Employee Incentives Research Articles

Motivation and Incentives for Employees of Domestic Enterprises

Purpose: The article aims to improve the methods of motivation and incentives for employees to ensure the sustainable development of domestic enterprises.
 
 Theoretical framework: The spread of market economy elements in Ukraine determines the link between employee performance and the efficiency of business operations. As a result, the scientific literature shows a constant interest in motivation and incentives. This issue is quite important for enterprises that have a heterogeneous staff structure and are significantly influenced by the technological process, which requires qualified and experienced employees. Therefore, the study of the system of motivation and incentives for employees of domestic enterprises is relevant and essential.
 
 Design/methodology/approach: The methods employed in writing the article were analysis, synthesis, generalization, explanation, and data qualification. The following is proposed to be achieved by considering the factors of influence of the external and internal environment of the enterprise, as well as the specifics of personality development.
 
 Findings: Certain tasks were solved in the course of the study. The theoretical foundations of motivation and stimulation of labor are considered and the peculiarities of the functioning of internal labor demand are emphasized.
 
 Research, Practical & Social implications: Promising measures to improve the performance of the labor force of domestic enterprises are proposed.
 
 Originality/value: The author develops appropriate guidelines for the conformation of the system of motivation and stimulation of labor in society at the present stage of development of profit relations.

A Critical Analysis of Tencent's Success: Factors and Strategies That Contributed to Its Achievements

Tencent is one of the largest Internet integrated service providers in China. This paper chooses Tencent as the main research background. And a simple introduction to Tencent's position in the market, how to maintain profit and so on are put forward. According to the background, this article mainly studies the management problems of Tencent. It includes three parts: employee incentives, management mechanisms and market decisions. This paper describes three different parts by literature review and searching for materials. And in the end according to the practice of Tencent company this research puts forward some suggestions to improve the current situation. Suggestions include that Tencent can plan future careers for employees who have left the company, improve multi-faceted management mechanisms and break away from conservative strategies to develop new technology and track with large volume. Researchers may also benefit from Tencent's management style, employee development, and flexible work, which demonstrates Tencent's great management.

Pengaruh Prestasi Kerja, Jaminan Sosial, dan Insentif Karyawan Terhadap Kepuasan Kerja Karyawan (Studi Kasus PT. BSI KC Medan S Parman)

This study aims to determine the significant effect of work performance, social security, and employee incentives on job satisfaction. This research was conducted using quantitative analysis. The population in this study numbered 35, with 35 samples taken. The sampling technique in this study used a total sampling technique. This study used secondary data obtained from questionnaires. Using the Multiple Regression Analysis methods, using SPSS 22. Based on the results of the first hypothesis test, it is known that the significant value of work performance is 3.894 > 2.03951. The variable of work performance has a substantial effect on the variable of employee job satisfaction. The second hypothesis shows that social security has an essential value of 0.477 < 2.03951 means that the social security variable has no significant effect on the employee job satisfaction variable. The third hypothesis shows a powerful employee incentive, namely 2.510 > 2.03951, meaning that the employee incentive variable significantly affects the employee job satisfaction variable. The fourth hypothesis shows a significant Fcount value of 20.093 compared to Ftable of 2.90 (20.093 > 2.90), meaning that work performance variables (X1), social security (X2) and employee incentives (X3) simultaneously (simultaneously) have a significant influence with variable employee job satisfaction.

AN EMPIRICAL STUDY ON THE EFFECT OF KNOWLEDGE SHARING IN EMPLOYEES INNOVATIVE BEHAVIOUR

The purpose of this research is to determine the effect of knowledge sharing on innovative behavior of employees at MS Pharma Company in Amman, Jordan. Questionnaire method was chosen to collect data and it was applied to 206 employees at MS Pharma Company. Descriptive analysis, Pearson Correlation analysis, Regression method and One Way ANOVA were used. The most important result of the research was found that the level of knowledge sharing and innovative behavior of employees in the pharmaceutical industry was above the average. The effectiveness of information sharing in innovative behavior in the pharmaceutical industry has an important role and a statistically positive effect. There is no difference between information sharing and demographic (gender) variable, and between innovative behavior and demographic (education level) variable. In line with the findings, incentives for employees to share new learned information can be increased and improved with relationship and cooperation between departments.

Social inclusion of persons with disability in employment: what would it take to socially support employed persons with disability in the labor market?

One of the major challenges that persons with disabilities (PWDs) are facing globally is unemployment. The challenge is attributed to systems that are not built with inclusivity in mind by employers. As such, the work of inclusion is not inviting PWDs to do more but to make a difference through social support. Most research on inclusion in the employment of PWDs in low-income settings has been concentrated upon the labor "supply" side, and to the best of our knowledge, no specific studies moved toward inclusion in employment issues from the employers' perspective in informal settlements. Notably, our research question is: "what would it take to socially support employed PWD in informal settlements building from the perspectives of employers." This paper used data from in-depth interviews with 38 service providers in the education, health, water, sanitation, and solid waste management sectors and two sub-county officials in two informal settlements in Nairobi, Kenya. The service providers were employers or entrepreneurs who had hired PWDs in their workspaces and the sub-county officials that had vast experiences with employed PWDs. Data from transcripts were analyzed by the research team using content analysis. The social support offered to employed PWDs included listening to them with a concern; identifying their strengths and obstacles; planning for them based on their qualities, knowledge, and experience and linking them with existing opportunities; creating specific opportunities and facilitating their access to opportunities; gradual withdrawal of support by support group; and, lastly, compromise by employers with PWD inclusion strategies. Study participants described how misdirected and inadequate resources, dissatisfaction and unhappiness, and conflicts at the workplace associated with non-inclusion were constraints to social support. Employment matters affecting PWDs are complex and require multi-pronged context-specific social support approaches. Essential to the functioning of an inclusive workplace for PWDs were communication, coordination, sharing of the workload, and supporting individual PWD. Inclusion of PWDs in the labor market is about generating a supportive workplace where people are valued and appreciated without judgement for what they can contribute. Notably, in the absence of jobs for everyone and high unemployment rates among every segment of the population, there is a need for an awareness creation, mobilization, and sensitization of employers and investors around the competencies of PWDs and their need to socially support on an impartial basis. On the other hand, employment centers could establish stations in low-income areas to advise and support PWDs on career opportunities that are disability-friendly and partner with employers to avail information about the capabilities of PWDs. Conversely, the government should provide some tax-related benefits to employers to upsurge employer incentives for hiring PWDs and empower employers on benefits and positive culture of employing PWDs. At all times, employers should be hands-on and involve diverse stakeholders to implement current policies and frameworks in different work contexts across the country and beyond.

PERANAN KOMPENSASI PKWT DAN BONUS AKHIR TAHUN DALAM MENINGKATKAN KINERJA KARYAWAN PADA PT. SURYARAYA RUBBERINDO INDUSTRIES

PERANAN KOMPENSASI PKWT DAN BONUS AKHIR TAHUN DALAM MENINGKATKAN KINERJA KARYAWAN PADA PT. SURYARAYA RUBBERINDO INDUSTRIES

Measuring employee empowering and ownership under accountability pressure: the case of J&J Industries

Research Methodology Data used to develop the case included primary data from employees and supervisors of a commercial floorcovering manufacturing plant in Northwest Georgia. The case company is not disguised. The survey was developed using existing instruments from the Organizational Behavior and Human Resources Literature. Instruments were listed in Exhibits 2 through 7. The survey administration had the support of the Vice President for Resources and Facilities, and employees and their supervisors were given time to complete the surveys. The data gathered was analyzed by the researcher using SPSS statistical software. Case overview/synopsis Established in 1957, J&J started as a family-owned business but had grown and diversified its product offerings by focusing on commercial flooring. It survived several economic downturns and remained competitive in a market dominated by more prominent flooring manufacturers. J&J Industries strived to empower its 800 employees with various incentive programs. Employees remained loyal to J&J; many had worked for the company for over 15 years. However, management wanted to measure the impact of empowering and initiatives on employee performance and satisfaction to determine the real power of employee incentive programs. The Resources and Facilities Vice President employed Professor Lopez, a Management Professor, to develop a survey to measure these constructs and analyze the data to guide future incentive programs. Data from the employee and supervisor survey was provided along with the statistical analysis results for interpretation and recommendations for VP Fordham. Complexity academic level The target audience for this case is primarily students in a research methodology course and students studying quantitative regression analysis and interpretation. The focus is predominantly on graduate-level students in Master of Business Administration or Master of Accounting programs in business. Graduate students should have completed courses in management or organizational behavior, business statistics or quantitative methods or data visualization and cleaning as background knowledge for this case. Specifically, students should understand regression analysis and know when and how the tool is used for managerial decision-making.

Research on the Employee’s Incentive Mechanism Construction on Economic Hotel Management

The tourism industry has entered the stage of popular development worldwide. At the same time, business activities in various industries are becoming increasingly frequent. As a new type of hotel, the economic hotel provides good facilities and services for guests while charging relatively low prices. Although the current economic hotel has a good development space, its human resource management still exposes many problems, such as the lack of a performance evaluation system, poor salaries and treatment of employees, and unqualified employee training. These problems have hindered the good development of the hotel in the future and are not conducive to the hotel obtaining a lasting competitive advantage. If economic hotels want to change this situation, they need to establish a scientific and perfect staff incentive mechanism system. Based on reading a large number of existing literatures on related topics, this paper summarizes the concepts and opinions of representative scholars on the establishment of employee incentive mechanisms in economic hotels. At the same time, starting from the theoretical concept, this paper investigates employees' evaluation of the employee incentive mechanism implemented by their work hotels in the form of questionnaires to summarize the problems existing in the current economic hotels in terms of employee salary and welfare, performance appraisal, training and learning, promotion space, etc., o analyze the current problems hindering the development of economical hotels and propose corresponding solutions.

Kompensasi, Disiplin Kerja, dan Motivasi terhadap Produktivitas Karyawan

This study aims to determine and reveal the effect of employee incentives, work routines, and workplace regulations on results at PT. Archipelago Rubber Industry. This research method is quantitative. The population of the total study consisted of 82 workers at PT. Nusantara Rubber Industry and 68 employees of PT. Archipelago Rubber Industry. Multiple linear regression analysis is a technique used in the research process. The results showed, a) the feeling value was higher than the table, or 7.224 higher than 1.983, with a significance of 0.044 0.05; b) the discipline score is lower than the table, or 863 lower than 1.983; c) the value of work motivation is lower than the table, namely -684 with a significance of 0.497 less than 0.05. As a result, Ftable (2.69) is greater than Fcount (1.724), so the number is 0.171 > 0.05. conclusions, sanctions, discipline, and motivation all have an indirect and synchronous beneficial impact on PT. Nusantara Rubber Industry Output (rubber sales company).
 Keywords: Work Discipline, Compensation, Motivation, Employee Productivity

The Effects of State Business Taxes on Plant Closures: Evidence from Unemployment Insurance Taxation and Multiestablishment Firms

Abstract This paper investigates the extent to which state-level differences in business taxes influence the location decisions of multiestablishment firms. Each state in the United States administers their own unemployment insurance program, and cross-state variation leads to significant tax differences across state lines. This decentralized administration creates opposing employment incentives on the intensive and extensive margins depending on the economic conditions. Studying the locations of multistate manufacturing firms, I find that firms are more likely to exit from high-tax states during economic downturns, but high-tax plants experience more stable employment during nonrecession years.

Confucianism and employee stock ownership plans: Evidence from Chinese listed firms

We investigate whether Confucian culture affects the adoption of employee stock ownership plans (ESOPs). Using data from a sample of Chinese A-share listed firms between 2014 and 2020, we find that Confucianism promotes firms to adopt ESOPs. This effect is concentrated in firms with high human capital intensity, intense industry competition, and less foreign culture influence. Further analysis reveals that stronger Confucian influence leads to longer lock-up periods, more employees holding, larger actual fund size, and more shares per employee for ESOPs. Finally, we suggest that by trigging ESOPs, Confucianism enhances firm value. This study highlights the importance of culture for employee incentives and extends our understanding of ESOP determinants.

Research on Employee Incentive Mechanism of State-Owned Enterprises in the Era of Big Data: Take H Water Conservancy Engineering Company as an Example

With the advent of the era of big data, the development models of various sectors of the social economy have changed, and there are more and more market opportunities, but competition and challenges have also come along. As an important productive force in the competition and development of modern society, talent has become increasingly prominent in the digital process. Especially for state-owned enterprises, which are essential lifelines and pillars of the national economy, the quality of talent is the key to the success or failure of enterprises. This article intends to reveal the existing problems in the talent incentive process of state-owned enterprises through a case study of the employee incentive mechanism of H Water Conservancy Company and conduct a detailed analysis of the specific reasons. Then, it proposes targeted incentive mechanism optimization plans to provide some valuable reference suggestions for state-owned enterprises to find appropriate talent cultivation and innovation strategies in the increasingly fierce competition.

Pengaruh Sistem Informasi Akuntansi, Sistem Pengendalian Internal Terhadap Kinerja Karyawan Dengan Insentif Karyawan Sebagai Variabel Moderasi

This study aims to analyze the Effect of Accounting Information Systems 1; and Internal Control System 2; Against Employee Performance with Employee Incentives 3; As a Moderating Variable at BMT Satria Nuban Muamalah. The type of research used in this study is quantitative with a descriptive approach, in this study researchers used primary data through questionnaires and the population in this study amounted to 25 employees, then the sampling technique in this research used purposive sampling. The research data used SPSS version 26 software. The results of this study indicate that the Accounting Information System has a positive and significant effect on employee performance, the Internal Control System has no effect on employee performance, and employee incentives moderate the accounting information system on employee performance, and employee incentives moderate the internal control system on employee performance at BMT Satria Nuban Muamalah.

Pengaruh Pemberian Insentif dan Lingkungan Kerja terhadap Tingkat Perputaran Karyawan Dealer Mobil DFSK Palembang

This study deals with the effect of providing incentives and the work environment on the employee turnover rate of the DFSK Palembang Car Dealer simultaneously on the turnover rate. This type of research was quantitative research which employed the associative method. The data collection technique used is a questionnaire. The sample population used in this study was 40 employees of the DFSK Palembang Car Dealer. The data analysis technique in this study used multiple regression analysis. The results of this study using the t-test partially show that the Incentive Giving variable (X1) has a significant effect on the employee turnover rate. Then the Work Environment variable (X2) has a significant effect on the level of employee turnover. The results of testing the F test showed simultaneously that the Incentive Giving variable (X1) and Work Environment (X2) had a significant effect on the employee turnover rate. This research can be expected to conduct companies to evaluate the provision of employee incentives and work environment to reduce employee turnover

Workplace incivility to predict employee silence: Mediating and moderating roles of job embeddedness and power distance

The purpose of this study is to investigate whether workplace incivility explains the phenomenon of employee silence behavior in the hospitality sector and how job embeddedness and power distance mediate and moderate this relationship. Data were collected from 359 frontline staff at several hotels and restaurants in Jakarta, Indonesia. The data were analyzed using moderating mediation procedures using the Macro Process. Workplace incivility was negatively related to job embeddedness and positively to employee silence behavior. Job embeddedness was positively associated with employee silence and mediates the relationship between workplace incivility and employee silence. Finally, power distance is directly related to employee silence and moderates the relationship between workplace incivility and employee silence. Hence, the relationship between workplace incivility and employee silence was stronger among employees who perceived higher power distance. The results of this study could be used to guide the management of the hospitality industry. In particular, disrespectful treatment from seniors or supervisors perceived by employees triggers a decrease in job embeddedness and increases silent behavior. Management needs to implement several policies to prevent uncivil actions in the workplace. Moreover, the present study suggests that organizational managers applied special incentives for employees to actively share their information, ideas, and opinions to stimulate employee voice.

The great hospitality worker resignation

ABSTRACT This study sought to identify and analyze hospitality industry employees’ rationale for leaving the industry during the COVID-19 pandemic. This study further explored possible remedies hospitality industry organizations can adopt to rehire employees who decided to leave the industry. A qualitative survey was conducted online using Qualtrics to anonymously collect data from hospitality industry employees who had voluntarily left the industry during the COVID-19 pandemic – a sample that is difficult to recruit for research purposes. The thematic analysis revealed several explanations behind the great exodus from the hospitality industry. Unfortunately, not many incentives for employees’ return to the industry were revealed. Practical implications and future research suggestions are discussed.

Employee Incentives and Family Firm Innovation: A Configurational Approach

According to family business theory and practice, family firms often face a paradoxical tension between their anchorage to the past and the need to renew and innovate to remain competitive, which often hampers innovation. Given that innovation is inherently a social process that depends on the knowledge and creativity of an organization’s people, employee incentives may be key to managing the tradition–innovation paradox and unlocking a family firm's innovation potential. However, current research has not addressed how family firms can effectively configure incentives to promote innovation. Drawing on a configurational approach and the unique properties of the qualitative comparative analysis method, our study reveals that the set of incentives that family firms use to motivate their employees toward innovation differs in relation to whether they are more or less attached to tradition. As such, in line with the principle of equifinality, family firms with high attachment to tradition can be as innovative as those with low attachment to tradition by implementing the right configuration of incentives. Thus, we offer a human resource management perspective on innovation that advances knowledge on how family firms can unlock their innovation potential.

The effect of high-involvement human resource management practices on supply chain resilience and operational performance

Supply chain (SC) resilience is an increasingly important topic for practitioners and academics because it is a competitive weapon for firms to cope with SC disruptive risks. This study examines the impact of high-involvement human resource management practices on SC resilience from the ability-motivation-opportunity perspective. It also examines the relationship between the dimensions of SC resilience and operational performance. Based on data collected from 206 Chinese manufacturers, the proposed hypotheses were tested using structural equation modeling. The results indicated that employee participation played the most powerful role in improving supplier, customer, and internal resilience. Moreover, employee skills only facilitate internal and customer resilience but have no significant impact on supplier resilience. By contrast, employee incentives do not influence the dimension of SC resilience. It was also found that both internal and customer resilience have positive effects on operational performance, while supplier resilience has no significant effect. The findings contribute to literature and practice.

Faktor-Faktor Yang Mengaruhi Kinerja Karyawan Hotel 88 di Jakarta

This study aims to determine salary, incentives and work motivation on employee performance. Quantitative descriptive is this type of research, using several analytical methods. The unit of analysis is Hotel 88 Mangga Besar 120, Hotel 88 Mangga Besar VIII and Hotel 88 Fatmawati using accidental sampling. The population in this study were all employees at Hotel 88. The sample in this study was 100 respondents. The results of the study show that salary, incentives and work motivation have a significant effect on employee performance. Salary is useful for employees to meet their daily needs. Employee incentives can increase employee work productivity as a reward for Hotel 88 work performance. Work motivation provides comfort for employees to continue working at Hotel 88 because the work environment is comfortable and safe.

Pengaruh Pelatihan, Pengembangan Sumber Daya Manusia dan Insentif Terhadap Kinerja Pegawai di PT. Fumindo Abdi Lestari Medan

The Effect of Training, Human Resource Development and Employee Incentives on Performance in PT. Abdi Fumindo Medan Lestari. The Purpose of this study was to determine the effect of Training, Human Resource Development and Incentives on Employee performance in PT. Abdi Fumindo Medan lestari. The method used in this research is using descriptive analysis techniques and multiple liner regression analysis. The collection method using secondary data. The results of processing, showing that the performance of the variable has a value of training on average 45.200 with a standard deviation of 3.188, subsequent to the development of a variable indicates that the average value of 42.685 with standard deviation of 3.419 and variable Incentive has an average value of 43.857 with standard deviation of 2.390. The result of Statistical tests simultaneously seen that value F 14.207, Ftable value obtained from the F distribution value at N=35 for Alpha= 0.05% by 4.50. This mean that the Hypothesis that if the F value is greater than the Ftable then the Hypothesis that there is a Positive and Significant effect of all Independent Variables and Dependent Variable ( Performance ) is acceptable. Determinants of test result obtained by value of R2=57.90, this figure shows that the changes in Performance due to changes in the variable of Training, Human Resource Development and Incentive for the remaining 57.9% change in the Performance variable due factors-a factor that is not mentioned in this study.