The relationship between incentives and employee performance is well documented, but what role do employee needs play in this? A recent US study examined the role of the human needs for autonomy, competence, and relatedness, in incentivized performance contexts and found them to be contributing factors in predicting performance. This study also found that the relationship between performance and need satisfaction was moderated by the extent to which incentives were directly linked to performance.
Key Topics: Employee motivation; Employee needs; Rewards; Productivity; Autonomy; Competence; Relatedness
With pension plans increasingly under the microscope in many companies, a recent 8-year study in the US examined the role of board composition in determining pension policies. The results indicate that outside directors play a valuable role in maintaining the interests of pension beneficiaries, with regards to both pension plan funding levels and asset allocations, and particularly in times of financial distress they help to keep the board on course to meeting its obligations toward pension plan beneficiaries.
Key Topics: Board of directors; Board composition; Outside directors; Pension policies; Defined benefit pension plans
Against the backdrop of the recent global economic crisis, a study by UK researchers sought to examine the impact of such adverse operating conditions on employee rewards offered by small and medium-sized enterprises in the South-Eastern European region and how reward affected organisational performance. The results indicated that rewards generally decreased during the economic crisis, while adverse operating conditions persisted, and interestingly, the results showed that non-financial rewards, such as work-life balance, had the greatest effect on organizational performance under these conditions.
Key Topics: Organizational performance; Total rewards; SMEs; Economic crisis
Against the backdrop of the ever-increasing internationalization of companies, a recent study looked at the difference in the extent of international integration across various human resource management (HRM) practices in Multinational Companies (MNCs). The study results suggest that person, information and formalized-based mechanisms are used to varying degrees depending on the type of HRM practice being integrated. Person-based integration mechanisms were found to be most commonly used for HRM integration, through the likes of international HRM committees, while reward related integration typically involved high information-based mechanisms, often through companywide reward related HRIS systems.
Key Topics: International HR integration; HRIS; Reward systems
With labour markets becoming increasingly competitive, government agencies can often face challenges in attracting and retaining Millennials. A Canadian study examined some of the factors that motivate Millennials in the workplace, as well as their expectations of working in the public sector. The study found that both perceived intrinsic benefits and extrinsic rewards motivate Millennials, while many Millennials working in the public service see it as a vocation.
Key Topics: Public service; Millennials; Motivation
There has been limited research on employee motivation factors in the African context. A recent Nigerian study looked to address this by examining the role of intrinsic and extrinsic motivational factors on the commitment and performance of employees in the Nigerian Beverages industry. The results found that various intrinsic, extrinsic and social motivation factors are strongly related to employee commitment and performance. The results also indicated that the absence of motivational incentive may lead to negative employee behaviours.
Key Topics: Motivation; Commitment; Performance; Reward |
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