Compensation Structures Research Articles

First experiences with the introduction of genetic counselors in human genetic services in the German-speaking countries.

In 2019, the Medical University of Innsbruck introduced the first Genetic and Genomic Counseling master's program in the German-speaking countries. A major challenge of this process was the absence of practicing Genetic Counselors (GC) in these countries, leading to a lack of experience with GCs in medical genetic services and the absence of a legal framework for the profession. Consequently, student placements within the program commenced with neither the students nor their supervising consultants having any previous experience of collaborative teamwork between clinical geneticists and GCs. To share insights from the initial implementation phase, supervising consultants from the seven student placement institutes were invited to participate in semi-structured interviews guided by open-ended questions. From these interviews, three models of interprofessional teamwork between GCs and clinical geneticists emerged: (1) the alternating or tandem model, (2) qualified preliminary and follow-up patient interviews, and (3) the provision of genetic (counseling) services without genetic counseling in the legal sense. In addition, the interviewees provided recommendations for addressing legal concerns and for the effective establishment of appropriate compensation structures for GCs within the German-speaking countries. Clinical geneticists taking part in the study estimated that the integration of GCs could potentially enhance their counseling capacity by as much as 50%. Importantly, they did not foresee any reduction in counseling quality caused by the inclusion of GCs. This study provides evidence that the GC profession can provide additional skills to human genetic services and positively impact both patient support and overall capacity of genetic services also in the German-speaking countries.

Corporate Governance: Exploring Key Concepts, Mechanisms, and Historical Evolution

Corporate governance involves several key concepts that help define its scope and purpose. Though review of key corporate governance concepts and historical evolution is widespread in the extant literature, detailed review across the globe is limited. Motivated by this dearth, this study reviewed these concepts and explored how firms rely on them to implement effective corporate governance. The study employed documentary and descriptive research methods to review concepts of corporate governance, systems, mechanisms and historical perspectives around the world. Our study discovered that understanding internal controls helps ensure compliance, minimize risks and safeguard the firm’s assets. Similarly, the study discovered that executive compensation structures help align management interests with shareholder value and external oversight through auditing and regulation which provides an unbiased assessment of the firm’s financial reports. Our historical perspective of corporate governance highlighted significant milestones that have shaped its evolution. Importantly, these include reports and acts aimed at addressing corporate scandals and improving governance practices. We also discovered that to improve corporate governance standards worldwide, multilateral organizations like the Organisation for Economic Cooperation and Development (OECD) among others have played a number of roles in developing international guidelines and codes of best practice. Further, the study explored the dynamic nature of corporate governance in response to evolving economic, social and technological trends. The study concluded that understanding the concepts, systems, mechanisms and historical perspectives of corporate governance is essential for firms and stakeholders to maintain transparency, accountability and sustainable performance.

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.

Leveraging Technological Research Methodologies to Improve Employee Performance in Organizations

The effective management of human resources in organizations is imperative for attaining optimum performance and eventual profitability. The increasingly competitive marketplace has compelled organizations to work towards attaining operational excellence, which heavily relies on the performance of its human resources. The adoption of cutting-edge research techniques has emerged as a pivotal strategy as organizations endeavour to achieve operational excellence. However, human resource managers have had to grapple with various challenges associated with the management of employee data generated and managed through digital platforms and tools, including issues such as data safety and security. This paper explores the intersection between tech-enhanced, advanced research methodologies and employee performance that is geared toward sustainable economic growth at the organizational level. Notably, the paper examines big data analytics as a tech-enhanced research tool leveraged by organizations in a bid to understand their human resource and the best way they can be managed to ensure high performance, which translates into high productivity and competitiveness in their respective sector or industries. In particular, this paper conducts a comprehensive review of recent extant literature regarding the adoption of big data analytics, which has revolutionized how organizations collect and analyze vast amounts of data, thereby enhancing their decision-making process. The reviewed literature focused on human resource aspects such as recruitment and selection; employee development; employee performance management and compensation structures. The review revealed that big data has emerged as a critical tool for managing large volumes of data that are acquired via numerous digital tools as organizations grapple with the integration of technology into their human resource practices. The technologies have helped human resource managers with these structured and unstructured data, they gain insight that in turn, guides their decision-making processes and improves the overall operational efficiency. The review outlines the transformative potential of integrating big data tools with human resource management and recommends that organizations should invest in these tools to enhance their recruitment and selection, employee development, performance measurement and upgrade their compensation structure.

Exploring Social Worker Pay: The Role of Employer Practice Setting, Licensure, and Degree Type

ABSTRACT There is limited information about how the career choices of social workers, including attaining a license or advanced degree, influence earnings in the profession. This study explored predictors of earnings among recent social work graduates in Alabama. A block regression analysis explored the relationship among degree level, employer practice setting, licensure status, and earnings among 1,863 recent graduates attaining a bachelor’s or master’s degree in social work. Our findings confirmed that having an advanced degree is associated with increased earnings. Employer practice setting was the strongest predictor of earnings. Results provide valuable information about career choices and compensation structures for a growing profession.

Executive pay restrictions, political promotion, and firm efficiency: Evidence from China

Using the mandatory reform in executive pay restrictions within Chinese state-owned enterprises (SOEs) as a quasi-natural experiment, we investigate the effects of compensation incentives and political promotion on firm efficiency. Our difference-in-differences analyses reveal that firm efficiency significantly decreases following the reform, and political promotion can attenuate this negative association. Firm risk-taking is a potential mechanism underlying this observed phenomenon. The negative relationship and mitigation effect are more pronounced for central SOEs and commercial class II SOEs. Furthermore, these findings exhibit variations based on distinctive attributes in compensation structures, CEO characteristics, and political promotion ranks. Overall, our study underscores the complementary roles of explicit and implicit incentives within SOEs, providing a strong rationale for government regulation and reform of executive compensation.

Analyzing the Impact of Executive Excess Compensation on Organizational Technological Innovation: Evidence from Bangladesh Pharmaceuticals & Chemicals Industry

This study analysing the impact of executive excess compensation (EEC) that is influencing the quality and efficiency of Organizational Technological Innovation (OTI). Using the Agency Theory, the Resource-Based View (RBV) and Upper Echelons Theory perspective in this study, the study has identified the compatibility of Executive Excess Compensation (EEC) with Organizational Technological Innovation (OTI) and then it has focused on investigation of the relationship between Executive Excess Compensation (EEC) with Organizational Technological Innovation (OTI) and for this quantitative analysis has been done by the usage of a structural equation modelling (SEM) approach by the usage of SmartPLS software. The findings regarding the compatibility of EEC with OTI suggest even a strong alignment between the executive compensation levels and the organization’s innovation capabilities. This indicates that companies offering the executive excess compensation which tend to demonstrate greater innovation efforts that is potentially driven by incentives linked to the compensation structures. Further, the analysis has revealed that higher levels of EEC were consistently associated with the overall greater technological innovation efficiency and to the technological innovation quality which is indicating on a robust relationship between executive pay and innovation performance. The results of this study ultimately provide empirical support for the notion that executive compensation plays a crucial role in case of driving innovation initiatives within organizations which is particularly in the pharmaceutical and chemical sectors of Bangladesh. The findings of the study can give insights for researchers, industry practitioners, policymakers, investors and for academics. However, the study is with some limitation and by acknowledging that further research is definitely needed to explore on the potential areas of improvement on this untapped or unique field.

Socio-economic Diversity and Employee Turnover in the Insurance Industry in Kenya

Aim: The aim of this study was to examine the nexus between socio-economic diversity and employee turnover in the Insurance Industry in Kenya. The study also aimed to evaluate the moderating effect of firm characteristics on the relationship between socio-economic diversity and employee turnover in the insurance industry in Kenya. Methods: This study adopted a combination of descriptive and correlational research designs. The insurance companies from which data was collected were the top 5 insurance companies based on market share in general insurance. The employees of those companies were drawn from the following cadres: middle-level managers, heads of departments, supervisors, and operational staff. This study utilized multi-stage sampling technique involving deliberate sampling and stratified random sampling. A sample size of 338 employees was used in the study and data was collected using a semi structured questionnaire. Descriptive analysis entailed means and standard deviations while inferential analysis entailed regression analysis. Results: The study found a positive and significant relationship between socio-economic diversity and employee turnover in the insurance industry in Kenya. It was also found that firm characteristics have no significant moderating effect on the relationship between socio-economic diversity and employee turnover in the insurance industry in Kenya Conclusion: The study concluded that through effective and competitive salaries, rewarding and giving benefits and commissions to the employees without favoring others, the employees would not think of leaving their respective companies. Recommendations: The insurance companies through the management should ensure that they come up with competitive compensation structures for their workers, ensuring that varied pay is justified to mitigate employee turnover. The insurance companies should offer competitive salaries. Benefits, and commissions, should be given competitively to employees who are talented and who contribute much to the companies. This helps in steering employee productivity and retention thus enhancing firm performance. The Insurance Regulatory Authority and the Association of Kenya Insurers should put in place effective policies to ensure that the companies pay their employee's reasonable salaries.

Uncovering Ethical Behavior: A Causal Factors Perspective of Control Systems and Compensation

This research examines the effects of internal control, compliance, management remuneration, and work ethic on auditors' ethical behavior. The study involved 46 auditors from a public accounting firm in Central Jakarta, using purposive sampling. Both quantitative and descriptive statistical methods, along with multiple linear analysis, were employed. Data was collected through a questionnaire assessing internal control, compliance, management compensation, work ethic, and auditors' ethical behavior. Findings reveal that internal control and compensation significantly influence auditors' ethical behavior. However, management compensation alone does not have a significant effect. Work ethic also has a substantial impact on ethical behavior. Collectively, internal control, compliance, management compensation, and work ethic significantly affect auditors' ethical behavior. Managerial implications include the necessity for robust internal control systems to prevent unethical conduct and designing management compensation structures that do not incentivize unethical behavior.

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.

Harmonizing Rights and Rewards: Music NFTs as a Paradigm for Equitable Compensation in the Digital Era

This paper provides a critical examination of Music Non-Fungible Tokens (NFTs) within the context of the digital transformation of the music industry, focusing on the implications for equitable artist compensation. As digitalization reshapes consumption and revenue models, the advent of Music NFTs, predicated on blockchain technology, presents a nuanced paradigm for artist-fan interactions and compensation structures. Through an interdisciplinary methodology that integrates literature review and expert interviews, this study scrutinizes the operational mechanisms of Music NFTs, their potential to reconfigure the economics of music production, and the attendant legal and technical challenges. While Music NFTs proffer an innovative approach to direct artist revenue and engagement, this inquiry reveals a complex landscape fraught with legal ambiguities, technological hurdles, and market volatility. The findings underscore the dialectical relationship between the potential benefits of Music NFTs for artists and the prevailing challenges that circumscribe their efficacy.

Regulatory and investor demands to use ESG performance metrics in executive compensation: right instrument, wrong method

ABSTRACT The growing acknowledgment of the need to transition to sustainability in corporate governance has led to the scrutiny of and the infusion of non-financial environmental, social, and governance (ESG) goals into the traditional incentive-based executive remuneration frameworks. The swift adoption of ESG metrics in executive compensation by global corporations and their endorsement by influential institutional investors and various regulatory bodies highlight this trend. This article challenges the effectiveness and necessity of universally applying standard ESG metrics in compensation structures and aims to construct a framework for a more contextual and nuanced application of ESG-linked executive compensation. The analysis highlights the limitations of ESG objectives unrelated to shareholder value and demonstrates the limited circumstances where some company specific ESG objectives can drive rapid changes in targeted performance by drawing attention to these objectives. These findings question the evolving practice of a uniform integration of ESG metrics in compensation plan design of all companies and urge regulators, institutional investors, and corporate boards to adopt a more tailored, focused, and selective strategy in integrating ESG metrics into executive pay.

Enhancing Organizational Effectiveness through Job Evaluation in Manufacturing: A Scoring Method with Fuzzy ARAS Approach

Job evaluation is a critical process for organizations to enhance organizational effectiveness by establishing fair and equitable compensation structures and aligning job roles with strategic goals. This study focuses on the manufacturing industry and aims to explore how job evaluation can be optimized through the integration of the fuzzy ARAS approach. By combining method, which assigns numerical scores to job factors, and factor analysis, which identifies underlying dimensions in a set of variables, this research proposes a comprehensive approach to job evaluation in manufacturing. This study contributes to the existing body of knowledge by offering a novel approach to job evaluation in the manufacturing industry. Research findings in practice can support HR professionals and organizational leaders in improving job evaluation practices, which can ultimately contribute to improved organizational performance and competitiveness in the manufacturing sector. Future research areas include investigating the extent to which the proposed approach is applicable in different manufacturing sub-sectors and assessing its long-term impact on organizational effectiveness.

Strategic Compensation and Firm Performance: The Mediating Role of Earnings Management in Taiwan

This study bridges a notable gap in the earnings management literature by incorporating R&D expenses into a novel research model. It categorizes earnings management into two types: predictive and opportunistic. This research explores the intricate relationship among earnings management, compensation structures, and firm performance—a triad of persistent concern to regulators, practitioners, and academics alike. Our findings reveal that in Taiwan, an emerging market, corporate governance mechanisms like compensation policies significantly influence executive behavior and overall firm performance. Specifically, we demonstrate that enhancing executive compensation can improve firm outcomes by encouraging executives to engage in predictive earnings management.

An S–K Band 6-Bit Digital Step Attenuator with Ultra Low Insertion Loss and RMS Amplitude Error in 0.25 μm GaAs p-HEMT Technology

This paper presents an ultra-wideband, low insertion loss, and high accuracy 6-bit digital step attenuator (DSA). To improve the accuracy of amplitude and phase shift of the attenuator, two innovative compensation structures are proposed in this paper: a series inductive compensation structure (SICS) designed to compensate for high frequency attenuation values and a small bit compensation structure (SBCS) intended for large attenuation bits. Additionally, we propose insertion loss reduction techniques (ILRTs) to reduce insertion loss. The fabricated 6-bit DSA core area is only 0.51 mm2, and it exhibits an attenuation range of 31.5 dB in 0.5 dB steps. Measurements reveal that the root-mean-square (RMS) attenuation and phase errors for the 64 attenuation states are within 0.18 dB and 7°, respectively. The insertion loss is better than 2.54 dB; the return loss is better than −17 dB; and the input 1 dB compression point (IP1 dB) is 29 dBm at IF 12 GHz. To the best of our knowledge, this chip presents the highest attenuation accuracy, the lowest insertion loss, the best IP1dB, and a good matching performance in the range of 2–22 GHz using the 0.25 μm GaAs p-HEMT process.

Harmonic Distortion Study of a Photovoltaic Generator in a Microgrid under Disturbances

This paper describes research on the harmonic-distortion capacity of a single-stage photovoltaic (PV) 3.68 kWp generator in a microgrid configuration. An overview of various harmonic compensator methods used in PV generators is presented to evaluate their advantages and disadvantages. Proportional-resonant (PR) structures with harmonic compensators (HCs) are designed, modeled, and validated through real-time tests. The modeling of harmonic compensation structures for a photovoltaic inverter using MATLAB/SIMULINK R2022a is explained in detail. The harmonic compensation capacity of a PV generator inverter is studied under voltage harmonics, grid frequency variation, and voltage unbalance. The contributions of this work are, firstly a bibliographic analysis of various strategies currently used for harmonic compensation in grid-connected inverters and secondly, a detailed explanation of the modeling of harmonic compensation structures using MATLAB/SIMULINK. Finally, a demonstration of the improvement in energy quality that results from using harmonic compensation techniques in photovoltaic generators in microgrid configurations affected by grid disturbances is performed. The obtained results show that harmonic compensation strategies based on resonant filters are a good alternative for the reduction of harmonic voltage distortion in the presence of grid disturbances such as frequency variation and voltage unbalance.

Job quality in the Saudi Arabian banking sector: Implications for employee performance and organizational outcomes

Within the Saudi Arabian banking sector, the quality of work life emerges as a crucial determinant shaping employee performance. This research delves into the nuanced impacts of diverse job quality facets on employee efficacy within this domain. Employing a stratified random sampling methodology, 500 institutions were selected, yielding a 49.6% response rate, or 248 completed surveys, with the active engagement of senior management. Utilizing a quantitative paradigm, the study harnessed descriptive statistics and structural equation modeling (SEM) to elucidate the interplay between job quality dimensions and performance outcomes. The analysis revealed that elements like compensation structures, work-life equilibrium, and growth opportunities substantially influenced employee productivity. In contrast, most job quality facets garnered positive evaluations, and aspects related to wage and compensation exhibited room for enhancement. The research accentuates the imperative of elevating job quality benchmarks within the banking sector to augment employee contentment and performance metrics. This study’s insights advocate for stakeholders and policymakers to champion job quality as a pivotal driver for optimizing organizational effectiveness.

THE IMPACT OF COMPENSATION AND WORK ENVIRONMENT TOWARD EMPLOYEE PERFORMANCE AT PT. JAGAAMAN SARANA

This study aims to The years from 2020 to 2023 in Indonesia were marked by economic turmoil, impacting sectors like mining due to a combination of external and domestic factors. This research, centered on PT. Jagaaman Sarana in the mining industry, delves into the relationship between compensation, work environment, and employee performance, aiming to provide insights into how these factors influence employee performance during challenging economic times. This study examines compensation disparities and the effects of work environment on employee performance at PT. Jagaaman Sarana, a significant player in Indonesia's mining sector. The findings offer valuable insights for enhancing employee well-being and optimizing performance within the mining industry. The method that is used in this research is quantitative approach with purpose of descriptive research, the data werre collected through many sources and proceeeded by statistical program in Smart PLS. Object in this research is PT. Jagaaman Sarana, the independent variabel in this research is Compensation and Work Environment where the dependent variabel is employee performance. The study at PT. Jagaaman Sarana underscores a crucial nexus between compensation, work environment, and employee performance in the demanding mining industry. Rigorous tests, including robust validity and reliability assessments, affirm a substantial positive correlation. Compensation and an improved work environment collectively contribute significantly, explaining a noteworthy 67% of the variance in enhanced employee performance. These findings highlight the strategic imperative of optimizing compensation structures and cultivating positive work environments, as they play a dominant role in driving a remarkable three-quarters of the observed performance improvements. This chapter's insights provide a compelling blueprint for organizations aiming to meticulously refine their human resource management strategies, offering a potent formula for achieving not just satisfactory but superior employee performance in the dynamic landscape of the mining sector

Factors Influencing Income Smoothing Practice Among Manufacturing Firms in Kenya

This research aims to assess the factors influencing income smoothing practices among manufacturing firms in Kenya. Income smoothing, a financial management strategy used by organizations, intentionally manipulates reported earnings to achieve stable and predictable financial performance. This practice, driven by management incentives and regulatory frameworks, impacts decision-making processes and stakeholder perceptions. This study examines income smoothing practices among manufacturing firms in Kenya and recognizes the unique challenges they face, including fluctuating raw material costs and evolving regulatory environments. Based on theoretical frameworks such as agency theory and signaling theory as well as empirical findings, the factors that influence income smoothing behavior are examined. The most important influencing factors include regulatory frameworks, management incentives, industry competition and economic conditions. The study shows that during economic volatility, companies tend to adopt income smoothing measures to increase stakeholder confidence, while regulatory changes such as the introduction of International Financial Reporting Standards (IFRS) increase transparency and reduce income smoothing. In addition to the compensation structures for executives, competitive pressure and access to capital markets also shape income smoothing practices. Understanding these influencing factors provides insights into the dynamics of income smoothing and its impact on financial transparency and decision-making in the manufacturing sector in Kenya.

A Study of Employee Satisfaction at Workplace

“Employee Satisfaction at the Workplace” delves into the intricate dynamics that influence employee contentment within organizational contexts. In today’s competitive business landscape, understanding and addressing the factors that contribute to employee satisfaction is crucial for organizational success and the overall well-being of employees. This abstract serves to dissect the various dimensions that play a role in shaping employee satisfaction.“Employee Satisfaction at the Workplace” delves into the intricate dynamics that influence employee contentment within organizational contexts. In today’s competitive business landscape, understanding and addressing the factors that contribute to employee satisfaction is crucial for organizational success and the overall well-being of employees. This abstract serves to dissect the various dimensions that play a role in shaping employee satisfaction. Employee satisfaction, encompassing feelings of contentment and fulfillment in the workplace, is a pivotal aspect of organizational success. This abstract explores the various factors contributing to employee satisfaction, including organizational development, job security, work tasks, compensation policies, and opportunities for advancement. By investigating these variables, the abstract underscores the significance of understanding and addressing the diverse needs and desires of employees to foster a positive work environment. Furthermore, the abstract delves into strategies for enhancing employee satisfaction, emphasizing the importance of promoting employee engagement, providing opportunities for career development, and implementing effective compensation and benefit structures. Through a nuanced analysis, this abstract provides insights into the importance of prioritizing employee satisfaction for achieving organizational goals and maintaining a motivated and committed workforce