Search results

1 – 10 of over 31000
Book part
Publication date: 13 March 2019

In Hyee Hwang

Despite the implementation of the “land for social security” scheme to compensate for land expropriation in rural China, the distribution of social security benefits varies widely…

Abstract

Despite the implementation of the “land for social security” scheme to compensate for land expropriation in rural China, the distribution of social security benefits varies widely both between and within provinces. Why do local officials offer pension compensation in addition to cash payments to some landless farmers and not to others? Using in-depth interviews and survey data, I find that certain attributes of collective demands may signal a threat to social stability, prompting government concessions in the form of welfare benefits. Particularly, among the dispossessed farmers who have engaged in petitions, those who petitioned to higher-level officials were found to be more likely to receive pension benefits than those who have participated in claim-making with a bigger crowd. I propose that in the administrative hierarchy system of cadre evaluation, local officials may perceive public visits and petitions to higher levels of government as more threatening to their career prospects. Moreover, the dilemma between compensation and stability maintenance may also enable local officials to condone strategic targeting rather than collective gathering.

Open Access
Article
Publication date: 10 November 2023

Jinlin Yang and Dahong Zhang

Currently, there is a conflict in developing countries between the requirements for the self-development of forestry and the insufficient investment in the forestry sector, and

Abstract

Purpose

Currently, there is a conflict in developing countries between the requirements for the self-development of forestry and the insufficient investment in the forestry sector, and the forest ticket system is an innovative forestry management method to solve this contradiction. In the research on the forest ticket system, the study of its price formation mechanism is relatively important. The key issues of the forest ticket system are how to form the forest ticket price and whether the forest ticket pricing methods are reasonable. Solving these problems is the purpose of this study.

Design/methodology/approach

This study will use three methods, namely the forest ecosystem service value evaluation index method, the ecosystem service value based on per unit area evaluation method and the contingent valuation method, to study the forest ticket price formation mechanism, filling the gap in the current research on forest ticket pricing methods. It will analyze how these three pricing methods specifically price the forest ticket and evaluate whether these pricing methods are reasonable. This study will then summarize and comprehensively study the forest ticket price formation mechanism and provide policy recommendations for decision-making departments.

Findings

The contingent valuation method and the forest ecosystem service value evaluation index method should be mainly used and given priority in the forest ticket pricing process. When the forest ticket is mainly issued for local residents' willingness to compensate for the forestry ecological value, the contingent valuation method should be mainly considered; when the forest ticket is mainly issued for compensating for the ecological value of local used forest land, the forest ecosystem service value evaluation index method should be mainly considered. The ecosystem service value based on per unit area evaluation method does not need to be the focus.

Originality/value

Compared with existing research studies, which focus more on the forest ticket system itself and the definition of forest ticket, this study mainly focuses on the forest ticket price formation mechanism, emphasizing how to form the forest ticket price and whether the forest ticket pricing methods are reasonable, which has a certain degree of innovation and research value and can partially fill the gap in related fields. At the same time, this study has certain help for the enrichment of the forest ticket system and the extension of related research studies.

Details

Forestry Economics Review, vol. 5 no. 2
Type: Research Article
ISSN: 2631-3030

Keywords

Article
Publication date: 1 March 2002

Cathy Hwang and Brian H. Kleiner

Outline the position of Workers’ compensation systems and the small role played by the state. Discusses the usual entitlement and details the five types of compensation benefit

4597

Abstract

Outline the position of Workers’ compensation systems and the small role played by the state. Discusses the usual entitlement and details the five types of compensation benefit available to workers, medical care, funds to cover temporary disablement, permanent disability, vocational rehabilitation and death benefits. Provides details of the mandatory requirements for employer liability and states the procedures and responsibilities of employers when an injury occurs. Touches upon the return to work programme and safety programmes and recommends that employers take serious action towards prevention through safety training to reduce liabilities.

Details

Management Research News, vol. 25 no. 3
Type: Research Article
ISSN: 0140-9174

Keywords

Article
Publication date: 25 March 2024

Nemanja Berber and Dimitrije Gašić

The main goal of this study is to determine the role of employee commitment in the relations between the compensation system and turnover intentions of employees in the Republic…

Abstract

Purpose

The main goal of this study is to determine the role of employee commitment in the relations between the compensation system and turnover intentions of employees in the Republic of Serbia, as well as to investigate whether there is a mediating effect of employee commitment in this relation.

Design/methodology/approach

The primary methodology implemented in the research was data gathering, obtaining theoretical research works on the proposed relations and empirical studies based on the PLS-SEM, analysed by IBM SPSS Statistics and SmartPLS data processing software. The data for the analysis was obtained from a total sample of 764 employees, collected in the Republic of Serbia via an online questionnaire.

Findings

The results indicated a positive statistically significant relationship between the formative construct (compensation system) and reflective construct (commitment), as well as a negative statistically significant relationship between the compensation system and reflective construct (turnover intentions). Employee commitment partially mediates the relationship between the compensation system and turnover intentions of employees.

Originality/value

The study was conducted in Serbia and is thus rooted in the specific national context which is characterized by high power distance and high uncertainty avoidance and more collectivistic society with feminine values more expressed. Most of the previous investigations related to the mentioned constructs were performed in companies from more developed countries, including Western Europe and the United States of America, whereas there has been no such research conducted in Serbia to date. The results portrayed a mismatch between the expected relations regarding the attitudes of employees to the rewards and the proposed national context. Modern companies in Serbia need to follow a modern reward mechanism to build stronger commitment and decrease turnover intentions. Moreover, in most earlier research works, compensation was examined in terms of satisfaction with rewards, while this study was based on questions related to perceptions of employees toward HR compensation practices (“The organization offers me”-type questions), not related to their satisfaction. Further, in the majority of previous research works, the compensation system was examined as a variable in combination with other HR processes (staffing, training and development, career development, employee relations, HR planning, communication, etc.), as a HPWP, while in this case the authors used only the practice of compensation (reward elements and employee performance evaluation) to investigate relations with commitment and turnover intentions.

Details

Employee Relations: The International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 1 July 1967

(ELIZ. II, 1966 CH.34) An Act to consolidate certain enactments relating to workmen's compensation or other benefit in respect of employment before 5th July 1948. (12th June 1967)

Abstract

(ELIZ. II, 1966 CH.34) An Act to consolidate certain enactments relating to workmen's compensation or other benefit in respect of employment before 5th July 1948. (12th June 1967)

Details

Managerial Law, vol. 2 no. 4
Type: Research Article
ISSN: 0309-0558

Book part
Publication date: 3 September 2016

Yvonne McNulty

I build on a strong foundation of prior studies about expatriate compensation in general to provide an overview of changes in expatriate compensation, from home- to host-based…

Abstract

Purpose

I build on a strong foundation of prior studies about expatriate compensation in general to provide an overview of changes in expatriate compensation, from home- to host-based approaches, during the past 10 years.

Methodology/approach

Underpinned by findings from academic and practitioner literature, I review and integrate studies of expatriate compensation and global talent management to outline the challenges and opportunities home- and host-based compensation approaches present to MNEs.

Findings

Home-based compensation is becoming an outdated and overly expensive model that is often ineffective in moving MNEs’ global competitive advantage to where it needs to be, leaving host-based approaches as the only alternative. But the use of host-based “cheaper” compensation approaches can also lead to unintended outcomes for MNEs in terms of unforeseen opportunity costs (such as the loss of critical talent) arising from shortsighted compensation decisions.

Practical implications

I argue that expatriate compensation works best when it is not based on an employees’ home-country status but instead on the role that he or she performs locally. I suggest a host-based compensation approach — global compensation — that is based on the worth of the position rather than where the individual has come from. Such an approach is more equitable because it is performance-based thereby eliminating overpaying and perceived unfairness. It is much simpler to administer than home-based compensation because it represents an extension of most MNEs already existing domestic (home country) pay-for-performance model.

Originality/value

Despite more than 10 years of new compensation practices being implemented and reported by global mobility practitioners, very little has been studied or written by scholars about some of the recent changes in expatriate compensation over the past decade. The chapter addresses this gap in academic literature.

Details

Global Talent Management and Staffing in MNEs
Type: Book
ISBN: 978-1-78635-353-5

Keywords

Open Access
Article
Publication date: 5 April 2023

Ritu Pareek and Tarak Nath Sahu

Taking cues from the fact that there remains a dearth in the establishment of theoretical and empirical relationship between executive compensation and corporate social…

1111

Abstract

Purpose

Taking cues from the fact that there remains a dearth in the establishment of theoretical and empirical relationship between executive compensation and corporate social responsibility (CSR) performance of the firms, this study attempts to explore the non-linear relationship between the said variables.

Design/methodology/approach

The study utilizes a strongly balanced panel data set of 179 non-financial National Stock Exchange (NSE) 500 listed firms for the study period of 2015–2020. The study further employs both static as well as Arellano-Bond dynamic panel model under generalized method of moments (GMM) framework to establish the relationship between executive compensation and CSR performance of the sampled firms.

Findings

The study acknowledges an inverted U-shaped relationship between executive compensation and environmental, social and governance (ESG) score of the firms. According to the robust estimator, an increase in the level of executive compensation is said to affect CSR performance positively until it surpasses a threshold level of 18.7 percent.

Practical implications

One of the major takeaways that the study provides for the corporate policymakers is that the level of compensation can only motivate the executives to take up socially responsible work up to a certain level surpassing which the executives becomes resistant towards any benefits provided by the CSR performance and get inclined towards economical performances of the firm. At the later stage, the economical expansionary investment benefits overweigh the personal career benefit gained by the executives from the CSR performances of the firm.

Originality/value

The nonlinearity relationship between executive compensation and CSR performance and the threshold level providing the two-fold effect of compensation on the CSR performance of the firms attempted by this study is a rare attempt in an emerging economy like India.

Article
Publication date: 11 January 2011

Shawn M. Carraher

This paper seeks to examine the efficacy of predicting turnover for employees and entrepreneurs from Estonia, Latvia, and Lithuania using attitudes towards benefits, pay…

12237

Abstract

Purpose

This paper seeks to examine the efficacy of predicting turnover for employees and entrepreneurs from Estonia, Latvia, and Lithuania using attitudes towards benefits, pay satisfaction, pay, gender, and age across a four‐year time frame.

Design/methodology/approach

A survey that included information on attitudes towards benefits and pay satisfaction was used to collect data from 153 Estonian, 157 Latvian, and 146 Lithuanian employees and 243 Latvian, 103 Estonian, and 109 Lithuanian entrepreneurs. The turnover of the employees and business owners was then followed over a four‐year time period with assessments done each year allowing for an examination of temporal variations in the relationships over time. Actual salary/income data was also obtained from organizational records.

Findings

It was found that for the employee samples the classification rates increased slightly as compared to base rates over time (e.g. did better the longer the time period included), while for the employers the classification rates and R2 values were relatively flat as compared to base rates. For the employee samples the R2 values decreased over time. Attitudes towards benefits were generally significant predictors of turnover for employees and entrepreneurs over a four‐year time period while satisfaction with pay was typically significant for employees but not for entrepreneurs. It was also found that for the employees both equity and expectancy considerations were able to explain differences in turnover rates while for entrepreneurs expectancy theory considerations were more powerful than equity theory explanations.

Research limitations/implications

The research is limited both by geography, job types, and the theoretical construct of turnover. Few studies have examined turnover among both employees and business owners, and few studies have explored the similarities and differences between the two.

Practical implications

Pay and benefits are important for employees. Pay seems to be important for attracting employees while benefits are important for retaining them.

Originality/value

This study examines turnover for both employees and entrepreneurs with a four‐year longitudinal design with data from three different countries – Estonia, Latvia, and Lithuania. Temporal variations in the relationships are also examined on a year by year basis. As employee retention has been an important factor in the Baltic region over the last two decades it is vital to understand how to retain employees.

Details

Baltic Journal of Management, vol. 6 no. 1
Type: Research Article
ISSN: 1746-5265

Keywords

Abstract

Details

The Creation and Analysis of Employer-Employee Matched Data
Type: Book
ISBN: 978-0-44450-256-8

Book part
Publication date: 13 January 2021

Chibuzo Ejiogu and Ikedinachi Ogamba

At the end of this chapter, learners should be able to:

  • Explain the major components of executive compensation.
  • Understand the role of objectives, costs and risk in designing…

Abstract

Learning Objectives

At the end of this chapter, learners should be able to:

  • Explain the major components of executive compensation.

  • Understand the role of objectives, costs and risk in designing executive compensation packages.

  • Explain the influence of transparency, corporate governance and corporate social responsibility practices on executive compensation in an organisation.

Explain the major components of executive compensation.

Understand the role of objectives, costs and risk in designing executive compensation packages.

Explain the influence of transparency, corporate governance and corporate social responsibility practices on executive compensation in an organisation.

Details

Financial and Managerial Aspects in Human Resource Management: A Practical Guide
Type: Book
ISBN: 978-1-83909-612-9

Keywords

1 – 10 of over 31000