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Готові списки джерел за темами / Salaries

Добірка наукової літератури з теми "Salaries"

Автор: Grafiati

Опубліковано: 4 червня 2021

Оновлено: 29 липня 2024

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Статті в журналах з теми "Salaries"

1

Tapia Alva, Agustín, and Cesaire Chiatchoua. "Los salarios en México como factor de competencia desleal en la industria automotriz, 2003-2019." MUUCH' XÍIMBAL CAMINEMOS JUNTOS, no. 11 (July 30, 2020): 85–104. http://dx.doi.org/10.26457/mxcj.v0i11.2735.

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El objetivo de este artículo es analizar el nivel de los salarios implementados en México en el sector automotor en comparación con sus dos socios comerciales en América del Norte como factor de competencia desleal en el sector automotor. Mediante una metodología descriptiva y documental, así como el uso de datos del INEGI, 2018 y el Automotive Average Salaries, 2020. Los resultados muestran que México tiene el salario más bajo comparado a EEUU y Canadá. México para lograr la competitividad del sector automotor debe revisar su política salarial al alza y enfocarse en desarrollar los factores que impulsen la productividad.

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2

Cooper, William E. "Faculty Salaries." Science 244, no. 4907 (May 26, 1989): 904. http://dx.doi.org/10.1126/science.244.4907.904.a.

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3

Cooper, W. E. "Faculty Salaries." Science 244, no. 4907 (May 26, 1989): 904. http://dx.doi.org/10.1126/science.244.4907.904.

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4

Like, C. B. "Comparing salaries." Physics Bulletin 37, no. 2 (February 1986): 48. http://dx.doi.org/10.1088/0031-9112/37/2/007.

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5

KEIR, H. M. "Graduate salaries." Nature 335, no. 6190 (October 1988): 488. http://dx.doi.org/10.1038/335488b0.

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6

BAUM, RUDY M. "Chemists’ Salaries." Chemical & Engineering News 88, no. 28 (July 12, 2010): 3. http://dx.doi.org/10.1021/cen-v088n028.p003.

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7

HANSON, DAVID J. "STARTING SALARIES." Chemical & Engineering News Archive 89, no. 11 (March 14, 2011): 49–53. http://dx.doi.org/10.1021/cen-v089n011.p049.

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8

WILBERT, DEBRA M. "SURPRISING SALARIES." Nursing 25, no. 9 (September 1995): 6–8. http://dx.doi.org/10.1097/00152193-199509000-00003.

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9

HEYLIN, MICHAEL. "STARTING SALARIES." Chemical & Engineering News 86, no. 22 (June 2, 2008): 52–56. http://dx.doi.org/10.1021/cen-v086n022.p052.

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10

HEYLIN, MICHAEL. "ACADEMIC SALARIES." Chemical & Engineering News 86, no. 28 (July 14, 2008): 41–43. http://dx.doi.org/10.1021/cen-v086n028.p041.

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Дисертації з теми "Salaries"

1

Fièvre, François. "La reintegration des salaries irregulierement licencies." Poitiers, 1988. http://www.theses.fr/1988POIT3008.

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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.

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Анотація:

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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4

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.

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5

Louivion, Simon, and 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.

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Анотація:

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.

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6

Myers, Ruth Ann Whittig. "A conceptual model for structuring public school administrative salaries." Virtual Press, 1987. http://liblink.bsu.edu/uhtbin/catkey/487000.

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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.

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7

Domholt, Kimberly. "Internship Participation: Impacts on Career Outcomes and Starting Salaries." Thesis, North Dakota State University, 2018. https://hdl.handle.net/10365/29006.

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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.

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8

Helmer, Carole. "La representation des salaries dans l'entreprise en droit communautaire." Cergy-Pontoise, 1999. http://www.theses.fr/1999CERG0079.

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Анотація:

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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9

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.

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Анотація:

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 entreprises
This 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

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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/.

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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.

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Книги з теми "Salaries"

1

Brown, Gillian C. Ministerial salaries. 5th ed. London: House of Commons Library, Public InformationOffice, 1989.

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2

National Federation of Housing Associations., ed. Salaries & benefits. London: National Federation of Housing Associations, 1988.

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3

Pond, C. C. Ministerial salaries. 7th ed. London: House of Commons, Public Information Office, 1992.

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4

Pond, C. C. Ministerial salaries. 9th ed. London: House of Commons, 1994.

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5

National Center for Education Statistics. and Educational Resources Information Center (U.S.), eds. Salaries of teachers. [Washington, DC]: U.S. Dept. of Education, Office of Educational Research and Improvement, Educational Resources Information Center, 1995.

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6

Society for Practising Veterinary Surgeons. SPVS salaries survey. Morpeth, Northumberland: SPVS, 1998.

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7

Clark, Charles S. Fairness in Salaries. 2455 Teller Road, Thousand Oaks California 91320 United States: CQ Press, 1992. http://dx.doi.org/10.4135/cqresrre19920529.

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8

National Federation of Housing Associations., ed. Salaries and benefits: Supplement. (London): National Federation of Housing Associations, 1988.

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9

Group, Reward, ed. Salaries and wages survey. Stone: Reward Group, 1991.

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10

Isgro, G. Academic salaries: Some observations. Melbourne: University of Melbourne. Graduate School of Management, 1989.

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Частини книг з теми "Salaries"

1

Nicholson, Margaret. "Wages and Salaries." In Accounting Skills, 296–306. London: Macmillan Education UK, 1989. http://dx.doi.org/10.1007/978-1-349-10853-4_32.

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2

Rolef, Susan Hattis. "Determining MPs' salaries." In Israel's Knesset Members, 237–41. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003194248-30.

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3

Altbach, Philip G. "Academic Salaries and Contracts." In The International Imperative in Higher Education, 61–64. Rotterdam: SensePublishers, 2013. http://dx.doi.org/10.1007/978-94-6209-338-6_14.

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4

Franzini, Maurizio. "Globalization, Profits and Salaries." In Globalization, Institutions and Social Cohesion, 85–98. Berlin, Heidelberg: Springer Berlin Heidelberg, 2001. http://dx.doi.org/10.1007/978-3-662-04407-0_7.

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5

Rayburn, William F. "Trends in Faculty Salaries." In Changing Landscape of Academic Women's Health Care in the United States, 87–99. Dordrecht: Springer Netherlands, 2011. http://dx.doi.org/10.1007/978-94-007-0931-7_6.

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6

Katz, Katarina. "Soviet Wages and Salaries." In Gender, Work and Wages in the Soviet Union, 49–81. London: Palgrave Macmillan UK, 2001. http://dx.doi.org/10.1057/9780230596559_3.

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7

Yaffe, Helen. "Education, Training and Salaries." In Che Guevara, 70–99. London: Palgrave Macmillan UK, 2009. http://dx.doi.org/10.1057/9780230233874_4.

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8

Carmo, Marcelo José do, Mário Sacomano Neto, and Julio Cesar Donadone. "Employees' salaries and employment." In Financialisation in the Automotive Industry, 88–103. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003161141-8.

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9

Gvindadze, Dimitri. "Pensions and Public Sector Salaries." In The Transformation of Georgia from 2004 to 2012, 91–101. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-18264-8_12.

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10

Daleure, Georgia. "Wages, Salaries, and Expatriate Labor." In Emiratization in the UAE Labor Market, 57–71. Singapore: Springer Singapore, 2016. http://dx.doi.org/10.1007/978-981-10-2765-9_6.

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Тези доповідей конференцій з теми "Salaries"

1

Hawley, Jana M., Lynn M. Boorady, Sanjukta Pookulangara, and Hye-Shin Kim. "Demystifying Faculty Salaries." In Innovate to Elevate. Iowa State University Digital Press, 2022. http://dx.doi.org/10.31274/itaa.15771.

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2

Hughes, Thomas J. "Raising eyebrows and salaries." In the 19th annual ACM SIGUCCS conference. New York, New York, USA: ACM Press, 1991. http://dx.doi.org/10.1145/122898.122921.

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3

LeBeau, Kristie. "Raising Salaries, Impacting Economies: The Economic Impact of Increasing Minimum Teacher Salaries in Rural Districts." In 2024 AERA Annual Meeting. Washington DC: AERA, 2024. http://dx.doi.org/10.3102/2108203.

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4

Devlin, Nora. "Engendering Regression: Gender Disparity in Faculty Salaries." In 2019 AERA Annual Meeting. Washington DC: AERA, 2019. http://dx.doi.org/10.3102/1437262.

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5

HULÍNSKÝ, Lukáš. "Salaries of elected officials as municipal budget expenditure." In Current Trends in Public Sector Research. Brno: Masaryk University Press, 2020. http://dx.doi.org/10.5817/cz.muni.p210-9646-2020-4.

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Анотація:

Remuneration of politicians is a relevant social issue that is worth to research. Salaries of local representatives in the Czech Republic are set by law and their size is in case of municipalities derived by municipal population. At the same time municipal councils are free to choose, how many elected officials will serve full time and get paid for that service and how many will keep their proper jobs or entrepreneurships and serve only part time and get quite symbolic remuneration. This choice may result in substantial differences in total related budget expenditure in otherwise similar municipalities. The purpose of the paper is to describe the system of local elected officials’ remuneration and its evolution since 2010 and to analyse municipal expenditure on elected officials’ remuneration in Czech towns with 10 to 50 thousand inhabitants between 2010 to 2018. A key part of the research is the collection of data from local government budgets, their processing and construction of appropriate indicators. Subsequently, these indicators will be analysed through the basic statistical methods resulting in comparison of the selected municipalities.

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6

Rivera, Jessica. "Faculty Salaries by Race, Gender, and Institution Type." In 2020 AERA Annual Meeting. Washington DC: AERA, 2020. http://dx.doi.org/10.3102/1565429.

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7

Wang, Guanqi. "Employee Salaries Analysis and Prediction with Machine Learning." In 2022 International Conference on Machine Learning and Intelligent Systems Engineering (MLISE). IEEE, 2022. http://dx.doi.org/10.1109/mlise57402.2022.00081.

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8

Niknejad, Naghmeh, Marzieh Kianiani, Nafeesath Parappurath Puthiyapurayil, and Talha Ali Khan. "Analyzing Data Professional Salaries Exploring Trends and Predictive Insights." In 2023 International Conference on Big Data, Knowledge and Control Systems Engineering (BdKCSE). IEEE, 2023. http://dx.doi.org/10.1109/bdkcse59280.2023.10339759.

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9

Grinfelde, Anda, Inga Vanaga, and Liga Paula. "Factors influencing salaries of pre-school teachers in Latvia regions." In 21st International Scientific Conference "Economic Science for Rural Development 2020". Latvia University of Life Sciences and Technologies. Faculty of Economics and Social Development, 2020. http://dx.doi.org/10.22616/esrd.2020.54.014.

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10

Siłka, Jakub, Michał Wieczorek, and Marcin Woźniak. "Future Graduate Salaries Prediction Model Based On Recurrent Neural Network." In 2020 Federated Conference on Computer Science and Information Systems. IEEE, 2020. http://dx.doi.org/10.15439/2020f52.

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Звіти організацій з теми "Salaries"

1

Hanushek, Eric, John Kain, and Steven Rivkin. Do Higher Salaries Buy Better Teachers? Cambridge, MA: National Bureau of Economic Research, April 1999. http://dx.doi.org/10.3386/w7082.

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2

Hodgkiss, William S. Mid-Frequency Source Array Engineering Salaries. Fort Belvoir, VA: Defense Technical Information Center, June 2003. http://dx.doi.org/10.21236/ada425269.

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3

Dahl, Gordon, and Matthew Knepper. Unemployment Insurance, Starting Salaries, and Jobs. Cambridge, MA: National Bureau of Economic Research, June 2022. http://dx.doi.org/10.3386/w30152.

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4

Ehrenberg, Ronald, Paul Pieper, and Rachel Willis. Would Reducing Tenure Probabilities Increase Faculty Salaries? Cambridge, MA: National Bureau of Economic Research, June 1995. http://dx.doi.org/10.3386/w5150.

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5

Parker, Susan W. Elderly Health and Salaries in the Mexican Labor Market. Inter-American Development Bank, January 1999. http://dx.doi.org/10.18235/0011238.

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Анотація:

The main purpose of this paper is to investigate the determinants of elderly health in the context of Mexico as a developing country and the relationship between health indicators and earnings in the labor market. The authors analyze the determinants of elderly health in Mexico, considering a number of different measures of health status, and use these indicators to evaluate the impact of health on the income of working elderly individuals. The results find that health measures have a strong negative effect on wages for male elderly workers. The lowest point estimations demonstrate that poor health lowers hourly earnings by 58 percent. These are sizable effects, particularly within the context of a developing country, which does not have a universal social security system. Poor health may also prevent others from working, and thereby contribute to high poverty rates among the elderly.

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6

Fitzpatrick, Maria D. Intergovernmental (Dis)incentives, Free-Riding, Teacher Salaries and Teacher Pensions. W.E. Upjohn Institute, February 2015. http://dx.doi.org/10.17848/wp15-220.

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7

Klaff, Daniel, and Ronald Ehrenberg. Collective Bargaining and Staff Salaries in American Colleges and Universities. Cambridge, MA: National Bureau of Economic Research, March 2002. http://dx.doi.org/10.3386/w8861.

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8

Card, David, Alexandre Mas, Enrico Moretti, and Emmanuel Saez. Inequality at Work: The Effect of Peer Salaries on Job Satisfaction. Cambridge, MA: National Bureau of Economic Research, September 2010. http://dx.doi.org/10.3386/w16396.

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9

Hamermesh, Daniel. Why Do Fixed-Effects Models Perform So Poorly? The Case of Academic Salaries. Cambridge, MA: National Bureau of Economic Research, January 1987. http://dx.doi.org/10.3386/w2135.

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10

Gibson, Matthew. How Major Tech Firms Used Illegal “No-Poach” Agreements to Control Workers’ Salaries. W.E. Upjohn Institute, 2024. http://dx.doi.org/10.17848/pb2024-69.

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