Work Incentives Research Articles

Digital business transformation adoption in SMEs and large firms during COVID-19

ABSTRACT The COVID-19 pandemic has presented significant challenges for businesses worldwide. Those who recognised the importance of an online presence and transformed their traditional business model into a digital one were better equipped to mitigate the pandemic's negative impacts. However, there is a lack of research on the differences in digital transformation between small and medium-sized enterprises (SMEs) and large firms, as well as the main factors driving this transformation. This paper aims to address this gap by examining the successful digital transformation among these groups (SMEs and Large firms) in the province of New Brunswick, Canada, as a case study. The study uses secondary data from the TechImpact survey to explore the primary factors of this shift for both SMEs and large firms. The study confirms the critical factors identified in the literature, while also revealing new factors specific to each group. For SMEs, these include adopting a digital business model, investing in low-budget social media and e-marketing, recruiting young digital experts, and accessing government grants and subsidies. For large firms, the factors include implementing mass customisation through online channels, providing remote work incentives, using a comprehensive content management system, and prioritising electronic customer relationship management and e-loyalty.

PENGARUH ETOS KERJA DAN PEMBERIAN INSENTIF TERHADAP PENINGKATAN PRESTASI KERJA KARYAWAN PADA DIVISI PRODUKSI PT YONGJIN JAVA SUKA GARMENT

The purpose of this research was to determine the effect of work ethic and incentives on improving employee performance. This study uses quantitative methods. The sample in this study were line 1 employees at the production division of PT Yongjin Javasuka Garment, totaling 40 people. Data collection technique in this study is a questionnaire. Data analysis technique in this study using multiple linear regression data analysis. Based on the result of the study obtained the reslut of multiple linear regression test Ŷ = 15,079 + 0,212X1 + 0,461X2. Simultaneously work ethics and provision of incentives have a positive and significant effect on improving employee performance in the production division of PT Yongjin Javasuka Garment with a significant value of 0,000 less than 0,05. And a calculated Fcount value of 15,037 > Ftable = 3.25 . The results of this study are that work ethic has not significant effect on improving employee performnace with a significant value of 0,062 where the value is > 0,05 or with an observation scale the tcount value is 1,927 > ttable 1,687. Giving incentives has a positive and significant effect on improving employee performance with a significant value of 0,004 where the value is < 0,05 or with an observation scale tcount 3,086 > ttable 1,687.

The Mediating Role of Job Satisfaction in the Relationship between Organizational Culture and Job Commitment among Employees in the Ministry of Education in the Sultanate of Oman

The current study aimed to determine the relationship between organizational culture and job commitment in the Ministry of Education in the Sultanate of Oman, with job satisfaction as a mediating variable. To achieve the study objectives, a descriptive-analytical approach was adopted, using path analysis through the Amos ver.24 software in the Statistical Package for the Social Sciences (SPSS). This was done to examine the direct and indirect effects of job satisfaction as a mediating variable in the relationship between organizational culture as an independent variable and job commitment as a dependent variable, based on Baron & Kenny's model (1986((. To answer the research questions, the researcher developed a questionnaire as a data collection tool, consisting of three dimensions: organizational culture, including four dimensions; job commitment, including three items; and job satisfaction, including four dimensions. The study sample consisted of 168 employees from the educational directorates in Muscat, North Al Batinah, and Dhofar in the Sultanate of Oman The results of the study indicated a high level of organizational culture, organizational commitment, and job satisfaction among employees in the Ministry of Education in the Sultanate of Oman. However, the study results showed no significant mediating effect of job satisfaction between organizational culture and job commitment. On the other hand, the results indicated a statistically significant effect of organizational culture, with its dimensions (values, expectations, norms, and beliefs), on organizational commitment with its dimensions (affective, continuance, and normative), in the presence of job satisfaction as a mediating variable with its dimensions (relationship satisfaction with colleagues, satisfaction with work procedures, supervision style, and rewards and incentives). The study recommended the importance of applying principles of integrity and credibility in selecting qualified individuals for administrative positions among candidates, achieving the principle of fairness in dealing with employees, and activating the principle of delegation in making some administrative decisions in the educational directorates in the Sultanate of Oman. Additionally, there is a need to review the system of incentives and promotions to achieve a higher level of job satisfaction among employees in those directorates

Unemployment Benefits: Disincentives to Work?

The aim of this paper is to analyze the effect that unemploymentbenefits – an instrument of social policy – have on incentives towork. It will start by discussing arguments that portray unemploymentbenefits as disincentives. It will continue by analyzingmore profoundly how benefits can serve as an instrument to increaseemployment and mitigate disincentives to work. Finally, itwill be shown that when taking into consideration the heterogeneityof elements shaping the unemployment benefit system andstructure, substantial replacement rates may contribute to increasingefficiency of labor market.

PENGARUH BUDAYA KERJA, INSENTIF TERHADAP KINERJA PETUGAS PEMUNGUT PAJAK MELALUI MOTIVASI KERJA BPPKAD KOTA PROBOLINGGO

This study aims to analyze whether work culture and incentives have a significant positive effect on the performance of local tax collection officers with work motivation as an intervening variable. The population of this study is a regional tax collection officer at the Probolinggo City Regional Financial and Asset Management Revenue Agency who has the status of a Civil Servant with a minimum service period of 1 year. The sample taken was 30 respondents. The analysis tool used is Smart PLS 3. The results showed that work culture has a direct positive effect on officer work motivation, work culture has a significant positive direct effect on officer performance, incentives have a significant positive direct effect on officer work motivation, incentives have a direct positive effect on officer performance, and work motivation has a direct positive effect on officer performance. Furthermore, work culture indirectly does not affect employee performance, incentives indirectly do not affect employee performance.

PENGARUH ETOS KERJA, INSENTIF, DAN PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN PADA UD MADIA JAYA SINGARAJA

This study aims to determine the effect of work ethic, incentives, and career development onemployee performance at UD Madia Jaya Singaraja. The data analysis technique used in this study wasmultiple linear regression analysis, classical assumption test, model goodness-of-fit test and hypothesis test(T-Test) using the SPSS Version 21.0 application for windows. The results of this study indicate that theeffect of the work ethic on employee performance at UD Madia Jaya Singaraja is 0.446 and the results oftesting the hypothesis with the t-test show that t-test > t-table (2.091 > 1.666). The effect of incentives onemployee performance at UD Madia Jaya Singaraja was 0.359 and the results of testing the hypothesis withthe t-test found that t-test > t-table (2.045 > 1.666). The effect of career development on employeeperformance at UD Madia Jaya Singaraja has a regression value of 0.154 units and the results of testing thehypothesis with the T-test show that t-test > t-table (4.800 > 1.666). The results of calculations from the Ftest > F-table, (45.231 > 3.13), this indicates that the work ethic, incentives and career development have ajoint effect on employee performance with a significant level of 0.000 < 0.050.

Analisis Kontaminasi Logam Berat dan Mikroba Pada Gula Aren Sesuai Standar Pangan Indonesia di Pusat Produksi Desa Menggala Lombok Utara

Palm sugar is widely produced in the North Lombok region, but the production process is still conventional. Consequently, the probability of metal contamination and microbial contamination is very high. This study aims to assign the safety characteristics of palm sugar in Menggala Village, North Lombok, in guaranteeing public health by analyzing the possible contamination. The requirements of factors are based on SNI 3743-2021 for metal contamination and SNI 7388:2009 for microbial contamination. This study used samples from Menggala Village, North Lombok, in November 2021. Samples were taken from one batch of the final product at the production house center, as much as 2 kg from 5 kg of total production. Heavy metal content was analyzed using AAS and ICP-OES. Analysis of Total Viable Count (TVC) and Total Yeast and Mold Count (TYMC) used the pour-plate TPC method, while the coliform test was analyzed using the Most Probable Number (MPN) method. The results of heavy metal contamination meet the SNI 3743:2021 standard. So, the palm sugar is free from these. The results of the TVC and TYMC meet the SNI 7388:2009 standard. However, the palm sugar does not meet the established criteria of SNI 7388:2009 for coliforms. The amount of presence above the threshold is the possible presence of pathogenic microbes that are harmful to human health. The cleanliness factor is the main factor causing the high value of coliform analysis. Several recommendations can be implemented, namely improving hygiene and sanitation facilities for workers, maintaining worker hygiene such as washing hands before and after processing, going to the toilet, handling dirty materials, and wearing clean clothes with head coverings, gloves, masks, or work shoes. Training and education programs are required, and incentives for workers to comply with these standards.

Vom Ehegattensplitting zur Individualbesteuerung

Abstract In Germany, married couples are taxed according to the income splitting method. This paper proposes a reform aimed at reducing the negative work incentives for the second earner. To this end, marital income splitting would be replaced by individual taxation, but only to the extent that legal maintenance obligations to the spouse are recognised as an expense for tax purposes. Under the proposal put forward here, splitting would remain permissible for low income of the primary earner, and individual taxation would only take effect for sufficiently high income of the secondary earner. In the intermediate range, a specially designed equalisation rule ensures a smooth transition of the joint tax burden.

The Influence of Work Environment and Incentives on Employee Performance through Motivation

Optimal service for health service users is a necessity for the continuity of hospital operations. The determinant of service quality lies in employee performance. There are several factors that influence employee performance, including work environment, incentives and work motivation. This research aims to: examine the influence of the work environment and incentives on work motivation; examine the influence of the work environment, incentives and work motivation on employee performance; and examine the influence of the work environment and incentives on employee performance through motivation. The research population was 445 civil servant employees at Dr. Wahidin Sudiro Husodo Hospital. Determining the number of samples used the Hair formula, namely the number of indicators multiplied by 6 (23x6), so that a sample of 138 people was obtained. The sampling technique uses proportional random sampling. Meanwhile, data collection uses a questionnaire distributed to respondents. The data analysis technique uses SEM PLS. The research results show that: (1) work environment and incentives have a significant effect on motivation; (2) work environment, incentives and motivation have a significant effect on employee performance; and (3) work environment and incentives have a significant effect on employee performance through motivation. For this reason, if hospital management attempts to improve employee performance, this can be done by creating a conducive work environment and providing fair incentives accompanied by strengthening work motivation.

The disparate effects of information provision: A field experiment on the work incentives of social welfare

Recipients of transfer payments must navigate intricate rules and regulations governing their incentives. This complexity carries the risk of prompting them to make privately suboptimal decisions and may, in turn, reduce overall welfare. Combining data from a large-scale scale field experiment and detailed administrative records, we investigate the labor market effects of informing social welfare recipients about their work incentives resulting from a minimum work requirement. Our intervention employs two treatments that provide (1) personalized and continually updated information on the relevant number of hours individuals have worked in the past and (2) generic information about the general rules governing their incentives. We find that the labor supply effects of these treatments differ significantly depending on individuals’ personal situation at the start of the experiment. While the provision of personalized information increases employment among individuals who have not yet worked the required number of hours, generic notifications reduce the labor supply of those who face a low personal risk of financial sanctions due to non-compliance with the requirement in the near future.

Collaborative Governance dalam Penanganan Covid-19 di Kabupaten Poso

This study aims to determine the collaboration process between stakeholders in handling Covid-19 in Poso District and the obstacles faced. The method used in this research is a qualitative method with data collection techniques through observation and interviews and analysis is carried out starting from reduction, data presentation and verification and conclusion drawing. The results of the study explain that the handling of Covid-19 in Poso Regency can run well because the Poso Regency Regional Government applies the concept of Collaborative Governance. Although there are several obstacles in the collaboration process carried out, namely the shortage of health workers and funeral workers, limited budget for the purchase of personal protective equipment, medicines, oxygen, Covid-19 test kits, isolation costs for health workers and incentives for health workers and tracking personnel, the unavailability of Covid-19 test kits, low public awareness of the dangers of Covid-19 and low public participation in vaccination activities.

Pengaruh Lingkungan Kerja dan Insentif terhadap Kepuasan Kerja Karyawan UD. Trubus Kota Bekasi

The purpose of this study was to analyze the effect of the work environment and incentives on UD job satisfaction. Bekasi City Trubus. This research uses quantitative descriptive methods. The population of this study was all UD employees. Trubus has 510 employees. The sample of this study amounted to 60 employees. The sampling technique is with the formula isaac and michael. The data collection technique is carried out by questionnaires. The data analysis techniques used are multiple and part partially ial linear regression analysis, The results of this study show: First, there is a positive and significant influence of the work environment on job satisfaction. Second, there isa positive influence of incentives on job satisfaction. Third, there is a positive influence of the work environment and incentives on job satisfaction. The results of this study are expected to be useful for increasing job satisfaction through a comfortable work environment and incentives provided.

Faktor-Faktor yang Mempengaruhi Produktivitas Tenaga Kerja Penyadap Karet PT Melania Indonesia Mas Estate (Studi Kasus di PT Melania Indonesia Mas Estate Desa Mainan, Kecamatan Sembawa, Kabupaten Banyuasin, Provinsi Sumatera Selatan

Factors Affecting Labor Productivity of Rubber Tapping PT. Melania Indonesia Mas Estate (Case Study at PT Melania Indonesia Mas Estate Toy Village, Sembawa District, Banyuasin Regency, South Sumatra)
 This study aims to determine the productivity of the tapping labor force and the factors that influence the productivity of the rubber tapping workforce of PT Melania Indonesia. This analysis uses independent variables, namely wages, work experience and incentives. The dependent variable is the productivity of tapping labor. The sample of this research is the rubber tapper workers of PT Melania Indonesia as many as 78 respondents. Statistical method using Multiple Linear Regression Analysis using SPSS 24 program, with hypothesis testing statistical test t. The results of the analysis of data from the t test showed that the wage variable (X1) had a positive and significant effect on productivity with a Sig value of 0.009 <0.05, the work experience variable (X2) and incentives (X3) also had a positive and significant effect on productivity with a Sig value. 0.000 < 0.05 and 0.000 < 0.05. The magnitude of the coefficient of determination R2 is 0.950. This means that the tapping labor productivity variable is influenced by the variables of wages, work experience and incentives by 95%. The conclusion of this study is that the variables of wages, work experience and incentives are factors that affect the productivity of rubber tappers in PT Melania Indonesia's plantation. In this case, plantation companies are expected to pay attention to stability in the provision of wages, work experience and incentives, this is because these variables are the driving factors that affect the workforce in achieving company goals.

PENGARUH LINGKUNGAN KERJA DAN INSENTIF TERHADAP KEPUASAN KERJA KARYAWAN UD. TRUBUS KOTA BEKASI

<em>The purpose of this study was to analyze the effect of the work environment and incentives on UD job satisfaction. Bekasi City Trubus. This research uses quantitative descriptive methods. The population of this study was all UD employees. Trubus has</em> <em>510 employees. The sample of this study amounted to 60 employees. The sampling technique is with the formula isaac and michael. The data collection technique is carried out by questionnaires. The data analysis techniques used are multiple and part</em><em> partially ial linear regression analysis, The results of this study show: First, there is a positive and significant influence of the work environment on job satisfaction. Second,</em> <em>there isa positive influence of incentives on job satisfaction. Third, there is a positive influence of the work environment and incentives on job satisfaction. The results of this study are expected to be useful for increasing job satisfaction through a comfortable work environment and incentives provided.</em>

STRENGTHENING OF MATERIAL STIMULATING OF THE WORKERS OF TRANSPORT BYELORUSSIAN SSR AT 1960–1969 YEARS

This article reflects the strengthening of financial incentives for Byelorussian transport workers by the state in the 1960s, especially during the economic reform of 1965. The increase in the interest of transport workers in the results of their work during this period was carried out in several stages. In this regard, the governing bodies have applied a number of different approaches. On the one hand, Belarusian transport workers received a higher level of direct payment for their labor, and on the other hand, additional material benefits were provided to them through the expansion of enterprise funds. The proposed study shows similarities and differences in financial incentives for workers, reflects the difficulties in achieving the goals set by transport workers.

Internalising precariousness: experiences of Georgian platform workers

Much has been written about the precarious nature of platform work, whether in high-income or less advanced economies. The lack of alternative employment opportunities and the high level of informal work in the latter are often assumed to be the key incentive for local workers to take on platform work. There is however little research on how exactly local conditions affect workers’ choices and most importantly on the factors making them accept the precariousness of platform labour. Based on 40 interviews with ride-hailing drivers in Tbilisi, the capital of the Republic of Georgia, this article argues that, rather than the lack of alternative opportunities, the poor quality of available jobs and the lack of social protection are the factors leading workers to accept and internalise precariousness, making the inherent features of app-based work seem normal.

What is the value added by using causal machine learning methods in a welfare experiment evaluation?

Recent studies have proposed causal machine learning (CML) methods to estimate conditional average treatment effects (CATEs). In this study, I investigate whether CML methods add value compared to conventional CATE estimators by re-evaluating Connecticut’s Jobs First welfare experiment. This experiment entails a mix of positive and negative work incentives. Previous studies show that it is hard to tackle the effect heterogeneity of Jobs First by means of CATEs. I report evidence that CML methods can provide support for the theoretical labor supply predictions. Furthermore, I document reasons why some conventional CATE estimators fail and discuss the limitations of CML methods.

Roles and challenges of seafarers for implementation of energy efficiency operational measures onboard ships

As international shipping contributes to 2.89% of global carbon dioxide (CO2) emissions, the International Maritime Organization (IMO) has set a target of reducing the carbon intensity by at least 40% by 2030 and 70% by 2050 compared to 2008. To achieve these goals, the IMO has developed guidelines and regulations for enhancing energy efficiency in ship design and operation, such as adopting various operational measures, low-carbon fuels, innovative technologies, and retrofits. A purposive sampling strategy was employed in this study to ensure a representative sample, engaging seafarers, ship managers, and technical and operations managers from 46 shipping companies worldwide. The study demonstrates that seafarers actively engage in various energy efficiency practices, with navigation, cargo works, deck operations, and port-related measures divided between the master and deck crews. Chief engineers and engine crews are involved in power generation, propulsion engines, and engine load management. Onshore technical managers oversee both groups to ensure the successful implementation of the Ship Energy Efficiency Management Plan (SEEMP). However, seafarers encounter challenges such as increased workload, additional paperwork, heightened inspections by regulatory bodies, enhanced planned maintenance, and increased technical difficulties in executing SEEMP onboard ships. Furthermore, the implementation of SEEMP has also affected the traditional work culture of crewmembers, who rarely receive recognition or incentives for their efforts. As part of its recommendations, the study emphasizes the need for improved working conditions, training, and incentives, as well as introducing new technologies to reduce workloads and ensure compliance with SEEMP.

Long-Run Effects of Incentivizing Work After Childbirth

This paper identifies the impact of increasing post-childbirth work incentives on mothers’ long-run careers. We exploit variation in work incentives across mothers based on the timing of a first birth and eligibility for the 1993 expansion of the Earned Income Tax Credit. Ten to nineteen years after a first birth, single mothers who were exposed to the expansion immediately after birth (“early”), rather than 3 6 years later (“late”), have 0.62 more years of work experience and 4.2% higher earnings conditional on working. We show that higher earnings are primarily explained by improved wages due to greater work experience.

The Role of Incentives in Moderating the Impact of Work Demand on Work to Family Conflict Experienced By Health Workers at the Prof. Dr. I G.N.G. Ngoerah Hospital in Denpasar as Covid-19 Referral Hospital

Prof. Hospital Dr. I G. N. G. Ngoerah, which was formerly known as the Sanglah Central General Hospital (RSUP), is the largest Covid-19 referral hospital in Denpasar City. Moreover, this hospital is the most complete hospital with equipment, and is classified as a type A hospital. So, during a Covid-19 pandemic like this, health workers are the spearhead in efforts to deal with Covid-19. Therefore, health workers who are directly involved, such as Covid-19 isolation room workers, are very vulnerable to experiencing work to family conflict. This is due to high work risks and work demands or work demand. Recognizing the important role of health workers, the government pays special attention to health workers through incentives. The purpose of this study was to analyze the effect of work demand on work to family conflict, as well as the role of incentives in mediating the effect of work demand on work to family conflict experienced by health workers at the Covid-19 referral hospital Prof. Dr. I G.N.G. Ngoerah. This research is an explanatory research, with three variables, namely work demand, incentives, and work to family conflict. The research population was all health workers at the Covid-19 Referral Hospital Prof. Dr. I G. N. G. Ngoerah in Denpasar. There are 75 health workers who are directly involved in handling Covid-19, considering that the total population is still below 100, so the sample in this study was determined to be a saturated sample, the data collected was then tabulated and analyzed using the SEM-PLS analysis technique. The results of the analysis show that work demand has a direct positive and significant effect on work to family conflict. It turns out that incentives do not significantly moderate the effect of work demand on work family conflict, and incentives are a predictor variable (predictor moderation).