Fair Reward System Research Articles

Psychosocial and Longevity Factors as Predictors of Length of Stay in the Seafaring Profession

This study examines the psychosocial factors, longevity factors, and length of stay of millennial Filipino seafarers toward their maritime careers. A sample of 300 millennial seafarers were selected through purposive and convenience sampling techniques. The research instrument consisted of three sections: 1) assessing psychosocial factors; 2) evaluating longevity factors; and, 3) length of stay in the seafaring profession. Due to COVID-19 constraints, respondents were asked to answer the questionnaire via an online. Results indicated that millennial seafarers generally experience positive psychosocial conditions onboard, with high mean scores for psychological support, civility and respect, and involvement and influence. However, areas like recognition and reward, and growth and development showed slightly lower scores. In terms of longevity factors, all indicators were agreed upon by the respondents with high mean scores on empowered decision and workplace enjoyment factors. Findings have further revealed that fair reward systems and valued opinions have no significant influence on career duration, though with very small positive correlations on length of sea experience. Statistical analysis using Pearson correlation revealed significant positive relationships between psychosocial factors and longevity factors. Specifically, recognition and reward, growth and development, and organizational culture had strong correlations with fair reward systems. Multiple linear regression identified workload management, workplace enjoyment, and fair reward system as significant predictors of the length of sea service. The above findings have entailed a number of measures to be undertaken by concerned stakeholders. This includes strict compliance to a humane and acceptable levels of duties and responsibilities onboard, fixed hours of work based on the IMO guidelines, a well-crafted program that highlights provisions on proper workload management directly addressing the working conditions of Filipino seafarers, promotion of social and recreational activities onboard to guarantee workplace enjoyment of Filipino seafarers, and a reward system that maximizes their benefits in exchange of the hard work and perils they undergo in fulfilling the demands of a seafaring work.

Compensation and Reward System of Employees in a Business Organization a focus on TOTAL Nigerian Plc

The objective of the study is to find out how much impact the reward system of TOTAL Plc Asaba has on its employees. The theories assumes expectancy theory according to Victor Vroom and Remuneration method with a sample size drawn from a population of 200 obtained from 2006 National census figures. The sample size was determined using Yaro Yameni’s random sampling technique. The questionnaire was the major instrument used to obtain data. All the hypothesis tested received statistical significance findings for His research indicated that a significant relationship exist between fair reward system and improved employee performance in Nigeria Asaba Plc. The study recommends a develop reward policies and practices that support the achievement of business goals.

The Influence Of Reward, Punishment, Organizational Commitment And Work Motivation On Employee Performance At The Department Of Agriculture And Food Security In Bondowoso Regency

This study aims to examine the effect of reward, punishment, organizational commitment, and work motivation on employee performance at the Department of Agriculture and Food Security, Bondowoso Regency. This study used a population of 209 employees and a sample of 105 employees who were selected using a purposive sampling method. The research method used is a survey method using a questionnaire as a data collection instrument. The collected data were analyzed using multiple linear regression techniques. The results of the study show that reward, punishment, organizational commitment and work motivation have a significant influence on employee performance. Rewards and organizational commitment have a significant positive impact on employee performance, while punishment has a significant negative impact on employee performance. Work motivation also has a significant positive effect on employee performance. These findings indicate that the importance of implementing a fair reward system and adequate recognition to improve employee performance. It should also be noted that a strong organizational commitment to encourage better performance. However, the use of punishment as a form of punishment against employees must be done carefully, because it can have a negative impact on employee performance.

COMPENSATION AND REWARD SYSTEM OF EMPLOYEES IN A BUSINESS ORGANIZATION A FOCUS ON TOTAL NIGERIAN PLC

The objective of the study is to find out how much impact the reward system of TOTAL Plc Asaba has on its employees. The theories assumes expectancy theory according to Victor Vroom and Remuneration method with a sample size drawn from a population of 200 obtained from 2006 National census figures. The sample size was determined using Yaro Yameni’s random sampling technique. The questionnaire was the major instrument used to obtain data. All the hypothesis tested received statistical significance findings for His research indicated that a significant relationship exist between fair reward system and improved employee performance in Nigeria Asaba Plc. The study recommends a develop reward policies and practices that support the achievement of business goals.

Motivation and Performance of Staff in Universities In Uganda

The study examined the effect of motivation on the performance of university staff in Uganda. Specifically, the study established: the effect of monetary incentives on the performance of university staff in Uganda, the effect of organizational climate on the performance of university staff in Uganda, and the effect of recognition on the performance of university staff in Uganda. The study adopted a cross-sectional descriptive study design with only quantitative approaches. The sample size for the study was 313 university staff from both public and private universities in Uganda. The items/constructs used in this research were measured on a five-point Likert Scale. Kaiser-Meyer-Olkin Measure of Sampling Adequacy, factor analysis, and principle component analysis was used to extract the appropriate constructs of the study. A multiple linear regression model was used to examine the effect of predictor variables on the outcome variable. The findings revealed that monetary incentives had a positive and significant effect on the performance of university staff in Uganda (B=0.200, P-Value (0.001) <0.05). The findings indicated that organizational climate had a significant positive effect on the performance of university staff in Uganda (B=0.161, P-value (0.007) <0.05). Lastly, findings revealed that recognition had a significant and positive effect on the performance of university staff in Uganda (B=0.200, P-value (0.000)< 0.05). The study concludes that monetary incentives, organizational climate, and recognition play an instrumental role in influencing the performance of university staff in Uganda. The universities are recommended to design a well-structured and fair reward system that includes monetary incentives, such as performance-based bonuses, salary increments, and benefits that align with individual and organizational goals.

Teachers' Job Satisfaction: A Study of Private Schools in Kanakai Municipality

The main purpose of the present study was to investigate the determinants that affect private schoolteachers' job satisfaction. This study was conducted at three private schools of Surunga in Kanakai Municipality. The instrument used for data collection was a questionnaire and unstructured interviews of private schools' teachers. The findings of the study revealed that some participant teachers in Surunga perceived teaching as their ideal profession but most of them were engaged in the teaching profession because of the prevalence of private schools in their neighborhoods and lack of employment alternatives. Also, teachers report dissatisfaction about delays in salary payment and most of the teachers are also dissatisfied with available job benefits and security in their chosen profession. The findings suggest that school administrators need to address these important issues, especially regarding equitable payment, on-time salary payment, improved workplace conditions, job security, fair reward system to enhance job satisfaction amongst their employees and increase their physical and mental attachment to the workplace.

A Reward System Model for High-Performing State Civil Apparatus in Indonesia

The provision of rewards for the performance of State Civil Apparatus (ASN) personnel within the Indonesian Government is not currently regulated by an efficient system. Budget reallocation for priority handling of the COVID-19 pandemic has been important. This study aimed to map and develop a performance and reward system model for the Ministry of Finance, the Indonesian National Police (POLRI), the Corruption Eradication Commission (KPK), state-owned enterprises (Telkom, PLN, and Pertamina), the West Java Provincial Government, and the Yogyakarta City Government. Qualitative descriptive methods were used to create a reward system model for high-performing ASN employees that took into account the components of their performance. It was concluded that the reward system could be financial or non-financial in nature and should be given in accordance with employee performance achievement. The findings can be used to provide an overview of a fair reward system for civil servants in Indonesia who have excelled at their jobs.
 Keywords: reward, high performance, financial, non-financial

Leadership Roles For Improving Employee Productivity at Digital Start-Up Company

Research aims: This study analyzes the role of leadership in improving employee productivity. The object of research was carried out at a start-up company engaged in the digital career development platform.Design/Methodology/Approach: The process of collecting data by conducting virtual interviews to gather information according to the research topic. Structured interviews were used in this study with the aim of obtaining systematic and specific information.Research findings: The results showed that the role of leadership is vital in increasing employee productivity. Theoretical contribution/ Originality: The six components that show the role of leadership in employee productivity include clarity of leadership functions, accuracy of competency-based employee placement, consistency of training programs, effectiveness of organizational strategy implementation, clarity of job description directions to employees, and a fair reward system based on contributions.Practitioner/Policy implication: This research has leadership implications for employee productivity. Leadership is very important in maintaining long-term business sustainability.Research limitation/Implication: This study is only limited to discussing the role of leadership to increase employee productivity accompanied by human resource strategies.

Effect of Performance Management on Employee Engagement in Nigerian National Petroleum Corporation (NNPC)

This paper examines the effect of performance management on employee engagement in Nigerian National Petroleum Corporation (NNPC). A survey research design was employed with a population of 6621 staff of NNPC as of April 2020. Both primary and secondary data were used; questionnaire copies were shared among samples of 377 respondents from NNPC and other subsidiaries and divisions. Data analysis was conducted using mean, standard deviation, and inferential statistics (ANOVA). Pearson’s Product Moment Correlation Co-efficient was used to test hypothesis with the help of SPSS version 20, which addresses the extent of the relationship between the variables under consideration. This study pointed out various proxies of performance management systems notably, objective setting, amendment of objectives, feedback result, reward system, and measurement of performance. The findings showed that performance management has a statistically significant impact on employee engagement. Therefore, the study concludes that objective setting, amendment of objective, on employee engagement in Nigerian National Petroleum Corporation (NNPC). The researcher recommended that the organization should set clear and realistic objectives as well as provide the tools and resources needed to realize such objectives; there should be more straightforwardness about the amendment of objectives in the organization. The organization should give a just and fair reward system and link such to the results of the performance evaluation; management of the organization should as a matter of necessity review employees’ work; and finally, the Nigerian National Petroleum Corporation (NNPC) should measure staff performance both quarterly and annually in order to improve employee engagement.

Spiritual Intelligence as a Predictor of Work Engagement and Quality of Work Life among Nurses

Background: Any organization's success is largely determined by how it recruits, motivates, and maintains its staff. As a result, organizations must implement a strategy that improves employees' quality of work life in order to meet both organizational and employee needs. When dealing with changes at work and boosting performance, employee engagement and spiritual intelligence are crucial aspects to consider. Aim: to assess the relationship between spiritual intelligence, work engagement and the quality of work life among nurses at Zagazig University Hospitals. Study design: The researchers utilized a descriptive correlational study design. The study took place at Zagazig University Hospitals (Academic Hospitals), Egypt. Study subjects: A stratified random sample was used and 384 nurses were chosen from the above mentioned setting. Tools of data collection: The data was gathered utilizing a four-part questionnaire sheet for staff nurses: Personal characteristics, spiritual intelligence self-assessment questionnaire, Utrecht Work Engagement Scale (UWES), and quality of work life survey. Results: revealed that 74.5% of staff nurses have moderate quality of work life, while 95.3% and 82.6% of them had high spiritual intelligence and work engagement respectively with all domains. Conclusion: Spiritual intelligence was a good predictor of nurses' work engagement and quality of work life, with a statistically significant difference between all spiritual intelligence dimensions, work engagement, and quality of work life. Recommendation: It is suggested that a fair reward system be developed that includes both financial and non-financial rewards, as well as reducing feelings of nervousness, strain, frustration, and stress at work in order to improve the perceived quality of work life and enhance nurses' spiritual intelligence by encouraging them to participate in problem solving and decision-making, as well as providing adequate help and support.

Do “high-performance” human resource practices work in public universities? Mediation of organizational and supervisors’ supports

PurposeThe purpose of this paper is to explore the relationship between “high-performance” human resource practices (HPHRP) and organizational performance, using organizational and supervisors’ supports as mediating variables.Design/methodology/approachUsing cross-sectional design, the data were obtained from 311 public university lecturers in Nigeria. The study employed partial least square structural equation modeling (PLS-SEM) in the analysis.FindingsThe results suggested that the application of HPHRP in the public universities has direct and indirect effects on organizational performance. Also, HPHRP are linked with both organizational support and supervisory support. In turn, the organizational support and supervisory support are strongly linked with organizational performance. Furthermore, both organizational support and supervisory support fully mediate the positive relationships between HPHRP and organizational performance. The mediating role of both organizational support and supervisory support revealed their significance in HPHRP-performance link particularly within the context of public universities.Research limitations/implicationsThe study employed self-report in collecting data for all the major constructs.Practical implicationsThe study demonstrated the importance of HPHR practices (rigorous selection processes; training and development opportunities; information and communication practices; employee involvement in decision making; job security; fair reward system; team working and career management) and how they are directly related to organizational support, supervisory support and performance of organization. Second, for the management to enhance organizational performance (particularly in public universities), the need to emphasize on appropriate and effective HRM practices capable of promoting organizational and supervisory supports is required. This will enable the creation of supportive work environment that will promote better organizational performance.Originality/valueThe study adds value by providing additional understanding of the significant role of organizational support and supervisors support in HPHRP-organizational performance link.

The need for ethical leadership in combating corruption

In this article, we empirically assess the role of ethical leadership in reducing corruption. We also examine whether the effectiveness of ethical leadership in curbing corruption depends on the quality of the reward system in public organizations. We focus on two related components of the reward system: the use of performance-based rewards and procedural fairness. Using data collected through a survey of 741 employees in 154 government and non-profit organizations in Pakistan, we find a negative association between ethical managerial leadership and reports of corruption. We also find that the use of performance-based rewards is associated with fewer incidences of corruption, and that the negative relationship between ethical leadership and corruption is stronger when employees report low levels of procedural fairness. We discuss the implications of these findings for research on and strategies for combating corruption in public organizations. Points for practitioners Ethical managerial leadership can reduce corruption in public organizations in developing countries. The need for ethical leadership is particularly high in organizations that are yet to establish a fair reward system. Moreover, to reduce incidences of unethical behavior and promote ethical behavior, managers in public organizations in developing countries should communicate ethical standards clearly, encourage subordinates to make decisions in an ethical manner, and hold subordinates accountable for unethical conduct.

Impacts of Human Resource Management Practices in Retaining Scarce and Skilled Workers in the Public Sectors of Cameroon

Human Resource Management practices have gain enormous interest by the researchers due to its influence on worker retention. It is therefore imperative for organisations to institute appropriate measures to keep treasured workers. Effectual implementation of HRM practices can help organisations to retain their scarce and skilled workers. Organisations in all sectors are operating in highly competitive environment which requires that these institutions retain their core employees in order to gain and retain competitive advantage . It is against this background that the main endeavor of this research is to identify HR practices that affect workers retention in the public sector of Cameroon. The role of the human resources management in employee retention is critical since there practices impact directly on the employees’ feelings about the organization. This paper sought to find out the influence of human resources management on staff retention in the public sector of Cameroon. The study was purely based on literature review. From the review of several empirical studies it was established that human resources practices significantly influences intention to leave of staff and hence there is need to embrace the practices that promotes staff retention. After analysing the data, the ensuring findings revealed that in spite of the results it still has a lot of setbacks coming from the methodology used, time, respondents and geographical limitations. From this conclusion, this study hopes to recommends the change of centralised leadership, eliminating discrimination and bias, installing a systematic and fair reward system, and providing compensation benefits and allowances such as medical insurance.

A Study of the Job Satisfaction of the Five-star Hotel Chef Career Choice Motives

The purposes of this study were to examine the motivation of career choice for chefs in luxury hotels through IPA analysis based on the differences between importance and satisfaction, and to investigate the impact of motivations of career choice on job satisfaction. The results are as follows. First, “matched aptitude” and “interest in cook” were found as factors of importance and satisfaction. Second, sufficient reward should be provided through incentive, increasing salary, and promotion. Third, the system of internship and temporary employee should be revised, and the motivation should be provided through performance-based reward and incentive system. Fourth, fair personal evaluation, transparent promotion system, fair reward system should be required to increase job satisfaction. Fifth, internal environment is important rather than social reputation or popularity for those who consider chefs as future career.

Effect Of Reward Systems On Employees’ Achievement Of Targets In The Semi-Autonomous Government Agencies

Employee reward systems refer to programs set up by an organization to reward performance and motivate employees on individual and/or group levels. This study was guided by basic salary, training opportunities, health benefits and house allowance as specific objectives in establishing the effects of employee reward system on the achievement of targets of semi-autonomous government agencies in Migori Sub-County. The study is expected to increase knowledge and understanding in this area by assisting the Kenya Government through Public Service Commission of Kenya in formulating and implementing policies that would lead to a fair reward system for public servants and therefore improving efficiency and effectiveness in staff performance. This research adopted survey design. The target population was 74 employees working in the three semi-autonomous agencies in Migori Sub-County. The sample size of 43 was drawn from the target population of employees in the authorities. This was 58% of the entire population of employees in the three authorities in Migori Sub-County. Data was collected by the use of document analysis and questionnaires. Data was analyzed by the use of computer aided data analysis software SPSS and Statpages. Presentation of data was done by the use of tables, bar graphs, line graphs and percentages. Descriptive statistics and correlation was used to compare the means of monthly earnings for different payrolls and also to establish the strength between dependent variables and independent variable. Findings in this study indicate that basic salary, house allowance and health benefits have very strong influence on employee performance as compared to the moderate influence that training had on their performance. The report recommends the harmonization of schemes of service within departments/ministries so that every individual is rewarded appropriately and fairly in order to improve employee performance.

IMPORTANCE OF MOTIVATIONAL FACTORS AMONG FRESH GRADUATE EMPLOYEES

Purpose: The current research is focused on analyzing the importance of motivational factors for newly graduated employees working in different organizations. Methodology/Sampling: Primary data was gathered in the form of questionnaire survey from the selected respondents. The proposed study employed quantitative research technique. The study is exploratory in nature. 394 respondents were selected for the study including freshly graduated employees from different organizations. The data collected was analyzed statistically. Findings: It was revealed from the study that there is significant impact of participation in decision-making and fair reward system on fresh graduates. However, there was no direct influence of monetary factors on fresh graduate motivation; nature of work and job description. Practical Implications: The study is beneficial for human resource managers as it may help them in designing motivating jobs. Management can take into consideration factors that are important to motivate fresh graduates on job and then take actions in implementing them.

Impact of Fair Reward System on Employees Job Performance in Nigerian Agip Oil Company Limited Port-Harcourt

The purpose of this research is to ascertain the impact of fair reward system on employees � job performance in Nigerian AgipOil Company limited Port-Harcourt. The research question addressed the extentat which improved employees job performance/reduced rate of industrial action is influenced by the implementation of fair reward system in Nigerian Agip oil company limited Port -Harcourt. The core aspect of the study is the use of cross sectional survey r esearch design in generating the required primary data. The place of

I Want to Quit

In the article, a model was developed to examine turnover intentions and was subsequently tested on state government employees. The findings from this model robustly indicated that quit intentions were lower among satisfied and high-performing employees. Contrary to what was expected, the results also demonstrated that public service motivation was positively associated with employee turnover intentions. On the other hand, participation in decision making, mission-contribution, and a fair reward system were not associated with employee leave intentions. The implications of these findings are thoroughly discussed in the article.

Telework Considerations for Public Managers with Strategies for Increasing Utilization

Literature was reviewed to investigate the extent of teleworking in public organizations and to identify management strategies to encourage telework utilization. The benefits of teleworking are contrasted with its challenges. Concepts grounded in Expectancy Theory, Leonard, Beauvais and Scholl’s (1999) Meta-theory of Work Motivation, and to a lesser extent McClelland’s Needs Trichotomy (Mc Clelland, 1966) are integrated to provide support for high performance telework management strategies. These strategies include developing an inventory of diverse team skills and competencies, promoting cognitive diversity, utilizing a collaborative management style, promoting trust and unity, facilitating the use of collaborative technology, introducing interdependence to tasks, and implementing a fair reward system. Finally, conclusions with implications for management and suggestions for future research are offered.

Patenting and licensing in genetic testing: ethical, legal and social issues

Patents for inventions can be beneficial for society, if they drive innovation and promote progress. In most areas, the patenting system works satisfactorily. However, it must be recognized that in some instances it can also be problematic; this is the case in the field of genetics, and particularly in the area of genetic testing. As patents should serve their original purpose (promoting innovation through a fair reward system for the inventors), the European Society of Human Genetics (ESHG) suggests ways to improve the mechanisms that already form part of the patents system as a whole. In brief, the ESHG recommends limiting the breadth of the claims in genetic patents and, more practically, to reduce the number of patents by limiting the patentable subject matter, thereby improving the quality of the patents that will eventually be granted. There is also a suggestion to redefine the concept of utility in patent law, by taking account of downstream clinical experience. The ESHG sees no harm in the patenting of novel technical tools for genetic testing (eg PCR or chip technologies), as they can promote investment and still allow for invention around them. Many disputes between supporters of the patenting system and the public revolve around ethical issues. The European Patent Office should consider the benefit of having an ethics committee to consider issues of major interest, such as patents applied to genes. The problem of licensing should also be addressed. Practically, this means supporting the Organisation for Economic Co-operation and Development guidelines, which prescribe that licences should be non-exclusive and easily obtainable, both in practical and in financial terms. To promote this, the practical exploration of alternative models for licensing, like patent pools and clearinghouses, is a prerequisite. To better track developments in this field, the establishment of a voluntary reporting system, whereby geneticists could report on any issues related to new and/or old patents or licences in the light of service provision to patients, would be worthwhile. Finally, the ESHG is calling upon all stakeholders to start the process of developing a code of conduct for partners with patents, covering ethical aspects as well as smooth licensing arrangements.