36,408 research outputs found
Motivating Employees Through Thick and Thin: The Relationship Between Hospital Employee Aspirations and Body Mass Index
The purpose of this study was to bridge the gap in the existing literature regarding the relationship between motivation and aspirations of obese and overweight employees. Based on data collected from 103 hospital employees, obese and overweight employees placed significantly lower importance on intrinsic aspirations than did their healthier counterparts. In addition, healthy, overweight, and obese employees all placed equal importance on extrinsic aspirations. The results of the study indicate that using intrinsic aspirations and rewards to motivate overweight and obese employees in a disease prevention program may be less effective than using an extrinsic reward system
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Human resource management in India: strategy, performance and complementarity
This study seeks to explore which types of HR practice are associated with better organisational performance (OP). Whilst the core findingâthat specific HR practices lead to better organisational outcomes may not be surprisingâwe also found an absence of complementarity. Normally, the absence of complementarities would suggest limitations in institutional supports; on the one hand, however, institutional shortfalls are not unique to India and may be encountered in many emerging market settings. In contrast, the great internal diversity of the Indian setting, with strong variations recognised amongst institutions, along with enforcement capabilities, might suggest that these tendencies are particularly pronounced. We also found a strong link between the intrinsic rewards and performanceâan unexpected result in a low-income country, where wages are generally low. We suggest that this may reflect the nature of the labour market and the limited (and possibly proportionately shrinking) pool of good jobs, making exit a difficult option for all but the best qualified. Whilst this puts employees in a poor bargaining position in bidding-up pay (making pay rises seem unfeasible), the intrinsic attributes of the job become more important
The Signaling Role of Promotions: Further Theory and Empirical Evidence (CRI 2009-008)
An extensive theoretical literature investigates the role of promotions as a signal of worker ability. In this paper we extend the theory by focusing on how the signaling role of promotion varies with a workerâs education level, and then investigate the resulting predictions using a longitudinal data set that contains detailed information concerning the internal-labor-market history of a medium-sized firm in the financial-services industry. Our results support signaling being both a statistically significant and economically significant factor in promotion decisions. The paper also contributes to the extensive literature on the role of education as a labor-market signal
Research on Risk Prediction and Early Warning of Human Resource Management Based on Machine Learning and Ontology Reasoning
Talent is the first resource, the development of the enterprise to retain key talent is essential, the main research is based on machine learning and ontological reasoning, human resources analysis and management risk prediction and early warning methods, first of all, according to the specific situation and the target case, through the calculation of the similarity of the concept name and attribute of the similarity assessment of the source case in the case library, the matching of knowledge-based employees of the company\u27s case for the similarity prediction and human resources management risk prediction research. Then, according to the evaluation results, we can find out the most suitable job matches in specific risk problems and situations. This is a solution to the target cases and criteria for companies to evaluate candidates. Second, we have successfully developed and implemented a prediction model that applies machine learning to the early warning study of risk prediction for HR management. The model is optimized with a cross-validation function, and the convergence of the model training is accelerated by the regularization of Newton\u27s iterative method. Finally, our prediction model achieved 82% yield. Ontological reasoning and machine learning are promising in human resource management risk prediction and warning, which is proved by the high accuracy rate verified by examples. Finally, we analyze the proposed results of HRM risk prediction and early warning to contribute to the improvement of risk control and suggest measures for possible risks
THE QUALITY OF COMMERCIAL SERVICES â A BAROMETER OF THE COMPETITIVE ADVANTAGE OF THE DISTRIBUTION CHANNEL MEMBERS
The enterprises' offensive in various markets is focused on a. package of "services" that integrates - more than ever before -the observance of terms and vivid contacts between enterprises and customers. Metaphorically, we could say that services renderecommercial service, support logistics, quality of commercial services.
The Signaling Role of Promotions: Further Theory and Empirical Evidence
[Excerpt] An extensive theoretical literature has developed that investigates the role of promotions as a signal of worker ability. There have been no tests, however, of the empirical validity of this idea. In this paper we develop the theory in a manner that allows us to generate testable predictions, and then investigate the validity of these predictions using a longitudinal data set that contains detailed information concerning the internal-labor-market history of a medium-sized firm in the financial-services industry. Our results support the notion that signaling is both a statistically significant and economically significant factor in promotion decisions. The paper also contributes to the extensive literature on the role of education as a labor-market signal
The Reform of Employee Compensation in Chinaâs Industrial Enterprises
Although employee compensation reform in Chinese industrial sector has been discussed in the literature, the real changes in compensation system and pay practices have received insufficient attention and warrant further examination. This paper briefly reviews the pre- and post-reform compensation system, and reports the results of a survey of pay practices in the four major types of industrial enterprises in China. The research findings indicate that the type of enterprise ownership has little influence on general compensation practices, adoption of profit-sharing plans, and subsidy and allowance packages. In general, pay is linked more to individual performance and has become an important incentive to Chinese employees. However, differences are found across the enterprise types with regard to performance-related pay. Current pay practices are positively correlated to overall effectiveness of the enterprise
Developing an Intervention Toolbox for the Common Health Problems in the Workplace
Development of the Health â Work Toolbox is described. The toolbox aims to reduce the workplace impact of common health problems (musculoskeletal, mental health, and stress complaints) by focusing on tackling work-relevant symptoms. Based on biopsychosocial principles this toolbox supplements current approaches by occupying the zone between primary prevention and healthcare. It provides a set of evidence-informed principles and processes (knowledge + tools) for tackling work-relevant common health problems. The toolbox comprises a proactive element aimed at empowering line managers to create good jobs, and a âjust in timeâ responsive element for supporting individuals struggling with a work-relevant health problem. The key intention is helping people with common health problems to maintain work participation. The extensive conceptual and practical development process, including a comprehensive evidence review, produced a functional prototype toolbox that is evidence based and flexible in its use. End-user feedback was mostly positive. Moving the prototype to a fully-fledged internet resource requires specialist design expertise. The Health â Work Toolbox appears to have potential to contribute to the goal of augmenting existing primary prevention strategies and healthcare delivery by providing a more comprehensive workplace approach to constraining sickness absence
Mental Health and Work: Impact, Issues and Good Practices
[From Introduction] There is growing evidence of the global impact of mental illness. Mental health problems are among the most important contributors to the burden of disease and disability worldwide. Five of the 10 leading causes of disability worldwide are mental health problems. They are as relevant in low-income countries as they are in rich ones, cutting across age, gender and social strata. Furthermore, all predictions indicate that the future will see a dramatic increase in mental health problems
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