Journal articles: 'Wage and salary administration'

1

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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Ashbaugh, Donald L. "Establishing Wage Rates for Local Elected Officials: The Development of a Methodology." Public Personnel Management 21, no. 2 (June 1992): 221–26. http://dx.doi.org/10.1177/009102609202100209.

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Problems associated with determining an appropriate salary level for local elected officials are discussed. A decision process utilizing prevailing wage rates is presented as a means to assist decision makers responsible for setting salaries for elected officials. The process retains administrative discretion for the decision maker while providing a framework from which to operate.

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Recascino Wise, Lois. "Dimensions of Public Sector Pay Policies in the United States and Sweden." Review of Public Personnel Administration 8, no. 3 (June 1988): 61–83. http://dx.doi.org/10.1177/0734371x8800800305.

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Three dimensions for analyzing public sector pay administration are used to examine central government pay administration in Sweden and the United States of America. On the first dimension, market posture, both countries are found to fall short of their espoused policy, comparability. Greater consistency is found on the second dimension, social orientation, where both countries have pursued the goal of social equality. The equilization of salary levels across society is far greater in Sweden in keeping with the socialist objectives of wage solidarity. The third dimension, reward structure, shows the greatest distance between the two countries with the struggle to implement performance-contingent pay underway in the U.S. while Swedes continue to rely on longevity for pay increases.

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Lawther, Wendell C., Earle C. Traynham, and Kenneth M. Jennings. "Compensation Control Mechanisms in the American States." Public Personnel Management 18, no. 3 (September 1989): 325–38. http://dx.doi.org/10.1177/009102608901800306.

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There are few studies which report on the personnel practices in the American states. A survey of state compensation analysts in the Summer of 1987 elicited information concerning the use of compensation controls in state government. Results indicate that with the exception of wage and salary surveys, data concerning compensation controls is rarely collected. Initial analysis indicates that the role of the legislature and the existence of collective bargaining may have an impact on the number of controls used.

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Chidi, Onwuchekwa Faith, and Onwuchekwa Juliet Anurika. "The Impact of Effective Salary and Wage Administration on Civil Services Productivity in Nigeria : A Study of Anambra State Civil Service." Journal of Policy and Development Studies 11, no. 3 (October 2017): 16–29. http://dx.doi.org/10.12816/0040639.

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Ositadinma Ndubuisi, Dr Peter, and Dr Joy Nonyelum Ugwu. "SUSTAINING INNOVATIVE HUMAN RESOURCE MANAGEMENT IN ACHIEVING ORGANIZATIONAL PRODUCTIVITY." International Journal of Management & Entrepreneurship Research 3, no. 2 (March 5, 2021): 45–56. http://dx.doi.org/10.51594/ijmer.v3i2.209.

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Business organisations are facing the challenges of innovative adaptation in human resource management in Nigeria. The study aims at highlighting the various areas of conscious alignment of human resource management to the ever changing technology in the Nigerian work environment as a boast to achieving organizational productivity. Data used for the research were secondary and primary. In a field research of Petterson Group Ltd, an Onitsha based human resource consultancy firm, a likert structured questionnaire containing eight (8) items were designed and administered on the management staff. Data were analysed using mean and standard deviation. Hypotheses were tested using Z-test in the SPSS software. Findings reveal that functional areas of human resources; recruitment, training and development as well as salary and wage administration are experiencing noticeable innovations. It is recommended that close cooperation between employers and relevant agencies and organs of government will go a long way in facilitating effective implementation of statutory innovations and reforms like in the areas of contributory pension scheme, monetization, minimum wage, etc. Keywords: Innovation, Human Resource Management, Organizational Productivity.

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Sahur, Askariani, Muh Akmal Ibrahim, Thahir Haning, and Hamsinah Hamsinah. "Disposition factors in the implementation of the National Health Insurance Program-Healthy Indonesia Card in Makassar City." Journal of Asian Multicultural Research for Social Sciences Study 2, no. 1 (February 22, 2021): 45–54. http://dx.doi.org/10.47616/jamrsss.v2i1.95.

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This study aims to analyze the disposition factors in the implementation of the National Health Insurance Program-Healthy Indonesia Card in Makassar City. This research uses qualitative methods. This research focuses on disposition factors in the implementation of health insurance service delivery policies at the Guarantee Administration with a phenomenological approach. Sources of data were collected through direct observation and in-depth interviews. The results showed that the disposition in the implementation of the National Health Insurance Program-Healthy Indonesia Card at the Makassar City Social Security Administration is through the appointment of employees in the Social Security Administering Bodies (BPJS) organizational structure at the level. Specific requirements (minimum S1, minimum 5 years work experience as supervisor for the Supervisory Board and directors for the Board of Directors) are considered qualified to hold the position. The selection of branch leaders is imposed by an internal selection system of BPJS Kesehatan. Incentives received by the leadership and employees for determining the amount of salary based on the provisions of the central level and adjusted to the region. The amount of salary / incentive for Makassar City BPJS Health employees is determined according to the lowest Makassar City Minimum Wage, the rest is based on position level. It can be understood that the performance of the Makassar City Healthcare BPJS has not provided the satisfaction of JKK KIS users because there are still complaints from prospective participants who are still taking care of membership, even though it is admittedly the process of validating data originating from the kelurahan, people still consider it slow.

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Canil, Jean, and Bruce A. Rosser. "Executive bonuses." Corporate Ownership and Control 7, no. 4 (2010): 197–212. http://dx.doi.org/10.22495/cocv7i4c1p4.

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Criticism by the Administration at the height of the global financial crisis of „excessive‟ company bonuses rekindles debate on the link between executive pay and firm performance. We model the relationship between realized CEO pay and an earnings-adjusted barrier call as the dependent variable. We employ both externally- and internally-derived metrics of target financial performance. Pay components are found strongly interrelated. Salary sensitivities to the dependent variable are broadly consistent with determination of a reservation wage set by the executive labor market, while annual bonuses are paid for expected above-target performance, but are also capped. Long-term incentive plans are used to mitigate noise in earnings only when above-target performance is expected. Hence, we find no evidence of „excessive‟ bonuses, at least during the interval ending in fiscal 2005. Rather, we document evidence that the „excessiveness‟ may, in fact, be present in salaries.

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Canil, Jean, and Bruce A. Rosser. "Modeling executive pay as a barrier call." Corporate Ownership and Control 8, no. 3 (2011): 548–64. http://dx.doi.org/10.22495/cocv8i3c5p5.

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Criticism by the Administration at the height of the global financial crisis of ‘excessive’ company bonuses rekindles debate on the link between executive pay and firm performance. We model the relationship between realized CEO pay and an earnings-adjusted barrier call as the dependent variable. We employ both externally- and internally-derived metrics of target financial performance. Pay components are found strongly interrelated. Salary sensitivities to the dependent variable are broadly consistent with determination of a reservation wage set by the executive labor market, while annual bonuses are paid for expected above-target performance, but are also capped. Long-term incentive plans are used to mitigate noise in earnings only when above-target performance is expected. Hence, we find no evidence of excessive’ bonuses, at least during the interval ending in fiscal 2005. Rather, we document evidence that the ‘excessiveness’ may in fact be present in salaries.

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Clifford, James P. "Manage Work Better to Better Manage Human Resources: A Comparative Study of Two Approaches to Job Analysis." Public Personnel Management 25, no. 1 (March 1996): 89–102. http://dx.doi.org/10.1177/009102609602500108.

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This study looks at the consequences of analyzing the same work. with two different methods of job analysis. Position Classification Questionnaire and Task Inventory approaches were used to study the same work functions. The Position Classification questionnaire divided these work functions into sixteen unique classifications for purposes of wage and salary determination. The Task Inventory approach divided these work functions into 28 unique classifications for purposes developing training programs. The two approaches arrived at considerably different conclusions with regard to how work should be organized into jobs and how jobs should be grouped into classifications. The data collected through job analysis will have significant impact on subsequent human resource decisions. Organizations should take great care in the collection data relating to the work of the organization in order efficiently and effectively manage the organization's human resources.

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Tonoyan, Vartuhi, Robert Strohmeyer, and Jennifer E. Jennings. "Gender Gaps in Perceived Start-up Ease: Implications of Sex-based Labor Market Segregation for Entrepreneurship across 22 European Countries." Administrative Science Quarterly 65, no. 1 (March 4, 2019): 181–225. http://dx.doi.org/10.1177/0001839219835867.

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Although scholars have long recognized the consequences of sex-based labor market segregation for gendered outcomes in conventional wage-and-salary employment, comparatively little is known about the implications for entrepreneurship. We call attention to implications stemming from manifestations at distinct levels of analysis, specifically to the differential structural positions that men and women are likely to occupy as employees and to the degree of sex-based labor market segregation in a country overall. We hypothesize that the gendering of labor market positions will have the first-order effect of reducing women’s likelihood of acquiring entrepreneurship-relevant resources, experiencing entrepreneurial career previews, and being exposed to industry opportunity spaces for launching new firms, which will have the second-order effect of lowering their start-up ease perceptions relative to men’s. We further suggest that this gender gap will widen in societies with more highly sex-segregated labor markets. Data from 15,742 employees in 22 European countries provide strong support for these claims. By demonstrating how pre-entry assessments of entrepreneurship are influenced by gendered employment experiences at the individual level and gendered labor market regimes at the country level, this study lays a foundation for further multilevel research on the relationship between institutionalized labor market practices and entrepreneurial activity.

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Kovačević, Milan, Srđan Blagojević, and Bojan Kuzmanović. "Sustainability of the Motivation Policy Model for Employees in State Administration." Sustainability 12, no. 19 (September 26, 2020): 7974. http://dx.doi.org/10.3390/su12197974.

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An important condition for the performance sustainability of organizations, in the public and state sector, is the maintenance and improvement of the employee motivation policy model. Motivation for work has a significant impact on the success of modern organizations; the impact is multidimensional and complex, and it has been confirmed empirically. Motivation is influenced by numerous factors, of different influence and hierarchy, which depend on socio-economic conditions and cultural determinants, but also on the characteristics of employees, and it is necessary to constantly monitor them. The paper presents a sustainable model of employee motivation in public administration and the results of research on the hierarchy and the impact of motivation factors on employees of different demographic characteristics. The research was conducted by an anonymous survey of 2128 respondents (1576 employees in the state administration and 552 persons employed in the Republic of Serbia outside the state administration), in the period March–June 2020. The questionnaire developed for this research has 16 questions on motivating factors with a scale with a high level of internal consistency. Using one-factor analysis of variance (ANOVA), tests of subsequent comparisons, and t-test, statistically significant differences are determined for the influence of motivational factors on respondents of different levels of education, age, role in organization, gender, and family status—also, the magnitude of influence ranges from small to large. The influence of motivational factors is greater for older people, for people with a higher level of education, for managers in relation to workers, for women in relation to men, as well as for persons in marriage in relation to persons out of wedlock. By applying multi-criteria analysis, the factors are ranked: the amount of salary and good interpersonal relations are at the top, while criticism and information about work are in the last positions. As a factor that negatively affects motivation, low wages stands out. The difference in the motivation of state administration members was determined by comparing the results of motivational factors’ influence with the appropriate sample of employees outside the state administration. Differences were registered for 15 out of 16 factors (only for the factor high wages, there is no difference), and the magnitude of the impact is medium and small.

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Opstad, Leiv. "DIFFERENT VIEWS ABOUT JOB OPPORTUNITIES AMONG BUSINESS AND ECONOMICS STUDENTS DEPENDING ON PERSONALITY TRAITS." EURASIAN JOURNAL OF SOCIAL SCIENCES 9, no. 1 (2021): 1–13. http://dx.doi.org/10.15604/ejss.2021.09.01.001.

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Many students attend business and economics studies in Norway. Several skilled students with engineering background choose specialization in economics and business administration. This education provides many opportunities. The aim of this paper is to learn more about what these students emphasize in choice of jobs and career opportunities. This article provides support for the assumption that gender and personality traits (the Big Five) are linked to salary and career opportunities for business and economics students. Personal characteristics matter in students’ consideration of career possibilities, future wages, entrepreneurship, and contributions to society. Financial rewards are positively connected to the personality trait conscientiousness and negatively to agreeableness. Individuals with high score in the agreeableness want to help others. The trait openness is a good predictor for starting own business. There is still a gender gap. Women are not as concerned with high wages as men. Instead, the female students want to contribute more to society. The suggestions appear from a quasi-experiment involving 119 undergraduates from a university in Norway by asking them about their preferences and attitudes. The selected methods are factor analysis and linear regression modeling. The findings provide useful knowledge and information in the design and development of various study topics.

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Ward, Suzanne M., and Heidi Ann Petruzzi. "Finding wage and salary information." Reference Services Review 23, no. 2 (February 1995): 17–40. http://dx.doi.org/10.1108/eb049242.

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24

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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Blonin, Ann Scott. "Exempt Salary Administration." JONA: The Journal of Nursing Administration 22, no. 6 (June 1992): 24–28. http://dx.doi.org/10.1097/00005110-199206000-00008.

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Yamshchikovа, I. V., T. G. Doroshenko, and N. B. Mikheeva. "Directions of wage optimization in construction." E3S Web of Conferences 296 (2021): 06006. http://dx.doi.org/10.1051/e3sconf/202129606006.

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The article analyses the method proposed by the Government of the Russian Federation for adjusting the principle of determining the minimum subsistence level, based on the median salary. The article shows the result of the analysis of changes in wages in construction when calculating, using the median salary in relation to the “absolute” principle of calculating the minimum subsistence level, the calculation of the size of the minimum subsistence level in Russia as a whole, and on the territory of the Irkutsk region is analysed. It is shown that the transition to the calculation of the median salary in the Irkutsk region will decrease the subsistence level in relation to the existing one. Based on our analysis, the conclusion is made that in order to calculate the minimum subsistence level for medial salary, it is necessary to revise the calculation methodology.

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Karácsony, Peter. "Impact of teleworking on job satisfaction among Slovakian employees in the era of COVID-19." Problems and Perspectives in Management 19, no. 3 (July 8, 2021): 1–9. http://dx.doi.org/10.21511/ppm.19(3).2021.01.

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The COVID-19 pandemic, which became a global crisis in 2020, has radically transformed people’s normal lives in a matter of weeks. In addition to the health consequences, the virus has had a significant impact on the society and the economy, including the labor market. The present study aims to assess how traditional working has been transformed into teleworking in Slovakia. The study examines whether Slovakian workers are satisfied with teleworking. The questionnaire survey was conducted in December 2020 during the second wave of the coronavirus in Slovakia. Based on the obtained results, a significant relationship between teleworking satisfaction and salary satisfaction, supervisory support, and job autonomy was found. Based on the obtained results, teleworking introduced due to the coronavirus had a clear positive effect on job satisfaction of the examined Slovakian employees. As a result of teleworking, the relationship between manager and subordinate has improved, and work-life balance has also developed favorably. AcknowledgmentsThis study was funded by the Pallas Athéné Foundations.

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Krashinsky, Harry. "The Effect of Labor Market Institutions on Salaried and Self-Employed Less-Educated Men in the 1980S." ILR Review 62, no. 1 (October 2008): 73–91. http://dx.doi.org/10.1177/001979390806200104.

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Less-educated workers exhibited negative real wage growth from the late 1970s to the early 1990s. Frequently cited to explain this pattern are such labor market trends as union decline and the falling real value of the minimum wage, but also of concern is the possible contribution of decreased demand, caused by factors such as skill-biased technological change. To investigate the relative importance of these determinants, the author, using CPS data, compares the experiences of wage-and-salary workers with those of the self-employed. Wages apparently declined little for less-educated self-employed workers, but greatly for similar wage-and-salary workers. Because self-employed workers are affected by the same demand shocks as wage-and-salary workers but are not subject to labor market institutions such as the minimum wage or labor unions, the author concludes that the main source of the observed negative real wage growth was the decline of labor market institutions, not skill-biased technological change.

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Hickey, Rosa G., Barbara L. Buchko, Paula F. Coe, and Anne B. Woods. "A Comparison of Salary-Wage and Hourly-Wage Acute Care Nursing Units." JONA: The Journal of Nursing Administration 45, no. 5 (May 2015): 250–53. http://dx.doi.org/10.1097/nna.0000000000000194.

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Obukhova, Olga, Irina Bazarova, and Olga Gavrilenko. "Approaches to Justifying the Size of the Official Wages of Medical Workers." Moscow University Economics Bulletin 2020, no. 4 (August 31, 2020): 132–45. http://dx.doi.org/10.38050/01300105202047.

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One of the main factors in the formation of motivation to improve the quality and performance of employees of health care providers is a qualitatively and logically built wage system in a medical organization. The basis for calculating an employee’s salary is the amount of the salary, on the basis of which its other elements are established - compensation and incentive payments, other charges. This article is devoted to the study of regulatory issues related to the determination of the salary of employees of medical organizations. Object of study. The system of remuneration of employees of medical organizations. Subject of study. The salary of employees of medical organizations. Purpose of the study. The article discusses the problems of the current system of remuneration in health care, as well as the image/svg+xml regulations governing the determination of the size of the official salary of employees of medical organizations. The main theoretical position of the article. The salary of medical workers has a high differentiation even between the subjects of one federal district. Federal legislation regarding the approaches to the wage system is advisory in nature. Therefore, the official salary of doctors of one qualification level, approved at the level of each subject of the Russian Federation, may differ by 5 times. It is substantiated that in order to reduce the differentiation in the size of salaries for medical workers, it is necessary to establish the basic parameters that are uniform throughout the Russian Federation, including the sizes of official salaries of employees of medical organizations. It is advisable to use the value of the minimum wage, annually approved by the Government of the Russian Federation in an amount not lower than the living wage, as the minimum size of the official salary. Scope of the research results. The results can be used as the basis for the policy of improving the remuneration system for employees of federal medical organizations.

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Khanna, Shantanu. "Salary History Bans and Wage Bargaining: Experimental Evidence." Labour Economics 65 (August 2020): 101853. http://dx.doi.org/10.1016/j.labeco.2020.101853.

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Lee, SuGyeong, and Hyunjoo Min. "A study of salary peak laborer’s retirement perception." Korean Journal of Industrial and Organizational Psychology 32, no. 2 (May 31, 2019): 163–94. http://dx.doi.org/10.24230/kjiop.v32i2.163-194.

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This study researches retirement awareness by wage peak workers in the public sector, where the growth of older workers is faster than the private sector and the employment of human resources is relatively rigid. To that end, this study used qualitative research methods to select ○○ company considering wage peak system, aging workforce, and salary peak employee size. The main results of the in-depth analysis at ○○ company are as follows: First, this study shows that wage peak workers experience retirement from outlier to outsider, the 60th birthday at their workplace, and not retirement but resign. Second, through in-depth interviews, three topics were 󰡔the retirement age at the age of sixty󰡕, 󰡔face retirement󰡕, 󰡔prepare for retirement󰡕. The following was analyzed that 󰡔the retirement age at the age of sixty󰡕 is babyboom-generation, my job-public enterprises, salary-peak system and aged friendly personnel system, 󰡔face retirement󰡕 is old age and relax, new start and forced frustration, 󰡔prepare for retirement󰡕 is family, relation, health, finance and housing, work, leisure and service Based on the above research results, The wage peak system, which was introduced exclusively for the aged society, should be implemented in conjunction with the aging-friendly personnel system, such as welfare support, education training, transfer support system and job relocation, rather than the design of simple wage adjustment system, and the need to provide support for the formation and management of an organization culture in which senior citizens and young workers can work together in an aging society.

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Mikuła, Aneta. "Wynagrodzenie minimalne a ubóstwo, nierówności dochodowe i bezrobocie w Polsce." Zeszyty Naukowe SGGW - Ekonomika i Organizacja Gospodarki Żywnościowej, no. 112 (January 13, 2016): 87–100. http://dx.doi.org/10.22630/eiogz.2015.112.50.

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The minimum wage is the wage policy instrument, entailing both economic and social consequences. Supporters of the minimum wage emphasize its role in reducing poverty and reducing income inequalities. In turn, opponents focus on its economic effects, i.e. increase in labor costs and decline in employment. The article focuses on identifying the impact of the minimum wage on reducing poverty and income inequality. The first part contains definitions and the economic and social functions of the minimum wage. The next section presents changes in the minimal salary level in Poland and its relation to the average salary in the years 2003–2014. The rest of the article attempts to assess the effectiveness of raising the minimum wage in combating poverty and reducing income inequality. The effectiveness of this solution is minimal, both in terms of the whole society, as well as socio-economic group, which should benefit most from these effects, i.e. employees.

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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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Ibáñez, María José, and Joana Huamán. "Corporate Social Responsibility and Justice in the Salary Structure: Practice or Symbolism?" International Business & Economics Studies 3, no. 2 (June 18, 2021): p94. http://dx.doi.org/10.22158/ibes.v3n2p94.

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Socially responsible companies should provide fair wages and maintain reasonable internal wage gaps as part of a commitment to workers as primary stakeholders of the organization. Our research seeks to clarify the influence of the Corporate Social Responsibility (CSR) system on the salary level of unskilled workers and the magnitude of internal salary gaps between the highest and lowest levels of the organization. We used a sample of 815 companies that are representative of the Chilean business ecosystem and developed a linear regression model with endogenous treatment. Our results show that the declaration of a CSR program positively influences the wage level of unskilled workers but increases the magnitude of internal organizational wage gaps. These findings suggest a partial adherence of companies declaring CSR in terms of commitment to their employees.

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Hallock, Kevin F., Xin Jin, and Linda Barrington. "Estimating Pay Gaps for Workers With Disabilities: Implications From Broadening Definitions and Data Sets." Rehabilitation Research, Policy, and Education 28, no. 4 (2014): 264–90. http://dx.doi.org/10.1891/2168-6653.28.4.264.

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Purpose:To compare pay gap estimates across 3 different national survey data sets for people with disabilities relative to those without disabilities when pay is measured as wage and salary alone versus a (total compensation) definition that includes an estimate of the value of benefits.Method:Estimates of the cost to the employers of employee benefits at the occupational level from an employer survey data set are matched to individual-level data in each of the 3 data sets. Multiple regression techniques are applied to estimate wage and salary and total compensation gaps between full-time men with and without disabilities.Results:For full-time working men with disabilities (relative to those without disabilities), there is a consistently larger percentage wage and salary gap than percentage total compensation gap and breadth of the definition of pay affects the size of any estimated pay gap. In addition, there are differences in the estimated pay gaps depending on data source and disability measure.Conclusions:Results obtained from a single data set or definition of key variables may not be broadly generalizable. Studies containing such limitations should be interpreted cautiously. Our research further suggests employers looking to hire persons with disabilities or those offering employment placement services should put substantial weight on the non–base pay component of the total compensation package.

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Schweitzer, Linda, Sean Lyons, Lisa K.J. Kuron, and Eddy S.W. Ng. "The gender gap in pre-career salary expectations: a test of five explanations." Career Development International 19, no. 4 (August 5, 2014): 404–25. http://dx.doi.org/10.1108/cdi-12-2013-0161.

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Purpose – The purpose of this paper is to investigate the gender gap in pre-career salary expectations. Five major explanations are tested to explain the gap, as well as understand the relative contribution of each explanation. Design/methodology/approach – Data were collected from 452 post-secondary students from Canada. Findings – Young women had lower initial and peak salary expectations than their male counterparts. The gap in peak salary could be explained by initial salary expectations, beta values, the interaction between beta values and gender, and estimations of the value of the labor market. Men and women in this study expected to earn a considerably larger peak salary than they expected for others. Research limitations/implications – Cross-sectional data cannot infer causality, and the Canadian sample may not be generalizable to other countries given that an economic downturn occurred at time of data collection. Research should continue to investigate how individuals establish initial salary expectations, while also testing more dynamic models given the interaction effect found in terms of gender and work values in explaining salary expectations. Practical implications – The majority of the gender gap in peak salary expectations can be explained by what men and women expect to earn immediately after graduation. Further, women and men have different perceptions of the value they attribute to the labor market and what might be a fair wage, especially when considering beta work values. Social implications – The data suggests that the gender-wage gap is likely to continue and that both young men and women would benefit from greater education and information with respect to the labor market and what they can reasonably expect to earn, not just initially, but from a long-term perspective. Originality/value – This study is the first to simultaneously investigate five theoretical explanations for the gender gap in pre-career expectations.

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Poliak, Miloš, Patícia Šimurková, Adela Poliaková, and Marek Jaśkiewicz. "Driver salary identification by hypothesis testing." Transport and Communications 5, no. 2 (2017): 25–29. http://dx.doi.org/10.26552/tac.c.2017.2.6.

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This paper outlines comparing two independent samples, particularly average driver salary in Slovakia and the other EU countries. Significant differences between salaries are pointed out through two examples dealing with hypothesis testing. For Western European Union countries, the level of salaries in road transport is higher in absolute terms compared to the salaries of drivers in the central and eastern parts of the European Union. Different salaries and requirements of wage regulations create a discriminatory environment among entrepreneurs however harmonization of salaries in the field of road transport is specific because carriers offer transport throughout the whole European Union market.

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Utami, Agnes Nora Eko Wahyu. "GENDER WAGE DISPARITY IN THE UNITED STATES: SOCIO-CULTURAL CONTEXT V. LEGISLATIONS." Rubikon : Journal of Transnational American Studies 2, no. 2 (September 1, 2015): 1. http://dx.doi.org/10.22146/rubikon.v2i2.34256.

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This study aimed at investigating the contributing factors to the persistence of gender pay disparity in American workforce despite decades of the enactment of progressive, federal legislations concerning on women’s wage. This study employed sociological approach and utilized qualitative research to achieve its predetermined objectives. Utilizing library research, data were gathered and analyzed using gender theory, particularly the theory of devaluation of women’s work. The results of this study indicated that prevalent American cultural values on gender roles and pay secrecy interfere with the federal legislations concerning on women’s wage. Meaning to say, the socio-cultural context where the legislations are applied and enforced seems to be, in some ways, contradictory to the legislations. The data of this study showed that in the workplace, cultural values on gender roles affected the decisions in hiring and during the employment, which further resulted in gender discriminatory practices (in general) and gender wage discrimination (in specific). Meanwhile, the prevalence of cultural values of not talking about salary reinforced employer’s policy against salary disclosure (PSC rules), which led to the hindrance of wage transparency that is in fact, in contradictory to what the legislations suggested. As a conclusion, gender wage disparity could not be cured solely with the enactment of federal legislations. Evolutionary changes in cultural values of the society are also significant in eliminating the gender wage disparity in American workforce.Keywords: gender wage disparity, socio-cultural context, cultural values, federal legislations, pay secrecy

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Stuart, Elnora W., and Elizabeth B. Dickey. "Faculty and Administration Salary Survey and Analysis." Journalism Educator 46, no. 2 (June 1991): 61–69. http://dx.doi.org/10.1177/107769589104600208.

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Smith, Eddie C. "Tips for Automating a Salary Administration System." Compensation & Benefits Review 22, no. 4 (August 1990): 13–16. http://dx.doi.org/10.1177/088636879002200402.

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Moran, Patrick F. "Equitable Salary Administration in High-Tech Companies." Compensation & Benefits Review 18, no. 2 (April 1986): 31–40. http://dx.doi.org/10.1177/088636878601800203.

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Snelgar, R. J. "Salary survey methods: Comparability problems." South African Journal of Business Management 17, no. 3 (September 30, 1986): 169–73. http://dx.doi.org/10.4102/sajbm.v17i3.1052.

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Most organizations regard the accurate determination of prevailing labour market rates as being of primary importance to decisions regarding the setting of competitive wage and salary levels. The techniques involved in establishing these rates are fraught with problems, mainly revolving around efforts at obtaining comparability. Justification has been provided for organizations using tailor-made survey approaches in preference to professional or 'commercial' surveys, as this allows reduction to a minimum of such comparability problems as those associated with job description responsibilities, and compensation mix. This study reveals the extent to which a single pay structure received differing adjustments as a result of analysis of data obtained from a tailor-made survey approach as opposed to that obtained from a 'commercial' survey. Results indicate significant differences in adjustments over a three-year survey period, attributable essentially to the wide range of comparability difficulties associated with use of 'commercial' survey data.

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Li, Diyi, and Cory Koedel. "Representation and Salary Gaps by Race-Ethnicity and Gender at Selective Public Universities." Educational Researcher 46, no. 7 (August 16, 2017): 343–54. http://dx.doi.org/10.3102/0013189x17726535.

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We use data from 2015–2016 to document faculty representation and wage gaps by race-ethnicity and gender in six fields at selective public universities. Consistent with widely available information, Black, Hispanic, and female professors are underrepresented and White and Asian professors are overrepresented in our data. Disadvantaged minority and female underrepresentation is driven predominantly by underrepresentation in science and math intensive fields. A comparison of senior and junior faculty suggests a trend toward greater diversity, especially in science and math intensive fields, because younger faculty are more diverse. However, Black faculty are an exception. We decompose racial-ethnic and gender wage gaps and show that academic field, experience, and research productivity account for most or all of the gaps. We find no evidence of wage premiums for individuals who improve diversity, although for Black faculty we cannot rule out a modest premium.

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Marion, Gérald, and Aly Boury Sy. "La part salariale dans le revenu national : l’expérience contemporaine." Articles 57, no. 4 (January 21, 2009): 437–53. http://dx.doi.org/10.7202/601001ar.

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ABSTRACT In this paper, we study changes in the wage share that occured during the last thirty-five years. Between 1945 and 1978, the wage share in national income has increased from 64% to 74%. But this increase has not been regular, large cyclical variations are sometimes more important than long run changes. We explained short run variations by the practice of labour hoarding. As to the long run, shift from self-employment to wage and salary earners explained the increase of the wage share and the decrease of the property share. Finally, we test the hypothesis that shifts of sector weights has contributed to this increase.

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Xue, Haiping, Xiang Gao, and Aiai Fan. "Does the Salary of Elementary and Middle School Teachers Affect Students’ Participation in Extracurricular Tutoring?" Best Evidence in Chinese Education 6, no. 1 (September 22, 2020): 769–87. http://dx.doi.org/10.15354/bece.20.ar065.

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Based on the data of China Family Panel Studies 2016 (CFPS 2016), this study analyzed the effect of teacher wage index on students’ participation in extracurricular tutoring through a two-layer linear model. We found that the wage index of elementary and middle schools teachers in China is generally low, and this index had a significant negative impact on students’ participation in extracurricular tutoring, i.e., the lower the teacher’s wage index, the higher the participation rate of students’ extracurricular tutoring. Governments at all levels should increase financial investment in elementary and middle schools teachers’ salaries. Efforts to improve the salary of elementary and middle schools teachers upon the teacher’s wage index as a reference will help to reduce the supply and demand of extracurricular tutoring in the basic education in China, and will also facilitate the implementation of the policy of prohibiting in-service teachers from participating in extracurricular tutoring.

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Ibrahim, Zulkarnain. "The Indonesian Wage Law." JOURNAL OF SOCIAL SCIENCE RESEARCH 14 (March 28, 2019): 3123–33. http://dx.doi.org/10.24297/jssr.v14i0.7988.

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Work in Islamic law based on the Qur'an and Hadith, is an obligation and has the right to get a job. The Qur'an is very opposed to acts of lazy, wasting time, and not doing things that are not productive. Someone must work to work as well as possible to get his salary, while for employers must pay a decent wage, in recognition of the work performance of workers. The national wage system is regulated in Act Number 13 Year 2003 about Manpower, from the aspect of formalities, has guaranteed the rights and obligations of workers and employers. But from the substance aspect, workers are paid cheap wages for various reasons. To achieve a decent wage for productive workers, it must be supported by good, harmonious and moral cooperation between employers and workers. Both parties are one entity in carrying out workers, not as parties with training positions. Standards for both parties, in addition to national law, also adhere to Islamic values ??based on the Qur'an and Hadith.

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Widarma, Adi, and Hana Kumala. "PERANCANGAN APLIKASI GAJI KARYAWAN PADA PT. PP LONDON SUMATRA INDONESIA Tbk. GUNUNG MALAYU ESTATE - KABUPATEN ASAHAN." JURNAL TEKNOLOGI INFORMASI 1, no. 2 (September 7, 2018): 166. http://dx.doi.org/10.36294/jurti.v1i2.303.

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Abstrack - Salary is a wage given to employees who have worked in a particular company or agency. Every employee who works in a company has the right to get a salary in accordance with the rules or conditions in the company. The issue of giving a salary is important because it has a huge influence on the morale of its employees. At PT. PP London Sumatra Indonesia Tbk, Gunung Malayu Estate, the application used for processing employee payroll data is the Microsoft Office Excel 2010 application. Then an analysis of employee salary data processing systems at PT. PP. London Sumatra Indonesia Tbk by designing programming applications using NetBeans IDE 7.2.1 with the MySQl database. So that with the application of employee payroll data processing, it will improve the quality of service to its employees, because it will save time in data processing, and save time in payroll reports. Keywords - applications, salary systems, netbeans, mysql

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Angle, John. "The Statistical Signature of Pervasive Competition on Wage and Salary Incomes." Journal of Mathematical Sociology 26, no. 4 (October 2002): 217–70. http://dx.doi.org/10.1080/00222500214817.

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Mashevska, Anzhelika. "WAGE PAYMENTS IN THE WORLD." Green, Blue and Digital Economy Journal 1, no. 1 (June 9, 2020): 31–36. http://dx.doi.org/10.30525/2661-5169/2020-1-5.

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The purpose of the article is to analyze earnings in different countries of the world. The wages of the population of different countries are analyzed: the USA, Canada, the former Soviet Union countries, the rating of 30 states-leaders on average salary (gross) is made. It is proved that, in addition to national statistical institutions, international organizations are also engaged in the compilation of wage ratings. Their statistical surveys are highly reliable: when calculating the average wage, salaries of employees are taken into account, emphasizing their qualifications and work experience, without taking into account businesspersons, private or individual entrepreneurs, pensioners, assisted persons and others. Method. According to the ratings, the list of the most sought after and highly profitable professions is constantly changing. The labor market is out of place, and before the prestigious specialties cease to be relevant, and their place is occupied by new ones, the demand of representatives of a profession also depends on the region. What has become of further development is that in recent years many popular and unusual professions have appeared in the countries of the Far East: Japan, Korea, China, Taiwan, Hong Kong and others. For example, many Ukrainian citizens teach English as a "native" language in China. It is important for the Chinese that the teacher be European, and the demand for language courses is enormous (especially in the province). Results. For those citizens who have pronounced Caucasian features, they have blond hair, fair complexion, and eyes that are beautiful and young, with even greater opportunities to earn money, the trend for the European appearance in China, Korea and Japan is huge. Value/originality. According to the analysis of the countries with the highest average salary level, 20 positions belong to the European countries, 2 are from America and Oceania and 6 are Asian. The important products and services can have a serious impact on cost of living, with 100 USD being of different weight in Japan and in Ukraine. Therefore, the inflationary processes that enter the economy significantly affect the level of wages of people, which in turn affects the standard of living of the population.

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Journal articles on the topic 'Wage and salary administration'

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