Current Issue : April - June Volume : 2015 Issue Number : 2 Articles : 5 Articles
This paper investigates the factors influencing unpaid leave or furlough in Taiwan. The data used is from the First Social Image\nSurvey in 2009, which focused on work situation, cross-strait relations, interpersonal trust, institutional trust, and other related\nissues. The sample ages are from 19 to 89. The method used is probit modelling for examining the influences on unpaid leave.\nThe main empirical results find that older workers, people with highest educational attainment, widows and widowers, middle\nclass workers, and workers living in eastern areas are less likely to take unpaid leave from the labour market. In particular, male\nMainlander workers are more likely to take unpaid leave.Moreover, female workers with highest educational attainment, widowed,\nand of middle class are less likely to take unpaid leave. Finally, workers with high earnings are less likely to take unpaid leave, but\nfemale workers with high family income and female workers who are divorced or separated have a higher probability of unpaid\nleave....
This paper examines the gaps in chief executive officer (CEO) and worker compensation by\nexploring the vital data of 10 corporations as uncovered in a study by NerdWallet.com on the\ndifferences in hourly compensation between CEOs and average hourly workers or employees.\nThe author examines the problem of excessive compensation for CEOs as a major\norganizational challenge that affects perceptions of fairness by stakeholders, especially\nemployees or workers whose contributions to organizational performance and success are not\nbeing adequately rewarded, but instead transferred to CEOs and other executives as\ncompanies increase revenues and profits through the sweat and toil of ordinary workers. The\nauthor argues that executive compensation should be linked to organizational results and\nperformance, and examines the standards and considerations for determining fair wage and\ncompensation, and from examining vital data on CEO compensation and average worker\ncompensation, explores the implications for organizational change, including consideration of\nquality work life (QWL) investments. Several recommendations are made for meeting the\nchallenge of excessive CEO compensation to include the following: (1) developing new\napproaches or methods of compensation that take worker rewards into consideration; (2)\nlimiting CEO or executive compensation relative to established multiple of the average worker�s wage; (3) intervention and petition from governmental and administrative agencies\nincluding workers� rights organizations for change; and (4) more compassionate leadership\nand management by organizational CEO and executives with increased concern for workers�\nwell-being....
Purpose: The purpose of this paper is to find out impact of social networking like Facebook,\nTwitter, Slideshare, Linkedin, etc at employees performance.\nDesign/methodology/approach: Model presented in this article which shows the function\nand format of working of key variables. Model showed that social networking affect the\nproductivity, skills, knowledge, productivity and motivational level of employees of banks.\nData is collected from different bank�s employees so that the real scenario can be presented.\nData collected from The Bank of Punjab Pakistan, National Bank of Pakistan and Habib\nBank of Pakistan.\nFindings: This study shows that social networking become an integral part of everyone�s life\nand have a strong impact. Social networking affects working situations of employees of\nbanks too. For exploring key issue literature of different authors was studied and\nthoroughly discussed. Views of different authors and personalities (which as having high\ndesignations in well reputed organizations) presented in this article. Correlation and\nRegression analysis is done for primary collected data.\nPractical implications: It showed that using of social networking have strong impact on\n employee performance. Social networking by employee�s affect their skills/ability,\nknowledge/qualification, productivity/outcomes and motivation level.\nOriginality: This paper identifies the social networking needs of employees and its usage for\nbetter performance. It provides bases for organizations to use social network for their\nemployee performance in interesting ways rather than boring and typical training programs...
Changing organizational structures of new service firms, especially knowledge intensive\nservices (KIS) which have become more complicated and diversified in recent years require\nbetter organizational communication. This study points out that team management and\ncommunication in KIS have some special characteristics and should be discussed in line with\nthe theory of Groupthink. The present paper contributes that leadership and organizational\nculture are very important antecedent conditions for groupthink in KIS teams, and require\nfurther investigations. Along with examining the advantages and disadvantages of presented\nsolutions to avoid groupthink incidences, this paper also provides implications for practice....
The theory of compensating differentials asserts that night shift workers should receive compensating wage differentials due to\nundesirable work conditions. In weak local economies, workers may have difficulty finding jobs; thus, these workers might be\nmore likely to accept night shift work and be less concerned with the size of the compensating differential for night shifts. Using\nCPS data from 2001, this paper employs maximum likelihood estimation of an endogenous switching regression model to analyze\nwages of day and night shift workers and shift choice. The findings indicate the presence of selection bias, thus emphasizing the\nimportance of correcting for self-selection into night shifts. The average of the estimated wage differentials for night shift work is\nnegative for the overall sample, with differentials varying by worker characteristics. The shift differential is found to be a statistically\nsignificant predictor of shift choice, indicating that shift premiums play an important role in motivating individuals to select night\nshift work. Using two measures of local economic conditions and a new method of analyzing interaction effects in the context of an\nendogenous switching regression model, this paper finds limited evidence that weak local economic conditions lessen the impact\nof compensating differentials on shift choice....
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