Authors:Anaïs Thibault Landry, Jacques Forest, Drea Zigarmi Abstract: Compensation & Benefits Review, Ahead of Print. Using self-determination theory, this research sheds light on the role of different subjective, or functional, meanings of cash rewards on employees’ functioning. Based on three samples of workers from across the world in a variety of industries, the current research provides empirical evidence that cash rewards perceived as having an informative meaning positively contribute to their psychological needs, which leads to better functioning, whereas cash rewards perceived as having a controlling meaning negatively contributed to their psychological needs, which is then associated with suboptimal functioning. These findings highlight the theoretical and practical relevance of considering employees’ perceptions to understand the influence of cash reward programs on their commitment, quality of motivation and behaviors in the workplace as well as to better design these programs, including their roll out strategies, if organizations set those in place to drive healthier forms of motivation and commitment. Citation: Compensation & Benefits Review PubDate: 2019-11-14T12:04:31Z DOI: 10.1177/0886368719881278
Authors:M. Lynne Bryant Abstract: Compensation & Benefits Review, Ahead of Print. The construct of dual-income families is a complex one. There is no simple cause. There is no simple outcome. Therefore, I wrote this to share my story. Statistics are important but they can be dry, manipulated, or confusing. Stories are also important and they share the richer, more robust side of an issue. We need both. I offer my story; with my story, I will share five lessons I’ve learned in my two dual-income lives. I also offer some generic take-aways for employers, society and women. Citation: Compensation & Benefits Review PubDate: 2019-11-04T11:37:22Z DOI: 10.1177/0886368719883170
Authors:John G. Kilgour Abstract: Compensation & Benefits Review, Ahead of Print. The alarming increase of higher education and the resulting growth of student debt in recent years has resulted in a number of employers adopting programs to assist employees with 529 college savings plans. However, the design or adoption of such plans is complicated. They are 529 prepaid tuition plans, educational savings plans or Coverdell Educational Savings Accounts. Many states offer tax deductions, tax credits or grants. Fees and expenses vary significantly among the different types of plans and from state to state as does investment performance. This article examines these matters from the perspective of an employer considering the adoption of a 529 or other college savings plan as an employee benefit. Citation: Compensation & Benefits Review PubDate: 2019-10-14T11:52:29Z DOI: 10.1177/0886368719880380
Authors:Lori Allen Ford, Bryan J. Deptula Abstract: Compensation & Benefits Review, Ahead of Print. Wage inequality in America is ballooning. The issue is receiving significant attention in the public discourse but to what avail' It is an issue that affects the entire economy although the suffering thus far has focused primarily on the lower 90% of wage earners. The long-term impacts, however, may be even more encompassing. Regardless of the potential costs, under the currently understood societal roles of corporate leaders and politicians, the issue of wage inequality is currently no one’s specific responsibility to address, but everyone’s problem. We examine the current wage status of the economic classes, the compensation practices that contribute and potential societal and economic costs if no action is taken. Finally, we consider the roles that potential players currently perform and should consider in the future to strategically address this issue. Citation: Compensation & Benefits Review PubDate: 2019-08-07T10:11:41Z DOI: 10.1177/0886368719866522
Authors:Stefanie Ertel First page: 48 Abstract: Compensation & Benefits Review, Ahead of Print. This article not only acknowledges that the wage and wealth gap is an issue larger than the scope of the following research, but also endeavors to begin foundational conversations in order to assist small business owners. This article will delve into surveys received from 11 small business owners around the country, offering solutions and concluding with the impact small business owners can make in addressing the wage and wealth gap. Many in the United States are considered to be within the poverty level, and many of those individuals are working for larger corporations who do not pay enough per hour to adequately support their employees. Quotes and credible statistics will be used throughout the article to portray the opportunity small business owners have in order to help those who are poverty stricken today, and ultimately the local economy. Citation: Compensation & Benefits Review PubDate: 2019-07-25T04:51:57Z DOI: 10.1177/0886368719864481
Authors:Pooja Patnaik, Damodar Suar First page: 55 Abstract: Compensation & Benefits Review, Ahead of Print. The article conducts a publication analysis of articles on compensation management from 2004 to 2017. After reviewing 9,823 articles, 1,218 articles were identified and placed under 10 topics. Following the product life cycle model, 10 topics were fitted to different patterns. A cubic pattern is found on topics of benefits, compensating special groups, employee contributions, environmental factors, workforce diversity, international compensation and organizational justice. A quadratic pattern is observed on topics of individual factors, strategic compensation and wage administration. The product life cycle analyses reveal that publications on compensation management undergo growth, maturity or decline phases with respect to time. In addition, the publication analyses find that Compensation and Benefits Review is the most preferred outlet for publication of compensation articles. Furthermore, the most referred journals are Industrial and Labor Relations Review and Journal of Human Resources. Of 1,218 articles, 70.85% are multiauthored, 68% apply quantitative approach and 79% are from Euro-American countries. Citation: Compensation & Benefits Review PubDate: 2019-07-15T08:22:52Z DOI: 10.1177/0886368719860673
Authors:John G. Kilgour First page: 77 Abstract: Compensation & Benefits Review, Ahead of Print. Traditional employer-sponsored defined-benefit pension plans in the private sector that provided lifetime benefits have declined precipitously since 1985. They have been largely replaced by Section 401(k) plans in which investment control, market risk and longevity risk have been transferred from the employer to the participant. Most participants opted for the low-yielding money market plan default option, which proved inadequate for providing viable retirement income. The Pension Reform Act of 2006 made two important changes to 401(k) plans: (1) allowed automatic enrollment and (2) allowed target-date funds as a “qualified default investment alternative.” This article examines the evolution from defined-benefit pensions to target-date funds and the closely related collective investment trusts. Citation: Compensation & Benefits Review PubDate: 2019-07-19T07:32:14Z DOI: 10.1177/0886368719864480
Hybrid journal (It can contain Open Access articles)
[1084 journals]
