Dissertations / Theses: 'Salaries and Wages Commission'

1

Robinson, Helen. "Intermittent participation, wages and the labour market." Thesis, University of Bristol, 2000. http://hdl.handle.net/1983/9406962c-3dc0-49b3-8737-8d636c09e588.

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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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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.

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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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郭國銘 and 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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Kwok, Kok-ming Andrew. "The role and function of the Standing Commission on Civil Service Salaries and Conditions of Service." [Hong Kong : University of Hong Kong], 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12361100.

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6

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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von, Dahn Hannes. "Colleagues or competitors? : A cross-cultural study about the effects of commission based salaries in Sweden vs. the U.S." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-67021.

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An important issue that managers are facing in today’s intensive business environment is how to compensate their employees to keep them motivated. The trend is to be rewarded for the individual performances, which has increased the usage of commission based salary systems. Previous research suggests that commission salary provokes internal competition, while it damages cooperation. However, the main issue in feminine and masculine societies is what motivates people, which indicates that the effects of commission based salary systems needed to be examined from a cultural perspective. Therefore, with the main aim was to enhance the understanding of this, the problem was addressed by the overreaching research question: How do commission based salary systems affect cooperation and internal competition in masculine and in feminine societies? To answer this, empirical data was acquired from Sweden and the United States. Sweden is recognized as the most feminine society, where social motives are dominating. The United States on the other hand, is recognized as a masculine society that encourages competition and where money is the main motivator. The empirical data derived from personal interviews with real estate agents that work with commission salary. Three case companies within each country were included in the study and three interviewees within each company participated. The findings showed that commission salary tends to increase the work effort, limit the cooperation, while it increases the internal competition. Nevertheless, the effects it has distinctively differs between the societies. In Sweden, the importance of group cohesion and interpersonal relationship results in a higher level of cooperation than in the United States. Despite that commission salary evokes internal competition, colleagues are colleagues above all in Sweden. In the United States however, cooperation mainly occurs when it serves the individual performances. Here, money and the own success are what matter the most and due to the competitive mindset, internal competition becomes significantly more intensive in the United States than in Sweden. In contrary to Sweden, commission salary can turn colleagues into competitors, for better or for worse.
Master thesis

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Guzzetta, Judith T. "Executive compensation : performance for pay." Diss., Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/24519.

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Charkasova, Aynur. "THE EFFECT OF IMMIGRATION STATUS ON EARNINGS OF SKILLED IMMIGRANTS IN STEM OCCUPATIONS." OpenSIUC, 2021. https://opensiuc.lib.siu.edu/dissertations/1924.

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The aim of this study was two-fold: firstly, it attempted to focus on the earnings of foreign-born STEM professionals in the U.S. workforce to examine whether this population was at an earning disadvantage compared to the U.S. citizens. Secondly, it aimed to investigate whether legal status acquisition (from temporary work visas to permanent residency) enhanced the earnings of foreign-born STEM professionals in the U.S. workforce. This study utilized a mixed-methods (QUAN/QUAL) research design. ANCOVA (Analysis of Covariance) was used to test the hypothesis in order to determine any statistically significant differences between the group means. Secondary data from the National Survey of College Graduates (NSCG) was utilized for this study. The results of the ANCOVA test showed that temporary worker visa holders were not at earning advantage/disadvantage compared to the U.S. citizens, and there was no statistical evidence that legal status acquisition enhanced the salaries of the foreign-born STEM professionals in the U.S. workforce. The interviews indicated that foreign-born STEM professionals (temporary worker visa holders, LPRs, and naturalized U.S. citizens) were not at earning disadvantage compared to their U.S.-born counterparts. Although the legal status change did not enhance the salaries of the skilled immigrants, it did improve job mobility and overall flexibility.

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Grandin, Sara, and Anna Pettersson. "Fastighetsmäklare - mycket slit och dåliga villkor?" Thesis, University of Gävle, Department of Business Administration and Economics, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-584.

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Fastighetsmäklare har ett rykte att de tjänar mycket pengar utan att anstränga sig. Stämmer detta eller är det bara en bild som media skapat? Med den bakgrunden valde vi att titta närmare på vilka lönesystem för fastighetsmäklare som finns i branschen. Med avgränsning till privatbostadsmarknaden och Stockholm-Uppsala regionen.

Syftet är att öka kunskapen om olika lönesystem för fastighetsmäklare på privatbostadsmarknaden.

Vi har även tittat på hur det fungerar med sjukpenning, föräldrapenning och a-kassa. Sedan har vi valt att titta på hur en mer traditionell lön ser ut och vilka förmåner utöver lön som kan förekomma.

Vi har genomfört två intervjuer angående hur en traditionell eller ”normal” lön fungerar samt fyra intervjuer med fastighetsmäklare angående lönesystem för fastighetsmäklare.

Real estate agents have a reputation of making a lot of money without any effort. Is this true or is it just a picture painted by the media? With this in mind we have decided to take a closer look at different systems for how real estate agents get their salary. We have decided to narrow our thesis down to real estate agents who are operating in the Uppsala-Stockholm region with residential sales.

The purpose of this thesis is to increase the knowledge about different systems for salaries for real estate agents who are working with residential sales.

What happens if you get sick, if you become a parent or if you loose your employment are questions that we discuss.

We have interviewed real estate agents and asked them about their terms for salary. We have also looked at how a more traditional salary works.

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11

Harvey, Nicholas. "Towards a theory of clergy executive compensation." Diss., Georgia Institute of Technology, 2011. http://hdl.handle.net/1853/39512.

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Previous research in organizational theory, labor market economics, and nonprofit studies are applied to churches and their clergy leadership in advancing a theory of clergy executive compensation. The data for this study come from the end of year reports from approximately 800 local churches of the North Georgia Annual Conference of the United Methodist Church for the years 2007-2008 and a survey administered in order to glean the personal characteristics of the clergy. The investigation employs a clergy compensation framework and finds that clergy salaries are influenced in part by personal characteristics, human capital, organizational elements, labor market factors, and clergy performance. The results regarding the role of credentialing in stratified labor markets have implications for policy. The present research adds to the nonprofit executive compensation literature by suggesting that denominational churches are analogous to nonprofit franchises and by empirically testing for "dual agency", labor market stratification, and managerial scope.

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12

Harvey, Nicholas L. B. "Towards a theory of Clergy Executive Compensation." Digital Archive @ GSU, 2011. http://digitalarchive.gsu.edu/pmap_diss/35.

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Previous research in organizational theory, labor market economics, and nonprofit studies are applied to churches and their clergy leadership in advancing a theory of clergy executive compensation. The data for this study come from the end of year reports from approximately 800 local churches of the North Georgia Annual Conference of the United Methodist Church for the years 2007-2008 and a survey administered in order to glean the personal characteristics of the clergy. The investigation employs a clergy compensation framework and finds that clergy salaries are influenced in part by personal characteristics, human capital, organizational elements, labor market factors, and clergy performance. The results regarding the role of credentialing in stratified labor markets have implications for policy. The present research adds to the nonprofit executive compensation literature by suggesting that denominational churches are analogous to nonprofit franchises and by empirically testing for "dual agency", labor market stratification, and managerial scope.

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Pelikánová, Radka. "Česko - Slovensko: vývoj obou zemí po rozdělení společného státu." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-165091.

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International comparison is very popular area of statistics, which is used to examine differences in many fields of science. This thesis seeks to apply the concepts of International comparison to the Czech Republic and the Slovak Republic. Though it has been 20 years since Czech and Slovak Republic separated from each other yet, rivalry exists between the two countries. Particularly, the socio-economic factors contributing to this rivalry have been of interest to economists. To further explore this rivalry, this master thesis aims to describe the difference in evolution of demographic, economic and social indicators that characterize development of countries and standard of living of its population. This paper consists of four main chapters. The first chapter outlines the introduction to time series and describes methods used in the following chapters for analysis of indicators. The second chapter briefly defines monitored indicators in terms of their objectivity, methodology and comparability in both countries. The third chapter analyzes the evolution in time and directly compares the values of indicators. The fourth chapter analyzes the average and median wages in greater detail. These indicators were chosen for analysis as they largely affect the standards of living in both countries. From the perspective of comparison method it is not straightforward to determine that one country has better results in all indicators than the other. Yet, here are two main broad conclusions. First, the notional "scores" are similar for demographic indicators. Second, Czech Republic has better social and economic indicators results then Slovak Republic. The analysis of trend models of average and median wage found that the social gap is widening in both countries. However, after converting to the same exchange rate, it is clear that the wage level is better in Czech Republic then in Slovak Republic.

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14

Lin, Kuan-Fu, and 林冠甫. "Wages and Salaries and Corporate Ownership Structure:From the Perspective of Corporate Social Responsibility." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/9b24rv.

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碩士
真理大學
企業管理學系碩士班
102
Corporate social responsibility (CSR) has become an important research agenda nowadays. This study aims to investigate the relationship between corporate social performance (CSP) and the company ownership structure. However, most research regarding CSR has been conducted in developed countries, and has focused exclusively on environmental sustainability issues. In emerging countries, labor abuse is also a serious problem, but lacks enough academic research. Therefore, this study aims to investigate the relationships between wages and salaries, indicators of CSP, and corporate ownership structure in an emerging economy. The results show that foreign firms, and state-owned enterprises pay higher wages and salaries than domestic firms and privately owned enterprise do, respectively. In other words, foreign firms, and state-owned enterprises have better CSP than their counterparts do. The results imply that in an emerging economy, the agency theory receive more supported than stakeholder theory. In addition, the government should encourage foreign investors to invest in Taiwan, and then learn and enhance their competitiveness, but also to further promote the concept of corporate social responsibility, to enable enterprises to achieve sustainable development.

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15

Lin, Pei-Tzu, and 林沛慈. "The Influence of Changes in Special Deduction of Income from Salaries/Wages on the Effective Income Tax Rate in Taiwan." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/35wh85.

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碩士
國立政治大學
行政管理碩士學程
106
The special deduction of income from salaries and wages, which is adjusted annually based on the extent of the increase in the Consumer Price Index, is a fixed deduction very similar to the income from professional practice which boosts the same nature and itemizes the cost expense, but these two disparate types of income vary in terms of calculation method. The difference between these two types of income is often confusing, and their fairness and justice are frequently discussed and studied by many scholars and experts. The intention of the special deduction of income from salaries and wages is to comply with the principle of income tax advocated by Wagner, that is, to reduce the tax burden on salary and wage earners and raise the tax burden on capital gains instead of labor income. However, the increased deduction usually fails to keep pace with the increase in the basic living expenses, thus undermining the intention of the government and lowering the efficiency of policy. The interpretation order No. 745 of Grand Justice Interpretation also states the fact that income tax fails to allow for real deduction of cost is unconstitutional, making the legislature draw great attention to the consistency of income from salaries and wages with the income from professional practice, and demonstrating the failure of increased deduction of income from salaries and wages to reduce the tax burden in real sense. This study, based on the amount of special deduction of income from salaries and wages adjusted by National Taxation Bureau of Taipei, Ministry of Finance from 2006 to 2015, and the related data on the effective tax rates of 20 counties and cities in Taiwan (excluding Jinmen and Lianjiang counties), adopts Panel Data to carry out linear regression quantitative analysis, adds various related variables, such as economic growth rate, labor force participation rate, age, education level, and others, in order to identify other factors affecting the effective tax rate, and show that the increase of fixed amount of special deduction of income from the salaries and wages exerts little effect over the effective tax rate. The results of study indicate that simply raising the amount of the special deduction of income from salaries and wages has no significant impact on the effective tax rate and tax burden of the population during the period from 2006 to 2015, and only an increase in total deductions (whether using standard deduction or itemized deduction) would really affect the effective tax rate.

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16

Eun, Sungsoo. "Wage differentials between foreign multinational enterprises and domestic firms in Korea." Thesis, 1996. http://hdl.handle.net/10125/9664.

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Mwangi, James Kamau. "Muzzling the ox that treads out the corn : a critical analysis of the theology and practice of the full-time ministry of the Pentecostal church in Nairobi district of Kenya with special reference to remuneration." Thesis, 1998. http://hdl.handle.net/10413/4489.

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This thesis addresses the issue of Pastoral remuneration for the clergy. It is an attempt to investigate whether or not full-time Pentecostal pastors in Nairobi are adequately remunerated. The thesis argues that presently the situation is far less than desirable. Reasons for such a conclusion are explored in the thesis. This is done by attempting to examine this phenomenon and critically analysing the theology behind the practice. The thesis commences by giving a background of the research topic, defining the research problem and important terms. This chapter introduces the criteria to determine adequate or inadequate remuneration. It then proceeds to identify and to define the methodology employed in the thesis. This is followed by a survey chapter where data is analysed and interpreted revealing lack of adequate pastoral remuneration. Chapter four has two parts, the first one unpacks the Pentecostal liturgy and practice at the ground revealing a heaven-ward world view of theology which does not favour the economic circumstance of the Pastors. The world view perceives that wealth and earthly prosperity are inherently dangerous to God's calling. Part two constitutes a theological critique of some ideologies. It challenges an observed dualism of Pentecostal eschatology with its form of dispensationalism. Chapter five seeks the biblical mandate for remuneration of ministers. The examined passages of Scripture articulates that the worker is worth his wages. While it is imperative that the pastor be remunerated, it does not depend on the willingness of the church but it is mandatory.
Thesis (M.Th.)-University of Natal, Pietermaritzburg, 1998.

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18

Netshivhodza, Thivhalemi Michael. "The role of minimum wages in South Africa’s agricultural sector." Diss., 2017. http://hdl.handle.net/10500/23968.

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Income inequality is prevalent in both developed and developing countries. In all of these countries there are workers who are highly paid while others are given very low wages. The disgruntled low-paid workers in these countries usually force their governments to intervene in the labour market and introduce the redistributive policies like the minimum wage policy. Governments usually accede to these demands of low-paid workers because they do not want to invite political troubles. That led to an increase in the number of countries using minimum wage policy as redistributive mechanism in the late 20th century and the beginning of the 21st century. Minimum wage policy is, however, a very controversial issue. Supporters of minimum wages regard the policy as ideal because it provides social protection to un-unionised and low-paid workers with little or no bargaining power. The opponents of the policy on the other hand argue that wages in the labour market should be determined by the forces of demand and supply. It is argued that wages that are artificially determined lead to the rationing of jobs and displacement of the very same low-paid workers that the policy is intended to protect, as employers are forced to replace unskilled workers with skilled workers and machines. South Africa’s agricultural sector workers were among some of the least paid workers in the country. Employers were able to exploit these workers because they were not protected by any labour legislation that workers in other sectors were afforded. Farm workers were only protected by common law. It was only in the 1990s that labour legislations like Basic Conditions of Employment Act, Labour Relations Act, Employment Equity Act, Extension of Security Act and Tenure Act and Skills Development Act were extended to the agricultural sector in an attempt to protect the working conditions of vulnerable workers. These acts as well failed to improve the working conditions of the agricultural sector workers and that prompted the Minister of Labour to instruct the Director-General of Labour to conduct the necessary investigations to see if it could be necessary to introduce minimum standard of employment in the sector, including minimum wages. That led to the adoption of Sectoral Determination 8 of 2003 which introduced sectoral minimum wage in the sector. The sectoral minimum wage which came into effect in 2003 was increased annually by the rate of inflation plus one per cent. It was only in 2013, after the Western Cape farm workers went on strike for higher wages, that the minimum wage was raised by 52 per cent. As argued by the opponents of minimum wages, job losses occurred among unskilled workers. The implementation of minimum wage policy in the agricultural sector was problematic, as the policy was not properly complied with due to several compliance concerns. Apart from there being insufficient inspectors to monitor and investigate cases of non-compliance, inspectors were under-trained and under-equipped. Fines imposed on offenders were too small, which further encouraged disregard for the policy.
Economics
M. Com. (Economics)

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Dissertations / Theses on the topic 'Salaries and Wages Commission'

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