Work Career Research Articles

Impact of Compensation Strategies on Employees Satisfaction Case Study in the A. S. XYZ Organization

Purpose: The objective of this study is to investigate the impact of compensation on employee loyalty and performance, through job satisfaction as mediator at A. S. XYZ. Methodology: The research population comprised all the employees of A. S. XYZ. Simple random sampling, which is a probability sampling method, was adopted to include members of the population at random, leading to a total sample size of 327 people. Data analysis derived from the results of questionnaire responses in Google Forms and data extracted from A. S. XYZ was conducted. The questions were tested using Cronbach’s alpha and face validity tests in order to assess the reliability and validity of the research instrument. Findings: The findings indicated that compensation and job satisfaction had a positive and direct effect on employee loyalty and performance. Also, the study revealed that job satisfaction serves as a partial mediator between compensation and employee loyalty and performance, implying that compensation can influence employee loyalty and performance directly or indirectly through the mediating capacity of job satisfaction. Unique Contribution to Theory, Practice and Policy: This research adds to the body of literature by affirming the theoretical implications of prior research and providing recommendations for A. S. XYZ to improve its compensation methods and meet employees’ needs. The findings stress on the fact that the payment systems should be constantly monitored and adjusted in the context of other factors influencing employee satisfaction like career development and work environment as well. This research highlights the importance of open communication between supervisors and workers that help in recognizing and resolving the problems quickly. Further, the research suggests that organizations should apply a holistic method of employee satisfaction rather than depending only on compensation matters. The outcomes of this research are relevant for theory, practice, and policy. Theoretically, the research supports and develops the current frameworks on the link between compensation, job satisfaction, employee loyalty, and performance. In practical terms, the research gives implementable recommendations for A. S. XYZ and other organizations to align their compensation policies and create a content, loyal and productive workforce. Policy wise, the study emphasizes the importance of organizations developing holistic employee satisfaction policies that extend beyond financial rewards to encompass additional aspects such as career development and work environment. Additional research could study other variables that contribute to employee satisfaction and recommend techniques on how to sustain high levels of satisfaction for extended periods using a mixed method approach. An alternative methodology entails both qualitative and quantitative methods.

Stres Kerja, Motivasi Kerja dan Kompensasi terhadap Kinerja Karyawan pada PT. Satria Mandiri

This research aims to determine the effect of work stress (variable X1), work motivation (variable X2) and compensation (variable X3) on employee performance (Y). The method used in this research is descriptive and verification methods. The data collection techniques used by researchers in this research were observation, interviews, documentation and literature study. Data analysis techniques start from data preparation, data tabulation to the testing stage. Based on the results of multiple linear regression analysis research calculations. The coefficient of determination (R2) value can be obtained from the variables work stress (X1), work motivation (X2) and compensation (X3) which influence employee performance (Y) by 73.4%. The remaining 26.6% is influenced by other factors that Career development and work discipline were not included in this research. In conclusion, work stress, work motivation and compensation have an impact on employee performance. Keywords: Compensation, Employee Performance, Work Motivation, Job Stress

THE INFLUENCE OF THE PHYSICAL WORK ENVIRONMENT AND CAREER DEVELOPMENT ON EMPLOYEE PERFORMANCE

This research explores the impact of the physical work environment and career development on employee performance at CV. Ide Creative Printing Tangerang Selatan. The research uses a quantitative approach for all CV employees. South Tangerang Creative Printing Idea, totaling 60 people, was used as the research population. Data collection methods include observation, literature study, and use of questionnaires. Data analysis was carried out using various statistical tests, such as Validity Test, Reliability, Classical Assumptions, Pearson Correlation, Determination, Simple Linear Regression, and Hypothesis Testing. The analysis results show that the physical work environment and career development significantly influence employee performance at CV. Ide Creative Printing Tangerang Selatan. The multiple linear regression value shows the positive contribution of these two variables to employee performance, with a contribution of 67.3%, while other factors influence the remaining 32.7%.

Influence of Mobility Constraints and Educational Experiences on Future Decent Work Access Among Chinese Emerging Adults

Drawing on the Psychology of Working Theory, the present study investigates whether and how mobility constraints and educational experiences predict access to future decent work among two samples of Chinese undergraduates. The results reveal that educational experiences are directly related to future decent work access, while also indirectly linked to future decent work access via career adaptability and work volition, respectively. In addition, both objective and subjective mobility constraints are not associated with future decent work access, yet they are indirectly linked to future decent work access through career adaptability and work volition, respectively. Moreover, subjective mobility constraints but not objective mobility constraints are indirectly linked to future decent work access through educational experiences. The results provide empirical evidence for the recent expansion of decent education and of the school-to-work transition expansion of the Psychology of Working Theory.

Emerging in‐migration of urban young adults engaging in rural tourism in China

AbstractDuring the rapid urbanisation of China in recent decades, a vast proportion of the labour force left rural hometowns to find employment in cities. In the context of rural revitalisation and tourism development in China, rural tourism is booming, bringing many tourism‐related jobs to the countryside. As a result, some young urban adults have moved to work in rural areas. Based on in‐depth interviews in Su village in Nanjing, China, this study seeks to investigate the motivations of those who choose to work in the countryside and the connections between this and stages in the life course of urbanites in the 90s generation, a cohort that is quite distinct from older cohorts. This study finds that the motivations of these younger workers range from career development and cost reduction to a preference for a rural lifestyle. Engaging in tourism‐related work in rural areas is associated with two life courses (work career and individual/family pathway). This study also finds that the cohort working rural tourism in rural areas is differentiated: while some pursue career development, others aim to escape certain pressures and obligations by ‘lying flat’ in the more congenial rural setting where living costs are lower than in cities. Pro‐tourism rural areas, with an acceptable distance from cities, become valuable places for these youth to resist or balance their life in front of increasingly competitive urban life during their adult transitional period.

The substitution effect of financial and non-financial incentives at different income levels in physician recruitment: evidence from medical students in China

BackgroundUnderstanding how medical students respond to financial and non-financial incentives is crucial for recruiting health workers and attracting health talents in medical education. However, both incentives are integrated in working practice, and existing theoretical studies have suggested that various income levels may influence the substitution effect of both incentives, while the empirical evidence is lacking. Furthermore, little attention has been paid to the intrinsic motivation. This study aimed to explore the substitution effect of extrinsic incentives at different income levels, also taking intrinsic altruism into account.MethodsWe used the behavioral data from Zhang et al.’s experiments, which involved discrete choice experiments (DCEs) to assess the job preferences of medical students from six teaching hospitals in Beijing, China. The incentive factors included monthly income, work location, work environment, training and career development opportunities, work load, and professional recognition. Additionally, a lab-like experiment in the medical decision-making context was conducted to quantify altruism based on utility function. Furthermore, we separated the choice sets based on the actual income and distinguished the medical students on altruism. The willingness to pay (WTP) was used to estimate the substitution effect of incentives through conditional logit model.ResultsThere was a significant substitution effect between non-financial and financial incentives. As income increased, non-financial incentives such as an excellent work environment, and sufficient career development became relatively more important. The impact of the increase in income on the substitution effect was more pronounced among individuals with higher altruism. Concerning the non-financial incentive work environment, in contrast to the growth of 546 CNY (84 USD) observed in the low-altruism group, the high-altruism group experienced a growth of 1040 CNY (160 USD) in the substitution effect.ConclusionsThe increase in the income level exerted an influence on the substitution effect of non-financial incentives and financial incentives, especially in high-altruism medical students. Policymakers should attach importance to a favorable environment and promising career prospects on the basis of ensuring a higher income level. Medical school administrations should focus on promoting altruistic values in medical education, enhancing talent incentives and teaching strategies to encourage medical students to devote themselves to the medical professions.

تأثير محددات الرضا الوظيفي على فاعلية أداء العاملين بالشركة السعودية للاتصالات (STC)

Focusing on the feasibility study using the descriptive analytical approach by creating employees in the Saudi Telecom Company and the largest percentage of the company’s customers, where 200 items were reached, in which exceptions for the study were distributed, in which the most important results of the study: - There are reports among executives from several sectors regarding career growth, motivation, work environment, and job functions on job performance in the Saudi Telecommunications Company (STC). - There is a relationship closely linked to effective performance and diversity in the types of work and the amount of work performed by the executive directors of the key officials in the Saudi Telecommunications Company (STC). - There is a correlation between the need for a job and then the performance of Saudi Telecommunications Company (STC) employees. The study recommended important tips to mention. - Using the precise specialization of the staff and their satisfaction with the work direction. - Employees leave in discussions and meetings related to higher levels. - Reformulating promotion criteria so that they are more efficient for working employees. - Recognizing the employee’s efforts and discussing his development. - Preparing various incentives to ensure that they are distributed fairly among employees.

Pengaruh Teamwork Terhadap Kinerja Karyawan Pada Perusahaan

This research discusses the importance of teamwork in improving employee performance in a company. Teamwork is an effective way to unite all employees in achieving company goals with better results. Several important aspects of teamwork include clear goals, open and honest communication, cooperative decision making, and an atmosphere of trust. Research shows that teamwork has a positive influence on employee performance, especially in teams involved in complex knowledge work. Other factors that influence employee performance include competence, work motivation, leadership, and work environment. Employee performance assessments are carried out to improve work quality, career development and compensation adjustments. This research uses qualitative methods with literature studies to explore information from various relevant sources.

The impact of perceived work dirtiness on nursing students’ professional commitment: the mediating role of career adaptability and the moderating role of social support - a cross sectional study

BackgroundSocial consensus in the nursing industry is that the job is accompanied by dirtiness. It is generally accepted that negative cognition about a career is an important determinant in reducing nursing students’ professional commitment. However, the impact of nursing students’ perceived work dirtiness on professional commitment and its mechanism remains unclear. This study aimed to analyze the association between perceived work dirtiness and professional commitment and to examine the mediating role of career adaptability and the moderating role of social support among nursing students in mainland China.MethodsA cross-sectional online study was conducted among 341 nursing students from three medical universities in Henan, China. The participants’ perceived work dirtiness, career adaptability, professional commitment, and social support were obtained. SPSS 26.0 and Amos 23.0 software were used for the statistical analysis.ResultsPerceived work dirtiness was negatively related to career adaptability and professional commitment (P < 0.001). Career adaptability played a partial mediating role (β= -0.177, P < 0.001) in the relationship between perceived work dirtiness and professional commitment. Social support played a moderating role (β = 0.134, P < 0.01) in the relationship between perceived work dirtiness and career adaptability. Moreover, social support moderates the mediating role of career adaptability.ConclusionsNursing students’ perceived work dirtiness is an important factor in reducing professional commitment. Therefore, nursing educators must enhance courses focusing on professional qualities, providing avenues for nursing students to access social support. This proactive approach aims to mitigate the adverse impact of perceived work dirtiness on professional commitment among nursing students.

THE EFFECT OF WORK ENVIRONMENT AND INNOVATION ON JOB SATISFACTION OF MILLENNIAL EMPLOYEES AT PT.XYZ WITH CAREER DEVELOPMENT AS AN INTERVENING VARIABLE

Abstract Employees are an important company asset who have quality work competencies to provide the best performance to support company programs. In practice, the Human Capital (HC) team has a competency improvement program that requires motivation from employees as an internal factor so that the program can run effectively. Work motivation is affected by a variety of factors such as salary, work environment, job security, relationships with coworkers, awards, and so on. This influences whether an employee is satisfied with his or her job. The proportionate stratified random sampling approach was utilized, which is a sampling methodology for populations with mixed or variable features, and the data in this study uses a quantitative approach. The population is millennial employees at PT XYZ with a total of 139 millennial employees. The data was collected by distributing a questionnaire with 28 closed questions and response options indicating how strongly respondents agreed or disagreed with the questions posed. The results show it is possible to conclude that the millennial employees at PT XYZ have a level of job satisfaction that is influenced by work environment factors, innovation, and career development factors that can mediate changes in the level of job satisfaction. This finding could be an overview of benchmarks for management in departments, so that job satisfaction obtained by employees does not become a saturation point but becomes a driving force to improve their performance in this company continuously.

Primary Care Physicians' Experiences With and Adaptations to Time Constraints.

The primary care workforce shortage is significant and persistent, with organizational and policy leaders urgently seeking interventions to enhance retention and recruitment. Time constraints are a valuable focus for action; however, designing effective interventions requires deeper understanding of how time constraints shape employees' experiences and outcomes of work. To examine how time constraints affect primary care physicians' work experiences and careers. Between May 1, 2021, and September 31, 2022, US-based primary care physicians who trained in family or internal medicine were interviewed. Using qualitative analysis of in-depth interviews, this study examined how participants experience and adapt to time constraints during a typical clinic day, taking account of their professional and personal responsibilities. It also incorporates physicians' reflections on implications for their careers. Thematic analysis of in-depth interviews and a measure of well-being (American Medical Association Mini-Z survey). Interviews with 25 primary care physicians (14 [56%] female and 11 [44%] male; median [range] age, 43 [34-63] years) practicing in 11 US states were analyzed. Two physicians owned their own practice, whereas the rest worked as employees. The participants represented a wide range of years in practice (range, 1 to ≥21), with 11 participants (44%) in their first 5 years. Physicians described that the structure of their work hours did not match the work that was expected of them. This structural mismatch between time allocation and work expectations created a constant experience of time scarcity. Physicians described having to make tradeoffs between maintaining high-quality patient care and having their work overflow into their personal lives. These experiences led to feelings of guilt, disillusionment, and dissatisfaction. To attempt to sustain long-term careers in primary care, many sought ways to see fewer patients. These findings suggest that organizational leaders must align schedules with work expectations for primary care physicians to mitigate physicians' withdrawal from work as a coping mechanism. Specific strategies are needed to achieve this realignment, including incorporating more slack into schedules and establishing realistic work expectations for physicians.

The Effect of Work Overload, Organizational Commitment, and Development Career on Employee Turnover Intention

This study's goal is to ascertain and examine the impact of work overload, organizational commitment, and career development on turnover intention, using all PT Sarana Global employees as the objects. This study employed 35 respondents and a causal model in a quantitative manner. Multiple linear regression statistical analysis was also used in this study, and the data were processed using IBM SPSS 25. This study comes to the conclusion that job overload is the reason for the positive influence, which also significantly affects the intention to leave. In the meantime, organizational commitment has a major detrimental impact on turnover intentions. Aside from that, turnover intention is unaffected by career development.

Work Experience and Mental Health from Adolescence to Mid-Life.

The etiology of psychological differences among those who pursue distinct lines of work have long been of scholarly interest. A prevalent early and continuing assumption is that experiences on the job influence psychological development; contemporary analysts focus on dimensions indicative of mental health. Still, such work-related psychological differences may instead be attributable to selection processes to the extent that individuals can choose, or be selected to, different lines of work, based on their prior characteristics. Whereas much attention has been directed to employment per se as a key determinant of mental health, we consider work status (employed or not) and hours of work, as well as work quality, including both intrinsic and extrinsic dimensions among those who are employed. We also investigate differences in the effects of work experiences on mental health in distinct phases of the work career. Drawing on 11 waves of longitudinal data obtained from a cohort of 9th grade students followed prospectively to age 45-46 (54% female; 73% white), we examine whether key psychological dimensions indicative of mental health (mastery, depressive affect, and self-esteem) change in response to employment and to particular experiences on the job. The findings, based on a fixed effects modeling strategy, indicate that observed psychological differences related to employment and work quality are not attributable to stable individual proclivities. The evidence suggests that mental health is responsive to changing experiences at work from mid-adolescence to mid-life.

"I have to charge my social battery": Perspectives from autistic young adults on Quality of Life.

In this study we have asked a group of autistic young adults to describe what is important for their quality of life. The 14 participants (aged 21-29 years) were recruited from a 10-year follow-up study of autistic people. During interviews, our participants described the importance of having relationships with family, friends and pets. Having meaningful activities and being able to immerse themselves in particular interests was also reported to be important for a good quality of life. Interests had also guided their choice of what to study and what to do for work. They also spoke of how communication problems with professionals, bullying and sensory and emotional overload could have a negative impact on quality of life. Future interventions should focus on how professionals can help autistic people to connect to people/animals and meaningful activities, as the participants described this as important for having a good quality of life. These findings may be helpful in enhancing how passions and interests can be seen as opportunities for both academic and work careers for autistic people. Future research and interventions should also look at the communication barriers between autistic people and professionals, and how two-way understanding can be improved.

Careers as Social-Symbolic Work: Civilian Criminal Investigators’ Struggle for Legitimacy

The nexus between work and social categories is known to have an impact on how people develop in their careers. The purpose of this study was to examine the conditions for career work undertaken by civilian criminal investigators (CIs) who are currently entering police organizations, complementing police officers in criminal investigations. The empirical study encompassed 71 interviews conducted with both civilian and police CIs in the Swedish police. The conditions for career work were analyzed through a social-symbolic lens, recognizing the impact of both resource distribution and agency in a network of different actors. Furthermore, the contextual nature of career work was examined, highlighting tensions between civilian and police CIs, influenced by gender dynamics and cultural factors. The situatedness and cultural characteristics of the workplace, involving gender and academic and professional background, have divergent outcomes in career work. This research discusses the multifaceted nature of career development among civilian CIs, providing an extended understanding of career as a socially negotiated process and unraveling the mutual influence of organizational dynamics, cultural norms, and resource distribution in shaping individual career trajectories.

A Tale of Two Realities: Gendered Workspace during the COVID-19 Pandemic in Taipei

This study examines how heterosexual couples in Taipei used space when both were working from home. I interviewed 29 heterosexual couples on how they arranged working space at home and how these spatial arrangements influenced their working experiences and career development. I found that space was gendered: men tended to work in a preferable space at home compared to their partners. However, a preferable space was not always defined by its physical setting, such as a room. Interviews revealed that women tended to move around to accommodate their family members’ needs when they worked from home, having unstable and interrupted working environments. Their experiences revealed that women’s family roles, such as mother, daughter, and wife, are prioritized at home, resulting in constant interruptions. On the contrary, men’s roles as workers were prioritized and protected when they worked from home. Gender superseded and transformed the physical space and reproduced gender inequality at work for people who work from home. This study suggests the need to consider the impact of gender norms before treating remote work as a pro-work–family policy.

Leader-member exchange and glass ceiling: the effects on career satisfaction and work engagement

Leader-member exchange and glass ceiling: the effects on career satisfaction and work engagement

Supervisor knowledge Hiding’s impact on employee creativity: implications for thriving at work and future career

ABSTRACT This study examines the relationship between supervisor knowledge hiding behaviour (SKHB) and employee creativity in the context of the social exchange theory (SET). The study also investigates the mediating roles of supervisor ostracism (as perceived by employees, or SO) and employee knowledge hiding behaviour (EKHB), and the moderating role of mastery motivational climate (MMC) on this relationship. Data was collected from 216 employees working in IT-related organisations in Pakistan and the results support the hypotheses that SKHB negatively impacts employee creativity through the sequential mediating effects of SO and EKHB. Moreover, the study found that MMC serves as a buffer, reducing the negative impact of SKHB on employee perception of SO. Overall, this study provides a deeper understanding of how supervisor knowledge hiding can affect employee creativity, which is crucial for organisations to gain a competitive advantage.

Pengaruh Lingkungan Kerja, Pengembangan Karir dan Promosi Jabatan Terhadap Kepuasan Kerja Karyawan: Studi Kasus: PT. PP. London Sumatra Indonesia Tbk

This research aims to analyze and prove the influence of the work environment, career development, and job promotion on the job satisfaction of employees at PT. PP. London Indonesia Tbk, Muratara Regency. The research method used is descriptive quantitative, with the population being all employees at PT. PP. London Indonesia Tbk, Muratara Regency, totaling 113 people. The sample in this study uses a saturated sampling method, which includes the entire population in the research. Data collection methods include questionnaires, interviews, and observations. Data analysis in this research uses multiple linear regression, hypothesis testing using t-tests, and coefficient of determination. The results of the multiple linear regression test are KK = 2.256+0.427LK+0.079PK+0.634PJ. The ttest results show that the work environment, career development, and job promotion have an effect on the job satisfaction of employees at PT. PP. London Indonesia Tbk, Muratara Regency. The coefficient of determination is 89.2%, while the remaining percentage is influenced by other variables not examined in this study.

The Influence Of Career Development, Work Motivation And Individual Characteristics On Employee Job Satisfaction At The Djp North Sumatra I Regional Office

The purpose of this study is to ascertain whether employee job satisfaction at the DJP North Sumatra I Regional Office is influenced by career development, work motivation, and individual characteristics simultaneously or in part. The examination was led at the North Sumatra I DJP Provincial Office Jalan Sukamulia No. 17A Medan, with a population of 145 individuals and an exploration test of 59 individuals. Information assortment was completed through meetings, polls and documentation. Using version 24 of the IMB Statistics for Product and Service Solution (SPSS) computer program, multiple regression analysis was used to analyze the data. In view of the consequences of the examination, it was found that profession improvement meaningfully affects work fulfillment for representatives of the North Sumatra Provincial Office of DJP I. This is upheld by the investigation results t count &gt; t-table (2.077 &gt; 2.004) at n = 59 at an importance level of 95%. Work inspiration meaningfully affects the work fulfillment of representatives of the DJP North Sumatra Local Office I; this is upheld by the examination of t count &gt; t-table (5.857 &gt; 2.004) at n = 59 at an importance level of 95%. Individual qualities affect the work fulfillment of representatives at the North Sumatra Local Directorate General Office I; this is upheld by the t count &lt; t-table examination (1.326 &lt; 2.004) at n = 59 with an importance level of 95%. The F-count esteem &gt; F table (50.623 &gt; 2.78) expresses that together (differently), there is a positive and huge effect on profession improvement, work inspiration and individual qualities on the work fulfillment of representatives of the North Sumatra Local Office of DJP.