This study chose Contingency Theory as a theoretical perspective to empirically investigate the role of transformational leadership, training, lecturer engagement, and compensation in improving lecturer performance. The research respondents were 166 lecturers at the College of Economics in Riau Province. The data was processed using PLS Structural Equation Modeling (SEM). This study proposes lecturer engagement and compensation as a strategy to improve lecturer performance. From the results, it was clear that transformational leadership and education and training affected lecturer performance, lecturer engagement played a role in mediating the effect of leadership and training on lecturer performance, and compensation moderated the effect of lecturer engagement on lecturer performance. These results reinforce the Contingency Theory which states that individual and organizational performance depends on the motivational system and the extent to which the leader has control and influence in certain situations.

The quaternary business sector growth, as an up-to-date form of service, has long been considered harmless to the environment, and is separated from the industrial and manufacturing sectors which are considered to have a direct effect on environmental sustainability. This is because quaternary business is generally considered to have intangible and experience-based services that are considered not to have real consequences on the environment. This study seeks to examine the role of environmental staff in efforts to manage hotels in Batam Indonesia. Furthermore, the study seeks to explore the use of human resources to improve environmental performance in the hospitality business in Batam. Some key aspects of the HR study, such as compensation and leadership, were tested in this study. The method used is a quantitative approach with a sample of 150 respondents environmental management staff. Analysis of research data is based on path analysis through Structural Equation Modeling (SEM). The results show that there was a significant and positive direct influence between work ability, leadership, and compensation on motivation of environmental staff. Subsequent results show an indirect effect of work skills, leadership, and compensation on performance through motivational mediation variables. The originality of this study lies on its efforts to emphasize that the hospitality business should also be considered a business that has an effect on the environment, and the exploration of this study that brings the perspective of HR in improving environmental performance in the implementation of environmentally friendly businesses. The study underscores the importance of standardized environmental management in starred hotel management. In addition, the study offers originality that various forms of appreciation and increased motivation affect not only on improving business performance, but also on environmental performance in managing hospitality services.

This study aimed to find out the impact of work-life balance on employee satisfaction in five-star hotels in Amman, Jordan based on a descriptive analytical approach. The questionnaire of the survey was designed and distributed to a sample of participants in order to collect the necessary data for this study and they were analyzed later through the SPSS V22 program. The study population was the hotel sector in Jordan, while the study sample included the five-star hotels in the capital, Amman, and the sampling unit included the employees of the middle and lower levels of management in the five-star hotels in Amman. The study showed a number of results, including the existence of a good level of work-life balance by employees in top manage-ment in the five-star hotels in Amman, as well as the high level of employee satisfaction within the sector. The study recommended the importance of the need to identify the concept of work-life balance and understand the relationship to achieve better satisfaction for the employees. The study also recommended future studies to determine the effect of work-life balance on the employee satisfaction in different sectors in Jordan.

Theories working in the developed world sometimes fail to prove their accuracy in the developing world. So, researchers study these theories based on various countries, on different timelines as the real world is not so straight forward as theories & assumptions. In Bangladesh, very little work has been done regarding the effect of directors’ compensation on firm performance. So, this study has been undertaken to examine the relationship between these two. To test the theory a model comprising the age of the firm, log value of its assets, total asset turnover, firm size, and firm performance was developed. Using a sample of 38 listed firms of DSE from the Pharmaceutical & Chemical and Paper & Printing Industry as per the DSE website fixed-effect model & random effect model was run on the data from 2015 to 2021. And as the Hausman test suggested, the fixed-effect model is chosen to be more fit for BEP (Basic Earning Power). The focus of the study was the impact of directors’ compensation on firm performance. According to the analysis, it showed a negative correlation between directors’ compensation and firm performance. Firm size and asset turnover ratio have moderately positive correlation to the firm’s performance. On the other hand, board independence holds an opposite relation. It was also found that the firm’s age and board size have little to no correlation to the firm’s performance.

The purpose of this paper was to examine the relationships among work overload (WO), compensation (COM), organizational identification (OI) and organization embeddedness (OE) in the context of manufacturing industry in China through social identity theory. A 37-item questionnaire was filled by 384 new generation of rural migrant workers. Data were examined through a two-stage of first-order of reflective model and second-order reflective-formative hierarchical model using PLS-SEM. The empirical results indicate that COM and OI positively and significantly predicted OE, while WO was found to have no direct effect on OE. In addition, COM positively and significantly was associated with OI, whereas WO affected OI, negatively. Further examination of the mediation effects of OI revealed that OI could fully mediate the relationship between WO and OE. Moreover, OI also had a partial mediator role in the relationship between COM and OE. The study concluded with several implications and recommendations for future research.

The tax revenue in West Java has not fully realized and developed in accordance with the planned target. In line with reality, the employee performance in the Directorate General of Taxation should greatly determine the amount of tax revenue in West Java. Their performance can be measured based on the terms of quality, namely in achieving predetermined standards. While in the terms of quantity and responsibility, it can be measured based on their achievement on completion targets and following existing work procedures. This research method was carried out descriptively and verified. Assessment of scores on research variables is used as a descriptive method, while Path Analysis method is used both to aim and determine causality between research variables and hypothesis test. The descriptive result showed that Discipline, Compensation, Competency, Motivation, Commitment and Performance are categorized as ‘good’, but nonoptimal in their achievements. Verificative results showed that there are partially and simultaneously positive and significant effects between Discipline, Compensation, and Competency towards Motivation, both directly and indirectly. The most dominant effect on competency. Also, there are positive and significant effects between motivation and commitment towards employee performance in the West Java Regional I Office of Directorate General of Taxation.

This study aims to determine the effect of compensation on job satisfaction, career development on job satisfaction, and the effect of compensation and career development together on lecturer job satisfaction at private universities. This research uses quantitative methods with a total sample of 98 people spread across private universities in Serang City with B and C accreditation. The analytical tool used in this study uses multiple regression with the SPSS version 24 tool. The results of this study are compensation influences on lecturer job satisfaction, career development influences on lecturer job satisfaction, and compensation and career development together influence lecturer job satisfaction.

The purpose of this study was to partially analyze the effect of competence, compensation, and workshop on employee performance and the effect of competence, compensation and workshop on employee performance mediated by a prime service at the Public Health Service or Pusat Kesehatan Masyarakat (Puskesmas) in Indragiri Hulu Regency. The sample of this study was 127 employees of the Puskesmas in Indragiri Hulu Regency. The sample was taken by means of probability sampling in the form of simple random sampling using a lottery technique. Closed questionnaires were used in this study then the data taken from the questionnaires were processed using SmartPLS 3.0. The results of this study were: (1) competence has a significant effect on employee performance variable, (2) compensation has a significant effect on employee performance variable, (3) workshop has a significant effect on employee performance variable, (4) competence has a significant effect on employee performance variables mediated by a prime service, (5) compensation has a significant effect on employee performance variables mediated by a prime service, and (6) workshop has a significant effect on employee performance variables mediated by a prime service.

The adoption of EVA as a compensation and management plan, generally, impacts positively the performance of companies adopting this method. However, this paper examines whether the adoption of the EVA framework enhances the firm’s performance and gauge the long-term effects of such an adoption on the firm’s value. It also assesses whether the market reacts to the announcement of the adoption of EVA as a compensation system. Moreover, the paper fills this gap in research literature by showing whether or not EVA adoption leads to a significant increase in firm value as reflected by its market prices on the long run. Growing evidence in research indicates that the stock market does not incorporate all firm information into the stock price quickly and completely (REF). Therefore, the critique that contemporaneous association between price and EVA does not reflect reality is likely to be correct. However, this paper takes a different action. The basic contention is that although prices adjust slowly to information, long horizons are sufficiently long for markets to incorporate almost all relevant information into prices. The study sample consists of 89 US firms adopted EVA as a compensation system. It compares the performance of adopting firms to that of selected matching firms and to the market indexes, particularly, the S&P500 portfolio. Then it uses two common aggregating methods to test the event of adopting EVA by different US firms namely the CAR and BHAR methods. The results obtained, however, showed a slight improvement in the performance of companies adopting EVA within five years from the date of adoption.