Work Incentives Research Articles

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.

Do income tax incentives for job creation targeting young workers in SMEs stimulate employment? Evidence from South Korea

Faced with high unemployment and labor mismatches, many countries have mainly focused on stimulating labor demand through job creation policies. However, empirical evidence regarding their effectiveness is mixed, while the impact of labor supply-side policies remains underexplored. This study fills the gap by assessing the effectiveness of a labor supply-side policy—the Job Creation Income Tax Credit in Korea—which provides tax incentives for workers under 35 employed in small and medium-sized enterprises (SMEs). Using event-study and difference-in-differences models with national survey data from 2016 to 2019, we find insignificant effects on overall SME employment among individuals aged 32–34. While no significant effects are observed on regular workers, only low-educated male SME workers ineligible for the credit transition to eligible temporary SME jobs. These findings highlight that modest tax credits are ineffective in promoting employment for highly educated young individuals due to their high reservation wages and inelastic labor supply.

PENGARUH STRES KERJA, PROGRAM INSENTIF DAN MOTIVASI TERHADAP KINERJA DRIVER OJEK ONLINE

This study aims to examine the effect of work stress, incentive programs and work motivation of online motorcycle taxi drivers for study on Shopee Food drivers who are domiciled in DKI Jakarta. The independent variables in this study are work stress, incentive programs and work motivation. The dependent variable in this study is the performance of Shopee Food drivers. This study uses the PLS or Partial Least Square method with SmartPLS 4.0 software. The data collection technique uses the Googleform application questionnaire to collect respondent information. The sample in this study are all members of the Shopee Food driver population who live in DKI Jakarta with a total sample of 102 respondents. The results of the analysis show that work stress has no negative effect on the performance of Shopee Food drivers. The Incentive Program has a positive and significant effect on the performance of Shopee Food drivers. Work motivation has a positive and significant effect on the performance of Shopee Food drivers.

Long-Run Effects of Incentivizing Work after Childbirth

This paper identifies the impact of increasing post-childbirth work incentives on mothers’ long-run careers. We exploit variation in work incentives across mothers based on the timing of a first birth and eligibility for the 1993 expansion of the Earned Income Tax Credit. Ten to nineteen years after a first birth, single mothers who were exposed to the expansion immediately after birth (“early”), rather than 3–6 years later (“late”), have 0.62 more years of work experience and 4.2 percent higher earnings conditional on working. We show that higher earnings are primarily explained by improved wages due to greater work experience. (JEL H24, H31, J16, J22, J31)

Impact of motivation on the job performance of public sector employees: the case of Morocco

This study investigates the driving forces behind job performance in Morocco's public sector amid its latest reforms. Despite extensive research on motivation and job performance, the unique dynamics within this sector, particularly following recent legislative changes, still need to be explored. This study links job performance to an incentive-based system by examining the roles of both intrinsic and extrinsic motivations in enhancing employee performance. Employing qualitative methodology, this study explores how incentives and motivation impact job performance. Data collected via a structured questionnaire are analyzed using structural equation modeling to elucidate the connections between work performance, motivation, and incentives. These findings highlight the significance of transparent human resource policies, comprehensive incentive systems, appropriate performance metrics, and robust leadership in cultivating a motivated and high-performing workforce.

Social safety net features in East Asia: A comparative analysis using the model family approach

AbstractEast Asian (EA) social welfare has been described as productivist, where social policies are subordinate to economic development. However, EA comparative studies often focus on a few select social policies and seldom examine welfare programs as a bundle. We contribute to the depiction of divergent features of EA safety nets by exploring welfare content (generosity, coverage, protective vs. productive, and work incentives) and welfare outcomes (poverty reduction and income redistribution) for lower‐income populations in the largest city in mainland China, Hong Kong, Japan, Singapore, South Korea, and Taiwan. We collected model family (MF) data and analyzed the data through descriptive statistics and regression models. We found that Taiwan and Hong Kong, followed by Japan, have more generous programs for reducing poverty, while Korea focuses on productive programs; Singapore offers wide coverage and strong work incentives for low‐income families yet lags behind in generosity; and China appears to be a laggard in welfare provision in the region. Our findings reveal heterogeneity within EA welfare systems, and our synthesis of welfare features using MF data offers a promising, innovative strategy for conducting comparative research in regions with limited comparable data.

Informing the recruitment crisis in policing: Evaluating which incentives can entice the best candidates among college students

AbstractResearch SummaryScrutiny over the quality of police work continues to increase, at the same time that a recruitment crisis may hinder policing services. Moreover, this crisis exists despite numerous work incentives for officers, which are potentially competitive salaries, early pensions, and legal protections. Using a sample of 604 undergraduate students—a natural recruiting pool for police agencies—this study explores the predictors of students’ interest in a career in policing. In addition, we conducted a randomized survey experiment to identify the effect of work incentives on students’ willingness to apply to be a police officer upon graduation. Specifically, we manipulated the starting salary, years of service until pension eligibility, and the protection afforded against lawsuits. Finally, we tested whether the effect of these incentives differs across the quality of applicants (i.e., grade point average [GPA], ability to pass existing application criteria, and subjective qualities that comprise honesty, teamwork, and compassion) and their preexisting interest in a career in policing. We found that students are generally uninterested in becoming police officers, particularly when their GPA is high. Though the starting salary was the most impactful of all incentives, some lawsuit protection is key for enticing the best students. In contrast, conditions for pension had only modest if any effects.Policy ImplicationsRecruiting is key to improving the quality of policing, particularly when many potential candidates are overlooking the career. However, research on the causes and consequences of police recruitment strategies is limited. This study implements rigorous research methods to investigate how to increase the pool of high‐quality applicants to police agencies. Findings support sensible and potentially cost‐effective policy decisions in regard to police recruiting, which should focus on increasing the starting salary, and on more effectively communicating the value of other existing benefits of the career that comprise lawsuit protection and attractive pension plans.

The Influence of Adaptive Leadership, Work Incentives and Job Rotation on Employee Performance with Work Morale as an Intervening Variable in the State Treasury Services Office Scope of Regional Offices of the Directorate General of Treasury, Central Java Province

This research aims to analyze the influence of adaptive leadership, work incentives and work rotation on employee performance through work morale. This research data uses primary data in the form of a questionnaire. The sampling method based on the Hair Sampling formula obtained a sample size of 135 respondents by determining respondents using Purposive Sampling with the criteria that the respondent was a permanent employee and had a minimum work period of 2 years. The data analysis used in this research is the Structural Equation Model. The results of this research state that adaptive leadership and work incentives have a positive and significant effect on work morale, work rotation does not have a positive and significant effect on work morale, adaptive leadership, work incentives, work rotation and work morale have a positive and significant effect on employee performance.

PENGARUH DISIPLIN KERJA DAN PEMBERIAN INSENTIF TERHADAP KINERJA KARYAWAN PT WISATALOKA

Human resources (HR) are an important part of a company. This is because HR is an asset for the company, which contributes to the progress of a company. Employees are required to continue to improve their performance, which in turn can significantly improve company performance. The company has made various efforts to encourage employees to continue to improve their performance. Work discipline is one of the factors that can influence employee performance. Disciplinary attitudes arise from employees and also need to be supported by the company, for example with regulations. Another factor that encourages employee performance is the provision of incentives. The company policy provides incentives to encourage employees to work harder. The aim of this research is to examine the influence of work discipline and incentives on employee performance, both partially and simultaneously. The research method used was quantitative with a sample of 50 respondents. Data collection was carried out through observation, questionnaires and documentation. Work discipline (X1) and incentives (X2) are the independent variables and the dependent variable is employee performance (Y). By using the SPSS 26 application for multiple linear regression analysis. The results of this research show that partially, work discipline has a significant effect on employee performance and providing incentives has a significant effect on employee performance. Furthermore, work discipline and providing incentives simultaneously influence employee performance.

Writing and publishing papers in academic radiology: Why it needs to be more than a box checked for promotion

An ongoing challenge in academic radiology is balancing the need to read the scans and generate relative value units (RVUs) with the need to ensure academic leadership and the consistent production of impactful publications. Indeed, the tripartite mission of academic radiology (i.e. clinical care, research, and teaching) does not lend itself to obvious answers in an era when institutions and departments are increasingly focused on RVU generation. Even the minority of radiologists who are interested in pursuing the academic mission and accept academic jobs are likely to find their time increasingly squeezed by massive volumes of scans to read and the priority placed on RVU generation. There are often no incentives for impactful academic work, leading to a decreasing relative number of manuscript submissions from U.S.-based researchers. With the lack of external incentivization for publication, writing and publishing papers must instead be driven by intrinsic enjoyment and a sense of accomplishment. The ability to think of an idea, to get a group of co-authors together, to acquire the data and/or put together the idea into a form that is ready for final publication, and to see that process through to the end is rewarded only by personal satisfaction. Perhaps, in the era of RVU generation, publishing papers in a form of defiance of a system that is hampering the academic mission.

Application and Practice of Innovative Talent Incentive System in Research Units

This study combines the actual situation of research units to carry out trial tests of salary reform, focusing on the calculation of outstanding innovative talents, staff, supervisors, and other talents at all levels. It continuously optimizes the talent incentive mechanism of our institute. Combining with the broadband job level system, it establishes a dual-line assessment and incentive mechanism of "position + innovation", implements mechanisms such as "revealing the best" leadership, rewards for major innovative achievements, medium- and long-term incentives, etc., strengthens the incentive for scientific research work, and continuously stimulates intrinsic innovation motivation.

The effect of fiscal drag on income distribution and work incentives: A microsimulation analysis on selected African countries

AbstractAlthough the effect of fiscal drag is well‐studied in the industrialised world, empirical evidence from developing economies remains limited. Against this backdrop, this study aims to explore the effect of fiscal drag on income distribution and work incentives. To this end, the study employs SOUTHMOD, the tax‐benefit microsimulation model, for six African countries: Ethiopia, South Africa, Tanzania, Uganda, Mozambique, and Zambia. Three important conclusions are drawn from our empirical investigation. First, in the absence of proper tax parameter adjustment, the distribution of fiscal drag is determined by the liability progression of personal income tax in the pre‐inflation period. Second, the impact of fiscal drag on the redistributive effects and progressivity of personal income taxes is differentiated among countries. On the one hand, it reduces the progressivity of personal income tax in Ethiopia, South Africa, Tanzania, Uganda, and Zambia; on the other hand, it improves progressivity in Mozambique. However, it decreases the redistributive effect of personal income tax only in Ethiopia, Tanzania, and Uganda. Third, fiscal drag reduces financial work incentives to increase earnings in all countries. Addressing fiscal drag becomes very crucial considering the soaring inflation due to the war between Ukraine and Russia.