Effects of minimum wage policy implementation: Compensation, work behaviors, and quality of life

Ahmat, Nur Hidayah Che; Arendt, Susan W.

doi:10.1016/j.ijhm.2019.04.019

Cited by 33 publications

(29 citation statements)

References 31 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Industrial employees in Ethiopia are satisfied with the compensation payments they receive, which increases the performance of employees (Addis, Dvivedi, & Beshah, 2018). In addition, not only compensation satisfaction can have a broad impact on work behavior and quality of life of employees, but also financial benefits can be a critical factor for performance (Che Ahmat, Arendt, & Russell, 2019;Igalens & Roussel, 1999;Patiar & Wang, 2020;Syed, 2020).…”

Section: Introductionmentioning

confidence: 99%

The mediating role of job satisfaction on compensation, work environment, and employee performance: Evidence from Indonesia

Idris¹,

Adi²,

Soetjipto³

et al. 2020

JESI

View full text Add to dashboard Cite

Job satisfaction has a pivotal role in improving employee performance. It provides enthusiasm and high motivation to employees to increase productivity. On the other hand, to improve employee performance, the organization provides compensation based on established standards and in an environment that is, sometimes, less conducive. This study purposes to examine the mediating role of job satisfaction on compensation, work environment, and employee performance at State Polytechnic colleges in Indonesia. This study used Partial Least Square (PLS) as data analysis. This study found that compensation has no impact on job satisfaction and employee performance. In addition, job satisfaction cannot mediate the compensation and employee performance. However, the work environment positively and significantly affects job satisfaction and employee performance. Job satisfaction has impact on work environment and employee performance. It also influences employee performance positively and significantly. Thus, job satisfaction directly or indirectly can be a mediator for the relationship between work environment and employee performance.

show abstract

Section: Introductionmentioning

confidence: 99%

The mediating role of job satisfaction on compensation, work environment, and employee performance: Evidence from Indonesia

Idris¹,

Adi²,

Soetjipto³

et al. 2020

JESI

View full text Add to dashboard Cite

show abstract

“…For example, a study targeted nurse outcomes discovered that wage was associated with job dissatisfaction and intent to leave (McHugh & Ma, 2014). Another study in Malaysian hotel employees finds that increase in the minimum wage significantly influences their satisfaction with compensation and work motivation (Ahmat et al, 2019). Furthermore, regarding career promotion, a field study shows that organizational support is positively related to the work environment for knowledge sharing, motivation, procedural justice, and promotion (Tsai et al, 2015).…”

Section: Discussionmentioning

confidence: 99%

Associations Between Perceptions of the Work Environment and Job Burnout Based on MIMIC Models Among 679 Knowledge Workers

Guan

2021

Sage Open

View full text Add to dashboard Cite

In the current times, knowledge work and knowledge worker play an important role in organizational development. The purpose of this paper is to examine the associations between perceptions of the work environment and job burnout among 679 knowledge workers with a publicly available data. Based on the exploratory factor analysis, five multiple indicators multiple causes (MIMIC) models are acceptable and confirm, including socioeconomic factors→perceptions of the work environment model, socioeconomic factors→job burnout model, perceptions of the work environment←socioeconomic factors→job burnout model, perceptions of the work environment→job burnout model, and job burnout→perceptions of the work environment model. The results from MIMIC models indicated job burnout has significant associations with perceptions of the work environment. The implications of these results for well-beings among the knowledge workers are discussed.

show abstract

“…Holtemöller and Pohle, (2019) examining, in Germany, the regulations regarding wage and salary in terms of economic policy, found that the differences in wages and salary among employees have an impact on work productivity. Wage and salary also affect job satisfaction, work motivation and perceived quality of life (Ahmat, Arendt, & Russell, 2019;Emiroğlu, Akova, & Tanrıverdi, 2015). Wages or salaries are closely related because it is a right and a measure of the results achieved from work done.…”

Section: Literature Review and Hypothesismentioning

confidence: 99%

“…, (Bahjat et al, 2017), (Rosario-Hernandez et al, 2018), (AbuAlRub et al, 2016), , (Bayarçelik & Findikli, 2016) (Dingler & Enkel, 2016) (Sharma & Stol, 2020), (Wang et al, 2017), (Che Ahmat et al, 2019), (Goh et al, 2015), (Kokoroko & Sanda, 2019), (Shao et al, 2019), (Burdin & Pérotin, 2019), (Ghosh & Shum, 2019), (Walsh, 2019), (Bozionelos, Lin, & Lee, 2019), (Jaworski et al, 2018), (Brown, Trevino, & Harrison, 2005), (Kim & Kao, 2014) and (Chen et al, 2012). .…”

mentioning

confidence: 99%

What Millennial Workers Want? Turnover or Intention to Stay in Company

Mappamiring¹,

Akob²,

Putra³

2020

JAFEB

View full text Add to dashboard Cite

The purpose of this study is to investigate and reconfirm the research instruments and variables that have been developed by prior study and built new concepts from empirical research results. Besides analyzing the essential role of fundamental, rational, and psychology aspects to increase employee's intention to stay in a company, which is useful for the development of human resource development strategies for millennial workers in the future. A total of 438 non-student male respondents aged 23-36 years, with unmarried status and not working in the SOE sector or as a civil servant, were surveyed with questionnaires. The study was conducted in Makassar, Indonesia. Data collection uses a survey with the second-order model approach and regression with control variables. The findings of this study suggest the existence of an inter-relationship between fundamental, rational and psychological aspects. They are inseparable and have a positive and significant influence. Broadly speaking, the link between fundamental, psychology and rational aspects states that the decision for millennial male workers to stay in the company will depend on whether the company has a good image and reputation, the level of attention the organization pays to career development, is competent, and applies regulations and rules with flexibility.

show abstract

Effects of minimum wage policy implementation: Compensation, work behaviors, and quality of life

Cited by 33 publications

References 31 publications

The mediating role of job satisfaction on compensation, work environment, and employee performance: Evidence from Indonesia

The mediating role of job satisfaction on compensation, work environment, and employee performance: Evidence from Indonesia

Associations Between Perceptions of the Work Environment and Job Burnout Based on MIMIC Models Among 679 Knowledge Workers

What Millennial Workers Want? Turnover or Intention to Stay in Company

Contact Info

Product

Resources

About