To see the other types of publications on this topic, follow the link: Salary equality.
Journal articles on the topic 'Salary equality'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Salary equality.'
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.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Baldridge, David C., and Richard C. Dirmyer. ""Disability and Salary Equality: The Influence of Education, Gender and Race"." Academy of Management Proceedings 2015, no. 1 (January 2015): 13717. http://dx.doi.org/10.5465/ambpp.2015.13717abstract.
Full text
2
Tomer, Gitit, Stavra Xanthakos, Sandra Kim, Meenakshi Rao, Linda Book, Heather J. Litman, and Laurie N. Fishman. "Perceptions of Gender Equality in Work–Life Balance, Salary, Promotion, and Harassment." Journal of Pediatric Gastroenterology and Nutrition 60, no. 4 (April 2015): 481–85. http://dx.doi.org/10.1097/mpg.0000000000000637.
Full text
3
Durso, Pamela R. "A word about …: Claiming our equality: Equal pay for women ministers." Review & Expositor 114, no. 3 (August 2017): 333–35. http://dx.doi.org/10.1177/0034637317721703.
Full textAbstract:
The current reality for women ministers is that they are paid significantly less than their male counterparts. Women of color in ministry encounter an even more bleak outlook with regard to salaries and benefits. Working for equality requires something of us all. Women ministers need to advocate for themselves by participating in the process of negotiating and asking for fair and equitable salary packages. Women must also advocate for one another and stand with their sisters in this work toward pay equality. But for true change to happen, male ministers will need to take the lead. Equality in the church requires us to change the way we have always related to one another as women and men and to work together to make that equality a reality.
4
Kumar, Vijay. "The chaukidari force: Watchmen, police and Dalits from the 1860s to the 1920s in United Provinces." Studies in People's History 7, no. 1 (March 24, 2020): 65–78. http://dx.doi.org/10.1177/2348448920908245.
Full textAbstract:
Recruitment in the chaukidari forces under colonial police administration was an alternative to the colonial army for Dalits to get socio-political status, consciousness, ‘economic freedom’ (cash salary, rewards, lands and concessions), education and ‘civic equality’. Therefore, the chaukidari in the colonial police administration was a positive source of support for a section of Dalits, despite the limitation of numbers.
5
Ehrlich, Justin, Shane Sanders, and Christopher J. Boudreaux. "The relative wages of offense and defense in the NBA: a setting for win-maximization arbitrage?" Journal of Quantitative Analysis in Sports 15, no. 3 (August 27, 2019): 213–24. http://dx.doi.org/10.1515/jqas-2018-0095.
Full textAbstract:
Abstract In basketball, a point scored on offense carries a nearly identical on-court (win) value as a point denied on defense (e.g. within the Pythagorean expected wins model). Both outcomes bear the same score margin implication. As such, a win-maximizing team is expected to value the two outcomes equally. We ask whether the salaries of NBA players reveal such an equality among NBA teams. If not, a win-maximizing team would enjoy a disequilibrium arbitrage opportunity, whereby the team could improve, in expectation, even while reducing roster payroll. We considered the 322 National Basketball Association (NBA) players during the 2016–2017 season who were on a full-season contract for which the salary was not stipulated under the NBA Collective Bargaining Agreement. We estimated the implied marginal wage of an additional point created on offense (denied on defense) per 100 possessions. Namely, we constructed a set of fixed effects, ordinary least squares regression models that specify a player’s pre-assigned 2016–2017 player salary as a function of primary team fixed effects, offensive adjusted plus minus, defensive adjusted plus minus, position-of-play, and control variables such as age. We conclude that a win-maximizing NBA team currently faces a substantial arbitrage opportunity. Namely, one unit of offense carries the same estimated implicit salary as approximately two and a half to four units of defense. We also find moderate between-team variation in adjusted plus minus return on payroll allocations.
6
Walmsley, P. Y., and M. Ohtsu. "Teacher’s Salary Differentials and the Quality of Educational Services : Recent Developments in Saskatchewan." Relations industrielles 30, no. 4 (April 12, 2005): 585–611. http://dx.doi.org/10.7202/028653ar.
Full textAbstract:
This paper examines the relationship between teacher wage determination and the distribution of teacher skill-mix, based on recent Saskatchewan data. The authors argue that while centralized bargaining produces more uniform wage scale throughout the Province, it does not necessarily lead to the uniform distribution of teacher skill-mix among municipalities which is one of the most important conditions for the achievement of equality in the provision of educational services ; rather, it is the ability to pay of the individual school boards which has crucial bearings upon the composition of teacher skill-mix.
7
Schweitzer, Linda, Eddy Ng, Sean Lyons, and Lisa Kuron. "Exploring the Career Pipeline: Gender Differences in Pre-Career Expectations." Articles 66, no. 3 (October 26, 2011): 422–44. http://dx.doi.org/10.7202/1006346ar.
Full textAbstract:
The pipeline theory suggests that increasing the number of women in male-dominated fields should lead to more equality in the labour market. This perspective does not account for differences in the expectations of men and women within the pipeline, which may serve to perpetuate inequities. This study explores the differences in the choice of academic preparation, career expectations, and career priorities of 23,413 pre-career men and women using a large sample of Canadian post-secondary students who are about to embark on their first careers. Our results indicate that, although women are increasingly entering male-dominated fields such as science/engineering and business, they continue to have lower salary expectations and expect a longer time to promotion than their male counterparts. That said, young women in male-dominated fields reported higher salary expectations than those in female-dominated fields. Additionally, young women indicated a preference for beta career priorities (e.g., work/life balance) that are associated with lower salaries, while men indicate a preference for alpha career priorities (e.g., build a sound financial base) that are associated with higher salaries. Our study also found that although women are entering the pipeline for male-dominated fields in greater numbers, it does not necessarily result in more equality for women in the labour market. We conclude that the inequities in the labour market are evident within the pre-career pipeline in the form of gendered expectations. We recommend a number of interventions that might address the expectation gap and therefore improve gender equity in the labour market.
8
Díaz-Iglesias, Susana, Alicia Blanco-González, and Carmen Orden-Cruz. "The progress of Corporate Social Responsibility from a Gender perspective through the Change Management." Harvard Deusto Business Research 10, no. 1 (May 29, 2021): 93–108. http://dx.doi.org/10.48132/hdbr.337.
Full textAbstract:
In recent years, one of the main priorities of companies has been to adapt their business activity and commercial strategy to be aligned with the 17 Sustainable Development Goals (SDGs) established by the United Nations, in its “2030 Agenda”. To overcome this challenge, companies develop and implement Corporate Social Responsibility (CSR) strategies. One of the objectives that have generated the most interest is Goal 5 dedicated to promoting gender equality. This study analyzes the gender equality evolution in companies as part of CSR through Change Management (CM). To do this, a longitudinal study was carried in the last ten years with an analysis of the content of various reports from four of the most important banks in Spain. The results corroborate the growing interest of the largest Spanish financial institutions in gender equality. Being women's access to employment, salary gap information, and the presence of women on the board of directors a priority. Likewise, the CM appears as a lever for the achievement of the SDGs by the entities, gaining relevance in recent years, and being linked to the strategic approach and business objectives for the development of CSR.
9
Begeny, C. T., M. K. Ryan, C. A. Moss-Racusin, and G. Ravetz. "In some professions, women have become well represented, yet gender bias persists—Perpetuated by those who think it is not happening." Science Advances 6, no. 26 (June 2020): eaba7814. http://dx.doi.org/10.1126/sciadv.aba7814.
Full textAbstract:
In efforts to promote equality and combat gender bias, traditionally male-occupied professions are investing resources into hiring more women. Looking forward, if women do become well represented in a profession, does this mean equality has been achieved? Are issues of bias resolved? Two studies including a randomized double-blind experiment demonstrate that biases persist even when women become well represented (evinced in veterinary medicine). Evidence included managers evaluating an employee randomly assigned a male (versus female) name as more competent and advising a $3475.00 higher salary, equating to an 8% pay gap. Importantly, those who thought bias was not happening in their field were the key drivers of it—a “high risk” group (including men and women) that, as shown, can be readily identified/assessed. Thus, as other professions make gains in women’s representation, it is vital to recognize that discrimination can persist—perpetuated by those who think it is not happening.
10
Spang, Lothar, and William P. Kane. "Who Speaks for Academic Librarians? Status and Satisfaction Comparisons between Unaffiliated and Unionized Librarians on Scholarship and Governance Issues." College & Research Libraries 58, no. 5 (September 1, 1997): 446–62. http://dx.doi.org/10.5860/crl.58.5.446.
Full textAbstract:
Scholarship and governance have emerged as the two most problematic aspects of faculty status for academic librarians. A comparative survey of 201 librarians, 126 unaffiliated and 75 unionized, revealed wide disparities, according to librarian status/title designations, in the opportunities afforded librarians to meet these requirements. The 34-item questionnaire focused on librarians’ status/title characteristics, representation means, and institutional support for professional development, sabbaticals/leaves, travel, tuition, and participatory management. Salary information, as a measure of librarian equality to teaching faculty, also was solicited. The survey results confirm that the absence of uniform representation on these status issues has profound implications for the future of the faculty status model as a standard for academic librarianship.
11
Recascino Wise, Lois. "Dimensions of Public Sector Pay Policies in the United States and Sweden." Review of Public Personnel Administration 8, no. 3 (June 1988): 61–83. http://dx.doi.org/10.1177/0734371x8800800305.
Full textAbstract:
Three dimensions for analyzing public sector pay administration are used to examine central government pay administration in Sweden and the United States of America. On the first dimension, market posture, both countries are found to fall short of their espoused policy, comparability. Greater consistency is found on the second dimension, social orientation, where both countries have pursued the goal of social equality. The equilization of salary levels across society is far greater in Sweden in keeping with the socialist objectives of wage solidarity. The third dimension, reward structure, shows the greatest distance between the two countries with the struggle to implement performance-contingent pay underway in the U.S. while Swedes continue to rely on longevity for pay increases.
12
Barnett, Anne Cherry. "The new wave of equality legislation: States move to create pay parity by banning inquiries into candidate's prior salary history." Employment Relations Today 44, no. 4 (April 25, 2018): 21–26. http://dx.doi.org/10.1002/ert.21644.
Full text
13
Moraru, Gratiela-Florentina. "Sobre las proyecciones convencionales de la igualdad en la clasificación y promoción profesionales: luces y sombras = On the conventional repercussion of equality in job classification and professional promotion: pros and cons." FEMERIS: Revista Multidisciplinar de Estudios de Género 4, no. 2 (May 20, 2019): 154. http://dx.doi.org/10.20318/femeris.2019.4769.
Full textAbstract:
Resumen. La promulgación de la Ley 3/2007, de 22 de marzo, para la igualdad efectiva de mujeres y hombres, ha sido consecuencia de la acción pública de la sociedad democrática en favor de la igualdad de la mujer. Sin lugar a duda, este reconocimiento normativo de la igualdad constituye un paso importante, pero no suficiente. Un relevante instrumento para completar el anterior reconocimiento sería la negociación colectiva. La negociación colectiva representa una autentica oportunidad para dotar de real contenido la igualdad efectiva entre hombres y mujeres. El principal propósito de la negociación colectiva sería la fijación de pautas justas en la delimitación de la clasificación profesional por ser esta un engranaje de diferenciación profesional y salarial. Los convenios colectivos han de precisar los criterios en los que han de sustentarse los diferentes grupos y categorías profesionales en una empresa.Palabras clave: mujer, ley, discriminación, convenio colectivo, promoción profesional.Abstract. The promulgation of Law 3/2007, of March 22, for the effective equality of women and men, has been a consequence of the public action of the democratic society in favor of the equality of women. Undoubtedly, this normative recognition of equality is an important step, but is not enough. An important instrument to complete the previous recognition would be the collective bargaining. Collective bargaining represents a real opportunity to provide effective content for effective equality between men and women. The main purpose of collective bargaining would be to establish fair rules in the delimitation of the professional classification as this is a mechanism of professional and salary differentiation. Collective agreements must specify the criteria on which the different groups and professional categories in a company must be based.Keywords: woman, law, discrimination, collective agreement, professional promotion.
14
Kabaikina, O. V. "Gender discrimination in employment in Moscow." Moscow State University Bulletin. Series 18. Sociology and Political Science 26, no. 3 (December 16, 2020): 200–213. http://dx.doi.org/10.24290/1029-3736-2020-26-3-200-213.
Full textAbstract:
The article presents gender inequality in the sphere of work in Moscow city. The purpose of this work is to determine the acuteness of discrimination men and women in matters of employment, and to understand how the gender aspect is relevant in the Moscow labor market. People from other regions come to the capital to get a job, and therefore the city of Moscow is the center of employment of Russian citizens from all over the country. It is important to monitor how equal are the opportunities for men and women in the capital to find the desired job, what difficulties candidates face in finding and choosing a job with. I provide a legislative framework designed to ensure the equality of all citizens before the law, and show how the principle of equality is implemented in practice. For this I present the results of the author’s survey of HR experts-managers who specialize in studying the labor market and the processes taking place on it, as well as research conducted by the Headhunter, Superjob job sites, the Hays recruitment agency. As a result, it has been determined that in the labor market both men and women experience discrimination, and this is connected with the opinion of the candidates, they define, where can more realize themselves, and what salary should be for them. At the same time, gender inequality loses its sharpness against the background of other problems, and experts predict a growing decrease in the difference between the positions of men and women in the labor market.
15
Kumthekar, Priya, Priscilla Brastianos, Erin Dunbar, Katherine Peters, and Alyx Porter. "INNV-19. SURVEYING BIAS IN NEURO-ONCOLOGY AND SOCIETY FOR NEURO ONCOLOGY (SNO) MEMBERS: GENDER AND BEYOND." Neuro-Oncology 21, Supplement_6 (November 2019): vi134. http://dx.doi.org/10.1093/neuonc/noz175.562.
Full textAbstract:
Abstract BACKGROUND The face of neuro-oncology providers has evolved over the century. We sought to evaluate if its culture has evolved concurrently. Women in NeuroOncology (“WiN.”) is a SNO subcomittee that identifies the needs of women in neuro-oncology and promotes advancement of the careers of women in neuro-oncology. We created this survey to examine bias within our field with the goal to implement future change. METHODS Following IRB approval, we surveyed both male and female SNO members and analyzed de-identified responses. RESULTS Of the 206 respondents, 25% identified as male, 84.9% were in academics, 73.7% were primarily research focused (69% clinical), and 59% were medical neuro-oncology focused. The majority of respondents were 36–45 years old (47%), followed by 46–55 (32%), and 21% aged 56+. 69.8% self-identified as white, followed by 22% Asian, 7.8% Latin, and 2.9% Black. The majority reported general professional bias at least “not infrequently”, with 11.7% reporting it “very commonly.” 59.9% reported “not being invited to participate and or being considered for an opportunity”, followed by 46.1% “being minimized, teased or disrespected”, 44.3% “being passed over for professional opportunities”, and 41.9% salary disparity. Furthermore, of those reporting general professional bias, 42.9% reported a lack of effective mentorship and 94% reported some frequency of burnout, with 34% “commonly, very commonly”, followed by 28.3% “not infrequently.” Notably, although only 25% of responders were men, 82.4% of total respondents reported some frequency of gender bias in the workplace, with “not infrequently” being the most commonly reported (48%). CONCLUSIONS In this survey, we identified SNO members who have experienced bias. Based on quantitative and qualitative responses, many reported bias manifesting as missing academic opportunities, salary disparity, burnout, and lack of mentorship. As we cultivate the next generation, we will use these results to engage those in leadership to promote unbiased equality.
16
Kaličanin, Tijana, Sandra Kamenkovic, and Ivana Simeunović. "Comparative Analysis of Insurance Pemiums in Serbia and Bosnia and Herzegovina - Multiple Linear Regression Analysis Model." Economic Analysis 52, no. 1 (June 24, 2019): 23–35. http://dx.doi.org/10.28934/ea.19.52.12.pp23-35.
Full textAbstract:
In the last few years, the global insurance market has shown a trend of concentration growth, which was conditioned by the processes of mergers and acquisitions in insurance. The aim of this paper is to make a comparative analysis of insurance premiums in Serbia and Bosnia and Herzegovina. Dynamic analysis of market concentration indicators calculated on the basis of absolute amounts of premiums indicates that the insurance market in Bosnia and Herzegovina is characterized by low concentrated supply, i.e. there is greater equality of market share in relation to high inequality and high concentration among market participants in the insurance sector of the Republic of Serbia. Having applied the multi-linear regression model in order to analyze the impact of selected macroeconomic indicators on the amount of insurance premiums in the period 2000-2017, it can be concluded that the greatest impact on the amount of the premium in Bosnia and Herzegovina had Gross Domestic Income and Wage and Salaries Workers. In the Republic of Serbia, the greatest influence on the amount of premium in the observed period had the Average Net Salary, Households and Final Consumption Expenditure and Gross Domestic Income.
17
QUINTAS, FELIPE MARUF, and MARCUS IANONI. "The Rehn-Meidner Plan and the Swedish development model in the Golden Years." Brazilian Journal of Political Economy 41, no. 1 (March 2021): 3–22. http://dx.doi.org/10.1590/0101-31572021-3062.
Full textAbstract:
ABSTRACT In general, the literature on the developmental state studies Asia and Latin America, not Scandinavia. This article examines the developmental character of the state in Sweden, distinguishing it as a specific case, because its institutions and policies combine the simultaneous promotion of industrialization and social equity. The paper analyzes the Swedish model of development, centered in Rehn-Meidner Plan (R-M), a political strategy of the national development headed by the Swedish Social Democratic Party (SAP). It is argued that in Sweden industrialization and the construction of the welfare state were two sides of the same coin. The R-M Plan played a key role in consolidating the Swedish model between 1945 and 1975. It combined and articulated economic development, centered on industrialization, reduction of social inequalities, and fiscal and monetary stability. It increased productive complexity and equality, unified economic policy and social policy, planned industrialization and income redistribution. It was structured through a broad power pact among workers, industry, farmers, political representatives elected by SAP and public bureaucracy. It was institutionalized, above all, by the democratic corporatist arrangement of centralized salary negotiations.
18
Icelli, I. "Elderly Abuse in Turkey." European Psychiatry 24, S1 (January 2009): 1. http://dx.doi.org/10.1016/s0924-9338(09)70431-6.
Full textAbstract:
In Turkey, in the families who moved from rural settlements into city, the young peoples go to work and the grand parents take care of the little children at home. When the grand parents become old, there will be no one who can take care of them. This situation shows two solutions: to move back to their native environment or to be settled in a nursing home. If they have no where to go, these nursing homes are their only chance.The private nursing and caring homes, from the point of quality, are not in the same equality. The low-quality institutions are more familiar to the abuse. The residents of these institutions expect kindness, affection and warmth, but they never receive these expectations.A new kind of elderly abuse in Turkey is the Automatic Transfer Machines thefts. On the paydays the thief comes next to the machine, offers help to the elderly who came to take his retirement salary from the machine; the thief takes the ATM card, put in the hole, ask the password, enter it and take the money and run with a high speed. The poor old person looks after.There are no criminal codes yet which cover the elderly abuse in Turkey. Those kinds of incidents are taken as ordinary police incidents. The administration is now in preparation of a new program and a new regulation.
19
Holland, Kenneth M. "Judicial Activism and Judicial Independence: Implications of the Charter of Rights and Freedoms for the Reference Procedure and Judicial Service on Commissions of Inquiry." Canadian journal of law and society 5 (1990): 95–110. http://dx.doi.org/10.1017/s0829320100001733.
Full textAbstract:
Over the past five years the Supreme Court of Canada has addressed on three occasions the implications of the 1982Charter of Rights and Freedomsfor the principle of judicial independence. The justices agree that the Court's new role as guardian of constitutionally entrenched civil rights and liberties demands an expansion in its immunity from legislative and executive influence. The hoary principle of judicial independence can no longer be confined to such individual elements as security of salary and tenure but must encompass an institutional element, “reflected in [a court's] institutional or administrative relationships to the executive and legislative branches of government.” The “modern understanding of judicial independence,” according to Chief Justice Brian Dickson, recognizes that the Canadian judiciary is no longer confined to the resolution of disputes in individual cases but plays the role of “protector of theConstitutionand the fundamental values embodied in it—rule of law, fundamental justice, equality, preservation of the democratic process, to name perhaps the most important.” It is not enough, therefore, to ensure the impartiality of judges in individual cases. Courts must “be completely separate in ‘authority and function’ from all other branches of government.” Accordingly, the Court ruled in a 1989 case that a royal commission of inquiry cannot compel judges involved in a matter being investigated to testify as to the reasons for their judicial decision.
20
Wardiono, Kelik, and Wafda Vivid Izziyana. "Pekerja Imigran Perempuan dalam Perspektif Islam." Istawa: Jurnal Pendidikan Islam 3, no. 2 (January 17, 2019): 1. http://dx.doi.org/10.24269/ijpi.v3i2.1499.
Full textAbstract:
Islamic law gives a high appreciation for the human equality. It happens because all humans come from one source, Allah S.W.T. Respecting of human rights is regulated in fiqih, holy Qur’an, and hadist. From the Islamic law perspective, the differentiate of human level is on their devotion. Working as a migrant worker is allowed in Islamic Law. State gives regulation for the Indonesian migrant in a constitution No 18, 2017 year. The constitution is provide to give all society to have work both of domestic and overseas with a certain period, of course they get salary. Working is a citizen’s right. The purpose of migrant is to get bigger result. Other factor which triggers the Indonesian citizen of Indonesia to change the fate is the difficulty of getting work. There are many kinds of work in this country. Various job opportunities that exist in this country but most of them have been occupied by Indonesian society. Consequently, it is being minimum opportunity for the next generation. Indonesian mindset of working abroad to be a migrant worker is a necessity. The real fact is when women work, and then they have to perform two roles, as a wife or a mother as well as a worker. This article will discuss about the female position as a migrant viewed from the religion point of view, especially in term of Islamic law related to Indonesian female migrant workers.
21
Bilge, Hurriyet, Nicoleta Barbuta-Misu, Deniz Zungun, Florina Oana Virlanuta, and Huseyin Guven. "Organizational Democracy in the Private Sector: A Field Research." Sustainability 12, no. 8 (April 23, 2020): 3446. http://dx.doi.org/10.3390/su12083446.
Full textAbstract:
The process of organizational democracy involves a process of associating employees’ participation and satisfaction in business processes, increased innovation, increased stakeholder engagement and ultimately increased organizational performance. Organizations and the people that form the organization adapt democracy to achieve social and economic goals by making use of the blessings of democracy. In this way, they aim to reach their goals and to include all members of the organization in the process while achieving these goals, and to sustain the stability. The main purpose of this study is to analyze the democracy perceptions of blue and white collar employees in the private sector through organizational democracy scales, by using various variables and to contribute to the existing literature. The sample of the study constitutes 209 people, white and blue collar employees at various levels in medium and large scale enterprises in the Manisa Organized Industrial Zone in Turkey. As a result of the study, it is seen that married employees and employees who think that their expertise in the job is good have the power to criticize their businesses and exhibit participation. In addition, it has been concluded that employees that are high school graduates see management fairer in terms of salary than other graduates. Another finding in the study is about the size of the pre-work life centers of the workplace. Perceptions and attitudes of the people living in metropolitan and provincial center metros before work observed that more equality was observed in the workplaces than those living in the district centers.
22
Bosakova, Lucia, Andrea Madarasova Geckova, Jitse P. van Dijk, and Sijmen A. Reijneveld. "Appropriate Employment for Segregated Roma: Mechanisms in a Public–Private Partnership Project." International Journal of Environmental Research and Public Health 17, no. 10 (May 20, 2020): 3588. http://dx.doi.org/10.3390/ijerph17103588.
Full textAbstract:
Our earlier article showed that increased employability of segregated Roma may improve their well-being and health. To achieve that, appropriate employment based on a public–private partnership could be the key. For optimal design of such a partnership, we need insight into its potential mechanisms. Evidence on this is lacking, however. This paper builds on the previously published article by focusing on mechanisms for achieving better health. Therefore, our aim was to identify the potential mechanisms by which a public–private Roma employment project could increase employability. We investigated a Roma employment project called Equality of Opportunity established by a private company, U.S. Steel Kosice in eastern Slovakia. We conducted a multi-perspective qualitative study to obtain key stakeholders’ perspectives on the potential mechanisms of a public–private Roma employment project in terms of increased employability. We found three types of mechanisms. The first type regarded formal job mechanisms, such as an appropriate employment and salary offer and a bottom-up approach in capacity building. The second type involved sustainability mechanisms, such as the personal profile of project and work-shift coordinators, the continuous offer of training and cooperation with relevant stakeholders (municipalities, community centers, etc.). The third type was cultural mechanisms, such as personal contact with project participants, attention to less-voiced groups like children, the motivation of project participants, a counter-value reciprocity approach and respect for the specifics of Roma history. Our findings imply that policymakers could consider public–private partnerships for increasing the employability of segregated Roma, as they have the potential to address a wider range of social needs simultaneously.
23
Mainardi, Giulia Marcelino, Alex J. Flores Cassenote, Aline G. Alves Guilloux, Bruno A. Miotto, and Mario Cesar Scheffer. "What explains wage differences between male and female Brazilian physicians? A cross-sectional nationwide study." BMJ Open 9, no. 4 (April 2019): e023811. http://dx.doi.org/10.1136/bmjopen-2018-023811.
Full textAbstract:
ObjectiveIn many countries an increase in the number of women in medicine is accompanied by gender inequality in various aspects of professional practice. Women in medical workforce usually earn less than their male counterparts. The aim of this study was to describe the gender wage difference and analyse the associated factors in relation to Brazil’s physicians.Participants2400 physicians.SettingNationwide, cross-sectional study conducted in 2014.MethodsData were collected via a telephone enquiry. Sociodemographic and work characteristics were considered factors, and monthly wages (only the monthly earnings based on a medical profession) were considered as the primary outcome. A hierarchical multiple regression model was used to study the factors related to wage differences between male and female physicians. The adjustment of different models was verified by indicators of residual deviance and the Akaike information criterion. Analysis of variance was used to verify the equality hypothesis subsequently among the different models.ResultsThe probability of men receiving the highest monthly wage range is higher than women for all factors. Almost 80% of women are concentrated in the three lowest wage categories, while 51% of men are in the three highest categories. Among physicians working between 20 and 40 hours a week, only 2.7% of women reported receiving >US$10 762 per month, compared with 13% of men. After adjustment for work characteristics in the hierarchical multiple regression model, the gender variable estimations (ß) remained, with no significant modifications. The final effect of this full model suggests that the probability of men receiving the highest salary level (≥US$10 762) is 17.1%, and for women it is 4.1%. Results indicate that a significant gender wage difference exists in Brazil.ConclusionThe inequality between sexes persisted even after adjusting for working factors such as weekly workload, number of weekly on-call shifts, physician office work, length of practice and specialisation.
24
Wilson, Jo Ellen, Kristina Stepanovic, Baxter Rogers, Amy Kiehl, E. “Wes” Ely, and James Jackson. "4417 Association between Brain Volumes and Posttraumatic Stress Disorder in Intensive Care Unit Survivors." Journal of Clinical and Translational Science 4, s1 (June 2020): 22. http://dx.doi.org/10.1017/cts.2020.106.
Full textAbstract:
OBJECTIVES/GOALS: To explore the severity of posttraumatic stress disorder (PTSD) symptoms in association with hippocampal and amygdala volumes in ICU survivors. We hypothesize that the severity of posttraumatic stress symptoms in ICU survivors is associated with lower volumes of both the hippocampus and amygdala. METHODS/STUDY POPULATION: Secondary analysis of the VISIONS study, a prospective sub-study of the BRAIN-ICU cohort, which included survivors of critical illness. Patients were screened for preexisting PTSD before discharge. The PTSD Checklist Specific (PCL-S) was used at 3 and 12 months to evaluate the ICU as a traumatic experience. A score of >30, indicated significant symptoms of PTSD. A Philips Achieva 3T MRI scanner was used to scan patients at both discharge and 3-month follow-up. To compare median brain volumes at discharge and 3 months for those with and without significant PTSD symptomatology (PCL-S ≥30) at 3 and 12 months, we used a Kruskal-Wallis (KW) equality-of-populations rank test. RESULTS/ANTICIPATED RESULTS: The median age for our sample was 58.5 (52.6, 63.7). One-third of the sample was female, and 90% were Caucasian. Fifty-seven percent of individuals (N = 12) had at least one prior mental health diagnosis, with two having a prior history of PTSD. One third of individuals experienced delirium during their critical illness. At 3-month follow up, there were three patients with PTSD symptomatology and one at 12-month follow up. Median brain volumes (hippocampus or amygdala) did not differ between individuals with or without PTSD symptomatology at either 3 or 12 months (p-values for all tests >0.05). DISCUSSION/SIGNIFICANCE OF IMPACT: Although our study did not reveal significant differences in brain volumes between PTSD patients and non-PTSD patients, sample size is a major limitation and larger scale studies should be undertaken to elucidate possible neurobiological markers of PTSD in ICU survivors. CONFLICT OF INTEREST DESCRIPTION: Dr. Wilson would like to acknowledge salary support from the Vanderbilt Faculty Research Scholars Program (1KL2TR002245), HL111111 and GM120484. Drs. Ely and Jackson as well as Mrs. Kiehl all receive funding for their time working on this investigation from AG035117 and HL111111. Dr. Ely would additionally like to acknowledge salary support from the Tennessee Valley Healthcare System Geriatric Research Education and Clinical Center (GRECC). Dr. Ely will also disclose additional funding for his time from AG027472 and having received honoraria from Orion and Hospira for CME activity; he does not hold stock or consultant relationships with those companies. The authors would like to acknowledge the following: this work was conducted in part using the resources of the Center for Computational Imaging at Vanderbilt University Institute of Imaging Science and the Advanced Computing Center for Research and Education at Vanderbilt University, Nashville, TN, and study data were collected and managed using REDCap electronic data capture tools hosted at Vanderbilt University.
25
Beridze, Lasha, and Giorgi Abuselidze. "PENSION REFORM - GOALS AND ESTIMATED RESULTS." Economic Profile 16, no. 1(21) (July 16, 2021): 45–61. http://dx.doi.org/10.52244/ep.2021.21.05.
Full textAbstract:
The existence of pension schemes does not count for a long period, but its obligation has been historically proven, as the experience of countries has shown that the countries that have the best practices provide better social protection of the population when retiring. The article discusses the redistribution of pension assets worldwide, pragmatically and theoretically evaluating the pros and cons of retirement plans. The implementation of the pension reform in Georgia has been delayed many times due to the socio-economic situation, accompanied by the psychological attitude of the population towards distrust of the state. Georgia is on the path to European integration, where one of the most important requirements is the proper protection and social equalization of the socially vulnerable, while the existence of pension schemes ensures the accumulation of large amounts of funds, which can play an important role in capital and financial markets. The advantages of the existence of pension schemes may be reflected in the permanent increase of the equalization ratio, but it should be noted that at such times the macroeconomic indicators of the state should be relatively stable, such as inflation, stability of the national currency and others. As of today, the tasks set before the Pension Agency in Georgia are quite ambitious and require effective management, as the pension reform takes only a few years.In the social security system of the population, the pension is a mechanism for maintaining a stable material condition during the period of disability. Following in the footsteps of the development of mankind, pension systems were improved, the main purpose of which was to replace the average income per capita during the working period in a way that would not worsen living conditions. Therefore, the pension replacement rate has become a measure of the evaluation of the pension system of a country. The replacement rate in the pension systems of developed countries is in the range of 60-80%, in developing countries it is 15-30%, which is systematically subject to adjustment. Georgia, despite the normal rate of economic growth in the last decade, is not distinguished by a pension provision mechanism. From the day of independence, the state basic pension was periodically subject to changes. The change, however, was related not so much to the approach to the subsistence level as to the subsequent promises of a change of government. At the present stage, the pension system is in the process of modification, which aims to ensure adequate pension income, fiscal sustainability of pension expenditures and a more effective response to demographic changes in the population. Developing and developing countries are trying to equalize the time of retirement of the population, which is often difficult to achieve and requires both economic and political decisions, because the financing of social security from the state budget requires large expenditures. Which can often be the result of the devaluation of the national currency and high inflation, which in itself can be seen as an impediment to economic development. The increase in social spending is often the subject of controversy among scientists-economists, for example, for the development of the state, what kind of spending will be more effective, financing social or capital projects ?! Often, the increase in capital expenditures, at the expense of the social situation, is not considered a popular political decision, because at this time the dissatisfaction of the socially vulnerable segments of the population increases. One of the goals of the accumulative pension is to achieve social equality and a high replacement rate, but how much it will work in Georgia is also a question, because the unemployment rate and the self-employed are high in terms of labor force, in particular, about 30% of the labor force The amount of monthly salary that is published statistically is also problematic, because the calculation methodology is often disputed and there is no minimum wage at the level of legislation. The main functions of the Pension Agency are to invest the accumulated funds, but investments in investment assets are not defined by the National Bank and are quite narrow, for example, foreign practice allows pension funds to invest funds in both real assets and foreign financial markets. As mentioned, the implementation of such investments by the Pension Agency should be allowed in Georgia and should be used to finance national, strategic projects. Ensuring the stability of inflation and the national currency in Georgia remains a challenge. In the event of inflation approaching double digits, pension savings will lose effectiveness. Also noteworthy is the gender imbalance when receiving a pension, namely in terms of average salary and life expectancy, a man's salary is about 4 times higher than a woman receiving a pension, which should be considered unfair, the state will have to adjust the retirement age in the future. Finally, it should be noted that the pension reform, despite its shortcomings, should be considered a step forward, but it needs to refine certain issues, diversify asset management and economic stability, which will not be easy to achieve.
26
Veliotis, Stanley. "Salary Equalization for Baseball Free Agents Confronting Different State Tax Regimes." Journal of Sport Management 27, no. 3 (May 2013): 247–58. http://dx.doi.org/10.1123/jsm.27.3.247.
Full textAbstract:
This paper derives equivalent gross salary for Major League Baseball free agents weighing offers from teams based in states with different income tax rates. After discussing tax law applicable to professional sports teams’ players, including “jock taxes” and the interrelationship of state and federal taxes, this paper builds several models to determine equivalent salary. A base-case derivation, oversimplified by ignoring nonsalary income and Medicare tax, demonstrates that salary adjustment from a more tax expensive state’s team requires solely a state (but not federal) tax gross-up. Subsequent derivations, introducing nonsalary income and Medicare tax, demonstrate full Medicare but small federal tax gross-ups are also required. This paper applies the model to equalize salary offers from two teams in different states in a highly stylized example approximating the 2010 free agency of pitcher Cliff Lee. Aspects of the models may also be used to inform other sports’ players of their after-tax income if salary caps limit the ability to receive adequately grossed-up salaries.
27
Zuo, Yuhan, Qingxiong (Derek) Weng, and Xiaoyun Xie. "Are All Internships Equally Beneficial? Toward a Contingency Model of Internship Efficacy." Journal of Career Development 47, no. 6 (November 5, 2019): 627–41. http://dx.doi.org/10.1177/0894845319883415.
Full textAbstract:
This study was conducted to examine whether internships can boost graduates’ career development. In doing so, we develop a contingency model of internship efficacy. Employing signaling theory, we argue that internships serve as a signal of a graduate’s vocational capacity to their potential employers. We propose that major-related and nonmajor-related internships are differentially related to both starting salary and career outcomes (i.e., job compensation and job satisfaction) after 1 year and that three contextual factors (i.e., major-job fit, discipline type, and educational level) moderate the effects of internship experiences. Using two-wave data from 787 graduates in Eastern China, we found that while the influence of major-related internships was positive, nonmajor-related internship was negatively associated with starting salary. Moreover, this negative relationship was significant for graduates with a high job-major fit, graduates from science, technology, engineering, and mathematics disciplines, and postgraduates. The results suggest that internship experiences are not equally beneficial and challenge the notion that internships are always beneficial.
28
Rotter, Naomi G. "Perceived Commitment, Salary Recommendation, and Employees' Sex." Perceptual and Motor Skills 64, no. 2 (April 1987): 651–58. http://dx.doi.org/10.2466/pms.1987.64.2.651.
Full textAbstract:
It was hypothesized that for equally qualified workers, female bookkeepers, as compared to male bookkeepers, would be perceived to have weaker job commitment and would be assigned lower salaries. Using hypothetical case histories of bookkeepers, 79 male and 83 female subjects did assign higher salaries to the men. Unexpectedly, however, they perceived higher commitment by the female bookkeepers. It now appears sex can affect the perceived status importance of the position in much the way a job can define a worker's status. In general, simple length of service appears to be the most critical factor influencing worker's perceived commitment.
29
Bear, Julia B., and Peter Glick. "Breadwinner Bonus and Caregiver Penalty in Workplace Rewards for Men and Women." Social Psychological and Personality Science 8, no. 7 (December 14, 2016): 780–88. http://dx.doi.org/10.1177/1948550616683016.
Full textAbstract:
Two studies examine whether the workplace motherhood penalty and fatherhood bonus are better conceived, respectively, as a caregiver penalty and breadwinner bonus. Participants acting as employers structured offers for married female or male job candidates with children. In Study 1, participants assumed “mother = caregiver” and “father = breadwinner.” These assumptions moderated significantly higher salary offers to fathers and more (explicitly career-dampening) flexible schedules to mothers. Study 2 manipulated family roles (nonparent, parent-unspecified role, parent-breadwinner, and parent-caregiver). Supporting a breadwinner bonus, the female candidate fared best in salary and leadership training offers when labeled a breadwinner (vs. caregiver and unspecified role), equaling a male breadwinner’s offer. A caregiver penalty decreased salary for caregivers of both sexes and leadership training for women (compared to breadwinners) but not men. Thus, the motherhood penalty can become a breadwinner bonus if mothers present themselves as family breadwinners.
30
Nyika, Nicholus. "'Our languages are equally important': struggles for the revitalisation of the minority languages in Zimbabwe." Southern African Linguistics and Applied Language Studies 26, no. 4 (December 2008): 457–70. http://dx.doi.org/10.2989/salals.2008.26.4.4.676.
Full text
31
Troy, Patrick J. G. "Finding “The Buffy” Talent Acquisition and Retention in Today’s Market." International Symposium on Microelectronics 2011, no. 1 (January 1, 2011): 000868–77. http://dx.doi.org/10.4071/isom-2011-wp6-posterpapers-paper5.
Full textAbstract:
Human Capital is a company’s most valuable asset and market success is directly linked to employee performance. Adopting best practices for recruiting, hiring, and retaining top performers is critical to successful talent acquisition and sustaining bench strength. A recent survey found that a bad hire can cost an organization anywhere from one to five times the employee’s annual salary. Twenty-six percent of survey respondents reported that replacing an employee who doesn’t work out cost their organizations three times annual salary, and another 42 percent said bad hires cost two times annual salary. Hiring managers who do not utilize best practices will statistically experience fifty percent of their hires as underperforming employees. An “Ideal Fit” is a comprehensive high order match of a candidate’s skills, talents, attributes, and abilities equally balanced with style, culture, values, and environment. Objectively grading each aspect of “Fit” is critical to evaluating potential. Utilizing process based on proven best practices gives employers a statistically higher probability of making good hires; building the company’s talent roster and brand; and producing a positive contribution to the company’s “bottom Line” by on-boarding successful contributors. The focus of this paper is to present best practices, show how to implement these practices with real world examples, and expose practices that produce marginal or poor results
32
Zaki Awang Chek, Mohd, Isma Liana Ismail, and Nur Faezah Jamal. "Optimising Contribution Rate for SOCSO’s Invalidity Pension Scheme: Actuarial Present Value (APV)." International Journal of Engineering & Technology 7, no. 4.33 (December 9, 2018): 83. http://dx.doi.org/10.14419/ijet.v7i4.33.23491.
Full textAbstract:
This study proposes the optimization of the contribution rate for Social Security Organization (SOCSO)’s Invalidity Pension Scheme (IPS). This study aims to statistically analyses the current situation of the contribution fund collection and the claim benefits payment under SOCSO’s IPS. It seeks to develop an actuarial formulation based on the benefits coverage from SOCSO’s IPS. It attempts to determine an optimal contribution rate to support the benefits provided under SOCSO’s IPS using an actuarial approach. It proposes an appropriate contribution rate to be implemented by SOCSO. Currently, the contribution rate for SOCSO’s IPS is 1%, which is shared equally between employer and employee. This contribution rate is directly deducted from the employee’s monthly gross salary. This contribution rate needs to be adjusted upwards by SOCSO soon to ensure that all payments of claims are sufficiently covered. Based on the 9th Actuarial Valuation Report issued by the International Labour Organization (ILO), recent statistics show that immediate revision of contribution rate is necessary to achieve the minimum loss ratio (max 20%) in SOCSO’s IPS funding systems. In this study, the Actuarial Present Value Approach is applied to all benefits under SOCSO’s IPS. SOCSO data from 1985 until 2014 are used in this study. Seven assumptions are made in this study namely mortality rate, salary ceiling, interest rate, retirement age, increment salary rate, age entry, and salary entry. By optimizing the worst-case scenario (single simulation), this study has found that the optimal contribution rate is 2.2% rather than the current 1%. This can be attributed to the fact that since 1969, many changes have occurred in the workplace, working conditions are different and many new jobs have been created. Therefore, an Actuarial Present Value Approach with regards to actuarial modeling was conducted to optimize SOCSO’s IPS contribution rate. In conclusion, an optimal contribution rate of 2.2% should be introduced and implemented in the future as part of the efforts to reduce society’s burden whilst ensuring that adequate protection is provided to the nation’s workforce.
33
Aiello, Thomas. "“Do We Have Any Men to Follow in Her Footsteps?”: The Black Southern Press and the Fight for Teacher Salary Equalization." History of Education Quarterly 58, no. 1 (February 2018): 94–121. http://dx.doi.org/10.1017/heq.2017.50.
Full textAbstract:
The black southern press was an entity dominated by male editors and entrepreneurs. The effort to equalize teacher pay, one of the core fights for rights in the South, and the principal effort at gendered race advocacy during the World War II era, was led in large measure by black women. While both the fight for salary equalization and the survival of the black press depended upon segregation to maintain their survival, those newspapers were entities dominated by men advocating for equal salaries in a profession dominated by women, and the gendered nature of their coverage shaped knowledge of the fight within the black community.
34
Olsson, Susanne. "“True, Masculine Men Are Not Like Women!”: Salafism between Extremism and Democracy." Religions 11, no. 3 (March 10, 2020): 118. http://dx.doi.org/10.3390/rel11030118.
Full textAbstract:
Whether we should understand Salafism in general as a security threat, as extremist, and as un-democratic and of concern to authorities is a debated question. In the article, this policy-oriented objective is addressed through an analysis of a specific non-violent Salafi ideology in Sweden, which is compared to the Swedish government’s definition of gender equality. The basic argument in this article is that we can use words like “extreme” as relational concepts, which makes them analytically useful, i.e., when the benchmark is clearly defined.
35
Yuliatin, Yuliatin. "Relasi Laki-Laki dan Perempuan di Ruang Domestik dan Publik Menurut Pemahaman Elit Pesantren Salafiyyah di Jambi." Musãwa Jurnal Studi Gender dan Islam 18, no. 2 (July 30, 2019): 161. http://dx.doi.org/10.14421/musawa.2019.182.161-171.
Full textAbstract:
Kajian ini hendak melihat fenomena ajaran Salafi tentang kesetaraan gender. Sebagaimana diketahui, secara umum pemahaman ajaran Salafi cenderung memandang peran perempuan secara terbatas, baik di ruang domestik dan ruang publik. Fenomena tersebut mengakar kuat hingga dipraktekkan dalam basis pendidikan pesantren Salafiyyah. Namun demikian, terjadi pergeseran paham di kalangan elit pesantren Salafiyyah di Jambi, di mana, mereka mulai memberikan ruang kepada perempuan untuk berinteraksi di ruang publik. Penelitian ini menggunakan pendekatan kualitatif, dengan pengumpulan data melalui observasi, wawancara dan dokumentasi. Fokus penelitian dilaksanakan di dua Pesantren Salafi, al Baqiyatush Shalihat di Kabupaten Tanjung Jabung Barat dan Sa’adatuddarain di Seberang Kota Jambi. Hasil penelitian menunjukkan: Pertama, secara umum kaum Salafi di kedua Pesantren memahami adanya kesetaraan antara laki-laki dan perempuan. Mereka mengartikulasikan ayat-ayat al- Qur’an lebih luwes. Namun, dalam persoalan kepemimpinan perempuan, mereka masih “membatasi” dengan berasumsi bahwa Qs. An-Nisa: 34 sudah final. Kedua, terjadi perubahan dalam memahami isu gender terutama di Pesantren al Baqiyatush-Shalihat, di mana, mereka lebih moderat dengan memberikan akses kepada perempuan untuk beraktivitas di ruang publik, seperti untuk sekolah, kuliah hingga bekerja. Hal yang berbeda ditemukan di Pesantren Sa’adatuddarain. Kalangan elit pesentren belum memberikan kebebasan kepada perempuan untuk melakukan aktivitas di luar pesantren. Ketiga, pemahaman elit pesantren Salafi tidak berpengaruh di lingkungan sekitar pesantren, terbukti para perempuan di sekitar pesantren tetap aktif berkegiatan di ruang publik sebagaimana pemahaman moderasi Islam selama ini.[This study wants to look at the phenomenon of Salafi teachings on gender equality. In general, the Salafis see the role of women is limited, both in the domestic and public sphere. This phenomenon is so deeply rooted that it is practiced on the basis of the Salafiyyah Islamic boarding school. However, there was a shift in understanding among the Salafiyyah pesantren elite in Jambi, in which they began to provide space for women to interact in the public sphere. This study uses a qualitative approach and collects the data through observation, interviews and documentation. The focus of the study was conducted at two Salafi Pesantren, al Baqiyatush Shalihat in Tanjung Jabung Barat District and Sa’adatuddarain in Seberang, Jambi City. The results show that : First, in general, the Salafis in both Pesantren understand the existence of equality between men and women. They articulate verses of the Qur’an more flexible. However, in the case of women’s leadership, they still “limit” women, by assuming that the interpretation of Qs. An-Nisa: 34 is final. Secondly, there has been a change in understanding gender issues especially in al Baqiyatush-Shalihat Islamic Boarding School, where they are more moderate by giving access to women to do activities in public spaces, such as for schools, going to university and working. Different thing is found in the Sa’adatuddarain Islamic Boarding School. The elite Pesantren have not given freedom to women to carry out activities outside the Pesantren. Third, the understanding of the Salafi Pesantren elite does not affect the environment around the Pesantren. Itt is a fact that the women around the Pesantren remain active in public spaces as it is found in moderate Islam.]
36
Orrillo, Jaime, and Paulo R. A. Loureiro. "Manager's effort and endogenous economic discrimination." Estudos Econômicos (São Paulo) 34, no. 3 (September 2004): 431–40. http://dx.doi.org/10.1590/s0101-41612004000300001.
Full textAbstract:
Assume a labor supply consisting of two types of workers, 1 and 2. Both workers are equally productive and exhibit supply functions with the same elasticity. We consider a firm (entrepreneur or shareholders) that is competitive in the output market and monopsonistic in input markets. The firm uses the services of a manager who has a high human capital and whose wage is given by the market. It is supposed that the manager does not like to work with one type of worker, say type 1. If we allow the manager's effort to be an additional input without any extra (in addition to his salary) cost for the firm, then the firm's pricing decision will be different for both workers. That is, there will be a wage differential and therefore endogenous economic discrimination2 in the labor markets.
37
Adamson, Frank, and Linda Darling-Hammond. "Funding Disparities and the Inequitable Distribution of Teachers: Evaluating Sources and Solutions." education policy analysis archives 20 (November 19, 2012): 37. http://dx.doi.org/10.14507/epaa.v20n37.2012.
Full textAbstract:
The inequitable distribution of well-qualified teachers to students in the United States is a longstanding issue. Despite federal mandates under the No Child Left Behind Act and the use of a range of incentives to attract teachers to high-need schools, the problem remains acute in many states. This study examines how and why teacher quality is inequitably distributed, by reviewing research and examining data on school funding, salaries, and teacher qualifications from California and New York—two large states that face similar demographic diversity and educational challenges. Using wage adjustments to control for cost of living differentials, we find that both overall school funding and teacher salary levels are highly inequitable both across and within states – generally exhibiting a ratio of 3 to 1 between high- and low-spending jurisdictions. Furthermore, low-salary districts serve students with higher needs, offer poorer working conditions, and hire teachers with significantly lower qualifications, who typically exhibit higher turnover. We find that districts serving the highest proportions of minority and low-income students have about twice as many uncredentialed and inexperienced teachers as do those serving the fewest. In an elasticity analysis, we find that increases in teacher salaries are associated with noticeable decreases in the proportions of teachers who are newly hired, uncredentialed, or less well educated. These teacher qualifications, in turn, are associated with student achievement, holding student characteristics constant. We review research on strategies that have been largely unsuccessful at addressing this problem, such as “combat pay” intended to recruit teachers to high need schools, suggesting that small bonuses might be productive if added to an equitable salary structure where working conditions are comparable, but may be inadequate to compensate for large differentials in salaries and working conditions. We review studies illustrating successful policy strategies in states that have taken a more systemic approach to equalizing salaries, raising teaching standards, and providing supports for teacher learning and school development. We recommend federal initiatives that could provide stronger supports and incentives for equalizing students’ access to well-qualified and effective teachers, including equalizing allocations of ESEA resources across states, enforcing existing ESEA comparability provisions for ensuring equitable funding and equally qualified teachers to schools serving different populations of students, evaluating progress on resource equity in state plans and evaluations under the law, and requiring states to meet standards of resource equity – including the availability of well-qualified teachers – for schools identified as in need of improvement.
38
Vasylenko, Yuriy, and Olena Bazhenova. "A CAUSAL MACROECONOMIC MODEL OF DEVALUATION AND INFLATION IMPACT ON THE ECONOMY OF UKRAINE." Ekonomika 93, no. 1 (January 1, 2014): 57–73. http://dx.doi.org/10.15388/ekon.2014.0.3022.
Full textAbstract:
Abstract. The macroeconomic model of Ukraine, based on a complete system of real microeconomic mechanisms (formation of prices, costs, salary, manufacturers’ and state incomes, taxes, etc., trade and transfers among all agents) has been developed. The groups of goods, producers and consumers behaving equally in the conditions of devaluation and inflation have been formed. The core of modeling the interrelation between price, cost price and income is dividing all goods into those of final and intermediate consumption. The traditional macroeconomic hypotheses (equilibrium, SNA balances, influence of money supply, etc.) turned out to be particular cases. The model can be modified for any country. It was has been found that both devaluation and inflation always reduce the real GDP. Conditions of the growth of the value added of exports have been defined. A relationship among emission, devaluation, and inflation has been derived.Key words: macroeconomic model, microeconomic mechanisms’ system, intermediate consumption, non-equilibrium, new goods’ aggregation, devaluation, inflation
39
Ssemugenyi, Fred. "“One Size Fits All”: A Fallacy in Measuring Staff Job Satisfaction—Monetary Recompenses Examined in the Ugandan-Based Chartered Private Universities." Education Research International 2021 (May 28, 2021): 1–10. http://dx.doi.org/10.1155/2021/5542558.
Full textAbstract:
While looking at the senior academic staff in chartered private universities in Uganda, the study intended to establish if the homogeneous motivation model of using money as a sole predictor of job satisfaction fits the unique characteristics of the employees for whom it is intended. Using a mixed-method explanatory sequential approach, both numerical and interview responses were obtained from a statistically representative sample of 136 and 12 key informants, respectively, from six chartered private universities. At the univariate, bivariate, and multivariate levels, data were analyzed using SPSS16.0 software. Results indicated that monetary recompenses such as salary and allowances did not significantly and positively affect employee job satisfaction since the p values were higher than the calculated probability of 0.05, which was the minimum level of significance required in this study to declare a significant effect. The interview responses on the effect of salary and allowances were equally corroborated with the numerical data. However, bonuses were found to have a positive influence with corresponding positive remarks from the interviews. Although there are noticeable flashes of scholarly rigor in the existing body of literature that is skillfully threaded and cogently argued to support monetary incentives, contextual realities on the ground suggested otherwise. Senior academics have continued to quit work despite reasonable pay. Regrettably, at the time of this study, the human resource officers were confident that the ultimate drive for work is money. Little did they know that monetary recompenses have limitations in influencing senior academics. It is thus recommended that the idea of lumping employees into a homogeneous entity with no regard to their uniqueness and the existing individual differences among them is long outdated and deserves no space in modern human resource practices.
40
Vasylkova, Y. K. "IMPROVING THE ENTERPRISES COMPETITIVENESS BY OPTIMIZING PRODUCTION COSTS." Economic innovations 19, no. 2(64) (July 7, 2017): 59–64. http://dx.doi.org/10.31520/ei.2017.19.2(64).59-64.
Full textAbstract:
The technology of management decisions was studied in the article. The agricultural enterprises of Kherson region were analyzed. The modernization necessity of morally and physically obsolete fixed assets as an important component of compliance with rules and regulations protecting the environment was proved. The consequences of changes in legislatively established wage were analysis. In the article there is given the analysis of the consequences of implementation of governmental bodies� initiatives on the forming of tax burden when paying salary. It was discovered that increasing of nominal level of labour remuneration in general self cost of production may lead to increasing of selling price and worsening of competitive ratio in comparison with production (work, services) of foreign business entities. It was found that just internal changes in the structure of labour remuneration concerning the increase of a share of basic wage together with the simultaneous decrease of a share of additional wage and premium pays may almost equalize the wage levels of qualified specialists that have considerable intellectual potential and occur the positions of responsibility with the wage levels of unskilled service personnel.
41
Ulvan, Eva Marita, Anders Foldvik, Arne Johan Jensen, Bengt Finstad, Eva Bonsak Thorstad, Audun Håvard Rikardsen, and Tor Fredrik Næsje. "Return migration of adult Atlantic salmon (Salmo salar L.) to northern Norway." ICES Journal of Marine Science 75, no. 2 (September 18, 2017): 653–61. http://dx.doi.org/10.1093/icesjms/fsx183.
Full textAbstract:
Abstract The return migration of adult Atlantic salmon was investigated by analysing recaptures of individuals tagged and released as smolts in the River Altaelva and the River Halselva using a catch per unit effort approach. Although the salmon were recaptured over a large area along the coastline (from >1100 km south to > 500 km northeast of their home rivers), the results indicated a relatively accurate homeward navigation for most individuals. The straying rate to rivers other than the home river was 9%. Multi-sea-winter salmon returned earlier in the season than one-sea-winter salmon, but the geographical distribution of recaptures did not differ. Recaptures were equally distributed north and south of the home rivers, implying that salmon were arriving to the coast both north and south of their home rivers and that they may have returned from different ocean areas. This was supported by the fact that several salmon were recaptured in both the southern and northern parts of the North Atlantic Ocean, including at the Faroes, south coast of Greenland, Svalbard and in the Barents Sea. This study supports the hypothesis that the coastal phase of the natal homing in migrating fish species is neither passive nor guided by currents alone.
42
Grech, Victor, Charles Savona-Ventura, Miriam Gatt, and Simon Attard-Montalto. "Factors influencing the future of paediatric private practice in Malta." Pediatric Reports 3, no. 3 (July 1, 2011): 12. http://dx.doi.org/10.4081/pr.2011.e12.
Full textAbstract:
In Malta, the health system is hybrid, with similarities to both UK system and the US system, where the National Health Service is supplemented by private practice. This is widely performed either as a primary job or as a supplement to a government salary. This article reviews unfavourable secular trends in Maltese fertility, births, marriages, separations, single parenthood and loans incurred after marriage, and relates them to (equally unfavourable in terms of private practice) escalating numbers of paediatricians working in private practice. Overall, future prospects appear bleak for private practice in this branch of medicine, with a dwindling patient pool being shared by an ever-increasing number of paediatricians. The only identifiable factor that may mitigate is the potential for more private health insurance uptake. This must be coupled with a movement to improve the perception of a substantial proportion of the public that facilities are poorer in the private health sector than in the NHS service. Since Malta is a developed, EU country, these results may (cautiously) be extrapolated to other, larger developed countries.
43
Lundqvist, Hans, Ingemar Berglund, Ian Mayer, and Bertil Borg. "Seawater adaptability in Baltic salmon, Salmo salar, immature smolt and mature male parr: lack of effect of springtime castration." Canadian Journal of Zoology 68, no. 10 (October 1, 1990): 2181–84. http://dx.doi.org/10.1139/z90-302.
Full textAbstract:
Seawater adaptability was tested in different categories of 2-year-old Baltic salmon from the Ume River stock over the smoltification period in late spring – early summer by means of seawater challenge tests. Previously mature male parr and immature fish adapted equally well in early to mid May, whereas in later May and June the previously mature males displayed much higher plasma sodium levels after challenge than the immature fish. Neither castration nor sham operation of previously mature males in March led to decreases in plasma sodium levels following seawater challenges in June. In addition, sham-operated immature females were not affected. The results indicate that sexual maturation exerts an effect on osmoregulation that prevails long after the androgen source has disappeared.
44
Li, Chiung-Li, Yi-Hsuan Chen, and Hung-Yen Li. "Technical College Students’ ARCS Learning Motivation on Hospitality English Vocabulary." International Journal of Human Resource Studies 8, no. 1 (January 22, 2018): 189. http://dx.doi.org/10.5296/ijhrs.v8i1.12370.
Full textAbstract:
The purposes of the study were to examine technical college students’ hospitality English vocabulary learning performance and motivation. The subjects were 93 students from a technical college in southern Taiwan. The instruments included one questionnaire called ARCS questionnaire consisting of four factors about learning motivation on hospitality English vocabulary and one English test called Professional Vocabulary Quotient Credential (PVQC) on hospitality. The subjects accepted a 40-hour hospitality English vocabulary training course. Then, 93 subjects took a 50-minute PVQC test and 10-minute ARCS questionnaire in December, 2015. The researchers collected the data from the questionnaire and PVQC test and analyzed the data by descriptive statistics and inferential statistics. The results revealed that most of the subjects liked to learn hospitality English vocabulary, and found that learning hospitality English vocabulary was important for them, and most of them reported that English was associated with salary and promotion in the future; however, most of them spent little time learning English after school. The results also showed that some learning motivation factors had effects on hospitality English vocabulary learning performance, like being treated and assessed by teachers equally, getting recognition, or being willing to work hard. Finally, the researchers drew a conclusion based on the results and provided some teaching and research implications for the future.
45
Cong, Nhat Nguyen, Dung Nguyen Van, and Tinh Hoang Huu. "Effects of Motivation on Employees’ Performance at Petrovietnam Nghe An Construction Joinst Stock Corporation." American Journal of Business and Management 2, no. 2 (May 30, 2013): 160. http://dx.doi.org/10.11634/216796061706283.
Full textAbstract:
The purpose of any motivation programme is to motivate the organization’s employees to enable them work effectively. However, motivating employees is not an easy thing as what motivates employees differs among people. This paper intended to establish a set of factors that can motivate employees of Construction Joinst Stock Corporation (PVNC) and to establish the policy implications of these factors for managing staff of the PVNC. Questionnaire as research instrument was used and floated to 109. In total, 70 usable responses were received which were analyzed through SPSS 17.0 and used T-test statistic, ANOVA analysis, and linear regression. Results showed that good salary is the most important motivational factor followed by Opportunity for promotion. The paper revealed that these two factors are not the only factors that are needed to motivate employees of the PVNC. Other factors, including Supervisory practices and relations with authorities and Organization’s policies, are equally important depending on the type of motivational theory that is adopted. The study finally stresses the avoidance of disparities in pay/reward among staff of the same rank as a strategy to motivate and retain high quality staff in the PVNC. The study thus raises red flags that warn the management to be extra careful in their attempt to motivate staff of PVNC for effective.
46
Tillmar, Malin. "Gendering of commercial justice – experience of self-employed women in urban Tanzania." Journal of Enterprising Communities: People and Places in the Global Economy 10, no. 1 (March 14, 2016): 101–22. http://dx.doi.org/10.1108/jec-01-2016-0004.
Full textAbstract:
Purpose – Women’s entrepreneurship is often seen as the solution of both economic growth and gender equality. This is despite academic knowledge of the gendered preconditions for entrepreneurship in many contexts. This paper aims to focus on the gendering of commercial justice, a precondition for entrepreneurship. Informed by gender perspectives on women’s entrepreneurship and previous studies on commercial justice in East Africa, this paper sets out to explore the experiences of urban women entrepreneurs. Design/methodology/approach – The paper is based on an interview study with women entrepreneurs and representatives of support organizations in Dar-es-Salaam, Tanzania. The interviews were conducted in Kiswahili, and access was enabled through dialogues with local partner organizations such as the Tanzanian Chamber of Commerce. Findings – Findings are that with formal legal rights, the informal institutions imply that the marital status of the women, and the attitude of their husbands, is the overarching determinants for the commercial justice perceived as available to them. This has implication for many policy areas, such as entrepreneurship support, women’s empowerment and labour market policy. Theoretically, the findings highlight the importance of studying the informal institutions affecting women’s entrepreneurship around the globe. Concerning commercial justice in particular, three dimensions of gendering are identified. Research limitations/implications – The paper is based on a qualitative interview study. Further studies with varying methods are needed to further explore the gendering of commercial justice in Tanzania, East Africa and beyond. Practical implications – A major practical implication of the study is the insight that business for development, will not automatically lead to business for equality, on a general level. The gender bias is also reproduced in everyday business life, for example, thorough access to commercial justice. Special measures to target the gender equality issue are, therefore, necessary. Another implication of the findings regard the importance of Alternative Dispute Resolution initiatives, affordable to women small and medium enterprise-owners. Originality/value – While other obstacles to women’s entrepreneurship in the developing contexts have been well explored, the gendering of perceived commercial justice has not received sufficient attention in previous studies. Studies applying a gender theoretical perspective on entrepreneurship in the explored context are still needed.
47
Yassin, Muhammad. "PERLINDUNGAN HUKUM BAGI WARGA NEGARA DALAM PELAKSANAAN MUTASI PEGAWAI NEGERI SIPIL." Yuridika 31, no. 2 (August 24, 2017): 254. http://dx.doi.org/10.20473/ydk.v31i2.4856.
Full textAbstract:
Civil servant is the incumbent Government in doing a service to the community. To meet the needs of employees in the Agency-agencies or areas that need or are experiencing a shortage of substitute employees Transfer of civil servants or mutations. The occurrence of a mutation or the transfer of work areas occurs only on civil servants, not government employees with the agreement because the civil servant has no agreement or contract work but hired a public agreement was generally recognized by many countries. In practice, Transfer of civil servants is one of the activities closely associated with the emergence of imbalance between the rights and obligations of civil servants as the civilian apparatus of state and as the citizens. Therefore, it is necessary to have legal protection for civil servants in the implementation of the transfer of civil servants. In relation to the implementation of the mutation, any civil servant who is transferred must be treated equally, whether it is the right or obligation of the civil servant concerned. Mutations are not the cause of the reduced rights, such as salary, leave, opportunities for promotion, even safe and healthy working conditions. Implementation of the mutation should also ensure that the workload and related employee responsibilities will remain the same as those performed in the previous workplace.
48
Tilca, Magnolia, Elisabeta Mare, and Anca Apatean. "A Model to Measure the Performance of Human Resources in Organisations." Studia Universitatis „Vasile Goldis” Arad – Economics Series 28, no. 1 (March 1, 2018): 57–73. http://dx.doi.org/10.2478/sues-2018-0005.
Full textAbstract:
Abstract The economic crisis, demography, technology, globalization etc. are all factors which will influence the organizational structures and business strategies. A new business strategy will require, among others, that passive Human Resources Management (HRM) change into an active one with a decisive influence upon business. The vision of an active HRM requires that HR information (IT) dedicated systems assist human resources managers in their decision-making. The existing IT systems predominantly manage the salary calculations and, possibly, the employee's professional development, two of the tasks that a human resources manager has to pursue. However, tasks such as assisting, consulting and engaging the human resources in the organization are equally important. IT systems must also develop into these directions. The present paper proposes a solution to measure the performance of human resources by creating an employee performance indicator (EPI). The paper first describes the economic phenomenon involved in the HR performance process, then the mathematical model is formulated, the algorithm is implemented, the solution of the model is analysed from a technical and economic point of view, and finally the decision is made. We use the weighted arithmetic mean to compute the EPI indicator and the correlation formula to establish the degree of relevance between the EPI indicator and the variables involved in the model. An implementation in R is given.
49
Vasic, Petar, and Vera Gligorijevic. "Work and parenting vs. work or parenting." Zbornik Matice srpske za drustvene nauke, no. 167 (2018): 467–77. http://dx.doi.org/10.2298/zmsdn1867467v.
Full textAbstract:
One of the two key measures to encourage birth within the Law on Financial Support to the Family with Children is salary compensation during parental leave. The very nature of maternity leave as a financial measure (based on the previous version of the Law) additionally contributed to the birth postponement in the period of stable employment. Under the conditions of high unemployment of young women, this measure seems to have deepened the problem because women were waiting for permanent employment on the basis of which they could obtain the right to maternity leave, young women often postponed birth for many years, objectively reducing the chances of conception. The new version of the Law formulates the specific conditions for gaining the right to salary compensation in a different way, which will almost certainly result in a much greater coverage by this measure. On the other hand, the method of calculating the compensation base is such that the average amount of compensation in relation to the previous version of the Law could be lower, so it can be concluded that the legislator wanted to achieve as much coverage as possible with a relatively similar amount of budgetary allocations. These amendments to the Law could have a positive effect through increased coverage and greater impact through creating a pro-family climate in a country that supports the family. Secondly, population groups that work on temporary and occasional jobs, and especially young people engaged in short-term contracts (under six months), whose work arrangements are often interrupted, will now be covered. Thirdly, the formulated conditions in this manner will potentially allow faster acquisition of the right to compensation at a lower age. Fourth, gaining rights at a lower age will potentially influence the pace of fertility and indirectly to the birth quantum. Regardless of the fact that by adopting the latest version the Law is undoubtedly improved, there is still a huge space for its significant improvement. As it was pointed out that the parental leave can have more dimensions, and that the importance of its flexibility and use by both parents is equally important for the decision to give birth, and in particular for the decision on the number and time of higher order births, it would be of great demographic significance for the system of work-parenting convergement to harmonize with the postulates of modern population policy and take into account positive experience of countries with confirmed effect on fertility as soon as possible.
50
Monaco, Thomas J., and Wayne Mitchem. "Development of a Multi-state Fruit Weed Extension Position." HortScience 35, no. 4 (July 2000): 552C—552b. http://dx.doi.org/10.21273/hortsci.35.4.552c.
Full textAbstract:
Tree fruit researchers and extension specialists from North Carolina (NC), South Carolina (SC), and Georgia (GA) have been collaborating informally for many years. There has been a desire to formalize some of these arrangements, and in late 1998 planning was intiated to develop an extension specialist position to cover orchard and vineyard floor management in NC, SC, and GA. Wayne Mitchem, who had this responsibility for NC as well as serving as the coordinator for the regional IR-4 field research center at NCSU, presented us with the opportunity to create a three-quarters time extension specialist position dealing solely with the management of weeds in tree fruits and vineyards on a regional basis. The proposal was presented to Extension Directors from NC, SC, and GA in Oct. 1998, and over the following 6 months a memorandum of understanding was developed among the three states to establish the position. The position is located in NC at the Mountain Horticultural Crops Research and Extension Center, Fletcher, and each of the states agreed to share equally in funding the salary. None of the three states had this expertise in their faculty and if the position were not created, we would have had a void in this important aspect of orchard and vineyard maintenance. In addition to weed manangement, the position will have responsibilty for conducting residue trials for the IR-4 program as it pertains to the labeling of minor use pesticides for tree fruits and vineyards.