Compensation Packages Research Articles

THE IMPACT OF MOTIVATION ON THE PERFORMANCE AND JOB SATISFACTION OF YOUNG EMPLOYEES WORKING AT THE SIERRA LEONE YOUTH COMMISSION

This study investigates the impact of motivation on performance and job satisfaction among young employees at the Sierra Leone Youth Commission. One of the objectives this study seeks to address is to identify the various motivational factors that influence the job performance and satisfaction of young employees in the Sierra Leone Youth Commission. This research aimed to explore the relationship between motivation, performance, and job satisfaction among the staff. Therefore, the study utilized both primary and secondary sources of data as well as qualitative and quantitative methods of data analysis. Analysis of the data using SPSS revealed that motivation plays a pivotal role in driving exceptional performance among the respondents. Key factors influencing motivation include remuneration, personal growth, and work-life balance. The findings suggest that the staff at the Youth Commission are highly motivated, resulting in outstanding performance. Employees are indeed a crucial component of business development and success. Based on this, the study recommends that employee motivation can be achieved through empowerment, which involves providing autonomy, recognizing individual contributions, and fostering a positive work environment. In addition, the study suggests that regular feedback, opportunities for growth and development, and competitive compensation packages can also enhance employee motivation and productivity.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0726/a.php" alt="Hit counter" /></p>

Enhancing Employee Performance: The Impact of Engagement, Job Rotation, Compensation, and Motivation

This research aims to determine the influence of employee engagement, transfers, compensation and motivation on employee performance. Apart from that, you can see the review from an Islamic perspective. The population of this study were employees of the Jakarta Cakung Primary Tax Service Office with a sample size of 89 respondents. The sampling technique uses a non-probability sampling method, with a saturated sampling technique through distributing questionnaires. The data analysis method uses the Partial Least Square Structural Equation Modeling (PLS-SEM) method. The model in this research provides a strong influence with a strong level of relevance in predicting the influence between variables with a large level of suitability. employee engagement has a positive and significant effect on employee performance. Furthermore, mutations have a positive and significant effect on employee performance. Compensation has a positive and significant effect on employee performance. Motivation has a positive and significant effect on employee performance. Managerial Implications Organizations should prioritize enhancing employee engagement through effective communication and involvement in decision-making processes to boost performance. Additionally, strategic employee mutations or transfers can be leveraged to match skills with job roles more effectively. Fair and competitive compensation packages are essential to motivate employees and enhance their commitment.

Effects of minimum wage policies on executive compensation contracts: An empirical analysis in China

This paper investigates the impact of minimum wage policies on executive pay-for-performance sensitivity (PPS) in the compensation packages of A-share listed firms in China. Using data from 745 counties between 2007 and 2020, we find that minimum wage policies lead to a decrease in PPS. This finding remains robust through instrumental variable approaches, cross-border matching tests, alternative measurements, and other rigorous tests. Moreover, the negative impact of minimum wage on PPS is more pronounced in companies with higher labor dependency, limited ability to pass on labor costs to customers, and lower risk resilience. These results support the hypothesis that rising labor costs due to increased minimum wage, which lead to performance distortion and heightened risk, promote shareholders to reduce PPS to optimize compensation contracts for value maximization.

Compensation models and earnings incongruities among dermatology physician assistants in Pennsylvania

Background: This study investigates compensation structures and earnings differentials among dermatology physician assistants (PAs), focusing on variations in compensation models. Methods: Data from a survey of 346 members of the Pennsylvania Dermatology PAs were analyzed. The primary objectives were to examine the relationship between collections and salary and assess variations in salary based on compensation models. Results: Our findings indicate a significant difference in earnings among dermatology PAs based on compensation models. Specifically, those under a production-based and salary-plus-bonus model demonstrated significantly higher earnings compared with their counterparts on salary alone. Limitations: Our cohort was localized to Pennsylvania. This constraint emphasizes the necessity for additional research to extrapolate findings to dermatology PAs in other states and nationally. Future investigations should also explore factors such as benefits offerings as part of a PA compensation package, not addressed in this study. Conclusions: This research contributes valuable insights into the compensation landscape of dermatology PAs, emphasizing the need for a more extensive examination of factors influencing earnings. The findings underscore the importance of considering compensation models when assessing the broader landscape of health care workforce economics.

The Influence of Compensation and Work-Life Balance on Intention to Stay of Aramex Indonesia Employee

Intention to stay in an organization is influenced by various factors, one of which is flexibility in working hour arrangements that can improve work-life balance, productivity, engagement, and organizational attractiveness for potential talents. This study aims to explain the effect of compensation and work-life balance on employee intention to stay at Aramex Indonesia. This type of research is descriptive quantitative. The population in this study were all employees of Aramex Indonesia using non-probability sampling method saturated sampling technique. The results showed that the multiple regression model equation. Managerial Implications The findings of this study reveal that compensation and work-life balance significantly influence the intention to stay among Aramex Indonesia employees. These insights suggest that management should prioritize competitive compensation packages and policies that support work-life balance to retain talent. Offering flexible working arrangements and ensuring that employees feel adequately rewarded for their contributions can enhance job satisfaction and loyalty, thereby reducing turnover rates. Implementing these strategies can help Aramex Indonesia maintain a stable and motivated workforce, ultimately contributing to the company's long-term success and operational efficiency.

Do Firms Gain From Managerial Overconfidence? Managerial Bargaining Power and the Role of Severance Pay

ABSTRACTWe analyze the effects of optimism and overconfidence when the manager has bargaining power and the compensation package includes severance pay. Optimism implies that the manager overestimates the probability of success, while overconfidence induces the manager to overestimate the increase in the probability of success due to her investment. If the manager can renegotiate the initial contract, the advantage of using severance pay to induce the manager to invest, commonly found in the literature, is reduced by the presence of the biases. Optimism increases severance pay and managerial entrenchement with a negative effect on expected profit. Overconfidence reduces incentive pay, as shown by the previous literature, but its effect on severance pay depends on the intensity of the bias. A moderate overconfidence reduces severance pay and increases expected profit. Conversely, extreme overconfidence increases severance pay and this may offset the beneficial effect on incentive pay. Thus, the attempt to exploit managerial overconfidence to reduce incentive pay may backfire if the manager is replaced. Our model suggests that the large severance payments documented by the empirical literature represent a form of efficient contracting when the optimistic and overconfident manager has bargaining power.

Does Employee Engagement Mediate in the Relationship between Compensation Management and Employee Retention?

Employee retention is critical to the success of any business or organization, including private universities in Bangladesh. The present study aimed to determine the mediating effect of employee engagement in the relationship between compensation management and employee retention among faculty members at private universities in Bangladesh. This study employed a cross-sectional survey method using a purposive sampling technique. The sample size was 160 PhD-holding permanent faculty members of selected private universities located in Dhaka and Chittagong, Bangladesh. Data was analysed by using SPSS version 22.0 and Smart-PLS software version 4.0.9.2. The finding of this study shows that there is a positive relationship between compensation management and employee retention, compensation and employee engagement, and employee engagement and employee retention. The results also show that employee engagement mediates the relationship between compensation management and employee retention. This study recommended that university HR professionals must prioritise competitive compensation packages and the creation of an engaging work environment. Finally, the study implications, limitations and suggestions for the future are discussed.

The interaction between equity-based compensation and debt in managerial risk choices

This paper examines the risk incentives of traditional and non-traditional call options in the context of a levered firm where managers under-invest due to risk aversion. Our results contrast with those presented in the literature inasmuch as lookback calls do not always induce higher risk taking than regular calls, and managers always prefer a combination of regular calls and shares of stock in their compensation package as opposed to only company shares. We also show that Asian options outperform both plain-vanilla and other nonstandard options in inducing higher risk taking and, thereby, are a superior remedy for alleviating the agency costs of deviating from the optimal volatility level. Finally, we shed new insights that better clarify the incorrect arguments found in the literature regarding the delta of regular and lookback calls.

Remuneration of Teachers in Government-aided Secondary Schools in Kasese District

The research sought to investigate the remuneration of teachers in government- aided secondary schools in the Kasese district of western Uganda. A cohort of 234 teachers from 25 designated schools was selected through purposive and stratified sampling methods. A mixed-methods strategy that combined quantitative and qualitative approaches was utilized for data collection and analysis. Quantitative data were analyzed using SPSS version 24, while qualitative data were assessed through content analysis. The results indicate that the average level of compensation was relatively high, leading to a positive impact on teachers' performance. It is suggested that policymakers in the education sector concentrate on enhancing compensation packages to enhance teachers' effectiveness in their duties.

Large Dam–Induced Displacements, Compensation and Conflicts: Interpreting Conflict Over LHWP II Implementation in Lesotho

The Lesotho Highlands Water Project Phase II (LHWP II) implementation in Mokhotlong district has generated bitter conflict between affected communities and the Lesotho Highlands Development Authority (LHDA). This conflict has been explained in terms of dissatisfaction by affected communities over compensation. This article argues that the compensation question is complex and that the LHDA failed to appreciate the complexity of the issue. As a result, it did not grasp the realities of displacement and resettlement and treated community losses like a transaction, which could be traded off at market value. It, thus, stresses the significance of the socio-cultural element and the need to consider this for any compensation policy. The conclusion is that conflict occurred due to the gap between the compensation package and realities of losses, which could result in the impoverishment of affected households.

Compensation Package on Public School Teachers’ Work Performance

Compensation Package on Public School Teachers’ Work Performance

Public sector health analytics capacity before and after Covid-19: A case study of manager perspectives in New Brunswick, Canada

BackgroundDemand for health data and analytics to support research, policy, and practice continues to rise, accelerated by the Covid-19 pandemic. Despite the importance of the government analytics workforce in driving academic-based data sharing and linkage platforms, little is known about how public sector managers assess capacity in health analytics. This case study describes findings from consultations among middle managers of analytics services in a Canadian provincial health ministry. MethodsData collection involved a mixed-questions survey to gauge the functional perspective of managers on organisational and human resource analytics capacity within the New Brunswick Department of Health. The repeated cross-sectional survey was implemented in two rounds, with a baseline collected before the Covid-19 global outbreak (in 2016) and a follow-up after the pandemic emergency response (in 2022). ResultsThe post-pandemic period was associated with perceptions of a growing role for public service personnel in handling analytics. Recruitment and retention of skilled analytics professionals emerged as the top priority for capacity building, including needs-based planning, competitive compensation packages to address skills shortages, professional development and promotion opportunities, and tracking key performance indicators for employee satisfaction. ConclusionsGovernment health analytics professionals play a critical role in advancing administrative data use and re-use. Enhanced knowledge sharing is needed on best practices in supply--demand monitoring for analytics professionals and planning for human resources surge capacity in the public service, lest significant innovation potential for health system improvement be left untapped.

Private captive fund providers and the likelihood of achieving successful venture capital exits

ABSTRACT We analyze the impact of the relationship between private captive venture capital firms (VCFs) and their parent investors on the likelihood of achieving successful exits in investee firms. We argue that the differences in strategic goals and the way venture managers are appointed and incentivized may affect the exit way achieved by different types of captive VCFs. In particular, we focus on private captive VCFs solely funded by a corporation or a financial institution, as well as on semi-captive VCFs jointly funded by several entities. We find that captive VCFs backed by corporations show a higher likelihood of exiting their portfolio firms more successfully than those backed by financial institutions and semi-captive VCFs. VCFs backed by corporations seem to have strategic goals that are compatible with the maximization of portfolio return, and their venture managers may contribute with valuable specific industry knowledge. Conversely, the managers of VCFs wholly owned by financial institutions rarely contribute with industry and technology knowledge and are even more affected by the lack of adequate compensation packages.

Influence of Executive Compensation on Firm Risk-Taking Behavior in Qatar

Purpose: The aim of the study was to assess the influence of executive compensation on firm risk-taking behavior in Qatar. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: The study indicated that the structure and magnitude of executive compensation can significantly impact the risk profile of a firm. When executives are rewarded with substantial stock options and performance-based incentives, they are often motivated to pursue riskier strategies that have the potential for higher returns, aligning their interests with those of shareholders. However, this can also lead to excessive risk-taking, which may jeopardize the firm's stability if not managed properly. Conversely, fixed salaries and lower levels of variable compensation tend to promote more conservative decision-making, reducing the propensity for risk. The balance and design of executive compensation packages are thus crucial in ensuring that executives take calculated risks that contribute to sustainable firm growth rather than engaging in hazardous financial behaviors that could lead to adverse outcomes. Implications to Theory, Practice and Policy: Agency theory, tournament theory and stewardship theory may be used to anchor future studies on assessing the influence of executive compensation on firm risk-taking behavior in Qatar. Implement compensation structures that strategically align executive incentives with organizational risk strategies. Collaborate with regulatory bodies to enhance governance frameworks that govern executive compensation.

Evaluating the relationship between compensation package and job satisfaction among healthcare employees

Evaluating the relationship between compensation package and job satisfaction among healthcare employees

Career Progression as Predictor on Job Satisfaction of Academic Librarians in the Bicol Region, Philippines

Career progression is an employee’s professional development that provides security, satisfaction, and a sense of professional fulfillment. This study determines the effect of career progression as a predictor of job satisfaction for academic librarians in the Bicol Region. Specifically, this aims to determine the respondent’s personal, professional, and employment profile; level of job satisfaction in terms of career progression, work motivation, working environment, fair compensation, job security, and administrative support; the significant difference in the level of job satisfaction and the perceived challenges and opportunities encountered as they progress in their career. This study utilizes a convergent parallel mixed method with 113 respondents, comprising 63 from private HEIs and 50 from public libraries, including SUCs and LUCs. Findings revealed that school administrators gave career progression due importance. Good working environment was provided; however, the compensation package is not that attractive compared to Public HEIs. Lack of administrative support was observed; hence, it was recommended that School Administrators, would show commitment towards the improvement/advancement of libraries through enough funding. Librarians may also seek sponsorship/scholarships to improve their education and training. However, well-planned policies and conditions for these benefits could be articulated in the personnel and library administrative manual. Likewise, Human Resource Managers may consider calibrating the compensation and benefits of librarians to be at par with the faculty in compliance with the equivalency of librarians to teachers.

Say on Pay Laws and Insider Trading

ABSTRACT We examine whether mandatory adoption of say on pay increases executives’ incentives to engage in insider trading to compensate for the negative impact of say on pay on the value of their explicit compensation packages. Our empirical design exploits the staggered adoption of say on pay laws across 14 countries over the 2000–2015 period. We find that mandatory adoption is associated with a material increase in insider trading profits, especially in firms where executive pay is most affected. The increase in insider trading profits is driven mostly by more frequent and larger profitable insider sales, consistent with executives’ desire to reduce their greater exposure to firm-specific risk while increasing their trading profits. Overall, our results highlight the importance of considering potential effects on insider trading incentives when designing compensation reforms and when assessing their effectiveness. Data Availability: All data used in the paper are available from cited public sources. JEL Classifications: G30; G34; G38; J33; K22; M12; M16.

Economic significance and environmental impacts of the Song Dam Drinking Water Project (SDDWP) in Garhwal Himalaya

With the population growth through natural growth and migration, coupled with the city expansion, it is the fact that Dehradun City in India faces severe water scarcity. Therefore, the Song Dam Drinking Water Project (SDDWP) is proposed to provide ample drinking water to Dehradun City and its suburban areas. This paper examined economic significance and environmental impacts of the SDDWP in Garhwal Himalaya, India. To conduct this study, we collected data from both primary and secondary sources. There are 12 villages and 3 forest divisions in the surrounding areas of the proposed dam project, of which 3 villages will be fully submerged and 50 households will be affected. For this study, 50 heads of the households were interviewed in the 3 submerged villages. The questions mainly focused on economic significance, environmental impacts, and rehabilitation issues of the dam project. The findings of this study indicate that economic significance of the dam project is substantial, including providing ample water for drinking and irrigation, contributing to groundwater recharge, creating job opportunities, and promoting the development of tourism and fisheries in the Doon Valley. In terms of the rehabilitation of the affected people, there are only 50 households in need of rehabilitation. Currently, the arable land of these affected people is not sufficient to sustain their livelihoods. The entire landscape is fragile, rugged, and precipitous; therefore, the affected people are willing to rehabilitate to more suitable areas in the Doon Valley. Moreover, it is essential to provide them with sufficient compensation packages including the compensation of arable land, houses, cash, common property resources, institutions, belongingness, and cultural adaptation. On the other hand, the proposed dam project will have adverse environmental impacts including arable land degradation, forest degradation, loss of fauna and flora, soil erosion, landslides, and soil siltation. These impacts will lead to the ecological imbalances in both upstream and downstream areas. This study suggests that the affected people should be given sufficient compensation packages in all respects. Afforestation programs can be launched in the degraded areas to compensate for the loss of forest in the affected areas.

Complexity of CEO compensation packages

This paper examines complexity in CEO compensation contracts. We develop a measure of compensation complexity and provide empirical evidence that complexity has increased substantially over time. We document that complexity results not only from factors reflecting efficient contracting, but also from external pressures from compensation consultants, institutional investors, proxy advisors, and attempts to benchmark to peers, with these external factors having greater impact in more recent years. Examining consequences of contract complexity, we find an association with lower future firm performance that is related to the influence of external factors on compensation design. We further find this relation is partially mitigated when a contract's performance metrics are more highly correlated, consistent with information processing costs hampering decision-making. Collectively, these findings confirm concerns raised by investors and the media regarding compensation complexity and can inform boards in their design of CEO pay packages.

The Influence of Recruitment Strategy, Employee Morale, and Compensation Packages on Talent Acquisition in Technology Companies in Indonesia

This study examines the effect of recruitment strategy, employee morale, and compensation package on talent acquisition in technology companies in Indonesia through a quantitative analysis. Data were collected from 150 employees using a structured questionnaire, and analysis was conducted using Structural Equation Modeling (SEM) with Partial Least Squares (PLS). The results indicate significant positive relationships between recruitment strategy, employee morale, compensation package, and talent acquisition. Effective recruitment strategies, positive employee morale, and competitive compensation packages are crucial for attracting and retaining top talent in the technology sector. The findings provide practical implications for organizations to optimize talent acquisition practices and enhance organizational performance in the digital age.