Academic literature on the topic 'Performance pay jobs'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Performance pay jobs.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Journal articles on the topic "Performance pay jobs"
1
Ledić, Marko. "Performance Pay Jobs and Job Satisfaction." CESifo Economic Studies 64, no. 1 (March 1, 2018): 78–102. http://dx.doi.org/10.1093/cesifo/ify008.
Full text
2
Chauvin, Keith W., and Ronald A. Ash. "Gender Earnings Differentials in Total Pay, Base Pay, and Contingent Pay." ILR Review 47, no. 4 (July 1994): 634–49. http://dx.doi.org/10.1177/001979399404700408.
Full textAbstract:
Using data from a 1988 survey of business school graduates, the authors analyze gender differentials in earnings by form of pay—total pay, base pay, and contingent pay—with controls for human capital, occupation, job level, and individual characteristics. The results indicate that within narrowly defined occupations and jobs, most of the unexplained difference in total pay between the men and women in the sample was due to gender differences in the portion of pay that was contingent on job performance. The greater importance of contingent pay in the earnings of the men than of the women may reflect differential treatment of men and women by firms, gender differences in performance, gender differences in risk preferences, or some other sorting mechanism.
3
Gittleman, Maury, and Brooks Pierce. "How Prevalent is Performance-Related Pay in the United States? Current Incidence and Recent Trends." National Institute Economic Review 226 (November 2013): R4—R16. http://dx.doi.org/10.1177/002795011322600102.
Full textAbstract:
We address basic questions about performance-related pay in the US. How widespread is it? What characteristics of employers and jobs are associated with it? What are recent trends in its incidence? What factors are responsible for these trends? Nearly two-fifths of hours worked in the US economy in 2013 were in jobs with performance-related pay, but this share has been declining. We consider several possible causes for this trend and find that they do not have much explanatory power. We do establish, however, that any potential explanation must also account for a long-term shift in the relative incidence of performance-related pay away from low-wage and toward high-wage jobs.
4
Lazear, Edward P., and Kathryn L. Shaw. "Personnel Economics: The Economist's View of Human Resources." Journal of Economic Perspectives 21, no. 4 (November 1, 2007): 91–114. http://dx.doi.org/10.1257/jep.21.4.91.
Full textAbstract:
Personnel economics drills deeply into the firm to study human resource management practices like compensation, hiring practices, training, and teamwork. Why should pay vary across workers within firms—and how “compressed” should pay be within firms? Should firms pay workers for their performance on the job or for their skills or hours of work? How are pay and promotions structured across jobs to induce optimal effort from employees? Why do firms use teams and how are teams used most effectively? How should all these human resource management practices, from incentive pay to teamwork, be combined within firms? Personnel economists offer new tools to analyze these questions—and new answers as well.
5
Valle, Mauricio A., Gonzalo A. Ruz, and Samuel Varas. "Explaining job satisfaction and intentions to quit from a value-risk perspective." Academia Revista Latinoamericana de Administración 28, no. 4 (November 2, 2015): 523–40. http://dx.doi.org/10.1108/arla-07-2014-0094.
Full textAbstract:
Purpose The purpose of this paper is to investigate the effect of risk aversion (RA) on expected income and job satisfaction (JS) with pay in the case of sales agents under a compensation system based on pay-for-performance. Design/methodology/approach Data were collected from 125 sales agents of an outbound call center via questionnaires and controlled experiments. Seemingly unrelated equations using maximum likelihood estimation was employed to estimate the proposed model and test relationships. Findings Findings show that income expectations (IE) respond to a model of trade-off between value and risk. The sales agents trade off their expected value of performance (i.e. expected income) with RA. Additionally, IE and actual performance of the salesperson have influence on JS with pay with opposite signs. Research limitations/implications The results of this research may need to be modified to consider jobs with compensation systems with a higher proportion of fixed component of the wage than the variable component. Also, a broader concept of JS and not just related to the pay, should be considered. Practical implications Given the importance of RA in the attitudes of employees in relation to their expectations, the authors believe that it should be necessary and useful to incorporate measures of RA in the process of selection and recruitment for these jobs. Originality/value This paper assessed an important element as the RA at the micro level inside of an organization. This element could be very important for job environments with high uncertainty in income that could influence JS via employee expectations.
6
Weaver, Jeffrey. "Jobs for Sale: Corruption and Misallocation in Hiring." American Economic Review 111, no. 10 (October 1, 2021): 3093–122. http://dx.doi.org/10.1257/aer.20201062.
Full textAbstract:
Corrupt government hiring is common in developing countries. This paper uses original data to document the operation and consequences of corrupt hiring in a health bureaucracy. Hires pay bribes averaging 17 months of salary, but contrary to conventional wisdom, their observable quality is comparable to counterfactual merit-based hires. Exploiting variation across jobs, I show that the consequences of corrupt allocations depend on the correlation between wealth and quality among applicants: service delivery outcomes are good for jobs where this was positive and poor when negative. In this setting, the correlation was typically positive, leading to relatively good performance of hires. (JEL D73, I11, J16, J24, J45, M51, O17)
7
Bogachyova, O., and O. Smorodinov. "Pay Systems in Public Sector of OECD Countries." World Economy and International Relations 64, no. 12 (2020): 54–62. http://dx.doi.org/10.20542/0131-2227-2020-64-12-54-62.
Full textAbstract:
The article deals with development of public sector pay systems in OECD countries. It is noted that reforms in this sphere began in the 1980s as part of the implementation of the broader concept of “New public management”, which was based on active introduction of market mechanisms and instruments in the activities of public sector organizations. The authors consider how the reforms affected changes in all elements of the pay systems – the basic and variable parts of payment, the tariff schedule, and the classification of jobs (positions). It is shown how transition from traditional unified tariff schedule of basic remuneration to a grade scale was connected with the shift of career model to position model, in which the key role was assigned to employee’s qualifications and performance. Further reform of pay systems has resulted in expansion of competence-related pay and further strengthening the role of grading as a tool for organizing pay in public sector. In this regard, the role of job classification, professional standards that allow to objectively assess the value of each type of activity (each position) for a specific organization and form an effective grading scale of basic pay has significantly increased. Reforms of pay systems in OECD countries have affected both basic, and variable parts of pay, as a result of which different pay systems can be applied not only within a single country, but also sometimes within a single organization. The article discusses the most common of these systems – performance-related pay, competence-, skill- and merit-based pay systems.
8
Canil, Jean, and Bruce Rosser. "CEO incentive pay around performance declines." Managerial Finance 44, no. 8 (August 13, 2018): 1047–67. http://dx.doi.org/10.1108/mf-03-2018-0100.
Full textAbstract:
Purpose The authors study stock and option grants around abrupt performance declines for continuing CEOs and find that firms facing abrupt financial declines grant more options than stock, while firms facing operational decline grant more stock than options. Firms making these adjustments just prior to performance declines outperform those that do not for three years following the decline and are less likely to engage in asset restructuring. To establish causality, the authors exploit compensation changes instigated by FAS 123R accounting regulation in 2005 that mandated stock option expensing. The result is robust to numerous tests, including rebalancing of incentives and CEO turnover. The paper aims to discuss these issues. Design/methodology/approach To establish causality, the authors exploit compensation changes instigated by FAS 123R accounting regulation in 2005 that mandated stock option expensing. Findings Firms making these adjustments just prior to performance declines outperform those that do not for three years following the decline and are less likely to engage in asset restructuring. The result is robust to numerous tests, including rebalancing of incentives and CEO turnover. Originality/value Several studies examine the relationship between poor performance and compensation of newly appointed CEOs. But firms regularly employ retention or incentive plans when experiencing distress to prevent critical employees from leaving when they are most needed (Goyal and Wang, 2017). Employee turnover results in a loss of continuity coupled with high search and training costs for replacement personnel. Beneish et al. (2017) find that 57 percent of CEOs associated with intentional misreporting retain their jobs, implying the costs of removing CEOs is high, especially if the incumbent CEO has a strong track record relative to industry peers prior to the period before the misreporting begins. The board fires the CEO if future firm value under the CEO is expected to be lower than under the best alternative CEO less adjustment costs (e.g. search costs, severance pay).
9
Urbano, Roselle, Ma Leonora Sta. Ana, and Rhodora Iracta. "Exploring Job Satisfaction of the Faculty at Bulacan Agricultural State College: Input to Enhance Performance in the New Normal." International Journal of Education, Teaching, and Social Sciences 2, no. 4 (October 25, 2022): 116–27. http://dx.doi.org/10.47747/ijets.v2i4.838.
Full textAbstract:
The goal of this study is to find out how satisfied faculty members at Bulacan Agricultural State College are with their jobs. Work environment, rank and employment status, faculty adequacy and loading, pay, fringe benefits and incentives, faculty development, and peer communication are all regarded motivating variables that have an impact on job satisfaction. The survey instrument was completed by 139 faculty members out of a total population of 186, which comprised both permanent and contract-based status academics. It seeks to get insights into the mean job satisfaction ratings of faculty respondents based on a survey. The study showed that the faculty members are generally satisfied with their current circumstances, though the college should consider factors such as training and development that will enable faculty to perform their current jobs effectively and prepare for future assignments, particularly now that the school environment is shifting to a new school environment as the new normal due to the COVID-19 pandemic. The researchers may have concluded that the college should focus more on motivating and maintaining these human resources in order to make them happier and to maximize their efforts by assuring the college's overall greatness.
10
Nyasha, Mapira, Katsuro P, Chazuza T, Mlingwa Margret Makaita, Togarepi Mukondiwa, Mutambatuwisi Farai, Nhimba Nicholas Kudakwashe, Umera Tafadzwa, and Machigere Taonga. "Importance of Establishing a Job Analysis Exercise in an Organisation: A Case Study of Bread Manufacturing Companies in Zimbabwe." Australian Journal of Business and Management Research 02, no. 11 (November 29, 2012): 35–42. http://dx.doi.org/10.52283/nswrca.ajbmr.20120211a04.
Full textAbstract:
This research sought to find the impact of establishing a job analysis in the bread manufacturing companies in Zimbabwe. The research used a case study approach in which a sample of six companies out of a population of seven registered companies was used. The targeted population was nominated from six companies and a simple random sampling procedure was employed to come up with sample elements. Questionnaires and interviews were used in triangulation to collect data on the sample. After analyzing the collected data, it was found that there is a positive correlation between well established job analysis and employee and company performance, the impact was seen through improvements in compensation, training and development, health and safety and recruitment and selection. However, the research also found that in an era of continuous delayering and downsizing one of the most common problems derived from implementing a job analysis is employee fears. Employees see a job analysis as a threat to their current jobs or pay levels or both. This is based on the fact that in the past, job analysis was used as a means of expanding jobs while reducing the total number of employees.
Dissertations / Theses on the topic "Performance pay jobs"
1
Ledic, M. "ESSAYS ON EMPIRICAL WELFARE ECONOMICS." Doctoral thesis, Università degli Studi di Milano, 2017. http://hdl.handle.net/2434/466105.
Full textAbstract:
Chapter 1
Over the last decade we have witnessed an improvement in the literature on how to measure and compare the well-being of individuals. While the standard approach in the analysis of individual well-being is based almost exclusively on a material dimension of income, there is a robust evidence that individuals care about non-income dimensions of life which accordingly should be included in such a measure. Nevertheless, even when the non-income dimensions of life are included in the analysis of individual well-being, a majority of studies are predominantly neglecting the notion of individual preferences in order to escape the problem of interpersonal comparisons of well-being.
In this chapter we have employed an alternative welfare measure which takes into account income and non-income dimensions of life while at the same time the following measure is sensitive to the individual preferences. This is known as the equivalent income measure. We have compared the equivalent income and income measures over 25 countries of the European Union. The following analysis is done for 2007 and 2011, since these were the only available years that we could use. Our contribution to the literature is reflected in the fact, that to the best of our knowledge, there are no such studies in the literature that compares the well-being with the following two measures for such a large set of countries.
Although we found that the welfare rankings across countries change to some extent between the average income and average equivalent income, in spite of that when we ranked countries according to the growth rates of income and equivalent income we observed a substantial change in the country rankings. The following evidence implies that the choice of the welfare metrics is empirically important. The previous results have been broadened by computing the welfare rankings across countries once we raise the concern about the egalitarian principle of justice. We observed that the welfare rankings across countries changed remarkably when we take into account distributional inequalities. The evidence we have found suggest that correlations of disadvantages between life dimensions matter since some countries have sufficiently larger inequalities of equivalent income than inequalities of incomes.
The results we have found show that individuals across countries care about material dimension (income) but they also care much about the non-income dimensions. Relatively the most important non-income dimension for almost all countries is health while the least important non-income dimension concerns the (un)employment status. We have identified the worst off individuals according to each welfare measure and we have compared the socio-demographic characteristics of the worst off individuals. We have seen that different well-being measures will identify the worst off individuals with different socio-demographic characteristics. We have also observed that the worst off individuals considerably differ over countries with respect to their average income and non-income dimensions and average socio-demographic characteristics.
Finally, we have illustrated the degree of re-ranking between income and equivalent income measures taking into account all individuals of a given country. While we found a similar pattern of re-ranking between income and equivalent income across countries, the degree of re-ranking differs across countries. The pattern that we have observed across all countries indicated that individuals who are income rich can end up as equivalent income poor while the opposite has not been found.Chapter 2 An important role of social and public policies, among others, is to provide employment opportunities and to maintain the initiative of people to work. Yet, the role of these policies should not exclusively be concerned with the improvement of job quantity, such as ensuring the optimal employment rate but likewise these policies should be designed to improve the well-being of workers by enhancing job quality. Although, the precise definition of job quality is lacking in the literature, one can reasonably argue that job quality is a multi-dimensional concept which includes the wage dimension but also non-wage job dimensions such as job autonomy, job security, whether a job is interesting, challenging, whether it offers a good career opportunities, etc. Accepting the idea that a job quality is a multi-dimensional concept leads to the important question of aggregating various job dimensions into an overall index of job quality which can be used as a measure of well-being on the job. Moreover, if we agree on the notion that the preferences of workers over job dimensions should be respected, then we have to find a proper way to weight these various job characteristics such that the construction of weights is consistent with the preference orderings over different jobs. A measure that satisfies the previous two requirements is known in the literature as the equivalent wage measure. In this study we have applied the concept of equivalent wage to a specific sub-population of recent graduates (bachelor, master and doctoral students) who are currently participating in the labour market. In addition to the equivalent wage measure, we have used four other well-being measures which are wage, average preferences objective measure, equal weights objective measure and subjective job satisfaction measure. We have compared the job quality using a large scale survey which includes nineteen countries. We have found that individuals with various personal characteristics have different preferences over wage and non-wage job dimensions. This result underlines the importance of considering the heterogeneity of individual preferences seriously. We have shown that different measures of job quality will result in substantially different ranking of countries. In other words, the evidence we have found points out to the fact that the choice of well-being measure is utterly important for measuring job quality. Since, we have observed a considerable re-ranking of countries between different measures, we were encouraged to provide the evidence on the strength and direction of relationship between the ranking for all pairs of measures. We have found that the rank correlation is positive and statistically significant for almost all pairwise correlations. The lowest correlation has been found between pairs of wage and equal weights objective measure while the highest correlation has been found between subjective job satisfaction and average preferences objective measure. As one important issue in creating a reasonable public policies is to identify those individuals who are not faring well or those who are faring very well, we have decided to identify the individuals at the bottom and top end of the distribution according to different measures of job quality. The results have shown that the overlap of the worst off when we use two measures is lowest for wage and equivalent wage measures while the largest overlap occurs when we use two objective measures. These results should not be surprising since the informational requirements between two objective measures are more alike than the informational requirements between wage and equivalent wage. On the other hand, the largest overlap of the best off individuals for a pair of measures occurs between average preferences and equal weights measures while the overlap is lowest between wage and subjective job satisfaction. We have evaluated the gender differential in job quality across countries by using wage and equivalent wage measures. The evidence we have found indicate that in majority of countries, the average quality of jobs is higher for men than for women if we use the wage measure. While even if we use the equivalent wage measure, the quality of jobs are higher among men in most countries, still we have observed that women are either holding jobs of the same quality or they are even faring better than men in some countries. In addition, we have computed the willingness-to-pay for each non-wage job characteristic and we have compared the gender differences in the willingness-to-pay across and within countries. We have found that across almost all countries, the willingness-to-pay is higher among men, which indicates that they are suffering more not reaching the best possible values of non-wage job characteristics. Finally, we have presented the decomposition the total willingness-to-pay on the contributions attributed to each non-wage job characteristic. We have found that across countries for both men and women, having a good career prospect is relatively the most important non-wage job characteristic while job security is relatively the least important non-wage job characteristic.
Chapter 3 In recent decades there has been a growing number of studies that investigated the effects of personal and job characteristics on the subjective well-being on the job. Besides, the empirical findings reveal that workers who are paid on the piece rates exert more effort and earn more than those workers paid an hourly salary. Nevertheless, it is ambiguous what will be the effect of performance paying schemes, since the well-being on the job can increase in wage but it can decrease with higher level of excreted effort. Since the possible effect of performance paying jobs on the well-being of workers stay hidden, we have tackled the following issue in this chapter and we have provided the empirical evidence on these effects. This chapter contributes to the literature on the subjective well-being by providing the casual effects that the performance pay job schemes have on job satisfaction. We approximate the well-being on the job by the subjective job satisfaction reported by individuals. We have used the Korean Labour and Income Panel Survey which allowed us to distinguish between the workers who are paid by performance and those who are paid by fixed rate. In addition, we could exploit the information about the particular type of performance paying scheme that applies to the workers who are paid by performance. Since the personality traits are possibly correlated with the observed and unobserved explanatory variables, we have decided to estimate the job satisfaction regression using the fixed effects estimator. We have shown that workers in the performance pay job schemes have a higher subjective well-being on the job than workers who are using the non-performance pay job schemes. The following result holds true even after we have controlled for the level of earnings, attitudes toward risk and other personal and job related characteristics. This evidence is also confirmed for both men and women. When it comes down to the effect of wage on job satisfaction, we observe that the effect is not apparent as someone might expect. We have found that among all explanatory variables, health has the strongest effect on the well-being on the job. Finally, we have exploited the information on the type of performance pay schemes in order to analyse how different performance pay schemes affect job satisfaction. The results have shown that workers who are employed on the individual, group and company performance pay job schemes are more satisfied on their job than workers who are paid by the fixed amount. The later result remains even after we have controlled for the difference in earnings, personal and job characteristics.
2
Hornbach, Jessica Janina. "The effect of performance-based pay systems on job satisfaction and stress." Thesis, Karlstads universitet, Avdelningen för företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-28044.
Full textAbstract:
Previous investigations regarding the health- and wellbeing-related outcomes of performance-based pay systems have been scarce and ambiguous so far. Considering the huge economic and organizational impact of stress-related health problems, it is important to further investigate this relation, including the impact of different variables that can help to explain the variation in the relationship between performance-based pay and job strain. The main purpose of this study is to challenge the research gap and to understand the effect of organizational justice and job control on the relation between performance-based pay and job satisfaction and stress. A quantitative research method in form of a survey is applied. To test the structural model and its hypotheses, the study uses an approach to partial least squares path modeling (PLS). The main results have shown that organizational justice moderates the relation between performance-based pay and stress. Moreover, performance-based pay increases job satisfaction when employees perceive high job control. It is furthermore revealed that gender, family responsibilities, experience and the type of performance evaluation can have an impact on the relationship as well. The study has contributed to fill the research gap above and has provided new, theoretical insight. Managers are recommended to provide organizational justice and to ensure high autonomy for employees. Instead of applying “one size fits all” solutions, managers should take demographic, organizational and situational factors into account when designing the compensation scheme.
3
Wilson, Joel F. "Pay for Performance and Teacher Job Satisfaction| A Mixed-Methods Study." Thesis, Northwest Nazarene University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10691043.
Full textAbstract:
Proponents of teacher pay for performance suggest that it reflects American values by rewarding student achievement and encouraging hard work. Supporters also say that pay for performance helps to recruit and retain teachers by increasing their compensation. Critics counter that pay for performance erodes teacher collaboration, is difficult to monitor, cannot be reliably linked to student achievement, leads to dishonest reporting of test scores, and is not a long-term solution to low teacher pay. Some researchers have found that extrinsic reward systems, such as pay for performance, can cancel the benefits that intrinsic motivation provides. As policy makers consider different pay for performance models, the link to teacher job satisfaction warrants investigation. This study examined pay for performance using the theoretical framework of Self Determination Theory. This theory suggests that employees find satisfaction when they have freedom in how they pursue organizational goals (autonomy), when they are given opportunities to improve job skills (mastery), and when employees feel they make a difference in the world (purpose). This study investigated pay for performance’s effect on teacher job satisfaction in a small, rural school district. An evaluation of both quantitative data and qualitative data determined that pay for performance can contribute to teacher job satisfaction, but only under the right conditions. This study concludes with a list of suggestions for implementing a pay for performance program that is likely to contribute to teacher job satisfaction.
4
Maycock, Eno Amasi. "An investigation into performance based pay in Nigerian financial institutions." Thesis, University of Bedfordshire, 2009. http://hdl.handle.net/10547/134355.
Full textAbstract:
Purpose: To critically investigate the effect/impact the implementation of both team and individual based pay has when responses are measured in terms of teamworking, job satisfaction, culture and commitment in 2 Nigerian financial institutions. Design/methodology/approach: The study presents the first empirical case-study research carried out in Nigeria. The data are based on 2 Nigerian financial institutions surveys from 2002 to 2006. The analysis addresses the impact of the introduction of PRP within these institutions. Questionnaires were sent out to the 226 employees. Interviews and focus groups were also carried out with both managers and employees across both organisations. Findings: The findings indicate the importance of valence for monetary incentives, the instrumentality of performance for the monetary incentives and clear individual and group objectives for improving performance. On the basis of the analysis of the data from employees covered by the scheme, the results suggests that there are clear indications that it has raised motivational levels, though employees prefer working with individual performance related pay than in teams, but would not mind working in teams if it is linked to a reward, but the responses indicate that individual performance related pay has damaged the concept of team working. The results indicated a positive link of PRP having a positive effect with employees on higher grade levels; this result support other results from a number of earlier UK studies. The results also indicate that the introduction of PRP can enhance culture change and enhanced performance but may not ultimately lead to commitment from employees. The findings also indicate a positive link between PRP, improved individual and organisational performance, change in culture and job satisfaction. Though the research indicates positive outcomes from one organisation it also indicates negative outcomes from the other organisation. Why would that occur, as both organisations operate the same form of individual PRP? It leads the researcher to conclude that PRP must be modified to take into account the cultural (national & organisational) implications of the transference western management practices into non-western organisations. The research finishes by listing out implications for management and recommendations. Research limitations: As this study utilises data from Nigerian financial institutions only, its results cannot be generalised to other sectors and countries characterised by different cultures and contexts. However, what is critical though is that the approach used to finding these results can be applied in a wide variety of situations, thus enabling the examination of external validity. ORIGINALITY/VALUE – This study is one of the first to explore the effect/impact of the introduction of performance related pay in Nigerian financial institutions and reflecting on the historic cultural context of gift giving and culture within organisations and the impact this has on the success or failure of PRP schemes. It also provides a new empirical evidence on the use of performance related pay. The results also show a link between the introduction of performance related pay and a change in the psychological contract from a relational contract to a transactional psychological contract, where commitment (bought) and loyalty is based on the monetary aspects of the relationship. The results supports an interpretation of incentive pay as motivated by expectancy theory and provides new evidence on the relationship between the success of performance related and its use by employees as a bargaining tool for salary increases and new job roles. Its implications should be of interest to human resource managers when designing reward strategies for their organisations.
5
Polk, Charles Terence. "The Effect of Pay Banding on Generational Cohort Perceptions of Job Satisfaction." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1654.
Full textAbstract:
For over 3 decades, the federal government has attempted to introduce pay-for-performance into the federal workforce. It is important for federal agencies to understand the impact of pay-for-performance, specifically pay banding, on job satisfaction and retention of frontline managers as agencies face the exodus of the retiring Baby Boomer generation. The purpose of this study was to explore the effect of pay banding on job satisfaction and intention of frontline managers to leave the Internal Revenue Service (IRS). The theoretical foundation for this study was Adams's equity theory as viewed through the lens of Mannheim's generational theory. The overarching research question was concerned with whether pay banding effects generational perceptions of job satisfaction and predicts turnover intention. This quantitative study used ANOVA, hierarchical multiple regression, mediation analysis, moderation analysis, and logistic regression to analyze the impact of pay banding on generational perceptions of job satisfaction and turnover intention among IRS frontline managers. The sample was limited to frontline managers of the Department of the Treasury (n = 2,525). Key findings indicated that pay banding was negatively associated with job satisfaction and that pay banded managers were 1.36 times more likely to leave the agency than managers who were not pay banded. Pay banding mediated the relationship between gender and job satisfaction. Positive social changes that may result from governmental policymakers applying the findings of this study are improved retention of highly skilled frontline managers, improved the efficiency and effectiveness of government services, and reduced cost of retraining managers due to attrition. These changes may improve the work environment for employees and improve governmental services provided to the citizenry.
6
Kilpatrick, Donna J. "A test of the effects of incentive compensation plans, uncertainty, and perceptions of fairness on performance, pay satisfaction, and evaluations of incentive plans /." Thesis, Connect to this title online; UW restricted, 1997. http://hdl.handle.net/1773/8756.
Full text
7
Rouziou, Maria. "Fair Differences : Impact of Social Comparisons on Sales Organization Performance." Thesis, Université Paris-Saclay (ComUE), 2016. http://www.theses.fr/2016SACLH006.
Full textAbstract:
Dans cette thèse, j’étudie l’impact des inégalités salariales horizontales sur la performance des commerciaux. J’explore plus particulièrement les coûts relatifs aux comparaisons dont sont l’objet ceux qui sont considérés comme des références dans la force de vente. Grâce à des données relatives à la rémunération et à la performance de plus de 34000 commerciaux, et aux marques qu’ils vendent, je montre que le pouvoir des marques peut se substituer à la rémunération et contrecarrer l’effet négatif des inégalités salariales sur la performance. Par ailleurs, mes résultats suggèrent que la qualité du travail commercial peut également remplacer la rémunération et ainsi influencer la relation entre inégalités salariales et performance. De plus, je décris l’effet de la structure du capital des entreprises sur la gestion de la performance des forces de vente. Je conclus cette étude en montrant comment les responsables devraient tirer partie de leurs marques et de leurs activités commerciales, puisque la manière dont de nombreuses organisations commerciales rémunèrent leurs talents commerciaux se traduit par une augmentation de la dispersion des salairesThis dissertation examines how horizontal pay inequalities in sales organizations impact salespeople’s performance. More specifically, I explore costs that arise through social comparisons with salient targets within sales organizations. I use compensation and performance data of more than 34,000 salespeople as well as data pertaining to the brands they sell, to show that brand power can substitute for pay and counteract the detrimental effect of pay inequality on performance. Moreover, my results suggest that job challenge can also act as a surrogate for pay, thereby affecting the relationship between pay gaps and performance. Further, I describe the effect of organizational ownership structure on salespeople’s performance management. Given that many sales organizations reward better performers by heightening pay dispersion, decision makers should carefully leverage their brand portfolio and sales team job assignments to soften the impact of pay gaps on salespeople’s performance
8
Vorster, Martine. "A comparative study on pharmacist job satisfaction in the private and public hospitals of the North–West Province / by Marine Vorster." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4619.
Full textAbstract:
Pharmacists experience high levels of stress at work, especially from factors intrinsic
to their jobs and management roles. In South Africa, the public sector is confronted
with situational difficulties such as a shortage of staff and poor working conditions
Accordingly, a comparative survey was conducted using a self–constructed
questionnaire to obtain individual responses from the pharmacists in the public, as
well as the private sector. The focus population was the pharmacists in the public,
as well as the private hospitals in the North–West Province. The public sector
consists of 30 hospitals and the private sector of 20. By using the convenient
sampling method, 100 samples were taken. The questionnaire measured six factors
of job satisfaction, namely: job design, salary/remuneration satisfaction, performance
management, working arrangements, organisational climate, and professional
development. The questionnaire was distributed to 100 pharmacists in total, and a
response rate of 66% was obtained.
The only medium practical significance shown in the results was between the
averages of the private sector (2.89) in contrast with the public sector (3.38). This
indicates that the public sector demonstrates less satisfaction with their performance
management than the private sector. The data also indicated that the public sector
pharmacists are less satisfied with job design, performance of management,
professional development, and their working arrangements. The private sector
showed only a small difference in the means, when compared to the public sector. It
is clear that both sectors illustrate a moderate level of job satisfaction.
Recommendations, therefore, included the revisiting of the job design by increasing
job rotation and task identity. The need for self–actualization has to be
acknowledged and the opportunity for promotion needs to be provided. The link
between the actual activity and the bonus, with regards to performance
management, has to be re–established, and there has to be transparency
throughout. Decision–making control is extremely important and seeing that 82% of
the pharmacists were female, the employer can consider accommodating family
responsibilities, compressed working weeks, flexible working hours, job sharing, and
part–time work. Professional development is also very important within any company
and it is vital that the employer deposits time, money and skill into the staff.Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.
9
Sardão, Carolina de Pinho Soares. "Turnover intention em auditores." Master's thesis, Instituto Superior de Economia e Gestão, 2020. http://hdl.handle.net/10400.5/21006.
Full textAbstract:
Mestrado em Contabilidade, Fiscalidade e Finanças EmpresariaisA intenção de saída (ou Turnover Intention - TI) é um fenómeno de grande relevância na gestão de recursos humanos, em particular, sentido nas firmas de auditoria que são marcadas pela existência de um elevado nível de rotação do seu staff. Desta forma, a identificação dos fatores indutores do TI torna-se um elemento fulcral no desenvolvimento de políticas ao nível do capital humano dessas empresas. O presente estudo analisa o efeito de cinco fatores (stress, suporte organizacional percecionado, sistema de incentivos, performance no trabalho e importância do cliente auditado) na TI dos colaboradores das firmas de auditoria portuguesas. Neste trabalho utilizámos o método PLS-SEM a uma amostra constituída por 83 individuos, cujos dados foram recolhidos através de um inquérito por questionário. Os resultados mostram que existe um efeito positivo do suporte organizacional na satisfação no trabalho e negativo da performance e satisfação no trabalho na TI. No entanto, os resultados sugerem uma relação negativa entre o stress e a satisfação no trabalho. Verificámos que o mesmo acontece dada a natureza jovem e pouco experiente da amostra, pelo que tarefas que induzem stress não são drivers de intenção de saída, mas sim oportunidades desafiantes e de crescimento para o jovem auditor. Concluímos também que não existem relações significativas entre a importância do cliente e satisfação no trabalho e TI.
Turnover intention (TI) is a phenomenon of great relevance in the management of human resources. Audit firms are marked by the existence of a high level of rotation of their staff. Thus, the identification of the factors that induce TI becomes a central element in the development of policies regarding the human capital of these companies. The present study analyzes the effect of five factors (stress, perceived organizational support, incentive system, job performance and client importance) on TI of employees of Portuguese audit firms. In this dissertation, we used the PLS-SEM method to a sample consisting of 83 individuals, whose data were collected through a questionnaire survey. The results show that there is a positive effect of organizational support on job satisfaction and a negative effect of performance and job satisfaction on TI. However, the results suggest a negative relationship between stress and job satisfaction. We found that the this happens due to the young and inexperienced nature of the sample. Therefore, tasks that induce stress are not drivers of intention to leave but challenging and growth opportunities for the young auditor. We also concluded that there are no significant relationships between client importance on job satisfaction and TI.
info:eu-repo/semantics/publishedVersion
10
Lo, Pei-Ching, and 羅珮菁. "A Meta-analysis Study of The Relationship of Pay for Performance and Job Performance." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/63009099548390821454.
Full textAbstract:
碩士國立中央大學
人力資源管理研究所
105
This meta-analysis examines the relationship of pay for performance (PFP) and job performance. There is few meta-analysis which focuses exclusively on the effect of PFP on performance. Therefore, the purpose of this is to yield a generalized conclusion about the relationship between PFP and job performance. This study is done through meta-analysis method with results from domestic and foreign papers about PFP and job performance. This study uses meta-analysis to examine: (1) the relationship between PFP and job performance; (2) the moderating effect of national culture on the relationship between PFP and job performance. 33 studies with a total sample size of 22,509 are selected after outlier identification. Further calculations are done to correct correlation coefficient of this relationship, estimate the sampling error and population correlation r, examine homogeneity, and identify the publication bias. The results show that: 1. PFP has a significant impact on job performance, where the effect size is .20 to .28 under 95% confidence interval. 2. National culture has a significant moderating effect on the relationship between PFP and job performance. Employees with PFP plans in high power distance culture, low uncertainty avoidance culture, collectivist culture, masculine culture, short-term-oriented culture, or indulgent culture will elicit better performance than in each opposite extreme culture dimension.
Books on the topic "Performance pay jobs"
1
Drago, Robert W. Pay for performance incentives and work attitudes. Adelaide: National Institute of Labour Studies, 1991.
Find full text
2
Ashton, D. N. Supporting workplace learning for high performance working. Geneva: International Labour Office, 2002.
Find full text
3
Coster. Jobs and Pay: A Review of Recent Performance (American Enterprise Institute Economist, November 1988). Aei Pr, 1989.
Find full text
4
Pérotin, Virginie. Worker Co-operatives. Edited by Jonathan Michie, Joseph R. Blasi, and Carlo Borzaga. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780199684977.013.9.
Full textAbstract:
The chapter examines the implications of the key international research findings of the last two decades for our understanding of why worker co-operatives are created, the objectives pursued by founding and subsequent members and the spill-over effects of their performance for the communities in which the firms are found. The chapter argues that worker co-operatives, by providing institutions in which employees control most aspects of their job and firm strategy (including pay and employment trade-offs) internalise a number of externalities to the conventional operation of firms. They provide good, stable jobs in which employees’ potential and creativity can flourish. In addition to promoting economic democracy, worker co-operatives offer sustainable and local employment and are likely to have a number of positive effects on their communities’ economies, public finances and health.
5
Hemmings, Paulett. Compensation Systems, Job Performance, and How to Ask for a Pay Raise. Xlibris, 2016.
Find full text
6
Guthrie, Graeme. Separating the wheat from the chaff. Oxford University Press, 2017. http://dx.doi.org/10.1093/acprof:oso/9780190641184.003.0007.
Full textAbstract:
Past pay generates incentives via the ownership stake that it creates; present pay generates incentives via the link between firm performance and the level of pay; future pay generates incentives via executives’ career concerns. This chapter explains how uncertainty about an executive’s ability and effort generates incentives for the executive to exert effort on behalf of shareholders. These incentives stem from the links between labor-market perceptions of an executive’s ability and the likelihood that he is promoted or fired from his current job, able to gain employment at another firm, and able to find post-retirement work as an independent director. Strong boards can use these links to design compensation schemes that benefit shareholders. This chapter describes career-based incentives using the story of Carl Yankowski, the high-profile CEO of Palm who endured a series of career disappointments.
7
Symon, Graham, and Johannes Kirsch. Employment Relations and Labor Process. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198785446.003.0005.
Full textAbstract:
The resource squeeze and uncertainty exacerbated by marketization can lead to disorganization trends in employment relations and tight management control in the labor process. This chapter presents findings from interviews with managers, worker representatives, and front-line workers concerning worker voice, pay setting, job insecurity, performance management, professional autonomy, and staff–client interactions. Management control in the labor process is directly related to the quality of the service, since they include the amount of interaction (whether there is a speedup), its nature (whether it is narrowly focused on job outcomes), and its distribution (whether there is creaming and parking). We show that the extent to which these outcomes differ within countries depends on degrees of resource scarcity and uncertainty specific to each market segment.
8
Shea, Nicholas. Correlational Information. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198812883.003.0004.
Full textAbstract:
Correlation is the first exploitable relation we will consider. Correlations turn into content when they are exploited by a system: the content-constituting correlations are those which unmediatedly explain a system’s performance of its task functions (and thereby qualify as UE correlational information). This chapter shows that this approach works for fixing content in a range of case studies from cognitive science. It does so without having to appeal to representation consumers whose outputs play a content-constituting role. In each case study, contents fixed in this way do a good job of underpinning the characteristic explanatory grammar of representational explanation: correct representation explains successful behaviour and misrepresentation explains failure.
9
Hesketh, Beryl, and Barbara Griffin. Selection and Training for Work Adjustment and Adaptability. Edited by Susan Cartwright and Cary L. Cooper. Oxford University Press, 2009. http://dx.doi.org/10.1093/oxfordhb/9780199234738.003.0016.
Full textAbstract:
This article outlines a conceptual framework for integrating recent developments in understanding the individual difference variables that directly influence and interact with situational variables in optimizing work adjustment and adaptive performance. It begins by outlining the components of the Theory of Work Adjustment, including an explanation of the dynamic aspects of the theory. A particular focus of the framework is on the dynamic attainment of achievement goals and the role that information and communication technology (ICT) can play when there is a turbulent and changing set of situational factors and job requirements. The article takes a futuristic approach and challenges the readers to consider the implications of the rapidly developing field of ICT for traditional models of selection and training.
10
Grubbs, David. Good night the pleasure was ours. Duke University Press, 2022. http://dx.doi.org/10.1215/9781478022787.
Full textAbstract:
With Good night the pleasure was ours, David Grubbs melts down and recasts three decades of playing music on tour into a book-length poem, bringing to a close the trilogy that includes Now that the audience is assembled and The Voice in the Headphones. In Good night the pleasure was ours, the world outside the tour filters in with eccentric sparseness. From teenage punk bands to ensembles without fixed membership, and from solo performance to a group augmented by digital avatars, Grubbs presents touring as a series of daily dislocations that provides an education distinctly its own. These musicians’ job is to play that evening’s gig—whether to enthusiastic, hostile, or apathetic audiences—and then to do it again the next day. And yet, over the course of the book’s multidecade arc, Grubbs depicts music making as an irreversible process—one reason for loving it so.
Book chapters on the topic "Performance pay jobs"
1
Iosup, Alexandru, Mathieu Jan, Ozan Sonmez, and Dick Epema. "The Characteristics and Performance of Groups of Jobs in Grids." In Euro-Par 2007 Parallel Processing, 382–93. Berlin, Heidelberg: Springer Berlin Heidelberg, 2007. http://dx.doi.org/10.1007/978-3-540-74466-5_42.
Full text
2
Stanisic, Luka, and Klaus Reuter. "MPCDF HPC Performance Monitoring System: Enabling Insight via Job-Specific Analysis." In Euro-Par 2019: Parallel Processing Workshops, 613–25. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-48340-1_47.
Full text
3
Yuniawan, Ahyar, Fuad Mas’ud, and Intan Ratnawati. "The Effect of Spiritual Leadership, Organizational Support, and Islamic Work Ethic." In Proceedings of the 19th International Symposium on Management (INSYMA 2022), 504–10. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_64.
Full textAbstract:
AbstractEmployees and companies are two things that cannot be separated because employees play a major role in carrying out company activities. Every company tries to improve and develop its company by doing many ways related to the employee performance improvement program. To make progress and achieve the goals set, a company needs to mobilize or monitor its employees to develop its capabilities. Motivation is the driving force for work, achievement and the basis for efforts to design attractive works so that employees want to do their jobs. The internal functions of the workforce/employees are related to one another, plus other internal functions. This condition needs to be directed so that the company’s function as an entity can provide sustainable services to the community based on mutual benefit. An interesting thing about this study is how Indonesian Islamic Banks maintain Islamic nuances in running the company’s wheels and a professional work rhythm like conventional banks. This paper was conducted in Islamic banking companies in Indonesia. The sample used was employees who have worked for approximately one to two years using non-probability sampling techniques. The analytical tool used was Structural Equation Modeling (SEM). This paper examines the effect of spiritual leadership, organizational support, and Islamic work ethics on organizational citizenship behavior and employee performance. The study was conducted on 186 employees of Islamic banking in Indonesia.
4
Doellgast, Virginia. "Performance Management." In Exit, Voice, and Solidarity, 143—C4.P208. Oxford University PressNew York, 2023. http://dx.doi.org/10.1093/oso/9780197659779.003.0005.
Full textAbstract:
Abstract Chapter 4 compares negotiations over performance management in four case study companies: BT (United Kingdom), France Telecom (France), TDC (Denmark), and Deutsche Telekom (Germany). Performance management can contribute to precarious employment conditions, particularly based on pay insecurity (connected to variable pay) and job insecurity (connected to fear of losing your job if you do not meet performance goals). A comparison of call center and technician jobs shows that constraints on exit via job security and support for voice via participation rights and structures together shaped the performance management model. Where both were strong, management was not able to use discipline to motivate workers, encouraging a focus on training and development; and performance targets were fairer and more transparent. Labor solidarity played a particularly important role in campaigns to establish pay equity and reduce precarity for the most vulnerable groups of workers.
5
Baecker, Ronald M. "Automation, work, and jobs." In Computers and Society. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780198827085.003.0017.
Full textAbstract:
The effect of automation on employment and jobs has engaged thoughtful computer scientists and economists since the earliest days of computing. Yet there have been concerns about the effects of technology on employment since ancient times, and notably during the First Industrial Revolution in the nineteenth century by a group of workers known as the ‘Luddites’. Our first topic is the role of algorithms in enabling more efficient processing of job applicants and the selection of candidates to interview. This now includes the automatic filtering out of huge numbers of résumés that are never seen by human resource professionals. Next, we look at how technology is used in monitoring job performance, with the goal of encouraging or requiring enhanced performance. Oftentimes, these practices have the opposite effect, as it makes workers feel like ‘Big Brother’ is watching. Companies have long used contractors to provide flexibility in the availability of workers as well as to circumvent costs such as medical benefits and liabilities such as severance pay. This practice has recently changed dramatically: internet communication can now rapidly link seekers of services to providers of the services. This is typically called the gig economy or sharing economy, yet a better name is on-demand services. We shall then examine areas where automation threatens to replace human workers with machines. Fear is rampant, as typified by a 2017 New York Times article, ‘Will Robots Take Our Children’s Jobs?’ Between 2014 and 2016, future prospects were analysed in five scholarly books. We examine the phenomenon of unemployment by looking at specific areas: agriculture, manufacturing, service industries, and the professions. We highlight how new robotic technology, incorporating sensing, reasoning, and manipulating abilities, is enabling significant automation. Of particular importance is the extent to which new machine learning systems are enabling the automation of thinking and reasoning, which were previously considered infeasible for machines. Arguably the most interesting, challenging, and risky application is that of automatic diagnosis of disease, and, more speculatively, robot doctors.
6
Altay Topcu, Betül, and Sevgi Sümerli Sarıgül. "Women Working in Turkey." In Handbook of Research on Digital Violence and Discrimination Studies, 114–33. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-9187-1.ch006.
Full textAbstract:
Working women face barriers based on gender discrimination in Turkey and around the world, especially in terms of their career development. In this context, gender discrimination is one of the most important problems that prevents the development of societies. Gender discrimination in terms of working life is the exclusion of women, although it does not affect the performance of work, and as a result, the power, satisfaction level, and income in the workplace are shared among men. Gender discrimination can be in the form of paying different wages for the same job, or it can occur in the form of individuals with equal efficiency having different jobs corresponding to different levels of pay. The aim of the study is to reveal the place of women working in Turkey in the labor market and the unfairness of wages they face. In this context, the study is important for providing proposals to prevent wage inequality in Turkey.
7
"Pay—Rewarding Worker Performance and Growth." In Functional Job Analysis, 206–22. Psychology Press, 1999. http://dx.doi.org/10.4324/9781410602497-26.
Full text
8
Leisink, Peter, Lotte B. Andersen, Christian B. Jacobsen, Eva Knies, Gene A. Brewer, and Wouter Vandenabeele. "Conclusion." In Managing for Public Service Performance, 297–316. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780192893420.003.0016.
Full textAbstract:
The concluding chapter synthesizes the insights and gives a comprehensive answer to the volume’s overall question. It sets directions for future research and discusses implications for public organizations’ practice. There is ample evidence that management contributes to performance, both directly and indirectly, through influencing employees’ (public service) motivation, organizational commitment, and job performance. There is also evidence that management contributes to employee outcomes, both positive, such as their job satisfaction and employability, and negative, such as stress and burnout. The chapter reflects critically on the state of public management research and outlines four key issues for future research: (1) work toward an integrated theoretical framework; (2) develop more comprehensive theoretical models; (3) pay attention to the public sector context; and (4) increase methodological rigor. The chapter contends that public management–performance research remains relevant in the era of inter-organizational networks and co-production, if and when studies pay explicit attention to the public sector context and to the frontline employees involved in service production. The chapter advises public organizations to invest in service provision policies that fit the organizational mission and create the conditions for their implementation by frontline managers who can help public employees create public value.
9
Minow, Martha. "School Choice and Choice Schools: Resisting, Realizing, or Replacing Brown?" In In Brown's Wake. Oxford University Press, 2010. http://dx.doi.org/10.1093/oso/9780195171525.003.0009.
Full textAbstract:
To school desegregation activists in the 1960s, school choice plans represented one of a series of tactics of avoidance or obstruction. Yet choice programs became part of school desegregation remedies and then became initiatives for varied school reforms. Political alliances and clashes around the issue of school choice color public perceptions even more than the actual effects of school choice on students’ achievement or social integration. School choice can enable both self-segregation or student mixing across many lines of difference. As a tool of school reform, school choice continues to hold promise and risks for those seeking equality and integration within schools while enhancing pluralism and respect for differences in society as a whole. Yet some forms of school choice could undermine equality goals unless they are accompanied by direct efforts to maintain and enforce these goals. Widespread perceptions that American schools are failing have fueled a major nationwide movement for school reform since the early 1980s. At the forefront have been business leaders who—worried about American competitiveness and the qualifications of the workforce for jobs requiring increasing technical skills—have brought conceptions of competition and innovation to the school reform initiatives. Parents and teachers, seeking greater control of local schools, have also energized the movement. Challenging established school bureaucracies and political arrangements, these reformers have pushed for performance standards, voucher systems to promote competition and consumer choices, site-based management, and other opportunities for innovation at the level of the individual school rather than the district or statewide system. One of the key themes pursued by a range of parents, teachers, business leaders, and other advocates as a motor for reform is parental choice. This concept combines a market-style consumer sovereignty idea with notions of personal liberty. School choice stimulates competition among providers, as parents look for benchmarks for assessing quality. As a result, states and localities have initiated institutional innovations. These include magnet and pilot schools, which draw students from an entire district by offering a special focus. Vouchers permit poor students to use public funds to pay tuition in private schools.
10
Ho, Violet T., and Marina N. Astakhova. "The Bright, Dark, and Unlit Sides of Work Passion." In Passion for Work, 327–56. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780190648626.003.0011.
Full textAbstract:
This chapter reviews and integrates published articles that examine passion for one’s work as a direct or indirect predictor of work-related performance (task performance, business performance, and job creativity) and work attitudes (job satisfaction and organizational commitment). A review of the studied underlying mechanisms at play in these relationships is also provided. A summary of what we know and what we do not yet know about the relationship between passion and work attitudes and performance is offered, followed by recommendations for managers who wish to harness performance and attitudinal benefits stemming from work passion.
Conference papers on the topic "Performance pay jobs"
1
Silva, Fabricio Alves Barbosa da, and Isaac D. Scherson. "Concurrent Gang: Towards a Flexible and Scalable Gang Scheduler." In International Symposium on Computer Architecture and High Performance Computing. Sociedade Brasileira de Computação, 1999. http://dx.doi.org/10.5753/sbac-pad.1999.19796.
Full textAbstract:
Gang scheduling has been widely used as a practical solution to the dynamic parallel job scheduling problem. Parallel tasks of a job are scheduled for simultaneous execution on a partition of a parallel computer. Gang Scheduling has many advantages, such as responsiveness, efficient sharing of resources and ease of programming. However, there are two major problems associated with gang scheduling: scalability and the decision of what to do when a task blocks. In this paper we propose a class of scheduling policies, dubbed Concurrent Gang, that is a generalization of gang-scheduling, and allows for the flexible simultaneous scheduling of multiple parallel jobs with different characteristics. Besides that, scalability in Concurrent Gang is achieved through the use of a global clock that coordinates the gang scheduler among different processors.
2
Mendes, Marco Aurélio de Souza, and Virgílio Augusto Fernandes Almeida. "Implementação de um Escalonador de Tarefas Distribuído para Redes de Estações de Trabalho." In International Symposium on Computer Architecture and High Performance Computing. Sociedade Brasileira de Computação, 1996. http://dx.doi.org/10.5753/sbac-pad.1996.19826.
Full textAbstract:
Redes de estações de trabalho são um ambiente adequado para processamento paralelo. O recente desenvolvimento tecnológico aliado ao crescimento do poder de processamento das estações de trabalho toma estas máquinas adequadas a uma ampla gama de usuários e aplicações, executando desde programas paralelos computacionalmente intensivos até tarefas interativas como edição de texto. Entretanto, problemas como ociosidade, má distribuição de carga e interferência entre classes de carga de trabalho distintas levam a problemas de desempenho das tarefas submetidas à estas máquinas. Baseado nestes problemas, este trabalho propõe um escalonador de tarefas para redes de estações de trabalho com os seguintes propósitos: reduzir a ociosidade em uma rede de estações através da redistribuição de carga dos nodos mais carregados para os nodos menos carregados, minimizar a interferência entre as diversas classes de carga de trabalho (jobs interativos, jobs batch e jobs paralelos) e utilizar a heterogeneidade normalmente presente numa rede de estações. Decorre deste trabalho que o escalonador proposto e implementado apresenta um bom desempenho para escalonamento de tarefas em redes de estações de trabalho. Ganhos sobre o PVM são obtidos, ao mesmo tempo que a interferência entre classes de carga de trabalho é minimizada.
3
Han, Xinliang. "Research on the Relationship Among Pay Equity, Employee Engagement and Job Performance." In Proceedings of the 2nd Symposium on Health and Education 2019 (SOHE 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/sohe-19.2019.75.
Full text
4
Lanying, Du, and Zhao Fenfen. "A Study of the Relationship between Pay Satisfaction and Job Performance for Employees." In 2010 International Conference on E-Business and E-Government (ICEE). IEEE, 2010. http://dx.doi.org/10.1109/icee.2010.232.
Full text
5
Almeida, Virgílio Augusto Fernandes, José Nagib Cotrim Árabe, Adriana de Andrade Oliveira, and Marco Aurélio de Souza Mendes. "Um Esquema de Escalonamento em Dois Níveis para Jobs Paralelos em uma Rede de Estações de Trabalho." In Simpósio de Arquitetura de Computadores e Processamento de Alto Desempenho. Sociedade Brasileira de Computação, 1995. http://dx.doi.org/10.5753/sbac-pad.1995.19873.
Full textAbstract:
Redes de estações de trabalho são um ambiente adequado para processamento paralelo. Ambientes de computação distribuída como o PVM provêm integração entre máquinas heterogêneas a fim de suportar a execução de vários jobs paralelos. Embora estes sistemas permitam que programas paralelos executem num conjunto de estações de trabalho, eles não tratam questões relativas ao gerenciamento e coordenação da distribuição do trabalho pela rede. Este trabalho trata o problema do escalonamento de jobs paralelos numa rede heterogênea de estações de trabalho. Heterogênea significa nesse contexto uma gama de arquiteturas de processadores e um amplo conjunto de jobs paralelos, com graus de paralelismo diferentes e mutáveis, co-existindo com jobs seqüenciais. O artigo consiste de duas partes. A primeira apresenta o projeto e a implementação de um escalonador distribuído para jobs paralelos, cujos objetivos são manter uma carga de trabalho balanceada e reduzir o tempo médio de execução dos jobs. A segunda parte analisa o impacto de jobs paralelos globais na performance de jobs interativos locais e propõe mecanismos para minimizar este impacto.
6
Cerin, Christophe, Nicolas Greneche, and Tarek Menouer. "Towards Pervasive Containerization of HPC Job Schedulers." In 2020 IEEE 32nd International Symposium on Computer Architecture and High Performance Computing (SBAC-PAD). IEEE, 2020. http://dx.doi.org/10.1109/sbac-pad49847.2020.00046.
Full text
7
Sun, Lijun, Zhefei Mao, and Jie Zhou. "The Effect of Employees’ Marital Satisfaction on Job Performance: Based on the Perspective of Conservation of Resource Theory." In 10th International Conference on Foundations of Computer Science & Technology (FCST 2022). Academy and Industry Research Collaboration Center (AIRCC), 2022. http://dx.doi.org/10.5121/csit.2022.120803.
Full textAbstract:
The study linking the marriage with work explores the mechanism of action of employees’ marital satisfaction and job performance through establishing a moderated mediating effect model. The results of the correlation and regression analyses conducted by collecting questionnaires from 290 employees indicated that: (1) Emotional exhaustion and work engagement play a chain mediating role in the positive relationship between marital satisfaction and job performance. (2) Work meaningfulness and work engagement play a chain mediating role in the positive relationship between marital satisfaction and job performance. (3) The need to support a family moderates the relationship between marital satisfaction and work meaningfulness, as well as the mediating effect of work meaningfulness and work engagement on the relationship between marital satisfaction and job performance. (4) The need to support a family moderates the relationship between marital satisfaction and emotional exhaustion, as well as the mediating effect between emotional exhaustion and work engagement on marital satisfaction and job performance. (5) Self-efficacy moderates the relationship between marital satisfaction and work meaningfulness, as well as the mediating effect between work meaningfulness and work engagement on marital satisfaction and job performance. This study provides a new perspective of family as resources for improving employees’ job performance in management.
8
Kornaros, Georgios, and Marcello Coppola. "Enabling Efficient Job Dispatching in Accelerator-Extended Heterogeneous Systems with Unified Address Space." In 2018 30th International Symposium on Computer Architecture and High Performance Computing (SBAC-PAD). IEEE, 2018. http://dx.doi.org/10.1109/cahpc.2018.8645945.
Full text
9
Goponenko, Alexander V., Kenneth Lamar, Christina Peterson, Benjamin A. Allan, Jim M. Brandt, and Damian Dechev. "Metrics for Packing Efficiency and Fairness of HPC Cluster Batch Job Scheduling." In 2022 IEEE 34th International Symposium on Computer Architecture and High Performance Computing (SBAC-PAD). IEEE, 2022. http://dx.doi.org/10.1109/sbac-pad55451.2022.00035.
Full text
10
Harris, Joel, and Dara Childs. "Static Performance Characteristics and Rotordynamic Coefficients for a Four-Pad Ball-in-Socket Tilting Pad Journal Bearing." In ASME Turbo Expo 2008: Power for Land, Sea, and Air. ASMEDC, 2008. http://dx.doi.org/10.1115/gt2008-50063.
Full textAbstract:
Static performance characteristics and rotordynamic coefficients were experimentally determined for a four-pad, spherical-seat, tilting-pad journal bearing in load-between-pad configuration. Measured static characteristics include journal static equilibrium position, estimated power loss, and trailing-edge pad temperatures. Rotordynamic coefficients were determined from curve fits of measured complex dynamic-stiffness coefficients as a functions of the excitation frequency. A frequency-independent [M]-[C]-[K] model did a good job of fitting the measurements. Test conditions included speeds from 4 to 12 krpm and unit loads from 0 to 1896 kPa (0 to 275 psi). The bearing uses cool inlet oil to decrease the pad operating temperatures and increase the bearing’s load and speed capacity. The bearing has a nominal diameter of 101.78 mm (4.0070 in). Measurements indicated significant bearing crush with a radial bearing clearance of 99.63 μm (3.92 mils) in the axis 45° counterclockwise from the loaded axis and 54.60 μm (2.15 mils) in the axis 45° clockwise from the loaded axis. The pad length is 101.60 mm (4.00 in), giving L/D = 1.00. The pad arc angle is 73°, and the pivot offset ratio is 65%. Testing was performed using a test rig described by Kaul [1], and rotordynamic coefficients were extracted using a procedure adapted from Childs and Hale [2]. A bulk-flow Navier-Stokes model was used for predictions, using adiabatic conditions for the fluid in the bearings. However, the model assumes constant nominal clearances at all pads, and an average clearance was used based on measured clearances. Measured static eccentricities and attitude angles were significantly lower than predicted. Attitude angles varied from 6° to 39° and decreased with load. Power loss was well-predicted, with a maximum value of 25 kW (34 hp). The maximum detected pad temperature was 71°C (160°C) while the temperature rise from inlet to exit was over-predicted by 8°C (14°F). Direct stiffness and damping coefficients were significantly over-predicted, but the addition of a simple pivot-stiffness in series with the measured stiffness and damping values vastly improved the agreement between theory and experiment. Direct added masses were negative to a higher degree for Myy (y load direction) at low speeds and increased with speed. With the exception of Myy at zero load, they became positive before reaching 8,000 rpm. Although significant cross-coupled stiffness terms were present, they always had the same sign, producing a whirl frequency ratio of zero and netting unconditional stability over all test conditions.
Reports on the topic "Performance pay jobs"
1
Tang, Rongsheng, Yang Tang, and Ping Wang. Within-Job Wage Inequality: Performance Pay and Job Relatedness. Cambridge, MA: National Bureau of Economic Research, June 2020. http://dx.doi.org/10.3386/w27390.
Full text
2
Lazonick, William, Philip Moss, and Joshua Weitz. Equality Denied: Tech and African Americans. Institute for New Economic Thinking, February 2022. http://dx.doi.org/10.36687/inetwp177.
Full textAbstract:
Thus far in reporting the findings of our project “Fifty Years After: Black Employment in the United States Under the Equal Employment Opportunity Commission,” our analysis of what has happened to African American employment over the past half century has documented the importance of manufacturing employment to the upward socioeconomic mobility of Blacks in the 1960s and 1970s and the devastating impact of rationalization—the permanent elimination of blue-collar employment—on their socioeconomic mobility in the 1980s and beyond. The upward mobility of Blacks in the earlier decades was based on the Old Economy business model (OEBM) with its characteristic “career-with-one-company” (CWOC) employment relations. At its launching in 1965, the policy approach of the Equal Employment Opportunity Commission assumed the existence of CWOC, providing corporate employees, Blacks included, with a potential path for upward socioeconomic mobility over the course of their working lives by gaining access to productive opportunities and higher pay through stable employment within companies. It was through these internal employment structures that Blacks could potentially overcome barriers to the long legacy of job and pay discrimination. In the 1960s and 1970s, the generally growing availability of unionized semiskilled jobs gave working people, including Blacks, the large measure of employment stability as well as rising wages and benefits characteristic of the lower levels of the middle class. The next stage in this process of upward socioeconomic mobility should have been—and in a nation as prosperous as the United States could have been—the entry of the offspring of the new Black blue-collar middle class into white-collar occupations requiring higher educations. Despite progress in the attainment of college degrees, however, Blacks have had very limited access to the best employment opportunities as professional, technical, and administrative personnel at U.S. technology companies. Since the 1980s, the barriers to African American upward socioeconomic mobility have occurred within the context of the marketization (the end of CWOC) and globalization (accessibility to transnational labor supplies) of high-tech employment relations in the United States. These new employment relations, which stress interfirm labor mobility instead of intrafirm employment structures in the building of careers, are characteristic of the rise of the New Economy business model (NEBM), as scrutinized in William Lazonick’s 2009 book, Sustainable Prosperity in the New Economy? Business Organization and High-Tech Employment in the United States (Upjohn Institute). In this paper, we analyze the exclusion of Blacks from STEM (science, technology, engineering, math) occupations, using EEO-1 employment data made public, voluntarily and exceptionally, for various years between 2014 and 2020 by major tech companies, including Alphabet (Google), Amazon, Apple, Cisco, Facebook (now Meta), Hewlett Packard Enterprise, HP Inc., Intel, Microsoft, PayPal, Salesforce, and Uber. These data document the vast over-representation of Asian Americans and vast under-representation of African Americans at these tech companies in recent years. The data also shine a light on the racial, ethnic, and gender composition of large masses of lower-paid labor in the United States at leading U.S. tech companies, including tens of thousands of sales workers at Apple and hundreds of thousands of laborers & helpers at Amazon. In the cases of Hewlett-Packard, IBM, and Intel, we have access to EEO-1 data from earlier decades that permit in-depth accounts of the employment transitions that characterized the demise of OEBM and the rise of NEBM. Given our findings from the EEO-1 data analysis, our paper then seeks to explain the enormous presence of Asian Americans and the glaring absence of African Americans in well-paid employment under NEBM. A cogent answer to this question requires an understanding of the institutional conditions that have determined the availability of qualified Asians and Blacks to fill these employment opportunities as well as the access of qualified people by race, ethnicity, and gender to the employment opportunities that are available. Our analysis of the racial/ethnic determinants of STEM employment focuses on a) stark differences among racial and ethnic groups in educational attainment and performance relevant to accessing STEM occupations, b) the decline in the implementation of affirmative-action legislation from the early 1980s, c) changes in U.S. immigration policy that favored the entry of well-educated Asians, especially with the passage of the Immigration Act of 1990, and d) consequent social barriers that qualified Blacks have faced relative to Asians and whites in accessing tech employment as a result of a combination of statistical discrimination against African Americans and their exclusion from effective social networks.
3
2016 Small Business Credit Survey: Report on Microbusinesses. Federal Reserve Bank of Cleveland, November 2017. http://dx.doi.org/10.55350/sbcs-20171129.
Full textAbstract:
This report is one in a series based on the findings of the 2016 Small Business Credit Survey (SBCS), a national collaboration of the Community Development Offices of the 12 Federal Reserve Banks. As a supplement to the Report on Employer Firms released in April 2017, this Report on Microbusinesses details findings on the financing experiences and outcomes of the smallest firms in the United States, including the self-employed. Microbusinesses account for about 9 in 10 firms and about 34.9 million jobs in the United States. These firms, therefore, play a vital role in the nation's economy. Furthermore, microbusinesses provide important economic opportunities for both women and minority business owners. Still, relatively little is known about the performance and financing needs of these small businesses. The SBCS gathers timely insight to help address gaps in researchers' and policymakers' understanding of the experiences of this important segment of businesses. This report compares the survey findings for three groups of small firms represented in the SBCS sample: 1.) Non-employers – firms with no employees other than the business owner(s); 2.) Small employers – firms with one to four employees; 3.) Larger employers – firms with 5 to 499 employees; 4.) For purposes of this report, non-employers and small employers are collectively referred to as microbusinesses.