Work Incentives Research Articles

Navigating the Role of Remittances in Attaining Sustainable Development Goals in Developing Countries: New Insights from Panel ARDL Model

One of the foremost sustainable development goals is eradicating poverty by 2030. To attain this goal, remittances are crucial, especially for developing countries, in improving the well-being of the people. Therefore, this study examines the influence of remittances on poverty alleviation in developing countries. The data from eighteen developing countries was used from 2001 to 2020. For data analysis, panel unit root tests, Pedroni cointegration test, and panel ARDL model are used. The study found that foreign remittances are negatively and significantly related to poverty eradication. Similarly, GFCF, LFPR, trade, and human capital are negatively and significantly related to poverty in developing countries, while the variable inflation rate is positively and significantly related to poverty. Considering the study's outcomes, it is concluded that remittances are crucial in mitigating the poverty level in developing countries. Therefore, it is recommended that governments should provide migration-friendly measures, such as incentives for workers to travel overseas and remit funds legally rather than illegally. Low-income families would benefit from this, but it would also help the government to increase its foreign reserves.

The impact of pension reform on employment, retirement, and disability insurance claims

We evaluate the 2011 comprehensive reform of Norwegian early retirement institutions using a parsimonious random utility choice model. Conditional on employment at age 60, we estimate a three-state conditional logit model to explain the realized labor market state at age 63 among the alternatives of employment, retirement, and disability program participation. The reform radically changed work incentives and/or pension access age for some (but not all) workers, such that the influence of economic incentives can be identified based on reform-generated variation only. We find that improved work incentives caused employment rates to rise considerably at the expense of early retirement and exit through disability insurance. Improved liquidity through a lower age to access own pension funds on actuarially neutral terms caused a small increase in employment and a large drop in disability program participation. Properly designed pension reforms thus need to take the interplay between old-age pension and disability insurance programs into account.

Monetary work-incentives within the Austrian tax and benefit system

AbstractThis paper analyses incentives to take up work or to increase working hours within the Austrian tax and benefit system. We analyze the monetary work incentives for a variety of family constellations (singles, single parents, families with children) with different incomes from dependent employment, when receiving unemployment benefits, and in the system of means-tested minimum income. Moreover, the effect of different earning ceilings (childcare and unemployment) and childcare costs is additionally investigated. Insufficient and, therefore, privately provided childcare is viewed as a missing component of the benefit system. The Austrian tax and benefit system is designed to be incentive-compatible for singles. Only marginal employment without deductions in the event of unemployment creates a negative incentive to expand employment beyond this extent. However, raising children creates negative monetary incentives. On the one hand, through the upper limits on additional earnings during times of childcare allowance, but especially when childcare costs arise.

Driving Excellence: The Effect of Work Discipline and Incentive Programs on Employee Performance

This research evaluates the influence of work discipline and providing incentives on employee performance at PT. TOA Galva Industries, especially in the Speaker Department 1. We use correlation regression, determination, t-test, r-test, and F-test methods, and this research analyzes data from a population consisting of 83 employees. The results of the analysis show that the two independent variables, namely work discipline and providing incentives, simultaneously affect employee performance, while the rest are influenced by other factors that were not studied. Simultaneous tests reveal that both work discipline and incentives have a significant influence on employee performance with the calculated F value and significance level. However, based on the t-test, only work discipline was proven to have a significant effect on employee performance, while providing incentives did not show a significant effect. The managerial implication that can be taken is the importance of increasing work discipline as a significant factor in improving employee performance. The research results show that work discipline has a positive and significant influence on employee performance while providing incentives does not have a significant impact. Therefore, the management of PT. TOA Galva Industries must prioritize strengthening work discipline through strict supervision and consistent application of rules.

Mandatory Notice of Layoff, Job Search, and Efficiency

Abstract In all OECD countries, mandatory notice (MN) policies require firms to inform workers in advance of a layoff. In our theoretical framework, MN helps workers avoid unemployment and find better jobs by encouraging them to search for a new job while still employed, thereby increasing future production. The magnitude of this production gain depends on the relative effectiveness of search while employed versus unemployed. But on-the-job search and diminished work incentives reduce current production. If future gains outweigh current production losses, longer advance notice improves production efficiency. If not, Coasian bargaining predicts that firms offer a larger severance instead of longer notice. With bargaining, the sole efficiency loss of MN is due to delayed separations of unproductive job matches. We test these predictions using novel Swedish administrative data on layoff notifications. Workers eligible for extended MN receive longer notice and larger severance, resulting in less exposure to nonemployment spells and higher-paying jobs. These favorable labor market outcomes are solely due to longer notice; in contrast, larger severance delays job finding and has no impact on wages. We also show that advance notice replaces job search while unemployed with more effective search while employed. On the production side, we document a productivity drop among notified workers and estimate a production loss due to delayed separations. Using our estimates of production gains and losses to evaluate the overall production efficiency, we conclude that the gains of MN seem to outweigh the losses.

Analysis of the Influence of Work Environment, Health Insurance, Incentives and Motivation on Employee Productivity of BNI Bank Supporting Branch Offices in East Lombok, West Southeast Nusa

This study aims to analyze the effect of work environment, health insurance, incentives and motivation on employee productivity at Bank BNI East Lombok Sub-Branch Office. The research was conducted on all employees of Bank BNI East Lombok Sub-Branch Office. The population used in this study were 46 employees. This study uses analysis with the Structural Least Squares model. The results showed that the variables of work environment, health insurance and motivation had no positive and significant effect on employee productivity. The incentive variable has a positive and significant effect on the work productivity of employees of the BNI Bank Sub-Branch office in East Lombok.

Hours of work and the long‐run effects of in‐work transfers

AbstractPolicymakers have increasingly turned to ‘in‐work transfers’ to boost incomes among poorer workers and strengthen work incentives. One attraction of these is that labour supply elasticities are typically greatest at the extensive margin. Because in‐work transfers are normally subject to earnings‐related phase‐outs, they tend to most strongly incentivize part‐time work, weakening incentives to increase hours beyond that. But if part‐time work generates relatively little in the way of human capital and career progression, then policy design should factor in the longer‐term consequences of labour supply choices along the intensive margin. To that end, we use a dynamic model of female labour supply with endogenous human capital accumulation, and study actual and hypothetical welfare reforms in the UK. We show that for a given expansion in the government budget, those reforms that incentivize full‐time work can do considerably more to increase incomes, including among poorer households, and to raise welfare. Our results suggest that in‐work transfers could be refined by paying greater attention to the intensive margin effects through the design of their phase‐outs.

THE EFFECT OF WORK DISCIPLINE, INCENTIVES, WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE MEDIATED BY JOB SATISFACTION IN OIL AND GAS COMPANIES IN BATAM CITY

Employee performance can be influenced by various factors, including work discipline, incentives, and work environment. When these factors are good or good, they can lead to increased employee performance. This research aims to examine the influence of work discipline, incentives and work environment on employee performance at oil and gas companies in Batam City, with job satisfaction as a mediating factor. The research methodology uses Structural Equation Modeling (SEM) analysis using SmartPLS. This research involved 431 employee respondents and the results showed that work discipline, providing incentives and the work environment had a significant and positive effect on job satisfaction. Furthermore, job satisfaction has a significant effect on employee performance, and the combined impact of work discipline, incentives, and work environment on employee performance has a significant positive value which is mediated by job satisfaction.

Work incentives in Australia: The distribution of effective marginal tax rates for working‐age Australians in 2023

Work incentives in Australia: The distribution of effective marginal tax rates for working‐age Australians in 2023

Pengaruh Pemberian Insentif Kerja dan Motivasi Kerja Terhadap Kinerja Karyawan pada PY. Anugerah Tangkas Transportindo

This article aims to find out the effect of providing work incentives and work motivation on employee performance at PT. Anugerah Tangkas Transportindo. This type of research is causal associative research. The variables of this research are independent variables, namely work incentives (X1), work motivation (X2), while the dependent variable is employee performance (Y). In this study, the population is only 38 people, so that all employees in the Custom Clearance division at PT. The Jakarta Transportindo Agile Award was used as a sample. The data analysis consisted of validity and reliability test, classical assumption test, multiple regression analysis, F test, and t test. The results of the data analysis show that the work incentive variable has a significant influence on employee performance. There is a significant influence between work motivation and employee performance. The variables of work incentives and work motivation have a simultaneous effect on employee performance. The results of the partial and simultaneous determination coefficient test, it can be concluded that the work incentive variable (X1) has a weak influence on employee performance by 28.9%. The variable of work motivation also had a weak influence on employee performance by 13.8%. Simultaneously, the variables of work incentives and work motivation had a not very strong influence on employee performance by 35.6%, meaning that there were still 64.4% variations in employee performance that were influenced by other factors

Benefits and tax credits

Abstract The UK government spends over £100 billion each year on working-age benefits, predominantly for those with low incomes or disabilities. Broadly, these payments protect families from hardship, reduce inequality, and support disabled people. But governments across the world and over time have designed these programmes in very different ways. We examine trends in benefit policy in the UK over time, including the treatment of work, support for children and housing costs, and the role of health-related benefits. We then provide a survey of the existing evidence on a wide range of questions in benefit policy design, including take-up, work incentives, and the impact on the next generation—and bring this evidence to bear on key UK policy questions.

Transfers, taxes and tax credits for those on low incomes: beyond Mirrlees

Abstract For any given amount of tax revenue obtained from a specific tax, the standard model of economists focuses on the financial incentives in the tax schedule and requires that inevitable and unavoidable trade-offs are made between individuals who receive different levels of tax rates. Increasing the work incentives for one group or in one part of the earnings distribution necessarily requires that those incentives are decreased for some other group or in some other range. But a more attractive set of policy options consists of those that combine these considerations with work programmes drawn from a mix of employment and human capital strategies for different segments of the recipient population. Worth exploring are greater connections between individuals on benefit and the educational sector, sectoral employment and training strategies—including some with conditionality, even if only in a mild form—and other strategies to increase long-run earnings capabilities.

Pengaruh Kompetensi Karyawan, Motivasi Intrinsik dan Kecerdasan Emosional Terhadap Kinerja

This research aims to analyze the influence of competence, intrinsic motivation and emotional intelligence on the performance of Burger King Semarang employees. The method used was quantitative with a sample of 109 respondents using purposive sampling technique. Data analysis includes descriptive analysis of variables, classical assumption tests (normality, heteroscedasticity and multicollinearity), multiple linear regression analysis, as well as t tests, f tests and coefficient of determination tests. The research results show: (1) The t test shows that competence (tcount = 0.002 > ttable 0.05) and emotional intelligence (tcount = 0.000 < ttable 0.05) have a positive and significant effect on employee performance. (2) The F test shows the value of Fcount = 0.000 < Ftable = 0.05, indicating that simultaneously competence, intrinsic motivation and emotional intelligence have a significant effect on employee performance. (3) The coefficient of determination (R² = 0.979) shows that 97.9% of the variation in employee performance can be explained by the variables of competence, intrinsic motivation and emotional intelligence, while the remaining 2.1% is influenced by other variables such as work experience, incentives and promotions. position.

Detoxification from brian-drain debate: A close review to bitter reality in reference to Nepal

Contrary to claims made by some scholars who have not thoroughly assessed the situation, this article argues that Nepal does not suffer from brain drain. The paper adopts an academic and archival approach, utilising qualitative desk­top research methods to comprehensively examine the issue. The arguments presented are supported by the Delphi method and firsthand experiences. The study relies on secondary sources supplemented by personal observations and informal discussions to provide a well-rounded perspective. Recent pub­lications accessed through widely used archiving platforms are given priority to ensure the credibility and relevance of the sources cited. Through this rigorous methodology, the paper concludes that the real issue plaguing Nepal is excessive labour drain, not brain drain. The analysis reveals that the notion of brain drain in Nepal is largely a misconception, with only a neg­ligible number of individuals falling into this category. The de­parture of this small group has not significantly hampered the nation's dignity or development. On the contrary, the labour drain has created a severe shortage of workers in critical sectors, impeding the nation's progress and exacerbating economic vul­nerabilities. Therefore, it is imperative to reorient strategies to address the labour drain by focusing on creating employment opportunities, improving working con­ditions, and offering incentives for workers to stay. By concentrating on these areas, Nepal can curb the outflow of its labour force and channel the energy and skills of its people towards national devel­opment. Consequently, the paper asserts that it is unnecessary to no longer concern oneself with brain drain.

STATE MANAGEMENT OF FINANCIAL PROVISION OF THE HEALTH CARE SYSTEM IN UKRAINE

The purpose of the article is to study the state and results of state management of financial support in the field of health care in Ukraine. The methodological basis of the article is dialectical methods of scientific knowledge: analysis and synthesis, critical analysis, logical abstraction, comparison, abstract-logical and statistical analysis. It pointed out the need to expand the state management of the financial support industry beyond the function of allocation of budgetary resources. It noted that the insufficiency of the budget requires the consolidation of available resources and opportunities for the proper provision of the medical industry, unification efforts of subjects of all forms of ownership, and all sources of funding. It indicated that the problems of health care budgeting in Ukraine lead to an increase in the risks of deterioration of the population's health and give grounds to predict an increase in the share of own funds in the volume of financing of the industry, which will lead to an increase in the volume of illegal payments for medical services and a deterioration in the solvency of the population. This will form the preconditions for the growth of social tension. Directions for improving the efficiency of state management of financial support are proposed. The low level of salary incentives for medical workers, in particular doctors, creates the problem of providing quality medical services. It is proposed to introduce regional structures, which should become a mechanism for regional diversification of budget funds aimed at health care, coordination of financial resources of communities and private funds, etc. The expansion of public-private partnerships is proposed, in particular, the use of comprehensive state management measures to stimulate the development of private medical institutions as a reserve for the provision of medical services in crisis conditions. Specific measures to improve the efficiency of state financial support to the industry are proposed.

Pengaruh Lingkungan Kerja dan Insentif Terhadap Kepuasan Kerja Guru Di SMA Negeri 6 Batang Hari

Redo Prayitno. 2023. The Influence of the Work Environment and Incentives on Teacher Job Satisfaction at SMA Negeri 6 Batang Hari. Thesis, Islamic Education Management, Batang Hari Nusantara Islamic Institute. Based on the author's initial grand tour, there are various factors that influence teacher job satisfaction at SMA Negeri 6 Batang Hari. This research aims to determine the influence of the work environment and incentives on teacher job satisfaction at SMA Negeri 6 Batang Hari. This research is quantitative research with a type of approach. The population of this research is the number of all teachers who teach at SMA Negeri 6 Batang Hari. The data analysis used was multiple regression analysis and the data was processed with the help of the SPSS Version 20.0 program. The research results show that the work environment has a significant effect on job satisfaction with tcount>ttable (5.541>1.693). This shows Ha is rejected and H0 is accepted. Incentives have a significant effect on job satisfaction with the value obtained tcount>ttable (3.491>1.693). This shows that Ha is rejected and H0 is accepted. This means that there is a partial influence between the Work Environment and Incentives on job satisfaction. By looking at the results of the coefficient of determination (r square) of 0.961, which means that the Work Environment and Incentive variables are able to increase job satisfaction decisions by 96.1% and 0.039 or 3.9% is the remaining variable (residue) which is influenced by other variables.

Perceptions on Traditional Minority Sports: Bases for the Improvement of the Physical Education Curriculum

This study aimed to analyze the current situation of traditional minority sports curriculum teaching in Guangxi universities and to propose future development directions for the curriculum based on the research results. By combining qualitative and quantitative methods, this paper makes data statistics on traditional minority sports from the aspects of current situation, teaching environment and curriculum reform, and analyzes the relevant statistical data. The data collected in this study were 400 students, 73 teachers, and 20 college officials from four universities. The respondents are continuously concerned about the teaching objectives, teaching status and teaching influencing factors of traditional minority sports courses in schools. Through the interviews with the investigators, some useful suggestions are put forward for the future school PE teaching and curriculum reform. Based on the survey and research results, the researcher proposed suggestions for physical education in universities and schools in Guangxi. The researchers proposed updating teaching methods, improving work incentive mechanisms, and constructing excellent ethnic cultural inheritance concepts that have profound significance for enhancing the inheritance and development of traditional minority sports.

Pengaruh Stres Kerja dan Pemberian Insentif Terhadap Turnover Intention Karyawan : Survey Pada Rumah Sakit di Gowa

This research aims to examine and analyze the influence of work stress and incentives on employee turnover intention at Yapika Gowa General Hospital. The type of research used in this research is quantitative research. The sample in this study was 65 respondents. This research uses multiple linear regression analysis techniques with the help of the SPSS program and data obtained from questionnaires distributed to employees of the Yapika Gowa General Hospital. The results of this research show that partially Job Stress has a significant positive effect on Turnover Intention and the Incentive variable has a negative effect on Turnover Intention at the Yapika Gowa General Hospital.

Documenting Community Health Worker Compensation Schemes and Their Perceived Effectiveness in Seven sub-Saharan African Countries: A Qualitative Study.

Community health worker (CHW) incentives and remuneration are core issues affecting the performance of CHWs and health programs. There is limited documentation on the implementation details of CHW financial compensation schemes used in sub-Saharan African countries, including their mechanisms of delivery and effectiveness. We aimed to document CHW financial compensation schemes and understand CHW, government, and other stakeholder perceptions of their effectiveness. A total of 68 semistructured interviews were conducted with a range of purposefully selected key informants in 7 countries: Benin, Burkina Faso, Ghana, Malawi, Mali, Niger, and Zambia. Thematic analysis of coded interview data was conducted, and relevant country documentation was reviewed, including any documents referenced by key informants, to provide contextual background for qualitative interpretation. Key informants described compensation schemes as effective when payments are regular, distributions are consistent, and amounts are sufficient to support health worker performance and continuity of service delivery. CHW compensation schemes associated with an employed worker status and government payroll mechanisms were most often perceived as effective by stakeholders. Compensation schemes associated with a volunteer status were found to vary widely in their delivery mechanisms (e.g., cash or mobile phone distribution) and were perceived as less effective. Lessons learned in implementing CHW compensation schemes involved the need for government leadership, ministerial coordination, community engagement, partner harmonization, and realistic transitional financing plans. Policymakers should consider these findings in designing compensation schemes for CHWs engaged in routine, continuous health service delivery within the context of their country's health service delivery model. Systematic documentation of the tasks and time commitment of volunteer status CHWs could support more recognition of their health system contributions and better determination of commensurate compensation as recommended by the 2018 World Health Organization Guidelines on Health Policy and System Support to Optimize Community Health Worker Programs.

Analysis of Working Time Measurement and Incentives Work to Increase Shoe Upper Production at CV. Esa Kalen Jaya

As time goes by, competition in the industrial world is increasing, every company is required to be able to compete with other companies. CV.Esa Kalen Jaya is a company that produces semi-finished goods, namely shoe uppers. Where there are obstacles in the form of not being able to fulfill the production targets that have been determined by the company which results in the company's productivity not being optimal. This research was conducted to calculate standard production time through direct observation using a stopwatch time study as well as improving the regulation of the number of working hours and providing work incentives using the piecework plan method. as an effort to increase company productivity.. Results obtained. The standard output obtained is 4588.48 units/month. And after increasing the number of production working hours to 8 working hours, the results were 5,234 units/month, which means the production target has been achieved. And based on the calculation of incentives that the company will provide in standard hourly wages, namely IDR 7,051.41/hour. It can be concluded that by determining the standard production time and determining the number of working hours, the production results have achieved the set production targets.