Relevant bibliographies by topics / Wage and salary administration

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Wage and salary administration'

Author: Grafiati
Published: 4 June 2021
Last updated: 16 February 2022

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Journal articles on the topic "Wage and salary administration"

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Newman, Jerry M., and Milton L. Rock. "Handbook of Wage and Salary Administration." Industrial and Labor Relations Review 38, no. 4 (July 1985): 675. http://dx.doi.org/10.2307/2524017.

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Ferrier, Ray. "Book Reviews : Wage and Salary Administration." Journal of Industrial Relations 30, no. 1 (March 1988): 178–79. http://dx.doi.org/10.1177/002218568803000115.

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Adinarayana Rao, U. V., and Ch Seetha Ram. "Effective Implementation of Wage and Salary Administration." Prastuti: Journal of Management & Research 2, no. 1 (2013): 1–7. http://dx.doi.org/10.51976/gla.prastuti.v2i1.211301.

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Dabre, Dr Mahesh C. "A Study of Wage and Salary Administration in Simplex Mills Co. Ltd." International Journal of Scientific Research 3, no. 6 (June 1, 2012): 89–90. http://dx.doi.org/10.15373/22778179/june2014/33.

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Newman, Jerry M. "Book Review: Personnel: Handbook of Wage and Salary Administration." ILR Review 38, no. 4 (July 1985): 675–76. http://dx.doi.org/10.1177/001979398503800428.

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Bose, Indranil, and Baisakhi Mitra Mustaphi. "Trade Unionism and Compensation Dynamics: A Research Overview." Ushus - Journal of Business Management 17, no. 2 (April 1, 2018): 1–12. http://dx.doi.org/10.12725/ujbm.43.1.

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Over the years, government’s enacted laws and enunciated policies to provide for decent work life, guarantee minimum wages, cushion against rise in cost of living, ensure equal remuneration and deter employers from making unfair and arbitrary deductions from wages has led to a change in the impact trade unions had on wage determination. The present article discusses different aspects of trade union’s role in wage and salary administration in terms of choices and options for trade unions, unions’ impact on general wage levels, unions’ impact in terms of spill-over effect, role of trade unions in wage and salary policies and practices and so on.
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Ismajli, Mr Sc Naim, and Dr Sc Ermira Qosja. "Impact of civil servant salaries on the performance of local public administration in Kosovo." ILIRIA International Review 2, no. 2 (December 31, 2012): 332. http://dx.doi.org/10.21113/iir.v2i2.158.

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Motivation is defined as the willingness to exert high level of effort to reach organizational goals, conditioned by the ability of these efforts to satisfy some individual needs (Robbis / De Cenze p, 407). As motivating factors are: wage increase in career, workplace safety, work contracts, working conditions, organizational culture, leadership in working organizations, the level of responsibility at work and rewards. All these factors have different scale in motivating employee performance. Based on the theory of many authors in the field of Human Resources, presented in scientific literature, scientific journal articles, reports of international institutions (UNDP, World Bank, Human rights etc.)that explore human resources comes the conclusion that the salary is one of the most important motivating factors for employee performance level.Main problem treated in this research is the salary; salary level, its structure, the methodology of determining the current legal framework does not provide a realistic reflection based on needs and performance-oriented employees, so as it is does not motivates either increase public service quality.This work reflects over presented theoretical part from literature, scientific articles, as well from own experience and the main conclusion is that wage is motivating factors in the performance of civil servants in the public administration in local level.Research questions are; which is unsatisfactory levelwithin worker's salary?, What is the salary structure?, What is actual legal framework?, Is it wage rate based on performance or work time?For this research will be used combined methodology; first collection of the primary, secondary data, and interviews, with the objective to draw scientific conclusions of this research.The purpose of this research is to come out with recommendations for institutions to develop policies, local government, human resource managers, executives managers at all levels, but also for its employees to develop policies, to build structures and apply procedures who will enable management technology to increase the salary management system as a key influential factors for high performance level within public sector in Kosovo.
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Philip Adekanmbi, Foluso, and Wilfred Ukpere. "Influence of minimum wage and prompt salary payment on teachers’ effectiveness in public secondary schools." Problems and Perspectives in Management 19, no. 1 (February 4, 2021): 116–26. http://dx.doi.org/10.21511/ppm.19(1).2021.10.

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Obviously that less motivated teachers are less productive and less disposed to perform their best, despite their acquired teaching experiences in secondary schools. Drawing on equity theory, valence expectancy theory, and the two-factor theory, this paper examines the influence of minimum wage and prompt salary payment on teacher effectiveness in public secondary schools. The study’s sample was drawn from 20 selected public secondary schools in Ibadan North local government area of Oyo State, Nigeria. This study adopts a quantitative research approach. The questionnaires were randomly distributed. Out of 200 questionnaires, 149 questionnaires were effective for analysis after analyzing the data with SPSS version 25. This study revealed that minimum wage, prompt salary payment, and demographic variables have significant independent and joint influence on teachers’ effectiveness in public secondary schools. It was proved that several teachers are dissatisfied with minimum wage payments and that prompt salary payment influences teachers’ effectiveness. Therefore, the study recommended that the state government should review the current minimum wage, making it more attractive to motivate teachers, thereby directly enhancing teachers’ effectiveness. The focus should also be on achieving prompt salary payment through consistent and effective salary scheme management, promoting teachers’ effectiveness. AcknowledgmentThe current author acknowledges the Department of Industrial Psychology and People Management, College of Business and Economics, University of Johannesburg, under Professor Wilfred Ukpere, in funding the current study and its publication.
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EL Hajji, Muhammad Ali. "Protocol of Job Evaluation: A Bird's Eye View." International Journal of Human Resource Studies 2, no. 1 (January 5, 2012): 27. http://dx.doi.org/10.5296/ijhrs.v2i1.1248.

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Job evaluation has become one of the most systematic and rational paths for an organization’s fair and equitable wage and salary determination. It has become a reality within an organization’s wage and salary administration. This article tries to investigate the inside concepts, dimensions, premises, and process of job evaluation. It extends to include the universality of job evaluation as a common phenomenon in organizations, particularly large ones. In view of this, this article explores and discusses the variety of ways in which job evaluation is viewed and defined. It also provides a sound understanding of the theoretical / philosophical context of job evaluation. In so doing, the article examines the combination of the conceptual and technical aspects involved in the job evaluation process, which demand good management sense and skill. Keywords: Job evaluation, Dimensions, Jobs comparison, Prerequisites, Relativities, Different views, Elements and Stages, Universality.
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Agburu, John. "Recent Trends in Wage and Salary Administration in Nigeria: A Synopsis on Theoretical and Empirical Challenges." International Journal of Basic and Applied Science 1, no. 2 (October 31, 2012): 243–54. http://dx.doi.org/10.17142/ijbas-2012.1.2.11.

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Dissertations / Theses on the topic "Wage and salary administration"

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Tsui, Lap-fung. "Role of job evaluation in salary administration : case study of a large company in Hong Kong /." [Hong Kong : University of Hong Kong], 1989. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13263250.

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Tsui, Lap-fung, and 徐立豐. "Role of job evaluation in salary administration: case study of a large company in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1989. http://hub.hku.hk/bib/B31264517.

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Yik, Po-on Stephen, and 易保安. "Organizational constraint on salary administration." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31268444.

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Yik, Po-on Stephen. "Organizational constraint on salary administration /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18840164.

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Martin, Meisha Ann. "Explaining gender differences in salary negotiations." [Tampa, Fla] : University of South Florida, 2006. http://purl.fcla.edu/usf/dc/et/SFE0001786.

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Hemström, Maria. "Salary determination in professional labour markets /." [Uppsala] : Dept. of Economics, Uppsala University, 1998. http://lcweb.loc.gov/catdir/toc/98-183446.html.

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Bjerkholt, Simon. "Examining the Relationship Between Salary, Performance and Individual Characteristics in Major League Soccer." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2076.

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Abstract Using data from the 2017 Major League Soccer Season, this thesis investigates the relationship between salaries, individual player performance, nationality and previous career trajectory for player in the MLS. Through analysis of 6 model specifications, it is found that previous career trajectory, performance and nationality are all significant factors in salary determination. Further, it is concluded that the results of the model show that MLS franchises are in general allocating salaries efficiently relative to performance.
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Douglas, Tami Diane. "Perceptions of fairness and the wage setting process." CSUSB ScholarWorks, 1990. https://scholarworks.lib.csusb.edu/etd-project/773.

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Sedláčková, Veronika. "Změna systému odměňování ve výrobní společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-399875.

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This thesis deals the system of remuneration and motivation of employees in a production company. The purpose is to analyze the current remuneration system and propose a possible change in the remuneration system with new knowledge gained through empirical research. The theoretical part defines the basic concepts of remuneration. The practical part examines the current situation in the company, includes a questionnaire research. The final part of the thesis contains possible suggestions for improvement and last but not least economic evaluation of the proposed changes.
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Karlsson, Karl. "The global labor market for soccer players : Examining wage differentials between natives and immigrants in Sweden." Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-65525.

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This essay studies wage differentials between foreign born and native players in Swedish soccer. For this essay, panel data for the years 2001-2015 on all clubs and players in top Swedish soccer leagues Allvenskan and Superettan have been collected. The data is examined by applying a market-test approach to test for any significant wage differentials. The results show that foreign born players earn a significant salary premium compared to native players of similar productivity. There is no evidence of salary or fan discrimination against foreign born players. Results can be explained by market imperfections and/or risk-seeking behavior from team managers although this could be further investigated in future studies.
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Books on the topic "Wage and salary administration"

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Gupta, Alka. Wage and salary administration in India. New Delhi: Anmol Publications, 1992.

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N, Rands D., ed. Salary administration. 4th ed. Aldershot, Hants, England: Gower, 1989.

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Aft, Lawrence S. Wage and salary administration: A guide to job evaluation. Reston, Va: Reston Pub. Co., 1985.

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Ballon, Robert J. Salary administration in Japan: "regular" workforce. Tokyo: Sophia University, 1985.

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New compensation management in changing environment: Managerial remuneration and wage & salary administration : a professional manual. New Delhi: Deep & Deep Publications, 2003.

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Japan's salary system. Tokyo: Sophia University, 1988.

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Namibia. Wage and Salary Commission. Report of the Wage and Salary Commission. Windhoek: The Commission, 1995.

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Libraries, American Association of Law. 1993 salary survey. Westchester, Ill: Management Association of Illinois, 1993.

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American Association of Law Libraries. 1993 Salary survey. Westchester, Ill: Management Association of Illinois, 1993.

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Brown, Copeland A. Wage, salary, and benefits survey: Executive staff, 1990. [Jamaica]: Jamaica Employers' Federation, 1990.

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Book chapters on the topic "Wage and salary administration"

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Peitchinis, Stephen G. "The Wage and Salary Structure." In Issues in Management-Labour Relations in the 1990s, 53–72. London: Palgrave Macmillan UK, 1985. http://dx.doi.org/10.1007/978-1-349-07751-9_4.

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Islam, S. Nazrul. "Salary Rationalization as Key to Effective Civil Administration." In Governance for Development, 181–99. New York: Palgrave Macmillan US, 2016. http://dx.doi.org/10.1057/9781137542540_8.

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Brown, Nils, and David Lindén. "Assessing Social Impacts in Current and Future Electricity Production in the European Union." In The Future European Energy System, 257–73. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-60914-6_14.

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AbstractIn this chapter social impacts of European electricity production are compared between the current situation and the REFLEX scenarios for 2050 from a life cycle perspective using the SOCA tool. The analyses indicate that for a limited number of social impact categories the SOCA add-on tool can identify geographic locations where improvement in social performance may non-negligibly improve the social impacts for future energy systems. Results show that gas supply from Russia is a major cause of social impact for all future scenarios in the subcategory “fair salary” due to the fact that the minimum wage is below the living wage in the country. The specific process for electricity generation in Europe contributes to social impacts in the same category to a lesser extent.
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Kovach, Elizabeth. "Work and the Writing Life: Shifts in the Relationship Between ‘Work’ and ‘The Work’ in Twenty-First-Century Literary-Advice Memoirs." In New Directions in Book History, 345–65. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-53614-5_15.

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AbstractThis article focuses on memoirs that grapple with how to resolve tensions between ‘work,’ labor performed for a wage or salary, and ‘the Work,’ a creative pursuit performed for reasons beyond material necessity. Dorothea Brande’s Becoming a Writer (1934) and Wake up and Live! (1936), like many self-help publications of their kind, position writing and other creative pursuits as acts of living that stand in opposition to the necessity of making a living. Recently, however, a number of publications on “the writing life” have begun to complicate this opposition. When considering works ranging from Annie Dillard’s 1989 The Writing Life to Deborah Levy’s Things I Don’t Want to Know (2013) and The Cost of Living (2018) and Alexander Chee’s How to Write and Autobiographical Novel (2018), it seems that the dichotomy of work vs. writing life is not simply undergoing demystification but also reconceptualization. These contemporary literary-advice memoirs thematize dissolutions between work, personal, and writing lives, thereby also disrupting generic patterns in issuing literary advice. They push the literary advice genre away from technicalities and visions of artistic autonomy and toward accounts of creative production that is subject to the demands placed on creative workers throughout the white-collar labor market of late capitalism.
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"Wage and Salary Administration." In Strategy + Teamwork = Great Products, 90–97. Productivity Press, 2014. http://dx.doi.org/10.1201/b17579-13.

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"Wage and Salary Administration." In Project Management Case Studies, 507–35. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2017. http://dx.doi.org/10.1002/9781119389040.ch15.

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Basavanthappa, BT. "Administration of Wage and Salary." In Nursing Administration, 768. Jaypee Brothers Medical Publishers (P) Ltd., 2009. http://dx.doi.org/10.5005/jp/books/10554_27.

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Oniku, Ayodele. "Social Class and Consumer Behaviour in Sub-Saharan Africa." In Advances in Marketing, Customer Relationship Management, and E-Services, 361–82. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-5225-0282-1.ch016.

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The development around social class evolvement in sub-Saharan African market dated back to pre-colonial era when traditional African institution operated on the basis of royalty, land ownership, subjugation of weak tribe and superiority of strong and powerful tribes. The advent of slavery and migration of white settlers and traders (slaves and goods) further entrenched social class structure in the system. The advent of colonial rule greatly impacted social class system whereby new strata were created based on the new administrative system that colonial system introduced into sub-Saharan Africa. Largely, acquisition of formal education, salary and wage-collection jobs, business opportunities, western religion, clothing styles and new roles to the traditional chiefs opened doors for new social class strata. Social class has witnessed development and improvement that has further improved marketing system and consumer understanding in the society through design of products and services for the market.
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Oniku, Ayodele. "Social Class and Consumer Behaviour in Sub-Saharan Africa." In African Studies, 147–68. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-3019-1.ch008.

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The development around social class evolvement in sub-Saharan African market dated back to pre-colonial era when traditional African institution operated on the basis of royalty, land ownership, subjugation of weak tribe and superiority of strong and powerful tribes. The advent of slavery and migration of white settlers and traders (slaves and goods) further entrenched social class structure in the system. The advent of colonial rule greatly impacted social class system whereby new strata were created based on the new administrative system that colonial system introduced into sub-Saharan Africa. Largely, acquisition of formal education, salary and wage-collection jobs, business opportunities, western religion, clothing styles and new roles to the traditional chiefs opened doors for new social class strata. Social class has witnessed development and improvement that has further improved marketing system and consumer understanding in the society through design of products and services for the market.
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Oniku, Ayodele. "Social Class and Consumer Behavior in Sub-Saharan Africa." In Exploring the Dynamics of Consumerism in Developing Nations, 195–217. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7906-9.ch009.

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The development around social class evolvement in sub-Saharan African market dated back to pre-colonial era when traditional African institution operated on the basis of royalty, land ownership, subjugation of weak tribe, and superiority of strong and powerful tribes. The advent of slavery and migration of white settlers and traders (slaves and goods) further entrenched social class structure in the system. The advent of colonial rule greatly impacted social class system whereby new strata were created based on the new administrative system that colonial system introduced into sub-Saharan Africa. Largely, acquisition of formal education, salary and wage-collection jobs, business opportunities, Western religion, clothing styles, and new roles to the traditional chiefs opened doors for new social class strata. Social class has witnessed development and improvement that has further improved marketing system and consumer understanding in the society through design of products and services for the market.
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Conference papers on the topic "Wage and salary administration"

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Černěnko, Tomáš. "Konkurencieschopné platy v miestnej štátnej správe. Regionálny kompenzačný príplatok." In XXIII. mezinárodní kolokvium o regionálních vědách / 23rd International Colloquium on Regional Sciences. Brno: Masaryk University Press, 2020. http://dx.doi.org/10.5817/cz.muni.p210-9610-2020-28.

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Uniform wages offered by the public administration are not always competitive compared to private sector wages in every district. This is reflected in high levels of turnover, vacancies or an unbalanced age structure of employees and leads to a lower quality of public services provided. One way to address this would be to introduce a system to compensate for regional pay gaps. The aim of our paper is to propose a mechanism for determining the regional compensatory allowance for employees of district offices. We used two approaches to determine it. The first consists in expressing the share of individual salary classes in the national average wage and their subsequent reflection on individual regions and districts. The second is based on calculation of the gaps between individual salary classes and their subsequent projection into individual regions and districts. Together, we offer 4 scenarios (2 theoretical approaches with 2 variants) for determining the regional compensatory allowance. The result is regional pay scales and tables with the amount of the regional compensation surcharge, as well as a quantification of each scenario. From our point of view, the most suitable for implementation is a scenario based on the projection of the share of wages in the average regional wage at the district level.
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Hasri, Triani, Sonhaji Sonhaji, and Suhartoyo Suhartoyo. "The Role of Semarang City Wage Board in Protecting the Workers/ Laborers." In 1st International Conference on Science and Technology in Administration and Management Information, ICSTIAMI 2019, 17-18 July 2019, Jakarta, Indonesia. EAI, 2021. http://dx.doi.org/10.4108/eai.17-7-2019.2303229.

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Tang, Wenshan. "Salary Incentives, Corporate Risk Exposure and Financial Investment Based on the Empirical Data of China's A-share Listed Companies." In Proceedings of the 4th International Conference on Economy, Judicature, Administration and Humanitarian Projects (JAHP 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/jahp-19.2019.67.

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Bule, Larisa, Līga Leitāne, and Kristīne Rozīte. "Personal income tax reform in Latvia: assessment of effect." In Contemporary Issues in Business, Management and Economics Engineering. Vilnius Gediminas Technical University, 2019. http://dx.doi.org/10.3846/cibmee.2019.069.

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Personal income tax (PIT) policy in Latvia has been changed significantly in 2018 with the aim to reduce the tax burden and increase the income of working population by amending progressive tax rates and increasing the non-taxable minimum and minimum wage. Purpose − the aim of this study is to estimate the impact of PIT reform by assessing the effect of implementation of non-taxable minimum, deductions and substantiated spending on the dynamics of income and tax administration efficiency. Research methodology − PIT theoretic and normative concepts have been analyzed; unpublished data on actual wages in 2015−2018 provided by Latvian State Revenue Service and State Social Insurance Agency have been estimated. Findings − the main conclusion of this study is that the aim of the reform has not been achieved: income inequality hasn’t been reduced, an increase of income has been irrelevant, the gains from the reform have become unobtainable for the most unprotected groups because of the insufficient level of income. The implementation of the differentiated non-taxable minimum has generated PIT debts and higher administrative burden. Practical implications − the study may be implemented in case of progressive PIT for the reassessment of the tax framework and its future development. Originality/Value − this study is original, the actual effect of PIT reform in Latvia previously hasn’t been analyzed.
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Reports on the topic "Wage and salary administration"

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Hansen, Benjamin, and Drew McNichols. Information and the Persistence of the Gender Wage Gap: Early Evidence from California's Salary History Ban. Cambridge, MA: National Bureau of Economic Research, April 2020. http://dx.doi.org/10.3386/w27054.

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