Career Rewards Research Articles

Remote Work Penalties: Work Location and Career Rewards

Remote, home-based work has long been devalued in the United States as it is associated with flexible work, disproportionately pursued by women, and a violation of ideal worker norms. The shutdowns during the COVID-19 pandemic created a scenario where a large proportion of professional/white-collar workers experienced remote work; and workers and managers witnessed the potential for continued productivity. This potentially shifted managers’ perceptions of remote work, no longer signaling deviance from the ideal worker norm. Conversely, it may still trigger workplace penalties, despite wider adoption during the pandemic. Understanding these perceptions is important, especially for workers with young children who disproportionately access remote work. This study tests competing explanations for productive employees with young children through a survey experiment that assesses whether managers perceive that managers (i.e., their peers) (1) are equally supportive of remote and in-person employment; (2) think that rewards should be allocated differently in light of work location; and (3) impose different performance expectations in light of work location. We find that managers perceive that peers allocate higher rewards to in-person workers. This is partially explained by different perceptions of leadership, work commitment, and to a lesser extent competence. We do not find gender effects.

Patronage and authoritarian co-optation of the military: Theory with evidence from post-Mao China

How do dictators cultivate support among military leaders to mitigate their “guardianship dilemma”? A prominent thesis suggests autocrats in regimes with a dominant political party seek to prolong their rule by lavishing with career rewards underlings in their patronage networks built over a track record of trust and loyalty. This can be daunting for post-founding-generation dictators with little military experience and lacking prior interaction with their generals, an increasingly common challenge in party autocracies. Proposing a simple framework to think about the challenges of co-opting the military leaders for autocrats with different career background, I argue that party autocrats with no military career credentials can build new allegiance by bestowing job-related patronage on the military leaders appointed by themselves at the expense of legacy generals inherited from their predecessors. Analyzing yearly career outcomes of leaders of the regional commands of the People’s Liberation Army in post-Mao China, I find strong empirical support for the main argument. Compared with personal appointees, legacy generals were 63 percent less likely to be promoted under autocrats without military experience, but their odds of promotion did not seem to differ under autocrats boasting military career background. This study contributes to research on authoritarian efforts to tame internal threats, clientelism, party dictatorships, leader traits, and China’s civil-military ties.

Gender Differences in the Relationships between Research Impact and Compensation and Promotion: A Case Study Among PhD/PharmD

We examine whether the effects of research impact on faculty compensation and promotion to full professor differ for male and female associate and full professors in the Faculty of Medicine & Dentistry at the University of Alberta. We exclude faculty with MDs and DDSs and proxy for research impact using the faculty member’s h-index, where h represents the number of publications that have been cited at least h times. We find that while the compensation of male faculty members increases by 0.6% for every one-unit increase in the h-index, the compensation of female faculty is essentially uncorrelated with their h-indices. We likewise find that for female faculty to be promoted to full professor they have to have higher research impact proxies than their male peers. Our findings highlight the urgent need for more research on the gendered relationships between research impact and career rewards among faculty.

Kepuasan kerja pemoderasi kompensasi terhadap kinerja pegawai

This study aims to analyze the effect of compensation on employee performance with job satisfaction as an intervening variable. This study uses a quantitative approach, the population of this study were employees of PT. Lintas Antar Nusa Makassar amounted 100 people. Sampling was carried out using a saturated sample technique which all the population was sampled. The research was conducted at PT. Lintas Antar Nusa Makassar, which is a company engaged in the export of fishery products. Data was collected using by survey method on 100 respondents. The results showed that compensation with indicators of salary, benefits, social benefits and career rewards had a significant effect on job satisfaction, employee job satisfaction includes indicators of working conditions, job security, communication, supervision, and co-workers have a significant and positive effect on employee performance. In the other side, compensation has a significant effect on employee performance if moderated by job satisfaction.

Motives to Publish, to Patent and to Standardize: An Explorative Study Based on Individual Engineers’ Assessments

This paper employs the concept of ‘Gold’ (financial rewards), ‘Ribbon’ (reputational/career rewards) and ‘Puzzle’ (intrinsic satisfaction) to structure engineers’ motivation for pursuing scientific publications, patenting and contributing to standardization. This study is based on the responses to a survey of engineers employed by two German Original Equipment Manufacturers (OEMs) active in the automotive sector. Based on three explorative factor analyses, we identify in the first step factors of motives related to publishing, patenting and standardization. In the second step, we assign these factors to the three categories ‘Gold’, ‘Ribbon’ and ‘Puzzle’. We find that the engineers surveyed assign a lower overall importance to career rewards and reputation and a higher importance to intrinsic satisfaction, while financial rewards are of lower importance, in general, and not at all relevant for contributions to standardization. In comparing these motivations with the drivers for researchers in public research organizations, we identify the role of regulatory framework conditions and intra-organizational structures in particular for researchers' intrinsic motivations. Finally, we derive some implications for companies’, but also public research organizations’ incentives and support schemes focusing on researchers.

A Narrative Analysis of Stories Told about Engineering in the Public Discourse: Implications for Equity and Inclusion in Engineering

<strong>Background:</strong> Stories are a natural and powerful way for humans to make sense of complex situations. Prior research suggests that when people are faced with complex problems, like underrepresentation in engineering, they construct and defer to stories, sometimes even in the face of contradicting evidence, as a basis for decision making and action. <strong>Purpose/Hypothesis:</strong> We examined the public discourse to identify stories about underrepresentation in engineering, and about engineering more broadly, that inform and underwrite efforts to address the dual problem of a general lack of interest in engineering careers and a lack of diversity in engineering graduates and professionals. <strong>Design/Method:</strong> Drawing on the theory of framing and concepts from narrative policy analysis (NPA), we qualitatively analyzed one year of online news articles (from August 2011 to August 2012) sourced from a news briefing service for engineering educators. <strong>Results:</strong> We describe five dominant stories about engineering that define the field in terms of math and science, building things, the need for societal appreciation, diversity-driven innovation, and hard-earned career rewards, respectively. These stories share a common premise—that a chronic shortage of engineers threatens the economic growth and international competitiveness of the United States. Each story includes explanations for perceived low levels of interest in the field and recommendations to address this problem. We note that increasing the participation of groups from diverse ethnic backgrounds was not a prominent theme in the discourse we analyzed compared to, for example, attracting more women or increasing the overall number of young people who are interested in engineering careers. Consistent with NPA, we also describe a nonstory that critiques the premise of the dominant stories. <strong>Conclusions:</strong> We discuss how the dominant stories reflect a particular set of values and practices, centered on competition, economic gain, and the design of technological artifacts that, in turn, shape efforts to attract, educate, and retain students. We further discuss how alternative narratives may open up new opportunities for systemic, cultural change in engineering education with important implications for diversifying the field.

Executives’ Career Mobility within an Organizational Field and the Relationship with Career Success

In this paper, we examine the careers of top executives in the organizational field of professional services. Our aim is to determine whether inter-organizational career mobility brings greater career rewards than career stability. Building on institutional theory and boundary theory, we moreover examine how crossing boundaries within and outside the organizational field affects executives’ objective career success. Furthermore, we examine patterns of career moves across boundaries of organizations within and outside the organizational field. Our results show that individuals who have higher inter-organizational mobility need less time to reach an executive position. We further find that inter-organizational mobility within the organizational field reduces the time to reach an executive position more than inter-organizational mobility outside the organizational field. Moreover, we identify different mobility patterns to the top of central and peripheral organizations in an organizational field.

Effect of Employee Retention on Organizational Performance

Employee retention continues to pose one of the greatest challenges facing organizations and managers today with the loss of valuable talent incurring heavy costs to the organization in terms of institutional know-how as well as the time, money, and efforts needed to recruit and train replacements. The purpose of this research is thus to observe the impact of retention on organizational performance. Career development, Supervisor support, Work environment and Rewards are the key variables employed in this research. The variables lead to reflecting how they influence employee retention that is how much impact they have on towards retaining the employees, which ultimately will have an impact on the organization’s performance. The findings of this study will help determine the key elements that lead to employee retention in business organizations in Pakistan.

Reproducing the Working Class? Incongruence between the Valuation of Social-Emotional Skills in School and in the Labor Market

The power of social-emotional skills to improve student achievement has been hailed in recent literature. Yet foundational work in sociology of education indicates that these skills may benefit the status attainment of middle-class students more than lower-class students, as schools cultivate class-specific social-emotional skills appropriate to a student’s perceived future occupation, reproducing the class structure in the labor market. Drawing on a high school student sample from Add Health, I examine the GPA and career rewards for two types of social-emotional skills, engagement with teachers and with peers. Results suggest that engagement with teachers benefit students’ educational achievement and occupational status, and engagement with peers benefit their income, but a distinct class-based effect heterogeneity of engagement with teachers is only seen in school: middle-class students benefit from it more than lower-class students. I discuss the implications of these findings for research on social-emotional skills and social stratification.

How career expectations influence advancement: evidence from women in the hospitality industry

Purpose This study aims to examine the role of women’s career expectations (CEs) in changes in their career advancement (CA) and to determine whether these changes were because of socio-demographic factors. Design/methodology/approach Multiple linear regression was used to measure the relationship between women’s CEs and CA, as well as the influences that socio-demographic factors (e.g. education) have on that relationship. Findings Results indicated that CEs had two dimensions (i.e. career rewards and career development) and that career reward expectations had a significantly higher effect on CA than career development expectations. Furthermore, women were very likely to set higher CEs and stronger desires for CA as they became older. Results also showed that education, working years and position level were significantly related to women’s CA. Practical implications This study provides new insight into which aspects of women’s CA can be boosted by CEs and how these aspects may be affected by socio-demographic factors. This study can help hotels design better career management strategies to achieve the desired results. The study also provides guidance for women’s career management activities. Originality/value This study considers women’s CEs in hotels. The results revealed two dimensions (i.e. career rewards and career development) of CEs and uncovered the influences of socio-demographic factors on women’s CA, for example, age, education, working years and position level.

When Gender Stereotypes Prevent Women from Networking Efficiently

While women network as much as men, they seem to benefit less from their networking activities, and no explanation has been provided to explain this gender gap so far. In the present paper, I argue that women network less efficiently than men because they renounce some networking actions for fear of being misjudged. I show that the existence of a specific stereotype painting women as able and willing to use their power of attraction to manipulate men makes certain networking strategies appear risky. In particular, I argue that women expect that actions aimed at deepening and strengthening relationships with their male supervisors will reflect negatively on their image. For this reason, they are less likely to engage in those actions, at the cost of valuable relationships and potential career rewards. I test this model in a pre-registered lab experiment based on vignettes, and find partial support for it, and interesting results about men.

Employee retention and unfair labour practices: perspective from Malaysian hotel industry

The purpose of this research is to investigate whether union membership will moderate the relationship between leader-member-exchange (LMX), psychological contract fulfilment and employee retention and also the impact of human resource management practices. A quantitative study with structural equation modelling is used on data for this research which obtained through a survey of 258 frontlines hotel industry employees. It shows that frontlines hotel industry employees are more concerned with career development, rewards and incentives, and performance appraisal as the main objective for remaining in the organisation. Trade union membership moderated the relationship between psychological contract fulfilment and employee retention and also moderate the LMX and psychological contract fulfilment relationship. The level of retention and psychological contract fulfilment among unionised workers is higher than the non-unionised workers. The findings of this research provide new directions for future research and also enlightened the hotels' management, Malaysian Association of Hotel and the government.

Measurement Scale Development and Validation of Female Employees’ Career Expectations in Mainland China

This paper aimed to develop a measurement scale for female hotel employees’ career expectations. Both qualitative and quantitative research methodologies were applied. In-depth interviews were first conducted to collect primary data of career expectation activities, and then the main survey was conducted nationwide to collect representative data. After a series of exploratory factor analysis, two dimensions were extracted, namely career rewards and career development. The results of confirmatory factor analysis indicated that the measurement items developed were both reliable and valid. Of the two factors of female hotel employees’ career expectations, career rewards was an important factor. Both academic and practical implications were discussed to provide valuable insights for human resource management of hotels in China. The paper concludes with the discussion of limitation and suggestions for future research.

ANALISIS PENGARUH PEMBERIAN KOMPENSASI NON FINANSIAL TERHADAP KOMITMEN DAN KINERJA GURU SMP

Schools has the responsibility to organize quality education in accordance with the national objectives of education. Therefore, it takes a competent educators. One effort to increase the commitment and performance of teachers is the provision of non-financial compensation. Based on the description above, this study aimed to determine the effect of non-financial compensation to the commitment and impact on teacher’s performance. Looking at these effects that were tested either directly or indirectly through intermediate variable is the variable commitment of teachers to non-financial compensation is divided into two rewards career and social rewards. This research is an explanatory research, with survey research design. Data analysis technique used to review answering hypothetical model research singer using partial least squares (PLS) with a population of 126 teachers Term Research sample 96 teachers Taken Out of a population. Research shows that commitment has a significant influence towards teacher’s performance with t-statistic result 2.406, rewarding social influences have a significant effect against the commitment of teachers with t-statistic value and costs 3,873 teachers with t-statistic value 2,860. While career rewards has significant effect on teachers' commitment against with t-statistic values of 2.589. This is quite interesting because it should be mediated by the commitment of teachers so career rewards has particularly significant influence toward teacher’s performance. This interesting phenomenon is worth for a discussion. In addition between disposals other variables such as motivation should be a material consideration for further research review.Keywords: Leadership, Islamic boarding school culture, teacher’s motivation, quality of education.

The role of commission-based pay on employee retention in the Ghanaian banking industry: The case of GCB Bank Limited

Background: Human Resource is one of the valuable assets for organisations to facilitate the achievement of competitive advantage. Managing human resources is very challenging and must be done with care in organisations. Retention of human resources has is integral to the development and the accomplishment of the organisation’s goals and objectives. The main determinants for employee retention such as Career Development Opportunities, Superior Support, Work Environment, Rewards, and Work-Life Policies and recognition have a great paradigm to retain the employees for longer periods of time. Aim: In this article, an attempt has been made to assess the impact of HRM practices and its effectiveness on employee retention in Ghana Commercial Bank (GCB). Setting: The study was conducted in the Ghana Commercial Bank head office in Accra Methods: The study made use of both the qualitative and quantitative research methods in data collection. Both primary and secondary data were collected to assess the role of commission-based pay on employee retention in the Ghanaian banking industry. The researcher sampled 10 senior management and 50 junior staff who are relationship managers and relationship officers of the bank for the sampling size. Results: The study further revealed that commission-based pay involves meeting challenging targets which may contribute to demotivation if targets are not met. The study concludes that the form of motivation adopted by a company to remunerate staff on commission-based pay is essential to their work performance and retention. Conclusion: The study recommends that banks should train and develop employees and create structures that will create organisational citizenship.

Factors Affecting Faculty Research Productivity: Conclusions from a Critical Review of the Literature

Publication is the most visible sign of an active researcher. It is central to a research career and academic advancement. Also, the institution gains prestige and the researcher gains a notable reputation and career rewards. The study summarized the findings from a systematic investigation into existing literature and views regarding the factors that affect faculty research productivity, to discuss themes and components of such work, and to propose a conceptual framework. A systematic analysis of existing literature was used to address the problems. It is found that faculty research productivity is influenced by individual factors (self-efficacy, affiliation, motivation, commitment, orientation, basic and advance research skills, sense of achievements, contributing to society, sense of responsibility, scholarly pursuit, autonomy and flexibility, satisfying interest and curiosity), institutional factors (have fewer course preparations, staff support, advising and mentoring, resources, rewards, sufficient work time, culture, research emphasis, tenure and promotion, financial rewards, satisfying performance standards, peer and social recognition), leadership factors (highly regarded able scholar, research oriented, work for departments with a similar priority placed on research). Ascriptive factors refer to gender, an age of a faculty member at a given point in time, intelligence, a personality of the individual. The paper has implications for higher education institution administrators regarding managing faculty members' research performance.

ERI and Psychological Strain Among Interns: Does Anticipating Future Career Rewards Moderate the Associations?

:According to the Effort–Reward Imbalance (ERI) model, employees may accept high-cost/low-gain conditions in their work for a certain time because they anticipate career promotion and related rewards at a later stage (i.e., strategic choice). The current study examines the associations between ERI and psychological strain among interns who seem to fit this condition. In addition, intention to work in their future profession, and therefore receive the aforementioned rewards, was investigated as a moderator of the relationships between ERI and psychological strain. A questionnaire measuring ERI, psychological strain (social dysfunction and anxiety/depression), and intention to pursue a career in accountancy was administered to 172 accounting interns. Regression analyses were conducted to test the proposed relationships and moderating hypotheses. Overcommitment (but not ERI nor ERI × overcommitment) was positively correlated with both social dysfunction and anxiety/depression. Intention moderated the relationships between overcommitment and both social dysfunction and anxiety/depression. The findings emphasize the important role of career dynamics and raise the possibility that employees may show resiliency toward ERI as well as overcommitment when they expect career rewards at a later stage.

Comment on “The Current Wave of State Enterprise Reform in China: A Preliminary Appraisal”

Comment on “The Current Wave of State Enterprise Reform in China: A Preliminary Appraisal”

Publication Practices and Responsible Authorship: A Review Article.

Dissemination of research findings through the publication of one’s work or a group of contributors is an important part of the research process, as this allows the passing on of benefits to a much wider community. In whatever evocative form this dissemination may take, the onus lies on the author(s) to ensure adherence to the code of ethics as it pertains to the integrity of the information being put out. We publish because we want our findings to be adapted into practice and application, or in some cases may be relevant to policy makers in decision-making. To a large extent in the field of academia, successful publication improves opportunities for academic funding and promotion whilst enhancing scientific and scholarly achievement and repute. A situation may be compromised where intellectual contributions to a scientific investigation do not adhere to the four key guidelines of scholarship, authorship, approval and agreement as well as the protocols of ensuring good publication ethics. The objective of this review is to lay emphasis on universal standards for manuscript authorship and to fostering good practices. This in our view will bring authorship credit and accountability to the attention of our colleagues and readers at large. To achieve this, a systematic and critical review of the literature was undertaken. Electronic databases, academic journals and books from various sources were accessed. Several key search terms relating to responsible authorship, common authorship malpractices, conflict of interest, universal publication guidelines and other authorship related issues, were used. Only references deemed useful from relevant texts and journal articles were included. In this paper, the authors have sought to highlight the pitfalls researchers sometimes entangle themselves within an act of compromise thereby impinging on the ethical and professional responsibilities for the content of a paper under consideration. This article presents the case that authorship has a strong currency that brings not only personal satisfaction but also career rewards based on publication counting. In all cases described here, a universal standard for manuscript authorship will be critical in fostering good practices. As you write and review manuscripts, keep these good practices in mind, and consider ways to bring authorship credit and accountability to the attention of your colleagues and readers.

Optimal incentives for collective intelligence

Collective intelligence is the ability of a group to perform more effectively than any individual alone. Diversity among group members is a key condition for the emergence of collective intelligence, but maintaining diversity is challenging in the face of social pressure to imitate one's peers. Through an evolutionary game-theoretic model of collective prediction, we investigate the role that incentives may play in maintaining useful diversity. We show that market-based incentive systems produce herding effects, reduce information available to the group, and restrain collective intelligence. Therefore, we propose an incentive scheme that rewards accurate minority predictions and show that this produces optimal diversity and collective predictive accuracy. We conclude that real world systems should reward those who have shown accuracy when the majority opinion has been in error.