What role do financial rewards play as predictors of work engagement? To address this question, based on the Job DemandsResources Theory (JD-R), the relationship between financial rewards and work engagement on a large sample (N = 1201) of multi-occupational employees was investigated. Through three steps of hierarchical regression, salary, fringe benefits, and bonuses were added to a JD-R model predicting work engagement via job resources and job demands; however, this did not lead to any significant improvement in model fit, and all new predictors were not significant. It may be concluded that financial rewards do not explain an additional amount of variance in work engagement over job demands and job resources. These results offer insights into the relationship between financial rewards and work engagement, and suggest that there is insufficient evidence to claim that pay, benefits, and bonuses are related to employee work engagement level.
The author conducted 3 independent surveys on over 6500 employees in 3 different companies. The eNPS results were correlated with questions concerning the general opinion about work and the employer. The eNPS indicator was proven to highly correlate with items describing the general employee opinion about work satisfaction. The numerical value of the indicator itself is considered by the author as misleading due to asymmetry in the classification of positive and negative opinions.
We investigate the effect of English language proficiency on the wages of native full-time employees in Poland. Using a unique data set with information on over 600,000 survey respondents polled over the five-year period from 2013 to 2017, we employ an IVapproach founded on a natural experiment -namely, the reform of foreign language instruction in Polish schools. Our preferred estimates indicate that monthly wages for those individuals with 'good' or 'very good' knowledge of English exceeded the wages of those with 'no English' (or those with just a conversational proficiency) by nearly 60% for men and more than 50% for women. The estimates are statistically significant for both genders, and suggest quantitatively relevant wage returns for proficiency in English.
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