Pub Date : 2023-01-11DOI: 10.1177/08863687221149335
M. Amankwah
This study aims at investigating the good and bad of contract employment and examines whether there have been changes in the working conditions over time. Specifically, the study explored why people accept contract work and the peculiar emotional challenges they experience due to their employment status. A qualitative research design was employed with data collected through interviews with 34 employees from six financial institutions in Ghana. Thematic analysis revealed that individuals’ reasons for accepting contract work were either for socioeconomic convenience, affective or job-related factors. The emotional challenges experienced by these contract workers were either psychological or social. Another finding that emerged pertained to intrinsic and extrinsic protective factors for the experience of these emotional challenges. These findings imply that although contract workers are more vulnerable and may experience a variety of emotional challenges compared to permanent workers, some of these contract workers consider their jobs a blessing rather than a curse.
{"title":"Contract Work, a Blessing in Disguise? An Application of the Tenets of the Dual Labour Market Theory","authors":"M. Amankwah","doi":"10.1177/08863687221149335","DOIUrl":"https://doi.org/10.1177/08863687221149335","url":null,"abstract":"This study aims at investigating the good and bad of contract employment and examines whether there have been changes in the working conditions over time. Specifically, the study explored why people accept contract work and the peculiar emotional challenges they experience due to their employment status. A qualitative research design was employed with data collected through interviews with 34 employees from six financial institutions in Ghana. Thematic analysis revealed that individuals’ reasons for accepting contract work were either for socioeconomic convenience, affective or job-related factors. The emotional challenges experienced by these contract workers were either psychological or social. Another finding that emerged pertained to intrinsic and extrinsic protective factors for the experience of these emotional challenges. These findings imply that although contract workers are more vulnerable and may experience a variety of emotional challenges compared to permanent workers, some of these contract workers consider their jobs a blessing rather than a curse.","PeriodicalId":79838,"journal":{"name":"Compensation and benefits review","volume":"1 1","pages":"51 - 67"},"PeriodicalIF":0.0,"publicationDate":"2023-01-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84790640","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-01-01DOI: 10.1177/08863687221131728
H Kristl Davison, Adam Scott Blackburn
The COVID-19 pandemic has highlighted numerous problems in the labor market in the U.S., including high and low unemployment rates, burnout of employees in many industries, and inadequate time off for caregiving and medical issues. In this manuscript, we propose that employer-sponsored paid leave is increasingly important given that the U.S. lags behind most other nations in its leave policies, and many employees, particularly those in lower-wage, part-time, or front-line occupations do not have paid leave from their employers. We first discuss the common types of paid leave. Then, we make the case that paid leave is advantageous for both employees and employers, as well as society. We conclude with specific recommendations on how to implement paid leave in organizations.
{"title":"The Case for Offering Paid Leave: Benefits to the Employer, Employee, and Society.","authors":"H Kristl Davison, Adam Scott Blackburn","doi":"10.1177/08863687221131728","DOIUrl":"10.1177/08863687221131728","url":null,"abstract":"<p><p>The COVID-19 pandemic has highlighted numerous problems in the labor market in the U.S., including high and low unemployment rates, burnout of employees in many industries, and inadequate time off for caregiving and medical issues. In this manuscript, we propose that employer-sponsored paid leave is increasingly important given that the U.S. lags behind most other nations in its leave policies, and many employees, particularly those in lower-wage, part-time, or front-line occupations do not have paid leave from their employers. We first discuss the common types of paid leave. Then, we make the case that paid leave is advantageous for both employees and employers, as well as society. We conclude with specific recommendations on how to implement paid leave in organizations.</p>","PeriodicalId":79838,"journal":{"name":"Compensation and benefits review","volume":"55 1","pages":"3-18"},"PeriodicalIF":0.0,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9535467/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46007410","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-04DOI: 10.1177/08863687221131730
Pankaj M. Madhani
Human resources (HR) analytics enables managers to replace decision-making based on anecdotal experience, hierarchy, and risk avoidance with higher-quality data-driven decisions based on data analysis, prediction, and experimental research. Human Resources analytics underscores the value of HR data by emphasizing how people create value for the organization, so that value can be captured and leveraged. The research discusses transition of HR analytics with a linear three-stage maturity model and explains progression from traditional HR analytics to new age HR analytics. Research provides various key requirements for successful deployment of HR analytics in the organizations. Human Resources analytics focus on various HRM activities including selection, appraisal, compensation, rewards, and development to maximize their impact on organizational performance. Research also provides various illustrations of HR analytics deployment across various industries.
{"title":"Human Resources Analytics: Leveraging Human Resources for Enhancing Business Performance","authors":"Pankaj M. Madhani","doi":"10.1177/08863687221131730","DOIUrl":"https://doi.org/10.1177/08863687221131730","url":null,"abstract":"Human resources (HR) analytics enables managers to replace decision-making based on anecdotal experience, hierarchy, and risk avoidance with higher-quality data-driven decisions based on data analysis, prediction, and experimental research. Human Resources analytics underscores the value of HR data by emphasizing how people create value for the organization, so that value can be captured and leveraged. The research discusses transition of HR analytics with a linear three-stage maturity model and explains progression from traditional HR analytics to new age HR analytics. Research provides various key requirements for successful deployment of HR analytics in the organizations. Human Resources analytics focus on various HRM activities including selection, appraisal, compensation, rewards, and development to maximize their impact on organizational performance. Research also provides various illustrations of HR analytics deployment across various industries.","PeriodicalId":79838,"journal":{"name":"Compensation and benefits review","volume":"11 1","pages":"31 - 45"},"PeriodicalIF":0.0,"publicationDate":"2022-10-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76213593","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-03DOI: 10.1177/08863687221131727
L. Prieto, S. Phipps, Vinod U. Vincent
This paper proposed equity theory as a potential theoretical framework that may be considered to underpin an alternative compensation model that can work for teachers in the K-12 system in the United States. This approach may help with ensuring teacher performance and retention. The current compensation system adopted in many districts needs to be re-designed and should consider introducing an alternative compensation model to boost performance and to retain high-quality teachers in the nation’s classrooms.
{"title":"Alternative Compensation, Teacher Performance, and Policy Implications: An Equity Theory Approach","authors":"L. Prieto, S. Phipps, Vinod U. Vincent","doi":"10.1177/08863687221131727","DOIUrl":"https://doi.org/10.1177/08863687221131727","url":null,"abstract":"This paper proposed equity theory as a potential theoretical framework that may be considered to underpin an alternative compensation model that can work for teachers in the K-12 system in the United States. This approach may help with ensuring teacher performance and retention. The current compensation system adopted in many districts needs to be re-designed and should consider introducing an alternative compensation model to boost performance and to retain high-quality teachers in the nation’s classrooms.","PeriodicalId":79838,"journal":{"name":"Compensation and benefits review","volume":"66 1","pages":"19 - 30"},"PeriodicalIF":0.0,"publicationDate":"2022-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75328576","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-27DOI: 10.1177/08863687221123214
M. Lynn
Increasing compensation reduces turnover in other industries, but it is unclear if increasing tip percentages will reduce turnover among tipped service workers. This question was examined using a panel data set on the charge tips of restaurant servers over time from POS systems. The results indicate that tip percentages were generally consistent across servers’ running workday counts (in other words, across growing levels of server experience), but were slightly higher overall for those servers who ultimately stayed in the job for more workdays. These findings provide more compelling evidence of a potential tip percentage effect on server tenure than is provided by existing cross-sectional correlational data sets. However, the effect of servers’ average tip percentages on their tenure was relatively small—accounting for only 5% of the variance in server tenure, as compared to 14% accounted for by servers’ average dollar tips per day and 33% accounted for by servers’ average number of daily checks. Compensation is important, but when it comes to restaurant waitstaff turnover, other things may matter more.
{"title":"Do Tip Percentages Affect Server Job Tenure, or Vice Versa?: Evidence From a Panel Dataset","authors":"M. Lynn","doi":"10.1177/08863687221123214","DOIUrl":"https://doi.org/10.1177/08863687221123214","url":null,"abstract":"Increasing compensation reduces turnover in other industries, but it is unclear if increasing tip percentages will reduce turnover among tipped service workers. This question was examined using a panel data set on the charge tips of restaurant servers over time from POS systems. The results indicate that tip percentages were generally consistent across servers’ running workday counts (in other words, across growing levels of server experience), but were slightly higher overall for those servers who ultimately stayed in the job for more workdays. These findings provide more compelling evidence of a potential tip percentage effect on server tenure than is provided by existing cross-sectional correlational data sets. However, the effect of servers’ average tip percentages on their tenure was relatively small—accounting for only 5% of the variance in server tenure, as compared to 14% accounted for by servers’ average dollar tips per day and 33% accounted for by servers’ average number of daily checks. Compensation is important, but when it comes to restaurant waitstaff turnover, other things may matter more.","PeriodicalId":79838,"journal":{"name":"Compensation and benefits review","volume":"64 10","pages":"76 - 84"},"PeriodicalIF":0.0,"publicationDate":"2022-08-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72504897","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-06-01DOI: 10.1177/08863687221105010
Kurt Stanberry
There has been a potentially significant new development in the field of employee compensation, specifically as it relates to the use of non-compete agreements and their effect on wages for the average American worker. The Biden Administration issued an Executive Order in July 2021, urging the Federal Trade Commission to consider banning most non-competes; especially those acting as a restriction on job mobility and wage growth for low and moderate wage workers. Non-competes have become a widely-discussed issue due to the significant increase in their use by employers for a lower-wage employees. This article discusses the recent expansion in the use of non-competes, and examines the effect of their expanded use on wages for the average rank and file worker, including a discussion of the Biden Executive Order, and the possibility of federal action regulating the use of non-competes for the average American worker.
{"title":"Would an FTC Ban on Non-Compete Agreements Lead to Higher Wages for American Workers?","authors":"Kurt Stanberry","doi":"10.1177/08863687221105010","DOIUrl":"https://doi.org/10.1177/08863687221105010","url":null,"abstract":"There has been a potentially significant new development in the field of employee compensation, specifically as it relates to the use of non-compete agreements and their effect on wages for the average American worker. The Biden Administration issued an Executive Order in July 2021, urging the Federal Trade Commission to consider banning most non-competes; especially those acting as a restriction on job mobility and wage growth for low and moderate wage workers. Non-competes have become a widely-discussed issue due to the significant increase in their use by employers for a lower-wage employees. This article discusses the recent expansion in the use of non-competes, and examines the effect of their expanded use on wages for the average rank and file worker, including a discussion of the Biden Executive Order, and the possibility of federal action regulating the use of non-competes for the average American worker.","PeriodicalId":79838,"journal":{"name":"Compensation and benefits review","volume":"1 1","pages":"165 - 169"},"PeriodicalIF":0.0,"publicationDate":"2022-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80025974","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-05-12DOI: 10.1177/08863687221097412
Bruce J. Perlman, B. Ponomariov, C. Reddick
Approximately a quarter of U.S. state and local workers’ pension plans are not covered by Social Security. This is problematic and sometimes surprising for many public sector workers, who may receive limited or no Social Security benefits upon retirement due to insufficient or no contributions paid into the system throughout their careers. While non-covered public pension plans are legally obliged to provide a comparable degree of coverage, the lack of a de-facto partial federal guarantee on pension funding has interesting implications explored in this paper. We find that pension plans not covered by Social Security have lower funded ratios and are more volatile due to greater dependence on potentially more aggressive plan investments, assumptions, and performance. We also find that the funded ratio deteriorates over time for both types of plans, and this deterioration might be faster for Social Security covered plans.
{"title":"The Effect of Social Security Coverage on U.S. State and Local Government Public Pension Plan Funding","authors":"Bruce J. Perlman, B. Ponomariov, C. Reddick","doi":"10.1177/08863687221097412","DOIUrl":"https://doi.org/10.1177/08863687221097412","url":null,"abstract":"Approximately a quarter of U.S. state and local workers’ pension plans are not covered by Social Security. This is problematic and sometimes surprising for many public sector workers, who may receive limited or no Social Security benefits upon retirement due to insufficient or no contributions paid into the system throughout their careers. While non-covered public pension plans are legally obliged to provide a comparable degree of coverage, the lack of a de-facto partial federal guarantee on pension funding has interesting implications explored in this paper. We find that pension plans not covered by Social Security have lower funded ratios and are more volatile due to greater dependence on potentially more aggressive plan investments, assumptions, and performance. We also find that the funded ratio deteriorates over time for both types of plans, and this deterioration might be faster for Social Security covered plans.","PeriodicalId":79838,"journal":{"name":"Compensation and benefits review","volume":"20 1","pages":"140 - 155"},"PeriodicalIF":0.0,"publicationDate":"2022-05-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85710657","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-05-09DOI: 10.1177/08863687221100818
Omar Alenezy
Economic and institutional determinants of income inequality had been robustly examined. However, the impact of uncertainty, which is more volatile than other economic indicators, on income distribution, has been largely understudied within the literature. Using new data on economic policy (EPU) uncertainty constructed by Baker et al. (2013), and the World Inequality Database (WID), this article examines the impact of U.S. EPU on income inequality in Gulf Cooperation Council (GCC) countries since 1980, using an error correction model (ECM). It is found that U.S. EPU dynamics can widen the income inequality gap in GCC. JEL Codes D31, D63, D80
{"title":"U.S. Uncertainty and Income Inequality in Gulf Cooperation Council Countries","authors":"Omar Alenezy","doi":"10.1177/08863687221100818","DOIUrl":"https://doi.org/10.1177/08863687221100818","url":null,"abstract":"Economic and institutional determinants of income inequality had been robustly examined. However, the impact of uncertainty, which is more volatile than other economic indicators, on income distribution, has been largely understudied within the literature. Using new data on economic policy (EPU) uncertainty constructed by Baker et al. (2013), and the World Inequality Database (WID), this article examines the impact of U.S. EPU on income inequality in Gulf Cooperation Council (GCC) countries since 1980, using an error correction model (ECM). It is found that U.S. EPU dynamics can widen the income inequality gap in GCC. JEL Codes D31, D63, D80","PeriodicalId":79838,"journal":{"name":"Compensation and benefits review","volume":"44 1","pages":"156 - 164"},"PeriodicalIF":0.0,"publicationDate":"2022-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73752956","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-05-04DOI: 10.1177/08863687221097408
Christopher K. Young
Investors, politicians, media, and others are asking for a shift to a stakeholder primacy governance model from the current shareholder primacy model While companies are making changes to put more emphasis on other stakeholders (e.g., employees, community, government, customers, and suppliers), execution of this transition has many hurdles. This article discusses many of the practical issues of both becoming more multi-stakeholder sensitive as well as the complexities of managing to a stakeholder primacy business. The focus is on the practical considerations and addresses them from multiple perspectives including measurement and compensation. Finally, it provides some ideas that might be considered for the development of tools to better address the decision-making balancing act inherent in a stakeholder primacy model.
{"title":"Sustaining a Commitment to a Stakeholder Primacy Business Model","authors":"Christopher K. Young","doi":"10.1177/08863687221097408","DOIUrl":"https://doi.org/10.1177/08863687221097408","url":null,"abstract":"Investors, politicians, media, and others are asking for a shift to a stakeholder primacy governance model from the current shareholder primacy model While companies are making changes to put more emphasis on other stakeholders (e.g., employees, community, government, customers, and suppliers), execution of this transition has many hurdles. This article discusses many of the practical issues of both becoming more multi-stakeholder sensitive as well as the complexities of managing to a stakeholder primacy business. The focus is on the practical considerations and addresses them from multiple perspectives including measurement and compensation. Finally, it provides some ideas that might be considered for the development of tools to better address the decision-making balancing act inherent in a stakeholder primacy model.","PeriodicalId":79838,"journal":{"name":"Compensation and benefits review","volume":"28 1","pages":"170 - 176"},"PeriodicalIF":0.0,"publicationDate":"2022-05-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74383951","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-04-22DOI: 10.1177/08863687221088117
R. Reilly
Compensation consultants often advise private companies to use equity incentives to attract and/or retain employees. This practice has become common during recent periods of labor shortages and low unemployment rates. This discussion summarizes what compensation consultants need to know about taxation and security valuation issues related to private company equity incentive compensation programs.
{"title":"Compensation Consultant Considerations Related to Equity Incentive Compensation Programs","authors":"R. Reilly","doi":"10.1177/08863687221088117","DOIUrl":"https://doi.org/10.1177/08863687221088117","url":null,"abstract":"Compensation consultants often advise private companies to use equity incentives to attract and/or retain employees. This practice has become common during recent periods of labor shortages and low unemployment rates. This discussion summarizes what compensation consultants need to know about taxation and security valuation issues related to private company equity incentive compensation programs.","PeriodicalId":79838,"journal":{"name":"Compensation and benefits review","volume":"12 1","pages":"103 - 111"},"PeriodicalIF":0.0,"publicationDate":"2022-04-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75919486","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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