Employee Contributions Research Articles

Key sector identification of Nepal: an integrated approach with linkage and hypothetical extraction method

This study presents the first comprehensive key sector analysis for Nepal, using an integrated approach of linkage analysis and hypothetical extraction method with the 2022 input–output table. The empirical analysis identifies three strategically crucial sectors. Agriculture emerges as the economy’s foundation, demonstrating the highest impact on both output and value-added generation, reflecting its fundamental role in employment and GDP contribution. Wholesale Trade exhibits balanced demand–supply effects through market integration, while Financial Intermediation shows strong supply-side influence through credit intermediation services. Moreover, Construction and the Electricity, Gas, and Water Supply sectors play vital supporting roles, enhancing infrastructure development and leveraging extensive hydropower resources to boost growth potential. The analysis reveals interesting disparities between output and income generation across sectors, particularly in the Food, Beverages, and Tobacco sector. These empirical findings align with and provide evidence-based support for recent government initiatives. While acknowledging methodological limitations regarding employment and environmental data, this research establishes an evidence-based framework for strategic sector prioritization and offers policy recommendations for sustainable economic development.

Hazardous Wastes Trade: Impacts of Importing Wastes Under Entrepôt Trade, A Case Study of Sri Lanka

Despite the prohibition of transboundary trade in hazardous waste trade among countries, it occurs between developed and developing countries, mainly through some trading systems such as entrepôt trade. Sri Lanka has experience in this trade, having introduced entrepôt trade facilities in 2013. The paper reviews the case of importing hazardous wastes from the United Kingdom to Sri Lanka in 2017. Thus, 241 waste containers were imported by two private companies for recycling and re-export purposes. However, only 100 containers were utilized for the said purpose, and the other 141 containers were unused because they contained rotted toxic clinical waste such as materials disposed of mortuaries, syringes, plastics, and other wastes. Considering the serious concern of the public, the Sri Lanka Court ordered the resendment of all garbage to the origin of imports. Considering the severe effects on the economy, the paper expected to assess the effect by focusing on three aspects, i.e., factors influenced by importing wastes to the country and its economic and environmental impacts on the economy. The analysis was based on secondary data that analyzed by descriptive statistical techniques such as mean and modes. The economic Impact was assessed by reviewing the benefit of entrepôt trade indicators, i.e., employment, service companies, total revenue, and contribution to GDP encountered as cost and benefit. Environmental Impact was assessed by considering possible effects on society if hazardous waste is imported and re-exported, in view of human hazards made in Sri Lanka from time to time in terms of human and health aspects. Economic analysis reveals that logistic services and Transshipment Services positively impacted employment creation and contribution to GDP. Nevertheless, the Impact of establishing service companies and total revenue was neutral. The environmental analysis discloses the possible threats to society if it allows the import of hazardous waste. It concludes that imports of hazardous wastes to the country are harmful and socially exclusive.

Organizational citizenship behaviour relationship on challenge stress, hindrance stress and turnover intention in hotel industry employees in Java island

The high employee turnover rate in the hotel industry on Java Island, influenced by work stress and organizational behavior, poses a significant challenge to operational sustainability and service quality in this sector.This study examines the relationship between Organizational Citizenship Behavior (OCB), Challenge Stress (CS), Hindrance Stress (HS), and Turnover Intention (TI) among employees in the hotel industry on Java Island. The research investigates the distinct roles of OCB at the individual level (OCBI) and organizational level (OCBO) in influencing stress perceptions and employee turnover intentions. A quantitative approach was utilized, involving 220 hotel employees from various regions in Java. Data was collected using online questionnaires and analyzed using Structural Equation Modeling (SEM) with the SmartPLS tool. The findings reveal that OCBO significantly influences CS positively and HS significantly, while OCBI does not significantly impact either type of stress. Furthermore, HS has a strong positive effect on TI, whereas CS shows no significant impact. Interestingly, OCBO also exhibits a direct positive influence on TI. These results suggest that while OCB behaviors can enhance organizational functioning, they may also inadvertently contribute to stress and turnover intentions, especially when organizational support is insufficient. This study highlights the nuanced effects of OCB in the high-pressure context of the hotel industry. Practical implications include the need for organizations to balance employee contributions with adequate rewards and stress management strategies. Future research should explore additional moderating factors, such as organizational culture and job resources, to better understand the dynamics of stress and turnover in the hospitality sector

A Qualitative Investigation into the Experiences of Students with Developmental Coordination Disorder (DCD/Dyspraxia) in Higher Education.

Developmental coordination disorder (DCD/Dyspraxia) is a commonly misunderstood and under-recognized specific learning difficulty (SpLD) in educational settings. This lifelong condition affects fine and gross motor coordination and significantly interferes with many activities of daily living, academic achievement, and employment opportunities. However, most Higher Education Institutions (HEIs) are unaware of its prevalence within their context, even though 5% of the general population have DCD and the enrolment of students in UK Higher Education with a known disability has increased by 42.4% between 2018 and 2023. Thus, understanding the lived experiences of students with DCD within Higher Education in the UK remains a considerable gap in knowledge. Through the use of focus groups, the lived experiences of 10 students with DCD at two UK HEIs were investigated. The thematic analysis identified four main themes: 'Awareness of DCD', 'Participation in Higher Education for individuals with DCD', 'Wellbeing', and 'Everyday living'. Students shared that HEIs appeared to lack awareness of DCD and felt they had an inability to specify the correct support at university. Importantly, whilst the students in the study were not always confident in identifying the specific support they needed, they shared the strategies they used to aid their university experience. The students described the physical toll that many everyday living tasks can take, which subsequently negatively impact academic participation and wellbeing. On a positive note, many of the students discussed positive experiences at university, such as enjoying their own autonomy (and flexibility) to be independent and inform strategies for their own learning. Importantly, the findings from this work highlight the complexity and heterogeneity of DCD and the need for a tailored approach to supporting individuals with this condition. Given the importance of educational qualifications to enter the workplace, and the contribution of employment to quality of life, these findings help signpost areas where HEIs can improve the experiences of students with DCD that may also enhance academic success.

What Do Unions Do for Direct Care Workers? Assessing Employment and Economic Outcomes

Our study investigates unionization trends among direct care workers (DCWs) in the United States and examines the association between unionization and their wealth outcomes. This is a cross-sectional study using data from the Current Population Survey and Annual Social and Economic Supplement from 2009 to2023. Our study is based on US representative household surveys. The sample includes 17,522 DCWs (eg, personal care aides, nursing assistants, home health workers). The prevalence and trend in labor unionization among DCWs and the association between their union status and wealth outcomes (hourly wage, employer-sponsored health insurance, pension plans, and poverty status) were analyzed. Union status identified by formal union membership or coverage by a union without formal membership. The sample was composed of mostly women (87%); they had a mean age of 41.8 ± 14.5 years, 38.1% were non-Hispanic White, 30.4% were non-Hispanic Black, 21.6% were Hispanic, and 9.9% were Asian and other. Overall, 12% (n= 1850) of DCWs were unionized. The Cox trend test showed decreasing in unionization rates over the study years. In fully adjusted models, unionized DCWs earned more than nonunionized DCWs ($1.2; 95% CI, $0.8-$1.6; P < .001). They were also more likely to have employer-sponsored health care insurance (odds ratio, 2.0; 95% CI, 1.8-2.3; P < .001) and pension plan (odds ratio, 1.8; 95% CI, 1.6-2.0; P < .001), with higher employer's contribution to health insurance ($561.2; 95% CI, $303.1-$819.3; P < .001). Also, unionization was negatively associated with DCWs' poverty status (odds ratio, 0.7; 95% CI, 0.6-0.9; P < .001). Unionization is an effective means of improving the financial well-being of DCWs, a workforce that is currently facing challenging working conditions and high levels of turnover.

Defined‐benefit pension plan funding: Does managerial ability matter?

AbstractWe examine the impact of managerial ability on defined‐benefit pension plans in US firms and find that plan funding levels increase with their sponsors' managerial ability. The finding is robust to various model specifications and control for endogeneity. Further analyses show that high‐ability managers make higher employer contributions and adopt more conservative and prudent plan assumptions and investment strategies, and that their pension management is value‐enhancing. We conclude that more able managers are cognisant of obligations toward pension beneficiaries and fulfil such obligations with better‐funded plans, which ultimately benefits shareholders.

Estimating the public economic gains in Taiwan from in vitro fertilization (IVF) subsidy changes implemented in 2021.

What is the governmental fiscal impact of a new assisted reproduction subsidy scheme based on projected lifetime net taxes attributed to resulting live births in Taiwan? We estimate that the new fertility reimbursement scheme has generated favorable lifetime fiscal gains for the Taiwanese government, resulting in a return on investment (ROI) of NT$5.6 for every NT$1.0 spent based on those families receiving public subsidies for fertility care under the new scheme. Globally, there is variation in the amount of public reimbursement for assisted reproduction provided to infertile couples. Cost is an important consideration for many infertile couples that can influence the amount of services provided and the types of services used. The analysis is based on the number of live births resulting from those couples receiving public subsidies for assisted reproduction. The cohort is based on those children born between March 2022 and July 2023. A lifetime fiscal model was developed to project age-specific lifetime tax revenue and age-dependent benefits likely received from government attributed to the children born. The analysis is based on age-specific projected earnings adjusted for work activity and applied to published income tax burden data, in addition to estimated indirect consumption taxes paid. Furthermore, we estimate the lifetime national insurance contributions per worker, including employer contributions. To account for changes over the modeling period, we increased wages based on historical economic growth, government benefits were increased based on the rate of consumer price inflation rate, and all costs and taxes were discounted at 3.5%. A child born in Taiwan in 2022 is expected to pay discounted gross tax revenues of NT$7257438 and receive NT$5373730 in discounted future benefits from the government. Following implementation of the new funding policy, based on the number of resulting births, the cost per live birth is NT$331918. Applying the cost per live birth, we estimate the discounted net tax revenue to be NT$1551789 for each child born from the subsidy. The ROI for the Taiwanese government is estimated at 568% over the lifetime of the IVF-conceived children. Several assumptions are applied in making long-term financial projections. Should economic conditions change dramatically, this could influence the projections described in our work. The results suggest the government benefits from public subsidy for fertility services when taking into consideration the long-term work activity of these children and future tax revenue generated for government. The results are broadly applicable to other markets, although variations in wages, lifetime work activity, and taxation rates would influence the conclusions reported here. The work was sponsored by the Merck Group in Singapore (funding to N.K. and M.P.C.). The sponsoring organization was given an opportunity to review the final manuscript; however, the authors retained full editorial control over the final published materials. The authors hold no financial interests in the sponsoring company. N.K. and M.P.C. have received consulting fees from Merck and Organon and payment/honoraria from Merck. M.-J.C. received no funding for this work but has received honoraria for lectures from the Taiwanese Society for Reproduction Medicine, Taiwanese Association of Obstetrics and Gynecology, Japanese Society of Obstetrics and Gynecology, The Endocrine Society of the ROC, Merck, Organon, and Ferring; attendance fees for expert meetings from Health Promotion Administration, Ministry of Health and Welfare, Taiwan, and the National Science and Technology Council of Taiwan; and support for attending meetings and/or travel from the National Science and Technology Council of Taiwan and Merck. None of the other authors report any conflicts in relation to this work. N/A.

The nexus between employee commitment and talent management: a case of Nelspruit Banks, South Africa

This paper explores the relationship between talent management and dimensions of employee commitment at Nelspruit Banks, a major player in Mpumalanga Province. The paper uses a self-administered Likert-scale questionnaire to collect employee responses on talent management and its impact on normative, affective, and continuous commitment levels. The questionnaire was analysed using IBM SPSS version 28, 63 questionnaires were used for data analysis. This study employed both descriptive statistics (means, frequencies, and pie charts) and inferential statistics (Pearson product moment) to investigate the relationship between talent management and employee commitment. The main findings of the study indicated that talent management positively correlates with two employee commitment components. Notably, talent management positively correlated with continuance and normative commitment. These findings underscore the importance of talent management practices in fostering employee loyalty and retention. It is recommended that Banks consider implementing targeted strategies to foster a positive work environment, recognize and reward employee contributions, and provide opportunities for career development and growth. By focusing on these areas, the banks can strengthen employee commitment and improve overall organizational performance.

Pola Komunikasi Organisasi dalam Membangun Motivasi Kerja Karyawan pada CV Nadhif Engineering

Communication patterns within organizations greatly affect the motivation for employees' work. The research aims to identify and analyze the communication patterns used on nadhif engineering's CV and the effects on employee job motivation. The background of the problem emerged from the observation that employee's work motivation in the company was still low, although companies have implemented various performance improvement programs. The method used is a qualitative approach, with deep interviews and participative observations of employees of various stages. Studies have shown that open, transparent, and participative communication contributes significantly to increased job motivation. Employees feel more appreciated and involved when they are given the opportunity to communicate ideas and feedback. Additionally, management's support in the form of awards and recognition for the contributions of employees has also proven to increase work morale. The study concluded that effective pattern of communication management could be a key strategy in boozing employee job motivation on nadhif engineering, which in turn would contribute to an overall increase in company productivity

Evaluating public sector employee perceptions towards artificial intelligence and generative artificial intelligence integration

This study investigates the emerging field of innovative technology applications for public usage, focusing on employee perspectives. The research employs a questionnaire-based approach, collecting responses from 439 participants and examining demographics, technological proficiency, utility perceptions, personal data concerns, attitudes towards artificial intelligence and generative artificial intelligence, and willingness to endorse technology adoption. The data analysis minimises discrepancies between predicted and actual values through multiple linear regression. In addition, statistical methods such as Spearman’s ρ, the Wilcoxon–Mann–Whitney test and chi-square statistics are employed to consolidate the findings, ensuring the thoroughness and validity of the research process. The results indicate a positive inclination among participants to perceive artificial intelligence as augmentative rather than a replacement in public usage contexts. The research’s originality lies in the unique contribution of employees to technology adoption and strategic knowledge asset renewal for the management in the public domain.

Talent Measurement Model of Islamic Banking: Theoretical and Practice Perspectives

Talent measurement is a crucial component of talent management (TM). It involves the application of various measurement methodologies to assess the current and long-term potential, competencies, and contributions of employees in their roles. This study explores and integrates the theory of talent measurement from previous research with the practice of talent measurement model in Islamic banking. This study uses personal interview with the experts from selected Islamic banking in Indonesia, provides insights into how the traditional nine-box grid model is adapted within the context of Islamic banking, incorporating the principles of Maqāṣid al-Sharīʿah to ensure alignment with Islamic values. The findings suggest that integrating ethical dimensions into talent evaluation enhances fairness, employee engagement, and long-term organizational sustainability. Furthermore, the study highlights the importance of addressing talent risk factors and suggest strategies to improve talent retention in Islamic banking. This research offers valuable contribution to both theory and practice, proposing a more holistic and values-driven approach to talent management in the Islamic financial sector.

A Brief Analysis of MSME Sector of Sonipat and Panipat District of Haryana with Special Focus on Employment and its Contribution to the Economy of Haryana

The paper provides a brief overview of the MSME sector of the Sonipat and Panipat districts of the Haryana. It provides sectoral overview and Government contribution to the MSME sector. The research is done by taking the secondary data and regression analysis is carried out to check the hypothesis set. It clearly marks out the industries according to the districts and their employment contribution to the state of Haryana.

Relations between reflexivity and institutional work: A case study in a public organisation

Reflexivity is often considered a prerequisite for institutional work. However, the relationship between reflexivity and institutional work has rarely been examined rigorously in empirical research, and there is a lack of consensus on when and how reflexivity motivates such efforts. This study aims to address this gap by reviewing existing operationalisations of reflexivity and exploring how different forms of reflexivity impacted employees’ engagement in institutional work in a public organisation undergoing institutional change. The empirical results revealed seven distinct patterns of reflexivity and institutional work, indicating that variations across three dimensions of reflexive evaluation – scope, openness and relationality – contributed to decisions about whether and how to engage in institutional work. The results also demonstrated that reflexivity is profoundly grounded in individuals’ concerns and shaped by their work and professional histories. These findings suggest that researchers and practitioners must develop a deeper understanding of the multidimensional nature of reflexivity in order to foster meaningful employee contributions to institutional processes.

The Effect of Job Recognition and Development Opportunities on Loyalty and Job Satisfaction of Generation Z in Jakarta's Creative Industries

This study investigates the influence of job recognition and development opportunities on job satisfaction and loyalty among Generation Z employees in Jakarta’s creative industries. Using a quantitative approach, data was collected from 230 respondents through a Likert-scale questionnaire and analyzed using Structural Equation Modeling (SEM-PLS). The results show that both job recognition and development opportunities have significant positive effects on job satisfaction and loyalty. Development opportunities were found to have a stronger impact on job satisfaction, while job recognition also significantly influenced both outcomes. These findings highlight the importance of tailored human resource strategies that focus on recognizing employee contributions and providing career development pathways. Organizations in Jakarta’s creative industries can enhance retention and satisfaction by investing in these key areas.

Analisis Sistem Terhadap Penilaian Kinerja Karyawan pada PT. Flypower

This research aims to analyze the effectiveness of the employee performance appraisal system at PT. Flypower, a company engaged in the production of badminton equipment since 2002 employee performance appraisal is an important component in human resource management, which involves evaluating employee contributions to achieving company goals through assessing achievements identifying strengths and weaknesses and providing feedback. This research uses a descriptive qualitative approach method. This method is used to describe phenomena related to human resource management and to understand the meaning contained in employee experiences related to the assessment system implemented data was collected through in-depth interviews participatory observation, and analysis of relevant documents, as many as 20 employees were involved as respondents to get a comprehensive perspective on the existing assessment system. The research results show that the performance appraisal system at PT. Flypower has experienced a development from a simple assessment method to a more structured system based on document analysis, in line with the implementation of the ISO 9001 standard. Transparency and regular feedback contribute positively to employee motivation. However, there are several weaknesses, such as a lack of clarity in the assessment criteria which can hinder employee understanding. This research recommends improvements in the communication of assessment criteria and the provision of understanding resources to support achievement of performance targets.

ATTAINING FIRM’S TECHNOLOGICAL SUSTAINABILITY DEVELOPMENT THROUGH TRANSFORMATION LEADERSHIP

The study aims to investigate how transformational leaders shape the attainment of firm’s technological sustainability (TS) through the effect of employee innovative behaviour and their active engagement in work. The research employed positivism using survey instrument to employees working in the capital city of Malaysia and its vicinity. A total sample of 220 were examined using SPSS and Smart-PLS statistical tools. The results indicated a strong relationship between transformational leaders and firm engagement in technological sustainability (ie SDG 9). It also reaffirmed the power of mediation effect of employee’s innovative behaviour and their work engagement. The findings in this study serve as a guiding framework for leaders, managers and policy makers in ensuring organisations develop and formulate strategies in line with SDG 9 in the betterment of not just the organisations’ continuous improvement in technological sustainability but the benefits to community as well as society at large. To the best of our knowledge, the findings offer a novel framework, in the context of Malaysia, that encumbrance the role transformational leaders play in influencing the achievement of technological breakthroughs and knowledge. Such cohesiveness also demonstrated the important of employee contribution in terms of their innovativeness and active engagement in work.

The Role of Organizational Citizenship Behavior (OCB) in Moderating the Relationship Between Entrepreneurial Leadership, Organizational Climate, and Workload on Employee Performance

This study aims to review employee performance at a private school in Surabaya by analyzing the influence of entrepreneurial leadership, organizational climate, workload, and OCB on employee performance. We use structural equation modeling (SEM) as the method to study complex relationships between variables. The study seeks to provide in-depth insights into the factors affecting employee performance and assist schools in designing strategies to enhance achievement and competitiveness. The results indicate that entrepreneurial leadership, organizational climate, and workload do not have a significant direct impact on employee performance. However, OCB has a significant effect on performance. Additionally, organizational climate and workload significantly influence OCB, while entrepreneurial leadership does not have a significant effect on OCB. These findings highlight the importance of OCB in improving employee performance, as well as the necessity of creating a conducive organizational climate and effectively managing workload to maximize employee contributions in educational institutions.

How do firms respond to state retirement plan mandates?

AbstractWe investigate how state “Auto‐IRA” mandates affect firm offerings of employer‐sponsored retirement plans (ESRPs). These policies require firms without ESRPs to facilitate automatic employee contributions to state‐created individual retirement accounts. We find that these policies increase an individual's probability of working for a firm with an ESRP by 6%–9% and of being included in the ESRP by 8%–13%. At the firm level, these policies increase the probability of offering an ESRP by 7%, the probability of establishing a new ESRP by 41%–44%, and the number of ESRP participants by 6 percent.

Using a causal decomposition approach to estimate the contribution of employment to differences in mental health profiles between men and women

BackgroundMental health disorders are known to manifest differently in men and women, however our understanding of how gender interacts with mental health and well-being as a broader construct remains limited. Employment is a key determinant of mental health and there are historical differences in occupational roles among men and women that continue to influence working lives (Bonde, 2008; Cabezas-Rodríguez, Utzet, & Bacigalupe, 2021; Drolet, 2022; Gedikli, Miraglia, Connolly, Bryan, & Watson, 2023; Moyser, 2017; Niedhammer, Bertrais, & Witt, 2021; Stier & Yaish, 2014; Van der Doef & Maes, 1999). This study aims to explore differences in multidimensional mental health between men and women, and to quantify how these differences may change if women had the same employment characteristics as men. MethodsWorking-age adults (25–64) were identified through a household survey in Ontario, Canada during 2012. We created multifaceted measures of employment to capture both employment and job quality, as well as multidimensional mental health profiles that capture mental health disorders and well-being using survey data. A causal decomposition approach with Monte Carlo simulation methods estimated the change in differences in mental health profiles between men and women, if women had the same employment characteristics as men. ResultsAmong 2458 eligible respondents, women were more likely to exhibit clinical mood disorders compared to men, with men more likely to exhibit absence of flourishing without a diagnosable disorder. Among those who were flourishing, women more often expressed at least some life stress compared to men. When women were assigned men's employment characteristics, which amounted to an increase in employment and higher quality employment, some of the gender differences in risk of clinical mood disorder decreased. However, differences between men and women in the remaining mental health profiles increased. ConclusionsThis study provided an estimate of the contribution of employment to the observed differences in multidimensional mental health between men and women. This adds to the literature by including a broader range of mental health indicators than disorders alone, and by formalizing the causal framework used to study these relationships.

Leadership Transformation: Job Satisfaction and Organizational Commitment Department of Transportation in Southeast Sulawesi

This study aims to analytically and descriptively examine the influence of transformational leadership on job satisfaction, organizational commitment, and employee performance. A survey approach was employed, utilizing questionnaire data collection, with a census method due to the relatively small and accessible research population. The data analysis method applied was descriptive analysis. The research findings indicate that transformational leadership in the Transportation Department of Southeast Sulawesi Province is rated sufficiently with an average score of 3.27, indicating that the majority of respondents believe that leaders can influence, motivate, and support employee contributions. Employee job satisfaction is rated as sufficient, with an average score of 3.36, indicating that factors such as challenging work, salary, promotion, and supervision have met employee expectations. Organizational commitment is rated as sufficient with an average score of 3.34, indicating that the majority of respondents have adequate attachment to the organization through affective, continuance, and normative commitment. Additionally, employee performance is rated high, with an average score of 3.59, indicating that respondents perceive good performance in carrying out their duties as Civil Servants in the Transportation Department of Southeast Sulawesi Province.