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Literature indicates that monetary reward or compensation impacts on the level of attraction, motivation, job satisfaction and retention of employees. The elements of compensation include salary, bonuses (allowances), gratuity and pension. The purpose of this study is to investigate how these four elements of compensation specifically influence the attraction, motivation, job satisfaction and retention of public sector construction employees of Jigawa State of Nigeria to inform how their employer can raise the current levels of satisfaction and retention of employees.

The Positivist paradigm guided the empirical research where a questionnaire was developed, pilot-tested and administered to 265 people using stratified random sampling. A total of 260 questionnaires were collected, representing a response rate of 98 per cent. The data obtained were analyzed using both descriptive statistics and structural equation modelling.

The results established that construction employees in Jigawa State’s public sector were motivated by allowances and gratuity, attracted to the job by salary, pension and gratuity and remained in their jobs through the influences of gratuity and pension. Gratuity played a major role, as it impacted on all the four variables studied.

These findings are applicable to Jigawa State of Nigeria but can be extrapolated to other public sector construction employees in the whole country. The findings could also be generalized in other states where the pay scales are different within the ministries.

The impacts of four elements of monetary rewards on four employees’ variables were studied. The specifics of which elements of compensation influence the employees of Jigawa State’s Ministry of Works and Transport have been identified. The findings from this study showed that gratuity played a primary role, as it impacted highly on all the four variables of job attraction, motivation, satisfaction and retention. Pension also played a high role, as it impacted heavily on job attraction, satisfaction and retention. Comparatively salary and allowances had high impact on one variable each: job attraction and motivation, respectively.

Wine and accessories bought partly or fully out of a perceived need to repay services received at a winery are defined here as gratuity purchasing. The purpose of the research is to identify factors that predict gratuity purchasing at wineries. Specifically, the study seeks to investigate the role of gratitude and obligation, along with other consumer characteristics, in purchasing.

Winery visitors were sampled from six Texas wineries. A total of 357 questionnaires were analyzed. Hierarchical multiple regression, correlation and factor analyses were employed.

Gratitude and obligation were found to be strong predictors of purchasing at wineries. Visitors who feel grateful to personnel and/or obliged to buy wine are likely to spend more money at wineries. Involvement and knowledge also appear to be related to purchasing.

Since gratitude and obligation appear to be strong predictors of buying decisions, winery managers need to find ways to enhance visitor feelings of appreciation. Although developing a sense of obligation may have an impact on sales, obligation may also create feelings of not wishing to return. It is important for managers to consider the extent to which they would like to have people feeling obligated or guilty about making a purchase.

The research offers new insights into an understudied area of consumer behavior – the role of reciprocity in purchasing behavior. An innovative feature of this study is the development of a new instrument to measure gratitude and obligation.

Non-voluntary tipping (e.g. automatic gratuity) has received growing attention in the service industry. Existing research suggests customers respond unfavorably to non-voluntary tipping, yet little research has examined why. The current study aims to address this question, with particular interest in response to non-voluntary tipping under high-quality service.

Two scenario-based experiments tested the proposed hypotheses in between-participants design using ANOVA, hierarchical regression and PROCESS.

Study 1 showed that non-voluntary tipping resulted in higher negative emotions, which led to lower return intentions. Surprisingly, the negative effect of non-voluntary tipping was as strong (or stronger) under high (vs low) quality service. To understand this counterintuitive effect, Study 2 developed and tested two competing process models (i.e. blocked vengeance vs blocked gratitude). Supporting the blocked gratitude model, results revealed that non-voluntary tipping hinders customers’ ability to reward service employees, undermining positive emotions and lowering return intentions.

Current work was conducted in two settings using two scenario-based experiments. Hence, additional settings with non-scenario-based studies are encouraged.

The present work cautions managers considering a move to non-voluntary tipping to be aware of its negative effects, especially when the service quality is high. The blocked gratitude model suggests that managers should clarify methods available for customers who wish to reward good service.

This paper is the first to examine customer response to non-voluntary tipping under different levels of service quality and the underlying emotional mechanisms.

The Minister of Social Security, in exercise of the powers conferred by sections 38(3), 39, 40(4), 41, 42, 50 and 54 of the National Insurance (Industrial Injuries) Act 1965, and section 75(2) of the National Insurance Act 1965, as amended by sections 8 and 9 of the National Insurance Act 1966, and of all other powers enabling her in that behalf and for the purpose only of consolidating the regulations hereby revoked, after consultation with the Council on Tribunals, hereby makes the following regulations:—

This paper aims to identify key learnings around the concept of “grey corruption” by systematically reviewing the extant literature. The concept is addressed in terms of areas of alleged misconduct often considered “minor” or “borderline” in relation to “black corruption”. Common examples include favourable treatment of friends and relatives by public officials, receipt of gifts, excessive expenditures and pork barrelling, influence peddling through donations and lies and false promises. The focus of this study is on definitions, extent, public perspectives, explanations and evidence of promising prevention strategies.

Relevant sources were sought using systematic keyword searches of major criminological and political databases, a media database and relevant government and non-government websites, up to the end of December 2019.

The main findings were that there is no single accepted definition of grey corruption but that the concept remains useful, practice is often extensive, it is generally at odds with public opinion, opportunity is a key factor in its incidence and prevention requires the enactment and enforcement of clear principles.

Media-reported cases were too numerous to analyse in detail for the present study.

Efforts to improve integrity in government need to take account of the concept. Rules require clarification and communication. Enforcement needs improvement. More experiments are needed in prevention.

This paper captures a range of integrity issues of importance to the public but often downgraded or dismissed by politicians.

This paper is unique in reporting the results of a systematic search of the international literature on the topic.

Whereas the National Committee for the time being constituted in accordance with the Supplementary Scheme set out in Schedule 1 to the National Insurance (Industrial Injuries) (Colliery Workers Supplementary Scheme) Amendment and Consolidation Order 1963 as subsequently varied and amended is the body charged with the administration of that Scheme and has requested the Secretary of State to vary and amend the provisions of the said Supplementary Scheme in manner hereinafter appearing:—

The Minister of Social Security, in exercise of the powers conferred by sections 38(3), 39, 40(4), 41, 42, 50 and 54 of the National Insurance (Industrial Injuries) Act 1965(a), and section 75(2) of the National Insurance Act 1965(b), as amended by sections 8 and 9 of the National Insurance Act 1966(c), and of all other powers enabling her in that behalf and for the purpose only of consolidating the regulations hereby revoked, hereby makes the following regulations:—

December 6, 1971 Master and Servant — Redundancy — Redundancy payment — Claim by dismissed employee for compensation — Employer's payment of claim — Claim mistakenly calculated under Superannuation Act 1965 — Amount of payment identical with amount payable under Redundancy Act 1965 — Whether sum paid can be regarded as a redundancy payment — Redundancy Payments Act 1965 (c.62)s.l(1).

The purpose of this paper is to partially replicate and extend the work of Klockars et al. and others on police integrity by examining how individual, organizational, and ecological factors affect police supervisors’ perceptions of police misconduct and willingness to report fellow officers’ misconduct.

Surveys containing 17 scenarios developed by Klockars et al. (2000, 2004, 2006) were administered to 553 ranking officers attending training at the Bill Blackwood Law Enforcement Management Institute of Texas from June 1, 2009 to March 1, 2010 and employed by municipal police departments, county sheriff’s departments, and constable agencies.

Results suggest that individual and organizational factors affect supervisor willingness to blow the whistle on underling misconduct, although their effects varied by seriousness of the behavior.

The current project partially replicates and extends prior studies of factors affecting police integrity by surveying supervisors, measuring their willingness to whistle blow, and including variables in statistical models that prior studies have not included.

Whereas the Minister of Labour (hereafter in this Order referred to as “the Minister”) has received from the Licensed Residential Establishment and Licensed Restaurant Wages Council the wages regulation proposals set out in the Schedule hereto;