this study has been done with the aim of determining the effect of financial and nonfinancial compensation satisfaction on employee engagement considering mediator role of perceived organizational justice. the research statistical population included eight hundred sixty two isfahan municipality employees. three hundred fourtheen persons were selected as the research sample by stratified random ...

abstract building on the notions of soft or “high commitment” human resource management , the relationship between human resource practices and work outcomes is an increasingly researched topic in human resource management . founded upon a theory y approach of employees as active,self-controlled human beings who like work, seek responsibility, and serve objectives to which they are committed, s...

1 An employee injured at work in the UK is able to claim not only no-fault social security benefit from the state under the industrial injuries compensation scheme, but also damages from the employer if liability in tort can be established. Use of one system of compensation does not lead to exclusion from the other; there is no ‘employer privilege’ preventing an employee claiming from both work...

It is known employee job satisfaction related to motivation, performance, retention, and other factors which are beneficial the employer. In recent decades, some have used work of Self-Determination Theory claim pay irrelevant promote idea it an employee’s commitment, attitude, programs employer offers that important satisfaction, morale, retention. However, has neither stated nor confirmed thi...

Although a common organizational intervention, research investigating the impact of compensation system implementation on employee outcomes is limited. As one type of intervention, job evaluation usually includes substantial employee participation in order to improve employee pay satisfaction. This assumption, however, is rarely validated. To address this weakness, the present study examines, i...

Despite the central role played by human capital in entrepreneurship, little is known about how employees in entrepreneurial firms are compensated and incentivized. We address this gap in the literature by studying 18,935 non-CEO compensation contracts across 1,809 privately-held venture-backed companies. Our key finding is that employee compensation varies with the degree to which VCs versus f...

The effect of compensation on employee performance, satisfaction and organizational commitment is hard to overstate. Designing an effective compensation structure may be a daunting task, in particular with respect of finding a balance between direct and indirect compensation. The paper discusses the challenges and offers best practices for incorporating non-monetary benefits in a compensation p...

The value of stock-based compensation is typically taxed as ordinary income to the employee at vesting, but subsequent gains on the stock are capital gains. I examine whether it is ever optimal for an employee to accelerate the payment of ordinary income tax in order for subsequent gains to be taxed at the lower capital gains rate. The employee may accomplish this, for example, by exercising a ...

This paper focuses on the agency problem derived from the con‡ict of interest between employees and shareholders. I show that if employees are compensated with restricted stock or stock options, shareholders may engage in opportunistic share repurchases. Equityholders have an incentive to buy back stock after employment contracts have been signed because repurchases increase compensation sensit...