Tesi sul tema "Salaries"
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1
Fièvre, François. "La reintegration des salaries irregulierement licencies". Poitiers, 1988. http://www.theses.fr/1988POIT3008.
Testo completo
2
EDOUARD, GEORGIN VALERIE. "Les medecins du travail juges par les salaries : enquete realisee sur un echantillon de 934 salaries de l'industrie chimique". Lyon 1, 1991. http://www.theses.fr/1991LYO1M038.
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3
Sánchez, Reyes Christian. "About economics and salaries content of collective bargaining". Pontificia Universidad Católica del Perú, 2015. http://repositorio.pucp.edu.pe/index/handle/123456789/116535.
Testo completoAbstract (sommario):
El caso analizado corresponde a una demanda de inconstitucionalidad presentada por 34 congresistas de la República contravarios artículos de la Ley de Servicio Civil, ley 30057. En el presente comentario se analiza la resolución emitida por tres miembros del Tribunal Constitucional que declara infundada la demanda de inconstitucionalidad respecto de la prohibición de negociar colectivamente materia económica y salarial en el Estado.
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Shanus, O. V. "Accounting Salaries by International Standards: Features and Harmonization". Thesis, Київський національний університет технологій та дизайну, 2017. https://er.knutd.edu.ua/handle/123456789/7767.
Testo completo
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Louivion, Simon, e Felicia Pettersson. "Analysis of Performance Measures That Affect NBA Salaries". Thesis, KTH, Matematisk statistik, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-209790.
Testo completoAbstract (sommario):
This thesis investigates which factors that affect the salary for basketball players in the NBA and if the salary cap has achieved its purpose. The data for this project was collected from basketball-reference.com and consisted of performance measures from season 2015/2016 and salaries from the beginning of the season 2016/2017. The study was performed by using multiple linear regression analysis in the software R and the data was handled in Excel. The results from the regression indicates that position point guard, if the player has played in D-league or not,Age, Offensive rebounds, Assists, Steals, Two point attempts, Three point attempts, Free throw attempts, Field goal percentage, Usage percentage and Defensive rating are the main factors that affect the salary. The performance measures that had the greatest were two and three point attempts. The regression model achieved an explanatory level of 57:4%. In complementary to analyze if the salary cap has achieved its purpose, a literature analysis was used and showed that the salary cap systems in North America are neither accurately designed nor do they satisfy the intentions of what they were set to achieve.Denna rapport undersöker vilka prestationsfaktorer som påverkar lönen för basketspelare i NBA och om NBA’s salary cap (lönetak) har uppnått sitt syfte. Datan för projektet hämtades från basketball-reference.com och bestod utav spelarstatistik ifrån säsong 2015/2016 och lön ifrån början av säsong 2016/2017. Undersökningen utfördes genom linjär regressions analys med hjälp utav mjukvaruprogrammet R och datan hanterades i Excel. Resultatet från regressionen visar att positionen point guard, om spelaren spelat i D-league eller inte, ålder, offensiva returer, assists, steals, 2-poängsförsök, 3-poängsförsök, straffkastsförsök, field goal procent, användningsprocent och defensiv rating är faktorer som påverkar lönesättningen. Prestationsmåtten med störst påverkan var 2-poängsförsök och 3-poängsförsök. Regressionsmodellen uppnådde en förklaringsgrad på 57:4%. Motsvarande, för att analysera om NBA’s salary cap har uppnått sitt syfte gjordes en litteraturstudie som visade att salary cap-systemen i Nordamerika varken är korrekt utformade eller uppfyller sina ursprungliga syften.
6
Myers, Ruth Ann Whittig. "A conceptual model for structuring public school administrative salaries". Virtual Press, 1987. http://liblink.bsu.edu/uhtbin/catkey/487000.
Testo completoAbstract (sommario):
The purpose of the study was to investigate contemporary practices for structuring public school administrative salaries in selected school districts, to analyze administrative salaries in selected school districts, to analyze practices reported, and to develop a conceptual model for structuring public school administrative salaries.School districts perceived as being innovative by a panel of experts with a national perspective were selected. Respondent superintendents provided school district salary policy and administrative regulations or procedures with explanations, clarifications, or comments which might facilitate accurate interpretation of the salary structure. Responses were analyzed, structure classifications were identified, and frequency of application of selected classifications were identified for the sample school districts and descriptively presented. A conceptual model was prepared from the aggregated data coupled with findings from the literature review for application to structuring of public school administrative salaries.Seven structure classifications emerged from data analysis: (1) time, (2) base rate, (3) role, (4) education, (5) longevity, (6) performance assessment, and (7) index. Each of the seven classifications were defined as follows: (1) time - contractual commitment, (2) base rate - standard salary amount, (3) role - position held by the administrator, (4) education - minimum formal training necessary to enter administrative positions, (5) longevity - length of service in education, (6) performance assessment - evaluation of administrator achievement, and (7) index - administrative salary schedule based on teacher salary schedule.Five of the seven classifications were utilized to develop the following conceptual model:AS = BR x (EW1 + TW2 + RW3) + (PA x BR)whereAS = Administrative salaryBR = Superintendent annual base salary E = EducationT = Time (length of contract) R = RoleW = Weight of factor (W1 + W2 + W3 = 1.00)PA = Performance assessmentSchool districts could add other factors, but the design of the model dictates factor weights adding to 1.00.
7
Domholt, Kimberly. "Internship Participation: Impacts on Career Outcomes and Starting Salaries". Thesis, North Dakota State University, 2018. https://hdl.handle.net/10365/29006.
Testo completoAbstract (sommario):
Internships are a great way for college students to gain real-world work experience. Students who participate in an internship should learn valuable skills, build a network and gain professional confidence. Employers want to see prior, relevant work experience when deciding who to hire and an internship can provide that. This quantitative research study examined the impacts on career outcomes and starting salaries for college graduates who participated in a paid internship, unpaid internship or no internship and in a structured internship program for which they receive college credit, a non-credit internship and no internship. The results clearly showed that students who completed any type of internship were employed at a higher rate than those who did not complete an internship. There was also a substantial impact on higher starting salaries for those who completed a paid internship.
8
Helmer, Carole. "La representation des salaries dans l'entreprise en droit communautaire". Cergy-Pontoise, 1999. http://www.theses.fr/1999CERG0079.
Testo completoAbstract (sommario):
La directive 94/95 du 22/09/94, relative a l'institution d'un comite d'entreprise europeen ou d'une procedure dans les entreprises de dimension communautaire et les groupes d'entreprise de dimension communautaire en vue d'informer et de consulter les travailleurs, est le premier texte europeen a mettre en oeuvre une representation transnationale des salaries. Techniquement, l'institution du comite d'entreprise europeen est laissee au libre choix des entreprises et groupes communautaires, via le groupe special de negociation (gsn) les membres du gsn doivent lui assigner un objectif a la fois informatif et consultatif; cependant la directive n'a jamais cherche a definir ces deux notions, ni meme a instaurer un dispositif minimum obligatoire y compris d'ailleurs dans les prescriptions subsidiaires. Elle laisse ainsi le champ libre a certaines derives illustrees par << l'affaire vilworde. C'est la raison pour laquelle apres avoir etudie les arcanes du systeme representatif communautaire, il a ete interessant de se pencher non seulement sur le devenir potentiel du comite d'entreprise europeen, mais egalement sur son utilisation eventuelle dans le developement de la negociation communautaire. En effet, malgre tout, le texte communautaire presente une double originalite : d'une part, il offre pour la premiere fois aux partenaires sociaux l'occasion de negocier a un echelon communautaire un systeme de representation adapte a leur specificite, d'autre part il confere a l'accord issu des negociations un pouvoir normatif contraignant. Fort de ce constat, la question se pose de savoirsi ce systeme communautaire ne peut pas contribuer au developpement de la negociation communautaire a un niveau superieur, celui de la branche et de la profession.
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Nowik, Laurent. "Le devenir des salariés de plus de 45 ans : stratégies d'entreprises et trajectoires des salaries ages : le cas de l'entreprise edf-gdf". Lille 1, 1998. http://www.theses.fr/1998LIL12012.
Testo completoAbstract (sommario):
Cette recherche aborde la question des salaries dits "âges" en partant de l'antagonisme qui existe entre les processus d'exclusion de l'activité en fin de carrière et le vieillissement démographique de la population active : à l'avenir les employeurs devront nécessairement composer avec des salaries ages plus nombreux. Dans ce contexte, l'analyse de leur rapport au travail donne des éléments pour réfléchir à l'évolution souhaitable de la gestion des fins de carrière et des parcours professionnels dans leur globalité. Dans cette recherche, à l'aide d'entretiens sociologiques menés a électricité et gaz de France, le rapport au travail des salaries "âges" est reconstruit dans une perspective longitudinale. On relève que la démobilisation de certaines personnes proches de la retraite s'explique par un double processus, de marginalisation et d'auto-marginalisation. On montre aussi que l'évolution du rapport au travail des salaries enquêtes ne résulte pas seulement d'un effet "fin de carrière", mais aussi d'un effet "génération" rarement évoque dans la littérature sur les salaries "âges". Une typologie est ensuite élaborée sur la base de l'identité professionnelle des personnes interwievées. L'existence d'un effet génération montre au total que les futurs salaries "âges" pourraient avoir des caractéristiques différentes de leurs aines, plus cohérentes avec le projet économique des employeurs. Alors, il est difficile d'affirmer que le vieillissement démographique aura nécessairement des conséquences négatives sur le fonctionnement des entreprisesThis research is concerned with the issue of the so-called "older" employees. It is based on the existing antagonism between the exclusion processes at the end of career and the demographic ageing of the working population : in the future employers will necessarily have to deal with a growing number of "older" employees. In this context the analysis of the employees' relation to their job helps us reflect on the desirable evolution of the management of ends of career and, more globally, professional lives. By means of sociological interviews led at electricite et gaz de france, this research models the "older" employees' relation to their job in a longitudinal perspective. It is observed that the disengagement of some people approaching retirement can be explained by a double process of marginalization and selfmarginalization. It is also shown that the evolution of the surveyed employees' relation to their job does not only result from an "end of career" effect, but also from a generational effect seldom mentioned in the literature on "older" employees. A typology is then set up on the basis of the professional profile of the employees interviewed. The presence of a generational effect shows overall that future "older" employees could display characteristics different from those of their predecessors, more integrated with the employers' economic scheme. It therefore cannot be concluded that demographic ageing will necessarily prejudice the businesses' operations
10
Massad, Victor J. (Victor James). "The Eclectic Paradigm of Salesperson Compensation: a New Framework for Investigating the Role of Salary versus Commission". Thesis, University of North Texas, 1995. https://digital.library.unt.edu/ark:/67531/metadc277576/.
Testo completoAbstract (sommario):
Numerous researchers, employing theories from either psychology or economics, have investigated the circumstances under which firms are likely to adopt salary-based versus commission-based compensation plans. This study integrates the most common theoretical bases of salesperson compensation literature into a broad framework labeled the Eclectic Paradigm of Salesperson Compensation (EPSC). The EPSC proposes that there is a positive association between a firm's salary orientation and resource commitment, and a firm's salary orientation and firm control. There should be a negative association between salary orientation and dissemination risk, and salary orientation and salesperson motivation/performance. Twenty-three hypotheses originating from the EPSC were tested using a pretest sample of 48 real estate salespersons and a test sample of 311 real estate salespersons. The data were analyzed using common factor analysis, logistic regression, multivariate analysis of variance, and median tests. Of the 23 hypotheses, 10 were supported, 7 were partially supported, and 6 were not supported. The results suggest that the eclectic paradigm of salesperson compensation is a promising initial step toward developing a comprehensive model for understanding the determinants of salary versus commission.
11
Melvin, Joseph Christopher. "An Analysis of Average Principals' Salaries in the Commonwealth of Virginia". Diss., Virginia Tech, 1999. http://hdl.handle.net/10919/37646.
Testo completoAbstract (sommario):
The purpose of the study was to identify variables associated with the level of average principals' salaries in the school divisions of Virginia. Predictions were on the variables found to be associated with average principals' salaries--fiscal capacity, average daily membership, the education level of citizens, per pupil expenditure, and average household income. Data from 133 school divisions for the 1994-95 school year were used in the analysis.
Stepwise regression method was employed. Residuals were used to form three groups of school divisions: those divisions paying constantly more than their predicted average adjusted salary (12,600 to 2716); those paying about their predicted average salary (2715 to -2785); and those paying considerably less than predicted (-2786 to -14212). The groups were plotted on a map of Virginia to determine whether clusters of high positive, middle and, high negative residual divisions were evident. The clusters were reviewed to interpret whether contiguous divisions adjusted their salary levels to be competitive with their neighbors. Twenty-four school superintendents or personnel administrators were randomly selected from the clusters and interviewed to help identify the variables school divisions used to set salaries of principals, and how the data in this study might be used.
Fifty-nine percent of the variance in average principals' salaries was explained by average daily membership, average education level, per pupil expenditure, and average household income. Except for local fiscal capacity, all variables were found to have a significant relationship (p .01) to average division principals' salaries. Grouping of residuals by size and proximity revealed clusters of division salaries appeared to be adjusted to be competitive with neighboring divisions. The interviews from the superintendents or personnel directors revealed similar results of setting salaries by comparing to neighboring divisions. At all residual levels, salaries in comparing neighboring divisions appeared more often as a theme from the interviews when setting salary schedules for principals. Further results from the interviews revealed, the data might be used to compare average principals' salaries with divisions which are competitive and contiguous.
Based on the data, a large number of school divisions did not pay average principals' salaries according to their predicted levels; they appeared to base principals' salaries on other variables, including the desire to stay competitive with contiguous or neighboring divisions.Ed. D.
12
Peyrat, Dominique. "Participation et implication des salaries : le projet d'entreprise, approche comparative". Poitiers, 1993. http://www.theses.fr/1993POIT4002.
Testo completoAbstract (sommario):
Sur la base d'une comparaison entre les entreprises ayant formalise leur projet et des entreprises n'ayant pas elabore de projet formalise, cette recherche a pour objet de mettre en evidence les liens entre participation et implication des salaries. L'etude repose sur l'exploitation de donnees collectees par interview aupres de 41 entreprises "avec projet" et 41 autres entreprises "sans projet", comparables deux a deux sur le plan de leur secteur d'activite et de leur nombre de salaries. Les caracteristiques organisationnelles des entreprises des deux groupes ne different pas de facon significative. Par contre, elles se differencient quant a leurs pratiques de management des ressources humaines. Le degre de reussite du projet depend du type de projet elabore, des caracteristiques organisationnelles et des pratiques de management des ressources humaines mais ni le type de projet, ni le fait meme d'avoir elabore un projet n'ont d'influence sur le degre d'implication des salaries. Le degre d'implication des salaries depend des caracteristiques organisationnelles et des pratiques de management des ressources humainesOn the basis of a comparison of firms which have written their mission statement with firms which have not elaborated a mission statement, the purpose of this research is to bring to the fore the links between employee participation and commitment. The study is based on the analysis of data collected by interview with 41 firms "with a mission statement" and 41 other firms "without a mission statement", that can be compared in pairs, as regards their activity sector and their number of employees. The organizational characteristics of the firms of the two groups are not significantly different. On the other hand, they differ as regards their human resource management (hrm) practices. The degree of success of the mission statement depends on the mission statement's type elaborated, on the organizational characteristics and on hrm practices, but neither the mission statement's type, nor the mere fact of having stated a mission have not any influence on the degree of employee commitment. The degree of employee commitment depends on the organizational characteristics and on the hrm practices
13
Julliot-Bernard, Sophie. "La protection des libertes individuelles des salaries en droit francais". Lyon 3, 1991. http://www.theses.fr/1991LYO33003.
Testo completoAbstract (sommario):
Avant d'etre lie par un contrat de travail le salarie est citoyen comme un autre. Neanmoins, l'ecercice des libertes dont il titulaire a ce titre peuvent se heurter a la logique de l'entreprise. L'effort de notre droit doit tendre vers une conciliation entre la subordination inherente au contrat de travail et la finalite de l'entreprise et vers la fixation des limites que cette subordination ne saurait franchir sans porter atteinte a une part inalienable des libertes du citoyen salarie. Dans cette perspective, le legislateur a fixe des garanties preventives et des garanties sanctions tant6 civiles que penales. De son cote l'opinion jurisdrudentielle majoritaire semble soucieuse de favoriser l'epanouissement des libertes du citoyen salarie. Le juge penal et le juge administratif interpretent les normes legales pertinentes concernant le principe du respect des libertes fondamentales du salarie, selon une orientation renforcant ces garanties. Si le juge civil pose le principe de non ingerence de l'employeur dans la vie extraprofessionnelle des salaries et celui du respect de la personnalite dans la relation de travail, il les tempere par la double obligation qu'a le salarie d'exuter ses obligations contractuelles en toute bonne foi et de respecter ce que requiert l'interet de l'entreprise. Correlativement notre droit reconnait au salarie des libertes ayant vocation a l'affranchir de la sujetion generee par la relation de travail. Le droit de greve et la liberte du travail, libertes interessant l'ordre economique, connaissent un encadrement insuffisamment developpe double d'une orientation jurisprudentielle acquise a la logique patronale. La liberte syndicale et le droit d'expression, libertes interessant l'ordre social, connaissent qualitativement un niveau de protection superieur-essentiellement lie a une orientation jurisprudentielle. .More than being bound by an employment contract, the wage earner is a common citizen. Nevertheless the practise of liberties he is entit led to, may go against the logic of the company. Our right must tend to a conciliation between the subordination fundamental to the work-engagement and the target of the firm, and the fixing of the limits this subordination could not overpass without interfering with an untransferable part of the wage-earner's liberties. In this view, the legislator has determined some preventive guarantee, and penalty guarantees, either civil or penal. On its side, the jurisprudential opinion of the majority seems to take care of encouraging the growth of the wage-earner's liberties. The penal judge and the administrative one explain the obvious legalrules regarding the respect of the basic liberties of the wage-earner with a trend reinforcing these legal guarantees. If the civil magistrate lays down the employer's non interference priciple in the wage-earner's extra work life and that of being respect ful of the individuality in working relation-ships, he moderates them by the double obligation for the wage-earner to perform quite honest ly his duties garanted by a contract, and to respect the interests of the company. Correlatively our right gives to the wage-earner some liberties allowing to set him free from the servitude producted by the work agreement. The right for strike and the liberty in work related to economic problems, face a legislative frame not enough developed supervised by a jurisprudential trend. The trade union liberty and the liberty of speech relative to the social domain. .
14
Bland, J. Edward. "A Spatial Econometric Study Examining the Determinants of Principal Salaries". Thesis, University of North Texas, 2016. https://digital.library.unt.edu/ark:/67531/metadc849698/.
Testo completoAbstract (sommario):
The lack of evidence on reforms, such as determinants of principal salary, points to data and research deficiencies to be addressed in order to learn more about their effects and make sound public policies. The purpose of the study was to examine district and community determinants of principals’ salaries using a spatial econometric framework. The findings have implications for education policy development related to pay for contribution, rather than pay based on tenure, experience, or district wealth. The quantitative study used a spatial regression approach to model school, district, and community factors as determinants of Texas high school principal’s salary. Principal salaries are viewed from several lenses in this study by considering effective outcomes of pay defined by actual salaries and market considerations for pay as defined by community, organizational and human capital variables. Literature from the private sector as well as from the public school setting was used as a theoretical underpinning for the hypotheses set forth in this study. The findings provide empirical insights regarding how principal salaries are determined. The study found a statistically significant spatial autocorrelation relationship at p<.05 confirming geographic locations is a robust influence on principal salaries. After controlling for the spatial autocorrelation the study also found experience, gender, district wealth, and campus size significantly influence principal salaries. However, there was no statistically significant relationship between principal salary and student achievement. .
15
Carvalho, Victor Hugo Fonseca. "Inadimplemento salarial qualificado". Universidade do Estado do Rio de Janeiro, 2014. http://www.bdtd.uerj.br/tde_busca/arquivo.php?codArquivo=8608.
Testo completoAbstract (sommario):
O presente trabalho tem por objetivo a análise do tema salário, sua fundamentalidade na ordem jurídica e as repercussões do inadimplemento salarial. No primeiro capítulo foram buscados fundamentos para a conceituação do salário como direito fundamental. No segundo capítulo, o trabalho analisou aspectos relacionados às obrigações civis, comparando as obrigações civis com as trabalhistas naquilo que se mostra essencial ao estudo das repercussões do inadimplemento salarial. No terceiro capítulo, definiu-se o que se entende por inadimplemento salarial qualificado com a demonstração da importância do tema, que se mostra bastante presente no cotidiano do operador do Direito do Trabalho. No quarto e último capítulo foi oferecida uma resposta possível da ordem jurídica ao inadimplemento salarial qualificado à luz do direito vigente, bem como foram oferecidas algumas propostas de avanços em relação ao que hoje se tem para o enfrentamento do inadimplemento salarial qualificado.This work has the purpose to analyse the salary as a fundamental right in our legal system and the consequences of not respect the obligation of payment of the salaries. In the first chapter the efforts were concentrated in the analysis of the salary as a fundamental right. In the second chapter the study of civil obligations was important to understand the different aspects of obligations in contracts involving workers. The differences between civil law and labor law influenced the study of the non payment of workers salary. In the third chapter the concept of qualified non payment of workers salary was finally developed with the demonstration of the importance of the theme in Brazil, where the problem is very perceived everyday by jurists. In the last chapter, the central idea was offer answers to the questions of qualified non payment of salaries according to Brazilian legal system and offer ideas to develop Brazilian legal system to face that problem.
16
McKenzie, Carol Millis. "A Study of the Relationship of Selected Wage Criteria to Administrative Salaries in Suburban School Districts in Texas". Thesis, University of North Texas, 1989. https://digital.library.unt.edu/ark:/67531/metadc331888/.
Testo completoAbstract (sommario):
The focus of this study was to determine the unique contribution to administrative salaries of the following criteria: gender, ethnicity, total years' experience in education, district years' experience in education, degrees held, per pupil expenditure, and school size. The sample was comprised of 1,866 administrators in 27 Texas suburban school districts with an Average Daily Attendance (ADA) over 10,000. The 1986-87 salaries of the following 11 administrative positions were analyzed using a multiple regression equation: deputy superintendent, assistant and associate superintendent, business officer, personnel officer, senior high principal and assistant principal, junior high principal and assistant principal, elementary principal and assistant principal.
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Lyles, Chelsea Haines. "The Relationship Between Responsibility Center Management, Faculty Composition, and Faculty Salaries". Diss., Virginia Tech, 2020. http://hdl.handle.net/10919/99056.
Testo completoAbstract (sommario):
In 2006–2007 ten public universities were utilizing responsibility center management (RCM), and that number increased to 24 in 2014–2015 (Jaquette, Kramer, and Curs, 2018), but little is known about the relationship between the implementation of RCM, faculty composition, and faculty compensation. Inequities in faculty composition and salaries exist based on gender and race/ethnicity. My study explored whether the implementation of RCM, an increasingly popular budget model in public higher education, was associated with further faculty salary and compositional inequities by gender and race/ethnicity. Deans, as heads of revenue centers under RCM, have increased budgetary power and decision-making responsibility. Organizational justice theory, specifically the tenets of distributive justice and procedural justice, grounded this study by connecting the implementation of RCM to the diffusion of decision-making throughout the organization and potential association with inequities in faculty composition and faculty compensation. This quantitative study examined the relationship of RCM with institutional average salary and numerical proportions of assistant professors on the tenure track at public, doctoral universities based on the 2015 Basic Carnegie Classification. I used difference-in-difference estimation to compare institutions that implemented RCM (treatment group) to institutions that did not (control group) to determine whether there were differences in salary and proportional trends for assistant professors by gender and by gender and race. In addition, I explored engineering in a specific set of analyses because it has been cited as a field that should especially benefit from an RCM budgeting approach. I compared the change in proportions of assistant professors of engineering by gender and by gender and race/ethnicity at universities within the sample. Finally, the annual salaries of a subset of assistant professors of engineering within the sample of doctoral institutions in the treatment and control groups in Ohio were compared. Across these different analyses, I did not find evidence that RCM implementation between FY2012 – FY2017 had a significant effect on average institutional salary generally or by gender or race/ethnicity for assistant professors broadly or within engineering, specifically. Lacking a comprehensive dataset with institutional and individual predictors of faculty compensation and composition, and as RCM models vary among institutions, these findings should be interpreted cautiously. As RCM did not appear to be associated with any changes in faculty composition or compensation practices, I did not find evidence that RCM implementation had a significant impact on the procedural justice (i.e., decision-making criteria and processes of deans or department heads) or distributive justice (i.e., salary amounts or proportions of who was hired by gender and race/ethnicity) of faculty composition or faculty compensation at public, doctoral universities.Doctor of Philosophy
My study explored whether the implementation of responsibility center management, an increasingly popular budget model at public universities, was associated with differences in faculty salary and faculty numbers by gender and race/ethnicity. Deans, as heads of revenue centers under RCM, have increased budgetary power and decision-making responsibility. Organizational justice theory, specifically the tenets of distributive justice and procedural justice, grounded this study by connecting the implementation of RCM to the diffusion of decision-making throughout the organization and potential association with inequities in faculty composition and faculty compensation. I examined the relationship of RCM with institutional average salary and numerical proportions of assistant professors on the tenure track at public, doctoral universities. I compared institutions that implemented RCM to institutions that did not to determine whether there were differences in salary and proportions for assistant professors by gender and by gender and race/ethnicity. In addition, I explored engineering because it has been cited as a field that should especially benefit from an RCM budgeting approach. I compared the change in proportions of assistant professors of engineering by gender and by gender and race/ethnicity. Finally, the annual salaries of assistant professors of engineering at two universities in Ohio were compared. Across these different analyses, I did not find evidence that RCM implementation had a significant effect on salary or proportions of assistant professors; however, as my study had lots of limitations, and as RCM models vary among universities, these findings should be interpreted cautiously. As RCM did not appear to be associated with any changes, I inferred that RCM implementation did not have a significant impact on the procedural justice (i.e., decision-making criteria and processes of deans or department heads) or distributive justice (i.e., salary amounts or proportions of who was hired by gender and race/ethnicity) of faculty salary or proportions at public, doctoral universities.
18
Menninger, Sarah Wheeler. "The impact of rising women's salaries on marital and relationship satisfaction". Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4852/.
Testo completoAbstract (sommario):
Using data from a national survey, this study examines income and other key variables (division of labor and work-family conflict) and their relationship to marital satisfaction. This study builds upon the body of research regarding working couples and women's increased participation in the paid labor force as well as evaluates the findings in the context of data gathered from the recent United States census. Results from this study also are compared to the findings of other key studies. Emergent data may be used to prepare counselors to work more effectively with couple clients and to assist employers in the development of work life policies for dual career and dual earner employees. Results from the multiple regression revealed no direct effects of income on marital satisfaction. For this sample, increases in work family conflict contributed to less marital satisfaction as did the presence of children. Increased participation in household chores by respondents' partners contributed to increased marital satisfaction. No differences were observed by gender. Limitations of the study, recommendations for further research, and implications for practitioners also are addressed.
19
陳詠儀 e Wing-yi Elaine Chan. "A study on the level of pay satisfaction of middle and top management executives in the public sector using a multidimensional approach inmeasurement". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1988. http://hub.hku.hk/bib/B31264013.
Testo completo
20
HAMON, RETAILLEAU ANNIE. "Valeur des hemogrammes dans la surveillance des salaries exposes a des solvants aromatiques : a propos de 4701 examens pratiques chez 498 salaries d'une entreprise de l'industrie automobile". Nantes, 1988. http://www.theses.fr/1988NANT017M.
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21
Chu, Man-kin, e 朱文健. "Personnel policy and the disciplined services 1985-1991: an evaluation of pay policy". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B31964023.
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22
Allard, Celia Ahrens. "The economic and institutional determinants of faculty salaries at Montana State University". Thesis, Montana State University, 1985. http://etd.lib.montana.edu/etd/1985/allard/AllardC1985.pdf.
Testo completoAbstract (sommario):
Salary differentials are characteristic of faculty salaries in universities lacking rigid pay scales, and are attributable to a wide variety of factors. Economic theories of wage determination reveal that supply and demand, wage expectations, marginal productivity, and human capital are important salary determinants. Literature describing institutional organization suggests that funding, administrative rules and customs, and departmental power affect a university's decision-making processes, including salary determination. Federal antidiscrimination legislation and the lawsuits filed in response show that demographic factors may also influence salaries. Faculty at MSU tend to explain this year's salary as a function of last year's salary and the legislative allocation for raises, with some consideration given to university priorities and faculty performance. This thesis undertook to investigate that perception, drawing upon evidence from literature and past salary studies to construct a cross section time series model that would test possible reasons for salary differentiation. Factors were included at both department and individual levels. Some factors were explicit in MSU salary policies, while others arose through the informal arrangements that tend to evolve in universities. Data for a five-year period permitted evaluation of these effects over time. Regression analysis confirmed the faculty perception and also indicated that some of the informal salary determinants explained more variation in salary than some of the formal ones. The informal determinants included two department-level variables, one indicating an active doctoral program to represent a department's proximity to MSU's land grant mission, and another indicating growth in number of majors to represent pressure to hire and retain faculty in high-demand areas. Both variables served as crude proxies for institutional priorities , and both were statistically significant, although not strongly so. An informal determinant at the individual level indicating promotion to a higher rank was also significant. By contrast, the human capital variables did not suggest strong salary differentiation based on education and experience. Of the departmental merit variables, only the one. indicating high research productivity was positive and significant. Because of weaknesses in the available data the results are not conclusive, but they are suggestive enough to warrant further investigation.
23
Roberson, Winfred Bowie Jr. "Cumulative Salary Indexes (CSIs)| A New Way to Look at Teacher Salaries". Thesis, University of California, Davis, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13421006.
Testo completoAbstract (sommario):
The Davis Teachers Association has asserted that the Davis Joint Unified School District’s (DJUSD’s) beginning salary steps are lower than the starting salary steps of districts that the district competes against for the same pool of qualified teachers, and that, as a result, the DJUSD is unable to recruit high-quality teachers. Complicating this matter, the 2007–2012 recession significantly decreased the number of college graduates entering the teaching profession in California; the resulting teacher shortage makes the recruitment and retention of teachers very competitive among school districts. Viewing this issue within the context of starting salary and career earnings magnifies the need for districts to be creative in the way they advertise their salary schedules.
To assist school districts with the creative presentation of their salary schedules, this study develops the cumulative salary index (CSI). Simply defined, CSIs calculate total salary earnings for a specific block of time. Within that context, the aim of this study is to understand how beginning and ending salary differences between DJUSD and 12 other Sacramento-region school districts influence long-term earnings for teachers. From that standpoint, I ask two research questions. First, how do specific steps on the Davis teacher salary schedule compare to similar salary steps of 12 other Sacramento-region school districts that compete for the same beginning and veteran teachers, before and after integrating health benefits? Second, do districts that offer higher first and final salary steps have greater CSIs than those that offer lower first and final salary steps? I also examine the influence(s) that school site and district environmental conditions may have on teacher recruitment and retention.
I use a straightforward methodology to answer the research questions. To address the first research question, I compare specific salary steps for each of the 13 study districts, before and after the integration of health benefits. To answer the second research question, I develop educational pathway scenarios and five-year block scenarios to measure and compare the 13 districts’ various CSIs. The findings show that DJUSD’s overall salary ranks pretty low across a variety of cells and CSIs in comparison to the other study districts. The findings also reveal that the integration of health benefits into the teacher salary schedule either positively or negatively influences how a district’s salary ranks. Additionally, CSI comparisons between the 13 study districts reveal that just because a district has the lowest starting salary does not mean that its teachers will have the lowest career earnings. Finally, findings from this study provide additional evidence to the body of literature demonstrating that teachers are willing to compromise wages in exchange for favorable environmental conditions at school.
Based upon the observations made from this study, I recommend that school districts implement policies and practices that improve environmental conditions for teachers. As a way to provide a more comprehensive view of teacher salary, I also recommend that school districts create, promote, and utilize various CSIs when recruiting teachers.
24
ISAIA, CHABERT MICHELE. "La toxicite du graphite synthetique : epreuves fonctionnelles respiratoires chez 18 salaries exposes". Lyon 1, 1989. http://www.theses.fr/1989LYO1M135.
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25
廖文華 e Man-wah Liu. "Reward for high public office: a comparative analysis of the cases of Hong Kong and Singapore". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31966895.
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26
MA, Yiu Chung. "CEO compensation and loan contracting". Digital Commons @ Lingnan University, 2011. https://commons.ln.edu.hk/econ_etd/3.
Testo completoAbstract (sommario):
The agency theory literature implies the pay-performance based managerial compensation can relieve the agency problem between shareholders and managers. As the interests of shareholders and managers are aligned, managers have incentive to invest in best projects and hence to improve firms’ performance. While the use of equity compensation to managers may reduce the agency cost between managers and shareholders, its impact on agency cost of debts is ambiguous. On the one hand, a large portion of equity compensation discourages risk-averse managers to invest in risky investment and hence reduce the credit risk. On the other hand, while the equity compensation brings the interests of managers in alignment to shareholder it may encourage managers to take opportunistic corporate strategies and to exploit the wealth of creditors. As a result, creditors may response to the CEO compensation package by imposing different covenant restrictions according to their perception of the credit risk.
Supported with empirical evidence, this research finds that loan agreement contains more restrictive covenants if the firm’s CEO has a higher portion of option compensation to the total compensation, but contains less restrictive covenants if the firm’s CEO has a higher portion of stock compensation to the total compensation. It implies that creditors view that the increase in the use of option compensation would increase the credit risk of the firm, while the increase in the use of stock compensation would decrease the credit risk. This research also investigates the relation between the CEO option compensation and some specific financial covenants. The finding shows that the use of liquidity covenant and minimum net worth covenant is positively related to the CEO option compensation.
27
Howe, James D. "A national assessment of the salaries and working conditions of agricultural education teachers in the United States, 1990-1991". Diss., Virginia Tech, 1992. http://hdl.handle.net/10919/39836.
Testo completoAbstract (sommario):
The purpose of the study was to determine the salaries and working conditions of agricultural education teachers in the United States. To accomplish this purpose the following objectives were identified:
1. To determine the demographic characteristics of agricultural education teachers.
2. To determine the salaries, salary supplements, and monetary fringe benefits of agricultural education teachers.
3. To determine the nonmonetary benefits of agricultural education teachers.
4. To determine the major instructional and noninstructional responsibilities of agricultural education teachers.
5. To describe the work settings and working conditions in which agricultural education teachers are employed.
6. To determine the work loads of agricultural education teachers.
Most agricultural education teachers reported receiving health insurance benefits. However, only a small percentage (14.7%) of respondents reported receiving fully paid health insurance for themselves and their families. In addition, fewer than one-half (41.4%) of the agricultural education teachers reported receiving fully paid major medical insurance, eye care (13.1%), dental care (20.5%), and life insurance (35.3%).
Production agriculture and agricultural mechanics remain the predominant subjects taught by agricultural education teachers. However, a majority of agricultural education teachers also reported teaching agriscience. Although only a small percentage (18.8%) of agricultural education teachers advised Young Farmer chapters, most (95.8%) advised FFA chapters.
Nearly all (98.4%) agricultural education teachers classified their employment status as full-time. Typically, agricultural education teachers were mployed a mean 11.3 months per year. Most (69.5%) agricultural education teachers were employed in comprehensive high schools with a mean student population of 662.4 students. Agricultural education teachers reported a mean of 6.7 periods in a typical school day and teaching load of 5.2 instructional periods per day. Nearly three-fourths of the respondents reported having one period per day allotted for planning, student visitations, or student conferences.Ed. D.
28
Martin, Stephanie Michelle. "Essays on the relationship between public school salaries and student racial/ethnic characteristics". Diss., Connect to online resource, 2005. http://wwwlib.umi.com/cr/colorado/fullcit?p3190389.
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29
ALLMANG, THOMAS NATHALIE. "Contrainte mentale et polyvalence : a propos d'une enquete faite aupres de 644 salaries". Besançon, 1994. http://www.theses.fr/1994BESA3093.
Testo completo
30
Middaugh, Esmé Wyoming, e Esmé Wyoming Middaugh. "Examining the Role of University President and Football Coach Salaries in Student Debt". Thesis, The University of Arizona, 2017. http://hdl.handle.net/10150/625102.
Testo completoAbstract (sommario):
This research investigates the relationship between university president and coach salaries and student debt. The recent rise in tuition and student debt has created public concern, prompting a search for causes of and solutions to the problem. One hypothesis discussed in both popular news articles and academic papers is that university spending on president salaries and football coach salaries has an influence on student debt. However, prior to the current study, this hypothesis had not been subjected to careful analysis based on the available data. Utilizing data collected from the Chronicle of Higher Education, USA Today, and the College Scorecard, which provide data for a robust sample of universities, this study finds no correlation between university president/ football coach salaries and student debt.
31
Nascimento, Ana Cristina Russo. "Remunera????o do executivo vinculada a objetivos de longo prazo e a gera????o de valor ao acionista". FECAP, 2015. http://tede.fecap.br:8080/jspui/handle/tede/666.
Testo completoAbstract (sommario):
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Ana_Cristina_Russo_Nascimento.pdf: 9067895 bytes, checksum: f5d0854e1572e991b963b73b2414e563 (MD5)Made available in DSpace on 2015-12-21T14:12:17Z (GMT). No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Ana_Cristina_Russo_Nascimento.pdf: 9067895 bytes, checksum: f5d0854e1572e991b963b73b2414e563 (MD5) Previous issue date: 2015-08-04
It has been a challenge for companies and scholars the issue of alignment of interest between owners and executives, called agency problems. Among its various views and administrative tools, created with the purpose of mitigating these problems the salary of the executive which can be a tool of encouragement when it is compensated in a variable way linked to purposes which set challenges to add value to the companies and thus a higher return to stockholders. There are claims in this context that the remuneration models which determine long-term goals are more appropriate, once they enable measure tangible results for organizations. Thereforeaim of this study was to investigate the relationship between the presence of variable remuneration linked to long-term goals and business performance as well as the behavior of that financial performance by business sector. One hundred fifty-fivepublicly traded companies were analyzed in 2010, which information has been extracted from References Forms (FR). The indicators used were Enterprise Value, EBITDA and Total Return to Shareholders (TRS), constructed with data provided by the Econom??tica System, for the period from 2010 to 2013. The significance of variables was tested using the method of Ordinary Least Squares (OLS), and the figure which was carried out showed statistical significance the impact on the type of remuneration on the financial performance of the sample only for the indicator Enterprise Value, the results suggested that the long-term goal linked to the remuneration can positively influence the company's performance.
A quest??o do alinhamento de interesse entre acionistas e executivos, denominada problemas do agente-principal, tem sido um desafio para empresas e estudiosos. Dentre seus diversos aspectos e ferramentas administrativas, criados com o prop??sito de mitigar esses problemas, est?? a remunera????o do executivo que pode ser instrumento de incentivo, quando paga de modo vari??vel atrelada a finalidades que estabele??am desafios para agregar valor ??s empresas e, assim, maior retorno aos acionistas. Nesse contexto, h?? afirma????es de que os modelos de remunera????o que determinam metas de longo prazo s??o mais adequados, uma vez que possibilitam aferir resultados concretos para as organiza????es. Assim, o objetivo deste estudo ?? verificar a rela????o entre a presen??a de remunera????o vari??vel atrelada a metas de longo prazo e o desempenho empresarial, bem como o comportamento do referido desempenho financeiro por setor de atividade. Foram analisadas 155 empresas de capital aberto no ano de 2010, cujas informa????es foram extra??das dos Formul??rios de Refer??ncias (FR). Os indicadores empregados foram Valor da Empresa, LAJIDA e Retorno Total ao Acionista (RTA), constru??dos com dados fornecidos pelo sistema Econom??tica, para o per??odo de 2010 a 2013. A signific??ncia das vari??veis foi testada recorrendo ao m??todo dos M??nimos Quadrados Ordin??rios (MQO), e as estimativas realizadas mostraram signific??ncia estat??stica do impacto do tipo de remunera????o sobre o desempenho financeiro da amostra apenas para o indicador Valor da Empresa, cujos resultados sugeriram que o objetivo de longo prazo vinculado ?? remunera????o pode influenciar positivamente o desempenho da empresa.
32
Rouziès-Ségalla, Dominique. "The effects of a salespeson's utilities on optimal sales force compensation structures". Thesis, McGill University, 1992. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=39335.
Testo completoAbstract (sommario):
Marketing analytical studies of optimal salesforce compensation policies typically rely on a set of restrictive assumptions. In this paper, a model of decentralized salesforce compensation is developed, wherein some of the classical assumptions are challenged. Response Surface Methodology is used to optimize decentralized compensation policies over a set of simulated conditions. The proposed approach is then illustrated with two empirical applications in artificial and real settings. The objective is to provide some preliminary evidence about decentralized structures and to recommend salesforce compensation policies.
33
Chan, Wong Yan-lan Elaine, e 陳黃紉蘭. "Allowances as incentives: a study of practicein the Hong Kong civil service". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31974995.
Testo completo
34
Choi, Li To-fun Vivien, e 蔡李吐芬. "A study of the structure and development of the disciplined services pay scales". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31975057.
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35
Gilbert, Alana J. M. "Public sector pay reform and the implications for the gender wage gap of the resulting changes in earnings inequality". Thesis, University of Aberdeen, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.311153.
Testo completoAbstract (sommario):
This thesis analyses the public sector pay reforms, earnings inequality and the gender wage gap in the UK between 1991 and 1996. The aim is to examine the relationships between the pay reforms and the level of earnings inequality, and between the level of earnings inequality and the gender pay gap. The analysis employs British Household Panel Survey data to distinguish the magnitudes of earning inequality and the gender pay gap in 1991 and 1996, and then utilises decomposition techniques in order to distinguish the determinants of these gaps. These decompositions, developed by Juhn, Murphy and Pierce, and Blau and Kahn, show the magnitude of the effects of the changing characteristics of the workforces in the different sectors and the prices paid for, the returns to, these characteristics, both observed and unobserved. These techniques are employed to reveal the link between the public sector pay reforms, and sub sectors, and also the link between changes in the level of residual earnings inequality and changes in the gender pay gap. Hypothetical earnings distributions, are constructed to show how the level of earning inequality and the gender pay gap would be affected in both the public sector and the economy as a whole, if by 1996 the public sector reforms had caused public and private sector returns to converge. In this way, the degree to which the public sector pay reforms may have affected the level of earnings inequality and the gender pay gap in the public sector is revealed.
36
Deckard, Allan Paul. "Potential motivational effects of altered compensation rates in comparison to other type incentives on building principal performance". PDXScholar, 1986. https://pdxscholar.library.pdx.edu/open_access_etds/588.
Testo completoAbstract (sommario):
The effective schools research has repeatedly concluded that effective schools are characterized by effective administrators. The desire, then, of local school boards to improve administrator performance has emerged, based upon the assumption that as building principal performance improves, so does teacher performance, and ultimately, student performance. Merit pay has received a great deal of attention in education recently as a means to motivate administrators towards improved performance. Merit pay is supported by the "physical-economic" school of thought which believes that individuals are "economically motivated". In contrast, the "work itself" or "job satisfaction" school of thought believes that individuals are best motivated by factors which affect job meaningfulness. Merit pay is viewed as a "hygiene" factor which may decrease job "dissatisfaction" but does not necessarily result in increased motivation. This dissertation compared the "physical-economic" concept of altered compensation rates or merit pay, to the "job satisfaction" or "work itself" concept of increased job meaningfulness as a means to motivate principals towards improved performance. When given a list of incentives, principals were asked to choose between merit pay and other type incentives. Of the 312 principals surveyed, 244 responded for a 78% return rate with the following results: 28% preference for merit pay at the 5% level; 47% preference for merit pay at the 10% level; 63% preference for merit pay at the 15% level; and, 68% preference at the 20% level. Frequencies tallied and percents derived indicated a consistent preference for merit pay at the 15% and 20% levels irrespective of demographics. These results would seem to indicate that "work meaningfulness" incentives are desirable to principals, but when paired against ever increasing levels of "potential monetary compensation", they lose their attractiveness. Even though merit pay received a popular response from the principals surveyed at the higher levels offered, merit pay's track record is so poor as to suggest that better measurement methods need to be devised before such a program is initiated. According to the literature reviewed, it is doubtful that such an objective and equitable means of measurement is feasible without interfering in a principal's daily routine, thus reducing the principal's effectiveness.
37
Viana, CÃlida Socorro. "The impact of teachers' salaries on student performance, a study for the Brazilian case". Universidade Federal do CearÃ, 2009. http://www.teses.ufc.br/tde_busca/arquivo.php?codArquivo=4365.
Testo completoAbstract (sommario):
nÃo hÃThe debates on public policies for education have a large space on the world stage since the development of a nation needs a well prepared and universalized framework of basic education. Thus, a country like Brazil, which still aims to achieve the status of a developed nation, must turn your eyes to this issue and seek to better understand the problem and its consequences. In this dissertation we seek to highlight the importance of a wage policy for teachers, in order to improve their productivity at work, aiming to reverse this productivity improvement in better studentâs achievement on tests. For this, we used data from the survey Brazil Test (Prova Brasil), which has allowed the identification of outcomes related to educational issues and on student performance on tests.
Os debates sobre as polÃticas pÃblicas educacionais possuem um amplo espaÃo no cenÃrio mundial, jà que o desenvolvimento de uma naÃÃo necessita de uma estrutura de educaÃÃo bÃsica bem elaborada e universalizada. Sendo assim, um paÃs como o Brasil, que ainda almeja alcanÃar o patamar de uma naÃÃo desenvolvida, deve voltar os olhos para esta questÃo e procurar entender melhor o problema e seus desdobramentos. Na presente dissertaÃÃo, procura-se evidenciar a importÃncia de uma polÃtica salarial bem desenvolvida voltada para os professores, de forma a incentivar o aumento de produtividade em suas atividades didÃticas, com este aumento sendo revertido em um melhor aproveitamento dos alunos nas provas. Para isso, foram utilizados dados da Prova Brasil, os quais ainda permitiram identificar resultados ligados Ãs questÃes educacionais e sobre o rendimento dos alunos nas provas.
38
Aboume, Amvame Clotilde. "Approche critique du principe d’égalité de traitement des salaries en droit du travail interne". Thesis, Université de Lorraine, 2019. https://docnum.univ-lorraine.fr/ulprive/DDOC_T_2019_0352_ABOUME_AMVAME.pdf.
Testo completoAbstract (sommario):
La présente étude vise à démontrer que le principe d'égalité de traitement des salariés, émanation de la jurisprudence de la chambre sociale de la Cour de cassation, est inexistant des textes internes lesquelles instituent des règles d'égalité de natures très différentes faisant ressortir toute l'originalité conceptuelle du principe d'égalité de traitement des salariés. La force donnée à ce principe par la jurisprudence de la chambre sociale de la Cour de cassation trouve ses limites, voire ses contradictions dans les évolutions récentes de son régime juridique dont les fondements sont tout aussi discutables que l'extension du principe lui-mêmeThe present study aims to demonstrate that the principle of equal treatment of employees, as consecrated by the case law of the social chamber of the Court of Cassation, is absent from internal texts, which establish rules of equality of treatment of different natures, illustrating the originality of the principle of equality of treatment of employees. The strength given to that principle by the case law of the social chamber of the Court of Cassation finds its limits, even its contradictions in recent developments of its legal regime, whose foundations are as questionable as the extension of the principle itself
39
Winsten-Bartlett, Cheryl Sue. "Gender tipping: The effects of a changing student gender composition on new faculty salaries". Diss., The University of Arizona, 2000. http://hdl.handle.net/10150/284253.
Testo completoAbstract (sommario):
This research questions two fundamental assumptions of established educational policies designed to promote gender equity. First, that the external labor market is the principal predictor of disciplinary salaries when all other factors are controlled, and second, that integration of women into these marketable disciplines will result in pay equity. This study describes the national trends in female participation and gender redistribution in academic disciplines, evaluates student gender composition as a proxy for "feminization" of academic fields, and examines the value of comparable worth and labor market variables in tandem to predict faculty salary increases by discipline. Correlation, chi-square and logit analyses were performed to determine the direction of gender redistribution among disciplines over time, and to address the relationship between the level of disciplinary gender composition change and the level of disciplinary salary change. The annual percentage change (logged) in full-time assistant professor salary by discipline and institution was regressed on the proportion of female students within disciplines, the distribution of male students among disciplines, NRC rank, and prior year salary (logged). Gender redistribution among disciplines is not arbitrary and changes in gender composition can predict the level of disciplinary salary increases. The full regression model was significant. The variables for female participation tended to have a significant negative influence, while the variables for male participation tended to have a significant positive influence on changes in faculty salary.
40
Perkins, Casey Thomas. "An examination of the effect of teacher salaries on student achievement in Florida public schools". Connect to Electronic Thesis (CONTENTdm), 2010. http://worldcat.org/oclc/647965368/viewonline.
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41
GABA, KOBINA A. H. M. "L'action civile collective (les exemples des syndicats de salaries, des associations familiales et de consommateurs)". Lille 2, 1997. http://www.theses.fr/1997LIL20006.
Testo completoAbstract (sommario):
L'etude epistemologique de l'action civile d'interet collectif et plus generalement de la defense en justice d'un interet collectif, fait apparaitre un constat indeniable : cette action souleve des questions d'ordre structurel et non conjoncturel. Elle vient s'inscrire en faux contre l'ideologie qui sert de fondement a l'organisation sociale et au systeme juridique y afferent. Il s'agit en realite d'un juste retour a l'ordre naturel des choses. Bien qu'etant un phenomene ou une dynamique sociale, cette action n'en est pas moins polemique. Le debat de fond seculaire sur la place que doit occuper cette action dans l'organisation sociale et dans le systeme juridique par rapport a l'action individuelle et l'action publique, n'est pas sans querelles d'arguments et de principes. Mais au fur et a mesure que s'amplifie ce debat, se developpe et s'affermit l'action collective. Aussi n'est-il point question de pratiquer indefiniment la politique de chicane. Les faits sont la, il faut donc trancher. L'objectif de cette etude est de montrer que l'interet collectif transcende les contentieux civil, penal, administratif, economique. . . . Il revolutionne le droit en reconciliant les interets individuel et general. C'est une resultante de la dynamique des interets individuel et general. Il ne peut y avoir d'opposition entre ces differents interets mais plutot des relations d'interdependance et de complementarite. Sa protection juridique s'inspire a la fois de celles des interets individuel et general. Cette protection suppose notamment sa representation en justice donc une reponse a la question, sur la qualite de la personne qui doit ou peut le representer. Sa finalite est double et emprunte des caracteres des actions individuelle et publique. L'action collective est par essence prospective et abstraite. C'est une action d'investigation, tactique et strategique. Mais elle est aussi concrete dans ses consequences. Elle a ainsi une finalite reparatrice qui intervient tant au plan collectif qu'au plan individuelThe epistemological study of the civil action of collective interest and more generally of the defense in law of a collective interest brings forth an unquestionable conclusion : this action does not bring about occasional question but structural question. This action lodges a challenge against the ideology which is the foundation of a social organisation and of the relating judicial system. In reality it is a justifiable comeback to the natural order, procedure should follow. Although it is a phenomenon or a social dynamism, this action is very controversial. The age-old debate on the place of this action in the social organisation and in the judicial system, is not without arguments and principles based quarrels. However, as this debate evolves, the collective action develops and is strengthened. It is therefore not a question of adopting indefinitely a policy of pettifogging. Those are the facts and some decisions have to be made. The purpose of this study is to show that collective interest transcends civil, penal, administrative, economic. . . Disputes. It revolutionizes law by reconciling both individual and public interest. It dual is the outcome of the dynamics of individual and public interests. There is no conflict between these interests but instead interdependent and complementarity relations. Its judicial protection is inspired by the protection of individual and collective interest. This protection presupposes in particular of its representation in law therefore an answer to the question on the authority of the person who must or can represent it. . It has a dual aim and adopt the characteristics of individual and public actions. Collective action is by essence prospective and abstract. It is an investigative, tactical and strategical action in its outcome. It also has a restoring function which is at work at the collective level as well as the individual level
42
Scouarnec, Aline. "Pratiques de gestion par les competences et perception des salaries : une analyse des effets sociaux". Caen, 2000. http://www.theses.fr/2000CAEN0590.
Testo completoAbstract (sommario):
Cette recherche evalue les effets sociaux des pratiques de gestion par les competences. Une revue de litterature mutidisciplinaire a permis de mettre en exergue quatre niveaux d'analyse : l'identite au travail, l'implication organisationnelle, le sentiment d'insecurite de l'emploi et les relations de pouvoir. L'analyse causale effectuee avec une methode d'equations structurelles (amos 3. 61) sur deux situations de gestion differentes (schering plough et france telecom) a permis d'obtenir des relations significatives entre les pratiques de gestion par les competences et l'identite d'exclu, le sentiment d'insecurite de l'emploi et l'emergence de relations de pouvoir basees sur la competence, qui ont pour effet de generer des types d'acteurs nouveaux et une differenciation accrue entre les individus. Le management par les valeurs et la mise en oeuvre de demarches de prospective des metiers semblent etre les pistes utiles a creuser pour faciliter les changements induits par les pratiques de gestion par les competences.
43
Lee, Pui-sze, e 李佩詩. "Broadbanding the executive and clerical grades in HKSARG". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B31967565.
Testo completo
44
Robinson, Helen. "Intermittent participation, wages and the labour market". Thesis, University of Bristol, 2000. http://hdl.handle.net/1983/9406962c-3dc0-49b3-8737-8d636c09e588.
Testo completo
45
Talbot, Robert Lowell McCarthy John R. "The development of a prediction model of teachers' salaries based on selected school districts' demographic characteristics". Normal, Ill. Illinois State University, 1986. http://wwwlib.umi.com/cr/ilstu/fullcit?p8626594.
Testo completoAbstract (sommario):
Thesis (Ph. D.)--Illinois State University, 1986.Title from title page screen, viewed July 18, 2005. Dissertation Committee: John R. McCarthy (chair), Robert L. Arnold, Marilyn E. Feldmann, George M. Kohut, Kenneth H. Strand. Includes bibliographical references (leaves 80-82) and abstract. Also available in print.
46
Weichman, Jeremiah. "Gender, racial and citizenship equality at the University of Wyoming an examination of salaries and promotions /". Laramie, Wyo. : University of Wyoming, 2010. http://proquest.umi.com/pqdweb?did=2057732241&sid=1&Fmt=2&clientId=18949&RQT=309&VName=PQD.
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47
Trevor-Smith, Haizley Boyce. "Salary determination in the NHL, the impact of cultural, economic and political factors on expatriate salaries". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq24256.pdf.
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郭國銘 e Kok-ming Andrew Kwok. "The role and function of the Standing Commission on Civil Service Salaries and Conditions of Service". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31975410.
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Liu, Suyu. "Wages, family background, on-campus performance and gender : an investigation of Chinese graduates' first job salaries". Thesis, University of Oxford, 2014. http://ora.ox.ac.uk/objects/uuid:204bcd0c-ff1c-493a-8796-8d50c91c315d.
Testo completoAbstract (sommario):
The last five decades have witnessed an increasing interest in the education-employment transition. In China, millions of university students graduate each year. Their employment has important impact on various aspects of the Chinese society. Additionally, university-work transition is related to the well-being of university graduates and their families. Therefore the university-work transition in China deserves more attention from scholars and practitioners. This thesis examines the determination of Chinese university graduates’ first job salaries. It investigates whether and how university graduates’ family background, on-campus performance (OCP) and gender are linked with their first job salaries. The thesis distinguishes three dimensions of graduates’ family background: Hukou status, parental CCP membership and income. It distinguishes three dimensions of graduates’ OCP: academic achievements, professional capability and political/ideological attainment. Information collected through interviews is used to interpret the statistical results. The results show that graduates’ first job salaries are significantly affected by their professional skills, political/ideological attainments and family income. Graduates’ gender, academic performance and family Hukou status have little impact on their first job salaries. Compared with the widely observed wage disparities among less educated workers caused by gender and Hukou status, this thesis provides evidence that higher education helps reduce the gender wage gap and rural-urban disparity in China. Analyses in the thesis are consistent with ‘state as equalizer’ and ‘market as equalizer’ theories. This thesis provides little evidence to support the marketized transition theory, as we find graduates’ first job salaries are still largely affected by their political/ideological attainments in university. Considering the unique context, the results suggest that some widely used human capital indicators and productivity signals are not applicable in the Chinese labour market. Practical implications are derived from the thesis.
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FOUTEL, ARLETTE. "Etude des manifestations respiratoires, o. R. L. , chez des salaries d'une entreprise de fabrication d'accessoires automobiles". Paris, 1993. http://www.theses.fr/1993PA05C023.
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