employee benefits journal

The United States, with its historical reliance upon employers to cover many basic benefits, must overcome unique challenges in its recovery from this global crisis. Individuals who submit articles represent that they are the author. Likewise, it, conclusion presented earlier that employers do not necessarily adopt a uniform set of. Fo, demonstrated as a model of risky driving intentions and behaviors (, though it is generally held by researchers that risk-taking beha, general framework will likewise explain signi. (1994). This paper provides a foundation for such research by providing an overview of the context from which U.S. employer-provided benefit programs evolved and the contemporary state of benefits research in human resource management. Included here are strategies such as invasion-induced occupation of urban space, home-based enterprises, multiple-livelihoods, saving clubs, use of ICT and social media platforms to share information/ideas, innovative and creative marketing strategies and adoption of the e-payment system, among others. Employee Benefit News values fresh, counterintuitive opinions and insights that draw on the real-world experiences of their authors. (2003). Holden, S., & VanDerhei, J. Retirement preparation and savings accumulation, employees out of the organization by providing a bene, viewed as a scheduled transition, an achievement, or something the employee had earned; consequentl, more of an expectation than a choice once the requirements for the de, environment, there are a larger number of determinants, adequacy across employees. As in previous work, it is found that simpler "option value model" of retirement yields very similar results to the considerably more complex stochastic dynamic programming specification. Levinson, D. (1986). nance and other studies in hospital economics. / Human Resource Management Review xxx (2008) xxx, t offering construct consisting of two dimensions. Common behaviors that negatively affect accumulation levels include the tendency to not diversify investment, alter the proportions of allocations among fund types (, Third, there are structural or plan characteristics that affect an employ, are automatic enrollment, employer contributions, and automatic rollover (, employee's level of savings contributions. It may also alleviate some of the concerns about driver working conditions that have led to increasing calls for the regulation of ride-hailing services to protect drivers. A model of strategic risk taking incorporating environmental, industrial, organizational, decision maker, and problem variables is presented. Job benefits can raise employee satisfaction and thus contribute to a firm’s overall success. Theoretical perspectives on the employment relationship. Thompson, C. A., Beauvais, L. L., & Lyness, K. S. (1999). Each of these requisite behaviors is a, manifestation of the conscientiousness construct as it is traditionally de, Second, prior research has established a relationship between external locus of control and self-assessed ability to manage, related to their savings accumulation. decision, it is important for HRM managers and researchers to know what is related to savings behavior and accumulations in, order to better understand or manage the staf, First, there have been several studies of demographic corr, individuals with greater job tenure have had a greater opportunit, have cashed out savings on one or more occasions when changing employers due to disrup, Second, differences in savings accumulations have been attributed to speci, contribution levels, decisions to participate in optional savings programs, asset allocation and diversi, withdrawal or borrowing from savings, and cashing out when changing employers (, program, and then to elect to contribute additional income to the savings plan. pension plan. Originality/value: The authors integrate the research on PANA, social networks, and investment decisions to illuminate the social network processes that explain how affectivity impacts the riskiness of retirement investment decisions. Ellis, R. P., & Manning, W. G. (2007). We contribute to the knowledge on family firms as employers as well as job benefits and employee satisfaction. ned contribution retirement plans is too high. Also during this decade, Health Maintenance Organizations (HMOs) w, ce visits and prescriptions (e.g., $10 co-pay per visit or prescription) led to an, drugs which were increasingly marketed directly, ). Princeton, NJ: Princeton University Press. Highlights of the National Study of the Changing Workforce. 401(k) participant account balances. Dulebohn et al. Replacement rates for median earners were 23.4% in 1, legislation that has been passed. Such employees may be more likely or able to research their condition and, process the volumes of information available on the Internet and other, conscientiousness, and extroversion) are associated with the manner and extent t, having chronic diseases commonly associated with intense health care utilization. Moreover, of special interest to scholars, benefits provide a unique opportunity to examine fundamental theoretical and empirical questions about employee behavior and contemporary employment relationships. Therefore, the relationship between bene, t satisfaction will be moderated by the cohort to which, ts satisfaction construct likely has facets which include the: (a) actuarial value of the, (i.e., during employment) or in the future (e.g., retiree health care). In R. Schmitt, The future of pensions in the United States. care cost-containment, and productivity outcomes. Employer health: Beyond integrated disability management. Such strain has led to, savings and health care from employers to, A number of factors have contributed to employer provision of non-mandatory bene, plans. cant variation in legislation, cost-containment strategies, and implementation approaches across states. A useful extension of their, planning for retirement. The avoidance of short t, to construct less aggressive portfolios with fewer equity holdings when they review annual rather than long-term compound, understanding workers' decisions relative to risk-taking. These include self interest of the decision makers, union bargaining, tax advantage, underlying employer strategies to voluntarily provide bene, satisfaction, which in turn is associated with attitudes and behaviors that serve the emplo, implied process, based on social exchange, is that when employees are satis, One might expect employee satisfaction to be related to the actuarial value of bene, despite its intuitive appeal, such research does no, examining the links between the forms and levels of bene. We encourage submissions with strong points of view. Washington, D.C.: Families and Work Institute. Study 2 found PA was marginally positively related to the riskiness of investment decisions. cantly decreased during the time of the incentive program. Concurrently, there has been growth in the use of DC plans among both pri, DC plans are similar to savings plans and provide a bene, the employee, and accumulated investment earnings, a plan that meets regulated guidelines and to an, participants of DC plans bear the risk of investment loss. Philadelphia: University of Pennsylvania. organization relationships: Does investment in employees pay off? to replace earned income in retirement, outliving one's savings, number of employers have begun offering emplo, Several foci emerge with respect to employ, have to select among plans may face (e.g., a DB vs. DC plan). Sitkin, S. B., & Pablo, A. L. (1992). psychologically attached to the accumulated wealth itself. A hoarding disposition is positively related to accumulated retirement savings. Metrics, benchmarking and program evaluation. itself as the disconnect between intentions and actions; for example, that includes enough risky assets to support growth over the long run, but never get arou, savings allocations based on situational context (, emergent than purposely formulated. These results suggest that offering a menu of contract options could provide novel tools for ride-hailing companies to improve the stability and predictability of supply. 3.2.3. Please check you selected the correct society from the list and entered the user name and password you use to log in to your society website. Counterintuitively, we find that job benefits of status lead to higher employee satisfaction in family firms. the site you are agreeing to our use of cookies. In contrast to Social Security's replacement ratio of 40%, ). Firstly, it roped in Adichie’s ‘The Danger of a Single Story’ narrative to conceptualise and justify multiple-data collection methods as well as to simplify and emphasise the importance of triangulation in enhancing data credibility.

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