Fringe Benefits Research Articles

Relationship Between Emotional Exhaustion and Job Satisfaction among Nurses

Background: Emotionally exhausted employees tend to have unfavorable relationships with coworkers and the organization. It has been shown that emotional exhaustion and job satisfaction are highly relevant factors for performance in various organizational settings. This study aims to determine the relationship between job satisfaction and emotional exhaustion among nurses working at a psychiatric hospital. Method: A descriptive correlational study is conducted from December 2023 to May 2024. In a non-probability (purposive sample), 190 nurses were selected from hospitals in the Baghdad/Al-Rusafa Health Directorate and the Medical City Directorate. Nurses who work in psychiatric units were selected purposefully for this study. The chosen questionnaire consists of three parts. The first is the patient's socio-demographic characteristics, the Job Satisfaction Survey (JSS), and the third is the Emotional Exhaustion subscale (EE). Results: This study shows that the average participants' age was 30.25 ± 8.7 years, and the majority (53.7%) were female and held a diploma degree (48.9%) in nursing science. They have moderate levels of emotional exhaustion and job satisfaction. The job satisfaction survey results indicate that all dimensions of the subscale's items show moderate satisfaction. A statistical analysis reveals a significant inverse correlation between emotional exhaustion and job satisfaction among Nurses at a p-value of .0002. Conclusions: There is a significant relationship between emotional exhaustion and job satisfaction. These results suggest that emotional exhaustion is a key factor contributing to reduced job satisfaction and its various components, such as fringe benefits and the nature of work promotion. Recommendations: The study recommends effective interventions to address the negative impact of emotional exhaustion in the workplace, especially among new young employees. As such, organizations should prioritize implementing strategies that promote employee well-being and reduce burnout. This research contributes to understanding nurse experiences and needs, informing policies and practices that support their growth and well- being.

Effect of Motivation on Employee Performance: A Case of Tanzania Fire and Rescue Force, Kigoma Region

This study sought to determine the effect of motivation on employee performance at the Tanzania Fire Rescue Force. The study was specifically designed to identify the effects of salary, fringe benefits, recognition, training & development on the employees' performance using a case of the Tanzania fire rescue force in Kigoma Region. The study employed a quantitative approach and cross-sectional research design. 50 structured questionnaires were distributed to 50 employees and the collected data were analyzed using descriptive statistics, principal component factors, correlation and simple linear regression analysis. The findings indicated the moderate effect of salary, Recognition & Appreciation on employee performance. The findings also revealed that personal commitments and job satisfaction are two fringe benefit factors influencing employee performance. Moreover, it was reported that Training & Development have contributed to 63% of the variation in employees' performance among workers. Additionally, the overall finding indicated that salary, fringe benefits, training, development, Recognition & Appreciation are seen as job-motivating factors that significantly impact employee performance. The study recommended that by nurturing a motivational work environment and supporting skill development and feedback mechanisms, the organization can further enhance employee performance and contribute to its overall success.

Role of Financial and Non-financial Incentives on Employee’s Performance: A Study on the Banking and Insurance Sectors of Nepal

As the banking and insurance are service sector industries, the competence and dedication of the employees of these sectors significantly influence customer satisfaction and organizational success. Therefore, the performance of employees stands as a crucial factor determining the success of banks and insurance companies. This research aims to explore the impact of financial and non-financial incentives on the performance of employees working in the Nepalese banking and insurance sectors. A structured questionnaire was employed to collect the data for the study from 400 sample employees of these sectors by using a non-probability sampling method. For the analysis of data, tools such as Cronbach’s Alpha analysis and Regression analysis was carried out to assess the relationship among the variables. In addition, to analyze the findings of ordinal variables, Ordinal Logistic Regression Model was used. The study found a positive correlation between financial incentives (bonuses and fringe benefits) and employee performance. By the value of Ordinal Logistic Regression, factors like age, experience, and job security did not indicate a significant impact on employee performance. In contrast to that, factors like age, experience, and job security did not indicate a significant impact on employee’s performance. The findings of the study also challenge the theoretical assumption that higher pay directly leads to improved performance, suggesting that high pay expectations might lead to performance pressure and reduced employee performance. Similarly, while working conditions were not significant, emphasizing upgrades solely based on this factor may not be justified in the banking and insurance sectors based on this research. Recommendations include the necessity for managers or HR professionals to strike a balance between financial and non-financial incentives to optimize employee performance and thereby enhance company productivity.

Discrimination Against Non-native English Speakers in the English Language Teaching Profession: Evidence from Internship Advertisements

Despite the non-native English-speaking teachers’ (NNESTs) movement, the literature documents widespread discrimination against NNESTs particularly in hiring discourse in English as a foreign language (EFL) contexts. The present study aims to shed light on another aspect of this discrimination in EFL internship advertisements by investigating the ideal interns’ qualifications and requirements as well as the characteristics of internship locations and fringe benefits attributed to the internship positions. To this aim, 13 international advertisements were chosen as the corpus of the study from the Premier TEFL website and were thematically analyzed. The results pointed to the native speaker fallacy in internship advertisements as all the programs required the candidates to be native speakers of inner-circle English-speaking countries or hold academic degrees from these locations. Additionally, a variety of selling strategies and marketing tactics such as the description of landscapes and outdoor activities along with a diversity of fringe benefits were utilized to attract native speakers. The results are discussed in the light of native speaker dominance in the profession and the ways to fight against this legacy. Finally, the paper ended with the implications the study has for various stakeholders including native English-speaking teachers (NESTs) and NNESTs themselves.

Unequal Ground: Gender Disparities at Work Life in the Construction Industry

This research intends to explore how gender impacts different aspects of the quality of work life, emotional intelligence, and the work–family interface among professionals in the Indian construction industry. This study employs quantitative methodology using a questionnaire survey. The questionnaires were circulated to 900 construction professionals, and 724 valid responses were received, resulting in a response rate of 80.44%. The data were analyzed using descriptive analysis and independent sample t-Tests. The independent samples t-Test revealed significant (p < 0.05) gender disparities in various quality of work life factors, emotional intelligence, and work–family interface. Males had a more positive perception of career growth, management, and the working environment. In contrast, females experienced higher job satisfaction, work commitment, personal satisfaction towards their workplace and personal life, a higher work–family interface, and a better work–life balance. Females also experienced a higher level of physical exhaustion and had a higher level of emotional intelligence, while males experienced a higher level of mental exhaustion. There were no significant gender differences in satisfaction towards remuneration and fringe benefits, work culture, or the level of psychological exhaustion. The findings suggest that construction industry organizations could implement policies and practices that promote equal opportunities, provide support for work–family integration, and foster a culture of emotional intelligence. This research adds to the current body of knowledge by igniting novel empirical proof of gender-based differences in the Indian construction industry. It highlights the importance of addressing these disparities to improve the quality of work life, emotional intelligence, and work–family interface among professionals in the industry.

The impact of studying abroad in a socioeconomically different country on work related values: Evidence from cypriot workers who were educated in the UK

This paper analyses changes in work related values in individuals that studied in a country that is relatively more economically developed, more individualistic, less uncertainty avoiding and with a lower power distance score compared to their home country. This is done by comparing the responses of Cypriot workers who studied in the UK with other Cypriots that did not study abroad on a work values questionnaire and by interviewing workers who studied in the UK. Results suggest that workers who studied abroad consider intrinsic job characteristics such as challenging work, freedom to adopt own approach to the job and training opportunities as more important than locally trained employees whereas locally trained employees consider extrinsic characteristics such as pay, security and fringe benefits as more significant. The process of change in the workers who studied abroad seems to involve primarily dissonance and internal accountability. The main theoretical contribution of this research is the proposition that educational experiences abroad in a country with different socioeconomic characteristics compared to the home country can influence work related values and that this change takes place through a process of observing values differences and adjusting one’s values. Practical implications include that organizations are likely to become more diverse in terms of employees’ values because of education of employees in different cultural contexts and that this may have significant effects on management.

Labor market pathways to job quality mobility in the service sector: Evidence from the “Great Resignation”

Since the mid-1970s, there has been a sharp rise in the prevalence of “bad jobs” in the U.S. labor market, characterized by stagnant wages, unstable work schedules, and limited fringe benefits. Scholarly, policy, and public debate persists, however, about whether these jobs can serve as steppingstones to intra-generational job quality mobility or are instead “poverty traps.” While scholarship increasingly recognizes the multi-dimensional nature of job quality, prior research on intra-generational job mobility overwhelmingly estimates only wage mobility and generally focuses on estimating the degree of mobility, to the exclusion of the contexts and mechanisms that foster such mobility. We draw on new panel data collected from 8600 hourly service sector workers between 2017 and 2022 to estimate short-run mobility into good jobs, defined as paying at least $15/hour, having a stable work schedule, and offering paid sick leave, employer-sponsored health insurance, and retirement benefits. Overall, we find that mobility into such “good jobs” is low. However, we show that the rate of transition into “good jobs” is strongly conditioned by local labor market conditions: during the “Great Resignation” and in low state-month unemployment periods, nearly twice the share of workers transitioned to “good jobs” as in less favorable contexts, particularly workers who changed sector as opposed to staying at the same firm or taking new jobs in the service sector. Notably, during periods of labor market tightness, workers who stayed at the same employer had similar rates of mobility into “good jobs” as those who changed employers within the sector.

A Qualitative Study on Talent Management in Enterprises within the Industry 4.0 Process

Purpose - This study aims to examine the effects of Industry 4.0 on talent management. It is observed that resources are allocated and training programs are organised for the transformation of the workforce in the Industry 4.0 process.Design/Methodology - Qualitative research approach was adopted in the study. Using purposive sampling method, 4 different industrial enterprises were analysed. Data collection process was carried out through face-to-face and online interviews.Findings - Organizations prioritize continuous training and fringe benefits in talent management, while employee involvement in social responsibility projects and teamwork enhances internal communication. In the Industry 4.0 era, maintaining organizational balance and providing diverse opportunities to talented employees are crucial.Practical Implications - The study suggests that implementing 28 different practices such as brand equity, collaboration, work-life balance and career opportunities to retain talent can increase awareness of the impact of Industry 4.0 on HR management. Establishing sector-based standards and models can help researchers in Turkey to implement Industry 4.0 and talent management practices.

Challenges, adaptations, and fringe benefits of conducting software engineering research with human participants during the COVID-19 pandemic

The COVID-19 pandemic changed the way we live, work and the way we conduct research. With the restrictions of lockdowns and social distancing, various impacts were experienced by many software engineering researchers, especially whose studies depend on human participants. We conducted a mixed methods study to understand the extent of this impact. Through a detailed survey with 89 software engineering researchers working with human participants around the world and a further nine follow-up interviews, we identified the key challenges faced, the adaptations made, and the surprising fringe benefits of conducting research involving human participants during the pandemic. Our findings also revealed that in retrospect, many researchers did not wish to revert to the old ways of conducting human-orienfted research. Based on our analysis and insights, we share recommendations on how to conduct remote studies with human participants effectively in an increasingly hybrid world when face-to-face engagement is not possible or where remote participation is preferred.

Effect of Fringe Benefits and Remuneration on Employee Performance: The Mediating Role of Employee Engagement.

Purpose of the study - This study assessed the effect of fringe benefits and remuneration on employee performance and explored the mediating role of employee engagement. Methodology- The study employed a quantitative approach to data collection and analysis. Data was collected through a structured questionnaire distributed among 270 employees from Asanduff Construction Limited- Accra, Ghana. The analysis was conducted using Partial Least Square Structural Equation Modelling. Findings- The study revealed that fringe benefits and remuneration did not affect employee job performance. With the mediation analysis, the analysis showed that employee engagement mediated the relationship between remuneration and employee performance as well as fringe benefits and employee performance. Limitations- First, the study’s limitation has to do with its geographical coverage. The study was also limited to the working staff of Asanduff Construction Limited with an estimated sample size of 278 which could be relatively small. Again, through questionnaires being used as the main instrument, the study responses might be without honesty and accuracy. Thus, the study results might be affected by bias which will limit the generalizability. Practical implications- The results of this study will contribute to human re-source managers' efforts in putting plans in place to improve the operations of their companies. Line managers should therefore make every effort to ensure that their staff members are motivated by the work they do to increase productivity, as this study also discovered a link between employee engage-ment and performance. Strategically, leadership and management of organi-zations will be based on the findings of this study and plan important work-shops, seminars, symposiums, conferences, etc. with a major focus on provid-ing employees with proper fringe benefits at the workplace to ensure that they increase productivity at the workplace. Originality/value- The study contributes to the literature by assessing the effect of fringe benefits and remuneration on employee performance and exploring the mediating role of employee engagement.

Passion versus positivity: How work passion and dispositional affect predict job satisfaction and its facets

AbstractWork passion—a motive that contains affective and cognitive components—is highly desirable and has positive consequences for individuals and organizations. We propose work passion as the missing piece that can explain unique variance in job satisfaction above and beyond the established predictor of dispositional affect. Taking a motivational approach based on the Dualistic Model of Passion and self‐determination theory, we tested how two types of work passion (harmonious and obsessive) and two types of dispositional affect (positive and negative) predicted overall job satisfaction and nine job satisfaction facets (satisfaction with pay, promotion, supervision, fringe benefits, contingent rewards, operating conditions, coworkers, the nature of work, and communication). In a two‐wave study of working adults, structural equation modeling and regression‐based relative weights analysis showed that harmonious passion predicted the largest proportion of variance in job satisfaction overall and in all nine of its facets. Together, our findings highlight the importance of harmonious passion and the utility of a motivational theoretical perspective on job satisfaction for HR scholars and practitioners.

Exploring the Determinants of Quality of Work Life in the Construction Industry: A Quantitative Approach

This research aims to identify and quantify the factors affecting quality of work life (QWL) among professionals in the Indian construction industry. The study employs a structured questionnaire, distributed to 900 construction professionals, yielding a response rate of 80.44%. The QWL construct was assessed through eight factors: career growth, management, job satisfaction, remuneration and fringe benefits, the work–family interface, emotional intelligence, work culture, and work commitment. Both descriptive and inferential analysis were carried out. The relative importance index method was used to rank these factors based on their relative importance. Work commitment (RII = 0.772) ranked as the most important factor, this was due to work commitment including significant items. The high ranking of this factor suggests that commitment to work is highly valued in the construction industry. The study also employed structural equation modelling to validate the association among these QWL factors. The findings reveal that job satisfaction (t = 0.765) and career growth (t = 0.751) play significant roles in QWL, suggesting that these factors should be prioritized to enhance QWL in the construction industry. The results of this study provide valuable insights for organizations, HR practitioners, and researchers in the construction industry, emphasizing the need to focus on job satisfaction and career growth to enhance QWL. This study contributes to the existing literature by providing a comprehensive analysis of QWL in the construction industry, offering valuable insights for organizations, HR practitioners, and researchers. Future research could adopt longitudinal study designs or qualitative methods to further explore the QWL among construction professionals.

Investigating the Performance of the Tourism Industry in the Kabarole District of Uganda

This study investigates the performance of the tourism industry in Kabarole district, Uganda. The study adopted a cross-sectional research design with a sample of 154 respondents that was determined using Solvene’s method of sample size determination. Findings confirm that there is a significant influence of tourism attraction sites on the socio-economic performance of local communities in the Kabarole district, which indicates that an increase in attraction sites results in increased job creation in the district. Based on the findings, the study recommends that efforts should be made by the Kabarole local government district in conjunction with the central government to improve the condition of transport routes to enable tourists to maintain their contact with the rest of the world and enhance the fringe benefits to the local communities. Also, more accommodation establishments should be established in the local district to create further employment opportunities for locals in the district. Keywords: Income, Performance, Revenue, Socioeconomic development, Tourism.

QUALITY OF WORK LIFE AND ITS IMPACT ON PSYCHOLOGICAL WELL BEING AMONG EMPLOYEES

This research undergone a study on quality of work life and its impact on psychological well being among employees in Hi Tech Arai private limited . Variables taken for the study are Safe work environment , Fringe benefits, compensation practices, Opportunities for career development, Conflict resolution mechanism. From the population of 500 using Morgan table sample size of 217 have taken for the study. Questionnaire data collection method is used in this Research for data gathering. From the Probability sampling , Simple random sampling method used in this research to select a sample from a larger population. Statistical tools used are Normality test ,Mann whitney U test, Kruskal wallis H test and correlation. The findings reveal that there is no significant difference between the Age group and also with gender with reference to safe work environment, Fringe benefits , opportunities for career development , compensation practices and conflict resolution mechanism. Organizations must recognize the importance of investing in QWL initiatives to create environments that support employees' holistic development and contribute to their overall happiness and satisfaction. Key Words: Quality of work life, psychological well being among employees.

Spiritual Leadership and Intrinsic Motivation: The Roles of Supervisors' Developmental Feedback and Supportive Organizational Culture

Organizational survival in today's dynamic and competitive business environment requires a holistic leadership approach that can intrinsically motivate employees to experience deeper meaning in their work beyond exchanging their labor for payment and fringe benefits. Anchored on self-determination theory, this study examines how spiritual leadership relates to employees' intrinsic motivation. Specifically, the study proposes a theoretical model in which supervisors' developmental feedback mediates this relationship, whereas supportive organizational culture moderates it. Using a sample of 448 employees from the financial sector in Kenya, results indicated that spiritual leadership, directly and indirectly, influenced intrinsic motivation, partially through supervisors' developmental feedback. Further, the results indicate that supportive organizational culture moderates the relationship between spiritual leadership and intrinsic motivation, such that the relationship is stronger when supportive organizational culture is high rather than low. Implications of these findings and recommendations for future research are offered.

NIL education can help ensure compliance, limit liability

CHARLOTTE, N.C. — Even if today's college student‐ athletes seem way more tech‐savvy than you, they still need guidance to successfully manage the quickly evolving name, image, and likeness realm. Providing your student‐athletes with an NIL education will also have the fringe benefit of helping to protect your institution by ensuring compliance, boosting safety, and limiting liability. Just think of the liability if one of your student‐athletes, who doesn’t fully understand the NIL‐related rules and regulations, thinks it's OK to sneak onto the field to give a private lesson as part of an NIL deal but then someone gets hurt in the process.

Beyond standard treatment: A qualitative descriptive study of cancer patients' perceptions of hypnotherapy in cancer care

Background and purposeCancer remains a leading cause of death in Australia. The number of new cancer cases diagnosed each year is expected to surpass 200,000 by 2033. This marks a significant increase from about 88,000 cases in 2000 to an estimated 165,000 cases in 2023. Despite advancements in treatment, emotional and psychological challenges in cancer care are often overlooked. This study focuses on hypnotherapy, a complementary therapy recognized for its efficacy for physical and emotional symptoms, yet underutilized in Australian cancer care. The research aims to explore patients' perceptions of hypnotherapy and identify barriers to its integration, contributing to the development of holistic, patient-centered cancer care models. Materials and methodsA qualitative study employing semi-structured interviews was conducted with 14 adult cancer patients (breast, lung, and colorectal) undergoing active treatment, selected through convenience sampling. The interviews were carried out from May 2022 to August 2023, focusing on participants' experiences and attitudes toward hypnotherapy among other complementary and alternative medicine (CAM) therapies. Thematic analysis using Braun and Clarke's six-step framework was applied to the data. ResultsFive themes were developed following analysis: 1) emotional roller coaster of cancer diagnosis, 2) participants’ perspectives on hypnotherapy among other CAM modalities, 3) hypnotherapy as a psychological vs physiological support, 4) fringe benefits of hypnosis, and 5) the main hurdles: cost and lack of information. Participants expressed a diverse range of experiences and attitudes towards hypnotherapy and CAM, with a strong emphasis on the need for emotional support in cancer care. Although hypnotherapy was recognized for its potential to address both emotional and physical symptoms, its predominant use was for emotional well-being. Participants also highlighted the importance of attitudes and endorsements from healthcare providers in their decision-making process about CAM therapies. ConclusionThe study findings emphasize the need for a more integrative and patient-centered approach in cancer care that includes hypnotherapy as a non-pharmacological intervention for physical and particularly emotional support. Healthcare providers should be aware of the potential value of hypnotherapy and consider patient preferences in their recommendations. In addition, addressing the identified barriers could improve the accessibility and integration of hypnotherapy into cancer care protocols in Australia.

Trade Unionism and Welfare of Members of Academic Staff Union of Universities (ASUU), University of Uyo Branch, 2010-2020

The study emerged from the abysmal welfare conditions in the Nigerian public university system particularly as it concerns members of ASUU in the University of Uyo. The study sought to ascertain the extent to which trade unionism by ASUU has enhanced the promotion of members of the Union and to examine the role ASUU has played in ensuring the payment of fringe benefits to members. The research adopted Conflict Theory as a theoretical guide. A survey method was adopted for the study. A structured questionnaire and interviews were the instruments used to obtain data from the respondents. A sample size of 301 was selected from the population using a simple random sampling technique. Data for the study were obtained from both primary and secondary sources. A one-way ANOVA statistical method was adopted to test the two research hypotheses. The findings of the study revealed that there is no significant relationship between trade unionism and the promotion of the members of ASUU and that the payment of fringe benefits to members of ASUU at the University of Uyo has no relationship with unionism in ASUU. The research recommended that ASUU should adopt a workable mechanism for collaboration with the university management on timely promotion, design a precise template to guide payment of fringe benefits and encourage members to join the Uniuyo Academic Staff Multipurpose Co-operative Society.

Covid 19 Pandemic and Lecturers’ Perception on Income and Satisfaction in Nigerian Private Universities: Qualitative Evidence from Al-Hikmah University

The pandemic's immediate effects may be gloomy, but it also presents a rare opportunity for learning, transformation, and resilience-building within Nigerian universities' educational systems. Against this backdrop, the Covid-19 pandemic and teachers' perceptions of income and satisfaction in Nigerian private universities were the subjects of this study. The study was accompanied by the formulation of two research questions. The entire faculty at Al-Hikmah University makes up the study's population. Participants were chosen using two non-probability sampling strategies. Purposive and convenient procedures were specifically used to pick four academic staff members from various faculties. Relevant data for the study was gathered using an interview methodology called the "Interview Protocol on Income and Satisfaction (IPIS)". Data collected were analyzed using thematic method. Findings indicate that lecturers’ were satisfied with the level of income in the university. Specifically, they are satisfied in terms of regular payment of Salaries and other fringe benefits. Also, findings revealed that the pandemic had impact on Al-Hikmah University in many ways. The study recommends that management of Al-Hikmah University should come up with another source of income to increase revenue drive, this will enable them have more financial buoyancy, to increase the satisfaction of their lecturers. Additionally, there should be aggressive planning and policy mix should be set up in order to provide for the staff in the closest future, this will empower the University to prepare and take actions in case of future occurrences.

Publishing in premier journals with high impact factor and Q1 journals: Dos and Don'ts

AbstractThe evolving landscape of the academic world has ushered in a plethora of challenges and opportunities for researchers. While there are undoubtedly monetary incentives and fringe benefits for those who actively engage in publishing, the journey toward acceptance by a premier journal is often arduous and time‐consuming. Considering this context, this paper endeavors to dissect prevailing trends, elucidate the reasons behind manuscript rejections, and furnish a compendium of strategies and insights aimed at augmenting the likelihood of acceptance while mitigating the probability of rejection.