Academic literature on the topic 'Wages and labor productivity – Zimbabwe'

The rise of earnings inequality in the United States has garnered attention in both the political and academic spheres. Recently progressive politicians have pointed towards the divergence of wages and labor productivity as a source of this inequality. known as the productivity-pay gap as a source of the rise in inequality. This paper analyzes that divergence with a regression model that evaluates the change in compensation that is attributable to increases in productivity. Results were somewhat surprising with productivity accounting for a larger portion of the growth in wages for the period after 1972 when the divergence in the two growth rates began than in the time between 1948 and 1972 when they were said to grow together. Additionally, results showed more wage growth was attributable to increases in productivity in goods producing sectors like manufacturing, utilities, and construction than financial intermediation in the services sector. However standard errors across our model were relatively large making it difficult to say with certainty the size of effects observed. Future research should seek to better define productivity in the service sector to determine whether other factors like education, occupation or area of residence affect the level of wage growth attributable to compensation.

Regional economic disparities are a widely noted characteristic of the Canadian economy. This thesis examines regional disparities in terms of wages and labour productivity in the manufacturing sector. Regional disparities are analysed along three dimensions: provinces, rural/urban areas and industrial structure. Various competing theories are discussed and compared to the findings. Shift-share based decomposition analyses the magnitude and pattern of disparity and controls for industrial structure. Weighted regression is used to combine provincial and rural/urban effects. The findings support theories that emphasize provinces as units of analysis. The rural/urban results gave qualified support to urban theory. Accounting for industrial structure impacted both the rural/urban and provincial results. The regression analysis found the rural/urban dimension was significant; however, industrial structure and provincial effects were more significant. These results suggest industrial location and provincial economic policies can influence regional economic disparities in Canada.

Using data collected by the Virginia Agricultural Statistical Service in 1989, off-farm labor participation models were developed to identify factors that influence the probability that a farm operator or spouse in Virginia would choose to work off the farm. The sample indicated that a substantial proportion of Virginia farms had at least one member working off the farm. Higher total incomes were also earned by fanlilies with an operator and/or spouse working off the farm. In addition, the proportion of total income originating from off-farm sources was large regardless of whether the operator or spouse worked off the farm or not. As a result of this survey, the picture developed of farm operators and spouses in Virginia is different than a traditional view of farming would support. Because of the dichotomous dependent variable and the different responses expected from the operator and spouse, probit analysis was selected to estimate separate participation models for the farm operator and spouse. The empirical results reveal that human capital, labor supply and labor demand characteristics influence the off-farm employment decisions of both the operator and spouse, though not in a uniform manner. Additionally, variables found to be important to off-farm labor force participation were primarily not farm specific. Changes in the non-farm economy are expected to affect the majority of Virginia farms more than changes in the farm economy. It is also clear that the majority of farm families in Virginia have a vested interest in efforts made to develop and strengthen the local economy.<br>Master of Science

Although scholars may disagree about the effectiveness of using money to motivate workers, few would deny the deleterious effects caused by employee perceptions of underpayment. Yet little is known about the process(es) through which individuals determine whether or not their pay is fair. Indeed, knowledge in this area largely is limited to the awareness that fair pay is a relative concept. That is, individuals judge the equity of pay not from the absolute size of the wage, but rather through comparisons of their wages to those of other people. In addition, pay referents such as the cost of living, also are used to evaluate pay. This use of relevant others is known as the social comparison process. This study investigated the relationship between certain attitudinal and job-related characteristics of 206 individuals, and their reactions to 18 different pay comparisons. It was determined that respondents' attitudes toward the organization's wage distribution rule, level of aspiration, desire for external movement (to other employers), and social interaction were related to the way individuals view these comparisons. A structural variable--job tenure--was not found to have a statistically significant association with the social comparison process. Unlike the six previous studies of this issue, this analysis was framed within the context of a theoretical model. Specifically, Goodman's two-stage model for the selection of pay referents was used to generate the variables of interest, the subsequent research hypotheses, and as a backdrop against which the results of the analysis could be interpreted. Perhaps the most significant result of this study was finding rather marked temporal stability of pay comparisons. Test-retest analyses showed that over a 3-month period only 5 of 54 pay comparisons demonstrated a statistically significant change in terms of the frequency with which they were reportedly made, the importance ascribed to each comparison, or in terms of the satisfaction felt with each comparison. Finding this element of stability suggests that equity theory may have been prematurely abandoned as a research paradigm.<br>Ph. D.<br>incomplete_metadata

Bakalauro baigiamajame darbe nagrinėjamas darbo užmokesčio ir darbo našumo ryšys Europos Sąjungos šalyse. Darbas susideda iš dviejų dalių. Teorinėje darbo dalyje nagrinėjami Lietuvos ir užsienio šalių autorių moksliniai straipsniai apie darbo užmokesčio ir darbo našumo ryšį. Empirinėje darbo dalyje analizuojami 2000-2010 m. laikotarpio duomenys apie vidutinį bruto darbo užmokestį ir pridėtinę vertę vienam užimtajam, atlikta rodiklių kaitos analizė. Taip pat darbe atskleistas darbo užmokesčio ir darbo našumo ryšys bendrai Europos Sąjungoje, senosiose ir naujosiose Europos Sąjungos šalyse bei kiekvienoje šalyse atskirai.<br>In Bachelor‘s final work the relationship of wage and labour productivity in the European Union countries are analysed. The work consists of 2 parts – theory and practice. In theoretic part Lithuania’s and foreign countries’ science articles about relationship of wage and labour productivity are analysed. In Empiric part there are analyses of 2000-2010 years data about average gross wage and value added per person employed, performed analysis of indicators change. Also, in this work there has been revealed connection between wage and labour productivity in aggregate European Union, in old and new European Union countries and in each European Union country separately.

Thesis (MComm)--Stellenbosch University, 2012.<br>ENGLISH ABSTRACT: Pay satisfaction is an essential aim in any company’s reward system, since various studies indicate that it affects employee job performance. With limited resources and restricted capacity to increase pay, firms require a better understanding of how employee pay satisfaction develops and how employee work-related behaviour is affected by pay satisfaction. The purpose of this study was threefold: First, to investigate the relationship between actual pay and pay satisfaction, and second, to explore the effect that pay motivation dimensions derived from expectancy theory (Vroom, 1964) — pay valence and pay instrumentality — have on this relationship. Lastly, the study aimed to explore the relative effects of these objective (pay) and subjective (pay perceptions) variables on employee job performance. Self-report survey data of managerial employees (N = 177) from a South African retail organisation were collected, along with supervisor ratings of job performance and objective actual pay data, for each participant. The Pay Satisfaction Questionnaire (PSQ) and a selfdeveloped Pay Valence and Instrumentality Questionnaire (PVIQ) were administered through an intranet-based survey. Data were analysed with a variety of statistical techniques. Descriptive statistics were used to assess underlying assumptions of the multivariate analysis techniques used to analyse the research data, and to describe the central tendency and dispersion of study variables. Pearson product moment correlations were calculated to assess bivariate relationships. Standard multiple regression analysis was utilised to assess the joint relationship between IVs and DVs, and relative weights analysis (RWA) to assess the relative importance of IVs within respective regression models. Moderated multiple regression (MMR) analysis was used to examine possible moderator effects. To determine whether mediating (indirect) influences were present, normal theory and bootstrap estimates of indirect effects were obtained. In this research, selected antecedents and consequences of pay satisfaction were investigated. Regarding antecedents of pay satisfaction, the results suggested that actual pay had a small but significant effect on pay satisfaction, but not pay valence, nor pay instrumentality. Pay motivation perceptions (pay valence and pay instrumentality) neither moderated, nor mediated, the relationship between pay and pay satisfaction. The consequences of pay perceptions, in conjunction with actual pay, were also assessed. Pay satisfaction had no statistically significant relationship with job performance (p > .05), although actual pay had a moderate association with job performance. Although pay perceptions slightly incremented the validity of predicting performance from actual pay itself, this increment was not statistically significant (p < .05). In summary, the present research highlights the central role of actual pay in influencing pay satisfaction and job performance, but questions still remain about the way in which performance results from pay, since pay satisfaction did not mediate this relationship. The implications for future research are discussed and recommendations for research are made.<br>AFRIKAANSE OPSOMMING: Vergoedingstevredenheid is noodsaaklike doelwit in maatskappy se vergoedingsisteem en verskeie studies toon hoe dit werksprestasie van werknemers positief beïnvloed. Aangesien maatskappye oor beperkte hulpbronne en kapasiteit beskik om vergoeding te verhoog, word ‘n beter begrip vereis oor hoe werknemers se gedrag deur vergoedingstevredenheid beïnvloed word. Die doel van hierdie studie was drieledig: eerstens, om die verband tussen werklike vergoeding en vergoedingstevredenheid te ondersoek, en tweedens, om die effek van vergoedingsmotiveringsdimensies — afgelei van die verwagtingsteorie (Vroom, 1964), naamlik betalingsvalensie en betalingsinstrumentaliteit — en die verband te ondersoek. Derdens, om die invloed van hierdie objektiewe (vergoeding) en subjektiewe (vergoedingspersepsies) veranderlikes op werknemerprestasie te ondersoek. Die data is in Suid-Afrikaanse kleinhandelsonderneming versamel. Die volgende inligting is bekom van deelnemers: selfrapporteringsdata vanaf werknemers in bestuursposte (N = 177), werksprestasiebeoordelings deur hul onderskeie toesighouers, asook objektiewe werklike vergoedingsvlakke vir elke respondent. Die Vergoedingstevredenheidsvraelys en die selfontwikkelde Betalingsvalensie- en Instrumentaliteitvraelys is deur intranetopname geadministreer. Die data is met behulp van verskeidenheid statistiese tegnieke ontleed. Beskrywende statistiek is gebruik om die onderliggende aannames van meerveranderlike analise in die navorsingsdata te evalueer, en die sentrale neiging en verspreiding van die studieveranderlikes te beskryf. Pearsonprodukkorrelasiestatistiek is gebruik om die beduidendheid van die hipoteses rakende tweeveranderlike korrelasies te evalueer. Standaard meervoudige regressie-analise is gebruik om die gesamentlike verwantskap tussen onafhanklike veranderlikes en afhanklike veranderlikes te evalueer. Relatiewegewigte-analise (RWA) was gebruik om die relatiewe belangrikheid van onafhanklike veranderlikes, binne die onderskeie modelle, te evalueer. Gemodereerde meervoudige regressie-(MMR)-analise is gebruik om die moontlike bemiddelende uitwerking van veranderlikes te ondersoek. Normale teorie en “bootstrap”-raming van die indirekte invloede van veranderlikes is verkry om die moontlike mediëring van verbandskappe te evalueer. In hierdie navorsing is die voorafgaande faktore, sowel as die gevolge van, vergoedingstevredenheid ondersoek. Wat die oorsake van vergoedingstevredenheid betref, het die resultate aangedui dat werklike vergoedingsvlakke klein, maar wel statisties beduidende uitwerking het op vergoedingstevredenheid, terwyl betalingsvalensie en betalingsinstrumentaliteit geen beduidende uitwerking getoon het nie. Verder toon die resultate dat die verband tussen betaling en vergoedingstevredenheid word nie deur vergoedingsmotiveringspersepsies (betalingsvalensie en betalingsinstrumentaliteit) bemiddel of medieër nie. Die nagevolge van vergoedingspersepsies is onderling met werklike betaling ondersoek. Vergoedingstevredenheid het geen statistiese beduidende verband met werksprestasie getoon nie, tog het werklike betaling matige verband met werksprestasie getoon. Alhoewel betalingspersepsies die geldigheid van die voorspelling van werksprestasie vanaf werklike betaling inkrementeer, toon dit nie beduidende effek (p < .05) nie. Die huidige navorsing beklemtoon die sentrale rol wat werklike betaling steeds in die beïnvloeding van vergoedingstevredenheid en werksprestasie speel, hoewel die rede vir die verband tussen werklike betaling en prestasie steeds nie ten volle begryp word nie, aangesien vergoedingstevredenheid nie hierdie verband medieër nie. Beperkinge van die navorsing, asook die implikasies vir vergoedingspraktyk en toekomstige navorsing word bespreek.

This study addresses the empirical question of heterogeneous market efficiency characteristics, specifically as they are attributable to divergent levels of professional securities analyst attention. As a significant group of information intermediaries, analyst institutions conceivably influence, in a profound manner, the efficiency with which security prices respond to new information. Consistent with this notion is the hypothesis that the securities of firms which are neglected in terms of analyst coverage exhibit price inefficiencies relative to their closely followed counterparts. Two market efficiency constructs with respect to annual earnings announcements are examined in this study. Preannouncement information efficiency is guaged by the degree to which security prices appear to lead or anticipate the information content of subsequent public earnings releases. Such price behavior is indicative of the market's ability to acquire and, process interim, signals that are relevant to the determination of proper and timely security valuations. Postannouncement, or semi-strong-form, efficiency is in turn referenced by the relative absence of anomalous "drifting" patterns in postdisclosure returns. The presence of significant drifts is inconsistent with a market that adjusts quickly and unbiasedly to signals that are transmitted publicly. Sample firms taken from the NYSE are ranked into three groups according to their relative following by the professional securities analyst community. Analyst attention is surrogated by the number of investment houses providing annual earnings per share forecasts for companies listed in the Institutional Brokers Estimate System (IBES) computer file. The delineation of the three attention concentration groups' relative efficiency profiles is accomplished by means of two uniquely derived metrics that restate cumulative abnormal returns (CAR's) into an ordered domain of pre- and postannouncement efficiency structures. The CAR's are derived from dailly price data immediately surrounding annual earnings announcement dates for the calendar years ended 1976 through 1982. Owing to the nonnormal distributional properties of the inefficiency metrics, two nonparametric procedures are employed to detect group mean differences. The results overwhelmingly indicate that both pre- and postannouncement efficiency are positively associated with professional analyst attention. Moreover, the detected efficiency differences cannot be attributed to firm size effects or to the extent of the market's forecast error -- two factors that have previously been established in the empirical literature to be associated with event period CAR magnitudes.<br>Ph. D.