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Agba, A. M. Ogaboh, Eteng I. Etobe, T. Charlie Titus, Pius U. Angioha, and Francis E. Ibioro. "Variance in Call Duty and Hazard Allowances: Implication on Health Workers Commitment and Work Relations in Nigeria." SAINSMAT: Journal of Applied Sciences, Mathematics, and Its Education 10, no. 1 (March 31, 2021): 1–10. http://dx.doi.org/10.35877/sainsmat1012092021.
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This study examines disparity in call duty and hazard allowance and its implication on health worker's commitment and industrial dispute in tertiary hospital in South-South, Nigeria. A survey method that allows for the use of structured questionnaire was adopted. The study used a combination of purposive and random sampling techniques in determining a sample of 1191 participants from 4 tertiary hospitals in South-South Nigeria. Data gathered from the field was coded and analyzed using Linear Regression at 0.05 level of significance. Results revealed that call duty discrepancies and hazard allowances significantly affect health workers' commitment and industrial disputes in tertiary hospitals. The study recommended, among others, that National Salaries, Incomes and Wages Commission should carry out a comprehensive review of all health worker's wages and allowances in Nigeria with the view of harmonizing them. The commission should also evolve a periodic pay reform for health workers in Nigeria.
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Nzuve, Stephen N. M., and Mwangi Pauline Njambi. "FACTORS PERCEIVED TO INFLUENCE EMPLOYEES’ PERFORMANCE: A CASE OF THE INDEPENDENT ELECTORAL AND BOUNDARIES COMMISSION." Problems of Management in the 21st Century 10, no. 2 (December 20, 2015): 88–99. http://dx.doi.org/10.33225/pmc/15.10.88.
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Performance is associated with quantity of output, quality of output, timeliness of output, presence or attendance on the job, efficiency of the work completed and effectiveness of work completed (Mathis et al., 2009). In an organization, committed employees are regarded as being willing to build and maintain long-lasting relationships with their employer (Argyris, 1998). Effective management teams need to recognize that positive employee attitudes are often vital to achieving organizational goals and this will be achieved when the employees are satisfied. The objective of the study was to determine the factors perceived to influence employees’ performance at Independent Electoral and Boundaries Commission. The research design adopted was descriptive research design. The population of the study comprised of all the 175 employees in the commission head office. The study used primary data that was collected through self-administered questionnaires. The data was analyzed using the Statistical Package for Social Sciences (SPSS) software and presented using tables and figures. The study found out that the employees of the commission perceived their performance to be influenced by rewards, job design and training and development opportunity. Management style was found to have hindered performance of employees. The employees were satisfied with wages and salaries paid, retirement benefit scheme, job security, performance appraisals were satisfactory hence encouraging the employees to work in the commission and improve their performance. Key words: employee performance, employee perception, Independent Electoral and Boundaries Commission of Kenya.
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Azizah, Nur, Sri Rahayu, and Bekti Undari. "Prototype Android Based Payroll Monitoring Application at PT. Anugrah Distributor Indonesia." CCIT Journal 13, no. 1 (February 5, 2020): 56–63. http://dx.doi.org/10.33050/ccit.v13i1.894.
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A Salary is a form of wages or rewards from rights granted by companies to employees. Usually, salaries are given to workers also differ according to position and class level. At PT Anugrah Distributor Indonesia is one of the companies engaged in retail sales. The amount of wages varies as well as determining commissions for each sales process from each unit. Become a complexity factor in determining the amount and salary for employees. In the process of recording and calculating salaries so far using Ms. Excel. Where accountants (finance) as data processors have a central role in processing them experiencing delays in displaying data. The results of the management process and salary reports are in the form of paper and files (softcopy). Delays in displaying data have an impact on the salary that must be reported by the leadership. From these problems, problem-solving is obtained by making an android-based payroll monitoring application prototype, can display salary data and make it easier for leaders to see the salary that has been reported anytime and anywhere. This research was made using observation methods, interview methods, SWOT analysts and literature studies. Using UML as a modeling design.
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Toxtli, Carlos, and Saiph Savage. "Meta-Gig: Empowering anyone to create crowd marketplaces." Avances en Interacción Humano-Computadora, no. 1 (November 30, 2020): 11. http://dx.doi.org/10.47756/aihc.y5i1.62.
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Few have the power to create crowd markets. Existing marketplaces may thus not embody workers’ or requesters’ needs. In this paper, we imagine a future where anyone could create the crowd markets they desire. We study the characteristics of the markets that 40 workers and 40 requesters from Amazon Mechanical Turk propose. We uncover that workers pushed for marketplaces that either empowered workers to set their own salaries without requiring a minimum wage or had intelligent algorithms that could automatically decide the salaries while also ensuring everyone received a minimum wage. Requesters were consistent in their preference of paying by commission and preferred markets that automatically set the salary. Both workers and requesters advocated for mechanisms to ensure quality and flexible time schedules in the market. We conclude by discussing design implications from our findings.
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Canalda Criado, Sergio. "The Paradox between the European Pillar of Social Rights and EU Economic Governance: Spanish Reforms to Wage-Setting Institutions and the Working Poor." Oñati Socio-legal Series 9, no. 1 (April 1, 2019): 32–50. http://dx.doi.org/10.35295/osls.iisl/0000-0000-0000-1011.
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The European Pillar of Social Rights (EPSR) was announced as a new platform for advancing social policy in the European Union. Among the principles and rights enshrined in the EPSR, the Commission has included the right of workers to be paid fair wages. However, in the context of EU Economic Governance, the EU country-specific recommendations steer national wage-setting institutions in the opposite direction. The outcomes sought by EU Economic Governance and the EPSR thus produce a paradox. This paper presents the Spanish case as an example of this paradox. More specifically, it assesses the reforms the Spanish Government made to minimum wage rules and the collective bargaining system during the financial crisis. In the end, all those reforms have led to wage stagnation and devaluation, causing an increasing number of working poor. El Pilar Europeo de Derechos Sociales (EPSR) fue presentado como una nueva etapa en la dimensión social de la Unión Europea. Entre los principios y derechos consagrados en la EPSR, la Comisión incluyó el derecho de los trabajadores a un salario justo. Sin embargo, en el contexto de la gobernanza económica de la UE, las Recomendaciones a los países de la UE llevan a las instituciones nacionales de fijación de salarios en la dirección contraria. Por lo tanto, los resultados buscados por la nueva gobernanza de la Unión Europea y el EPSR producen una paradoja. Este artículo toma el caso español como ejemplo de dicha paradoja. Más concretamente, evalúa las reformas adoptadas por el Gobierno español durante la crisis con respecto al salario mínimo y al sistema de negociación colectiva, las cuales han llevado a una moderación o una devaluación de los salarios, favoreciendo el aumento de la pobreza laboral.
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Bilquees, Faiz. "Real Wages of the Federal Government Employees: Trends from 1977-78 to 1991-92." Pakistan Development Review 33, no. 3 (September 1, 1994): 229–51. http://dx.doi.org/10.30541/v33i3pp.229-251.
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This paper examines the trends in aggregate emoluments of the Federal Government Employees over the period 1977-78 to 1991-92. Levels of salary and allowances are very important factors in attracting and retaining good-quality human resources in any sector of employment in an economy because they have a direct bearing on the motivation and performance of the employees. In Pakistan, despite tbe fact that government is still the largest employer. the real wages of the government servants have continuously declined over time; the top five grades are the worst-affected. Despite periodic revision of salaries, the successive pay commissions have failed to acknowledge some very obvious anomalies in the basic pay and allowances structures. These anomalies not only harm the interests of the employees, their cost to the national exchequer is also quite significant. The paper aims to provide greater awareness of the weaknesses of the existing salary structures so that they can be reformed. It makes strong recommendations on the revision of the existing patterns of renumeration, to the advantage of both the employer and the employee.
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Stanley Diepiriye, Davies,. "Human Resource Accounting and Shareholders Wealth Maximization: Empirical Study of Nigeria Quoted Manufacturing Firms." International Journal of Business and Management Future 2, no. 1 (January 29, 2018): 38–47. http://dx.doi.org/10.46281/ijbmf.v2i1.118.
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This study empirically investigated the relationship between human resource accounting and shareholders wealth maximization of selected quoted manufacturing firms in Nigeria from 2000-2016. Time series data was generated from the Annual Reports of the quoted firms. Twenty manufacturing firms were selected from the population of quoted manufacturing firms. Two multiple regression models were specified and estimated with the aid of Software package for social services (SPSS). Return on investment was modeled as the function of capital and revenue expenditure components of human resource accounting. The generated collinearity diagnostics result shows that the Eigen values that correspond to the highest condition index and variable constant are consistent with the rule of thumb. The Durbin Watson test shows absence of auto-correlation. From the expenditure component, we found correlation coefficient of 71.3%, R2 and the Adjusted R2 shows that 50.8% and 36.0%. The explanatory power of the predictor variables shows that all the independent variables have positive but insignificant relationship with return on investment of the manufacturing firms except cost of human resource acquisition. The revenue expenditure proved R2 and the adjusted R2 of 61.0% and 49.3% explained variation on return on investment. The coefficient of the independent variables proved that salaries, wages and bonus have positive relationship with return on investment of the selected manufacturing firms while commission and allowances have positive effect on return on investment. It concludes that human resource accounting has significant relationship with shareholders wealth maximization of the selected manufacturing firms. We recommend that all human capital expenditure should properly be accounted for and the need to investment on human capital of the firms.
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KALECKI., M. "PROFITS, SALARIES AND WAGES." Bulletin of the Oxford University Institute of Economics & Statistics 5, no. 8 (May 1, 2009): 125–29. http://dx.doi.org/10.1111/j.1468-0084.1943.mp5008001.x.
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Sule, Olatunji Eniola, and Sarat Iyabo Amuni. "Wages and Salaries Administration as Motivational Tool in Nigerian Organisation (A Case Study of Nestle Nigeria PLC)." Journal of Business Theory and Practice 2, no. 2 (May 17, 2014): 247. http://dx.doi.org/10.22158/jbtp.v2n2p247.
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<em>The study looks into wages and salaries administration as a motivational tool in Nigerian organisation. The study went further to distinguish between gratuitous and paid job with possible effect of wages and salaries as it relates to individual contribution and effort towards the achievement of the corporate goals and objectives. The study made use of a self-designed questionnaire and eventually used chi-square to analyze and conclude on the hypothesis that wages and salaries serves as motivational tool and that wages and salaries has significant relationship with workers performance in Nigerian organisation.</em>
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Martyniuk, Olesia, and Stepan Popina. "Mathematical models of unshadowing the wages." Herald of Ternopil National Economic University, no. 4(90) (December 12, 2018): 19–26. http://dx.doi.org/10.35774/visnyk2018.04.019.
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The article addresses a social and economic phenomenon of shadow economy, which is typical for many countries and may result in a macroeconomic imbalance. The latter hinders the sustainable growth of the economy and leads to state budget losses. Shadow economy is penetrating into almost all sectors of the national economy. As shown in the paper, a high level of shadow economy is a threat to the national economic security of the country and a cause of declining its competitiveness. The findings confirm that measuring the impact of some factors of shadow economy on the economic security of the country is quite difficult. However, there are some factors for which mathematical models can be built to describe a correlation between economic indicators and a certain factor of shadow economy. Since salary expenses constitute a significant portion of enterprise’s basic expenses, it is important to build mathematical models for calculating the correlation between shadow salaries and tax rates. Thus, the purpose of the article is to examine mathematical models of the correlation between official and shadow salaries and tax rates. The developed mathematical models demonstrate that a reduction of tax rates is followed by changes in a shadow part of salaries. The article describes a number of cases when there are no changes in salaries and tax revenues, as well as cases of pay increase. The analysis finally suggests ways to increase salaries and techniques to de-shadow salaries. The authors use general scientific methods of generalization, comparison, analysis, and the method of mathematical modeling.
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Ray, Achintya. "Pre-Tax Wage and Salary Income Inequalities in Largest Metropolitan Areas in the United States." Business Ethics and Leadership 5, no. 2 (2021): 59–65. http://dx.doi.org/10.21272/bel.5(2).59-65.2021.
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The distribution of pre-tax wages and salaries for employed individuals between the ages of 18-65 in the ten largest metropolitan areas of the USA are studied in this paper using the American Community Survey data from 2019. The included metropolitan areas are Atlanta-Sandy Springs-Roswell, Chicago–Naperville-Elgin, Dallas-Fort Worth-Arlington, Houston-The Woodlands-Sugar Land, Los Angeles-Long Beach-Anaheim, Miami-Fort Lauderdale-West Palm Beach, New York-Newark-Jersey City, Philadelphia-Camden-Wilmington, San Francisco-Oakland-Hayward, and Washington-Arlington-Alexandria. These ten metropolitan areas employed over 39 million individuals representing well over a quarter of the total employed labour force in the USA. Mean, median, standard error of the mean, 25th percentile, 50th percentile, and the Gini coefficient of pre-tax wages and salaries are presented for each metropolitan area. The metros differ significantly in terms of average pre-tax wages and salaries. They differ significantly in terms of the spread in the distribution of pre-tax wages and salaries measured both in terms of the inter-quartile range (the difference between 75th and 25th percentiles) and the Gini coefficient. San Francisco-Oakland-Hayward is found to have both the highest average pre-tax wages and salaries and widest inequality as measured by the Gini coefficient. The Smallest Gini coefficient is observed in Washington-Arlington-Alexandria metropolitan area. Inequality measured in terms of the Gini coefficient is nearly 15% higher in San Francisco-Oakland-Hayward as compared to Washington-Arlington-Alexandria. The average pre-tax wages and salaries are about 83% higher in San Francisco-Oakland-Hayward than Miami-Fort Lauderdale-West Palm Beach, the lowest in the nation. While aggregate nationwide inequalities attract intense attention, these regional variations point to significant and wide-ranging variations between different regions (metropolitan cities). By focusing on the pre-tax wages and salaries, this study allows us to tie inequalities that are most closely related to the labour market conditions, unlike other sources of income like capital gains, inheritance, government transfers, etc.
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Daugherty, Christopher, Julie Johnson, Stacie K. Levine, Kristen Wroblewski, Bradford Lane, William Dale, Monica Malec, and Fay J. Hlubocky. "Lower costs of care, improved discharge disposition, and improved survival of advanced cancer patients (ACP) receiving early inpatient palliative care (PC) compared to standard oncologic care (SOC)." Journal of Clinical Oncology 37, no. 15_suppl (May 20, 2019): 11609. http://dx.doi.org/10.1200/jco.2019.37.15_suppl.11609.
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11609 Background: Outpatient PC improves ACP symptom burdens, end-of-life care transitions, and mortality thereby enhancing quality of life. Yet, the financial implications, discharge disposition, and survival benefits of early, inpatient PC compared to SOC remains less understood. Methods: Retrospective cohort analysis of ACP receiving either PC or SOC between Jan 2015-Dec 2015 (N = 810). ACP cohorts were compared for demographics, costs, disposition, and survival. Financial costs collected included: fixed (overhead expenditures, facility maintenance, hospital property); variable (patient care supplies, diagnostic/therapeutic supplies, medications); operating (fixed, variable, breaking-even costs); direct (labor, materials, commissions, piece-rate wages, manufacturing supplies); indirect (production-supervision salaries, quality control, insurance, depreciation). Univariate and multivariate analyses were completed. Results: 468 were admitted to PC and 342 to SOC. Compared with SOC, PC were more likely to be: younger (61.1±13.2 v. 62.5±13.0, p = 0.02); African American (48% v. 36%, p = 0.0045); female (50% v. 40%, p = 0.005); and have shorter length of stay (5.7±4.9 v. 6.2±6.5, p = 0.01). PC had significantly less 30-day readmissions (16% v 23%, p = 0.03) and lower costs: direct ($9,478 v. $10,416, p = 0.01); indirect ($9,538 v. $10,999, p = 0.002); fixed ($10,308 v. $12,076, p = 0.001); variable ($8,709 v. $ 9,339, p = 0.02); operating ($19,017 v. $21,416, p = 0.003).Compared with SOC, ACP receiving PC were more likely to be discharged to: home (55% v.45%, p = 0.01); healthcare facilities (e.g. skilled nursing, inpatient rehabilitation) (36.1% v. 20%, p = 0.04); and hospice (home and inpatient) (7.7% v 5.8%, p = 0.02). PC had overall greater median survival from the time of discharge (106.8±99.95 v. 73.8±61.93, p = 0.03) compared to SOC. Conclusions: Early PC results in less financial strain, greater cost savings, and improved outcomes for younger and underserved inpatient ACP. Our results provide additional evidence for policies supporting that ACP access to routine PC must become a healthcare priority.
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Daugherty, Christopher, Julie Johnson, Stacie K. Levine, Kristen Wroblewski, Bradford Lane, William Dale, Monica Malec, and Fay J. Hlubocky. "Cost of care, discharge disposition, and survival of advanced cancer patients (ACP) receiving early inpatient palliative care (PC) compared to standard oncologic care (SOC) without palliative care." Journal of Clinical Oncology 36, no. 34_suppl (December 1, 2018): 130. http://dx.doi.org/10.1200/jco.2018.36.34_suppl.130.
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130 Background: PC significantly enhances ACP quality of life, provides symptom control, improves transitions to end-of-life care, and mortality. However, the financial implications, discharge disposition, and survival benefits of early, inpatient PC compared to SOC remains less understood. Methods: Retrospective cohort analysis of ACP receiving either PC or SOC between Jan 2015-Dec 2015 (N=810). ACP cohorts were compared for demographics, costs, disposition, and survival. Financial costs collected included: fixed (overhead expenditures, facility maintenance, hospital property); variable (patient care supplies, diagnostic/therapeutic supplies, medications); operating (fixed, variable, breaking-even costs); direct (labor, materials, commissions, piece-rate wages, manufacturing supplies); indirect (production supervision salaries, quality control, insurance, depreciation). Univariate and multivariate analyses were completed. Results: 468 were admitted to PC and 342 to SOC. In comparison with SOC, PC were more likely to be: younger (61.1±13.2 vs. 62.5±13.0, p=0.02); African American (48% vs. 36%, p=0.0045); female (50% vs. 40%, p=0.005); and have shorter length of inpatient stay (5.7± 4.9 vs. 6.2±6.5, p=0.01). PC had significantly lower costs: direct ($9,478 vs. $10,416, p=0.01); indirect ($9,538 vs. $10,999, p=0.002); fixed ($10,308 vs. $12,076, p=0.001); variable ($8,709 vs. $ 9,339, p=0.02); operating ($19,017 vs. $21,416, p=0.003).Compared with SOC, ACP receiving PC were more likely to be discharged to: home (55% vs.45%, p=0.01); health care facilities (e.g. skilled nursing, inpatient rehabilitation) (36.1% vs. 20%, p=0.04); and hospice (home and inpatient) (7.7% vs. 5.8%, p=0.02). PC had overall greater median survival from the time of discharge (106.8±99.95 vs. 73.8±61.93, p=0.03) compared to SOC. Conclusions: Early PC results in less financial burden and greater cost savings for inpatient ACP including for those who are younger and underserved. These findings provide further evidence for policies arguing that ACP access to routine PC must become a health care priority.
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Syring, Millie L. "American salaries and wages survey, 2nd ed." Journal of Government Information 22, no. 4 (July 1995): 347–49. http://dx.doi.org/10.1016/1352-0237(95)90101-9.
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Kasprzyk, Beata. "Application of econometric models to measure the satisfaction with wages and salaries." Wiadomości Statystyczne. The Polish Statistician 63, no. 4 (April 27, 2018): 33–57. http://dx.doi.org/10.5604/01.3001.0014.0644.
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The article presents the results of the research attempting to make a statistical analysis of subjective perception of wages and salaries as the main component of household income, using a specific econometric modelling. It was examined whether certain socio-demographic determinants could be identified and, if so, to what extent they could influence the subjective sense of satisfaction with wage and salaries. The research was conducted on the basis of data collected using a survey method in 2015 for a random sample of households in Podkarpackie voivodship, where wages and salaries are among the lowest in the country. The binomial models used to explain the qualitative variable depending on the level of exogenous variables (qualitative and quantitative) were compared. Logit and probit regression models made it possible to determine the probability of success as a chance of a positive response, i.e. (in relation to the scope of the research) a state of satisfaction with obtained wages and salaries.
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Carvajal, Manuel, Ioana Popovici, and Patrick Hardigan. "Pockets of Inequality in the Distribution of U.S. Pharmacists’ Wages and Salaries: A Gender Comparison." INNOVATIONS in pharmacy 10, no. 1 (March 26, 2019): 16. http://dx.doi.org/10.24926/iip.v10i1.1393.
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Background: The literature contains conflicting arguments regarding inequalities in the distribution of U.S. pharmacists’ wages and salaries and the existence of a gender earnings gap. Some authors argue that the dispersion is small compared to other professions and there is no gap; others report that after controlling for number of hours worked, human-capital stock, and job-related preferences, male pharmacists earn higher wages and salaries than female pharmacists.
Objectives: Estimate the central tendency and spread of wages and salaries of pharmacists practicing in the U.S., compare earning levels of male and female pharmacists, and examine the pockets of inequality within each gender.
Methods: The study used self-reported survey data collected from a random sample of licensed pharmacists practicing throughout the United States. The sample consisted of 375 men and 279 women. Means and standard deviations of wage-and-salary earnings for male and female pharmacists were estimated by age, number of hours worked, years of professional experience, marital status, type of pharmacy degree, main role as pharmacist, and type of practice site. The spread of wages and salaries within gender was analyzed using the Gini coefficient.
Results: A total of 654 pharmacists provided answers to all relevant questions in the questionnaire (28.9% response rate). Wages and salaries of male pharmacists exceeded those of female pharmacists, but the gap was restricted to practitioners with selected characteristics–older, married, with more experience, whose primary role was dispensing medications, and practicing in a hospital setting. The greatest wage-and-salary inequalities were observed among older pharmacists, with more years of professional experience, and whose primary role was dispensing medications. Different gender-specific pockets of inequality were identified in all variables studied and all categories within these variables.
Conclusion: The seemingly smooth gender-specific distribution of earnings in the pharmacy profession might be the result of opposing trends by different groups of practitioners that cancel each other when analyzed aggregately. By estimating the wages and salaries for selected categories of pharmacists and examining the pockets of inequality within each gender, this study shed light into recent labor market developments and will hopefully stimulate further research into the dynamics of the pharmacist workforce.
Article Type: Original Research
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KNIGHT, J. B. "THE DETERMINATION OF WAGES AND SALARIES IN UGANDA1." Bulletin of the Oxford University Institute of Economics & Statistics 29, no. 3 (May 1, 2009): 233–64. http://dx.doi.org/10.1111/j.1468-0084.1967.mp29003003.x.
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Echenique, Federico. "Contracts versus Salaries in Matching." American Economic Review 102, no. 1 (February 1, 2012): 594–601. http://dx.doi.org/10.1257/aer.102.1.594.
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Firms and workers may sign complex contracts that govern many aspects of their interactions. I show that when firms regard contracts as substitutes, bargaining over contracts can be understood as bargaining only over wages. Substitutes is the assumption commonly used to guarantee the existence of stable matchings of workers and firms. JEL: C78, D86, J31, J41
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Yaldo, L., and L. Shamir. "Computational Estimation of Football Player Wages." International Journal of Computer Science in Sport 16, no. 1 (July 1, 2017): 18–38. http://dx.doi.org/10.1515/ijcss-2017-0002.
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AbstractThe wage of a football player is a function of numerous aspects such as the player’s skills, performance in the previous seasons, age, trajectory of improvement, personality, and more. Based on these aspects, salaries of football players are determined through negotiation between the team management and the agents. In this study we propose an objective quantitative method to determine football players’ wages based on their skills. The method is based on the application of pattern recognition algorithms to performance (e.g., scoring), behavior (e.g., aggression), and abilities (e.g., acceleration) data of football players. Experimental results using data from 6,082 players show that the Pearson correlation between the predicted and actual salary of the players is ~0.77 (p < .001). The proposed method can be used as an assistive technology when negotiating players salaries, as well as for performing quantitative analysis of links between the salary and the performance of football players. The method is based on the performance and skills of the players, but does not take into account aspects that are not related directly to the game such as the popularity of the player among fans, predicted merchandise sales, etc, which are also factors of high impact on the salary, especially in the case of the team lead players and superstars. Analysis of player salaries in eight European football leagues show that the skills that mostly affect the salary are largely consistent across leagues, but some differences exist. Analysis of underpaid and overpaid players shows that overpaid players tend to be stronger, but are inferior in their reactions, vision, acceleration, agility, and balance compared to underpaid football players.
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Heiney, Joseph N. "Can State & Local Government Consolidation Really Save Money?" Journal of Business & Economics Research (JBER) 10, no. 10 (September 19, 2012): 539. http://dx.doi.org/10.19030/jber.v10i10.7263.
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The recent economic crisis was especially damaging to state and local governments financial situations. One suggested solution to these difficulties is to consolidate smaller political jurisdictions into larger ones to reduce costs. This paper presents a theoretical model for the determination of wages and salaries in the public sector with implications for the variation of public sector salaries across jurisdictions of different sizes. Data is presented for public school teachers salaries in Illinois by district size which shows that salaries are higher in larger districts. This would seem to suggest that consolidating smaller school districts into larger ones will result in higher salaries, leading to the question: Will political consolidation really save money?
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Stevens, Philip Andrew. "Academic Salaries in the UK and US." National Institute Economic Review 190 (October 2004): 104–13. http://dx.doi.org/10.1177/002795010419000110.
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We examine the wages of graduates inside and outside of academe in both the UK and US. We find that in both the UK and the US an average graduate working in the HE sector would earn less over his or her lifetime than graduates working in non-academic sectors. The largest disparity occurs throughout the earlier and middle career period and so if people discount their future earnings, the difference will be even greater than these figures suggest. Academics in the UK earn less than academics in the US at all ages. This difference cannot be explained by differences in observable characteristics such as age, gender or ethnicity. This leads us to conclude that the differences in UK and US academic wages are unlikely to be due to differences in the academics themselves, but rather to differences in labour markets generally and in systems of higher education between the two countries, which suggests that there is a strong pay incentive for academics to migrate from the UK to the US.
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Becker, Lee B., Vernon A. Stone, and Joseph D. Graf. "Journalism Labor Force Supply and Demand: Is Oversupply an Explanation for Low Wages?" Journalism & Mass Communication Quarterly 73, no. 3 (September 1996): 519–33. http://dx.doi.org/10.1177/107769909607300302.
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Radio and television stations consistently have offered entry-level news salaries below those provided by daily newspapers, public relations, and advertising employers. The data reported in this paper show an oversupply of labor in radio news, television news, and daily newspapers. That oversupply probably serves to hold down salaries generally and to explain the lower pay in television news in comparison with daily newspapers. Television has many more persons seeking entry-level jobs than jobs available.
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NEILL, CLINTON L., RODNEY B. HOLCOMB, and B. WADE BRORSEN. "STARTING ON THE RIGHT FOOT: DOES SCHOOL CHOICE AFFECT VETERINARIAN STARTING SALARIES?" Journal of Agricultural and Applied Economics 49, no. 1 (December 27, 2016): 120–38. http://dx.doi.org/10.1017/aae.2016.28.
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Abstract:Both schools and industry members are concerned about wages in the veterinary profession that are low relative to the years of schooling and tuition costs. This study examines the differences in starting salaries for the 2009–2014 graduates of the 28 schools accredited by the American Veterinary Medicine Association. Findings show relatively small (less than $4,000) but statistically significant differences in starting salaries related to school choice. A larger differential effect is present among the different practice types of veterinary medicine, with equine practitioners and private industry veterinarians (e.g., pharmaceutical researchers) representing the least and greatest average starting salaries, respectively.
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PFEFFER, JEFFREY, ALISON DAVIS-BLAKE, and DANIEL J. JULIUS. "AA Officer Salaries and Managerial Diversity: Efficiency Wages or Status?" Industrial Relations 34, no. 1 (January 1995): 73–94. http://dx.doi.org/10.1111/j.1468-232x.1995.tb00361.x.
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HAFUROVA, O. V., L. V. MELIANKOVA, and S. L. MAKODA. "Wages and Salaries as a Part of the Labor Market." Journal of Wellbeing Management and Applied Psychology 2, no. 1 (June 30, 2019): 9–19. http://dx.doi.org/10.13106/jwmap.2019.vol2.no1.9.
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Darmawan, Kusnanto. "SALARY: DOES AFFECT EMPLOYEE MOTIVATION AND PERFORMANCE?" International Journal of Accounting and Management Research 1, no. 2 (April 5, 2021): 46–51. http://dx.doi.org/10.30741/ijamr.v1i2.642.
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Work is a mandatory thing that must be done to meet human needs. People work to make ends meet. One of the necessities of life can be fulfilled by means of income, namely wages or salaries. To get wages or salaries we are required to work professionally with the consequences of getting a bigger income. The purpose of this study was to determine and analyze the salary on work motivation and employee performance of UD. Sido Makmur Lumajang. population is all employees at UD. Sido Makmur Lumajang, as many as 35 employees. The sampling method used in this study was saturated samples. Methods of data analysis using Simple Linear Regression. The result of this research is that there is a relationship between salary and work motivation and employee performance.
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Kwiatkowska, Walentyna. "Macroeconomic Conditions Determining the Level and the Rate of Changes of Wages and Salaries in Poland in 2007-2012." Olsztyn Economic Journal 8, no. 4 (December 31, 2013): 297–316. http://dx.doi.org/10.31648/oej.3239.
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This study characterized and evaluated the level and rate of change in wages and salaries in Poland in 2007-2012 and analysed the main macroeconomic determinants of their development. The analysis present changes to average wage, minimal wage and fair wage. Their level and rate of change are determined by macroeconomic factors, particularly economic growth processes, changes in productivity of labour, inflation rate and the situation on the labour market. A quite strong correlation can be observed between the rate of changes of the real GDP and the development of average nominal wages. Inflation processes affect the growth of nominal wages but they lead to a decrease in real wages. The growth of the unemployment rate affected the reduction of the growth rate of nominal wages.
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Golovchin, М. A. "Implementation of the Principle of Decent Wages in Russian Education: Economic and Statistical Study." Voprosy statistiki 28, no. 3 (June 29, 2021): 15–30. http://dx.doi.org/10.34023/2313-6383-2021-28-3-15-30.
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The article presents the results of economic and statistical study assessing the implementation of the principle of decent wages for employees in general education. According to the author, at present, determining the amount of funding for teachers’ salaries is caught in the trap of using the basic criterion defined as the «average salary in the region», which does not allow a significant part of specialists to receive decent remuneration for their work and provokes a high staff turnover. In order to eliminate negative trends, the author proposed adjusting the principle for payment of salaries for school teachers, with an emphasis on increasing the minimum wage rather than the average wage. The study proposes a modified method for calculating the leading coefficient. This indicator makes it possible to correlate the growth rates of teachers' salaries with the basic (starting) conditions prevailing in the regions at the beginning of the implementation of the Decree of the President of the Russian Federation No. 597 of 7 May 2012 «On Measures for the Implementation of State Social Policy» and also takes into account the uneven distribution of the salary fund for school teachers (by comparing the achievement of the May decree target in regions with the number of specialists receiving a minimum salary or less). The modified methodology was tested on statistical data for 83 constituent entities of Russia. The approbation showed that in 2019 11 constituent entities of the Russian Federation could not provide even the minimum conditions for a decent salary for all school teachers (in 2015, they included 3 territories, in 2017 – 13). All the necessary conditions for the implementation of the principle of decent salaries are created only in three constituent entities of the Russian Federation. The conclusion summarizes possibilities of practical use of regional experience in the implementation of the «All included» model (based on the establishment of a single salary for all professional activities in the school) to improve the planning of teachers' salaries in the constituent entities of the Russian Federation.
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Niederle, Muriel. "Competitive Wages in a Match with Ordered Contracts." American Economic Review 97, no. 5 (November 1, 2007): 1957–69. http://dx.doi.org/10.1257/aer.97.5.1957.
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Following the recently dismissed antitrust lawsuit against the National Residency Matching Program (NRMP), Jeremy Bulow and Jonathan Levin (2006) propose a simple matching model in which firms set impersonal salaries simultaneously before matching with workers, which leads to lower aggregate wages than any competitive outcome. I model a feature of the NRMP, ordered contracts, that allows firms to set several contracts while determining the order in which they try to fill them, which has different properties than standard models with multiple contracts. Furthermore, the low wages of Bulow and Levin are no longer an equilibrium, but competitive wages are. (JEL D86, J31, J41)
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Quan, Jing ("Jim"), Ronald Dattero, Stuart D. Galup, and Kewal Dhariwal. "The Determinants of Information Technology Wages." International Journal of Human Capital and Information Technology Professionals 2, no. 1 (January 2011): 48–65. http://dx.doi.org/10.4018/jhcitp.2011010104.
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Anchoring this work to the classical human capital theory, the authors examine the effects of various human capital factors on IT professional compensation. Dividing IT salary into LOW (<$75,000) and HIGH (>=$75,000) ranges and using binomial logistic regression analysis, this paper estimates the effects of IT experience, education, IT degrees, IT certifications, and managerial positions on the probabilities of earning low wages in comparison to high wages, while controlling for industry type, organization size and location, gender, and marital status. Results indicate that the most important factors associated with high salaries are managerial positions, IT experience, education, and organization size. Practical advice is given on how IT professionals can employ these results to increase their compensation.
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Bracy, Pauletta Brown. "From the President: Productive Engagement in Salary Equity." North Carolina Libraries 62, no. 2 (January 19, 2009): 79. http://dx.doi.org/10.3776/ncl.v62i2.139.
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Former American Library Association President Maurice Freedman launched a campaign of awareness and action during his 2002-2003 tenure. He appointed the Better Salaries and Pay Equity Task Force which published a helpful resource, Advocating for Better Salaries and Pay Equity Toolkit (2003). The task force’s pay equity advocacy program is founded on the reality of a predominately female workforce which is less well paid than those in fields of comparable work dominated by males. Simply defined, pay equity means that all people receive equal pay for work regardless of race or gender. Salaries of librarians regrettably lag behind those of other professions. In 2002, the average estimated salary of librarians was $44,430, according to the U.S. Department of Labor National Occupational Employment and Wages Survey. Pertaining to type of library, the following salaries were posted:
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Saragih, Siti Maysaroh, Ayu Lestari, and Mahadir Soleh Hutasuhut. "Implementasi Fuzzy Tsukamoto Dalam Menentukan Upah Gaji Karyawan Perbulan." Brahmana : Jurnal Penerapan Kecerdasan Buatan 1, no. 2 (June 30, 2020): 105–10. http://dx.doi.org/10.30645/brahmana.v1i2.25.
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In a company, salary is a salary for employees who have been working for a month. However, in order to provide fair salary to all employees, the company must determine the criteria for providing salary. By using fuzzy logic, wages can be determined by going through the following stages: Fuzzification, Formation of the knowledge base, Fuzzy Inference, and Defuzzification. One of the fuzzy logic methods that can be used is the Tsukamoto method, where this method has an output in the form of firm values. To determine the salary, the data is collected from the Central Statistics Agency website in accordance with the criteria to be examined. With this research, employers can use the calculations from this research to determine salary salaries for their employees quickly, well, and precisely. So that the problem of determining the wages of their employees' salaries can be resolved properly.
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Carvajal, Manuel J., and Ioana Popovici. "Pharmacists' wages and salaries: The part-time versus full-time dichotomy." Research in Social and Administrative Pharmacy 12, no. 2 (March 2016): 341–46. http://dx.doi.org/10.1016/j.sapharm.2015.06.003.
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Knoppers, Annelies, Barbara Bedker Meyer, Martha Ewing, and Linda Forrest. "Gender and the Salaries of Coaches." Sociology of Sport Journal 6, no. 4 (December 1989): 348–61. http://dx.doi.org/10.1123/ssj.6.4.348.
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This study examined salary differences between female and male Division I college coaches using three approaches. The human capital approach contends that salary differences are rooted in differences in qualifications. In contrast, a structural approach argues that gender differences in salary are associated with the gender ratio, the proportion of women to men in an occupation. The third approach, capitalist patriarchy, sees the gender wage gap as a function of the intersection of capitalism and patriarchy. We explored each of these approaches and found the greatest support for the latter. Coaches’ wages seemed to be determined for both women and men by both gender and type of sport. Additionally, gender ratio was positively related to the salaries for men only. We discuss the findings as well as their implications for the setting of first-year salaries and the ways in which salary differentiation can be an example of the manner in which gender relations are constructed in sport.
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Davis, Glyn, and Margaret Gardner. "What Enterprise? Whose Bargain? Politicians Face Their Principals." Economic and Labour Relations Review 4, no. 2 (December 1993): 279–98. http://dx.doi.org/10.1177/103530469300400207.
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The introduction of enterprise bargaining poses a fascinating dilemma: with whom should politicians negotiate about their wages and conditions? The question has different implications for Labor and the Coalition. The form of enterprise bargaining proposed by the Government can accommodate current arrangements for MP salaries, though not without some special pleading. The more radical proposals of the Coalition, which emphasise a principal—agent relationship between employer and employee, pose greater challenges. This paper explores the dilemma of salaries for MPs under enterprise bargaining, and suggests a policy solution which ensures that politicians are subject to the rules they propose for others.
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Śliwicki, Dominik. "The differences in salaries between men and women in Polish voivodships." Wiadomości Statystyczne. The Polish Statistician 60, no. 10 (October 28, 2015): 17–28. http://dx.doi.org/10.5604/01.3001.0014.8266.
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The differences in salaries between men and women are a matter discussed in social and economic policy, both at the international as well as national and regional levels. In order to make effective decisions in favor of eliminating these inequalities we should have information on their actual size. This article aims to determine the differences in salaries between men and women and attempt to identify the factors most affecting their size. As a method of analysis, the Oaxaca-Blinder decomposition based on econometric models was used. The study of the structure of wages conducted by public statistics was data source.
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Jongbloed, Ben. "Academic Salaries in Western Europe." International Higher Education, no. 68 (March 25, 2015): 5–6. http://dx.doi.org/10.6017/ihe.2012.68.8629.
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In its recent (2011) communication "Supporting Growth and Jobsan agenda for the Modernisation of Europe's Higher Education Systems," the European Commission has once again urged Europe's universities to reform their human-resources policiesto increase the autonomy of the universities in this respect and to introduce incentives to re- ward excellence in teaching and research. Europe's universities will need to recruit academics by flexible, open, and transparent procedures and to provide them with attractive career prospects. Without a committed and adequately compensated professoriate, universities will find it hard to recruit the best and brightest academic talent to work for them and to provide the teaching and research that Europe needs, in order to be a competitive knowledge-driven region.
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Swimmer, Gene, and C. B. Williams. "The Relationship Between Public and Private Sector Wages in Alberta." Relations industrielles 30, no. 2 (April 12, 2005): 217–27. http://dx.doi.org/10.7202/028607ar.
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The purpose of this study is to determine the nature and magnitude of any relationship between wage and salary changes in specified occupational classifications within the Alberta Civil Service and wage and salary changes in similar occupational classes in Alberta industry. In particular, the possibility of the « leader » role that public service wage and salary changes may play in the determination of occupational wage and salaries in other employment sectors within the Province of Alberta will be articulated.
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Shokiraliyevich, G‘anibаyev Ilxomjon. "Increasing The Income Of The Population And Reducing The Tax Burden As A Key Factor In Improving The Living Standards Of The Population." American Journal of Management and Economics Innovations 03, no. 07 (July 30, 2021): 7–10. http://dx.doi.org/10.37547/tajmei/volume03issue07-02.
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The article describes the increase in living standards, income of individuals, income from wages, salaries of employees of budgetary institutions and organizations, pensions, stipends and allowances, increase in domestic consumption as a result of income growth, growth of gross per capita income, tax rates have been reduced and simplified over the years
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Kraciuk, Jakub. "THE IMPACT OF OFFSHORING ON THE EUROPEAN LABOUR MARKET." Acta Scientiarum Polonorum. Oeconomia 16, no. 3 (September 30, 2017): 35–42. http://dx.doi.org/10.22630/aspe.2017.16.3.31.
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This study shows the differences in wages of workers from the EU countries according to various levels of education. It also shows the level of offshoring in the analysed countries and its impact on the salaries. It was found that the largest wage gap between the high-skilled and the low-skilled workers exists both in the countries of Central and Eastern Europe and in the countries such as Germany and Portugal. Results of the analysis show that offshoring contributes to a decrease in wages of workers in the countries of the European Union. Nonetheless, the highest decrease in wages is visible among workers with the lowest skills, and the lowest decrease can be seen among workers with the highest skills.
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Savitskaya, E., and D. Chertykovtseva. "Secondary Education Funding and Quality:Econometric Approach." Voprosy Ekonomiki, no. 4 (April 20, 2013): 112–29. http://dx.doi.org/10.32609/0042-8736-2013-4-112-129.
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The paper estimates the relationship between public expenditure on secondary education and its quality. The investigation is based on regression analysis of cross-nationally comparable funding data and student performance metrics — PISA and TIMSS. The authors conclude that the growth of teachers’ salaries measured in absolute terms and public education expenditure per student have positive influence on educational achievement, though it is rather small. However, regression analysis has not revealed dependence of students’ performance on other financial indicators — public expenditure on secondary education as a percentage of GDP, public expenditure on secondary education as a percentage of total government expenditure and teachers’ salaries measured relative to average wages in the country.
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Watts, Martin J., and William Mitchell. "Wages and Wage Determination in 2007." Journal of Industrial Relations 50, no. 3 (June 2008): 399–416. http://dx.doi.org/10.1177/0022185608089996.
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In 2007 money wages rose marginally faster than in 2006 but there was no evidence of generalized wage pressures arising from skill shortages. The Reserve Bank raised interest rates twice during the year, further reducing housing affordability. The Fair Pay Commission decision in July temporarily restored the real wages of the lowest paid, but there was further compression of the lower deciles of the wage distribution. With petrol prices continuing to rise, household living standards are under threat, particularly those of workers reliant on the wage adjustment through the Commission whose next decision will not be operational until October 2008. The election of the Labor Government in November led to speculation as to extent to which the Work Choices legislation would be amended.
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Buchta, S., and Z. Štulrajter. "Divergence of some socio-economic indicators between rural and urban areas in Slovakia." Agricultural Economics (Zemědělská ekonomika) 53, No. 6 (January 7, 2008): 256–62. http://dx.doi.org/10.17221/985-agricecon.
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The article is dealing with the evaluation of socio-economic development in Slovakia from the point of view of urban and the rural regions in 1999−2005, based on analysis of regional socio-economic indicators. This development is characterised by deepening differentiation between the urban and rural districts in the demographic structure of population, employment, unemployment, level of wages and salaries and private enterprising activities. Demographic structure in the rural regions, compared to the urban regions, is characterised by the increase of the share of population in post-productive age, ageing index and the unfavourable index of economic burden. Employment in the rural regions decreased at a more rapid rate than in the urban regions. From the unemployment point of view, there are significant regional differences in the SR. The worst affected are the regions of Eastern and south of Central Slovakia which suffer from the underdeveloped economic infrastructure, lower level of education, bankruptcy of the dominant industrial employers and a large share of agrarian population, where impact of transformation measures was the most severe. Unemployment rate in the rural regions was 2.2 times higher than in the urban regions in 2005. Growth rate of average wages and salaries is slower in the rural regions compared to the urban ones and the average of the SR. In the period of 1999–2005, the level of average wages and salaries in the rural regions accounted for 62.4% of average wages and salaries in the urban regions, during which the time trend of increasing wage disparity was continuing all the time. The trend of utilisation of cheap labour force for short part-time jobs is evident, particularly in the rural regions, which is in contrast to the growth of the standard of living and sustainable development of underdeveloped regions. The differentiation of economic level between urban and the rural regions is expressed also in the share of entrepreneurial entities in economically active population which tells against the rural regions in spite of the diminished differentiation in this indicator in 1999–2005. The declining rate of growth in number of entrepreneurs in the urban regions is a consequence of the saturation of spatial and employment opportunities, while there is a substantially larger potential of acceleration of private enterprising in the rural regions. Continuation of this development leads to the socially unacceptable differentiation and undesirable development of dual economies in the country and that is why it is necessary to solve this issue as a priority within the framework of the strategy of economic development of the SR.
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Klarić, Ante, Marina Švaganović, and Miran Cvitković. "Salaries of Healthcare Professionals in the Republic of Croatia." Medicine Law & Society 13, no. 2 (2020): 105–22. http://dx.doi.org/10.18690/mls.13.2.105-122.2020.
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Salaries of healthcare professionals in the Republic of Croatia are regulated by a series of laws and regulations. A series of regulations defining the salaries and substantive rights of healthcare professionals cannot provide a clear, uniform and complete approach to regulating the subject matter of the law. In addition to the aforementioned issues of employment status, healthcare professionals originate from a standard that is similar and common to all public servants. In doing so, the legislature does not differentiate between a healthcare professional and his profession from an activity that deals with the protection of fundamental human values: the life and health of the individual. It is these core values that should inform not only governmental regulation of salaries and wages but also all other substantive rights, as a pledge for the smooth performance of such a highly responsible service through a clear, unambiguous and norm to precise them.
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Gorlin, Y. M., V. Y. Lyashok, and A. A. Salmina. "Replacement rate as an instrument of analysis and forecasting of pension system." Voprosy Ekonomiki, no. 12 (December 4, 2020): 80–103. http://dx.doi.org/10.32609/0042-8736-2020-12-80-103.
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The article examines one of the main indicators of pension adequacy the replacement rate. The importance of using this indicator for pension system management is substantiated. A methodology for determining theoretical and empirical replacement rates is proposed in relation to the peculiarities of the Russian system of compulsory pension insurance. The article presents the results of calculations carried out on the model of the theoretical replacement rate developed by the authors, according to which, in the current Russian conditions, the replacement coefficient for an employee with a median wage and average length of service is more than 40%, which corresponds to the international criteria for the sufficiency of pensions for this indicator. However, with higher wages, for example, equal to the average for Russia and above, there is a lag behind the level of most EU countries. Modeling shows that in 2002—2018, there was an increase in the differentiation of pensions and replacement rates depending on wages. The performed forecast calculations for the period up to 2050 have revealed the following trends: a decrease in replacement rates for recipients of minimum and median salaries, approximate stabilization for average salaries and growth for recipients with high salaries. The article provides a number of examples of using the theoretical replacement rate for the analysis of the pension system in terms of the effect on the level of pensions: participation in the formation of pension savings, valorization, years of the insurance period, etc.
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Rahman, Chintya. "ANALISA PERAN UPAH DAN INSENTIF TERHADAP PRODUKTIVITAS KERJA KARYAWAN PADA 5 UMKM DI BULAK KAPAL BEKASI TAHUN 2020." PARAMETER 5, no. 1 (March 18, 2021): 104–12. http://dx.doi.org/10.37751/parameter.v5i1.143.
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This study Wages and incentives are important elements in increasing employee productivity. With the provision of appropriate wages and incentives, it is expected that the productivity of 5 SME Service Businesses in west Java, Bekasi will increase, so that companies are ready and able to compete with other companies in facing competition. The research objective of this study was to determine how high the influence of wages and incentives on employee work productivity. The sampling technique is quite simple, namely by using a saturated sample, namely all employees of 5 SMEs, totaling 81 people. The research method uses the PLS technique. The analysis technique used is validity test, reliability test, multiple regression analysis, outer inner loading analysis and t test. The results of this study indicate both partially and collectively salaries and incentives have a significant positive effect on employee work productivity.
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Ledeneva, M. V., and A. A. Gutareva. "ANALYSIS OF DIFFERENTIATION OF INDUSTRIAL AND REGIONAL WAGES OF EMPLOYEES IN RUSSIA." Scientific bulletin of the Southern Institute of Management, no. 3 (September 30, 2017): 52–56. http://dx.doi.org/10.31775/2305-3100-2017-3-52-56.
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The article considers the average monthly real wages and salaries of employees of the Southern Federal District in the period 2013-2016. To assess the types of economic activity from the point of view of remuneration for the year 2016, the data are ranked into four groups, where later, outsider industries and leading spheres of economic activity were identified. In the conditions of the transition economy, one of the topical and acute problems is the problem of labor remuneration, the solution of which predetermines the growth of the material and physical well-being of company personnel, as well as the level and prospects for the development of economic entities in the region. At the same time, it should be noted that the existing system of labor remuneration for firms of various organizational and legal forms of ownership of the Russian Federation does not allow to properly provide a sufficient level of motivation for the staff of organizations, which leads to insufficient labor productivity. Thus, increasing the efficiency of economic entities should be considered through the prism of increasing the level of staff salaries through the economic interest of the personnel of economic entities. The reasons stipulating the problems of sectoral and regional differentiation of labor remuneration in the Russian Federation are considered, and later the ways of solution are suggested.
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Soumadi, Mustafa M. "Economical and Social Effects on Retirement Salaries of Participants and Beneficiaries From the Jordanian Social Security System." Research in World Economy 11, no. 3 (June 16, 2020): 293. http://dx.doi.org/10.5430/rwe.v11n3p293.
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The study aims to identify the reality of retirement salaries for the 1,200,000 insured employees at the social security network in Jordan, out of a total workforce of about 5,926,580, which means that 20% of the total number of employees is included in the social security system. The study aimed to make a comparison between the retirement salaries level and the cost of living level of the Jordanian family, which amounted to (854) JDs per month based on the spending and wages average at the Jordanian General Statistics Department, while the retirement salaries rate paid to the retirees of government and private sectors amounted to (494) JDs per month for the public sector and also (494) JDs per month for the family of private sector.The study viewed the retirement salaries rates according to the various economical activities for the years (2015/2016) and the results showed that average retirement salaries for those eligible social security participants (493) JDs per month, while the average beneficiaries who currently receive retirements salaries is about (576) JDs per month and their number about (193,763) thousand citizens. The study was also shocking as it turns out that retirement salary for the beneficiaries who receive retirement salaries now between (178) and (576) JDs, which means that many of the low beneficiaries segments and after (20) years of continuous service their retirement salaries don't reach the government-set poverty line of (339) JDs per month, and all salaries of participants who haven't reached the retirement age and the beneficiaries, the retirement salaries of 100% of them will not reach the sufficiency line or the average cost of living for the Jordanian family of (854) JDs per month. Study recommends the establishment of a higher wage council made up of economists, jurists, financial people, and representatives from the public and private sector, and the army, military, and security institutions to establish a fair wage system.
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Bacolod, Marigee. "Who Teaches and Where They Choose to Teach: College Graduates of the 1990s." Educational Evaluation and Policy Analysis 29, no. 3 (September 2007): 155–68. http://dx.doi.org/10.3102/0162373707305586.
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This article investigates the key determinants of entry into the teaching profession and the subsequent sorting of new teachers across urban, suburban, and rural schools. Of particular interest is the relative importance of teacher salaries, alternative labor market opportunities, and nonpecuniary job attributes or working conditions to this decision process. Results from a nested logit model applied to the Baccalaureate and Beyond Longitudinal Study show that working conditions play a relatively more important role in determining where new teachers end up choosing to teach, rather than differences in teacher salaries. This is especially true for women. Meanwhile, wages play a relatively more important role in the occupational entry decision. In addition, there is significant variation in teacher quality indicators across these school locations.
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Makovskaya, N. V. "Reserved wages in Belarus: characteristics and evaluations." Proceedings of the National Academy of Sciences of Belarus, Humanitarian Series 65, no. 2 (May 18, 2020): 232–41. http://dx.doi.org/10.29235/2524-2369-2020-65-2-232-241.
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The article presents the research results of the institute of reserved wages, which is a new research area in the Republic of Belarus. Reserved salaries are presented from the perspective of the methodology of labor economics. Options for assessing the level of reserved wages are discussed both from the point of view of individuals who are searching for a new job, and from the position of the state that sets its level in the national economy of the country. The work uses data from macro statistics of the Republic of Belarus for the period 2004–2016. The evaluation results showed that the reserved wages in Belarus differ from the wage rates in the country, and this indicates that its level is not overstated and it is adequate to the conditions of the Belarusian labor market. Its level stimulates the activation of employment of unemployed individuals. It is proved that in the Belarusian economy, the main determinants that affect the level of reserved wages are the number of unemployed at the age of 45 + years, youth unemployment (less than 19 years) and the number of unemployed with higher education, the level of average nominally accrued wages. Belarusian estimates showed that the result of a job search objectively depends on the level of wages.