Thèses sur le sujet « Wages and labor productivity – Russia »

The rise of earnings inequality in the United States has garnered attention in both the political and academic spheres. Recently progressive politicians have pointed towards the divergence of wages and labor productivity as a source of this inequality. known as the productivity-pay gap as a source of the rise in inequality. This paper analyzes that divergence with a regression model that evaluates the change in compensation that is attributable to increases in productivity. Results were somewhat surprising with productivity accounting for a larger portion of the growth in wages for the period after 1972 when the divergence in the two growth rates began than in the time between 1948 and 1972 when they were said to grow together. Additionally, results showed more wage growth was attributable to increases in productivity in goods producing sectors like manufacturing, utilities, and construction than financial intermediation in the services sector. However standard errors across our model were relatively large making it difficult to say with certainty the size of effects observed. Future research should seek to better define productivity in the service sector to determine whether other factors like education, occupation or area of residence affect the level of wage growth attributable to compensation.

Regional economic disparities are a widely noted characteristic of the Canadian economy. This thesis examines regional disparities in terms of wages and labour productivity in the manufacturing sector. Regional disparities are analysed along three dimensions: provinces, rural/urban areas and industrial structure. Various competing theories are discussed and compared to the findings. Shift-share based decomposition analyses the magnitude and pattern of disparity and controls for industrial structure. Weighted regression is used to combine provincial and rural/urban effects. The findings support theories that emphasize provinces as units of analysis. The rural/urban results gave qualified support to urban theory. Accounting for industrial structure impacted both the rural/urban and provincial results. The regression analysis found the rural/urban dimension was significant; however, industrial structure and provincial effects were more significant. These results suggest industrial location and provincial economic policies can influence regional economic disparities in Canada.

To gain workforce support and commitment, organisations should offer remuneration and rewards that are internally and externally equitable, as inequity in remuneration is the source of employee discontent and turnover. To succeed, organisations have to communicate the total value of rewards allocated to employees. Communication is the foundation of reward management and organisational success. Communication helps employees to understand that the rewards they receive are worth having. Remuneration and rewards communicate the value that organisations place on their employees. To deliver the proper messages, remuneration objectives and strategies should be aligned with the overall business strategy of the organisation. Alignment enables organisations to deliver the right type of rewards to the right people, at the right time, and for the right reasons. The only way the organisation can deliver the correct reward and remuneration, is to implement a total reward system together with a total pay system. Effective total pay system covers base pay, skills and competency pay, variable performance pay, recognition, and benefits. Total reward system cover investment in people, development and training, performance management, and career management. To motivate and retain employees, and to improve organisation’s profitability, a right mix of total pay and total rewards should be made available to employees as employees’ needs differ. With this information, an empirical study was developed and conducted at Lobels Bread in Zimbabwe. The results of this survey indicated that Lobels Bread uses traditional base pay system and benefits as a way of motivating and retaining its employees. This pay system seems to be insufficient to motivate and retain employees. To motivate and retain employees, the company should implement a total reward system, which includes total pay system, investment in people, career enhancement, open communications, involvement, and performance management.

Using data collected by the Virginia Agricultural Statistical Service in 1989, off-farm labor participation models were developed to identify factors that influence the probability that a farm operator or spouse in Virginia would choose to work off the farm. The sample indicated that a substantial proportion of Virginia farms had at least one member working off the farm. Higher total incomes were also earned by fanlilies with an operator and/or spouse working off the farm. In addition, the proportion of total income originating from off-farm sources was large regardless of whether the operator or spouse worked off the farm or not. As a result of this survey, the picture developed of farm operators and spouses in Virginia is different than a traditional view of farming would support. Because of the dichotomous dependent variable and the different responses expected from the operator and spouse, probit analysis was selected to estimate separate participation models for the farm operator and spouse. The empirical results reveal that human capital, labor supply and labor demand characteristics influence the off-farm employment decisions of both the operator and spouse, though not in a uniform manner. Additionally, variables found to be important to off-farm labor force participation were primarily not farm specific. Changes in the non-farm economy are expected to affect the majority of Virginia farms more than changes in the farm economy. It is also clear that the majority of farm families in Virginia have a vested interest in efforts made to develop and strengthen the local economy.<br>Master of Science

Although scholars may disagree about the effectiveness of using money to motivate workers, few would deny the deleterious effects caused by employee perceptions of underpayment. Yet little is known about the process(es) through which individuals determine whether or not their pay is fair. Indeed, knowledge in this area largely is limited to the awareness that fair pay is a relative concept. That is, individuals judge the equity of pay not from the absolute size of the wage, but rather through comparisons of their wages to those of other people. In addition, pay referents such as the cost of living, also are used to evaluate pay. This use of relevant others is known as the social comparison process. This study investigated the relationship between certain attitudinal and job-related characteristics of 206 individuals, and their reactions to 18 different pay comparisons. It was determined that respondents' attitudes toward the organization's wage distribution rule, level of aspiration, desire for external movement (to other employers), and social interaction were related to the way individuals view these comparisons. A structural variable--job tenure--was not found to have a statistically significant association with the social comparison process. Unlike the six previous studies of this issue, this analysis was framed within the context of a theoretical model. Specifically, Goodman's two-stage model for the selection of pay referents was used to generate the variables of interest, the subsequent research hypotheses, and as a backdrop against which the results of the analysis could be interpreted. Perhaps the most significant result of this study was finding rather marked temporal stability of pay comparisons. Test-retest analyses showed that over a 3-month period only 5 of 54 pay comparisons demonstrated a statistically significant change in terms of the frequency with which they were reportedly made, the importance ascribed to each comparison, or in terms of the satisfaction felt with each comparison. Finding this element of stability suggests that equity theory may have been prematurely abandoned as a research paradigm.<br>Ph. D.<br>incomplete_metadata

Bakalauro baigiamajame darbe nagrinėjamas darbo užmokesčio ir darbo našumo ryšys Europos Sąjungos šalyse. Darbas susideda iš dviejų dalių. Teorinėje darbo dalyje nagrinėjami Lietuvos ir užsienio šalių autorių moksliniai straipsniai apie darbo užmokesčio ir darbo našumo ryšį. Empirinėje darbo dalyje analizuojami 2000-2010 m. laikotarpio duomenys apie vidutinį bruto darbo užmokestį ir pridėtinę vertę vienam užimtajam, atlikta rodiklių kaitos analizė. Taip pat darbe atskleistas darbo užmokesčio ir darbo našumo ryšys bendrai Europos Sąjungoje, senosiose ir naujosiose Europos Sąjungos šalyse bei kiekvienoje šalyse atskirai.<br>In Bachelor‘s final work the relationship of wage and labour productivity in the European Union countries are analysed. The work consists of 2 parts – theory and practice. In theoretic part Lithuania’s and foreign countries’ science articles about relationship of wage and labour productivity are analysed. In Empiric part there are analyses of 2000-2010 years data about average gross wage and value added per person employed, performed analysis of indicators change. Also, in this work there has been revealed connection between wage and labour productivity in aggregate European Union, in old and new European Union countries and in each European Union country separately.

Thesis (MComm)--Stellenbosch University, 2012.<br>ENGLISH ABSTRACT: Pay satisfaction is an essential aim in any company’s reward system, since various studies indicate that it affects employee job performance. With limited resources and restricted capacity to increase pay, firms require a better understanding of how employee pay satisfaction develops and how employee work-related behaviour is affected by pay satisfaction. The purpose of this study was threefold: First, to investigate the relationship between actual pay and pay satisfaction, and second, to explore the effect that pay motivation dimensions derived from expectancy theory (Vroom, 1964) — pay valence and pay instrumentality — have on this relationship. Lastly, the study aimed to explore the relative effects of these objective (pay) and subjective (pay perceptions) variables on employee job performance. Self-report survey data of managerial employees (N = 177) from a South African retail organisation were collected, along with supervisor ratings of job performance and objective actual pay data, for each participant. The Pay Satisfaction Questionnaire (PSQ) and a selfdeveloped Pay Valence and Instrumentality Questionnaire (PVIQ) were administered through an intranet-based survey. Data were analysed with a variety of statistical techniques. Descriptive statistics were used to assess underlying assumptions of the multivariate analysis techniques used to analyse the research data, and to describe the central tendency and dispersion of study variables. Pearson product moment correlations were calculated to assess bivariate relationships. Standard multiple regression analysis was utilised to assess the joint relationship between IVs and DVs, and relative weights analysis (RWA) to assess the relative importance of IVs within respective regression models. Moderated multiple regression (MMR) analysis was used to examine possible moderator effects. To determine whether mediating (indirect) influences were present, normal theory and bootstrap estimates of indirect effects were obtained. In this research, selected antecedents and consequences of pay satisfaction were investigated. Regarding antecedents of pay satisfaction, the results suggested that actual pay had a small but significant effect on pay satisfaction, but not pay valence, nor pay instrumentality. Pay motivation perceptions (pay valence and pay instrumentality) neither moderated, nor mediated, the relationship between pay and pay satisfaction. The consequences of pay perceptions, in conjunction with actual pay, were also assessed. Pay satisfaction had no statistically significant relationship with job performance (p > .05), although actual pay had a moderate association with job performance. Although pay perceptions slightly incremented the validity of predicting performance from actual pay itself, this increment was not statistically significant (p < .05). In summary, the present research highlights the central role of actual pay in influencing pay satisfaction and job performance, but questions still remain about the way in which performance results from pay, since pay satisfaction did not mediate this relationship. The implications for future research are discussed and recommendations for research are made.<br>AFRIKAANSE OPSOMMING: Vergoedingstevredenheid is noodsaaklike doelwit in maatskappy se vergoedingsisteem en verskeie studies toon hoe dit werksprestasie van werknemers positief beïnvloed. Aangesien maatskappye oor beperkte hulpbronne en kapasiteit beskik om vergoeding te verhoog, word ‘n beter begrip vereis oor hoe werknemers se gedrag deur vergoedingstevredenheid beïnvloed word. Die doel van hierdie studie was drieledig: eerstens, om die verband tussen werklike vergoeding en vergoedingstevredenheid te ondersoek, en tweedens, om die effek van vergoedingsmotiveringsdimensies — afgelei van die verwagtingsteorie (Vroom, 1964), naamlik betalingsvalensie en betalingsinstrumentaliteit — en die verband te ondersoek. Derdens, om die invloed van hierdie objektiewe (vergoeding) en subjektiewe (vergoedingspersepsies) veranderlikes op werknemerprestasie te ondersoek. Die data is in Suid-Afrikaanse kleinhandelsonderneming versamel. Die volgende inligting is bekom van deelnemers: selfrapporteringsdata vanaf werknemers in bestuursposte (N = 177), werksprestasiebeoordelings deur hul onderskeie toesighouers, asook objektiewe werklike vergoedingsvlakke vir elke respondent. Die Vergoedingstevredenheidsvraelys en die selfontwikkelde Betalingsvalensie- en Instrumentaliteitvraelys is deur intranetopname geadministreer. Die data is met behulp van verskeidenheid statistiese tegnieke ontleed. Beskrywende statistiek is gebruik om die onderliggende aannames van meerveranderlike analise in die navorsingsdata te evalueer, en die sentrale neiging en verspreiding van die studieveranderlikes te beskryf. Pearsonprodukkorrelasiestatistiek is gebruik om die beduidendheid van die hipoteses rakende tweeveranderlike korrelasies te evalueer. Standaard meervoudige regressie-analise is gebruik om die gesamentlike verwantskap tussen onafhanklike veranderlikes en afhanklike veranderlikes te evalueer. Relatiewegewigte-analise (RWA) was gebruik om die relatiewe belangrikheid van onafhanklike veranderlikes, binne die onderskeie modelle, te evalueer. Gemodereerde meervoudige regressie-(MMR)-analise is gebruik om die moontlike bemiddelende uitwerking van veranderlikes te ondersoek. Normale teorie en “bootstrap”-raming van die indirekte invloede van veranderlikes is verkry om die moontlike mediëring van verbandskappe te evalueer. In hierdie navorsing is die voorafgaande faktore, sowel as die gevolge van, vergoedingstevredenheid ondersoek. Wat die oorsake van vergoedingstevredenheid betref, het die resultate aangedui dat werklike vergoedingsvlakke klein, maar wel statisties beduidende uitwerking het op vergoedingstevredenheid, terwyl betalingsvalensie en betalingsinstrumentaliteit geen beduidende uitwerking getoon het nie. Verder toon die resultate dat die verband tussen betaling en vergoedingstevredenheid word nie deur vergoedingsmotiveringspersepsies (betalingsvalensie en betalingsinstrumentaliteit) bemiddel of medieër nie. Die nagevolge van vergoedingspersepsies is onderling met werklike betaling ondersoek. Vergoedingstevredenheid het geen statistiese beduidende verband met werksprestasie getoon nie, tog het werklike betaling matige verband met werksprestasie getoon. Alhoewel betalingspersepsies die geldigheid van die voorspelling van werksprestasie vanaf werklike betaling inkrementeer, toon dit nie beduidende effek (p < .05) nie. Die huidige navorsing beklemtoon die sentrale rol wat werklike betaling steeds in die beïnvloeding van vergoedingstevredenheid en werksprestasie speel, hoewel die rede vir die verband tussen werklike betaling en prestasie steeds nie ten volle begryp word nie, aangesien vergoedingstevredenheid nie hierdie verband medieër nie. Beperkinge van die navorsing, asook die implikasies vir vergoedingspraktyk en toekomstige navorsing word bespreek.

This study addresses the empirical question of heterogeneous market efficiency characteristics, specifically as they are attributable to divergent levels of professional securities analyst attention. As a significant group of information intermediaries, analyst institutions conceivably influence, in a profound manner, the efficiency with which security prices respond to new information. Consistent with this notion is the hypothesis that the securities of firms which are neglected in terms of analyst coverage exhibit price inefficiencies relative to their closely followed counterparts. Two market efficiency constructs with respect to annual earnings announcements are examined in this study. Preannouncement information efficiency is guaged by the degree to which security prices appear to lead or anticipate the information content of subsequent public earnings releases. Such price behavior is indicative of the market's ability to acquire and, process interim, signals that are relevant to the determination of proper and timely security valuations. Postannouncement, or semi-strong-form, efficiency is in turn referenced by the relative absence of anomalous "drifting" patterns in postdisclosure returns. The presence of significant drifts is inconsistent with a market that adjusts quickly and unbiasedly to signals that are transmitted publicly. Sample firms taken from the NYSE are ranked into three groups according to their relative following by the professional securities analyst community. Analyst attention is surrogated by the number of investment houses providing annual earnings per share forecasts for companies listed in the Institutional Brokers Estimate System (IBES) computer file. The delineation of the three attention concentration groups' relative efficiency profiles is accomplished by means of two uniquely derived metrics that restate cumulative abnormal returns (CAR's) into an ordered domain of pre- and postannouncement efficiency structures. The CAR's are derived from dailly price data immediately surrounding annual earnings announcement dates for the calendar years ended 1976 through 1982. Owing to the nonnormal distributional properties of the inefficiency metrics, two nonparametric procedures are employed to detect group mean differences. The results overwhelmingly indicate that both pre- and postannouncement efficiency are positively associated with professional analyst attention. Moreover, the detected efficiency differences cannot be attributed to firm size effects or to the extent of the market's forecast error -- two factors that have previously been established in the empirical literature to be associated with event period CAR magnitudes.<br>Ph. D.

Dans cette thèse, nous étudions l'effet de l'auto-sélection des salariés sur l'estimation de la productivité, des différentiels de salaires et de qualité du travail entre les secteurs. Afin de prendre en compte l'auto-sélection des employés dans l'estimation des différentiels le long de la distribution des salaires, nous construisons une approche innovante composée de trois caractéristiques: (i) nous nous intéressons aux effets par quantile inconditionnel; (ii) nous incorporons des effets fixes spécifiques à chaque quantile; (iii) nous proposons une méthode de correction de l'incidental parameter bias. Cette approche permet de produire des résultats exploitables en terme de politiques publiques. Nous montrons dans un premier temps que la sélection positive dans le secteur public tend à se dégrader. Elle disparaît totalement en haut de la distribution des salaires dans la période récente, suggérant un effet négatif du gel des salaires nominaux. Dans notre deuxième article, nous mettons en évidence une sélection négative substantielle dans le secteur informel concernant les hommes et les bas salaires. Cette sélection négative apparaît à la suite de la Grande Récession, indiquant une réallocation des salariés les moins productifs vers le secteur informel. Dans le dernier article, nous montrons pour la période récente que le niveau de productivité des SCOP n'est pas significativement différent de celui des autres entreprises. Nous confirmons l'hypothèse selon laquelle les motivations non-pécunières des employés expliquent une partie importante de la productivité des SCOP dans deux des secteurs étudiés (secteur manufacturier et secteur des transports)<br>This PhD thesis studies the effect of workers' self-selection when estimating productivity, wages and job quality differentials between sectors. In order to account for the self-selection of employees in the estimation of differentials along the wage distribution, we develop an innovative approach comprising three features: (i) we rely on unconditional quantile effects ; (ii) we incorporate quantile-specific fixed effects; (iii) we suggest a treatment of the incidental parameter bias. This method allows to provide public policies relevant comparisons. We show first that the positive selection into public jobs tends to decline. It totally disappears among top earners in the recent period, suggesting the detrimental effect of nominal wage freeze. In the second paper, we unveil that there is a substantial negative selection into informal salary work for men on average and particularly at low wages. It arises in the wake of the Great Recession, pointing to a shakeout of less productive workers in the formal sector. In the last paper, we account for employees' non-pecuniary motives in our comparison of the productivity of labour-managed firms and other for-profits company. We confirm for the recent period and on a large scale that the SCOP total factor productivity level is not significantly different from the other firms'. We find also results that support the hypothesis that employees non-pecuniary motives accounts for a substantial part of French labour-managed firms productivity in two of the three industries studied (manufacturing and transports)

El período de crecimiento económico que aquí analizaremos se caracteriza por el foco que pondrá el Estado en el desarrollo de la política industrial, su influencia en el impulso de ciertos sectores considerados estratégicos y también en el papel como agente económico que adquirirá una vez iniciado el proceso. A partir de las reflexiones acerca del período realizadas tanto por economistas de la época como Pinto (1959) y Mamalakis (1976), y también contemporáneos como Meller (2016), parecería que se trató de un proceso fracasado, por la imposibilidad de perpetuar en el tiempo el desarrollo del sector industrial. Con el foco puesto en el crecimiento, la deuda, la inflación, el desarrollo del sector industrial y el estancamiento de la agricultura, la mayor parte de los estudios se han propuesto analizar las limitaciones del período industrializador (Bértola, 2011; Dornbusch & Edwards, 1992; Kaldor, 1971; Mamalakis, 1976; Pinto, 1959). En esta investigación queremos ampliar los elementos de análisis que existen sobre este momento, incorporando no sólo nuevos datos si no presentando un elemento transversal al proceso de crecimiento del período: las/os trabajadoras/es y sus salarios. El interés por los salarios no es injustificado, ya que han sido un elemento principal en el estudio de las ventajas y limitaciones de la industrialización desde fines del siglo XIX en Europa y su centralidad en el análisis histórico y económico hace que continúen los esfuerzos por generar o mejorar series históricas de salarios (Margo, 2000; Scholliers, 1989; Scholliers & Zamagni, 1995). Las remuneraciones, además de su contribución a la comprensión de fenómenos sociales y económicos, han sido objeto de estudio en sí mismas, por el papel que juegan en la historia de los trabajadores y en el estudio de las condiciones del mercado laboral (Goldin & Margo, 1992; Hatton & Thomas, 2010; Margo, 2000; Rosenbloom, 1998). Esta tesis se enmarca en las transformaciones del modelo de crecimiento producto de las políticas industrializadoras, pero también en las posibilidades (y limitaciones) que estos cambios entregaron al sector obrero. En ese sentido, el principal objeto de esta investigación es entregar nuevas series de salarios nominales y reales, y analizar el comportamiento de los salarios en el contexto del desarrollo industrial y económico chileno en el período de crecimiento hacia adentro. Con esto queremos contribuir al debate acerca de las características que tuvo este proceso llevado a cabo en América Latina, centrándonos en un espacio que ha sido central en los debates sobre la industrialización en otras regiones: los salarios. Junto a esto, esperamos aportar a los debates sobre los salarios en general al evaluar el desempeño salarial en un contexto de cambio estructural, a partir del potencial explicativo de variables económicas e institucionales. Los años que abarca la industrialización dirigida por el estado son complejos económica y socialmente. Hemos recorrido estos cuarenta años desde distintas miradas y perspectivas a través de las series de salarios nominales y reales. Se han presentado también series de salarios para espacios olvidados por las estadísticas oficiales, en el caso de la desagregación por sector, la rama agrícola y con una nueva serie de remuneraciones para un sector generalmente olvidado en las estadísticas históricas: las mujeres trabajadoras. El primer resultado de esta investigación son las series de salarios medios nominales, es decir, la serie total del sector obrero, las series por sector y las series desagregadas por género. Y a través de ellas, se aprecia que la Gran Depresión deja una clara huella en la curva de salarios nominales. La desagregación por rama permite ver que las remuneraciones en la etapa de industrialización fueron bajas, ya que la construcción – un sector de baja calificación y precariedad – es el que se mueve durante todos estos años en torno a la media. La evidencia de bajos salarios que nos entregan los salarios nominales se verifica si observamos los salarios ajustados por el costo de vida. La primera conclusión que podemos extraer de la curva de salarios reales es que antes de los sesenta, los incrementos de salarios responden exclusivamente a períodos de recuperación de lo perdido. El análisis de la serie de salarios medios reales se realiza en función de la productividad, la inflación, el desempleo, y la sindicalización y la huelga, como expresión del movimiento obrero. Este análisis permite observar que en los primeros años de la serie el crecimiento de la productividad tiene un papel en el bajo crecimiento de salarios, pero que luego se separa ostensiblemente del rumbo que toma el aumento salarial generando una brecha a partir de mediados de los años cuarenta, tomando el producto por trabajador una velocidad de incremento mayor. Asimismo, la inflación que a primera vista es uno de los elementos que más claramente parecen afectar los salarios parecen tener un rol preponderante pero no exclusivo en el bajo crecimiento de los ingresos, dado que especialmente en la crisis inflacionaria de los años cincuenta, estos disminuyen incluso si son ajustados por el deflactor del PIB como índice alternativo. El desempleo marca su influencia más importante en la crisis de la Gran Depresión, generando altos niveles de desocupación que motivan en gran parte la pérdida de poder adquisitivo de la población en esa época. Finalmente, vemos que la debilidad del movimiento obrero afectado por una gran represión a partir de fines de la década de los cuarenta es una de las variables que explica el estancamiento y la vulnerabilidad de las remuneraciones a los eventos inflacionarios, los que no parecen afectar al crecimiento y se concentran casi exclusivamente en la capacidad de compra del sector obrero. Así, la historia de los salarios en Chile durante el período industrializador dirigido por el Estado se ve fuertemente afectado por los bajos salarios y las pocas posibilidades de incremento que nos muestra la serie salarial media así como las series desagregadas. La curva de la productividad por otra parte, muestra que si existió en ese período espacio para el crecimiento de los salarios obreros que no se realiza principalmente como consecuencia de la represión de que fue objeto la organización sindical. Bibliografía citada en este documento Bértola, L. (2011). Bolivia, Chile y Perú desde la Independencia: una historia de conflictos, transformaciones, inercias y desigualdad. En Institucionalidad y desarrollo económico en América Latina. Santiago: Cepal. Dornbusch, R., & Edwards, S. (1992). Macroeconomía del populismo en la América Latina. Fondo de Cultura Económica. Goldin, C., & Margo, R. A. (1992). Wages, Prices, and Labor Markets before the Civil War. En Strategic Factors in Nineteenth Century American Economic History: A Volume to Honor Robert W. Fogel (pp. 67–104). National Bureau of Economic Research. Hatton, T. J., & Thomas, M. (2010). Labour markets in the interwar period and economic recovery in the UK and the USA. Oxford Review of Economic Policy, 26(3), 463– 485. Kaldor, N. (1971). Los Problemas Económicos de Chile. En Ensayos sobre Política Económica. Madrid: Tecnos. Mamalakis, M. (1976). Growth and Structure of the Chilean Economy: From Independence to Allende. New Haven: Yale University Press. Margo, R. A. (2000). Wages and Labor Markets in the United States, 1820-1860. National Bureau of Economic Research. Meller, P. (2016). Un siglo de economía política chilena (1890-1990) (2a. ed). Chile: Uqbar. Pinto, A. (1959). Chile, un caso de desarrollo frustrado. Santiago de Chile: Editorial Universitaria. Rosenbloom, J. L. (1998). The Extent of the Labor Market in the United States, 1870–1914. Social Science History, 22(3), 287–318. Scholliers, P. (1989). Real Wages in 19th and 20th Century Europe: historical and comparative perspectives. Berg Publishers Limited. Scholliers, P., & Zamagni, V. (1995). Labour’s Reward: Real Wages and Economic Change in 19th and 20th century Europe. Edward Elgar Publishing.<br>This thesis looks to contribute, through new wages series, with the debate about the problems and limitations of the import substitution period in Chile. The series that exist now do not comprehend the entire period or are calculated from different sources with various methodologies. For that, the first goal is to estimate a new average wage series, sector and gender series for the period of 1927/1928-1973. The new series show that the average wages of this period are low and that they don’t grow until the sixties. The prior three decades were marked by almost no growth and wages crisis as result of inflation peaks. But the analysis also shows that there was space for growth due to a growing gap between productivity and wages after the forties, even after adjusting wages by the product deflator. In this scenario, labour movement history and data about unionization and strikes shows that the relationship between the governments and the labour unions, with long periods of repression, had an important role in the weakness and slight capacity of workers to demand for better wages.

Les syndicats assurent la représentation salariale et permettent ainsi l’action collective des employés. Ce manuscrit aborde l’effet des syndicats sur la performance des entreprises et les réponses que les entreprises mettent en place en réponse à l’activité syndicale. Le premier chapitre montre que l’effet des syndicats sur la performance des entreprises dépend du nombre et du type de syndicats présents dans les entreprises. Par rapport à un syndicat unique, la présence de plusieurs syndicats diminue la rentabilité des entreprises car l’augmentation des salaires est plus forteque l’augmentation de la productivité du travail. Le second chapitre traite du lien entre lissage des résultats et présence syndicale. Le lissage des résultats réduit la prime salariale liée à la présence syndicale, en diminuant le risque perçu par les syndicats sur la pérennité de l’emploi. Enfin, le troisième chapitre montre que la pratique d’écarts de rémunération entre les hommes et les femmes, en tant que méthode d’individualisation des rémunérations, permet de limiter l’influence des syndicats au sein des entreprises<br>Labor unions provide workers representation and thus allow the collective action of the employees. This thesis discusses the effect of labor unions on the performance of firms and the responses that firms put in place in response to labor unions activity. The first chapter shows that the effect of labor unions on the performance of firms depends on the number and type of labor unions in the firms. Compared to a single labor union, the presence of several labor unions decreases the profitability of firms because the increase in wages is stronger than the increase in labor productivity. The second chapter focuses on the link between income smoothing and labor unions. Income smoothing reduces the union wage premium by reducing the risk perceived by labor unions on the sustainability of employment. Finally, the third chapter shows that gender pay gap, as a method for individualizing remuneration, limits the influence of labor unions within firms

Orientador: Fernando Antonio Lourenço<br>Dissertação (mestrado) - Universidade Estadual de Campinas, Intituto de Filosofia e Ciências Humanas<br>Made available in DSpace on 2018-08-17T04:07:07Z (GMT). No. of bitstreams: 1 Guanais_JulianaBiondi1985-_M.pdf: 1924997 bytes, checksum: 1e82d201be630117858ee74e6bd332fe (MD5) Previous issue date: 2010<br>Resumo: Partindo de um estudo de caso, focalizado na Usina Açucareira Ester S.A. (localizada em Cosmópolis, interior de São Paulo), a presente pesquisa tem como objetivo central a análise do Quadra fechada, um sistema alternativo de aferição da quantidade de cana cortada, que foi implantado somente na referida usina, em 1998, após um processo de negociação entre a mesma e o Sindicato dos Empregados Rurais de Cosmópolis. Assim, ao longo da dissertação, são abordadas temáticas relacionadas ao Quadra fechada, tais como: a histórica reivindicação dos trabalhadores assalariados rurais para controlarem sua produção, demanda essa de extrema importância e que está intimamente associada ao pagamento por produção, forma de remuneração que atrela o salário dos trabalhadores rurais à quantidade de cana cortada por eles. A pesquisa teve como base a perspectiva relacional, e buscou analisar as estratégias dos diferentes agentes sociais envolvidos com o Quadra fechada, quais sejam: os representantes da Usina Ester, seus cortadores de cana, e os dirigentes do Sindicato dos Empregados Rurais de Cosmópolis. Juntamente com as entrevistas realizadas, buscou-se observar as práticas e as condutas dos agentes sociais, observações essas que serviram como aporte para todo o trabalho de contextualização dos relatos colhidos<br>Abstract: Based on a fieldwork case developed at the Ester S.A. sugar cane mills (at Cosmópolis, countryside of São Paulo State, Brazil) the research presented here has as a central goal the analyses of Quadra Fechada (closed court), that is an alternative system to measure the total quantity of cane cut. This measurement system is working solely at Ester S.A. and is the result of a negotiation between the industry and the Rural Workers Union of Cosmópolis in 1998. Therefore, will be part of this thesis subject some kind of discussion and debates related to Quadra Fechada as for example: The historical cane cutters claim for controlling their production, that is an extremely important demand because deals directly with the system that associates the payment amount with production quantity; and also the debate of the system itself that directly relate payment amount with the quantity of cane cut. Besides that the research was built at a relational perspective made clear by the analyses of the different social agents involved with Quadra Fechada strategies as: Ester Mills representatives, its sugar cane cutters, and the Rural Workers Union leaders. The main interest was to observe the practices and conducts/manners of the social agents at the fieldwork. Those observations were of tremendous importance as they served as contribuition to the hole contextualization of the reports collected as interviews or orally<br>Mestrado<br>Sociologia Rural<br>Mestre em Sociologia

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior<br>O objetivo principal desta dissertação é analisar os impactos da abertura comercial vista no Brasil no início da década de 1990 entre 1990 a 1996 na margem de lucro das indústrias de transformação passando por três padrões monetários diferentes (cruzeiro, cruzeiro real e real). A especificação e metodologia adotadas no trabalho são as de Goldar e Aggawal (2004), que fazem uma análise de dados em painel para efeitos fixos e randômicos para as indústrias de transformação indianas como um todo e, posteriormente, aplicando os mesmos testes separando os vinte e oito setores da indústria brasileira de transformação em setores de bens de capital e intermediários no primeiro grupo e bens de capital no segundo. Este trabalho ainda inclui esta metodologia aplicando, além das duas já citadas, o teste de mínimos quadrados ordinários (MQO) para permitir uma melhor análise com três testes diferentes antes e depois de separar os setores por meio de variáveis explicativas como barreiras à importação, concentração industrial, participação salarial, produtividade do trabalho, representatividade setorial e variação na taxa de crescimento da produção do setor entre os anos. Conclui-se que o aumento observado na margem de lucro foi impactado significativamente pelas variáveis expostas acima e estes resultados são importantes para que possamos auferir de que forma impactaram positivamente ou contribuíram negativamente na margem de lucro auferida pela indústria brasileira de transformação entre 1990 e 1996.

This thesis examines the measurement, applications and properties of consumer inflation expectations in the context of eight European Union countries: France, Germany, the UK, Spain, Italy, Belgium, the Netherlands and Sweden. The data proceed mainly from the European Commission's Consumer Survey and are qualitative in nature, therefore requiring quantification prior to use. This study first seeks to determine the optimal quantification methodology among a set of approaches spanning three traditions, associated with Carlson-Parkin (1975), Pesaran (1984) and Seitz (1988). The success of a quantification methodology is assessed on the basis of its ability to match quantitative expectations data and on its behaviour in an important economic application, namely the modelling of wages for our sample countries. The wage equation developed here draws on the theoretical background of the staggered contracts and the wage bargaining literature, and controls carefully for inflation expectations and institutional variables. The Carlson-Parkin variation proposed in Curto Millet (2004) was found to be the most satisfactory. This being established, the wage equations are used to test the hypothesis that the advent of EMU generated an increase in labour market flexibility, which would be reflected in structural breaks. The hypothesis is essentially rejected. Finally, the properties of inflation expectations and perceptions themselves are examined, especially in the context of EMU. Both the rational expectations and rational perceptions hypotheses are rejected. Popular expectations mechanisms, such as the "rule-of-thumb" model or Akerlof et al.'s (2000) "near-rationality hypothesis" are similarly unsupported. On the other hand, evidence is found for the transmission of expert forecasts to consumer expectations in the case of the UK, as in Carroll's (2003) model. The distribution of consumer expectations and perceptions is also considered, showing a tendency for gradual (as in Mankiw and Reis, 2002) but non-rational adjustment. Expectations formation is further shown to have important qualitative features.

Defence date: 17 January 2000<br>Examining board: Prof. Simon Commander, EBRD and the World Bank ; Prof. Andrea Ichino, European University Institute ; Prof. John Micklewright, EUI and UNICEF, Florence, Supervisor ; Prof. Michel Sollogoub, University of Paris 1<br>PDF of thesis uploaded from the Library digitised archive of EUI PhD theses completed between 2013 and 2017<br>-- The role of the safety net and the labour market on falling cash consumption in Russia : 1994-96 -- The distribution of enterprise benefits and their impact on job satisfaction in Russia -- Labour supply in the informal economy in Russia during transition

碩士<br>東海大學<br>經濟系<br>104<br>Recently, the growth of labor productivity rises more than wages in many countries, and the gap is getting deeper, which causes economic problem. Thus, the main idea of this study is to discuss the relationship between labor productivity and wages. Using DMP model, named as searching and matching theory, we applied Taiwan, the US, and Japan, the data from January 2001 to December 2014. The Markov Switching Regression is used to detect the bargaining power of workers. This study shows that if the labor productivity is declining, the model bargaining power will become lower. Because of monopsony, wages are not determined by productivity, which leads to wages lagged.

碩士<br>世新大學<br>經濟學研究所(含碩專班)<br>100<br>The main topic of this paper is discussing about the impact of labor productivity to the employment salary. According to these 30 years’ information of labor productivity showing that labor productivity increased, average labor cost reduced. After that, it leads real wage in decreased state after the inflation of employment nominal wage offset with price index. Hence, we are going to have two main discussions in this paper regarding the nominal salary and real wages. I used 500 templates from 25 industries base on their information provided for the period from 1992 to 2011. Including the number of employment, average working hours, labor turnover, labor productivity, the cost of doing business, industrial structure etc., however, base on previous information to handle the analysis under different period and different Industry. Then get result as follows: 1. The number of employment, average working hours and employment salary was in a significant negative impact; 2. Labor turnover rate, the cost of doing business, Industrial structure and employment salary are in a significant positive impact; 3. Labor productivity and employment salary showing a significant positive relationship under nominal salary, but no difference under real wage. As result, the impact of labor productivity to the employment salary is only under nominal salary but non from real wage. The more labor productivity caused of the increasing of nominal salary, but, no impact to real salary if any change of the labor productivity. This paper is showing (to explore) that labor productivity increased year by year, but the unit output labor cost declined year by year. Why employment salary cannot be raised? As the empirical results shows that only nominal salary to be affected. Nominal salaries after the Consumer Price Index conversion of real wage, so that, the annual rise of labor productivity, employment nominal salary does increase, actually, employment’s goods purchase ability from obtained salary is lower and lower, that shows employment’s salary without increase, rising interests of labor to produce power eroded by rising prices, as so, the impact of labor productivity to salary increase is through Nominal salary, rather than through real wage.

碩士<br>東海大學<br>經濟系<br>106<br>In recent years, the promotion of wages has become an important issue in Taiwan's labor market. In the conventional approach, many factors will affect the salaries, such as natural resource, economic conditions, industrial structure, and company culture. This paper uses searching theory to evaluate the relationship between wages and productivity, and applies the DMP model to sixteen markets in Taiwan where the data are used between January 2001 and December 2016. This article applies Johansen co-integration test to detect the long run relationship between labor productivity, unemployment rate, and job vacancy rate on wages. We highlight the difference between different industries. Empirical results show that labor productivity, unemployment, and job vacancy rates do not have the same effect on the industries. Generally, the increase in labor productivity, fall in the unemployment rate, or the increase in the vacancy rate that will raise wages. In the empirical analysis, there is a decline in labor productivity associated with increased unemployment and fall in the vacancy rate, which leads to an increase in wages.The reasons for the different outcome that could come from the influence of government policies, such as government-owned businesses to privately owned enterprise, or the company's business methods. We suggest the government should hold different stragegies in different industries.

In the first chapter of this dissertation, I estimate the cyclicality of real wages for job stayers, and hires from both employment and from unemployment, using an administrative matched employer-employee dataset from Germany. I find that the wages of new hires appear to be lessprocyclical than the wages of job stayers. I propose an explanation based on countercyclical selection on match quality: when aggregate productivity is low, worker-firm matches have to be unusually productive to warrant job creation. The presence of the match quality selection effect is supported by the relationship between the initial aggregate conditions and the subsequent risk of separation: jobs started when unemployment is high are at a decreased risk of ending with a separation to unemployment, which suggests that they are positively selected. Motivated by the findings of the first chapter, I build a Diamond-Mortensen-Pissarides search and matching model with match-specific productivity and turnover costs. The model-generated wages and job durations have cyclical properties empirically established in the previous chapter: the wages of new hires are less procyclical than the wages of job stayers, and jobs started when productivity is high are at a higher risk of subsequent separation. I show that the relative cyclical properties of wages are generated by changes in average match-specific productivity for new hires relative to job stayers. Match-specific productivity is subjected to countercyclical selection: when aggregate productivity is low, match-specific productivity has to high to justify creating or maintaining a match. Due to turnover costs, countercyclical selection for new hires is stronger than for job stayers. Low match-specific productivity of matches started when aggregate productivity is high generates the positive relationship between initial aggregate productivity and subsequent risk of separation. In the third chapter, I examine the behavior of wages within employment spells, before separation from a job and after movement between jobs in order to evaluate hypotheses concerning job-to-job transitions. Using German administrative microdata, I establish three empirical findings. First, the properties of wage changes within employment spells and associated with job-to-job transitions are broadly similar. Second, wages deteriorate in the year preceding separation from a job, for all separations, including job-to-job transitions. The wage deterioration manifests as slower wage growth and lowering of real wages expected given workers' characteristics. Third, for job-to-job transitions wage growth after accession is faster if the initial wage is lower than the last wage in the previous job. This effect is not present for job-unemployment-job transitions. The second finding supports the notion that some job-to-job transitions are induced by the worsened job situation. The third suggests that, to some extent, workers might voluntarily make job-to-job transition that decreases their wages in expectation of higher wage growth in the future.

De modo a que a economia de um país progrida, é essencial que a produtividade do trabalho cresça de um modo sustentável. Neste sentido, devem conjugar-se uma série de fatores para que se impulsione eficientemente o dinamismo da produtividade do trabalho, de forma a que esta desempenhe um papel fundamental na economia, principalmente em fases de recuperação económica. No entanto, em Portugal, a fraqueza na dinamização deste indicador económico nas últimas décadas, evidenciada pela queda que tem vindo a registar, impossibilita um reforço na sua capacidade natural de se tornar num dos principais impulsionadores da economia. Assim, o objetivo desta dissertação é o de identificar os principais determinantes da produtividade do trabalho em Portugal, cuja análise é fundamental para que se possa traçar um plano de reversão da situação atual. Deste modo, recorre-se a uma análise econométrica de séries cronológicas no período compreendido entre 1977 e 2016. A estimação de uma equação composta por quatro variáveis, PIB, desigualdade do rendimento, salários e financeirização, permitiu assim obter resultados bastante robustos no que diz respeito ao PIB e à desigualdade do rendimento, no entanto, há pouca evidência quanto ao impacto das restantes variáveis na produtividade do trabalho. Os resultados indicam que, no longo prazo, tanto o PIB como a desigualdade do rendimento impactam fortemente a produtividade do trabalho em Portugal, o que permite concluir que esta aumenta (diminui) quando a taxa de crescimento do PIB aumenta (diminui) e quando a desigualdade diminui (aumenta).<br>For a country's economy to progress, it is crucial that labor productivity grows sustainably. For that to happen, plenty of factors must come together to efficiently boost the dynamism of a country's labor productivity, so it would invariably play a fundamental role in the economy, mainly in phases of economic recovery. However, in Portugal, a failure to dynamize this economic indicator over the last decades, evidenced by its steep decline through the years, has prevented the strengthening of its natural capacity to become one of the main drivers of the country's economic performance. For that reason, the purpose of this dissertation is to identify the main determinants of labor productivity in Portugal, as it is critical to draft a plan in order to revert the current situation. Therefore, an econometric analysis of time series was performed for the period comprised between 1977 and 2016. An equation relating four variables, GDP, income inequality, wages, and financialization, was estimated, from which quite robust results were obtained on the impact of GDP and income inequality on labor productivity in Portugal. Nonetheless, inconclusive results were attained for both wages and financialization. Everything considered, it is possible to conclude that, in Portugal, both GDP and income inequality strongly impact labor productivity in the long run, with labor productivity increasing (decreasing) when the GDP growth rate increases (decreases) and when inequality decreases (increases).

This thesis contains an evaluation of the impact of enterprise agreements on Australian labour productivity and wage earnings between 1992 and 2003. After almost a century of centralised industrial relations decision making, enterprise level bargaining provided employers and employees with the opportunity to negotiate working conditions and wages. The policy to introduce enterprise level bargaining was implemented as part of extensive microeconomic reform designed to improve the international competitiveness of the Australian economy. The industrial relations policy objective was to improve productivity by increasing technical and allocative efficiency at the enterprise level. The conclusions are that the introduction of enterprise agreements has contributed positively and significantly to labour productivity and that wage earnings are positively and significantly influenced by labour productivity. Both of these findings are significant. Australian labour productivity had previously been primarily influenced by growth in output, while wage earnings had been based on cost of living adjustments. There is preliminary evidence to suggest that by internalising bargaining over wage and conditions, enterprises have used the bargaining process to introduce significant change and the agreement to formalise these changes. The findings are based on a policy evaluation framework. This requires a comprehensive approach and as such the following perspectives are included: • Policy evaluation; • Organisational design, management and industrial relations theory and practice and their convergence; • Production theory and productivity measurement; and • Wages and wage earnings models. Econometric techniques are used to quantify the impact of introducing enterprise level agreements. Generalised least squares and fixed effects modelling is applied to determine the impact of introducing enterprise agreements on labour productivity and wage earnings respectively. The analysis focuses on both the impact on the economy overall and within the production/resources, margins and service sectors. The enterprise agreement data set comprises Department of Employment and Workplace Relations (DEWR) unpublished data relating to enterprise agreements registered in the federal jurisdiction from 1992 to 2003. This is combined with ABS industry level data. The impact of enterprise level agreements on productivity is modelled using an expanded Cobb Douglas production function applied at the economy and sectoral levels. The impact of decentralised agreements on wage earnings is modelled using empirical approaches consistent with Reserve Bank of Australia and international studies.

碩士<br>國立交通大學<br>企業管理碩士學程<br>103<br>It has been known that wage stagnation has become a serious problem in Taiwan. The growth rate of the nominal average wage in Taiwan has been decreasing or even becoming negative for recent 15 years. We want to analyze how the wage trend changed and how several macroeconomic wage determinants affect wages in Taiwan labor market. In this research, we apply descriptive statistics and Blanchard &; Katz’s wage model to analyze how unemployment rate, price level, and labor productivity affect wages in Taiwan. The secondary data range from year 1981 to 2013. The empirical result shows that the relationship between wages and unemployment rate is negative; the relationship between wages and labor productivity is positive; in this research, there is no significant relationship between wages and price level in Taiwan, but a negative relationship with the lagged price. We also find that all wage determinants have structural changes after year 2000, and this change may affect wage growth.

M.Com. (Business Management)<br>A higher standard of living is one of the greatest needs of the South African population. Labour movements believe that a higher standard of living can actually be achieved by paying higher wages. Unfortunately higher wages are demanded and paid at the expense of productivity which is a vital ingredient for economic growth and ultimately economic survival. Employers within the South African economy can address the low productivity ratios through the implementation of performance related schemes. Gain sharing is one of many interventions management can implement to achieve greater performance through labour. By implementing a gain sharing scheme management is able to relate pay to performance and address efficiency ratios which ultimately affects the competitiveness of South African goods and services against world competitors.

Individual monetary incentive systems usually include performance feedback as part of the intervention package. However, there is no experimental evidence to suggest that feedback has any functional effect on work performance above and beyond the effects of the incentive systems. It may be that incentive systems have such powerful effects on work behavior that the additional contingencies provided by a feedback system are unnecessary. The present laboratory study investigated the supplemental effects of feedback on work performance under a monetary incentive system. Four subjects were hired to work seven hours a day for four and a half weeks. The experimental work task was a simulation of a proof operator’s job at a bank and involved typing dollar values of “checks” into a computer. Subjects were paid a base salary per session plus incentive money for performance above a criterion. The main dependent variable was the number of correctly completed checks per session. The amount of time off task and rate of responding were also investigated. Subjects were exposed to an ABA experimental design involving; (A) the monetary incentive system without performance feedback, (B) the incentive system with performance feedback, and (A) return to the incentive system without performance feedback. The introduction of feedback resulted in small to moderate performance improvements in two of the four subjects. Possible reasons for the small and inconsistent effects were explored with special attention paid to the functional role of feedback and monetary incentives. It was proposed that small amounts of incentive money and performance feedback may not improve productivity in the absence of other stimulus events inherent in real organizational settings, such as the possibility for pay raises, promotions, and/or the threat of being fired. These variables may have function-altering effects on incentive money and performance feedback. Future laboratory simulations might experimentally manipulate these variables to further investigate the efficacy of monetary incentive systems.<br>Graduate

M.Com. (Economics)<br>Inflation is the continuous, meaningful increase in the price level of an economic system. A distinction can be drawn between demand-pull factors (where demand exceeds the supply) and cost-push factors (prices are pushed higher by an increase in wages or input prices) as causes of inflation. Cost-push inflation is the result of the exercising of bargaining power by certain groups, e.g. trade unions. Prices can escalate as a result of competition between trade unions and firms for higher wages or competition between trade unions for a bigger portion of the national income. The aim of trade unions is to maintain the standard of living of their members, whose only source of income is the sale of their labour. Trade unions have a number of mechanisms, e.g. strikes and the withdrawal of co-operation, by means of which they can force an employer to meet their demands. Trade unions usually bargain collectively with employers regarding their wage demands. There are great differences of opinion among economists whether trade unions are the cause of inflation or whether they only contribute to inflation. Trade unions grouped themselves in organisations to look after the concerns of their members while employers have also grouped themselves in organisations. The government also plays an important role in the labour market, especially because' of the payment of unemployment benefits. Trade unions can contribute to inflation because wage increases are declared nationally, trade unions refuse to· accept any cuts in wages, contracts between employers and employees make provision for increases in salaries and also include a stipulation regarding cost of living adjustments. Trade unions can increase wage demands by being more militant, the spillover effect and wage imitation. The first white trade unions were established in the second half of the previous century and black trade unions in the early 1900' s. The numbers of especially the black trade unions increased considerably during the seventies and eighties, to such a degree that black trade unions have almost 3 million members and consist of 23,9 percent of the total economically active population. As a result of their great numbers, strikes have also shown an escalating tendency (there were 908 strikes per year during the period 1987 to 1992). The annual average inflation rate in South Africa reached double figures in 1974 and has not moved back to single figures since. If wage demands since 1985 are compared to this, the wage demands from 1987 to 1991 were higher each year than the inflation rate. Trade unions definitely have an influence on wages as the increase in minimum wages of unskilled labourers were mostly higher than. that of skilled workers. The increase in productivity has however, not kept up to date with the increase in wage rates.

M.B.A.<br>Many organisations have approached employee remuneration in new ways in recent years. Most of these new approaches are based on the principles of aligning a portion of individual or team remuneration to achievement against specific goals. Such systems are most commonly referred to as performance based remuneration systems. Alpha (Pty) Ltd has very recently introduced a performance based remuneration system aimed at individuals within the organisation. It is evident that there is no single system that can be applied across the infinite number of organisations globally, and that developing any ideal performance related system requires careful consideration of many variables. To develop and implement an effective system within any organisation, requires custom tailoring the system to best suit that organisation. This research paper aims to analyse what impact the introduction of an individual performance based remuneration system has had within the cement business unit of Alpha (Pty) Ltd, how the findings of the research compare to the theoretical reference on the subject, and whether there is room for improvement to the existing system.

Dissertação de mestrado em Economia Industrial e da Empresa<br>Hodiernamente, o termo produtividade é utilizado em diversos contextos, principalmente económicos. Este conceito ficou em voga devido, principalmente, à crise económica vivenciada nos últimos anos. Muitos acreditam que a baixa produtividade foi um fator crucial para a difícil recuperação da crise económica, mas, muitas vezes, as pessoas fazem uso do termo de forma errónea, sem saberem realmente a sua definição e todos os seus determinantes. Assim, o objetivo deste estudo é propor um modelo que permita identificar os determinantes da produtividade, medida através do salário médio real por hora, em dois momentos distintos, antes (2007) e depois (2012) da crise económica, permitido identificar alterações na importância de tais determinantes. O modelo estimado será posteriormente utilizado para distinguir entre a importância de alterações nos determinantes versus na forma como o mercado valoriza tais determinantes, na explicação dos diferenciais de produtividade. Neste último caso, utiliza-se, a decomposição de Oaxaca-Blinder. Deste modo, com a base de dados dos Quadros de Pessoal, pretende-se determinar se, entre 2007 e 2012, ocorreram mudanças na forma como o mercado atribui o salário aos seus colaboradores, ou seja, se este é atribuído tendo como base as características dos mesmos, ou se tem como base a forma como os empregadores valorizam essas características.<br>Nowadays, the term productivity is used in many contexts, mainly economic ones. This concept is in vogue mainly due to the economic crisis experienced in recent years. Many believe that low productivity was a crucial factor in the difficult recovery from the economic crisis, but, often, people misuse the term without really knowing its definition and all its determinants. Thus, the objective of this study is to propose a model that allows to identify the determinants of productivity, that it’s measured by the real average hourly wage, at two different times, before (2007) and after (2012) of the economic crisis, allowing to identify changes in the importance of such determinants. The estimated model will later be used to distinguish between the importance of changes in determinants versus how the market values such determinants, in the explanation of the productivity differentials. After, the Oaxaca-Blinder decomposition is used. Therefore, with the database of Quadros de Pessoal, it’s intended to determine if, between 2007 and 2012, changes occurred in the way the market assigns the wages to its employees, that is, if it’s based on the characteristics or if it’s based on how employers value these characteristics.

У роботі розглядаються теоретичні аспекти оплати праці на підприємстві в умовах ринкових відносин. Розглянуто сутність та функції заробітної плати на виробничому підприємстві; розглянуто державне регулювання оплати праці на виробничому підприємстві; та проаналізовано методику аналізу фонду оплати праці на вітчизняних підприємствах.<br>Diploma thesis deals with theoretical aspects of labor remuneration in the enterprise in the conditions of market relations. The essence and functions of wages at the production enterprise are considered; the state regulation of labor remuneration at the production enterprise is considered; and analyzed the method of analysis of the wage fund at domestic enterprises.

Thesis (M.B.A.)-Business Studies Unit, Durban Institute of Technology, 2005 xi, 86 leaves<br>This study encompasses the triangulation of research methods in order to determine the impact of a piece rate incentive scheme on employee output within the South African context. The existing body of knowledge tends to reflect the conditions found in developed countries such as the USA, Canada and the UK, very little research appears to have been conducted in the South African context.