Research shows offering excellent compensation and job security makes South Korean employees much less likely to quit jobs

Purpose The researcher wanted to study the effect of HRM practices on turnover in a South Korean context. Previous studies have focused on Western contexts. Design/methodology/approach The author collected data from 310 white-collar and knowledge workers from Seoul. A set of five hypotheses were tested Findings The results showed that offering excellent compensation and job security made employees much less likely to leave. However, the indirect effect of job autonomy was not found to be significant. Originality/value The study has theoretical implications for workplaces. First, the findings show compensation satisfaction is of crucial importance and HR retention strategies should focus on how employees perceive their pay, benefits and pay policies. Second, the results show that HR managers and top-level executives should make job security a primary concern. For example, they should provide accurate and honest information” about the causes and actions.

Reparation by Pecuniary Means of Direct Moral Damages Suffered by States as a Result of Internationally Wrongful Acts

Contemporary international law requires full reparation for all material and moral damages suffered by States as a result of internationally wrongful acts and provides that reparation can take the form of restitution, compensation or satisfaction. While it is admitted that material damages which are financially assessable can be repaired by restitution and/or compensation, satisfaction seems to be reserved to the reparation of moral damages. As to whether moral damages suffered by States can be repaired by pecuniary means, the answer seems to be controversial. Moral damages indirectly suffered by States as a result of internationally wrongful acts committed against their citizens are considered, both by the jurisprudence and the international literature, as reparable by monetary means, through the existence of the individual substratum. However, the reparability by pecuniary means of direct moral damages doing harm to States’ dignity, honour and prestige is problematical. This article argues for the reparability by payments of money of moral damages and discusses the nature of the monetary payment that may be done to States in order to remediate such damages.

EFFECT OF COMPENSATION ON EMPLOYEE SATISFACTION AND EMPLOYEE PERFORMANCE

This study aims to determine the effect of compensation on job satisfaction and the effect of compensation on employee performance in the Mining Company. Data collected by interview, observation and literature study. The study is conducted against 51 employees with analisist the data using methods Partial Least Square (PLS). The results of this study reveal that compensation has a significant effect on job satisfaction, in addition, compensation also has a significant effect on employee performance. Keyword: Compensation, satisfaction of work, the performance of employee

Employee perceptions of HRM practices and their turnover intentions: evidence from South Korea

PurposeThe study sought to provide insight into the affective mechanisms that underlie the relationship between HRM practices and employee turnover intentions from the perspective of Korean employees. The study drew on social exchange theory and used compensation satisfaction, perceived job security and job autonomy to explain how perceptions of HRM practices affect employee turnover intentions.Design/methodology/approachThe data were generated from a survey questionnaire administered to both white-collar and knowledge workers in different organizations in the Seoul Capital Area. The final sample consisted of 310 full-time employees.FindingsThe results show that compensation satisfaction and perceived job security have significant indirect negative effects on employees' intentions to leave their organization in the Korean context, which supports previous studies in Western contexts. However, the indirect effects of job autonomy on employee turnover intention were not significant in the current study.Originality/valueThis study continues the conversation about the important role HRM practices play in retaining valuable employees. This study offers a nuanced view of the relationship between HRM practices and employee turnover in a distinctive research setting. This study also provides realistic and practical suggestions on HRM so that organizations in Korea are able to implement HRM practices that help them retain competent employees.

Examining work factors after Malaysia’s minimum wage implementation

Purpose This study aims to generate novel insights about minimum wage policy implementation through a joint assessment of the mediating roles of work motivation, work engagement and job satisfaction in predicting outcomes such as turnover intention and work engagement. Design/methodology/approach Data were collected from hotel employees in Malaysia using an electronic survey. A total of 239 responses were used in analyzing direct and indirect effects. Findings Results reveal that work motivation, work engagement and job satisfaction significantly mediated the relationship between employee compensation satisfaction and employee turnover intention. Work motivation was found to mediate the relationship between employee compensation satisfaction and employee work engagement. Additionally, work engagement and job satisfaction mediated the relationship between employee work motivation and employee turnover intention. Research limitations/implications Missing data are inevitable in survey research. Due to data missing for some of the demographic questions, the moderating effect of certain demographic characteristics (e.g. sex) could not be assessed. Practical implications Given recent minimum wage policy implementation in Malaysia, it is imperative that Malaysian hotel operators understand to what extent employee compensation satisfaction influences how employees perceived their jobs and to what extent work motivation, work engagement and job satisfaction mediate employee compensation satisfaction and employee turnover intention. Originality/value This study makes a significant contribution to the hospitality compensation research area, specifically regarding the impact of compensation on how employees perceived their jobs after minimum wage implementation.

ASIMETRI INFORMASI, FAKTOR INDIVIDUAL DAN FRAUD PENGADAAN BARANG/JASA

<em>The purpose of this study is to determine the effect of information asymmetry and invidual factors such as compensation satisfaction, locus of control and competency on the tendency for doing fraud in procurement of goods/services. The population in this study are all employees of Procurement Services Unit (ULP), Procurement Official (PP) and Committing Officer (PPK) in all State Universities in DKI Jakarta Province. This research uses saturated sampling technique, where the entire research population is used as respondent. Multiple linear regression is used to analysis the data. The results shows that asymmetry of information has no significant influence on the tendency of individuals in fraud procurement of good/services. Compensation satisfaction has no significant influence on individual tendencies in fraud procurement of goods/services. Moreover, External locus of control and competence have a positive influence and significant on the tendency of individuals to commit fraud in procurement of goods/services</em>

Examining Employee’s Compensation Satisfaction and Work Stress in A Retail Company and Its Effect to Increase Employee Job Satisfaction

Employees are considered as important asset of business organization.Their satisfaction in doing the job is vital to the performance achievement, both for individual and organization. The retail industry also face similar challenge to develop program that enhance job satisfaction for employee. This study examine the relationship among compensation, work stress, and job satisfaction in a retail company in Samarinda. Questionnaires were distributed to 146 employees and a total of 107 usable responses were returned. Data analysis conducted by using regression with bootstrapping and found that compensation did not have effect on work stress. On the other hand, compensation has significant positive relation towards job satisfaction. Work stress also have effect on job satisfaction but in reverse direction (negative). With this kind of relation, work stress obviously did not mediate the relation between compensation and job satisfaction. Retail organization still need to develop interesting compensation packages to keep the satisfaction level of the employee. If they want to help employee to manage the stress level, compensation is not the right solution. The effect of work stress against job satisfaction is relatively small, which mean organization need to combine compensation with other factors if they want to enhance job satisfaction.