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Boettke, Peter J., Rosolino Candela, and Kaitlyn Woltz. "Is the Market Wage the Just Wage?" Erasmus Journal for Philosophy and Economics 11, no. 2 (November 6, 2018): 124–43. http://dx.doi.org/10.23941/ejpe.v11i2.337.
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Do markets generate a “just” wage? The answer to this question will depend upon the particular theory of the market that the political economist employs. When comparing actual labor markets with the neoclassical theory of competitive equilibrium as its normative benchmark, Joseph Heath (2018) argues that factor pricing is orthogonal to normative issues such as distributive justice. We argue that Heath’s conclusion, though not invalid, follows from a similar normative benchmark of equilibrium, one that evaluates factor pricing without taking into account the institutional conditions within which factor prices emerge. Though indeed classical political economists and early neoclassical economists failed to deliver an explicit theory of distributive justice, what Heath overlooks is that implicit to their understanding of the market process was an institutional theory of distributive justice.
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Graff, Dan. "Promoting a Just Wage Economy." Labor 16, no. 3 (September 1, 2019): 9–10. http://dx.doi.org/10.1215/15476715-7569764.
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Máslo, Lukáš Augustin. "A Just Wage: Social Justice in the Labor Market." International Journal of Teaching and Education 9, no. 1 (April 20, 2021): 29–48. http://dx.doi.org/10.52950/te.2021.9.1.003.
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The author deals with a question of the just wage, its rationale and practical implementation from the perspective of classical philosophy and Catholic social teaching. In the methodological section, the author argues that because moral and political philosophy stands higher than economics in the hierarchy of sciences, the wage-justice perspective should take precedence over the just-wage perspective. In the section on education, the author calls for a real inter-disciplinarity in education which would eliminate the arrogance of a one-discipline approach and establish a relevant-discipline approach. This paper wants to be an example of such a relevant-discipline approach. The author contends that the term “just wage” can be perceived in two meanings: 1) in the meaning of legal or social justice as a family wage; 2) in the meaning of commutative justice as a value of the employee’s performance which contributes to the production of the total physical product. Where the value of the labor performance cannot be estimated lower than the cost of authentically human living. This paper provides micro- and macroeconomic reasons for the conclusion that the legal minimum wage is not an effective instrument to make an employer pay a just wage and presents the conclusion that the only way to make the employer pay a just wage is a creation of such an institutional environment in which the owners and managers will want to pay just wages on their own, at the expense of their own profit. The author contends that a distributist vision of “restoration of property could provide a functional solution to this. The reason why popes before and during the industrial revolution didn’t criticize low incomes of peasants is, according to the author, that the family life and working life were not separated in the institutional environment of the countryside economy which is why the incomes of the peasants allowed the man to fulfill his obligations in relation to his family.
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Herzog, Lisa. "Just Wages in Which Markets?" Erasmus Journal for Philosophy and Economics 11, no. 2 (September 19, 2018): 105–23. http://dx.doi.org/10.23941/ejpe.v11i2.331.
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Joseph Heath argues that we should reject the idea of a ‘just wage’ because market prices are supposed to signal scarcities and thereby to promote overall efficiency, rather than reward contributions. This argument overlooks the degree to which markets are institutionally, socially, and culturally embedded. Their outcomes are hardly ever ‘pure’ market outcomes, but the result of complex interactions of economic and other factors, including various forms of power. Instead of rejecting moral intuitions about wage justice as misguided, we can often understand them as pointing towards questions about the embeddedness of markets, or lack thereof. At least in some cases, changes in the framework of markets can both increase efficiency (or at least not reduce it) and get us closer to conventional notions of fair wages, e.g. when gender discrimination is reduced. Thus, while an abstract notion of a ‘just wage’ remains problematic, we can and should recognize that some wages are unjust.
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Hee-Kang Kim. "Just Wage, Just Society: Notes on a Normative Justification of Comparable Worth." 21st centry Political Science Review 22, no. 1 (May 2012): 23–45. http://dx.doi.org/10.17937/topsr.22.1.201205.23.
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Christiano, Thomas. "The Wage Setting Process." Erasmus Journal for Philosophy and Economics 11, no. 2 (September 19, 2018): 57–84. http://dx.doi.org/10.23941/ejpe.v11i2.339.
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The Wage Setting Process
In this paper I will defend a conception of fairness in labor markets. I will argue that we should take a procedural approach to the evaluation of fairness in markets. The procedural approach defended here goes beyond the traditional procedural view that requires only the absence of force and fraud. But it avoids the pitfalls of the other classical conception of fairness in the market: the idea of a just wage or just price. Fairness in markets is analogous to fairness in the democratic process.
I will start with a discussion and critique of Joseph Heath’s stimulating discussion of fairness in labor markets. Though I agree in part with his assessment of the just wage tradition, I will argue that there is room for thinking about fairness in markets. I will then lay out a conception of fairness that is based on the analogy with democracy. The procedural idea of equal power can be given an interpretation both in perfectly competitive markets and in imperfectly competitive markets. I will show how this approach has implications for conceiving of how firms ought to be organized and for defining a fair process of wage setting in the essentially highly imperfect conditions of the labor market.
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Dixon, Peter B., and Maureen T. Rimmer. "We Need Wage Moderation, Not Just Demand Stimulation." Economic Papers: A journal of applied economics and policy 28, no. 1 (March 2009): 63–64. http://dx.doi.org/10.1111/j.1759-3441.2009.00009.x.
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Heath, Joseph. "On the Very Idea of a Just Wage." Erasmus Journal for Philosophy and Economics 11, no. 2 (September 10, 2018): 1–33. http://dx.doi.org/10.23941/ejpe.v11i2.326.
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The way that wages are determined in a market economy produces results that strike most people as morally counterintuitive, if not positively unjust. I argue that there is an important and easily defensible principle underlying the system—it is designed to channel labour to its best employment, the way that it does any other resource. But many consider this defence too minimal, and so strive to find a thicker, more robust moral principle that can be used to defend the market, using concepts like ‘contribution’, ‘effort’, ‘laziness’, ‘skill’ or ‘talent’—all of which combine to provide a concept of ‘desert’, or ‘fairness’ in compensation. The objective of this paper is to caution against such overreach. I begin by articulating what I take to be the central principle underlying the determination of wages. I go on to discuss three different ways that both critics and defenders of the market have sought to go further than this, by introducing thicker moral concepts to the discussion, and why each of these initiatives fails. My central contention will be that markets are structurally unable to deliver ‘just’ wages, according to any everyday-moral understanding of what justice requires in cooperative interactions.
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Guerin, Joseph R. "The Just Wage and the Two‐earner Family." International Journal of Social Economics 16, no. 3 (March 1989): 5–8. http://dx.doi.org/10.1108/eum0000000000440.
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Epstein, Steven A. "The theory and practice of the just wage." Journal of Medieval History 17, no. 1 (January 1991): 53–69. http://dx.doi.org/10.1016/0304-4181(91)90027-i.
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Noell, Edd S. "Bargaining, Consent and the Just Wage in the Sources of Scholastic Economic Thought." Journal of the History of Economic Thought 20, no. 4 (December 1998): 467–78. http://dx.doi.org/10.1017/s1053837200002479.
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Economic justice in the labor market is an abiding issue of economic policy. Concerns regarding fair pay or just compensation were addressed in classical political economy and continue to be the objects of policy discussion. What constitutes a fair wage? How is a fair wage to be determined? Will competition in the labor market ensure that a fair wage is established? Should employers be required by the State, or persuaded on a voluntary basis, to pay wages that maintain a family's dignity and honor?
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Brouwer, Huub, and Thomas Mulligan. "On the Very Idea of a Just Wage (editorial)." Erasmus Journal for Philosophy and Economics 11, no. 2 (November 24, 2018): iv—vi. http://dx.doi.org/10.23941/ejpe.v11i2.378.
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Lamoureux, Patricia Ann. "Justice for Wage Earners: Retrieving Insights from the Catholic Community." Horizons 28, no. 2 (2001): 211–36. http://dx.doi.org/10.1017/s0360966900009300.
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ABSTRACTThroughout much of the history of Catholic social teaching, the question of wage-earner justice has been of central import. In response to the condition of workers who do not receive sufficient compensation to maintain a decent livelihood for themselves and their families, a theory of just wage has evolved. There is wisdom to be gleaned from the tradition that can enrich the contemporary debate on just wage. The challenge lies in discerning what is normative from that which is socially and culturally biased. It will be informative to explore the meaning of just wage from a wide spectrum of perspectives, including the sometimes forgotten voice of women. This article examines the contributions of several levels of the Catholic faith community and retrieves essential insights that can contribute to a revitalized just wage discourse.
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James, Harvey S., and Derek M. Johnson. "Just-cause provisions, severance pay, and the efficiency wage hypothesis." Managerial and Decision Economics 21, no. 2 (2000): 83–88. http://dx.doi.org/10.1002/1099-1468(200003)21:2<83::aid-mde970>3.0.co;2-x.
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Bolvig, Iben. "Firm‐provided social concerns – just another compensating wage differentials story?" International Journal of Manpower 26, no. 7/8 (October 2005): 673–704. http://dx.doi.org/10.1108/01437720510628130.
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Day, Ronald E. "Occupational Classes, Information Technologies, and the Wage." KNOWLEDGE ORGANIZATION 47, no. 5 (2020): 404–9. http://dx.doi.org/10.5771/0943-7444-2020-5-404.
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Occupational classifications mix epistemic and social notions of class in interesting ways that show not only the descriptive but also the prescriptive uses of documentality. In this paper, I would like to discuss how occupational classes have shifted from being a priori to being a posteriori documentary devices for both describing and prescribing labor. Post-coordinate indexing and algorithmic documentary systems must be viewed within post-Fordist constructions of identity and capitalism’s construction of social sense by the wage if we are to have a better understanding of digital labor. In post-Fordist environments, documentation and its information technologies are not simply descriptive tools but are at the center of struggles of capital’s prescription and direction of labor. Just like earlier documentary devices but even more prescriptively and socially internalized, information technology is not just a tool for users but rather is a device in the construction of such users and what they use (and are used by) at the level of their very being.
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Schneck, Stefan. "My Wage is Unfair! Just a Feeling or Comparison with Peers?" Review of Behavioral Economics 1, no. 3 (May 27, 2014): 245–73. http://dx.doi.org/10.1561/105.00000012.
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Dekker, Teun. "Just Wages, Desert, and Pay-What-You-Want Pricing." Erasmus Journal for Philosophy and Economics 11, no. 2 (September 19, 2018): 144–62. http://dx.doi.org/10.23941/ejpe.v11i2.336.
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Some restaurants allow guests to decide how much they would like to pay for their meals, depending on how much they enjoyed the experience. It is not counterintuitive to think that such a mechanism would set a deserved wage. After all, one might think that how much one deserves depends on how much value one creates for others and that individuals can adequately judge how much value they derive from some good or service. Hence, letting consumers decide what they think certain goods or experiences are worth would result, in the aggregate, in a deserved and just wage. In this paper, I will explore and defend this argument.
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Caracausi, Andrea. "The Just Wage in Early Modern Italy: A Reflection on Zacchia's De Salario seu Operariorum Mercede." International Review of Social History 56, S19 (September 20, 2011): 107–24. http://dx.doi.org/10.1017/s0020859011000484.
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SummaryThis article aims to understand norms and values pertaining to the definition of just wages in early modern Italy. The starting point is the treatise by the jurist Lanfranco Zacchia, De Salario seu Operariorum Mercede, which appeared in the mid-seventeenth century and represented the first attempt to collate a set of rules on wages based on the traditions of Roman and canon law. After a brief presentation of the treatise, I shall analyse the meanings and concepts of wages, and then consider the elements that determined the just wage. To understand how prescriptions were seen by individuals, I shall also compare them with information about court cases and rulings compiled by Zacchia in another book, the Centuria decisionum ad materiam Tractatus de Salario, and with the rest of the existing literature. Evidence from my comparison will allow us to understand the interaction and reciprocal influences between juridical thought and daily work practice, and underline the fact that wages were based on a complex system of norms and values where individuals, their social positions, skills, and experience determined the recognition of the just wage with reference to the local context.
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Carter, Thomas J. "Labor Subsidies and Just-Cause Employment Laws in an Efficiency Wage Model." Southern Economic Journal 59, no. 1 (July 1992): 49. http://dx.doi.org/10.2307/1060383.
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Buss, James A., and Dina Franceschi. "Unemployment Trends in Some American Cities with Living Wage Ordinances." Local Economy: The Journal of the Local Economy Policy Unit 18, no. 3 (August 2003): 208–21. http://dx.doi.org/10.1080/0269094032000111020.
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By early 2003, more than 90 American cities and counties have passed laws, called Living Wage Ordinances, which require companies that have contracts with these municipalities and/or receive tax subsidies to pay their workers a wage above the federal minimum rate. The levels of these wages and the types of workers who are affected by these living wage ordinances are reviewed. Also examined are the major arguments for and against these laws. This study looks at the trends in unemployment rates in 40 cities that have enacted Living Wage Ordinances. Each city's unemployment rate is compared to that in its metropolitan area, its state, and the nation. The study reveals that experiences are mixed. Some cities with living wage ordinances have experienced an improvement in their relative employment situation. Other cities have experienced just the opposite.
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Jaffry, Shabbar, Yaseen Ghulam, and Vyoma Shah. "Inter-industry Wage Differentials in Pakistan." Pakistan Development Review 45, no. 4II (December 1, 2006): 925–46. http://dx.doi.org/10.30541/v45i4iipp.925-946.
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The essential feature of a perfectly competitive labour market is that workers who accept jobs can expect to receive compensation equal to their opportunity cost. Firms pay a wage which is just sufficient enough, to attract workers of the quality they desire and no higher [Krueger and Summers (1988)]. Overall, the markets do not follow the law of one price, contradicting the competitive framework. This is where the problem of wage differentials across different industries needs to be assessed, and has also been the focus of many studies over the years, mainly in the industrialised countries, e.g. USA, European Countries. However, the issue of wage differentials has been addressed by very few studies in the developing countries [Arbache (2001) and Erdil, et al. (2001)]. Wage differentials analysis in developing countries should also have equal importance as in the industrialised countries, in order to gauge the effect of the corporate culture and centralisation/decentralisation on the different industries and labour market of those developing countries.
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Banks, Nina, Geoffrey Schneider, and Paul Susman. "Paying the Bills Is Not Just Theory: Service Learning about a Living Wage." Review of Radical Political Economics 37, no. 3 (September 2005): 346–56. http://dx.doi.org/10.1177/0486613405279034.
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Oliver, Xisco, and Maria Sard. "The wage gap in Spain for temporary workers: the effects of the Great Recession." International Journal of Manpower 40, no. 7 (October 7, 2019): 1319–46. http://dx.doi.org/10.1108/ijm-01-2019-0018.
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Purpose The purpose of this paper is to analyse the wage gap between temporary and permanent workers across the whole wage distribution, not just at the mean, and the evolution before and after the Great Recession on this gap in Spain. Design/methodology/approach An extended Mincer-type wage equation is estimated using ordinary least square regression and unconditional quantile regression. Then, the decomposition of the wage gap between workers with fixed-term and permanent contracts for each quantile is made using the Fortin, Lemieux and Firpo decomposition. Findings The results show that two workers, with identical characteristics, earn different salaries if they have a different type of contract. However, the wage gap is not constant across the wage distribution. The penalty for temporary workers is wider for higher wages. Moreover, the main part of the gap is due to observed characteristics, but other factors (unobserved characteristics and discrimination) become more relevant in the upper part of the wage distribution. Originality/value The study expands upon available studies for Spain in two points. First, it is the first paper to the knowledge that analyse both the wage gap between temporary and permanent workers across the wage distribution and its decomposition. Second, the paper explores what happened before and after the Great Recession. In the years that the paper analyses there is also a labour market reform.
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Young, Shaun. "Wage Desert and the Success of Organisations." De Ethica 4, no. 2 (August 23, 2017): 9–20. http://dx.doi.org/10.3384/de-ethica.2001-8819.17429.
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People often apply the concept of desert when deciding how to respond to various circumstances and they believe it is appropriate and morally required that they do so. More specifically, desert has long been a prominent (if not the paramount) feature of discussions concerning just compensation. In this essay I argue that providing employees the compensation (remuneration) they deserve – that is, realising wage desert – is essential to demonstrating adequate respect for employees, which, in turn, greatly facilitates the ability of organisations to attract and retain qualified, competent employees and provides employees with a powerful motivation for performing to the best of their ability. In so doing, wage desert offers an effective means for helping to secure and maintain an organisation’s capacity to function as desired and, by extension, be successful. Hence, both for moral and prudential reasons it seems preferable for all involved that the concept of desert be used when determining employee remuneration.
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Weiner, Allen S. "Just War Theory & the Conduct of Asymmetric Warfare." Daedalus 146, no. 1 (January 2017): 59–70. http://dx.doi.org/10.1162/daed_a_00422.
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A central element of the dominant view of just war theory is the moral equality of soldiers: combatants have equal rights to wage war against one another and are entitled to certain protections if captured, without regard to which side's cause of war is just. But whether and how this principle should apply in asymmetric armed conflicts between states and nonstate groups is profoundly unsettled. I argue that we should confer war rights on fighters for nonstate groups when they are engaged in violence that has risen to the level of armed conflict, and when the state against which the war is being waged is not entitled to assert its monopoly on the legitimate exercise of force, either because 1) the nonstate group has established sufficient control over territory to assert its own governing authority; or 2) because the group is located abroad. Conferring war rights on nonstate fighters does not, however, permit them to engage in acts that violate the laws of war. Fighters who commit such violations are individually subject to prosecution without regard to their group's entitlement to war rights.
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Orefice, Gianluca, Nicholas Sly, and Farid Toubal. "Cross-Border Merger and Acquisition Activity and Wage Dynamics." ILR Review 74, no. 1 (March 29, 2019): 131–62. http://dx.doi.org/10.1177/0019793919839031.
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Using detailed administrative data that link French firms and workers over the years 2002 to 2007, the authors document declines in worker-level wages ahead of the time their employer is acquired by a foreign firm that are more than offset by gains in wages that emerge after cross-border acquisition. Specifically, relative wages fall by an estimated 7.5% in the years just before foreign acquisition, and they rise by approximately 12.5% in the years afterward. Changes in workers’ earnings are evident in both wages and in-kind payments given to workers. Moreover, the authors provide theoretical foundations for the conditional mean independence assumption that underlies commonly applied empirical techniques.
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Powell, David, and Hui Shan. "Income Taxes, Compensating Differentials, and Occupational Choice: How Taxes Distort the Wage-Amenity Decision." American Economic Journal: Economic Policy 4, no. 1 (February 1, 2012): 224–47. http://dx.doi.org/10.1257/pol.4.1.224.
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The link between taxes and occupational choices is central for understanding the welfare impacts of income taxes. Just as taxes distort the labor-leisure decision, they may also distort the wage-amenity decision. Yet, there have been few studies on the full response along this margin. When tax rates increase, workers favor jobs with lower wages and more amenities. We introduce a two-step methodology which uses compensating differentials to characterize the tax elasticity of occupational choice. We estimate a significant compensated elasticity of 0.03, implying that a 10 percent increase in the net-of-tax rate causes workers to change to a 0.3 percent higher wage job. (JEL H24, H31, J22, J24, J31)
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Hasan, Mohammad Ashraful. "Minimum Wage in Readymade Garments Industry in Bangladesh." American Journal of Trade and Policy 6, no. 2 (August 31, 2019): 57–66. http://dx.doi.org/10.18034/ajtp.v6i2.348.
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Manufacturing Ready-Made Garment (RMG) is labour intensive and low wage based industry. Nowhere, this industry was static or permanent basically on account of wage. As soon as any country became developed, the apparel and textile industry left that country. RMG is highly focused on the relocation of production. The relocation take place from high wage regions to low cost production regions just like water flows down-stream always. This single sector is dominating Bangladesh economy Since ‘80s. In Bangladesh different sectors have different wage levels according to the nature of job. The Minimum Wages Board recommended or re-recommended minimum wages of the 42 industrial sectors. The minimum wage of this very sector is lower than other sectors within the country and among the RMG manufacturing countries as well. On the contrary, within the country, for the same sector – RMG, there are dissimilarity in the minimum wage. Bangladesh Export Processing Zone Authority (BEPZA) declares the same for the industries inside Export Processing Zones (EPZ) which is higher than the declaration by Minimum Wage Board for outside EPZ factories. Minimum wage board has classified the non-EPZ workforces into seven grades according to their skills with seven different wage levels. Contrary, EPZs workers are divided into five categories. BEPZA has fixed higher wages and benefits compere to non-EPZ factories. Moreover, the study finds that the grading system has many loopholes which is not based on well thought and planned. There are so many posts and positions required to run an RMG factory that are not mentioned in the gazette. There is no guideline on how to measure workers’ competency for a particular grade and for how long a worker will be retained in the same grade. These loopholes are helping the employers to manipulate in determining workers’ grade. Minimum wage structure is applicable for whose positions mentioned in the gazette and entitled to all types of benefits mentioned in the law including overtime (OT) payment at double rate of wage. To avoid extra overtime payment factory management promotes or changes the designations like executive, supervisor etc. who are getting comparatively higher wage to keep them away from OT benefits. All those anomalies need to be addressed for properly.
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Mitchell, Michele. "“Just the Status Quo?”." Journal of the Gilded Age and Progressive Era 19, no. 2 (March 4, 2020): 305–13. http://dx.doi.org/10.1017/s1537781419000744.
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Abstract*As much as recent scholarship, popular outlets, and even a documentary film have asserted that we find ourselves in another “Gilded Age” since the 1980s, such a conceit has its limits. Indeed, we should proceed with caution when it comes to embracing analogies that posit a “new” or “second” Gilded Age. We might instead profitably think about the late nineteenth and early twentieth centuries as being a period of high capitalism and our current moment as reflecting a particular, if not peculiar, phase of capitalism. And, as much as our understanding of gender and sexuality during the late nineteenth and early twentieth centuries might actually be hindered by separating “Gilded Age” and “Progressive Era,” considering gendered dynamics of our current moment—a moment that has been termed late-stage capitalism—deepens our analysis of the low-wage economy. When it comes to sexuality, we should be careful in drawing parallels between the Gilded Age and the present given that contemporary understandings of sexuality began to coalesce during the late nineteenth century. Still, debates about sex and sexuality certainly shaped the Gilded Age and they continue to inform our current moment in dynamic and even unprecedented ways. We might not find ourselves in another Gilded Age, but we should arguably build upon current interest in histories of capitalism as a means think about the significance of progressive social movements within capitalist societies.
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Preston, Alison, and Therese Jefferson. "Labour Markets and Wages in 2008." Journal of Industrial Relations 51, no. 3 (May 20, 2009): 313–30. http://dx.doi.org/10.1177/0022185609104300.
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The Australian economy in 2008 was one of contrasts: the resource based states continued to grow at relatively higher rates than the remainder; wage and employment outcomes varied widely for different groups in the labour force; and domestic climate change policies achieved prominence just as a global economic downturn led to rapidly changing macroeconomic conditions. Within this rapidly changing context, ongoing concerns with labour utilization, wage equity and issues of compliance appear likely to grow in significance.
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Kolennikova, Olga A. "Job search duration and wage expectations of the unemployed." POPULATION 23, no. 3 (2020): 169–81. http://dx.doi.org/10.19181/population.2020.23.3.15.
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Unemployed people have different job opportunities. The article examines how job seekers form their wage expectations. The information base of the article was the data of a questionnaire survey of job seekers who applied for assistance to the Moscow State Employment Service, carried out in 2017. Two types of work remuneration settings of the unemployed were studied: first, the minimum wage offered by the employment service that they are ready to accept, and second, a decent wage. The wage expectations of the unemployed were studied in two ways. Firstly, the trajectory change over the duration of job search was examined. Secondly, the shifts were assessed with the account of the reproductive function of wage. It was found out that 2/3 of the respondents focused on the wages within the range from 1.5 to 3 of the official minimum wage, and as the search was dragging on, their expectations were concentrated in this range. The number of people looking for a well-paid job for more than a year decreased by 3 times in comparison with those who have just started job seeking. The contingent of the unemployed who agreed to low-paying jobs was characterized by a high mobility and changing qualitative composition. The factors affecting the changes in attitudes to wage were assessed. Low social benefits forced job-seekers to agree to unskilled labor or nonoccupational work, which led to depreciation of the wage expectations. Growing awareness of the situation on the labor market, controlled by the state employment service, also contributed to their correction. The unemployed, developing optimal job search strategies in the face of a shortage of vacancies with decent wages and rejections from employers, adjusted their expectations towards lower claims.
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Cleveland, Gordon, Morley Gunderson, and Douglas Hyatt. "Union Effects in Low-Wage Services: Evidence from Canadian Childcare." ILR Review 56, no. 2 (January 2003): 295–305. http://dx.doi.org/10.1177/001979390305600205.
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Empirical evidence presented in this paper, based on survey data for Canadian childcare workers in 1991, contradicts most stereotypes of the childcare labor market. Although childcare labor was low-wage, the authors find that the union impact on wages (15%) and fringe benefits was in line with union effects found in other, better-compensated work, and they find substantial returns to education, occupational level, and firm-specific experience. The returns to the skill-related attributes were blunted somewhat in the union sector, except where such returns stood to benefit the median union voter. The findings suggest that monetary incentives can be used to encourage improvements in the education, experience, and skill acquisition of childcare workers. Unions can improve wages and benefits for childcare workers just as they can for most other workers, suggesting the viability of union organizing in this sector despite the traditional barriers to organizing low-wage service sector workers in small firms.
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Borkowski, Christopher. "Minimum wage - a necessity or a superfluous thing?" International Journal of Accounting and Economics Studies 6, no. 1 (December 27, 2017): 25. http://dx.doi.org/10.14419/ijaes.v6i1.8679.
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The article moves the issue of the minimum wage, its significance and the meaning of existence on the social level. There have been discussions over the issue over the years, with many supporters of the minimum wage as well as its opponents. The subject can be considered in many respects - macroeconomic, microeconomic, financial, but primarily social. The author presents, what impact has the existence of a minimum wage on a man, especially a young man who has just finished education and answers the questions: whether the discrepancies in earnings are a normal thing? Whether the minimum wage can affect the reduction of social stratification in earnings? It also shows the concept of fair wage and using modern methods of measuring human capital shows that it is possible to calculate the level of minimum wage for pay. In the next section, it compiles the calculated minimum wage levels in each country, together with the minimum wage that is in effect. By analyzing all the possibilities, the author concludes that the existence of a minimum wage is essential for the proper functioning of society as well as for the economy of a whole. However, it is a prerequisite to set it at the right level, not too low and not too high, which in theory is feasible, but in reality, practically impossible, but still cannot stop efforts and constantly update the value of the minimum wage to be as close as possible to the optimal value.
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Dietsch, Peter. "On the Very Idea of an Efficient Wage." Erasmus Journal for Philosophy and Economics 11, no. 2 (September 27, 2018): 85–104. http://dx.doi.org/10.23941/ejpe.v11i2.340.
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This paper argues that the standard characterisation of the equity-efficiency trade-off as set out in this symposium by Joe Heath overstates the tension between these two values. The reason lies in the fact that economists tend to take individual labour supply preferences as given, which leads to a superficial analysis of the concepts of reservation wage and of economic rent. The paper suggests that we should instead think of reservation wages as variable and as influenced by social norms. Social norms play a double role in this context. First, they represent a constitutive element of market competition; second, they can be a determinant of income inequalities. From this perspective, a certain share of high reservation wages sustained by contingent inegalitarian social norms should count as economic rent. The last section of the paper strengthens this conclusion further by drawing a parallel between expensive tastes in consumption and a certain class of high reservation wages. To the extent that the latter are underpinned by social norms rather than efficiency considerations, not paying them is both just and efficient.
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Frank, Douglas H., Klaus Wertenbroch, and William W. Maddux. "Performance pay or redistribution? Cultural differences in just-world beliefs and preferences for wage inequality." Organizational Behavior and Human Decision Processes 130 (September 2015): 160–70. http://dx.doi.org/10.1016/j.obhdp.2015.04.001.
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Noell, Edd S. "In Pursuit of the Just Wage: A Comparison of Reformation and Counter-Reformation Economic Thought." Journal of the History of Economic Thought 23, no. 4 (December 2001): 467–89. http://dx.doi.org/10.1080/10427710120096965.
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Students of economic thought have long associated with the fifteenth and sixteenth centuries the spread of attitudes in Europe more tolerant of market processes. New economic attitudes appear in a variety of literary forms during the fifteenth century (McGovern 1970). As compared to the pronouncements of a number of Patristic figures, relatively greater tolerance of commerce is expressed by medieval theologians. In fact, recent scholarly efforts suggest that by the late thirteenth century, suspicions of economic activity remained, but Scholastic thinkers increasingly recognized the importance of an impersonal market process in everyday life and sought to find ways to understand it in light of their concern with natural order (Kaye 1998a). While condemning avarice, Scholastic writers such as San Antonino of Florence and San Bernadino of Sienna explicitly endorsed trade as legitimate when practiced for the common good and when associated with modest profit (Origo 1962; De Roover 1967). Recognition of this movement in thought, especially as it applied the concerns of economic justice to trade in commodities, is explicit in the literature of preclassical economics. But until recently, less attention has been paid to more specific developments in scholastic thinking on justice in the labor market.
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Smith-Carrier, Tracy, Marcie Penner, Aaron Cecala, and Carol Agócs. "It’s Not Just a Pay Gap: Quantifying the Gender Wage and Pension Gap at a Post-Secondary Institution in Canada." Canadian Journal of Higher Education 51, no. 2 (August 31, 2021): 74–84. http://dx.doi.org/10.47678/cjhe.vi0.189215.
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What is the impact of the gender pay gap in academia over the course of a career and retirement? To quantify this impact, we used a Canadian post-secondary institution as a case study and simulated the effects of the reported difference in salary across multiple academic career trajectories. A starting wage gap of less than $9,000 resulted in a $300,000–$400,000 gender wage gap over the course of a career, and a further $148,000–$259,000 gender pension gap, for a total gender pension and wage gap of $454,000–$660,000, depending on the rank achieved. Thus, focusing on gender gaps in salary alone leads to a substantial underestimation of the long-term effects of the gender gap.
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Neunsinger, Silke. "Translocal Activism and the Implementation of Equal Remuneration for Men and Women: The Case of the South African Textile Industry, 1980–1987." International Review of Social History 64, no. 1 (March 27, 2019): 37–72. http://dx.doi.org/10.1017/s0020859019000166.
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AbstractThe struggle by women workers has largely been overlooked in the historiography of trade unions in South Africa during apartheid. This article analyses the strategies of the National Union of Textile Workers (NUTW) to end wage discrimination against women as part of the struggle against poverty wages in the South African textile industry during the last years of apartheid, c.1980 to 1987. The first South African equal pay legislation came into force in 1981, covering the minimum wages of just a small number of the workforce; it was not until 1984 that legislation set minimum wages for all workers. Before the legal reform, new domestic and foreign political opportunities helped the NUTW to create new mobilization structures and offered possibilities to connect levels of scale and make local action visible at home and abroad. Global framing of wage equality combined with a translocal repertoire was used in the cases of multinational companies to make relevant connections between levels of scale (international, transnational, national, and local) to add to the visibility of the violations. After the reform of labour legislation in South Africa, the union made reference to domestic legislation, but translocal activism remained important in bringing foreign companies to the local negotiating table. Drawing on these cases, the NUTW developed a national strategy to make wage setting more transparent across the entire industry, adding to the visibility of all forms of wage discrimination.
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Williams, Colin. "Cross-National Variations in the Under-Reporting of Wages in South-East Europe: A Result of Over-Regulation or Under-Regulation?" South East European Journal of Economics and Business 7, no. 1 (April 1, 2012): 53–61. http://dx.doi.org/10.2478/v10033-012-0005-7.
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Cross-National Variations in the Under-Reporting of Wages in South-East Europe: A Result of Over-Regulation or Under-Regulation?This paper seeks to explain the cross-national variations in the tendency of employers in South East Europe to under-report the wages of their employees by paying them two wages, an official declared salary and an additional undeclared envelope wage. Reporting the results of a 2007 Eurobarometer survey of this practice undertaken in five South East European countries, the finding is that the commonality of this illicit wage practice markedly varies cross-nationally, with 23 percent of formal employees in Romania but just 3 percent in Cyprus receiving an under-reported salary. Finding that the under-reporting of wages is more prevalent in neo-liberal economies with lower levels of state intervention and less common in more ‘welfare capitalist’ economies in which there is greater state intervention in work and welfare, the resultant conclusion is that the under-reporting of employees wages by employers is correlated with the under- rather than over-regulation of work and welfare.
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LEBARON, Genevieve. "Wages: An Overlooked Dimension of Business and Human Rights in Global Supply Chains." Business and Human Rights Journal 6, no. 1 (January 14, 2021): 1–20. http://dx.doi.org/10.1017/bhj.2020.32.
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AbstractWages – the monetary payments that workers receive from employers in exchange for their labour – are widely overlooked in academic and policy debates about human rights and business in global supply chains. They shouldn’t be. Just as living wages can insulate workers from human rights abuse and labour exploitation, wages that hover around or below the poverty line, compounded by illegal practices like wage theft and delayed payment, leave workers vulnerable to severe labour exploitation and human rights abuse. This article draws on data from a study of global tea and cocoa supply chains to explore the impact of wages on one of the most severe human rights abuses experienced in global supply chains, forced labour. Demonstrating that low-wage workers experience high vulnerability to forced labour in global supply chains, it argues that the role of wages in shaping or protecting workers from exploitation needs to be taken far more seriously by scholars and policymakers. When wages are ignored, so too is a crucial tool to protect human rights and heighten business accountability in global supply chains.
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Jessen, Mathias Hein. "Kan et privat firma føre en retfærdig krig? - Hugo Grotius og det Hollandske Østasiatiske Kompagni." Slagmark - Tidsskrift for idéhistorie, no. 63 (March 9, 2018): 49–64. http://dx.doi.org/10.7146/sl.v0i63.104083.
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Hugo Grotius wrote some of his earlier works—the De jure praedae and the Mare Liberum— on direct commission from the United Dutch East India Company (VOC) that sought to legitimize the attack on the Portuguese carrack Sta. Catarina and their continued (violent) expansion to the markets of Southeast-Asia. In the process, Grotius establishes the company as a distinct actor who can wage a just war in a state of nature, and as a subject of its home state. In this article, it is shown how Grotius thoughts on just war, sovereignty, natural law and property were developed while defending both the Dutch right to free trade and the right of United Netherland to wage a just war against their oppressor, the King of Spain and Portugal. But what was stated as the right of all to free trade and to the freedom of the seas also became a powerful argument for the continued violent commercial expansion of the Dutch and the Europeans.
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Reitberger, Magnus. "License to kill: is legitimate authority a requirement for just war?" International Theory 5, no. 1 (March 2013): 64–93. http://dx.doi.org/10.1017/s1752971913000122.
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In traditional just war theory, legitimate authority is regarded as a necessary requirement for war to be just. This article challenges this requirement by arguing that a right to wage war can be derived from the right to self-defense and the justifiability of exercising political power to protect basic human rights. Arguments for the legitimate authority-requirement are then surveyed and rejected as insufficient to defend the principle's privileged status. It is argued that just war theory does not need the legitimate authority-requirement and may benefit from its removal.
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Zulfa N, Eva. "Pengupahan Berkeadi lan Menurut Hukum Islam, Kajian terhadap UMP Jakarta." JURNAL INDO-ISLAMIKA 5, no. 2 (July 8, 2019): 317–37. http://dx.doi.org/10.15408/idi.v5i2.11752.
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The disertation is to prove that there was a wrong government policy of establishing the Provincial Minimum Wage reffering to the living cost for single. Because of such reason, the wage paid to labour is always insufficient to meet the living cost for labour and his family. The minimum wage should cover the operational cost of labour, so they can work fully during one month. The data of the minimum wage applied in in Pulau Gadung Estate, Jakarta (JIEP) showed that the wage paid to workers were only able to survive. If the policy is continued to be kept, the labour can not improve their living quality, and event the labour will be poor forever.This disertation is an alternative solution to overcome low wage happened in Indonesia. The system found will result the optimalization of labour income as their right must be gained from the company, and further effect to the company, the company will gain more profit, and event the company will develop its business optimally. Wage labour system will combine shirkah-inanwaal-ijarah so it will have a form of sharing any profit among labour, management power and stake holder. Besides, the labour will get wage proper basic wages including basic salary and benefit.The disertation refuses the views: firstly, employers and the Indonesia government bureaucracy have created the labour as a part of production, effientcy and attractor for investation with low wages. Secondly, Jack Stiber says that workers are human resource belong to companies like other resources such as machine, material, money and method. As a result, workers must be ready for ending their works anytime. For management, the workers can be conside, as things like other sources. This ways resulted outsourcing method of employing labour. Thirdly, a view of Abdurahman al-Maliki, said that the policy of wage is based on estimation of experts in manpower market stock exchange.This dissertation has supported related to the Naqvi’s opinion about the distribution of income should be separated from the concentration of the economic power dominated by certain people, but the economic power must orientate to maximize the total welfare. The dissertation also improve the opinion of Joseph Qardawi starting that wages of labour is given on basis of value of his work and it is not just enough to eat and drink as a replacement for the lost power, but the wage must also consider the workers’ participation as a profit generator. Mustajir must pay full wages ajir event though the workers are willing to accept under proper wage. According to the opinion of Banisadr, Islam rejects all concepts related to the application where the human beings or some of the people receive and get a bigger wage than the others who out of their responsibility. Abdul Jalil combine the wage system between the principal wage with the incentive (gainsharing) with the term combination called as shirkah inanwa al-ijarah which is still normative. Thus, the three opinions above cannot be applied in the waging system in increasingly complex companies.This dissertation is a case study observing labour wage system in Jakarta Industrial Estate Pulogadung in view of business men, labour and goverment. The primary data was randomly gained through quesionares and deep interview comparing with constitution nomor 13, 2003 and Islamic wage concept. The Interpretation of Islamic wage concept uses fenomenology method which is a research method that mixed a subjective interpretation in observation object. The involvement of researcher in the field observing the object becomes standard pattern.
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Scicchitano, Sergio. "The gender wage gap among Spanish managers." International Journal of Manpower 35, no. 3 (May 27, 2014): 327–44. http://dx.doi.org/10.1108/ijm-05-2012-0075.
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Purpose – The purpose of this paper is to investigate the existence of sticky floor and glass ceiling effects in the gender wage gap (GWG) among Spanish managers. In addition, the paper determines if the pay gap at every quantile is a result of the gender characteristic differences, or the differences in returns to those characteristics. Design/methodology/approach – The paper exploits a counterfactual decomposition analysis, using quantile regression, to decompose the GWG into one component that is based on differences in characteristics and one component that is based on differences in coefficients across the wage distribution. Findings – A significant GWG over all the wage distribution is found. Such a gap exhibits a clear U-shaped pattern, thus pointing out both significant sticky floor and glass ceiling effects. Furthermore, the paper shows that such pattern is mainly determined by the coefficient effect, whose relative incidence is almost continuously increasing along the wage distribution. Research limitations/implications – While it is difficult to give a definitive explanation for the significant U-shaped pattern in the GWG and for the bigger incidence of the glass ceiling, the authors suggest two possible explanations that are consistent with these findings. The paper leaves the identification of these explanations to future research. Practical implications – The pattern of rising coefficient effects at higher quantiles suggests that the glass ceiling is a more relevant question than the sticky floor. Indeed, at the highest wage quantiles, differences in characteristics make essentially no contribution to the overall wage gap. This suggests that upper-echelon female managers have the same characteristics as their male counterparts, which emphasizes the role of discrimination for these top-level jobs. Originality/value – Despite the general GWG has been largely investigated, the analysis of a wage differential among managerial workers has certainly drawn much less attention. In particular just a few papers have investigated the existence of sticky floors and glass ceiling among managers. In addition, as to Spain, there is no empirical survey investigating and decomposing the gender pay gap among managers.
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Pattison, James. "Just War Theory and the Privatization of Military Force." Ethics & International Affairs 22, no. 2 (2008): 143–62. http://dx.doi.org/10.1111/j.1747-7093.2008.00140.x.
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The use of private military companies (PMCs) has become increasingly prevalent, with such firms as Blackwater, MPRI, and DynCorp taking over a growing number of roles traditionally performed by the regular military. This article uses the framework of just war theory (JWT) to consider the central normative issues raised by this privatization of military force. In particular, I first examine the claim that private contractors are inappropriate actors to wage war because they contravene the JWT principle of right intention. The next section asserts that the use of PMCs is largely consistent with the application of the principle of legitimate authority but undermines two of its central rationales. In the third section, I apply the jus in bello principle of discrimination to PMC personnel. Overall, I argue that JWT needs to be updated and extended to respond to the issues raised by the privatization of military force.
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Vasylkova, Y. K. "IMPROVING THE ENTERPRISES COMPETITIVENESS BY OPTIMIZING PRODUCTION COSTS." Economic innovations 19, no. 2(64) (July 7, 2017): 59–64. http://dx.doi.org/10.31520/ei.2017.19.2(64).59-64.
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The technology of management decisions was studied in the article. The agricultural enterprises of Kherson region were analyzed. The modernization necessity of morally and physically obsolete fixed assets as an important component of compliance with rules and regulations protecting the environment was proved. The consequences of changes in legislatively established wage were analysis. In the article there is given the analysis of the consequences of implementation of governmental bodies� initiatives on the forming of tax burden when paying salary. It was discovered that increasing of nominal level of labour remuneration in general self cost of production may lead to increasing of selling price and worsening of competitive ratio in comparison with production (work, services) of foreign business entities. It was found that just internal changes in the structure of labour remuneration concerning the increase of a share of basic wage together with the simultaneous decrease of a share of additional wage and premium pays may almost equalize the wage levels of qualified specialists that have considerable intellectual potential and occur the positions of responsibility with the wage levels of unskilled service personnel.
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Wain, Alexander. "Indigenous Islamic Modernity: A Necessary Basis for Renewal and Reform." ICR Journal 7, no. 2 (April 15, 2016): 267–71. http://dx.doi.org/10.52282/icr.v7i2.268.
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The Orient is not an inert fact of nature. It is not merely there, just as the Occident itself is not just there either…[rather] men make their own history, that what they can know is what they have made. [Edward Said][I aim] to wage an emancipatory cultural and intellectual struggle to save human freedom from the barren wastelands of capitalism and class exploitation, equality and justice from the violent and pharaonic dictatorship of Marxism, and God from the ghastly and gloomy graveyard of clericalism. [Ali Shariati]
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Laundon, Melinda, Abby Cathcart, and Paula McDonald. "Just benefits? Employee benefits and organisational justice." Employee Relations: The International Journal 41, no. 4 (June 3, 2019): 708–23. http://dx.doi.org/10.1108/er-11-2017-0285.
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Purpose Employee reward is central to contemporary debates about work and employment relations; and in the context of ongoing wage stagnation, benefits represent a growing proportion of total reward value. Past studies have shown that when employees perceive benefits as unfair, this has a negative impact on engagement, performance and retention. Yet no previous studies have explored the components of a benefits system that influence employees’ fairness concerns. Using organisational justice as a theoretical lens, the purpose of this paper is to examine how dimensions of an employee benefits system influence the fairness perceptions of employees. Design/methodology/approach This paper reports on a qualitative, inductive case study of the benefits system in a large finance and insurance company, drawing on three data sources: interviews with the company’s benefits managers, organisational documents and open-text responses from a benefits survey. Findings Three dimensions of the benefits system strongly influenced fairness perceptions – constraints on accessing and utilising benefits; prosocial perceptions about the fairness of benefits to third parties; and the transparency of employee benefits. Practical implications The study informs organisations and benefits managers about the important role of supervisors in perceived benefits usability, and how benefits may be managed and communicated to enhance employee fairness perceptions. Originality/value This study makes a conceptual contribution to the benefits literature through a detailed exploration of the type of organisational justice judgements that employees make about benefits; and identifying for the first time prosocial fairness concerns about the impact of benefits on third parties.
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O’Malley, Riahl. "Pocket Political Education: A New Tool from United for a Fair Economy." Labor Studies Journal 44, no. 2 (November 23, 2018): 184–87. http://dx.doi.org/10.1177/0160449x18814316.
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At the time of this writing, the richest 1 percent owns nearly 40 percent of private wealth in the United States. The bottom 50 percent owns just 1 percent of that same pie. Meanwhile, the median black family owns just ten cents for every dollar of wealth owned by white families. Women make up three-quarters of the low-wage workforce and 36 percent of low-wage workers are women of color. Thanks to movements like Occupy, Black Lives Matter, #MeToo, and the hard work of movement educators around the country, consciousness around economic, racial, and gender inequality is growing. And yet while more are aware these problems exist, few see the links between them or agree on how we can solve them. Pocket Political Education from United for a Fair Economy supports interactive dialogue that helps working people connect the dots between economic, racial, and gender inequality to inform their strategic action for change. The tool is highly adaptable so that organizers and educators working in diverse contexts can create spaces for consciousness-raising that move people and groups to action.