Compensation is a discretionary concept whose determinants may not necessarily be the same in all organisations. This study reports on the extent to which a limited number of determinants of compensation, as identified in this study, namely job performance, external equity, job families, organisational tenure and employee skill, predict employee compensation in an organisation. A convenience sample was drawn from the target population in the Gauteng area. Three small and medium-sized organisations were included in the sample, which consisted of a state-owned organisation in the aviation sector, a parastatal company in the finance development sector, and a private company in the banking sector. A categorical multiple regression analysis was conducted. The findings of this study reflect a greater consistency in four of the six variables as strong predictors of employee compensation, namely employee skill, employee performance, job family and job grade. These factors are strongly related to employee compensation and are regarded as strong predictors of it. The other predictors, namely external equity and tenure, can be considered to be of marginal significance as predictors of employee compensation. However, the results also indicate that these predictors may be more significant in state-owned and parastatal companies, in comparison to private companies. In addition, the determinants of employee compensation may also depend on the type and size of the organisation.

High employee turnover rates are problematic in the retail banking industry because turnover increases the risk of costly regulatory compliance mistakes. The factors that predict turnover in this industry are not well understood, however. The purpose of this correlational study was to examine the relationship between the independent variables of job satisfaction, burnout, time on the job, generational identity, and the dependent variable of turnover intention for retail banking employees in the United States. Mannheim's theory of generations was the framework for this study. A random sample of 100 individuals from the banking industry responded to an online survey that combined elements of a job satisfaction survey by Babin and Boles, a turnover intention survey by Boshoff and Allen, and the Maslach Burnout Inventory. Results of the multiple linear regression analysis suggested statistically significant (p < .001) relationships between burnout and turnover intention �� = 0.297) and between job satisfaction and turnover intention (� = 0.683). These findings are congruent with research that shows that satisfied employees report less burnout and are more likely to remain in their job. Positive social change may occur because reduced employee turnover allows banks to serve businesses and consumers in local communities better and to accomplish their financial goals and objectives, thus potentially leading to improvements in community stability. Reduced employee turnover in turn increases the likelihood of positive contributions to economic activity, as well increased employment and improvements in the overall employment experience for retail banking employees through increased job satisfaction.

Compensation is a discretionary concept whose determinants may not necessarily be the same in all organisations. This study reports on the extent to which a limited number of determinants of compensation, as identified in this study, namely job performance, external equity, job families, organisational tenure and employee skill, predict employee compensation in an organisation. A convenience sample was drawn from the target population in the Gauteng area. Three small and medium-sized organisations were included in the sample, which consisted of a state-owned organisation in the aviation sector, a parastatal company in the finance development sector, and a private company in the banking sector. A categorical multiple regression analysis was conducted. The findings of this study reflect a greater consistency in four of the six variables as strong predictors of employee compensation, namely employee skill, employee performance, job family and job grade. These factors are strongly related to employee compensation and are regarded as strong predictors of it. The other predictors, namely external equity and tenure, can be considered to be of marginal significance as predictors of employee compensation. However, the results also indicate that these predictors may be more significant in state-owned and parastatal companies, in comparison to private companies. In addition, the determinants of employee compensation may also depend on the type and size of the organisation.

The role of motivation and its relationship with desired outcomes has been studied in a variety of contexts as evidenced in the literature. Motivation, its origin, type, and its effect, has been theorized to range from non-existent to the main driving force behind all behavior. Self-determination theory, a more recent motivational theory, posits that motivation is a driving force of behavior; however, the amount of control one has to perform freely a given task determines whether this motivation is internally (autonomously) generated or externally (controlled) generated. The idea of motivation affecting outcomes is clearly evidenced in research geared toward finding the role of motivation on satisfaction of a given job, task, or assignment. This research reviewed studies that focused on motivation and its role on job satisfaction. A theoretical thread was postulated that intrinsic motivation is as good as, if not better in most instances, than extrinsic motivation in determining job satisfaction. Also, job satisfaction leads to greater lengths of tenure in a given job. Both of these statements were affirmed from a review of the literature. However, one question remains: what type of intrinsic motivation factors best correlate to job satisfaction (and its potential effect of improving tenure)? Therefore, the overall objective of this study is to determine whether various forms of intrinsic motivation correlate with an employee’s satisfaction with their job or career. The study was conducted using a survey method that incorporated the participation of 172 participants from two very similar psychiatric hospitals in the southeastern United States. Multiple linear regression was used to determine if any relationship existed between three intrinsic motivation factors (autonomy, competence, and relatedness) and job satisfaction. The results of this study suggest that positive relationships do exist between that of autonomy and relatedness intrinsic motivation factors and job satisfaction scores. The combined predictor factors (autonomy, competence, and relatedness) yielded an R2 = .145, indicating that almost 15% of the total job satisfaction scores can be explained by these three variables. Additional, exploratory regression analyses were conducted using experimental statements and selected demographic information. Conclusions and recommendations for future research are also given.

Increasingly, evidence indicates that workplace interpersonal conflicts (WIC) are the most upsetting/troublesome daily work stressors (Sulsky & Smith, 2007), and within the context of nursing, WIC is a problem of high prevalence and intensity (Baltimore, 2006; Farrell, 1999). In relation to coping with stressors such as WIC, Lazarus and Folkman (1984) established the transactional model of stress and coping, where cognitive appraisals of the stressor (e.g., perceived control) are central to coping and classified all coping behaviors as either problem-focused or emotion-focused. They also proposed the "goodness of fit hypothesis", which predicts that problem-focused coping efforts used to cope with stressors of high appraised control and emotion-focused coping paired with stressors of low appraised control will produce the most effective outcomes. Contrary to these predictions, the general literature has produced inconsistent results, suggesting that context, research method, and individual difference variables (i.e., occupational tenure) should be considered when testing this hypothesis, particularly in novel contexts such as the nursing workplace. This research was part of a larger study to identify key factors in the retention of nurses in the workforce, including a weekly survey spanning 12 weeks. Across the 12 week study period, 148 nurse participants completed an online survey, which included questions regarding the most negative interpersonal conflict at work for that week, the appraised controllability of the event, how the participant coped across 8 coping strategies, and how effective the coping efforts were. I used hierarchical linear modeling to test the goodness of fit hypothesis with these data, where the interaction terms between coping frequency and control represented the key predictions of goodness of fit. Results revealed no support for the goodness of fit hypothesis, as the interactions were not significant. Consistent with goodness of fit, however, perceived control positively predicted problem-focused coping and negatively predicted emotion-focused coping for some nurses. This suggests that despite no improvement in coping outcomes, the underlying mechanisms for goodness of fit (i.e., matching perceived control with coping type) were in operation. Results also demonstrated no support of occupational tenure as a variable influential on the coping process. However, supplemental analyses revealed that as organizational tenure increased, nurses varied their coping strategies more, which then, in turn, produced more effective coping outcomes. As the first effort to examine goodness of fit within the workplace to the best of my knowledge, these results suggest that the goodness of fit hypothesis may only have limited applicability to nursing, but should be examined in other nursing contexts and workplace conditions. Moreover, the length of time a nurse spends with an organization seems to influence one's coping style and the ability to match coping efforts with situational characteristics, producing more effective coping with interpersonal conflicts at work. These findings also imply that providing nurses with training about organization-specifics may improve efforts to cope with interpersonal conflicts that arise in the workplace.

Submitted by Karin Corina Huacantara Chambi (karinhc11@gmail.com) on 2017-03-17T20:02:00Z No. of bitstreams: 1 DISSERTAÇÃO FGV Karin C. Huacantara Chambi.pdf: 1158167 bytes, checksum: f7217e8182f89c944b4f662e469eeeca (MD5) / Approved for entry into archive by Pamela Beltran Tonsa (pamela.tonsa@fgv.br) on 2017-03-20T12:36:29Z (GMT) No. of bitstreams: 1 DISSERTAÇÃO FGV Karin C. Huacantara Chambi.pdf: 1158167 bytes, checksum: f7217e8182f89c944b4f662e469eeeca (MD5) / Made available in DSpace on 2017-03-20T12:46:21Z (GMT). No. of bitstreams: 1 DISSERTAÇÃO FGV Karin C. Huacantara Chambi.pdf: 1158167 bytes, checksum: f7217e8182f89c944b4f662e469eeeca (MD5) Previous issue date: 2017-02-20 / Recent research has highlighted the potential costs of corruption for firms. Empirical studies that investigated the impact of corruption on business activity have shown mixed results suggesting that the environment influences this relationship. On one hand, part of these studies has shown that corruption may improve business opportunities in poor governance environments. On the other hand, several studies have shown that, in general, corruption hurts the entrepreneurial activity and may have broader negative commercial effects. The resource allocation is an essential part that allows firms to achieve specific goals associated with their performance; however, it may be affected by corruption. Thus, this study focuses on the resource allocation decisions within firms. The aim of this study is to test the effect of corruption on the allocation of resources to employees in legally registered firms of Brazil. Following the Rational Choice Theory, we assume that private firms’ employees will engage in government corruption if they perceive greater rewards than the expected utility of not engaging in corruption. Hence, corrupt firms would have to give rewards to employees engaged in corruption because they run the risk of being caught and punished. These rewards would be paid in the form of high compensations or job stability. In that sense, we argue that corruption increases the rewards paid to employees in legally registered firms. We test our assumption employing a large sample of more than 100, 000 firms located across 480 Brazilian municipalities that were audited in the period 2005-2008. The empirical strategy consists in estimating the differential effect of allocation of compensation and tenure between sectors associated and not associated with corruption, and then estimating the effect of the level of corruption in municipalities on that allocation. Results suggest that firms from sectors associated with corruption pay higher compensation to their employees than those firms from sectors not associated with corruption. These results are specific to employees with compensation above the median compensation of employees in their firms. In addition, firms operating in more corrupt municipalities tend to allocate more compensation than those operating in less corrupt municipalities. / Pesquisas recentes têm destacado os custos potenciais da corrupção para as empresas. Estudos empíricos que investigaram o impacto da corrupção na atividade empresarial apresentaram resultados mistos sugerindo que o ambiente influencia essa relação. Por um lado, parte desses estudos mostraram que a corrupção pode melhorar as oportunidades de negócios em ambientes com governança deficiente. Por outro lado, vários estudos mostraram que, em geral, a corrupção prejudica a atividade empresarial e pode ter efeitos comerciais negativos mais amplos. A alocação de recursos é uma parte essencial que permite às empresas alcançar objetivos específicos associados ao seu desempenho; no entanto, pode ser afetada pela corrupção. Assim, o presente estudo concentra-se nas decisões de alocação de recursos dentro das empresas. O objetivo deste estudo é testar o efeito da corrupção na alocação de recursos aos empregados de empresas legalmente registradas no Brasil. Seguindo a Teoria da Escolha Racional, assume-se que os empregados de empresas privadas irão se engajar em corrupção se perceberem recompensas maiores do que a utilidade esperada de não se engajar em corrupção. Assim, as empresas corruptas teriam que recompensar esses empregados porque correm o risco de serem descobertos e punidos. Essas recompensas seriam pagas sob a forma de altas remunerações ou estabilidade no emprego. Nesse sentido, argumentamos que a corrupção aumenta as recompensas pagas aos empregados em empresas legalmente registradas. O pressuposto é testado empregando uma grande amostra de mais de 100,000 empresas localizadas em 480 municípios brasileiros que foram auditados no período 2005-2008. A estratégia empírica consiste em estimar o efeito diferencial da alocação de remuneração e emprego entre os setores associados e não associados à corrupção, e estimar o efeito do nível de corrupção nos municípios nessa alocação. Os resultados sugerem que as empresas dos setores associados à corrupção pagam uma remuneração mais elevada aos seus trabalhadores do que as empresas de setores não associados à corrupção. Estes resultados são específicos aos empregados com remunerações acima da remuneração mediana dos empregados em suas empresas. Além disso, em municípios mais corruptos, as empresas tendem a alocar mais remuneração do que aquelas empresas que operam em municípios menos corruptos.