Compensation Practices Research Articles

Assessment of Performance-Based Compensation on Employee Performance at Chuka Level Five Hospital in Tharaka Nithi County, Kenya

High focus is put on the provision of health services and service providers in Kenya, since the Health Sector is seen as one of the vital service providers and is one of the pillars of vision 2030. Priorities in public healthcare systems must be set for a variety of areas, including but not limited to human resource management (hiring, orienting, and developing staff, keeping them in their positions, ensuring their well-being, encouraging their active participation, and rewarding their dedication). The purpose of this study was to determine the effects of performance based compensation on employee performance of Chuka level five hospital in Tharaka Nithi County. Guided by Ability motivation opportunity theory. The study used descriptive research design, targeting a population of 484 health workers in Chuka level five Hospital in Tharaka Nithi County, from which a sample size of 219 was determined using Yamanes formula. A stratified random sampling was used in selecting the health workers, the study further used simple random sampling within the different strata to select 205 health workers and 14 health management team members from the hospital. Purposive sampling was adopted for small populations like the hospital administrators in this study. A pilot study was used to pretest data collection instrument before data collection for validity and reliability. Questionnaires and scheduled interviews were used in gathering information. The results of bivariate regression indicated that compensation practices have a statistically significant impact on the employee performance. Thus, based on the evidence from this study, compensation practices used by the hospital have statistically significant effect on employee performance.

Improving Land Governance in Nigeria: The Case of Compulsory Acquisition and Compensation Practice

Improving Land Governance in Nigeria: The Case of Compulsory Acquisition and Compensation Practice

Structural Racism in Psychiatric Research Careers: Eradicating Barriers to a More Diverse Workforce.

Investigators from minoritized backgrounds are underrepresented in psychiatric research. That underrepresentation contributes to disparities in outcomes of access to mental health care. Drawing on lived experience, scholarly qualitative reports, and empirical data, the authors review how the underrepresentation of minoritized researchers arises from interlocking, self-reinforcing effects of structural biases in our research training and funding institutions. Minoritized researchers experience diminished early access to advanced training and opportunities, stereotype threats and microaggressions, isolation due to lack of peers and senior mentors, decreased access to early funding, and unique community and personal financial pressures. These represent structural racism-a system of institutional assumptions and practices that perpetuates race-based disparities, in spite of those institutions' efforts to increase diversity and in contradiction to the values that academic leaders outwardly espouse. The authors further review potential approaches to reversing these structural biases, including undergraduate-focused research experiences, financial support for faculty who lead training/mentoring programs, targeted mentoring through scholarly societies, better use of federal diversity supplement funding, support for scientific reentry, cohort building, diversity efforts targeting senior leadership, and rigorous examination of hiring, compensation, and promotion practices. Several of these approaches have empirically proven best practices and models for dissemination. If implemented alongside outcome measurement, they have the potential to reverse decades of structural bias in psychiatry and psychiatric research.

Executive Compensation Tied to ESG Performance: International Evidence

ABSTRACTUsing a wide sample of international publicly traded firms, this paper studies the rapidly increasing practice of incorporating Environmental, Social, and Governance (ESG) metrics in executive compensation contracts. Our evidence suggests that this compensation practice varies at the country, industry, and firm levels in ways that are consistent with efficient incentive contracting. We also observe that reliance on ESG metrics in executive compensation arrangements is associated with engagement, voting, and trading by institutional investors, which suggests that firms could be adopting this practice to align their management's objectives with the preferences of certain shareholder groups. Finally, we find that the adoption of ESG Pay is accompanied by improvements in key ESG outcomes, but not by improvements in financial performance.

When Liability Is Not Enough: Regulating Bonus Payments in Markets with Advice

We introduce a model of advice in which firms steer advisors through nonlinear incentive schemes. In addition to developing an isomorphism to pricing with mixed bundling, we obtain three main insights. First, firms optimally use nonlinear bonuses to economize on the rent paid to advisors. Second, equilibrium bonus payments induce advisors to make biased recommendations that are artificially contingent on each other, resulting in an inefficient allocation. Third, if advisor liability is stepped up, firms respond by increasing the size of the bonus, leaving advisor bias unchanged. These results shed light on prevailing compensation practices for advisors and support direct regulatory interference. This paper was accepted by Joshua Gans, business strategy.

Land acquisition, compensation, and expropriation practices in the Sabata Town, Ethiopia

This study investigated the factors affecting the consent of households dispossessed by industrialization to change job in Sabata Town in Central Ethiopia. Questionnaires to 205 dispossessed households, 10 focus group discussion and 19 key informants were analyzed for the study. The data collected were described using qualitative analysis and descriptive statistics. It was found that land acquisition and expropriation for industrial development is on the rise in Sabata Town. The study findings revealed that the expropriated households’ has negatively affected by the displacement action through reducing job opportunity, curtailed their subsistence farming, and contributed to upsurge in poverty. Lack of decision power, demolition of property by court decision, and dearth of clean environment were also negatively associated with the expropriated households’ to change job. The consent of the expropriated households to change job emanated from the arbitrary nature of property valuation for land acquisition for industrial development that did not offer sustainable income generation. Thus, there should be initiation of property valuation institution and creation of safe environment for the society.

『조직과 인사관리연구』에 게재된 인사관리 분야 논문 분석 및 향후 연구방향 제언

This study attempts to analyze the articles published in the Korean Journal of Organization & Human Resource Management from 1980 to May 2022, and to suggest for the future research directions. The total number of published articles in the journal is 297. This paper suggests the main characteristics of articles and research trends depending on themes and phases. More specifically, the main themes can be classified into general human resource management/ strategic human resource management, recruitment/selection and turnover practices, employee evaluation practices, compensation practices, human resource development, global human resource management & development, job, and etc. Moreover, the phases can be divided into 1980-1990s (the Asian financial crisis), 2000s (the glabal financial crisis), and post-2010s (global hyper-competition). In addition to descriptive statistics, this study tried to analyze the research trends by utilizing untypical text mining with Python. Furturemore, this study suggests the global research trends by using SciVal of Elviser. Based on these findings, in the discussion part, this study suggests future research directions in the human resource management field.

Talent management practices: study of university academics in Malaysia shows positive effect of talent management practices on performance

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsA study of Malaysian private universities showed how talent management (TM) practices comprising talent recruitment (TRP), training and development (T&DP) and compensation practice (CP) have a significant effect on employee performance. The results also show employee engagement (EE) partially mediates the relationship between T&DP, CP and EP, while EE does not mediate the relationship between TRP and EP in MPUs.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

HIGHER EDUCATION GOVERNANCE ANALYSIS (EMPIRICAL STUDY ON MUHAMMADIYAH UNIVERSITY IN JAKARTA)

Functioning of the role of group manager in the management of the organization can improve productivity. However, the function is also a phenomenon in the relationship between principals and agents, where there is a divergence of interests between owners and managers of organizations who then create the agency problem, because basically the agent has their own interests. This is where the role of control is needed to suppress agency problems. Departure from this idea, the research aim is to understand the mechanisms of control and rational behavior of agents in the practices of elections, financial reporting, and compensation. The study concludes: 1) the norms and cultural values appear to be more prominent than economic value in the control mechanism. Norms and values restrict the organization's behavior and justify the sanction for any inappropriate behavior in the system. Lack of commitment and socialization occur relatively high on the system of organization members who continually give up some or all personal interests to become a member of Muhammadiyah; 2) the rationality that is developed within the organization is a form of mental construction agent based on social experience, character local and specification. Muhammadiyah values tradition that was developed by Ahmad Dahlan have become the source of agent, especially in the rationalization measures gain legitimacy from the environment.

A study case of China on inter-regional carbon compensation from the perspective of carbon neutrality

The study follows the Coase theorem to solve the externality dilemma. By taking China's carbon compensation practice as a research case, this paper aims to provide evidence on pushing forward carbon compensation among regions. From the perspective of carbon neutrality, this paper takes China's regional net carbon source, which is the carbon source that differs from the carbon sink, as the environmental background value. This study modifies each China's environmental background value twice by considering each region's carbon resources endowment and the national carbon neutrality goal. With the method of principal component analysis and carbon compensation priority theory, this study builds each region's carbon compensation coefficient, recognizes the major compensation-related regions in priority, and reports the carbon compensation dollar values for each region. The main contribution of this paper is the theoretical model constructed by considering the theory of sustainable economic development with regional equality and a case study. This case study prioritizes carbon compensation order, which complements the existing literature that presents the amount of carbon compensation.

The Impact of Performance Appraisal and Compensation Practices on Employee Performance of NIFS

The Impact of Performance Appraisal and Compensation Practices on Employee Performance of NIFS

Can We Talk About Pay Discrimination/Equal Pay/Strategic Compensation Practices? An Exploratory Study on Framing Gender Pay Inequity

AbstractSituated within the public will and political will framework, this paper explores frames to address the social issue of gender pay inequity. Specifically, the authors examine whether demographic characteristics affect perceived acceptability of different frames describing gender pay inequity and perceptions of this social issue. First, the authors identified 26 terms used to discuss gender pay inequity; this list was narrowed to 12, representing four categories. Next, the authors solicited sentiment reactions to those frames and perceptions of gender pay inequity. Taken together, the results indicated that although respondents had consistently positive reactions to the frames fair pay, equal pay, and pay fairness, perceptions varied across demographic groups. The biggest effects were consistently for political party-related variables. One frame, strategic compensation practices, emerged as a value-neutral frame that could potentially be used to reframe the issue and re-engage business and political stakeholders who do not perceive gender pay inequity as problematic.

How Can the Retention of Indonesian Digital Industry Employees Be Improved? The Mediating Role of Perceived Organizational Support

Wages and benefits in the digital sector have historically been low, and employers are often unable to raise wages due to small profit margins. Employee welfare, on the other hand, must be ensured if employees are to remain loyal to the company and contribute more. This can also be generated with compensation. Existing research has demonstrated that low compensation is a significant factor for a high rate of turnover in the digital industry. Therefore, the present study aimed to investigate two factors: compensation practices and turnover intention. The impact of perceived organizational support in mediating the relationship between compensation practices and turnover intention is also investigated in this study. The questionnaire was gathered from 106 respondents from digital industry employees. This study used non-probability sampling with the simple random sampling technique. Hypothesis were tested using SPSS and Sobel test. The result shows that compensation has no significant impact on turnover intention. However, the researchers found that perceived organizational support could mediate the impact of compensation on turnover intention. The findings of this study serve as a caution to businesses to address these difficulties to improve their overall performance. Companies should engage more in the employees’ welfare to reduce turnover and to retain them, rather than focusing on compensation alone.

Effect of Employee Management Practices on Employee Performance in Trans Nzoia County Government, Kenya

This paper examines the relationship between human resource management practices and employee performance in Trans Nzoia County government. Despite receiving considerable funds from the National Treasury and other local revenue, underperformance as a problem among employees characterizes most of the county governments in the country; underperformance in the county is depicted by failure to meet set targets, late coming, unjustified absenteeism, and unsatisfactory revenue collection. The paper specifically focused on the influence of compensation and career management practices on employee performance. The paper is an output of a study that was carried out on “human resource management practices and employee performance” in Trans Nzoia County. The study was guided by Human Capital Theory advanced by Theodore Schultz. It employed a correlational survey design. The target population comprised all the102 employees attached to the Department of Public Service Management in Trans Nzoia County. A questionnaire was used to collect primary data. Both descriptive and inferential statistics were used to analyse the collected data. The regression analysis results indicated that both compensation and career management practices (β1= 0.462, P value=0.000<0.05 and β4 = 0.579, P value=0.000<0.05) respectively had a significant positive effect on employee performance. It was concluded that both compensation and career planning affect employee performance. The paper thus, makes contribution to the extant literature regarding relationship between HRM practices and employee performance by establishing that compensation and career management practices are essential in predicting employee performance specifically in Trans Nzoia County government since a similar study had not been conducted in the area. Furthermore, the study recommends that county governments in Kenya should design effective compensation policy that will ensure employees are compensated according to the value they bring to the organization and the market standards, additionally employees should be allowed to embrace career planning prospects in fast tracking their career goal progress, self-management and professional abilities.

Compensation Practices with in the Pennsylvania Intellectual Disability/autism Field 2022 Survey

Pennsylvania (USA) providers of intellectual disability supports and services were surveyed regarding compensation and retention of Direct Support Professionals. Slightly over 100 (101) provider agencies, employing 21,172 Direct Support Professionals responded to the survey. Analysis revealed that the average hourly salary for Pennsylvania Direct Support Professionals was $16.83. Turnover was calculated to be 37% per year, and at the time of the survey, 20% of all Direct Support Professional positions were vacant.

The impact of corporate governance on default risk: BERTopic literature review

This study utilizes the BERTopic methodology, a topic modelling tool that facilitates a meticulous exploration of existing literature, to comprehensively review the interplay between corporate governance and default risk. Through analysis of diverse empirical studies, it delves into understanding how corporate governance practices influence default probability. The study underscores the importance of effective governance mechanisms — board attributes, ownership structures, executive compensation, shareholder rights, and disclosure practices — in molding default probabilities. It also highlights the role of external governance mechanisms and regulatory frameworks in managing default risk. Notably, this research advocates for further investigation into emerging governance models and their integration with modern machine-learning techniques to amplify their impact.

ASSESSING THE IMPACT OF HUMAN RESOURCES MANAGEMENT PRACTICES ON EMPLOYEE ENGAGEMENT IN SOUTH AFRICA

Employee engagement has become an area of interest among scholars and corporates alike. Employees who are not engaged do not perform at their maximum and this effect productivity. Hence, it is important for organisations to establish factors influencing levels of engagement. This study assesses the impact of selected HRM practices in the Gauteng Cooperative Governance and Traditional Affairs Department. This study employed the quantitative approach using a survey in the form of a questionnaire. A systematic sampling method was used, from the population (N=376). The questionnaire was distributed to a sample of (n=188) respondents and 157 questionnaires were valid. The results indicated a weak positive correlation between (HRM practices) recruitment, appointment and selection; compensation, rewards and benefits, performance appraisal; and employee engagement with p-values of (r=.07, n=157, p=.38); (r=.23, n=157, p=.00); and (r=.20, n=157, p=.01) respectively. The former was not statistically significant, while the latter two were statistically significant. Collinearity between variables was found to be (β=.07, t (.87) =.38, p0.05); and (B=.18, t (2.58) = 0.11, p>0.05). Recruitment, selection and appointment practices did not predict employee engagement whereas compensation, rewards and benefits practices, and performance appraisal practices predicted employee engagement. The analysis of variance (ANOVA) model was statistically significant (F (3.154) = 4.183, p=.01). The R-Squared (R2) was 8% and the Durbin-Watson statistic 1.93. The results contributed to the available literature on employee engagement.

Effect of Compensation on Employee Job Performance of Deposit Money Banks in Kano State, Nigeria

This study examines the effect of compensation (measured by financial and non-financial compensation) on employees’ job performance at Deposit Money Banks (DMBs) in Kano State, Nigeria. The study adopted a survey research design. The population used for the study comprised 1382 out of which a sample size of 372 (including the attrition rate) was determined using Yamane's (1967) sample sizes determination formula and a convenient sampling technique was used to select the respondents. The study utilized an adapted questionnaire as the instrument for data collection. The data collected for the study were analyzed using Partial Least Square Structural Equation Modeling (PLS-SEM) in determining the measurement, structural models and hypotheses testing through SmartPLS 3.0 software. The study found that financial compensation has a positive and significant effect on employee job performance, while nonfinancial compensation has a positive but insignificant effect on employee job performance of DMBs in Kano State, Nigeria. The study concludes that compensation influences employees’ job performance at Deposit Money Banks (DMBs) in Kano State, Nigeria. It is therefore recommended that the management of DMBs in Kano State, Nigeria should continue to maintain their financial compensation practice to their employees by way of making prompt payment of all the financial entitlement of their staff and ensure proper management of payroll to gain employees' commitment to their jobs. The management of DMBs in Kano State, Nigeria should also pay attention to all non-financial compensation such as leaves, good working environment, welfare etc to their employees to motivate them to stay and be committed to their jobs.

일본의 송변전설비 건설에 따른 보상제도 연구

Residents’ damage caused by the construction of transmission and substation facilities can be largely divided into property damage, environmental damage, and health damage. Among them, landscape damage, environmental damage, and a decrease in the transaction value of adjacent land due to the construction of transmission and transmission facilities are becoming a major problem. Of course, residents also claim damage from electromagnetic waves. The construction compensation system for transmission and substation facilities consists of steel tower compensation under the Electricity Business Act, transmission line site compensation, property compensation under the Songju Act, housing purchase compensation, and resident support system. In addition, there are compensations set by the Land Compensation Regulations, which are the internal standards of KEPCO, and the practical standards for appraisal. In the transmission and transmission facility compensation system, the future value of land is already indirectly reflected through the three-dimensional use inhibition rate and the additional correction rate. In order to rationalize the compensation system for transmission and transmission facilities, it is required to unify distributed acceptance and compensation regulations. In addition, the Land Compensation Regulations, which take into account exceptions arising from compensation practice, require agreement with the laws and regulations in preparation for audit by the Board of Audit and Inspection. In the loss compensation system related to the installation of transmission and substation facilities, since the transmission tower and substation permanently use land, in principle, the ownership of the land is acquired by expropriation of land that deprives individuals of property rights. However, the transmission and transmission lines mainly take the method of acquiring the public use right for the transmission line site according to the public use of only a specific part of the land or underground. However, in relation to the public use of the transmission line site, loss compensation is made according to the license setting, which is called ‘Road Right Compensation’, ‘Load Compensation’, and ‘Load Compensation’ or ‘Transmission Line Site Compensation’ in that the line is mainly a problem in Korea. With the recent construction of transmission and transmission facilities, it is required to change the compensation paradigm that reflects the future value of the land due to the decline in the transaction value of the site and adjacent land. In this regard, Korea, like Japan, deserves to consider the annual user fee payment method in the lump sum compensation method according to the previous principle of lump sum payment. This study aims to derive implications for improving the compensation system under related laws and regulations that stipulate compensation for land price declines in surrounding areas and compensation for land expropriation or use of land with transmission and substitution facilities in Japan.

일본의 송변전설비 건설에 따른 보상제도 연구

Residents’ damage caused by the construction of transmission and substation facilities can be largely divided into property damage, environmental damage, and health damage. Among them, landscape damage, environmental damage, and a decrease in the transaction value of adjacent land due to the construction of transmission and transmission facilities are becoming a major problem. Of course, residents also claim damage from electromagnetic waves. The construction compensation system for transmission and substation facilities consists of steel tower compensation under the Electricity Business Act, transmission line site compensation, property compensation under the Songju Act, housing purchase compensation, and resident support system. In addition, there are compensations set by the Land Compensation Regulations, which are the internal standards of KEPCO, and the practical standards for appraisal. In the transmission and transmission facility compensation system, the future value of land is already indirectly reflected through the three-dimensional use inhibition rate and the additional correction rate. In order to rationalize the compensation system for transmission and transmission facilities, it is required to unify distributed acceptance and compensation regulations. In addition, the Land Compensation Regulations, which take into account exceptions arising from compensation practice, require agreement with the laws and regulations in preparation for audit by the Board of Audit and Inspection. In the loss compensation system related to the installation of transmission and substation facilities, since the transmission tower and substation permanently use land, in principle, the ownership of the land is acquired by expropriation of land that deprives individuals of property rights. However, the transmission and transmission lines mainly take the method of acquiring the public use right for the transmission line site according to the public use of only a specific part of the land or underground. However, in relation to the public use of the transmission line site, loss compensation is made according to the license setting, which is called ‘Road Right Compensation’, ‘Load Compensation’, and ‘Load Compensation’ or ‘Transmission Line Site Compensation’ in that the line is mainly a problem in Korea. With the recent construction of transmission and transmission facilities, it is required to change the compensation paradigm that reflects the future value of the land due to the decline in the transaction value of the site and adjacent land. In this regard, Korea, like Japan, deserves to consider the annual user fee payment method in the lump sum compensation method according to the previous principle of lump sum payment. This study aims to derive implications for improving the compensation system under related laws and regulations that stipulate compensation for land price declines in surrounding areas and compensation for land expropriation or use of land with transmission and substitution facilities in Japan.