This study examines the influences of financial compensations (whether direct or indirect) and role stress on tourism employees’ job satisfaction in the Kingdom of Saudi Arabia (KSA). This is because ...job satisfaction has become a major concern for service organisations, which rely on employees for fulfilling their business goals. To achieve this purpose, a pre-tested questionnaire survey has been self-distributed to a sample of tourism employees in KSA. The results of statistical data analysis showed a positive relationship between financial compensations and job satisfaction. Both direct and indirect financial compensations have positive influences on job satisfaction of tourism employees. Unlike the results of most pervious research studies, the results showed that role stress has a significant positive influence on job satisfaction of tourism employees. The results of follow up interviews with a sample of respondents showed that most respondents were expatriates or foreign employees, who had expectations of high role stress before they undertake their tourism job role outside their country. They found the level of role stress generate their creativity and make a differentiation for them among other tourism employees. This leads employees to prove their ability at work hence, employee seeks to accomplish many tasks at the same time in order to get an attention of their managers/employers and ensure that they win the job for the next year by renewing their contract. Thus, such employees get thanks and appreciation by the manager/employer and is reflected in their job satisfaction. The study confirmed positive significant influence of both types of financial compensation and role stress on job satisfaction. It concludes that condition of employment should have special consideration when examining factors affecting employees’ attitudes, i.e. job satisfaction.
Compensation is everything that constitutes the benefits earned by employees in cash of money or something given directly (financially) or indirect (non-financial) which aimed for reciprocation that ...given from company on the results of employee performance at work. Compensation can be provided in financial and non-financial. Which including in the financial compensation are salary, bonuses, holiday allowances, superannuation. While that including in non-financial compensation are promotion opportunities, good colleagues, work environment, as well as a special achievement. The sample of this study is specified using purposive sampling technique using the theory of J Supranto with a total of 150 respondents focused on the permanent employees that worked at PT. Angkasa Pura I (Persero). Analysis of the data was used descriptive qualitative and quantitative including instruments data test, the classic assumption test, multiple regression analysis, correlation and coefficient of determination and hypothesis test partial and simultaneous. The results of this study that showed the partial test results and simultaneous between the independent variables are financial compensation (X1) and nonfinancial compensation (X2) to the dependent variable is the employee performance (Y) which has a positive and significant impact to overall the formulating of research hypothesis was resolved. Through the test results of coefficient determination is known that variable financial compensation and non-financial compensation can explain by employee performance at 60%. Multiple Linear Regressions showed that the independent variable has positive coefficient values respectively is 0306 and 0608 with financial compensation as independent variables were the most dominating in affecting the employees’ performance at PT. Angkasa Pura I (Persero) Ngurah Rai International Airport in Bali.
This study aims to determine the effect of work environment and financial compensation on turnover intention which is mediated by job satisfaction at PT Hayati Pratama Mandiri Padang, West Sumatera. ...The method used in this research is quantitative-descriptive. This study uses primary data collected through a questionnaire instrument from 60 permanent employees of PT Hayati Pratama Mandiri Padang. Data analysis in this study used multiple linear regression techniques to find the effect of independent variables on the dependent and path analysis to examine the effect of intermediary variables. Data analysis in this study used the help of the Statistical Product and Service Solution (SPSS) version 21. The results of this study indicate that the work environment has a significant and positive effect on job satisfaction, while financial compensation has no significant effect on job satisfaction. The opposite result was also obtained, i.e. the work environment did not have a significant effect on turnover intention, while financial compensation had a significant effect on turnover intention. Furthermore, job satisfaction does not have a significant effect on turnover intention. This study also proves that work environment and financial compensation have a significant effect on job satisfaction simultaneously. In line with these results, the work environment, financial compensation, and job satisfaction have a significant effect on turnover intention simultaneously. This study also confirms that job satisfaction is able to mediate the effect of the work environment on turnover intention. However, job satisfaction is not able to mediate the effect of financial compensation on turnover intention.
This research aims to understand the impact of emotional intelligence, ability, and economic compensation on employee performance through the job satisfaction of Detikcom employees. In this study, ...the sample used was 110 respondents using simple random sampling techniques. The results show that the three variables of emotional intelligence, competence and economic compensation have significant positive effects on job satisfaction. Emotional intelligence and ability variables have a positive and significant impact on employee performance. Financial compensation variables have a positive but insignificant effect on employee performance. Variables such as emotional intelligence, competence, and economic compensation have a positive and significant impact on employee performance through job satisfaction. In addition, variable job satisfaction has a positive and significant impact on employee performance.
Este artigo aborda a performance da produção mineral no estado do Amapá. Para tanto, perspectivaram-se as relações entre a produção minerária, a compensação financeira e os impactos socioambientais ...gerados por esses empreendimentos. Os dados foram obtidos da série histórica dos Anuários de Mineração do Departamento Nacional de Produção Mineral (DNPM), do Sistema de Informações Geográficas da Mineração (SIGMINE/DNPM), de dados fornecidos pela Agência Nacional de Mineração (ANM) e do Diagnóstico do Setor Mineral realizado pelo Instituto de Pesquisas Científicas e Tecnológicas do Estado do Amapá (IEPA/AP). As tendências e perspectivas na configuração e pressão exercidas pela exploração minerária amapaense encontram-se, sobretudo, na unidade de paisagem Floresta. Plantas industriais de exploração minerária potencializam significativos impactos socioambientais no seu processo de exploração – desvelando o processo de exploração de acumulação por espoliação – no que se refere ao aumento do lobby para as modificações do Plano de Manejo e à flexibilização para a mineração na área da Floresta Estadual do Amapá (FLOTA/AP), bem como sobre o desbloqueio de concessões e licenciamentos de operação sobre as Unidades de Conservação Integral, as Terras Indígenas e a Reserva Nacional do Cobre e Associados (RENCA).
Cet article traite de la performance de la production minérale dans l’État d’Amapá. A cet effet, on a envisagé les relations entre la production minière, la compensation financière et les impacts socio-environnementaux générés par ces entreprises. Les données ont été obtenues à partir de la série historique des Annuaires Miniers du DNPM, Sigmine/DNPM, des Données fournies par l’Agence Nationale des Mines – ANM et du Diagnostic du Secteur Minéral réalisé par l’IEPA/AP. Les tendances et perspectives dans la configuration et la pression exercée par l’exploitation minière à Amapá, se retrouvent surtout dans l’unité Paysage forestier. Usines d’exploration minière industrielle qui potentialisent d’importants impacts socioenvironnementaux dans leur processus d’exploitation – dévoilant le processus d’exploitation de l’accumulation par spoliation -, en ce qui concerne l’augmentation du lobby pour les modifications du plan de gestion et la flexibilité pour l’exploitation minière dans la zone de la forêt d’État d’Amapá – FLOTA/AP et sur le déblocage de concessions et de licences d’opération sur les Unités de Conservation Intégrale, les Terres Idigènes et la RENCA.
This article discusses the performance of mineral production in the state of Amapá. Then, the perspective of the relations between mining production, financial compensation and exerted by mining exploration in Amapá are mainly found in the forest landscape unit. Industrial mining plants that potentiate significant socio-environmental impacts on their exploration process - revealing the process of exploitation of accumulation by spoliation - especially with regard to increasing lobbying for the socio-environmental impacts generated by these enterprises was made. The data were obtained from the historical series of the Mining Yearbooks of DNPM, Sigmine/DNPM, data provided by the National Mining Agency - ANM and the Diagnosis of the Mineral Sector carried out by IEPA/AP. The trends and perspectives in the configuration and pressure modifications of the Management Plan and the flexibility for mining in the forest area of Amapá - FLOTA/AP and the release of concessions and operating permits on the Integral Conservation Units, indigenous lands and RENCA.
Financial overcompensation is considered an effective strategy for responding to service failures, but we currently have a limited understanding of why financial overcompensation effectively repairs ...consumer trust following e-commerce service failures. This research aims to capture the dynamic implicit processes through which financial overcompensation enhances consumer trust using event-related-potentials (ERPs). As expected, the behavioral results demonstrated that the participants tended to have higher trust ratings for e-commerce sellers who offered financial overcompensation than for sellers who offered equal compensation, suggesting that financial compensation size had an enhancing effect on trust-rebuilding decisions. The ERP results showed greater reward positivity (RewP) and stronger late-positive potential (LPP) responses in the overcompensation condition compared with the equal compensation condition. Together, these findings provide the novel insight that overcompensation is more effective in repairing damaged trust because of the implicit processes it activates in consumers, i.e., unexpected positive outcome processing and subsequently motivational emotional arousal. The findings advance a more nuanced understanding of the psychological processes underlying financial compensation for trust repair.
Electric vehicles (EVs) can play an ancillary role in energy and electricity system management. Vehicle-to-Grid (V2G) technology allows EV batteries to be discharged back into the grid. This ...technology enables charging when electricity prices are low and there is abundance of electricity in the grid and discharging when electricity costs are high and there is high load in the grid. The current study estimates the combination of financial compensation (FC) incentives (reduction in monthly electricity bill) and minimum guaranteed charge (MC) that would be needed to increase the acceptance of V2G technology among Norwegians. Estimating a multi-equation econometric model, we investigate how socioeconomic, geographical, and psychological exogenous variables predict the level of FC and required MC, as well as the relationship between FC and MC. We found that there is a mutual and negative relationship between FC and MC. Based on the MC-FC economic relationship, the V2G system is more likely to be accepted by older people, people who perceive the V2G system as more useful, people who have EV experience, and individuals with a higher level of trust in the V2G system. The group with strong trust in V2G demands less FC for a given value of MC. When MC is reduced, younger age groups (18–22) are more likely to demand higher FC. Our estimations also show that people demand an average reduction in electricity bills of 144 USD (72% of the average monthly electricity bill) as compensation for V2G investment while they would also use V2G if their electric car’s battery had a minimum level of 71% power. Monetary incentives based on socioeconomic status, options in the interface allowing the user to easily override the standards, and trusted methods of calculating the revenue may be considered in order to reduce financial expectations and concerns regarding minimum battery charges.
•Financial Compensation (FC) and Minimum Charge (MC) estimation for Vehicle-to-Grid.•On average, Norwegians demanded a reduction equivalent to 144 USD as FC.•A prerequisite of 71% battery capacity was reported for MC.•Monetary incentives and interface options could be considered for policy.•Using trusted methods of calculating revenue may reduce FC and MC concerns.
Powerful incentives now exist that could subordinate professionalism to guild self-interest. How obstetrician-gynecologists respond to these insidious incentives will determine whether guild ...self-interests will define our specialty. We provide ethically justified, practical guidance to obstetrician-gynecologists to prevent this ethically unacceptable outcome. We describe and illustrate 2 major incentives to subordinating professionalism to guild self-interest: demands for productivity; and compliance and regulatory pressures. We then set out the professional responsibility model of ethics in obstetrics and gynecology to guide obstetrician-gynecologists in responding to these incentives so that they preserve professionalism. Obstetrician-gynecologists should identify guild interests affecting their group practices, set ethically justified limits on self-sacrifice, and prevent incremental drift toward dominance of guild self-interests over professionalism. Guild self-interests could succeed in undermining professionalism, but only if obstetrician-gynecologists allow this to happen. When guild self-interest becomes the deciding factor in patient care, professionalism withers and insidious incentives flourish.
