With companies now having increasingly diverse workforces, a critical question that many face is how to most effectively reward their diverse workforce in order attract, motivate, and retain top talent. A South African study examined the reward preferences of various demographic groups based on characteristics such race, gender, and age. The study results indicated that a ‘one size fits all’ approach to reward management is not effective as employee reward preferences were found to differ across demographic groups.
Key Topics: Total rewards; Demographics; Reward preferences
There is a growing acknowledgement by researchers and practitioners alike that adverse psychosocial work factors (i.e. work stress) can lead to negative physical health implications for workers, such as weight gain and high blood pressure. A Canadian study examined workplace effort-reward imbalance and its relationship with blood pressure and body mass index over a five-year period and found that effort-reward imbalance exposure was related to increases both in blood pressure and body mass index.
Key Topics: Effort–reward imbalance; Psychosocial work factors; Work stress; Body mass index; Blood pressure
In the ever-competitive arena of recruiting top talent, companies are increasingly looking at different avenues that can give them a competitive advantage in attracting high caliber employees. A Canadian study examined the effect of innovative perks, training opportunities, and company ethics on the attractiveness of companies to prospective employees and found that all three of these elements increased company attractiveness. Some interesting relationships between these three elements were also found.
Key Topics: Innovative perks; Training; Company ethics; Employee attraction; Organizational attractiveness.
With employee health problems and associated employer costs on the rise, many companies are looking for novel ways to improve employee wellness. A study at Cornell University examined the effect of tying 10% of manager compensation to employee wellness and found that managers were more likely to promote employee wellness when incentivized to do so, and managers also expressed a preference to work for companies with such incentives in place.
Key Topics: Workplace wellness; Employee health; Performance evaluations; Management compensation
Deciding what to do next after a job separation is an unenviable task many individuals are faced with at some point, and when it comes to those of more advanced years one of the primary options is often to retire. A study at Boston College examined the conditions that lead individuals aged 50-70 to decide to retire or not following a job separation. A number of factors were found to increase the likelihood of retirement, particularly having high net worth, having an accessible pension plan, and being eligible for Social Security retirement benefits.
Key Topics: Retirement; Pension; Benefits; Social Security
In many sectors, particularly those with primarily low-skilled jobs, the use of temporary and often migrant workers is on the rise. While there are certain benefits to companies in using temporary migrant workers, their use may come at a cost. A study of the UK food manufacturing sector examined employee absence rates and the tools companies use to reduce absence issues. The results showed that companies were predominantly using punishment rather than reward techniques to combat absence. This study also found that settled migrant workers had similar absence behaviour to native workers, while newer transitory type migrant workers had less job commitment and were more likely to be absent from work.
Key Topics: Absence management; Temporary workers; Migration |
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