and increased productivity. Therefore, the purpose of the study is to understand the impact of a remote work environment and to identify factors influencing employee job satisfaction. Quantitative research will be conducted to conduct the study. Primary data was collected using a structured questionnaire. A stratified random sampling technique is used to select a sample of 75 employees from five software companies in India who participated in a pre- and post-test assessment. Statistical techniques including comparison chart, normality tests and paired t-test were used to analyze the data. Later findings from the implementation of STATA v.12 also highlight the impact of the remote work environment and the factors affecting employee job satisfaction. After its validity and reliability has been tested by the researcher. Limitations include the absence of a control group, which rules out the influence of potential extraneous factors on learning outcomes, which is a new avenue for future research.

The employment preferences of young people in Canada: a discrete choice experiment

BackgroundYoung people across the world are facing numerous challenges, with unemployment and precarious employment being substantial issues, impacting young people with all levels of education. For many young people, the pandemic exacerbated their employment precarity. While efforts were made to ameliorate these pandemic related challenges for young people, information about the employment preferences of Canadian young workers (YW) is limited. The aim of this study was to understand the employment needs, challenges and preferences of Canadian YW in the COVID-19 era and beyond.MethodsUsing discrete choice experiment, YW from across Canada aged 18–29 years old were recruited to participate in an online survey October 2022 to April 2023 which was offered in both English and French. Nine job attributes were identified based on findings from the qualitative component of this mixed methods project: wage, earnings stability, job flexibility, vacation, sick time, health insurance, and workplace policies (respectful workplace, and being valued and understood as an employee). Respondents were presented with nine choice sets, each representing two scenarios that differ on policies or actions (attributes) related to their employment during the COVID-19 pandemic.ResultsBased on the respondent (N = 231) sample, analysis revealed that of YW aged 18–29 years, most valued having employment benefits along with workplace policies. These values were strongest for women and 18–21-year-olds. Overall, the employment preferences of Canadian YW in the current study align with four of five attributes considered by the International Labour Organization as minimum standards for decent work. These include adequate compensation, adequate access to health care, adequate free time and rest, and organizational values that support one’s [own and] family values. More specifically, study findings show that within the cohort there are strong gendered and aged-based preferences for non-monetary over monetary job attributes. These include employment benefits along with equitable, supportive employment policies.ConclusionsThe findings suggest that health and wellbeing are highly valued by YW and are among key drivers of employment preferences for Canadian YW during and after the pandemic, and therefore call for policies in the workplace that support the health and well-being of YW.

The role of innovation and entrepreneurship employee training programs in enhancing organizational commitment from the perspective of industry-education integration.

This study aims to explore the role of employee training programs in enhancing organizational commitment. In the context where organizational commitment is crucial for enterprises' stable development and employee training programs are an important part of human resources development, understanding their relationship is of great significance. Qualitative research methods were employed. Specifically, semi - structured interviews were carried out with employees from diverse industries. Then, thematic analysis was used to analyze the interview data. Through the thematic analysis, several key themes emerged. The relevance of training content to employees' job roles and career aspirations has a significant impact on training effectiveness. Employees highly value practical and work - applicable training, which is closely linked to job satisfaction. The quality of trainers is also crucial, as competent and engaging trainers can enhance the perceived value of training. Moreover, knowledge sharing promoted by training programs benefits employees' personal and professional development and strengthens the organization's collaborative culture. The results highlight that these findings have practical implications for managers. They should design training programs that match employees' needs and career goals, invest in improving trainers' capabilities, and create a knowledge - sharing - friendly environment. By taking these actions, managers can enhance employees' job satisfaction, skills, and career growth, thereby strengthening organizational commitment. Looking ahead, future research could conduct longitudinal studies to track the long - term effects of training on organizational commitment. Also, exploring the influence of organizational culture and individual differences on training outcomes can offer more targeted training strategies for different organizations and employees.

A Just Transition?

Responding to the climate emergency, governments have pledged to deliver a net zero future. Delivery requires more green jobs and a just transition of good jobs and labour market inclusivity. The problem is that there is no agreed methodology for classifying green jobs. The paper reports the findings from analysis of Scotland, applying the GreenSOC – an adaptation of the green occupation’s classification of the US Bureau of Labor Statistics and O*NET. The analysis uses the UK Labour Force Survey and webscraped job vacancy data to assess the extent and demand for green jobs as well as the pay and gender composition of these jobs. The findings are mixed. First, there are few new green jobs but a strong greening of existing jobs. Second, while green jobs offer higher wages, they tend to be dominated by male workers. These findings suggest that the employment benefits of the transition to net zero are less inclusive than anticipated and that policy and practice need to adjust. Offering recommendations, the paper provides improved definitional and empirical understanding of green jobs as well as offering insights into how green jobs might be made more inclusive. Keywordsgender, good jobs, green jobs, green occupations, GreenSOC, just transition, labour marketinclusion, net zero, pay, Scotland

Riding the Passion Wave or Fighting to Stay Afloat? A Theory of Differentiated Passion Contagion

Prior research suggests that employees benefit from highly passionate teammates because passion spreads easily from one employee to the next. We develop theory to propose that life in high-passion teams may not be as uniformly advantageous as previously assumed. We suggest that high-passion teams also evoke pressures that lead employees to expend effort to increase their levels of passion, which negates the benefits the team provides. We first conducted an experience-sampling study at an engineering company involved in the production and maintenance of critical infrastructure that benefits the greater good, with 829 employees nested in 155 teams, which we surveyed three times per day for 20 consecutive work days. These data show that employees caught their teammates’ passion and consequently reported better performance, lower emotional exhaustion, and a stronger sense of social connection. However, these benefits coexisted alongside costs employees incurred that were associated with increasing their passion. In a subsequent pre-registered experiment ( N = 1,063), we provide causal evidence for these effects and their underlying mechanism, finding that passion contagion is particularly effort-laden—more so than contagion of other states and increases in passion that are not the result of contagion. We develop a theory of differentiated passion contagion that exposes the effort inherent in contagion and the implications of that effort. Our work suggests that passion caught from others may hold less value than passion incited from within, and shifts our understanding of when and why passion for work is beneficial and detrimental. We also discuss implications for broader emotional contagion theory.

The impact of sustainable practices on employee well-being and organizational success

The evolution of work models, particularly the shift towards remote and hybrid work, has made employee well-being a central focus for organizations. Research shows that adopting sustainable and inclusive workplace practices that prioritize both physical and mental health significantly contributes to increased employee engagement, productivity, and overall satisfaction. The adoption of holistic well-being policies, including mental health support programs, flexible work schedules, and inclusive environments, is increasingly seen as essential for both personal and professional development. These practices not only benefit employees but also support organizational viability, aligning with global Sustainable Development Goals (SDGs), especially SDG 3, which focuses on health and well-being. Studies by Madero-Gómez et al. (2023), Singh et al. (2019), Abid et al. (2020), and others highlight the critical role of sustainable human resource management (HRM) practices in promoting employee well-being and reducing environmental impacts, creating a mutually beneficial cycle for both employees and companies. Investing in well-being strategies such as promoting mental health and offering flexible working conditions has proven to enhance organizational culture and contribute to long-term business success. The post-pandemic work environment further underscores the importance of such practices. As organizations aim to adapt to new challenges, prioritizing employee well-being and sustainability can offer a competitive advantage. Companies that implement these policies are better positioned for growth, innovation, and market adaptability, making it clear that employee well-being is integral to achieving sustainable business success.

Challenges and Opportunities for Industry-School Partnerships in Implementing Apprenticeships: A Case Study of Lumbini Province, Nepal

Apprenticeship programs serve as an effective approach to integrating technical education and industry needs, offering tangible benefits for students, employers, and educational institutions. This study explores the challenges and opportunities for industry-school partnerships in establishing and implementing apprenticeship programs in Nepal, focusing on Lumbini Province. The study employs a qualitative, exploratory case study approach, with interviews and focus group discussions involving 30 stakeholders. It assesses challenges, such as limited industry participation, inadequate legislative frameworks, reliance on foreign labor, and weak collaboration between government and industry. Key findings underscore the necessity of raising industry awareness, fostering government-industry partnerships, and establishing clear policies to institutionalize apprenticeship systems. The article identifies opportunities for strengthening partnerships through improved communication, collaboration in curriculum development, and a focus on addressing industry needs along with some existing challenges.

Overcoming Challenges in Creating Cost-Effective Employee Benefits Solutions for Startups with Fuzzy ANP: A Study on Financial Instability and PF Management

Employee benefits play a vital role in attracting and retaining talent, but startups often struggle to offer competitive packages due to financial limitations and regulatory constraints. This study explores the difficulties startups face in creating cost-effective employee benefits solutions during times of financial instability. By employing a combination of Fuzzy ANP (Analytic Network Process) and DEMATEL (Decision-Making Trial and Evaluation Laboratory) methods, the research identifies and prioritizes key factors impacting employee benefits management. The study highlights that financial limitations, benefits design, and the scalability of implementation are the main challenges. It provides a structured approach to understanding the interrelationships between these factors and suggests practical solutions for startups to develop flexible, scalable, and affordable benefits programs. The findings offer actionable insights to help startups improve their employee benefits strategies, contributing to both organizational growth and employee satisfaction.

Building a culture of healthy living in the workplace.

Building a culture of healthy living in the workplace.

Consumer Behaviour in the Gig Economy: Implications for Traditional Labour Market

The gig economy is fast evolving, typified or characterised by short-term, flexible and task-based digital platforms. This paper investigates how consumer behaviour in the gig economy affects traditional labour markets, focusing on structural shifts in employment and changes in labour market dynamics. It gives an overview of the gig economy, which has experienced rapid growth in transitioning towards flexible, short-term employment arrangements through platforms enabled by digital technologies. The study also highlights the different types of gig platforms, such as ridesharing, freelance marketplaces, and on-demand services, by elaborating on their specific feature and business models. The study reinforces that consumer buying behaviour in the gig economy predicts convenience, cost-effectiveness, and speed of service delivery. The study also indicates that the gig economy has significant implications on the labour market dynamics since new forms of employment challenge regular job security, benefits, and worker rights. These findings support that while the gig economy provides greater flexibility to workers, it also creates more significant issues related to income instability and removing traditional labour protection. The challenges associated with the gig economy are also investigated, including regulatory obstacles, poor or insufficient worker protection, and the long-term viability of gig platforms in light of rising competition. The study concludes that although the gig economy provides new opportunities for consumers and workers, it also involves many challenges that must be thoroughly deliberated and mitigated by policymakers and industry representatives.

Practical Issues Related to Accounting for Employee Benefits in the Form of Shares or Stock Options

Practical Issues Related to Accounting for Employee Benefits in the Form of Shares or Stock Options

INVESTIGATE THE RELATIONSHIP BETWEEN CORPORATE SOCIAL RESPONSIBILITY COST AND FINANCIAL PERFORMANCE OF QUOTED OIL AND GAS COMPANIES IN NIGERIA FROM 2018-2023

Despite the increasing militancy pressures and agitations, the oil and gas firms operating in Nigeria have remained adamant to the discharge of their corporate social responsibility, on the inimical pretence that it constitutes a drain on their financial position. This study investigate the relationship between corporate social responsibility cost and financial performance of quoted oil and gas companies in Nigeria from 2018-2023. Community development cost, and employee benefits cost were the proxies corporate social responsibility while net profit margin and return on investment were the proxies of financial performance. The researchers adopted expost- facto research design for the study. The study used secondary data obtained from the audited annual reports and accounts of the nine quoted oil and gas firms’ website and the Nigeria stock exchange fact book as at November 8, 2024. The research data was analyzed using basic descriptive, Pearson product moment correlation and multiple regression in a cross sectional data with the aid of SPSS version 27. The findings revealed that all the CSR proxies significantly related with net profit margin and return on investment of listed oil and gas firms in Nigeria in the period of this study. We thus concluded that corporate social responsibility has significant relationship with financial performance of quoted oil and gas firms in Nigeria in the period of this study. We recommended that Management of oil companies should develop a well-articulated corporate social responsibility and prioritize their spending regarding human resource development, community development, and environmental protection in order to guarantee a conflict free corporate atmosphere needed by managers and workers for maximum productivity and robust financial performance.

CORPORATE SOCIAL RESPONSIBILITY COST AND FINANCIAL

Despite the increasing militancy pressures and agitations, the oil and gas firms operating in Nigeria have remained adamant to the discharge of their corporate social responsibility, on the inimical pretence that it constitutes a drain on their financial position. This study investigate the relationship between corporate social responsibility cost and financial performance of quoted oil and gas companies in Nigeria from 2018-2023. Community development cost, and employee benefits cost were the proxies corporate social responsibility while net profit margin and return on investment were the proxies of financial performance. The researchers adopted expost- facto research design for the study. The study used secondary data obtained from the audited annual reports and accounts of the nine quoted oil and gas firms’ website and the Nigeria stock exchange fact book as at November 8, 2024. The research data was analyzed using basic descriptive, Pearson product moment correlation and multiple regression in a cross sectional data with the aid of SPSS version 27. The findings revealed that all the CSR proxies significantly related with net profit margin and return on investment of listed oil and gas firms in Nigeria in the period of this study. We thus concluded that corporate social responsibility has significant relationship with financial performance of quoted oil and gas firms in Nigeria in the period of this study. We recommended that Management of oil companies should develop a well-articulated corporate social responsibility and prioritize their spending regarding human resource development, community development, and environmental protection in order to guarantee a conflict free corporate atmosphere needed by managers and workers for maximum productivity and robust financial performance.

How State Takeovers of School Districts Affect Education Finance, 1990 to 2019

Abstract State takeovers of school districts—a form of political centralization that shifts decision-making power from locally elected leaders to the state—have increased over time, often with the purported goal of improving district financial condition. Takeover has affected millions of students since the first takeover in 1988 and has been more common in districts serving marginalized communities. We investigate whether 104 takeovers from 1990 to 2019 affect financial outcomes using event study methods. We find that takeovers increase annual school spending by roughly $2,000 per pupil after five years, leading to improvements in some aspects of financial condition (budgetary and long-run solvency), on average. New funds primarily come from state revenues and mostly cover districts’ legacy costs (debt and employee benefits). These effects are larger when takeovers are motivated by academic and/or other, non-fiscal reasons. However, takeovers are experienced unequally, with Black students less likely to experience the takeover-induced increases to expenditures and improvements in fiscal condition. This suggests that political centralization can promote fiscal health but with potentially concerning equity implications.

The impacts of website information disclosure on organizational attractiveness: the moderating effect of corporate social responsibility performance

With the increasing emphasis on sustainability, green recruitment has become an emerging issue. When job seekers gain an understanding of a company through its website, the information presented will affect their perception of the company. This study focuses on corporate social responsibility (CSR) website disclosure and examines whether the multidimensional construct of CSR information disclosed on a company’s website affects organizational attractiveness. It also investigates the moderating effect of actual CSR performance on the relationship between CSR website disclosure and organizational attractiveness. There are two levels in this study: organizational and individual. At the organizational level, 30 listed companies (in the semiconductor, electronics, and optoelectronics fields) from the Digital Times’ Top 100 Favorite Companies were selected as a sample. At the individual level, participants were invited to complete a questionnaire for data collection after viewing the target organization’s CSR website. A total of 245 students participated in this study. Hierarchical linear modeling was used for data analysis. The results show that environmental protection and energy practice disclosure is positively related to organizational attractiveness, including intention to pursue and Reputation. Employee rights and benefits on websites are also found to be positively related to organizational attractiveness, that is, intention to pursue. Inappropriate disclosure of product and service information on the CSR website can lead to suspicion among job seekers, which is detrimental to the intention to pursue. There is also a moderating effect between the organization’s actual corporate social responsibility (CSR) performance, website disclosure of CSR practices and organizational attractiveness. Previous research has predominantly focused on social responsibility activities. The findings of this study highlight the importance of web page disclosure, providing valuable insights for managerial practice and contributing to the enrichment of related theoretical literature.

Exploring the tipping point: a qualitative study of labour marked experiences among young people with first episode of schizophrenia.

Work holds significant value in the lives of most individuals, impacting various aspects such as identity, health, and the economy. However, young individuals with schizophrenia often encounter challenges in accessing and maintaining employment. Despite this, knowledge regarding their experiences with labor market is sparse. The study aimed to explore perspectives on labor market affiliation and vocational intervention in relation to quality of life and health among young people with schizophrenia. A qualitative approach was employed, applying individual interviews as data collection method. Twelve patients with first episode of schizophrenia were recruited from two outpatient clinics. Thematic analysis was used, following an inductive process. A user panel was established to ensure quality and relevance of the study. Three key themes were identified from the analysis: 1. "Work is simultaneously rewarding and demanding", highlighting the struggle to balance the benefits of employment with the difficulties of meeting labor market requirements; 2. "Mental health, stigma and work: A complex interplay", which concerned how work simultaneously contributes to stress and reduces psychiatric symptoms; 3. "Supported employment: Facilitating work-life balance", concerning how supported employment intervention facilitated a better work-life balance, enhancing overall quality of life, under specific conditions. Young individuals with schizophrenia are highly motivated to work, yet encounter significant barriers to labour market participation, related both to their mental health condition and societal stigma. Supported employment programmes emerge as crucial in empowering individuals with schizophrenia to navigate the complexities of the labour market while managing their mental health effectively.