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Journal articles on the topic 'Wages/salary'
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1
Permata, Anggia, Edi Wahjuni, and Ermanto Fahamsyah. "Penetapan Upah Minimum oleh Pengusaha Bisnis Kuliner yang Memiliki Surat Izin Usaha di Kabupaten Jember." e-Journal Lentera Hukum 4, no. 3 (December 14, 2017): 175. http://dx.doi.org/10.19184/ejlh.v4i3.4835.
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Entrepreneurs of culinary business must have employees so their business can run smoothly. Additionally, they must also have a business license, as part of their legal obedience. Some of their legal responsibilities include the payment of minimum salary for employees, stated in regulations. In a practical matter, the payment of minimum wages faces problems, especially for small and medium business enterprises. This minimum wages' research is undertaken based on laws which set about employment, determination of minimum wages by culinary businesses, and legal solutions that employees can do if they did not get minimum wages salary. This research also uses the interview to collect data. Some of the respondents being interviewed are someone who has better knowledge about these problems. The conclusions from this research that salary payment is a never-ending problems, the things that entrepreneur’s thought fair for them but it’s unfair or employees, like minimum wages payments. Employees who did not get minimum wages salary choose to not reporting that, and quit their jobs.
Keywords: Culinary businesses, Salary, Minimum Wages, and Employees
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Saragih, Siti Maysaroh, Ayu Lestari, and Mahadir Soleh Hutasuhut. "Implementasi Fuzzy Tsukamoto Dalam Menentukan Upah Gaji Karyawan Perbulan." Brahmana : Jurnal Penerapan Kecerdasan Buatan 1, no. 2 (June 30, 2020): 105–10. http://dx.doi.org/10.30645/brahmana.v1i2.25.
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In a company, salary is a salary for employees who have been working for a month. However, in order to provide fair salary to all employees, the company must determine the criteria for providing salary. By using fuzzy logic, wages can be determined by going through the following stages: Fuzzification, Formation of the knowledge base, Fuzzy Inference, and Defuzzification. One of the fuzzy logic methods that can be used is the Tsukamoto method, where this method has an output in the form of firm values. To determine the salary, the data is collected from the Central Statistics Agency website in accordance with the criteria to be examined. With this research, employers can use the calculations from this research to determine salary salaries for their employees quickly, well, and precisely. So that the problem of determining the wages of their employees' salaries can be resolved properly.
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Azizah, Nur, Sri Rahayu, and Bekti Undari. "Prototype Android Based Payroll Monitoring Application at PT. Anugrah Distributor Indonesia." CCIT Journal 13, no. 1 (February 5, 2020): 56–63. http://dx.doi.org/10.33050/ccit.v13i1.894.
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A Salary is a form of wages or rewards from rights granted by companies to employees. Usually, salaries are given to workers also differ according to position and class level. At PT Anugrah Distributor Indonesia is one of the companies engaged in retail sales. The amount of wages varies as well as determining commissions for each sales process from each unit. Become a complexity factor in determining the amount and salary for employees. In the process of recording and calculating salaries so far using Ms. Excel. Where accountants (finance) as data processors have a central role in processing them experiencing delays in displaying data. The results of the management process and salary reports are in the form of paper and files (softcopy). Delays in displaying data have an impact on the salary that must be reported by the leadership. From these problems, problem-solving is obtained by making an android-based payroll monitoring application prototype, can display salary data and make it easier for leaders to see the salary that has been reported anytime and anywhere. This research was made using observation methods, interview methods, SWOT analysts and literature studies. Using UML as a modeling design.
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Williams, Colin. "Cross-National Variations in the Under-Reporting of Wages in South-East Europe: A Result of Over-Regulation or Under-Regulation?" South East European Journal of Economics and Business 7, no. 1 (April 1, 2012): 53–61. http://dx.doi.org/10.2478/v10033-012-0005-7.
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Cross-National Variations in the Under-Reporting of Wages in South-East Europe: A Result of Over-Regulation or Under-Regulation?This paper seeks to explain the cross-national variations in the tendency of employers in South East Europe to under-report the wages of their employees by paying them two wages, an official declared salary and an additional undeclared envelope wage. Reporting the results of a 2007 Eurobarometer survey of this practice undertaken in five South East European countries, the finding is that the commonality of this illicit wage practice markedly varies cross-nationally, with 23 percent of formal employees in Romania but just 3 percent in Cyprus receiving an under-reported salary. Finding that the under-reporting of wages is more prevalent in neo-liberal economies with lower levels of state intervention and less common in more ‘welfare capitalist’ economies in which there is greater state intervention in work and welfare, the resultant conclusion is that the under-reporting of employees wages by employers is correlated with the under- rather than over-regulation of work and welfare.
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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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Darmawan, Kusnanto. "SALARY: DOES AFFECT EMPLOYEE MOTIVATION AND PERFORMANCE?" International Journal of Accounting and Management Research 1, no. 2 (April 5, 2021): 46–51. http://dx.doi.org/10.30741/ijamr.v1i2.642.
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Work is a mandatory thing that must be done to meet human needs. People work to make ends meet. One of the necessities of life can be fulfilled by means of income, namely wages or salaries. To get wages or salaries we are required to work professionally with the consequences of getting a bigger income. The purpose of this study was to determine and analyze the salary on work motivation and employee performance of UD. Sido Makmur Lumajang. population is all employees at UD. Sido Makmur Lumajang, as many as 35 employees. The sampling method used in this study was saturated samples. Methods of data analysis using Simple Linear Regression. The result of this research is that there is a relationship between salary and work motivation and employee performance.
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Šilingienė, Violeta, Dalia Stukaitė, and Gintautas Radvila. "Darbo užmokestį lemiantys veiksniai: Lietuvos žemės ūkio sektoriaus atvejis." Management Theory and Studies for Rural Business and Infrastructure Development 37, no. 2 (June 17, 2015): 297–309. http://dx.doi.org/10.15544/mts.2015.27.
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In the scientific literature the problematic of the salary and wage gets a lot of attention, however mostly of research is limited either by modeling of the theoretical determinants that determine the level of wages or by analyzing the effect of separate individual determinants on the level of company or a specific occupation. Meanwhile, on the sector, as well as on the agricultural sector, level there is not much of research or they are fragmented. The scientific problem of the article: what external determinants have a significant impact on the level of wages in the agricultural sector? That implies the study objective – how the determinants affect wages of agricultural sector. The methods of the research: a systematic analysis of the scientific literature, the study and analysis of legislation, the analysis of quantitative statistical data and correlation analysis. Main results: common determinants affecting wage level are being supplemented with determinants of kind of economic activities; wages in the agricultural sector depend on all the examined determinants, however effects are different. It has been disclosed that the agricultural sector’s wages in Lithuania are more than average affected by a minimum monthly wage, capital investment and direct foreign investment; less by basic monthly salary, the number of unemployed persons and gross value added.
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Sinitsa, Arseniy L. "The Influence of the Ownership Form of the Educational Organization on the Salary of Pedagogical Employees." Economics of Contemporary Russia, no. 2 (July 17, 2019): 103–15. http://dx.doi.org/10.33293/1609-1442-2019-2(85)-103-115.
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Currently, the pace of socio-economic development is largely determined by the development level of the education system. Preschool and general education plays a special role, as they form the main features of the future workforce. The quality of the education system depends on many factors, one of which is the remuneration of pedagogical employees. The first goal of the work is to demonstrate that, despite the adoption of Presidential Decree No. 597, the salary of pedagogical employees and their standard of living continue to remain low. The second goal of the work is to analyze their wages, taking into account the ownership form of the educational organization. The article describes the basic pedagogical employees pay indicators that are presented in open databases of the statistical authorities or calculated by the author: absolute pedagogical employees’ salary and its growth; pedagogical employees’ salary as compared to the regional salary and ratio of pedagogical employees’ salary to the consumer basket of a working age adult. It is shown that in 2013–2017 the living standards of pedagogical employees as a whole has been decreasing, and the target indicator has not been reached, however, their salary markedly differs depending on the ownership form of the educational organization. In preschool education pedagogical employees of organizations in regional ownership are in the best position. Pedagogical employees of organizations in federal ownership have the best performance in general education. However, they have fairly close indices that exceed the target indicator. The most numerous pedagogical employees of municipal educational organizations are in the worst position, and their salary is far behind the wages of pedagogical employees in state-owned organizations and is well below target values.
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Bulow, Jeremy, and Jonathan Levin. "Matching and Price Competition." American Economic Review 96, no. 3 (May 1, 2006): 652–68. http://dx.doi.org/10.1257/aer.96.3.652.
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We develop a model in which firms set impersonal salary levels before matching with workers. Wages fall relative to any competitive equilibrium while profits rise almost as much, implying little inefficiency. Furthermore, the best firms gain the most from the system while wages become compressed. In light of our results, we discuss the performance of alternative institutions and the recent antitrust case against the National Resident Matching Program.
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Huesca Reynoso, Luis, and Linda Irene Llamas Rembao. "Crisis y resiliencia en género y salarios: el sector manufacturero en México y la frontera norte." Frontera norte 31 (January 1, 2019): 1–24. http://dx.doi.org/10.33679/rfn.v1i1.2051.
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This study analyzes men’s and women’s wages in the manufacturing sector on Mexico’s northern border, with a specific focus on the years 2005, 2009, and 2017. Salary profiles are estimated with spline regressions corrected for selection bias, based on disaggregated data from various issues of the National Occupation and Employment Survey (ENOE). The findings explain how women on the border enjoy an advantage over those from the rest of the country in terms of human capital. However, their wages are subject to certain glass ceilings. Men are resilient in this process and their wages recover faster than women’s.
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Demyen, Suzana, Mirela Minică, and Carmen Năstase. "THE WAGES SYSTEM IN ROMANIA – BETWEEN CONVERGENCE AND DISCRIMINATION. SUSTAINABILITY OR OVER-REGULATION?" Annals of the University of Oradea. Economic Sciences 30, no. 30 (1) (July 2021): 23–38. http://dx.doi.org/10.47535/1991auoes30(1)002.
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Abstract: The wages system in Romania is a subject of great importance. Although, apparently, the situation on the labour market has improved during the last years, compared to the member countries of the European Union there are many problems in Romania, due to an inadequate structure in the national economy, the way in which privatization and economy restructuring were performed, the mass emigration labour market, which have generated imbalances between labour supply and demand. The paper aims at highlighting the changes in the salary system in Romania in the period of post-accession to the European Union. An analysis was conducted, the official statistical data on the evolution of the average net monthly salary were detailed, differentiated by size classes of economic agents, by gender and by sectors of the national economy. Keywords: labour market, discrimination, wages, public sector, private sector
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Xiao, Lina. "Is There Racial Discrimination Within the NBA?" International Journal of Organizational and Collective Intelligence 11, no. 2 (April 2021): 1–28. http://dx.doi.org/10.4018/ijoci.2021040101.
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The paper empirically investigates the determinants of salaries and playing time for NBA players, especially aiming to re-examine the existence and trend of racial discrimination on players' wages. This study employs the technique of multiple regression model and the Oaxaca decomposition based on the most recent unbalanced panel data set consisting of 767 White players and 1,234 Black players with a total of 13,372 player-year observations from 1984 to 2019 NBA seasons. The empirical conclusions suggest that Black players seem to receive a higher salary and more playing time than that of their White counterparts, ceteris paribus, indicating the existence of racial discrimination within NBA. Additionally, in contrast with findings of previous literature, racial wage bias persists even becomes more severe over time according to the regression analysis. Furthermore, Oaxaca technique shows that NBA player characteristics such as education, height, positions, and so on indeed play roles in determining players' wages, but these premarket factors only account for a small percentage of salary gaps between Black and White players while the majority part of their salary differences is explained for racial discrimination.
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Dohmen, Thomas J. "Performance, seniority, and wages: formal salary systems and individual earnings profiles." Labour Economics 11, no. 6 (December 2004): 741–63. http://dx.doi.org/10.1016/j.labeco.2004.01.003.
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Hipkin, I. B. "A comparison of actual and minimum wages in the iron and steel industry (1978-1983)." South African Journal of Business Management 21, no. 1/2 (March 31, 1990): 40–46. http://dx.doi.org/10.4102/sajbm.v21i1.915.
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In 1983 two million employees in South Africa were subject to minimum wages in terms of industrial council or wage board legislation. Studies of wage determination have been hampered by the lack of knowledge of actual wage rates. This paper compares the wage rates as laid down by the Industrial Council for the Iron. Steel, Engineering and Metallurgical Industry with the wages contained in a national salary survey, the latter representing 'actual' market wages. A job evaluation system has been used as the basis of comparison between the minimum and market rates. Both minimum and actual wages display similar characteristics in that the lowest levels have received the greatest (real) increases over the period under consideration. The upper skilled levels have seen a decrease in wages in real terms, with increases in actual wages being lower than the rates at which the minimum rates have increased. Explanations are sought both from an economic and a socio-political point of view.
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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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Yaldo, L., and L. Shamir. "Computational Estimation of Football Player Wages." International Journal of Computer Science in Sport 16, no. 1 (July 1, 2017): 18–38. http://dx.doi.org/10.1515/ijcss-2017-0002.
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AbstractThe wage of a football player is a function of numerous aspects such as the player’s skills, performance in the previous seasons, age, trajectory of improvement, personality, and more. Based on these aspects, salaries of football players are determined through negotiation between the team management and the agents. In this study we propose an objective quantitative method to determine football players’ wages based on their skills. The method is based on the application of pattern recognition algorithms to performance (e.g., scoring), behavior (e.g., aggression), and abilities (e.g., acceleration) data of football players. Experimental results using data from 6,082 players show that the Pearson correlation between the predicted and actual salary of the players is ~0.77 (p < .001). The proposed method can be used as an assistive technology when negotiating players salaries, as well as for performing quantitative analysis of links between the salary and the performance of football players. The method is based on the performance and skills of the players, but does not take into account aspects that are not related directly to the game such as the popularity of the player among fans, predicted merchandise sales, etc, which are also factors of high impact on the salary, especially in the case of the team lead players and superstars. Analysis of player salaries in eight European football leagues show that the skills that mostly affect the salary are largely consistent across leagues, but some differences exist. Analysis of underpaid and overpaid players shows that overpaid players tend to be stronger, but are inferior in their reactions, vision, acceleration, agility, and balance compared to underpaid football players.
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Raut, Nirmal Kumar. "Setting National Minimum Wages for Nepal: A Need-Based Approach." Economic Journal of Nepal 42, no. 1-2 (June 30, 2019): 17–33. http://dx.doi.org/10.3126/ejon.v42i1-2.35900.
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Method of setting minimum wages has been a debatable issue across the world. Various countries have adopted various methods of minimum wage determination process primarily formulas, government rate setting, union bargained rates, and rate recommended by an expert body. International Labour Organization (ILO) puts forth that the process of setting-up minimum wages should be scientific and accommodative of the needs of the workers and their families. Although minimum wages remains an utmost prority as a redistributive tool, studies shows that its fixation are mostly driven by political interest of the incumbent government and the interest of the private sector. Nepal is not an exception to this. This paper attempts to propose a need based method of setting minimum wages for Nepal. In addition to the food and non-food information, unlike previous need based approaches, this study uses housing information from the nationally representative household survey to derive the minimum wages for Nepal. The minimum monthly salary/wages at 2019/20 prices per household is estimated at NRs. 21799 and daily wages is estimated at NRs. 838.43.This study is expected to guide policy makers in setting evidence-based minimum wages for Nepal.
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Kovalenko, E. Y., and O. A. Shavandina. "TOPICAL ISSUES OF LEGAL AND ECONOMIC REGULATION OF WAGES OF ATHLETES IN RUSSIA AND FOREIGN COUNTRIES." Russian-Asian Legal Journal, no. 4 (December 28, 2020): 50–55. http://dx.doi.org/10.14258/ralj(2020)4.8.
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Currently, one of the important areas of sustainable development in the Russian Federation is thedevelopment of physical culture and sports, which contributes to an increase in the population of the country,an increase in the standard of living of citizens, the creation of comfortable conditions for their residence, aswell as opportunities for self-realization and disclosure of the talent of each person. The article is devotedto the development of legal and economic regulation of wages of athletes. In addition, the paper analyzesthe most discussed theoretical issues of legal regulation of labor relations in sports to attract attention fromthe state and the business community. In accordance with the norms in force in the Russian Federation, thesalary of workers in the sports industry includes three main components: the official salary, compensationand incentive payments. When it comes to professional athletes and coaches, incentive payments are usuallyrelated to achievements and results (for example, the number of points earned, the number of goals scoredor assists, etc.). A feature of the remuneration of athletes with high achievements is a large gap in the size ofthe official salary and bonus (incentive) payments. The bonus part of wages, being a variable, is of interestfor scientific research from the point of view of its (incentive payments) legal regulation, economic analysisand financial calculation. According to the authors, the salary of athletes and their coaches is influenced bya large number of factors that are indicators of the individual achievements of athletes. An additive modelof the formation of the wage fund of a sports organization (club, team) will determine the significanceof factors affecting the wages of athletes. The authors come to the conclusion that in modern conditions,modeling the wage fund of a sports organization as a whole will allow to determine and take into account theimportance of individual indicators (indicators, achievements) of professional athletes and their influenceon the formation of the bonus part of wages.
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Quan, Jing ("Jim"), Ronald Dattero, Stuart D. Galup, and Kewal Dhariwal. "The Determinants of Information Technology Wages." International Journal of Human Capital and Information Technology Professionals 2, no. 1 (January 2011): 48–65. http://dx.doi.org/10.4018/jhcitp.2011010104.
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Anchoring this work to the classical human capital theory, the authors examine the effects of various human capital factors on IT professional compensation. Dividing IT salary into LOW (<$75,000) and HIGH (>=$75,000) ranges and using binomial logistic regression analysis, this paper estimates the effects of IT experience, education, IT degrees, IT certifications, and managerial positions on the probabilities of earning low wages in comparison to high wages, while controlling for industry type, organization size and location, gender, and marital status. Results indicate that the most important factors associated with high salaries are managerial positions, IT experience, education, and organization size. Practical advice is given on how IT professionals can employ these results to increase their compensation.
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Knoppers, Annelies, Barbara Bedker Meyer, Martha Ewing, and Linda Forrest. "Gender and the Salaries of Coaches." Sociology of Sport Journal 6, no. 4 (December 1989): 348–61. http://dx.doi.org/10.1123/ssj.6.4.348.
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This study examined salary differences between female and male Division I college coaches using three approaches. The human capital approach contends that salary differences are rooted in differences in qualifications. In contrast, a structural approach argues that gender differences in salary are associated with the gender ratio, the proportion of women to men in an occupation. The third approach, capitalist patriarchy, sees the gender wage gap as a function of the intersection of capitalism and patriarchy. We explored each of these approaches and found the greatest support for the latter. Coaches’ wages seemed to be determined for both women and men by both gender and type of sport. Additionally, gender ratio was positively related to the salaries for men only. We discuss the findings as well as their implications for the setting of first-year salaries and the ways in which salary differentiation can be an example of the manner in which gender relations are constructed in sport.
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Басовский, Leonid Basovskiy, Панин, and Vladimir Panin. "Economic Assessment of University Graduates’ Education Quality." Economics 4, no. 1 (February 18, 2016): 4–7. http://dx.doi.org/10.12737/17716.
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The quality of education as an economic good can be estimated through
profitability of human capital formed in the education system. wages of college
graduates can be used for science-based evaluation of the quality of higher
education. Ministry of Education and Science monitors the employment
of graduates and provides data on the amount of wages. A representative
evaluation of the quality of education lies in the ratio of wages of college graduates
to the average salary at their places of employment. The assessment shows that
the quality of education in the metropolitan area is not the highest in the country.
Obtaining quantitative estimates of the quality of higher education provides the
foundation for effective quality management systems.
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Sin, Isabelle, Bronwyn Bruce-Brand, and Charlotte Nesta Louise Chambers. "The gender wage gap among medical specialists: a quantitative analysis of the hourly pay of publicly employed senior doctors in New Zealand." BMJ Open 11, no. 4 (April 2021): e045214. http://dx.doi.org/10.1136/bmjopen-2020-045214.
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ObjectivesTo estimate the gender gap in hourly wages earned by medical specialists in their main jobs after controlling for age, number of hours worked and medical specialty.DesignObservational using governmental administrative and survey data.SettingNew Zealand public employed medical workforce.Participants3510 medical specialists who were employed for wages or a salary in a medical capacity by a New Zealand district health board (DHB) at the time of the March 2013 census, whose census responses on hours worked were complete and can be matched to tax records of earnings to construct hourly earnings.Main outcome measuresHourly earnings in the DHB job calculated from usual weekly hours worked reported in the census and wage or salary earnings paid in the month recorded in administrative tax data.ResultsIn their DHB employment, female specialists earned on average 12.5% lower hourly wages than their male counterparts of the same age, in the same specialty, who work the same number of hours (95% CI 9.9% to 15.1%). Adding controls for a wide range of personal and work characteristics decreased the estimated gap only slightly to 11.2% (95% CI 8.6% to 13.8%). At most, 4.5 percentage points can be explained by gender differences in experience at the same age.ConclusionsMale specialists earn a large and statistically significant premium over their female colleagues. Age, specialty and hours of work do not appear to drive these wage gaps. These findings suggest that employment agreements that specify minimum wages for each level of experience, and progression through these levels, are insufficient to eliminate gender wage gaps between similar men and women with the same experience.
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Baldynova, Evgeniia, and Svetlana Malyutina. "Comparative Analysis of Average Monthly Real Pay of Corporate Employees in Irkutsk Oblast in Terms of Types of Economic Activity." Известия Байкальского государственного университета 28, no. 3 (September 3, 2018): 409–18. http://dx.doi.org/10.17150/2500-2759.2018.28(3).409-418.
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The rate of salary and remuneration as monetary compensation for labour depends on many factors that can be combined into the following groups: territorial, organizational and legal, gender, professional and educational, etc. The article examines the dependence of the average monthly real wage on the type of economic activity. In addition, the authors study the dynamics and degree of variation of the average monthly real wages in terms of types of economic activity in Irkutsk Oblast. Having analyzed the real average monthly wages by types of economic activity, the authors categorized them into several groups according to their scale.
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Kim, Dongwoo, Cory Koedel, and P. Brett Xiang. "The trade-off between pension costs and salary expenditures in the public sector." Journal of Pension Economics and Finance 20, no. 1 (January 10, 2020): 151–68. http://dx.doi.org/10.1017/s1474747219000362.
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AbstractWe examine pension-cost crowd out of salary expenditures in the public sector using a 15-year data panel of state teacher pension plans spanning the Great Recession. While there is no evidence of salary crowd out prior to the Great Recession, there is a shift in the post-recession years such that a 1% (of salaries) increase in the annual required pension contribution corresponds to a decrease in total teacher salary expenditures of 0.24%. The effect operates through changes to the size of the teaching workforce, not changes to teacher wages. An explanation for the effect heterogeneity pre- and post-recession is that public employers are less able to shield the workforce from pension costs during times of fiscal stress. This problem is exacerbated because unlike other benefit costs, such as for health care, pension costs are countercyclical.
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Kovalev, L., and I. Kovalev. "Issues of rationing and determining the total costs of technical service of livestock equipment." Normirovanie i oplata truda v sel'skom hozyajstve (Rationing and remuneration of labor in agriculture), no. 3 (March 1, 2020): 12–20. http://dx.doi.org/10.33920/sel-06-2003-02.
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The most important main points of the improved methodology for determining the costs of maintenance and repair of livestock equipment with the use of a number of standards are considered, the features of accounting and planning of this type of work (technical service of livestock equipment) are noted. The general provisions of the methodology for calculating the basic salary are given, depending on the choice of the form of payment for labor by the service for maintenance and repair of livestock equipment. To simplify these calculations, a justification is given for establishing a single general coefficient that takes into account accruals on the basic salary of workers when performing various types of work by specialists of farms (accrual of additional wages of workers, deductions for social insurance and the level of overhead costs from the basic salary) , etc.
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Prasetya, Dhanny Indra, Isa Ma’rufi, and Reny Indrayani. "Determinan Stres Kerja Pada Penjaga Palang Pintu Rel Kereta Api Resmi Resort 9.6 Daerah Operasi IX Di Kabupaten Jember." Jurnal Kesehatan 6, no. 2 (April 18, 2019): 76–82. http://dx.doi.org/10.25047/j-kes.v6i2.13.
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Abstract Transportation sector development is one of the sub sectors that is important to support economic development. Poor transportation sector will develop human activities. One type of transportation is a train that has a special line and avoid congestion, Sometimes the train also cut off the highway, so the railway door is made to function to secure the train journey and guarded the door keepers. The problem in the concern at PT KAI is human error, One example of human error is a door keepers undisciplined in closing the railway door gates. One of the danger areas is Jember Regency which is located in DAOP IX, it is because Jember Regency had the most railway door in DAOP IX and has many crossings in the settlement area. The results of observations before the study found some workers who show symptoms of work stress. Jember regency had 12 official railway door and there are 47 door keepers who are all male. The door keepers are mostly 25-40 years old, have a working period of 1-5 years, have married marriage status, and have children <3, have wage / salary Rp.1.500.000-Rp.3.500.000, almost half of the respondents experienced fatigue and severe stress. The results of the study found there is a relationship between age, employment, marital status, wages / salary with work stress, but fatigue and wages/salary are not related to work stress.Keywords: Work Stress, Human error, Door keepers.
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Chari, Anusha, Peter Blair Henry, and Diego Sasson. "Capital Market Integration and Wages." American Economic Journal: Macroeconomics 4, no. 2 (April 1, 2012): 102–32. http://dx.doi.org/10.1257/mac.4.2.102.
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For three years after the typical emerging economy opens its stock market to inflows of foreign capital, the average annual growth rate of the real wage in the manufacturing sector increases by a factor of three. No such increase occurs in a control group of countries that do not liberalize. The temporary increase in wage growth drives up the level of the average worker's annual compensation by US $487—an increase equal to nearly one-fifth of their annual pre-liberalization salary. Overall, the results suggest that trade in capital may have a larger impact on wages than trade in goods. (JEL E25, E44, F16, F43, G18, O16)
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Popkov, A. A. "Evaluation of the effectiveness of the wages (salary) in organizations of higher education." SOCIAL & LABOR RESEARCHES 35, no. 2 (2019): 51–57. http://dx.doi.org/10.34022/2658-3712-2019-35-2-51-57.
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Gutsalenko, L. V., and D. O. Mokiienko. "Modern remuneration system in foreign country." Bioeconomics and Agrarian Business 11, no. 1 (May 29, 2020): 40–47. http://dx.doi.org/10.31548/bioeconomy2020.01.040.
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The article describes the formation features of modern remuneration systems, taking into account the main aspects and methods of labour organization in foreign countries. It also determines the requirements for compulsory salary increase in certain foreign countries. The article focuses on the observers’ forecast of remuneration level changes and the formation of five trends in employee salary and additional payments, such as: regular bonus payments for performance; transparent remuneration; more employees will receive bonuses; analysis of equity aimed at remuneration payments; the formation by states of their own minimum wage policy. It notes that there has been a positive economic change and an increase in demand among states due to increased political influence on the establishment of minimum wages. The data on the minimum wage for January 2020 has been studied and it was pointed that in 2020 Ukraine took the fifteenth place out of 54 countries in the growth rating of minimum wages in the world. Moreover, the main components of the system used at enterprises to provide incentives and increase productivity of employees have been determined. It is also noted that in some foreign countries there is a tendency to regulate and establish maximum wages of intellectual workers. The article gives a comparative analysis of wages of intellectual workers versus manual workers; and it indicates that the wages of intellectual workers are on average higher than wages of manual workers: in Germany – by 20%; in Italy and Denmark — by 22 %; in Luxembourg — by 44 %; in France and Belgium — by 61 %. In comparison with qualified workers, craftsmen earn more: in Germany – by 15%; in the Netherlands — by 23 %, in France— by 30 %, in Belgium — by 40 %. In the United States, lower-level executives (craftsmen, group and sector leaders) have an annual income on average 1.5 times higher than an annual income of manual workers. The article points out that foreign countries tend to use and combine various remuneration systems, each of which consists of two parts: basic (permanent) and additional (variable). It has been suggested to improve and develop new approaches to provide incentives for employees of domestic enterprises that will have a positive impact on their performance.
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Carvajal, Manuel, Ioana Popovici, and Patrick Hardigan. "Pockets of Inequality in the Distribution of U.S. Pharmacists’ Wages and Salaries: A Gender Comparison." INNOVATIONS in pharmacy 10, no. 1 (March 26, 2019): 16. http://dx.doi.org/10.24926/iip.v10i1.1393.
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Background: The literature contains conflicting arguments regarding inequalities in the distribution of U.S. pharmacists’ wages and salaries and the existence of a gender earnings gap. Some authors argue that the dispersion is small compared to other professions and there is no gap; others report that after controlling for number of hours worked, human-capital stock, and job-related preferences, male pharmacists earn higher wages and salaries than female pharmacists.
Objectives: Estimate the central tendency and spread of wages and salaries of pharmacists practicing in the U.S., compare earning levels of male and female pharmacists, and examine the pockets of inequality within each gender.
Methods: The study used self-reported survey data collected from a random sample of licensed pharmacists practicing throughout the United States. The sample consisted of 375 men and 279 women. Means and standard deviations of wage-and-salary earnings for male and female pharmacists were estimated by age, number of hours worked, years of professional experience, marital status, type of pharmacy degree, main role as pharmacist, and type of practice site. The spread of wages and salaries within gender was analyzed using the Gini coefficient.
Results: A total of 654 pharmacists provided answers to all relevant questions in the questionnaire (28.9% response rate). Wages and salaries of male pharmacists exceeded those of female pharmacists, but the gap was restricted to practitioners with selected characteristics–older, married, with more experience, whose primary role was dispensing medications, and practicing in a hospital setting. The greatest wage-and-salary inequalities were observed among older pharmacists, with more years of professional experience, and whose primary role was dispensing medications. Different gender-specific pockets of inequality were identified in all variables studied and all categories within these variables.
Conclusion: The seemingly smooth gender-specific distribution of earnings in the pharmacy profession might be the result of opposing trends by different groups of practitioners that cancel each other when analyzed aggregately. By estimating the wages and salaries for selected categories of pharmacists and examining the pockets of inequality within each gender, this study shed light into recent labor market developments and will hopefully stimulate further research into the dynamics of the pharmacist workforce.
Article Type: Original Research
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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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Khairova, D., and A. Shmakova. "Grades System as a Tool to Improve Personnel Efficiency of Uzbekistan Oil and Gas Complex." Bulletin of Science and Practice 7, no. 8 (August 15, 2021): 275–79. http://dx.doi.org/10.33619/2414-2948/69/31.
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It is undeniable that the labor market is an important component of the market economy. Among the many components of the labor market, the key place is occupied by the cost of labor, from which its price is subsequently formed and the economic nature of wages is justified. Today, wages are the main source of income, and therefore a powerful incentive to increase labor productivity in general. Every year, taking into account the requirements of time, the form of remuneration in our country undergoes major changes. This article proposes as a tool to increase the efficiency of the staff of the oil and gas complex of Uzbekistan to introduce the most promising form of salary calculation — the grading system.
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Mortikov, Vitalii. "About surplus of the buyer/seller in the labor market." Population 24, no. 2 (June 29, 2021): 109–19. http://dx.doi.org/10.19181/population.2021.24.2.10.
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The objective of the article — to analyze not only microeconomic, but macroeconomic aspects of surplus of the buyer/seller in the labor market, to research economic policy oriented on its redistribution. The concept of employer/employee surplus in the labor market is clarified. This surplus is a socio-economical phenomenon, some noneconomic factors must be taken into account in researching it. The influence of inflation, social and age characteristics, changes in the market positions of labor market subjects on their salary offers and surplus has been determined. It makes sense to differentiate between nominal and real surplus, fixed surplus and surplus that can be influenced. The article presents grouping of job advertisements based on salary formulation. Informational aspects of the identifying economic surplus are considered. The author proposes direct and indirect indicators to reveal the changes in economic surplus: wage proposals in the vacancy announcements, salary reviews, resume data, population polls, prices for services of individual entrepreneurs, dynamics of unemployment and shadow employment etc. Potential of the government policy on surplus redistribution and the regulation of employer/employee behavior is substantiated. Some instruments aimed at such redistribution through incomes of employers, employees are proposed: minimum wages regulations, changes in taxation (personal income taxation, wage taxes); indexation of personal incomes, subsidization of wages, antimonopoly and administrative regulation of prices. The government can also influence the behavior of surplus receivers through immigration policy. The influence of some instruments on surplus regulation is contradictory. Minimum wage regulations can increase and decrease the surplus at the same time.
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Honchar, Liubov, Svitlana Harna, and Antonina Shnurko. "Actual issues of the current state of wages in Ukraine." INNOVATIVE ECONOMY, no. 5-6 (August 2019): 139–43. http://dx.doi.org/10.37332/2309-1533.2019.5-6.19.
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Purpose. The aim of the article is to research the topical problems of the current state of wages in Ukraine, identification of the primary causes of low wages and determination of ways of their solution. Methodology of research. Methodological basis for the study was the scientific methods of cognition, based on a systematic approach to solving the tasks. A number of general and special scientific methods of research is used to achieve this goal and to obtain the results of the research: dialectical; monographic (when working on scientific publications); systematic analysis (when examining the state of wages in Ukraine); method of analogies and comparisons (in the study of minimum wages of EU countries); comprehensive analysis (in formulating conclusions and proposals for solving problems) and others. Findings. The problematic issues of the current state of wages in Ukraine are investigated. The optimal ways of solving the problem of wages in our state, among which are the following: study of the leading Western experience; active participation of the state in the regulation of remuneration; improving the tariff system and normalization of labour; increase part of wages in the cost products (through wage deduction); reducing the amount of arrears of wages and salaries, etc. Originality. Complex approach to solving problematic wages of workers in our state, which allowed highlighting the possibility of qualitative improvement of its condition and creating a basis for increasing the interest of employees to high-performance work in the near future, is used in the article. Practical value. These suggestions will provide an opportunity to overcome the problems of the current state of wages in Ukraine. Key words: cost of living; wages; arrears; salary; labour productivity; labour force; functions of wages.
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Golovchin, М. A. "Implementation of the Principle of Decent Wages in Russian Education: Economic and Statistical Study." Voprosy statistiki 28, no. 3 (June 29, 2021): 15–30. http://dx.doi.org/10.34023/2313-6383-2021-28-3-15-30.
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The article presents the results of economic and statistical study assessing the implementation of the principle of decent wages for employees in general education. According to the author, at present, determining the amount of funding for teachers’ salaries is caught in the trap of using the basic criterion defined as the «average salary in the region», which does not allow a significant part of specialists to receive decent remuneration for their work and provokes a high staff turnover. In order to eliminate negative trends, the author proposed adjusting the principle for payment of salaries for school teachers, with an emphasis on increasing the minimum wage rather than the average wage. The study proposes a modified method for calculating the leading coefficient. This indicator makes it possible to correlate the growth rates of teachers' salaries with the basic (starting) conditions prevailing in the regions at the beginning of the implementation of the Decree of the President of the Russian Federation No. 597 of 7 May 2012 «On Measures for the Implementation of State Social Policy» and also takes into account the uneven distribution of the salary fund for school teachers (by comparing the achievement of the May decree target in regions with the number of specialists receiving a minimum salary or less). The modified methodology was tested on statistical data for 83 constituent entities of Russia. The approbation showed that in 2019 11 constituent entities of the Russian Federation could not provide even the minimum conditions for a decent salary for all school teachers (in 2015, they included 3 territories, in 2017 – 13). All the necessary conditions for the implementation of the principle of decent salaries are created only in three constituent entities of the Russian Federation. The conclusion summarizes possibilities of practical use of regional experience in the implementation of the «All included» model (based on the establishment of a single salary for all professional activities in the school) to improve the planning of teachers' salaries in the constituent entities of the Russian Federation.
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Andarwati, S., T. Haryadi, and L. E. Noviani. "Pengaruh Karakteristik Psikografi terhadap Prestasi Kerja Anak Kandang pada Perusahaan Peternakan Ayam Broiler Skala Menengah di Kecamatan Tempel." Sains Peternakan 12, no. 1 (February 6, 2017): 39. http://dx.doi.org/10.20961/sainspet.12.1.39-48.
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This study aimed to determine the effect of psychographic characteristics toward the job achievment of poultrymen at medium scale broiler company in the Tempel District. The respondent was determined by judgement method. The number respondents were about 30 poultrymen whose at least 1 year experience to work. The measurement of psychographic characteristics consists motivation to achieve, perseption of work level and perception of salary based on Likert scale. The achievement of poultrymen were measured by the feed convertion ratio and the mortality of broilers kept by poultrymen. The analysis of psychographic characteristics influence toward job achievement was binomial logistic regression analysis. The results showed that poultrymen had high achievement motivation at 66.67%, middle motivation 30%, low motivation 3.33%. The poultrymen perception about job status, that were about 50% for high and 50% for low level. They also had perception about fair wages that is about 64% and 36 for unfair wages. The poultrymen job achievement were about 66.67% for high level and 33.33% for low level. There was significantly(P≤0,05) between psychographic characteristics with the job achievement of poultrymen. The conclusion of this research were the higher psychographic characteristics these consist of motivation to achieve, perception of work level and perception of salary tended to have of high achievement of poultrymen.
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Andarwati, S., T. Haryadi, and L. E. Noviani. "Pengaruh Karakteristik Psikografi terhadap Prestasi Kerja Anak Kandang pada Perusahaan Peternakan Ayam Broiler Skala Menengah di Kecamatan Tempel." Sains Peternakan 12, no. 1 (February 6, 2017): 39. http://dx.doi.org/10.20961/sainspet.v12i1.4778.
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This study aimed to determine the effect of psychographic characteristics toward the job achievment of poultrymen at medium scale broiler company in the Tempel District. The respondent was determined by judgement method. The number respondents were about 30 poultrymen whose at least 1 year experience to work. The measurement of psychographic characteristics consists motivation to achieve, perseption of work level and perception of salary based on Likert scale. The achievement of poultrymen were measured by the feed convertion ratio and the mortality of broilers kept by poultrymen. The analysis of psychographic characteristics influence toward job achievement was binomial logistic regression analysis. The results showed that poultrymen had high achievement motivation at 66.67%, middle motivation 30%, low motivation 3.33%. The poultrymen perception about job status, that were about 50% for high and 50% for low level. They also had perception about fair wages that is about 64% and 36 for unfair wages. The poultrymen job achievement were about 66.67% for high level and 33.33% for low level. There was significantly(P≤0,05) between psychographic characteristics with the job achievement of poultrymen. The conclusion of this research were the higher psychographic characteristics these consist of motivation to achieve, perception of work level and perception of salary tended to have of high achievement of poultrymen.
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Vasiliev, Denis I., Élyar É. Gasanov, and Valerii B. Kudryavtsev. "On stabilization of an automaton model of migration processes." Discrete Mathematics and Applications 30, no. 2 (April 28, 2020): 117–28. http://dx.doi.org/10.1515/dma-2020-0011.
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AbstractA dynamic system of cities with migrants is considered. The wage function is each city depends on the number of migrants in the city. The system is modeled by an automaton whose state is the vector consisting of the numbers of migrants in the cities. The transition function of the automaton reflects the conditions for transfers of migrants between cities. The system stabilizes if the moves are stopped at some point. We find conditions for stabilization of such system depending on the restrictions on the wage function and the automaton transition function. It is shown that if the functions of wages are strictly decreasing, if their ranges are disjoint, and if the transition function is defined so that a migrant moves to another city if and only if its salary increases, then the system necessarily stabilizes and its final state depends only on the total number of migrants and does not depend on their initial distribution over the cities. However, if the transition function is changed so that a migrant moves also if its salary is preserved, but the total wages in all cities are increased, then a monotonous decrease in the wage functions is sufficient for stabilization of the system.
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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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Bogacheva, O. V., and O. V. Smorodinov. "Disbalance in Pay Structure of Employees in Federal Budgetary Institutions." Financial Journal 12, no. 6 (2020): 113–25. http://dx.doi.org/10.31107/2075-1990-2020-6-113-125.
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Among other things, the introduction of new pay systems in Russian federal institutions (2008) resulted in rapid growth of the variable part of wages. In the early 2010s, in numerous institutions this figure exceeded 50 %, and it still remains at an unreasonably high level. It is known, from the history of labor relations, that violation of balance between fixed (salary) and variable parts of wages leads to a reduction in motivation levels of employees and, as a consequence, to deterioration in productivity indicators and labor quality. In OECD countries, at the legislative level, the concepts of base and full rates of pay are introduced, and the number and size of incentive and compensation payments are optimized. The rates of base pay are regularly reviewed, taking into account changes in consumer prices and the cost of living. This practice allows a reasonable balance to be maintained between fixed and variable parts of wages. At the level of institutions, competency standards are being developed that ensure optimal differentiation in the size of the fixed part of wages and minimize the possibility of making incentive payments to employees simply for the performance of their job duties. The purpose of the article is to develop proposals for solving the problem of imbalance in the structure of wages of employees at Russian federal institutions, based on modern foreign practice in this area.
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Kremen, V. M., O. I. Kremen, and L. P. Huliaieva. "The Role of Bank Lending in the Development of Ukraine’s Economy." Problems of Economy 3, no. 45 (2020): 176–83. http://dx.doi.org/10.32983/2222-0712-2020-3-176-183.
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The purpose of the article is to analyze the situation with bank lending to the real sector and its impact on the development of Ukraine’s economy. In order to effect this purpose, the following tasks have been fulfilled: to analyze the dynamics of the total bank lending to the real sector, to analyze the structure of bank lending to non-financial corporations by loan terms and by currency; to determine the volume of loans granted to non-financial corporations in order to buy, build and reconstruct real estate property. To carry out in-depth assessment of the impact made by bank lending to the real sector on economic development, a correlation and regression analysis has been made, revealing that the increase in bank lending to non-financial corporations leads to the growth of the GDP, industrial output (in goods and services), exports, capital investment and average monthly salary and wages. It also reduces the amount of man-power employed, which may serve as the evidence of production intensification and automation caused by using loan proceeds. The polynomial function most appropriately describes the relationship between the volume of bank lending to non-financial corporations and GDP, exports and employment in 2005-2019, and the exponential function most adequately describes the relationship between the volume of bank lending to non-financial corporations and capital investment and the average monthly salary and wages.
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David, Luneta Fe S., and Anabelle S. Palic. "The Economic Implications of Compensation Package to a Business Process Outsourcing in Bacolod City." Philippine Social Science Journal 3, no. 2 (November 10, 2020): 17–18. http://dx.doi.org/10.52006/main.v3i2.222.
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As one of the most comprehensive compensation tools for motivating employees, compensation package plans are forms of payment in an organization's compensation practices associated with performance. It is generally one of the organization’s highest costs. According to the U.S. Bureau of Labor Statistics (BLS), 69.6% of a business' employee compensation expenses comprise the salaries and wages. While some costs are controllable, most employers must bear several salary-related costs beyond the base salary (Keegan, 2020). By far, there has never been any attempt to investigate the economic implications of the compensation package in terms of savings on expenditures. Hence, this study primarily intends to determine the economic implications of the compensation package to a business process outsourcing (BPO) in Bacolod City in terms of savings on expenditures. Likewise, it examines the strengths, weaknesses, threats, and opportunities of the company.
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Rudaev, Gleb S., and Sergei V. Busygin. "The Dependence of the Salary Level on the Availability of a Master’s Degree in Russia." World of Economics and Management 21, no. 1 (2021): 86–103. http://dx.doi.org/10.25205/2542-0429-2021-21-1-86-103.
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The master’s degree program is the third level of higher professional education and is available after obtaining a bachelor’s or specialist’s degree. It provides an opportunity to gain deeper knowledge in a specific field and can be useful for a successful career in many areas of activity, as well as opens the way to scientific and teaching activities. Awareness of the importance of obtaining a master’s degree by a University graduate largely depends on their expectations about possible career growth and the level of future income. Therefore, the question of a quantitative a priori assessment of the impact of the master’s degree on the level of wages, taking into account the available alternatives, seems relevant. The article considers the impact of master’s education on the salary level for the period from 2014 to 2018, and calculates a quantitative a priori assessment of this impact, taking into account certain factors such as the federal district of residence, age, etc. The study was based on data from the Russian monitoring of the economic situation and health of the population of the HSE - RLMS for the period 2014-2018. It showed that successful completion of a master’s degree directly affects the level of wages. Also, the master’s program has a small but positive time effect and has the greatest impact on wages in technologically and socially developed Federal districts. The main contribution of the work to the knowledge of the subject of research was a comprehensive study of the position of master’s education, as well as determining its impact on wages, with the calculation of a quantitative a priori assessment in various simulated situations.
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Kostarev, A. S., S. F. Zubarev, E. I. Gnitsak, and V. A. Khazhiev. "Effect of wages system on maintenance personnel performance." Mining informational and analytical bulletin, S64 (October 20, 2018): 82–88. http://dx.doi.org/10.25018/0236-1493-2018-12-64-82-88.
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Under market conditions, the weight of each employee performance increases and impacts efficiency of divisions and a company in whole. An important part in this regard belongs to the system of wages as a tool capable to kindle interest of personnel in the desired results of work. Experience shows that Russian mining companies follow the prevailing trend of raising salary level generally under influence of external factors, such as inflation. There is often no connection between rewards and results. This publication presents estimation and comparison of the main results obtained within five years-long activities on promoting concernment of machine men engaged in maintenance of vehicles in the desired quality of work.
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Bilquees, Faiz. "Real Wages of the Federal Government Employees: Trends from 1977-78 to 1991-92." Pakistan Development Review 33, no. 3 (September 1, 1994): 229–51. http://dx.doi.org/10.30541/v33i3pp.229-251.
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This paper examines the trends in aggregate emoluments of the Federal Government Employees over the period 1977-78 to 1991-92. Levels of salary and allowances are very important factors in attracting and retaining good-quality human resources in any sector of employment in an economy because they have a direct bearing on the motivation and performance of the employees. In Pakistan, despite tbe fact that government is still the largest employer. the real wages of the government servants have continuously declined over time; the top five grades are the worst-affected. Despite periodic revision of salaries, the successive pay commissions have failed to acknowledge some very obvious anomalies in the basic pay and allowances structures. These anomalies not only harm the interests of the employees, their cost to the national exchequer is also quite significant. The paper aims to provide greater awareness of the weaknesses of the existing salary structures so that they can be reformed. It makes strong recommendations on the revision of the existing patterns of renumeration, to the advantage of both the employer and the employee.
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Waliam, Armansyah. "Upah Berkeadi lan Ditin jau dari P erspektif Islam." BISNIS : Jurnal Bisnis dan Manajemen Islam 5, no. 2 (February 9, 2018): 265. http://dx.doi.org/10.21043/bisnis.v5i2.3014.
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This study is motivated by the popular use of human power in human civilization and in accordance with its nature as a creature of god that needs each other. The need for more manpower to spur the growth of production that ultimately the utilization of human labor is identical to the work and wages provided by the company. While the government sees wages, on the one hand to ensure the fulfillment of a decent life for workers and their families, increases employee productivity and increases people’s purchasing power, on the other hand to promote business progress and competitiveness. This study uses a qualitative approach with literary research nuances. The study also aims to provide answers to wage polemics, in which workers hold that wages are a source of income to meet the needs of himself and family and a reflection of job satisfaction. It is therefore necessary to provide salary or wage solutions in Islamic perspective. The results of this study indicate that wages in Islam are compensation received by workers for the benefits of work done properly and correctly, in the form of material and reward based on the principles of al-’adl and morals with respect to humanity aspect. Based on the principle of justice and morals, the excess wages in Islam is closely related to the principle of morality that is able to meet basic needs, education, and health security well and honorable, so that wages are not only limited to mere material (dimension of the world) but penetrate the limits of life, the dimension akherat .
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Kuchenkova, A. V. "Employment precarization as a factor of wages differentiation and social wellbeing." RUDN Journal of Sociology 21, no. 1 (December 15, 2021): 84–96. http://dx.doi.org/10.22363/2313-2272-2021-21-1-84-96.
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Employment conditions (form of labor relations, social security, (un)stability of wages, informal payments, etc.) are a key factor of the social-economic differentiation in the contemporary Russian society, which determines the need to clarify the relationship between the workers position in the labor market and ones earnings. There are many empirical assessments of wage losses for various types of non-standard employment (informal, temporary, part-time, casual, etc.); however, each type is just one manifestation of precarization (as non-guaranteed and unstable employment), which does not present this phenomenon in general. The author considers the relationship between precarization and wages. Based on the data of the all-Russian survey of the working population (2018), the author argues that not all but some features of precarization (lack of indefinite term employment agreement, sick leave and vacation pay) are associated with a lower salary; only a high level of precarization (three or more its features together) significantly reduces wages. Despite the fact that this relationship is partly mediated by the level of education of the employee, precarization still has an independent negative impact on wages. Groups of workers with a high and low level of precarization are heterogeneous in wages which can compensate for the disadvantages of the unstable and non-guaranteed employment situation. Thus, workers can be divided into four groups according to their employment precarization and salaries, which determine their social well-being. The unstable group with wages below average shows the lowest level of subjective well-being and social optimism both in life in general and in assessing the labor sphere. The unstable group with wages above the average declares a lower level of social well-being than the stable group with wages below the average, i.e., higher wages do not compensate for the negative consequences of precarious employment which worsens social well-being even provided wages above the average.
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Garcia, Edna. "Laboratory Personnel Salary Outlook: Increased Need to Recognize Skills, Training, and Experience When Assessing Wages." Critical Values 10, no. 3 (June 22, 2017): 18–22. http://dx.doi.org/10.1093/crival/vax012.
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Jones, J. C. H., S. Nadeau, and W. D. Walsh. "The wages of sin: Employment and salary effects of violence in the national hockey league." Atlantic Economic Journal 25, no. 2 (June 1997): 191–206. http://dx.doi.org/10.1007/bf02298385.
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Миргород, Екатерина, Ekaterina Mirgorod, Лидия Архипова, and Lidiya Arkhipova. "Basic Aspects of Macroeconomic of Wage ControlAsan Indicatorof the Economic Resilience of Russia." Scientific Research and Development. Economics 5, no. 4 (September 7, 2017): 31–39. http://dx.doi.org/10.12737/article_59816b94e59460.46423677.
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The article deals with the issues of state and collective-contractual salary regulation, as the most important indicators of the sustainability of the socioeconomic development of the Russian Federation. The basic proportions in remuneration of labour in Russia and tendencies of their change in the light of their influence on the stability of the development of regions, the well-being of the population are analysed. The relationship between low size and wage imbalances and the scale of population poverty and social inequality is shown. The methods and instruments of regulation are described, the use of which would contribute to the creation of economic and organizational conditions for the formation of fair and decent wages. The territorial features of the ratio of wages and the value of the subsistence minimum are presented as an indicator of the differentiation of regions in terms of the standard of living of the population.