Compensation Practices for Firm Productivity: Empirical Study at Multinational Tea Companies in Kericho County in Kenya (Published)
Multinational organizations face challenges in firm productivity in terms of quality, quantity of work, effectiveness and employee performance. The study assessed the effect of incentives on the performance of multinational tea companies in Kericho County. Expectancy theory was adopted. A descriptive research design was appropriate for the study which targeted 99 senior, middle and lower manager of James Finlays Kenya Limited, George Williamson Limited and Unilever Limited in Kericho County. A census of 99 managers was used as respondent. Data was obtained using questionnaires. The data was analyzed using descriptive especially the mean and standard deviation. While inferential statistics was utilized to test significance. The analyzed data was presented using percentages and frequency distribution tables and chart. The study result indicated that there was significant effect of monetary pay, allowance, fringe benefit and incentive on firm productivity. The study concluded that compensation practices significantly affected on firm productivity (p<0.05). The study recommended that other incentive should be explored based on employee performance which results in firm productivity.
Citation: Rugut Hillary Bon, and Kipkorirp Sitieneip Chrisp Simon (2022) Compensation Practices for Firm Productivity: Empirical Study at Multinational Tea Companies in Kericho County in Kenya, European Journal of Business and Innovation Research, Vol.10, No.3, pp. 54-68
Influence of Organizational Culture, Transformational Leadership, Compensation and Career Development on Job Satisfaction and Their Implications on Employees Turnover Intention of Pt Kalbe Farma Tbk (Published)
This study examines the effect of organizational culture, transformational leadership, compensation, and career development on job satisfaction and its implications for turnover intention, in employees of PT Kalbe Farma Tbk. The instrument used in this research is a questionnaire to 100 respondents, then analyzed descriptively and quantitatively. Descriptive analysis in this study is used to provide an overview of the characteristics of respondents and an overview of research variables. In contrast, quantitative analysis conducted by SEM – PLS (Partial Least Square) will test the hypothesis in this study. Based on the results of the analysis in this study, the results obtained are that:1) Organizational Culture has a positive effect on Job Satisfaction; 2) Transformational Leadership has a positive effect on Job Satisfaction; 3) Compensation has a positive effect on job satisfaction; 4) Career development has a positive effect on job satisfaction; 5) Organizational Culture has a negative effect on Turnover Intention; 6) Transformational Leadership has a positive effect on Turnover Intention; 7) Compensation has a negative effect on Turnover Intention; 8) Career Development has a negative effect on Turnover Intention; 9) Job Satisfaction has a negative effect on Turnover Intention.
Citation: Chrisna William, and Setyo Riyanto (2022) Influence of Organizational Culture, Transformational Leadership, Compensation and Career Development on Job Satisfaction and Their Implications on Employees Turnover Intention of Pt Kalbe Farma Tbk, Global Journal of Human Resource Management, Vol.10, No.1, pp.1-16
Application of Least Square Dummy Variable (LSDV) in Estimation of Compensation of Employee (Published)
This research was conducted to estimate compensation of employee using least square dummy variable (LSDV) regression model. The data used in this work were secondary data sourced from National Bureau of Statistics (NBS) from 1981 to 2006. The variables considered were compensation of employee as the dependent variable, fixed capital, price of goods, tax and surplus as the independent variables. The data were analyzed using (STATA 13). The results obtained revealed that F-value of 3874.05 was statistically high suggesting the overall model was good fitted. The R2 -value 0.9989 was also high which indicated that 99.89% of the total variation was accounted for by the independent variables included in model while the remaining 0.11% unexplained was accounted for by the white noise. Again, all the differential intercept coefficients have negative signs. Also, several differential slope coefficients have negative signs which implied that they were negatively related to compensation. Again, the result revealed that compensation is not statistically significantly related to fixed capital, price, tax and surplus. However, none of the differential slope coefficients is statistically significant. Of all the three differential intercept coefficients only was statistically significant. Since none of the differential slope coefficients was statistically significant, it concluded that the differential slope coefficients are not different from the slope coefficient of the base/comparison group (power sector.
Alternative Options in Building Workers’ Incentives: Effects On Job Satisfaction and Performance in Local Context (Published)
Incentives are motivators and highly critical in determining positive feelings and work behaviour in different contexts and satisfaction often depends on its relevance to felt needs of workers. The uncritical adoption of foreign schemes in local contexts has distanced reward strategies from employees’ needs and demands alternative strategies. The study tested innovative incentives and relationships with satisfaction and performance of employees in a local enterprise using 50 participants (74% males). A reliable instrument, aggregate α=0.74 was used to gather information and inferential statistics used for analysis. Inferential statistics were used to run the analysis. Results of the study showed that traditional and nontraditional incentives significantly determine employee job satisfaction, (p < 0.01). With regards to effects on performance, traditional incentive was significant, (p < 0.01), while nontraditional incentive failed to predict performance. Although results suggested that traditional and nontraditional incentives remain key determinants of satisfaction, only traditional incentives could influence performance. The test of positive feelings as a factor in performance was highly significant. The paper, therefore, suggests that additional studies should be carried out in order to validate the innovative model for best practices in incentives design and administration in local contexts.
The Effect of Emotional Intelligence, Teachers’ Perception of Headmaster’s Interpersonal Communication, and Compensation on Affective Commitments of Teachers at Kindergartens (Published)
The aim of this study is to determine the effect of emotional intelligence, teachers’ perceptions of interpersonal communication of headmaster, and compensation for the affective commitment of teachers at Kindergarten Medan Perjuangan. This study uses Qualitative Research Methods and analysis technique of relationships between variables is a form of path analysis. Population in research are 140 kindergarten teachers in District of Medan Perjuangan, the sample is 103. The results of this study are 1. Emotional Intelligence has a direct positive effect on Compensation in Kindergarten in Medan Perjuangan District 2. Teacher’s Perception of Interpersonal Communication Principals directly influence positive for Compensation at kindergartens Medan Perjuangan District 3. Emotional Intelligence has a positive direct effect on teacher’s affective commitment at Kindergarten, Medan Perjuangan District 4. Teacher’s Perception of Principal Interpersonal Communication has a direct positive effect on affective commitment of teachers in at Kindergartens, Medan Perjuangan District. 5. Compensation has a direct positive effect on teacher’s affective commitment at Kindergartens Medan Perjuangan District.
This study is aiming at assessing the quality of work life for academic staff in Jordanian universities. And to identify the possibility of the existence of a statistical significant difference in their attitudes as it relates to quality of work life, which can be attributed to the variables of gender, age, academic rank, and experience. Academic staff were asked to fill questionnaire assessing the following QWL indicators: fair compensation, safe and healthy environment, work-life balance, social integration and career advancement towards university. The research most important findings and conclusions are: The arithmetic mean of the estimates of academic staff in the Jordanian universities towards quality of work life were moderate. Besides, there were no statistical significant on quality work life the due to variables (gender, age, academic qualification, experience).
The purpose of this study to check the impact of human resource management (HRM) practices on employee’s performance in the sports industry Sialkot, Pakistan. The techniques were used for collection of data is random sampling. A questionnaire was adopted and distributed to the employee’s of sport industry Sialkot, Pakistan. To create link the human resource management practices with employee’s performance. For analysing the data the correlation and regression was applied. At the end we have to see that human resource management (HRM) practices (compensation, training, employee involvement, and performance appraisal have positive impact on employee’s performance. Evidence showed that human resource management (HRM) practices (independent variable) contributed positive impact on employee’s performance (dependent variable).
Compensation Issues in the Niger-Delta – A Case Study Of Boboroku, Jesse, Delta State, Nigeria (Published)
It is common to find oil companies operating in the Niger Delta region acquiring expansive farmlands to facilitate their operations in the area while the natives of affected communities are generally left in precarious conditions arising from acquisition of their farm lands. The paper examines issues of compulsory acquisition, evaluating the quantum of compensation paid to natives of communities whose farmlands are acquired and issues that must be dealt with to provide adequate compensation to claimants. Using an oil well acquisition base in Boboroku, Jesse in Ethiope-West Local Government Area of Delta State as a case study, various compensation claims were examined vis-à-vis open market claims in compulsory acquisition. It was found that many claimants received N1000.00 or less as full compensation claims for their crops while families lucky to own lands received more reasonable payments. It was established that there was no statutory provision for disturbance losses from revocation of land interest. Also, the productivity of economic crops and trees was not considered nor was computation of claims based on market-values. The paper established that claims should be compensated on the basis of productivity value and lifespan of interests being acquired and not on arbitrary rates supplied by the acquiring authorities.
Human Resource Management Practices and Their Effect on Employee Turnover in the Hotel Industry, Ghana (Published)
The broad aim of the study was to assess human resource management practices and their effects on employee turnover in the hotel industry in Cape Coast and Elmina. Precisely, the study sought to determine the influence of workforce demographics on turnover, assess human resource management practices that account for turnover and analyse the relationship between human resource management practices and employees intention to quit in the hotel industry in Cape Coast and Elmina. This study adopted the descriptive cross-sectional design. The sample size was determined by using by Krejcie and Morgan (1970) sample size table. In all, 196 non-managerial employees were sampled. The systematic random sampling technique was used in selecting participants. The main instrument used for the collection of data was questionnaire. Data was analysed using measures of central tendencies. Additionally correlation analysis was conducted to establish the relationship between variables. This was set at 95 percent significant level. The findings divulged that compensation boost employees morale and loyalty; hence management should institute measures to provide adequate motivation in the form of prompt payment of salary, allowances, and rewards to hardworking employees.
Compensation strategies and employee commitment in Kenya: a quantitative analysis on public sector (Published)
A total compensation system provides pay that is sufficient to attract and retain key employees and keep them motivated to perform with the best of their competencies. Unless the total compensation program is perceived as internally fair and externally competitive, good employees are likely to leave (Jackson & Schuler, 2005).The purpose of this study therefore was to analyse the effects of employee compensation strategies on employee commitment. The research hypothesis for the study were; Ho1 employee compensation ‘strategies’ has no significant effect on employee commitment. The study employed a case study research design that was conducted at Moi Teaching and Referral Hospital. The target population was three thousand two hundred (3200) respondents were targeted because that was the group highly affected by commitment and turnover issues in the organisation. A sample size of 340 was extracted from the target population and the sampling techniques used were stratified sampling for the departments working in and simple random sampling for the individual respondents. Data was analyzed using Statistical Package for Social Sciences (Software). Multiple regression analyses were used to test the hypotheses. Exploratory factor analysis, specifically principal component analysis was conducted to reduce the variables to a manageable size. The cronbach’s alpha reliability obtained was 0.623. Regression analysis was performed to test the hypothesized relationships. Based on the observed correlation results, employee compensation (β = 0.172, p<0.01) was the strongest predictor of employee commitment). The findings indicated that there was a significant positive correlation between employee compensation and their commitment for Ho1, results indicate that there was a significant positive correlation between employee Compensation (r=0.194, p<0.01) and Empowerment (r=0.231, p<0.01). This implies that the perceived empowerment of employees by the hospital was likely to impact positively on their commitment to the hospital.
Compensation Strategies and Employee Commitment in Kenya: A Quantitative Analysis on Public Sector (Published)
A total compensation system provides pay that is sufficient to attract and retain key employees and keep them motivated to perform with the best of their competencies. Unless the total compensation program is perceived as internally fair and externally competitive, good employees are likely to leave (Jackson & Schuler, 2005).The purpose of this study therefore was to analyse the effects of employee compensation strategies on employee commitment. The research hypothesis for the study were; Ho1 employee compensation ‘strategies’ has no significant effect on employee commitment. The study employed a case study research design that was conducted at Moi Teaching and Referral Hospital. The target population was three thousand two hundred (3200) respondents were targeted because that was the group highly affected by commitment and turnover issues in the organisation. A sample size of 340 was extracted from the target population and the sampling techniques used were stratified sampling for the departments working in and simple random sampling for the individual respondents. Data was analyzed using Statistical Package for Social Sciences (Software). Multiple regression analyses were used to test the hypotheses. Exploratory factor analysis, specifically principal component analysis was conducted to reduce the variables to a manageable size. The cronbach’s alpha reliability obtained was 0.623. Regression analysis was performed to test the hypothesized relationships. Based on the observed correlation results, employee compensation (β = 0.172, p<0.01) was the strongest predictor of employee commitment). The findings indicated that there was a significant positive correlation between employee compensation and their commitment for Ho1, results indicate that there was a significant positive correlation between employee Compensation (r=0.194, p<0.01) and Empowerment (r=0.231, p<0.01). This implies that the perceived empowerment of employees by the hospital was likely to impact positively on their commitment to the hospital
RELATIONSHIP BETWEEN EMPLOYEES MOTIVATION & CUSTOMER SATISFACTION- A CASE STUDY OF SELECTED BANKS IN PAKISTAN (Published)
In the present cut throat competition of business in Pakistan, keeping the faithful customers footings has become a major issue for the management of all types of companies. Few segments particularly of services Industry where the there is very high human participation in rendering the services; companies are trying to perk up the service standards to secure and maintain the loyal customers. In present era, the retention of existing customers has become more important even than the new customers. The reason for is that the markets are being saturated very quickly due to increasing number of participants and the competitors are fighting for the same shrinking piece of pie. This improvement in service quality is based on the hypothesis that motivate and professionally well-equipped employees are the significant customer satisfaction indicators. To assess the validity of above stated supposition, this research has selected banking sector as population and chosen three Banks namely: Askari Bank Ltd., Bank Al-Habib Ltd., Habib Metropolitan Bank Ltd. as sample of this research study.The objective of this study is to understand and evaluate the main drivers of employee motivation in banking sector of Pakistan and their impact on customer satisfaction. Primary Data has been used in this study and it was collected through structured questionnaire. The reliability and consistency of primary source i.e. questionnaire was tested through Cronbach’s Alpha, whereas the author has applied Correlation and Regression technique for data analysis with Chi-Square Test for additional support to the results. Based on the rigorous literature review, survey instrument designing purified by help of pilot study, the results revealed that employee’s motivators are Compensation, Working Environment, Job Design, Staff Trainings and Performance Management System.
THE IMPACT OF INDIRECT COMPENSATION ON EMPLOYEE PERFORMANCE: AN OVERVIEW (Review Completed - Accepted)
“If you pick the right people and give them the opportunity to spread their wings and put compensation as a carrier behind it you almost don’t have to manage them.”(Jack Welch).Compensation management is one of the most important elements of personnel management. It includes economic rewards in shape of wages and salaries as well as in different forms of non-wage economic payment known as fringe benefits, indirect compensation or supplementary pay. The subject of Compensation and for that matter Indirect Compensation is of great importance because it affects the wellbeing of the individuals in the concerned organizations. According (Tsai, Yu, & Shih-Yi, 2005), Indirect compensation helps organizations to attract and retain highly competitive employees which are seen as strategic resources in getting competitive advantage. Therefore, this research work has been done to look at the impact of Indirect Compensation on the performance of employees. Organizations should pay the necessary attention to the Indirect Compensation, as this will help to boost the morale of employees which will in turn result in higher productivity