Employee Benefits Research Articles

Designing employee benefits to optimize turnover: A prescriptive analytics approach

Employee turnover significantly impacts organizations, particularly those with substantial investments in training their workforce. To mitigate these effects, we propose a Prescriptive Human Resources Analytics approach that optimizes employee benefits to minimize total costs, focusing on turnover management The methodology models employee decision-making using a discrete choice model, with parameters estimated through maximum likelihood. We solve the resulting nonlinear optimization problem with a heuristic tailored to the problem’s complexity. We applied this methodology to a hospital case study, which was used to enhance the transportation system as an employee benefit, considering the associated turnover costs. The results demonstrate that our approach can reduce total costs, optimize the usage level of the designed benefits, and increase employee satisfaction. This research provides a robust framework for data-driven decision-making in HR, offering practical tools for improving employee retention strategies.

What makes proactive behaviors at work effective? Perspectives of health care executives.

Proactive behaviors at work refer to behaviors that are self-starting, future focused, and change oriented. Proactive behaviors are generally thought of as positive and desired and can benefit both the employee (e.g., job promotion) and organization (e.g., innovation). These behaviors can, however, backfire (e.g., due to unintended consequences), reflecting the "initiative paradox." The aim of this study was to investigate, through the perspectives of health care executives, how employees can be more effective when engaging in proactive behaviors. We used the episodic narrative interview method. Health care executives narrated instances of perceived effective and ineffective proactive behaviors among employees. We then performed an inductive qualitative analysis of these episodes to identify emerging themes and dimensions. The effectiveness of proactive behaviors among health care employees is shaped by three dimensions: managerial expectation (in)congruence (e.g., knowledge of expectations, engagement with chain of command), organizational priority (in)congruence (e.g., degree of alignment between individual and organizational benefits), and boundaries of action and change (e.g., nonadherence to regulatory or financial conditions). Among the dimensions, managerial expectations may be the most challenging for employees to navigate. Engaging in proactive behaviors is not a straightforward process. Navigating multiple dimensions is necessary for health care employees to be effective. Employees should be equipped with knowledge on relevant expectations, priorities, and boundaries when engaging in proactive behaviors at work. Health care leaders and managers should aim to clarify and periodically reassess these dimensions to facilitate effective proactive behaviors and to generate benefits for employees and the organization.

Family background, education, and earnings: the limited value of “test-score transmission”

AbstractThis paper investigates the relationship between the inter-generational transmission of educational achievement (“test-score transmission”) and the inter-generational transmission of higher earnings (“income transmission”). We use administrative data from Israel to track the evolution of education and earnings gaps between “second-generation” (SG) students, whose parents have some tertiary education, and “first-generation” (FG) students, whose parents have none. We find that SG students achieve much better results on the screening tests that regulate access to selective tertiary education than FG students with similar eighth-grade test scores. Consequently, they enjoy greater access to the most selective tertiary degree programs, crowding out FG students with higher eighth-grade achievement. Yet this advantage does not manifest itself in earnings differentials at age 29, similarly conditioned on eighth-grade achievement, which are not statistically significant, and we find no evidence that these patterns are driven by SG students choosing study fields with steeper earnings curves. We find evidence of two mechanisms that mediate the relationship between achievement gains and earnings: FG students compensate for fewer options in tertiary education by accumulating more labor market experience; and SG students are more likely to forgo higher earnings for non-pecuniary benefits in employment, particularly by choosing public-sector employment.

A case study of an ESOP-owned holding company: lessons learned and suggested research topics

PurposeThis case study presents an ESOP-owned holding company, Folience, describing the company’s history and holding company structure and strategy. The purpose is to highlight several advantages of the ESOP-owned holding company and concludes with lessons learned and suggestions for research.Design/methodology/approachThe case study design is descriptive and relies on proprietary knowledge and observation, along with access to documents, discussions, meetings and other primary resources and interactions.FindingsThe case study highlights several advantages of the ESOP-owned holding company structure: diversification, greater access to capital, transformation of culture, sustainability and the path to convert businesses to employee ownership. It draws lessons from observations and concludes with suggestions for additional research.Research limitations/implicationsThis is a single holding company case study, heavily reliant on participant observation by the author.Practical implicationsThis case study describes an innovative ESOP holding company whose design may be replicable.Social implicationsThe social impact is that ESOP-owned holding companies are shown to be a path for transitioning companies to being employee-owned and creating economic and cultural gains in doing so. The literature suggests that creating more employee-owned companies, and more employee owners, could have positive social and financial benefits for employees, their families and their communities.Originality/valueThis case study describes an innovative ESOP holding company whose design may be replicable. The social impact is that ESOP-owned holding companies are shown to be a path for transitioning companies to being employee-owned and creating economic and cultural gains in doing so. The literature suggests that creating more employee-owned companies, and more employee owners, could have positive social and financial benefits for employees, their families and their communities. There has been little or no focus, by case study or research, specific to the differentiation of and advantages of ESOP-owned holding companies.

Navigating New Terrain: Exploring Orientation Programs For New Academic Staff and Their Experience

Commencing a new job can instigate anxiety, especially for those without prior work experience. The excitement of a fresh employment endeavour may coincide with feelings of discomfort, stemming from unfamiliar expectations. A comprehensive overview and understanding on orientation programs for new staff can play a crucial role in facilitating their adaptation, fostering departmental understanding, fostering colleague connections, and grasping job essentials. This research seeks to assess orientation activities carried out for new academic staff joining the faculty by the management while investigating the orientation program experience of recently onboarded staff members with less than six years of experience in one of the language academies in a public university in the Klang Valley. An interview and survey were conducted and revealed notable areas of concern including employee benefits, performance expectations, departmental and faculty structures, policies and procedures and training development. The findings delineated key areas of concern as a foundational framework to be concentrated by the management during future faculty staff recruitment. This study also highlights the need to develop a tailored orientation kit for new onboarding staff to the faculty.

Pelatihan dan Pendampingan Operasional Mesin Bubut Bagi Karyawan di Kawasan Industri Logam Morowali

In the increasingly advanced and dynamic world of the manufacturing industry, the need for a skilled and qualified workforce is becoming increasingly important. One of the key skills required in the industry is the ability to operate a lathe effectively and efficiently. Lathes are used to shape and smooth workpieces by rotating the workpiece against a stationary tool. These machines enable precise and high-quality manufacturing processes, so employees need to master the correct and efficient operation of lathes. However, there is still a problem with employees who are not skilled enough to operate lathes in companies in the Morowali metal industry area. This condition can certainly hamper the productivity and efficiency of the company, and have an impact on the quality of the products produced. So, it is necessary to conduct training and mentoring to improve their knowledge and skills. Training is carried out using several methods, namely surveys through interviews to determine the appropriate type of training. Providing material to improve knowledge using the lecture method. Direct observation to train participants' skills in operating the lathe. Evaluation of training to measure the level of achievement. The evaluation results obtained an average pre-test score of 54.3 and a post-test of 84.6. There was an increase of 30.7 points after the participants participated in the training activities. Thus, the training activities showed success in improving employees' knowledge of lathe operation. In addition, each employee also showed skills in completing the job sheet that had been given. So, the training carried out provides various benefits for employees in developing careers and for companies in increasing their productivity.

Internal employer brand, employee engagement and perceived organizational support:A review of literature

The satisfaction of existing employees and the retention of talents are the basic elements of organizational success. In this context, this study intends to build a research model of "internal employer branding - perceived organizational support - employee engagement", aiming to explore whether the process and method of employer brand building within an enterprise can improve the engagement of existing employees. Employer branding was initiated by Ambler and Barrow (1996) with an aim to attract and retain the best talent through various activities, and the contemporary research has proven that if branding of the organization is done in an effective manner then it retains the best talent; further, it enhances job engagement and motivation. The present chapter elaborates the concept of employer branding, benefits, and importance of employer branding. Recent surveys and trends of employer branding have also been discussed, Perceived organizational support may be another important antecedent variable for employer branding.

Depression, Anxiety, and Health-Related Quality of Life in Adults with Type 2 Diabetes.

Background: Adults with type 2 diabetes are at a greater probability of suffering from mental health issues, which could result in a substantial effect on their HRQoL (health-related quality of life). Thus, the focus of this research was to investigate the relationship between comorbid anxiety, depression, and HRQoL among individuals with type 2 diabetes. Methods: Data from the Medical Expenditure Panel Survey from 2016 to 2021 were used to identify adult patients with type 2 diabetes diagnoses for this research. The MEPS used the SF-12 to measure HRQoL. The study employed multivariable linear regression to analyze the association between anxiety, depression, and HRQoL in individuals with type 2 diabetes, taking into consideration several confounding variables such as age, gender, and comorbidities. Results: This study included 5259 individuals with type 2 diabetes, of which the mean age was 52.9 years, 50.7% were men, and 49.3% were women. The findings from this sample show a negative relationship between anxiety, depression, and type 2 diabetic patients' HRQoL. It shows that after adjusting for other factors, diabetes patients with depression (MCS: = -6.817), anxiety (MCS: = -4.957), and both (MCS: = -0.344) have a significantly poorer HRQoL than those without these mental health comorbidities (p-value < 0.001). It also demonstrated the adverse effects on HRQoL of having coexisting chronic illnesses like heart disease, hypertension, and other chronic illnesses, along with a low socioeconomic status. Additionally, it revealed the benefits of employment, education, and regular exercise for HRQoL. Conclusions: The study's findings highlight the links between anxiety, depression, and type 2 diabetes patients' poor HRQoL. It also showed the adverse effects of coexisting chronic diseases and low socioeconomic status on HRQoL and the benefit of work and exercise on HRQoL. These findings can help policymakers to reform healthcare and enforce the early detection and treatment of anxiety and depression to enhance the HRQoL of type 2 diabetic patients.

Caring for Transgender and Gender Diverse Prehospital Patients: a NAEMSP Position Statement and Resource Document

ABSTRACT Transgender and gender diverse (TGD) people have long faced significant barriers to safely accessing medical care–especially gender-affirming care, which has been shown to strikingly improve health outcomes like suicidality and depression. In the prehospital setting, gender-affirming care amounts to showing respect for the TGD patient’s identified gender and maintaining a safe environment that fosters a positive therapeutic relationship throughout the encounter. This represents a challenge for many Emergency Medical Services (EMS) systems due to the lack of TGD-specific training for EMS clinicians, a paucity of TGD-specific research to inform EMS education and clinical care, and in some cases the resistance of EMS clinicians to such training. Transgender and gender diverse people are facing a regression in legal access to essential medical care. With this position statement, NAEMSP joins other professional medical societies in providing recommendations to improve care for TGD patients, thereby affirming TGD individuals’ right to exist as their authentic selves, as well as their entitlement to the same high-quality prehospital medical care as their cisgender peers. NAEMSP Recommends: EMS clinicians should maintain basic cultural competency regarding TGD populations, including familiarity with TGD-related health and health care disparities, consideration of TGD populations as underserved, and understanding the centrality of stigma and transphobia in creating disparities and other challenges which complicate daily life for TGD people. EMS clinicians should demonstrate cultural humility towards the TGD community, which includes self-assessment of knowledge gaps, as well as openness to new or unfamiliar ideas, information, and advice from those with different lived experiences. EMS clinicians should understand basic TGD-specific terminology and use appropriate language–including patient-identified name and pronouns–during direct patient care, in handoffs, and in documentation. EMS clinicians should treat a patient’s TGD status as sensitive health information and take care not to inadvertently disclose this information without the patient’s express permission. EMS clinicians should have a basic understanding of social transitioning and of gender-affirming medical and surgical treatments. EMS clinicians should employ a trauma-informed approach when caring for TGD patients. EMS education and training should incorporate learning domains that address comprehensive care for TGD patients, with educational content providing the specific knowledge and skills required to promote equitable care. EMS workplaces should implement policies to improve recruitment and retention of TGD personnel, covering harassment protection, non-discrimination practices, inclusive working environments, equal advancement opportunity and tailored employee benefits. Future EMS research should focus on elucidating the disparities in and barriers to prehospital care of the TGD patient population with emphasis on patient experience and education of prehospital clinicians.

Under Pressure: Employee Work Stress, Supervisory Mentoring Support, and Employee Career Success

ABSTRACTDespite consistent findings that stressed employees benefit from social support, these employees do not always have access to such support. We propose and test a conceptual model suggesting employee work stress will negatively affect supervisory career and psychosocial mentoring support. Drawing from social exchange theory, we predict this will indirectly affect employee career success (lower career satisfaction and promotability ratings, fewer promotions), and that the relationship between employee work stress and lower supervisory mentoring support can be explained by lower levels of work engagement experienced by, and attributed to, stressed employees. We tested our model across three studies. In Study 1, we collected four waves of multisource field data (254 employees, 127 managers, and company records) at a large postal organization in the United Kingdom (UK). Employee work stress was negatively related to supervisor career and psychosocial mentoring support, and indirectly affected career satisfaction and manager promotability ratings of employees via supervisor career mentoring support. Cross‐lagged panel analyses in a supplemental study additionally supported the proposed directionality of relationships. Study 2 included data across three waves from employees in Hong Kong (n = 137) and showed that employee work stress had indirect effects on supervisor career and psychosocial mentoring via lower employee engagement. In Study 3, using data from supervisors in the UK (n = 240) we showed that supervisor perceived employee stress had indirect effects on their provision of supervisor career and psychosocial mentoring support via lower perceived employee engagement.

Income or Leisure? On the Hidden Benefits of (Un)Employment

Do unemployed people benefit from more free time, while consumption is the sole motive for employed people to accept a life with less available time? Does this apply equally to men and women? To inform ongoing policy debates on how to address the problem of unemployment, we provide a comprehensive discussion of the traditionally assumed trade-off between income and leisure in labor supply decisions, which has been contested for a variety of reasons. Using rich German panel data, we compare non-employed individuals after plant closures with employed individuals regarding their subjective well-being obtained from time use and income. We find that increased non-working time through unemployment translates into higher free-time satisfaction, while also improving satisfaction with family life, as a possible hidden benefit of being unemployed when having more time for home production. Meanwhile, there is a strong decline in satisfaction with household income, especially among unemployed men, which cannot be explained solely by a lower level of income. We inspect the role of social norms in this context and argue that individuals obtain identity utility through having a job that ensures being self-sufficient, as a hidden benefit of employment. Based on studying unemployed workers transitions into retirement and a separately conducted survey experiment, we provide strong evidence on the importance of the social norm of earning a living from work. Our experiment also shows that home production is a way of mitigating the pressure to comply with this norm, which is true for men and women alike.

REFORMA TRABALHISTA: UM OLHAR SOB A ÓTICA DA NEGOCIAÇÃO COLETIVA

The concept of labor reform has long been intertwined with the dynamics of collective bargaining, a process by which workers, organized in unions, negotiate with their employers to secure better employment conditions. Over the decades, collective bargaining has evolved from a nascent concept to a cornerstone of labor rights, shaping the landscape of working conditions, fair wages, and employee benefits. This article explores the historical context of collective bargaining in labor reform, the critical role it plays in improving working conditions, and its broader impact on economic stability. By examining the evolution of labor rights, the bargaining outcomes that improve the workplace, and the economic ramifications of collective bargaining, we can gain a comprehensive understanding of its importance in contemporary discussions of labor reform. The role of collective bargaining in improving working conditions cannot be overstated. Through negotiations, unions have been instrumental in securing fair wages and comprehensive benefits for workers, which are crucial to promoting economic well-being and job satisfaction.

Analisis Kepuasan Pengguna Aplikasi Manajemen Surat (AMS) di PT PLN (Persero) UP3 Palembang Menggunakan Metode End User Computing Satisfaction (EUCS)

The use of computer technology as an information technology tool for companies provides added value to the data processing process, the existence of information technology is also very useful for companies to facilitate performance in daily activities, especially as support in PLN official correspondence, both internal and external correspondence, starting from Service Notes, Letters, Special Form Letters and Legal Products. To keep up with technological advances, PT PLN (Persero) uses the Corporate Mail Management Application (AMS) to support business processes that provide an advantage for the company in achieving its goals. By using this application, PLN can manage letters automatically as well as manage electronic archives which benefits employees, thereby increasing the satisfaction of users of the application. User satisfaction with system performance is a benchmark for implementing information technology. This research uses the End User Computing Satisfaction (EUCS) method to determine user satisfaction of the Mail Management Application (AMS) at PT PLN (Persero) UP3 Palembang. The factors used in the EUCS method include Content, Format, Accuracy, Ease of Use, and Timeliness. Data collection was carried out by conducting a survey of 120 employees of PT PLN (Persero) UP3 Palembang, the results of which were analyzed using the IBM SPSS Version 25 application.

Enhancing Global Food Security through Sustainable Fisheries and Aquaculture: A Comprehensive Review

As the global population rises, addressing food security becomes more critical, particularly in developing regions struggling with hunger and malnutrition. Fisheries and aquaculture provide a vital solution by offering essential nutrition, employment, and economic benefits to millions worldwide. This study conducts an in-depth review of how capture fisheries and aquaculture contribute to global food security, emphasizing ten key areas: sustainable fisheries management, aquaculture growth, nutritional advantages, economic empowerment, climate adaptability, post-harvest loss reduction, policy and governance, technological advancements, biodiversity preservation, and global market access. The review evaluates the strength and consistency of evidence regarding the positive impact of these sectors on food security and poverty alleviation. The findings highlight the importance of cohesive policy and governance, technological improvements, and broader market access to fully leverage the role of fisheries and aquaculture in addressing global food challenges. Additionally, this review identifies research gaps that need to be addressed to maximize the sectors' potential for economic growth and environmental sustainability

Factors affecting employee retention: An empirical study in Nepalese commercial banks

This paper aims to identify the factors affecting employee retention in Nepalese financial institutions, especially commercial banks. Through a questionnaire, the primary data were collected from 400 respondents. The study is based on a dichotomous and 5-point Likert scale questionnaire. The collected data were analyzed using SPSS and structural equation modeling (SEM). SEM smart PLS-4 is used to examine the association between the dependent and independent variables. The results indicate that company image/goodwill, employee benefits, job satisfaction, organizational performance, recruitment and selection, and work environment and culture have a relatively significant relationship with employee retention. Among them, organizational performance was found to be highly significant among all other variables. However, labor unions, leadership support, performance appraisal, training and development, and work-life balance did not have an association with employee retention. The study helps HR managers to formulate appropriate policies and guidelines to retain employees in Nepalese commercial banks. Likewise, it provides a valuable empirical contribution by analyzing which factors affect employee retention in commercial banks in Nepal using a direct SEM model. It also shows which factors play a major role in employee retention.

Safety and efficacy of early beta-blocker initiation in acute heart failure and cardiogenic shock: systematic review and meta-analysis

BackgroundThe beta-blocker (BB) initiation in acute heart failure (AHF) patients is still controversial. Some show the benefit of BB employment in decreasing the mortality outcome. This study aims to assess the safety and efficacy of in-hospital and long-term outcomes of BB initiation in AHF hospitalized patients. We searched multiple databases examining the outcome of AHF patients who had administered BB as the therapy initiation. Primary outcomes were all-cause mortality, composite endpoint after BB initiation when hospitalized, and post-discharge all-cause mortality. The secondary outcomes were adverse events after in-hospital BB initiation, including hypotension and symptomatic bradycardia after BB initiation when hospitalization and rehospitalization.ResultsEight cohort studies with 16,639 patients suffering from AHF and cardiogenic shock, with 9923 participants allocated to the early BB group and 6,713 patients in the control group. The follow-up durations ranged from 2 to 24 months. Early BB administration significantly reduced in-hospital composite endpoints (RR: 0.42; 95% CI (0.30–0.58); p < 0.001), in-hospital all-cause mortality (RR: 0.43; 95% CI (0.31–0.61); p < 0.001), discharge mortality (RR: 0.51; 95% CI (0.41–0.63); p < 0.001), and rehospitalization (RR: 0.57; 95% CI (0.44–0.74); p < 0.001). There were no discernible differences in in-hospital BB-related adverse events between the two groups (p = 0.13). Subgroup analyses conducted on AHF patients presenting with cardiogenic shock revealed no significant differences in in-hospital composite endpoint and in-hospital mortality, and similar results were shown in the naive BB population.ConclusionsThe BB initiation in AHF patients shows advantages in efficacy and safety outcome.

Evaluasi Penerapan PSAK 24 tentang Imbalan Kerja dan Dampaknya pada Laporan Keuangan Perusahaan Sektor Jasa Kesehatan: Studi Kasus pada PT KMU

Purpose: This study aims to determine the compliance and understanding of PT KMU in implementing PSAK No. 24 of 2018, transparency, and disclosure of information provided by PT KMU to employees regarding the provision of employee benefits, and the impact of the application of PSAK No. 24 of 2018 on PT KMU's financial statements. Research methodology: Qualitative descriptive research was conducted through interviews, observations, and documentation. Results: As a consequence of this study, PT KMU put into effect PSAK 24 of 2018 in compliance with both Indonesian laws and financial accounting standards. PT KMU offers employees full openness and access to information on perks. Applying PSAK No. 24 in 2018 creates deferred tax assets and affects the company's profit margin. Limitations: The limitations of this research are that the interviews with PT KMU informants were conducted simultaneously, and the list of interview questions between informants was the same. Contribution: This research advances our knowledge and comprehension of how to use PSAK 24 of 2018 in compliance with relevant laws and regulations as well as Indonesian Financial Accounting Standards.

Understanding the complexities of technological penetration and globalisation on labour market performance: The role of complementary policies

Understanding the impact of technological penetration and globalisation on wage differentials and employment is crucial for developing countries aiming for sustainable economic growth and reduced unemployment rates. This study investigates these effects in the Southern African Development Community. It also examines the role of complementary policies, such as financial development and human capital, and their interactive effects with technological penetration on wages and employment. The study employs panel fully modified least squares, dynamic least squares, and Driscoll-Kraay's standard error as a robustness check. Results indicate that technological penetration, financial development, and the interactive effect of human capital and technological penetration negatively affect employment. Conversely, globalisation and the interactive effect of financial development and technological penetration positively influence employment. Technological penetration is insignificant in the wage equation, while human capital, globalisation, and financial development are associated with wage increases. The interactive effect of technological penetration and human capital is not significant, and the interactive effect of financial development and technological penetration negatively impacts wages. Based on the findings, the study recommends enhancing financial development and human capital while carefully managing technological integration to navigate the complexities of technological and global economic integration to maximise employment and wage benefits.

Are companies ethically justified in offering nonmedical egg freezing as an employee benefit?

All over the world, many companies are including oocyte cryopreservation for nonmedical reasons, also popularly known as nonmedical egg freezing (NMEF), within their employee benefits packages. However, it is important to ask whether companies are ethically justified in offering NMEF as a benefit for their employees. The inclusion of NMEF within companies' employee benefits packages could be ethically justified in two ways. On the one hand, company-sponsored NMEF can serve as a strategy to mitigate or eliminate gender inequalities in the workplace, such as female underrepresentation in positions of authority and leadership and the so-called work/motherhood conflict. On the other hand, company-sponsored NMEF can be a means to expand women's reproductive autonomy by making egg freezing accessible to those women who are not able to afford it otherwise. This article calls into question these ethical justifications. We argue that by offering NMEF as an employee benefit, companies maintain current workplace inequalities and impose an option for women with multiple risks and externalities. Therefore, companies' offering of NMEF benefits cannot be ethically justified. Furthermore, we argue that companies that offer NMEF benefits incur fiduciary responsibilities related to the physiological, emotional, psychological, and financial costs of the use of company-sponsored NMEF.

Nature-Based Secondary Resource Recovery under Climate Change Uncertainty: A Robust Multi-Objective Optimisation Methodology

The management of high-volume (HV) waste poses a persistent challenge in sustainable materials management and represents an untapped opportunity in circular economy models. This study proposes a conceptual decision-making framework to operationalise a novel circular economy strategy for HV waste, involving temporary storage to facilitate nature-based secondary resource recovery. Using an illustrative case study of a candidate HV waste (legacy mining waste), we apply a robust multi-objective spatial optimisation approach at a national scale, employing an exact solution approach. Our methodology integrates mixed-integer linear programming to evaluate the economic viability, social benefits, and impacts of climate change uncertainties on nature-based solutions (NbS) implementation across diverse scenarios. The results demonstrate that NbS can enhance economic feasibility by incorporating carbon sequestration and employment benefits while demonstrating resilience against climate change projections to ensure long-term sustainability. The findings suggest that although NbS can improve the circular economy of HV nationally, it is essential to assess additional ecosystem services and address multiple uncertainties for effective macro-level sustainability assessment of HV management. This study offers a robust decision-making framework for policymakers and stakeholders to plan and implement nature-based circular economy strategies for HV waste streams at a national level while effectively managing long-term planning uncertainties.