Job Rewards Research Articles

Enrichment and Conflict Between Work and Health Behaviors: New Scales for Assessing How Work Relates to Physical Exercise and Healthy Eating

Studies suggest a mutual influence between work and health behaviors (physical exercise, healthy eating). To advance research on this phenomenon, we developed and validated short scales that capture enrichment and conflict experiences between work and health behaviors. Building on the work-family literature, we developed items assessing enrichment and conflict between (1) work and physical exercise and (2) work and healthy eating. In Study 1, we examined construct validity of the new scales, using confirmatory factor analysis. In Study 2, we refined the items, relying on expert ratings. In Study 3, we tested construct validity of the revised measures and examined their nomological net. We replicated the factor structure across Study 1 and Study 3. Analysis of the nomological net showed that enrichment experiences mainly correlate with job rewards, organizational health behavior climate, high exercise identity, high healthy-eater identity, physical exercise behavior, consumption of fruits and vegetables, and low body mass index (BMI). Conflict experiences mainly correlate with a high amount of effort invested into work, low exercise identity, low healthy-eater identity, no or limited physical exercise behavior, and the consumption of less fruits and vegetables.

A Multilevel Grounded Theory of Quantitative Job Quality Among Mothers, Fathers and Childless Women and Men in a Gendered, Classed and Aged "Growth-Driven" Organisation.

Poor quality jobs, incorporating job demands, resources and rewards, can impact employees' health and wellbeing inside and outside work. However, jobs' changing nature and employees' increasingly diverse backgrounds mean existing job quality models may not adequately explain individuals' job quality experiences within their individual, organisational and societal contexts. The paper aimed to understand mothers, fathers and childless women and men's gendered, classed and aged experiences of quantitative job demands (including work amount, speed, effort, length and timing) and their resources and rewards, within multilevel contexts. We conducted a qualitative case-study of an Australian organisation, employing a critical feminist grounded theory design. We collected and analysed data from open-ended questionnaire responses from 47 employees and iterative in-depth interviews with 10 employees. Participants' experiences of excessive quantitative demands, whether they could meet such demands, and whether they felt extrinsically or intrinsically resourced and rewarded for doing so, were embedded within ComCo's masculine-neoliberal-capitalist growth imperative, cultures, policies and practices reinforcing growth, and quantitatively extreme and qualitatively conformant ideal worker discourses, as well as participants' organisationally and societally-embedded individual, family and community-level contexts; producing nuanced gendered, classed and aged experiences among mothers, fathers and childless women and men. Although confirming well-established objective job quality dimensions, our research suggests individuals' nuanced and subjective job quality experiences are embedded within individual, family, community, organisational and societal contexts.

How and when managers reward employees' voice: The role of proactivity attributions.

Recent voice research has noted that providing adequate job rewards for speaking up can sustainably motivate voice from employees. We examine why managers who seek out voice at work might not always properly reward the behavior. Drawing on theories of dispositional attribution, we propose that, in general, managers tend to reward voice because it signals to them that employees possess a valued underlying trait: proactivity, which is characterized by change-orientation and foresight. However, we argue that when managers engage in more voice solicitation-that is, explicitly ask for voice and take a listening posture toward it-their tendency to infer proactivity from employees' voice weakens. Thus, we make a case that voice solicitation, a managerial behavior intended to set facilitating conditions for speaking up at work, inadvertently weakens the (indirect) relationship between employee voice and job rewards. We establish support for our theory in a set of two studies with complementary designs. Study 1 was a preregistered between-subjects experiment that used a realistic vignette design with an online panel of 592 working adults based in the United States. Study 2 was a multisource field survey with a sample of 385 employees and their managers working at the Indian branch of a global technology company in the oil and gas industry. We discuss the theoretical and practical implications of our results. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Discipline, Infrastructure, Work Environment, and Work Rewards' Influence on Lecturer Performance

This study is to evaluate and analyze the hurdles and problems that a lecturer has in obtaining peak performance by examining the impact of discipline, infrastructure, work environment, and work rewards on lecturer performance. The sample of this study were 32 respondents and this study is quantitative and questionnaire was used to collect the data. We identify or uncover causality to determine the link or impact of discipline, infrastructure, work environment, and job rewards on lecturer performance in statistics are used in this study. The findings revealed that the existence of the Work Reward variable as a control variable had an effect on the variables discipline (X1), infrastructure (X2), work environment (X3) and lecturer performance (Y). Thus, it can be inferred that the variables of discipline, infrastructure, and work environment are not the only factors that influence lecturer performance, because another variable, namely the work reward variable, also has an impact on lecturer performance. Work reward, is one of the variables influencing the rise in discipline, infrastructure, and work environment on lecturer performance. Meanwhile, the statistical results of SPSS 25 show that discipline, infrastructure, work environment, and job rewards all have a substantial impact on professor performance.

PENGARUH PELATIHAN KERJA DAN PENGHARGAAN SERTA LINGKUNGAN KERJA FISIK TERHADAP RETENSI KARYAWAN (STUDI PADA CV SUMBER ANUGRAH)

This research was conducted to find out how the Effect of Job Training and Rewards and Physical Work Environment on Employee Retention. This research was conducted at CV Sumber Anugrah with a population of all employees of CV Sumber Anugrah with a population of 200 people and for the sample used as many as 134 people with calculations using the slovin formula. Data analysis method is quantitative analysis using purposive sampling where the purpose of this study is to describe the relationship between variables and other variables in order to test hypotheses. The sampling technique used is probability sampling, which is characterized by simple random sampling or simple random sampling is a sampling technique that gives equal probabilities to all members of a population. The results of the study are the variables of job training and rewards partially had no significant effect on employee retention, but the physical work environment variable had a significant effect on employee retention. Simultaneous test results indicate that all independent variables combined have a significant impact on CV Sumber Anugrah's employee retention.

The Effect of Job Training, Reward, and Punishment on Employee Work Performance at the Indonesian Harmoni Healthy Traditional Health Center

Employee work performance is still a specific problem for each agency. The preliminary study on 1 staff manager that the number of customer visits has decreased in the last 3 years, in 2019 (552 people), 2020 (513 people), and 2021 (486 people), the satisfaction of 5 customers was 68% satisfied, 32% dissatisfied. The aim is to analyze the effect of job training, reward, and punishment on work performance. Methods one group pre-post test. The population was all employees at the Indonesian Harmoni Healthy Traditional Health Center, Malang including 10 therapists, 4 administrative officers, 2 cleaning services, total sampling, questionnaire, interview sheets, Wilcoxon using SPSS V.16. The results that the age of respondents was 20-35 years (56.2%), therapists 62.5%, male sex (62.5%), the employee's work experience <5 years (56.2%), work performance before training was bad (75%) after that was good (81.2%); work performance before giving rewards, punishments were bad (75%) after that was good (81.2%). The results showed work performance before or after job training (p=0.003), before, and after giving rewards, punishment (p=0.003). The conclusion showed the provision of training effects, rewards, punishments are significant. Therefore, the importance of human resources management which good as an effort to improve work performance.

"We've Really Built Something": Why Family Medicine Program Directors Stay in Their Positions-A Qualitative Study.

Program directors (PDs) are essential to more than 12 000 residency and fellowship programs accredited in the United States. Short PD tenure may affect overall program quality. Reasons why PDs leave the position are multifactorial, and little is known about the reasons why PDs stay in the position. The authors explored factors related to retention and why family medicine PDs have stayed in their positions long term. This was a qualitative study of PDs in their roles for 12 or more years drawn from a national sample of family medicine residency PDs. Interviews with semi-structured and structured questions about long-term PD experience were conducted in October and November 2020. Multiple cycles of comparative coding and code network analysis produced constructs describing reasons why some PDs stay in the position long term. Among 17 respondents with a mean tenure of 17.4 years, 3 interrelated constructs consistently emerged that supported PDs: developing the program, support systems, and job rewards. Program development reinforces internal and external support systems and enhances experiencing rewards of the job. Strong support systems enable further program development and job rewards. Family medicine residency PDs who have been in the role 12 or more years continuously work to develop the program, benefit from strong internal and external support systems, and describe many important rewards of the position that help sustain them in the role.

Work-Related Stress and Occurrence of Cardiovascular Disease: A 13-Year Prospective Study.

The aim of the study is to investigate the influence of work-related psychological and physical stresses on risk of cardiovascular disease (CVD). A total of 5651 CVD-free participants older than 50 years from the Survey of Health, Ageing and Retirement in Europe were followed up for 13 years to detect incident CVD. Work-related stress was assessed using job strain and job reward questionnaire. Cox regression model was used to estimate the association. High physical demands (hazard ratio [HR], 1.30) and low reward (HR, 1.19) compared with their counterparts, as well as active physical jobs (HR, 1.41) and high physical strain (HR, 1.45) in comparison with low physical strain were associated with higher risk of incident CVD after adjusting for confounders. However, combining physically stressful jobs with low reward did not further increase the CVD risk. Avoiding physically stressful jobs or providing appropriate reward may reduce the occurrence of CVD.

Enriching Transactional Leadership with Public Values

AbstractPast studies raise concerns that generic transactional leadership has low effectiveness and may reduce intrinsic motivations and commitments in the public sector. This study introduces public value‐focused transactional leadership (PVTL) as transactional leadership that makes public values central in employee job expectations and rewards and fills gaps in transformational leadership. A dyadic study finds that managers using public values in transactional leadership have significantly greater leadership effectiveness than managers using only generic transactional leadership. PVTL has comparable effectiveness as transformational leadership and adds a process for strengthening motivations through public values. Recommendations are made for application and further research into this distinctive public sector leadership style.

PENGARUH KETERAMPILAN KERJA, REWARD DAN PUNISHMENT TERHADAP KINERJA KARYAWAN

This research was used to determine the influence of work skills, rewards and Punishments both partially and simultaneously on employee performance at the Art Shop Akor Nature Bag in Kerobokan Badung. This research was conducted at the Art Shop Akor Nature Bag in Kerobokan Badung with the number of population and the research sample was an employee at the Art Shop Akor Nature Bag in Kerobokan Badung, which was as many as 40 people using saturated sampling. The analysis techniques used are multiple linear regression analysis, determination coefficient test, T test and F test. The results of the study found that 1) Job skills had a positive and significant effect on employee performance with β1 = 0.246 and thitung values = 3,793 > ttabel = 2,028. 2) Rewards have a positive and significant effect on employee performance with β2 = 0.289 and thitung value = 2,214 > ttabel = 2,028. 3) Punishment has a positive and significant effect on employee performance with a value of β3 = 0.348 and a thitung value = 2.048 > ttabel = 2.028. 4) Job skills, rewards and Punishments have a positive and significant effect on employee performance with Ftabel = 2.84 < Fhicalc = 8,959. Advice given so that employees are able to better understand and master procedures that can be used to facilitate work, so as to improve employee performance.

0438 The Impact of Unit Cohesion on Insomnia Symptoms among Army Soldiers

Abstract Introduction Sleep disturbance is common in military personnel and is often related to stressful conditions and deployment to a warzone. Among soldiers, the achievement of unit goals and performance is often dependent upon how cohesive members of the unit are. The quality of unit experiences in terms of reliance on other unit members, feeling respected, and interpersonal relationships could impact the ability to sleep at night. The primary hypothesis of this analysis was that poorer quality unit experiences would be associated with worse sleep at night. Methods Data were acquired from the All Army Study of the Army Study to Assess Risk and Resilience in Service members (STARRS; N= 21,449; 28.65 {SD=7.45} years old; 88.24% male). Participants completed the Brief Insomnia Questionnaire, and current insomnia status was determined by DSM-5 criteria. They also completed survey items related to how much respect they had for their officers and other members of their unit as well as how much respect they received in return, their overall morale and if they felt they could rely on members of their unit. T-tests and Chi-square tests were used to examine the associations between insomnia and unit experiences. Results More negative feelings about unit cohesiveness was associated with higher rates of insomnia (t(19401)= -41.19, p<.0001). Similarly, greater feelings of not being respected by other unit members was associated with higher rates of insomnia (X2 (3, N=19275) = 869.9, p<.0001). Strongly believing that the job reward was not worth the effort that was put into their work also had a significant increase in disturbed sleep (X2 (4, N=19214) = 1120.5, p<.0001). Conclusion These results demonstrate that, among Army soldiers, poorer quality experiences with other unit members are related to higher rates of insomnia symptoms. Service members who felt they could not rely on other members of their unit, did not feel their officers respected them, and could not speak openly to officers endorsed strong feelings regarding how cohesive their unit was and ultimately reported poorer sleep. Support (If Any) This publication is based on public use data from Army STARRS (Inter-university Consortium for Political and Social Research, University of Michigan-http://doi.org/10.3886/ICPSR35197-v1), funded by U.S. NIMH-U01MH087981. KEM’s time was supported by the U.S Department of Veterans Affairs, Veterans Health Administration (Clinical Science Research and Development Service – IK2 CX001874). EAK’s time was supported by the U.S Department of Veterans Affairs, Rehabilitation Research and Development Service – 1IK2 RX001836.

Professional quality of life in nurses on the frontline against COVID‐19

AimsThis study aimed to investigate professional quality of life (ProQOL) in nurses who were fighting against COVID‐19 in Wuhan and its related factors.BackgroundCOVID‐19 epidemic is a major threat to public health. Frontline nurses have engaged in infection prevention and control, isolation, containment and public health. However, available data on ProQOL in these nurses are limited.MethodsFrom 15 to 21 March 2020, the Chinese version of ProQOL was utilized to survey a total of 102 nurses through an electronic questionnaire. The stepwise regression analysis was performed to determine which factors (e.g. demographic and work‐related factors) were related to ProQOL.ResultsThe scores of compassion satisfaction (CS), burnout (BO) and secondary traumatic stress (STS) were 38.09 ± 5.22, 21.77 ± 4.92 and 20.75 ± 6.27, respectively. The STS and CS scores were higher than the critical value. None of the nurses reported a low level of CS or a high level of BO and STS. Nurses' ProQOL was related to working hours, workload, job satisfaction and salary satisfaction.ConclusionsNurses who were fighting against COVID‐19 had better CS and BO, whereas STS was relatively worse. Nurses who worked for long hours had more severe STS. BO of nurses with heavy workload and dissatisfaction with their salary was more severe. Nurses who were unsatisfied with their job had poor CS.Implications for Nursing ManagementIt is believed that these results may help nurse managers to improve ProQOL of nurses who were fighting against COVID‐19 by minimizing working hours, reducing workload and improving job satisfaction and rewards.

THE MEDIATING EFFECT OF ORGANIZATIONAL COMMITMENT ON THE RELATIONSHIP BETWEEN JOB SATISFACTION AND JOB PERFORMANCE OF PHARMACIST

Job satisfaction among pharmacists can give an indication of how well their expectations and the job's rewards match. The objective of this study was to measure the influence of the organizational commitment as the mediation between personality traits, and job performance of the pharmacist in Banyumas Regency.
 Methods A cross-sectional survey of Banyumas pharmacists was undertaken. Pharmacists were asked to complete a qustionnaire, a 58-item survey that measures the variables: job satisfaction, organizational commitment, and job performance of the pharmacist. Each item can be scored out of a maximum of 5. The linear regression were used to assess effect job satisfaction toward job performance of the pharmacist. Then, the mediation regression model with step causal method were used to assess mediation on effect job satisfaction to job performance of the pharmacist. 
 Key findings; A total of 160 responses were available for analysis. The majority of study participants were female (72.5%), were work expericence (year) between 1 and 5 years (43.12%), owner’s pharmacy (80.63%) and all worked in pharmacy (100.0%). There was effect job satisfaction toward job performance of the pharmacist. Organizational commitment was found to be a partial mediator in the relationship between pharmacist job satisfaction and performance.
 
 Keywords: Job Satisfaction, Organizational Commitment, Job Performance, Pharmacy, Banyumas.

The Moderating Effects of Social Media Activities on the Relationship Between Effort-Reward Imbalance and Health and Wellbeing: A Case Study of the Oil and Gas Industry in Malaysia.

BackgroundSocial media activities affect every aspect of human life, be it personal, social or professional. Previous studies have confirmed the role of social media in affecting health in terms of releasing stress and providing social support. Increased occupational health disorders and increased time spent on social media activities motivate us to investigate this phenomenon in the context of occupational health. Therefore, the objective of this study is to measure the effects of social media activities related to personal and social life as well as work-life on health and wellbeing of office employees, on their job efforts and job rewards, and in moderating the effect of effort-reward imbalance on health and wellbeing.MethodsInitially, to develop constructs related to social media activities, web-based structured interviews were conducted with five office employees working in the oil and gas industry for the last 5 years. Then, using an online questionnaire survey, data was collected from 424 office employees working in the oil and gas industry in Malaysia. Using statistical software for social science (SPSS) and Smart PLS, exploratory factor analysis and confirmatory factor analysis were conducted to identify reliability and validity (discriminant validity, convergent validity and composite validity) of the constructs. Following this, path analysis was conducted and the moderating effects were identified.ResultsSocial media activities related to work-life decrease health and wellbeing by 11% and weaken the negative effect of effort-reward-imbalance on health and wellbeing by 17.6% at a 1% level of significance. The results of social media activities related to personal and social life strengthen the negative effect of effort-reward imbalance on health and wellbeing by 12% and negatively affects health and wellbeing and job rewards by 13, 55%, respectively. The direct effect of effort-reward imbalance and job efforts is significantly negative on health and wellbeing by 59 and 10%, respectively.ConclusionIt is concluded that social media activities of the office employees significantly moderate the effect of effort-reward imbalance on health and wellbeing and intervene in job rewards in the organizations. Hence, the effect of social media activities reduces the health and wellbeing of office employees.

PENGARUH JOB ENRICHMENT, REWARD DAN TEAMWORK TERHADAP EMPLOYEE ENGAGEMENT PADA PT NUSANTARA BERLIAN MOTOR

This study aims to determine the effect of Job Enrichment, Reward and Teamwork on Employee Engagement at PT Nusantara Berlian Motor. The sample in this study were all employees of PT Nusantara Berlian Motor, totaling 45 employees. This research was conducted from July to November 2020. Sources of data were collected through questionnaires. This study uses quantitative data with multiple linear regression analysis model. The results showed that Job Enrichment and Reward had a positive and significant effect on Employee Engagement at PT Nusantara Berlian Motor partially. Teamwork does not have a significant effect on Employee Engagement at PT Nusantara Berlian Motor partially. Job Enrichment, Reward, and Teamwork simultaneously have a positive and significant effect on Employee Engagement at PT Nusantara Berlian Motor. Keywords: Job Enrichment, Reward, Teamwork, Employee Engagement

IMPLEMENTATION OF TOTAL QUALITY MANAGEMENT AT TONGGALAN MUHAMMADIYAH ELEMENTARY SCHOOL

This study aims to identify and describe the implementation of total quality management in Muhammadiyah Elementary School, Tonggalan Klaten. Muhammadiyah Elementary School, Tonggalan, has successfully implemented TQM in its efforts to improve school quality. This is evidenced by the continuous increase in the input of Muhammadiyah Elementary School, Tonggalan Klaten, which always meets the specified quota target; the output generated by the number of achievements achieved by teachers and students; and increasing competitiveness among other schools. This research is a qualitative descriptive study with the findings that the implementation of TQM in Tonggalan Muhammadiyah Elementary School, Klaten, Indonesia, is carried out in five aspects: process aspects, school service aspects, environmental aspects, human resources aspects, and graduate aspects. The successful implementation of TQM is supported by a leadership style that can embrace all parties, good communication between stakeholders in educational institutions, clarity of job descriptions, rewards and punishments, and continuous improvement in every school program implementation.

About the Academy of Sciences’ Translators of the 18th Century (Based on the Documents of SPbB ARAS)

The article deals with the original documents on the activities of the Academy of Sciences’ translators of the 18th century, stored in the St. Petersburg Branch of the RAS Archive (SPbB ARAS. F. 3. Op. 11). The materials include translators’ reports and letters on their work as well as various related documentation on recruitment and dismissal, job assignment, wages, rewards, illness and disability periods, etc. The tasks of the Academy’s translators covered the translation of current record keeping, as well as scientific and literary works; beyond that, a large layer of work was associated with translating articles for “Sankt-Peterburgskie Vedomosti” and “Primechaniya” periodicals. In 1743 at the Academy of Sciences there was formed a so-called “Translation Expedition”, a structure having a major task to translate and release the above-mentioned periodicals. Ivan I. (Johann Caspar) Taubert was entrusted to control the work of the “Translation Expedition”. The article examines documents on the activities of Academy’s translators Ivan Akimov, Nikolay Bukhvostov, Ivan Golubtsov, Vasily Lebedev, Karl Friedrich Moderach, Nikolay Shikhmatov, Gustav Freygang, Vasily Teplov, Ivan Staffenhagen, Alexey Polenov, Samson Volkov, Semen Bashilov, Gur Ivanov, Ivan Ungebauer, Ippolit Bogdanovich, as well as the Chinese language translators Larion Rossokhin and Alexey Leontiev. The article also mentions the translation of a contract for the sale of a card factory, made in 1775 by Ivan Staffenhagen. In 1790 there was established a “Translation Division”, aiming at translating various useful books from foreign languages into Russian. The article examines the report of 1795 on the course of the “Buffon's Natural History” translation, undertaken by the “Translation Division” members, academicians S. K. Kotelnikov, S. Ya. Rumovskiy, A. P. Protasov among others. The examined documents on the activities of the Academy of Sciences’ translators of the 18th century demonstrate a variety of translation tasks, which, depending on specialists’ competence and experience, included translations of various levels and directions: materials for periodicals, current record keeping, as well as scientific and literary books.

The interactive influence of public service motivation, perceived reward equity, and prosocial impact on employee engagement: a panel study in Pakistan

ABSTRACT We examine independent and joint influences of public service motivation (PSM), job prosocial impact, and job reward equity on public employee engagement. Using panel data collected from 56 public managers in Pakistan, we find that managers with high levels of PSM feel more engaged when they experience high reward equity but low job prosocial impact or when they experience high job prosocial impact but low reward equity. Managers with low to moderate levels of PSM, however, report being more engaged when both job reward equity and job prosocial impact are high. These findings provide a nuanced understanding of how PSM affects public employee engagement.

The Effect of Job Stress and Reward System on Organizational Commitment and Employee Performance

The purpose of this study was to investigate the relationship between job stress and reward systems on organizational commitment and employee performance. The subjects in this study were employees in manager level, namely IPOMS (Indonesian Production and Operation Management Society) with 119 respondents. The data collection method is done by distributing questionnaires using an interval scale of 1 to 7 and using data analysis methods Structural Equation Modelling (SEM) – Partial Least Square (PLS). The result showed that there is no significant relationship between work stress and organizational commitment, there is a significant relationship and positive between reward system and organizational commitment, there is no significant relationship between work stress and employee performance, there is no significant relationship between reward system and organizational commitment, there is a significant relationship and positive between organizational commitment and employee performance.

The Effect of Job Rewards and Organizational Commitment on Organizational Citizenship Behavior through Mediation of Perceived Organizational Support and Work Engagement in Private Higher Education Lecturers: A Conceptual Framework

This paper is motivated by the fact that there are still many lecturers at private universities who do not have the sincerity in pursuing a career even though there are many opportunities and government regulations in favor of lecturer development efforts. The existence of lecturers in universities is very vital, considering that the dharma of universities as a whole is carried out by lecturers. Besides, the performance measure of a university is also largely determined by the quality of the lecturers at the university. But in reality there are still many lecturers who are not serious in pursuing a career in higher education, especially in private universities. This paper will review what factors can encourage the improvement of organizational citizenship behavior of lecturers at private universities. Based on these problems, the authors attempted to elaborate and analyze the effect of job rewards and organizational commitment on organizational citizenship behavior by strengthening perceived organizational support and work engagement. It is hoped that this paper can provide information about the factors that can encourage the improvement of organizational citizenship behavior, especially for lecturers at private universities.