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Value-based healthcare aims to improve efficiency and value for patients. Value-based payment models are a form of provider reimbursement to achieve this. Studies on these models have found positive results, but may be biased by unintended consequences, such as risk selection. Risk selection is a multi-dimensional phenomenon that occurs at the patient, hospital, and system level, and is a source of inefficiency and inequality in healthcare. Risk selection may occur because of selection bias in the outcomes that are evaluated and rewarded, or due to the selection of lower cost patients. Risk selection may also stem from professional reputation. The motivation to engage in risk selection may also arise from differences in the meaning of value. To mitigate these unintended consequences, several strategies can be adopted. These include making value-based payment models attractive, but not mandatory, as well as incentivising transparent reporting of best practices, using adequate risk adjustment, expanding performance metrics, and including patient-reported experience measures. Other mitigation strategies could include adopting a mixture of performance measures, using mixed methods of paying physicians, and implementing monitoring and evaluation mechanisms. However, such approaches are not flawless, and the problem may never be fully solved. This perspective serves as a warning for the constant presence of risk selection, as well as informing policy makers, politicians, and organisations implementing VBP models on ways to minimise the possibility of risk selection.

Evidence on the potential for value-based payment models to improve quality of care and ensure more efficient outcomes is limited and mixed. We aim to identify the factors that enhance or inhibit the design, implementation, and application of these models through a systematic literature review. We used the PRISMA guidelines. The facilitating and inhibiting factors were divided into subcategories according to a theoretical framework. We included 143 publications, each reporting multiple factors. Facilitators on objectives and strategies, such as realistic/achievable targets, are reported in 56 studies. Barriers regarding dedicated time and resources (e.g., an excessive amount of time for improvements to manifest) are reported in 25 studies. Consensus within the network regarding objectives and strategies, trust, and good coordination is essential. Health care staff needs to be kept motivated, well-informed, and actively involved. In addition, stakeholders should manage expectations regarding when results are expected to be achieved.

Evidence on the potential for value-based payment models to improve quality of care and ensure more efficient outcomes is limited and mixed. We aim to identify the factors that enhance or inhibit the design, implementation, and application of these models through a systematic literature review. We used the PRISMA guidelines. The facilitating and inhibiting factors were divided into subcategories according to a theoretical framework. We included 143 publications, each reporting multiple factors. Facilitators on objectives and strategies, such as realistic/achievable targets, are reported in 56 studies. Barriers regarding dedicated time and resources (e.g., an excessive amount of time for improvements to manifest) are reported in 25 studies. Consensus within the network regarding objectives and strategies, trust, and good coordination is essential. Health care staff needs to be kept motivated, well-informed, and actively involved. In addition, stakeholders should manage expectations regarding when results are expected to be achieved.

The purpose of this paper is to enhance current practices in business-to-business (B2B) customer churn prediction modelling. Following the recent trend from accuracy-based to profit-driven evaluation business-to-customer churn prediction, we present a novel expected maximum profit measure for B2B customer churn (EMPB), which is used to demonstrate how current practices are suboptimal due to large discrepancies in customer value. To directly incorporate the heterogeneity of customer values and profit concerns of the company, we propose an instance-dependent profit maximizing classifier based on gradient boosting, named B2Boost. The main innovation of B2Boost is the fact that it considers these differences and incorporates them into the model construction by maximizing the objective function in terms of the EMPB. The results indicate that the expected maximal profit gains made in our analyses are substantial. This study arguments towards both deploying models based on customer-specific profitability differences, as well as evaluating based on our instance-dependent EMPB measure.

Extant research on the gender pay gap suggests that men and women who do the same work for the same employer receive similar pay, so that processes sorting people into jobs are thought to account for the vast majority of the pay gap. Data that can identify women and men who do the same work for the same employer are rare, and research informing this crucial aspect of gender differences in pay is several decades old and from a limited number of countries. Here, using recent linked employer–employee data from 15 countries, we show that the processes sorting people into different jobs account for substantially less of the gender pay differences than was previously believed and that within-job pay differences remain consequential. This research was supported by the National Science Foundation (Award 0525831; D.A., A.M.P. and D.T.), the Humboldt Foundation (grant number AR8227; D.T.), the Research Council of Norway (grant number 287016; A.S.H.), European Research Council ERC Starting Grant (grant number 851149; A.S.H.), the European Research Council ERC Starting Grant (grant number 677739; T.K.), the French Agence Nationale de la Recherche (grant ANR-17-CE41-0009-01; M. Safi and O.G.), the Independent Research Fund Denmark (grant number 5052-00143b; L.H.), the European Social Fund and state budget of the Czechia (grant number CZ.03.1.51/0.0/0.0/15_009/0003702; A.K.), the Czech NPO Systemic Risk Institute (LX22NPO5101; A.K.), and institutional support (RVO: 68378025; A.K.), the Spanish Ministry of Science and Innovation (grant number PID2020-118807RB-I00/AEI /10.13039/501100011033; M.E.), the Fritz Henkel Stiftung (Endowed PhD Scholarship; HS) and Swedish Forte (grant number 2015-00807; M.H.), Z.L. received support from the European Research Council ERC Advanced Grant (grant number 340045), and A.K.M. was supported by the Slovenian Research Agency (ARRS) under grant no. P5-0193.

This study investigates the relation between Americans’ meritocracy beliefs and their evaluations of pay dispersion at three fictional American organizations. The current research draws on existing theories, including tournament theory and distributive justice theory, to investigate factors that affect people’s evaluations of pay dispersion. 637 participants, recruited from Amazon’s Mechanical Turk, completed two online surveys, and rated the degree to which they believed outcomes (e.g., jobs, rewards) were (and should have been) distributed based on merit. They also reported how they felt about various levels of pay dispersion. The results indicated that individuals rated high levels of pay dispersion less positively than low levels of pay dispersion. As well, more people perceived that meritocracy existed, the more positively they evaluated pay dispersion. This relation was mediated by people’s perceptions of equity and their perceptions of whether pay dispersion benefited organizations. The implications for research and practice are discussed.

We provide aggregate data about income, demographics, and life experiences of women and men practicing clinical-forensic psychology primarily in the United States (N = 376). We examine how these variables relate to one another, as well as how gender demographics of the field have changed over time. On this page, we share portions of the data that we could share (we could not share it all due to concerns about privacy), materials, other relevant files, the summary of results shared with participants in summer 2021, and a preprint version of the paper.

In this study, we are interested in people's perceptions on current issues in organizations in the United States. You will be asked to take part in an online survey relating to various current issues in organizations and the workplace you are part of. Participation requires you to work for an organization and to be part-time or full-time employed. More detailed information about the survey is provided in the Information Sheet at the start of the survey.

Low-carbon city transformation is an important action area of China’s 14th Five-Year Plan (2021–2025) that aims to reach peak CO2 emissions by 2030 and achieve carbon neutrality before 2060. Responding to global climate change is not only a national responsibility but also an individual responsibility and very much depends on societal participation and acceptance. While many scholars argue that public participation would be critical to low-carbon cities developing in China, there is apparently a lack of sufficient research on the level of public participation. This systematic review aims to summarize the current related research about public awareness on low-carbon city transformation in China, and learn about the challenges and barriers of public attitude and behaviour towards the low-carbon lifestyle. This study reveals that: (1) although most scholars discussed the conception and policies of low-carbon cities, research methods, the theoretical foundation and the number of cities targeted for research are limited; (2) a public’s attention to low-carbon cities mainly focus on a low-carbon life, and there is a clear gap between low-carbon awareness and behaviour; and (3) although scholars had different opinions about the factors that affect low-carbon behaviour, most of them agree that education and government policy have an influence on the populations’ low-carbon behaviour in China.

Low-carbon city transformation is an important action area of China's 14th Five-Year Plan (2021-2025) that aims to reach peak CO2 emissions by 2030 and achieve carbon neutrality before 2060. Responding to global climate change is not only a national responsibility but also an individual responsibility and very much depends on societal participation and acceptance. While many scholars argue that public participation would be critical to low-carbon cities developing in China, there is apparently a lack of sufficient research on the level of public participation. This systematic review aims to summarize the current related research about public awareness on low-carbon city transformation in China, and learn about the challenges and barriers of public attitude and behaviour towards the low-carbon lifestyle. This study reveals that: (1) although most scholars discussed the conception and policies of low-carbon cities, research methods, the theoretical foundation and the number of cities targeted for research are limited; (2) a public's attention to low-carbon cities mainly focus on a low-carbon life, and there is a clear gap between low-carbon awareness and behaviour; and (3) although scholars had different opinions about the factors that affect low-carbon behaviour, most of them agree that education and government policy have an influence on the populations' low-carbon behaviour in China.

Access to field experiences can increase participation of diverse groups in the environmental and natural resources (ENR) workforce. Despite a growing interest among the ENR community to attract and retain diverse students, minimal data exist on what factors undergraduate students prioritize when applying for field experiences. Using a nationwide survey of US undergraduate ENR students, we show that attracting most students to field experiences—especially racial or ethnic minority students—will require pay above minimum wage. However, the concurrent landscape of pay in ENR fell short of meeting many students’ pay needs. Aside from pay, ENR students valued training in technical field skills and analytical or research skills, working with their desired study species or taxa, and working near school or family. Additional barriers beyond limited pay included incompatible schedules and noninclusive work environments. Our findings provide important insights for attracting a diverse workforce to this critical stage in career advancement for students in ENR.

Although initially studies examining human resource management (HRM)–outcome relationships only used management‐based ratings of HR practices, arguments have been advanced in favour of using employee‐based ratings. To examine this, a systematic analysis of HRM–outcome studies published between 2000 and 2017 is performed, which shows that over time studies have indeed increasingly made use of employees as respondents to measures of human resource (HR) practices. An in‐depth analysis of these measures of perceived HR practices revealed that various problems and issues can be identified when critically reviewing these measures. It is observed that considerable idiosyncrasy exists in measures of perceived HR practices, coupled with a lack of transparency in how these measures are often reported in existing studies. Also, a mixture of evaluative and descriptive items creates concerns about jingle fallacies in extant research and in turn about the validity of HRM–outcome results. Recommendations are provided to further advance the measurement and conceptualisation of this core construct.

Although initially studies examining human resource management (HRM)–outcome relationships only used management-based ratings of HR practices, arguments have been advanced in favour of using employee-based ratings. To examine this, a systematic analysis of HRM–outcome studies published between 2000 and 2017 is performed, which shows that over time studies have indeed increasingly made use of employees as respondents to measures of human resource (HR) practices. An in-depth analysis of these measures of perceived HR practices revealed that various problems and issues can be identified when critically reviewing these measures. It is observed that considerable idiosyncrasy exists in measures of perceived HR practices, coupled with a lack of transparency in how these measures are often reported in existing studies. Also, a mixture of evaluative and descriptive items creates concerns about jingle fallacies in extant research and in turn about the validity of HRM–outcome results. Recommendations are provided to further advance the measurement and conceptualisation of this core construct.

Although initially studies examining human resource management (HRM)–outcome relationships only used management-based ratings of HR practices, arguments have been advanced in favour of using employee-based ratings. To examine this, a systematic analysis of HRM–outcome studies published between 2000 and 2017 is performed, which shows that over time studies have indeed increasingly made use of employees as respondents to measures of human resource (HR) practices. An in-depth analysis of these measures of perceived HR practices revealed that various problems and issues can be identified when critically reviewing these measures. It is observed that considerable idiosyncrasy exists in measures of perceived HR practices, coupled with a lack of transparency in how these measures are often reported in existing studies. Also, a mixture of evaluative and descriptive items creates concerns about jingle fallacies in extant research and in turn about the validity of HRM–outcome results. Recommendations are provided to further advance the measurement and conceptualisation of this core construct.

This study analyzes how worker pay is related to educational diversity, i.e., diversity in the educational composition of work groups in terms of the different types of vocational and academic education. As previous research shows that various types of diversity have positive effects in the workplace, a positive effect due to ‘educational diversity’ also seems plausible. We provide novel empirical evidence on the relation between the educational diversity of work groups and productivity, or more precisely, individual workers’ pay. Using theoretical considerations drawn from diversity research, we develop hypotheses on the relation between a group’s educational diversity and individual workers’ pay. Drawing on an exceptionally large set of employer-employee data with more than 87,000 employers and 1,200,000 employees, we test our hypotheses and find that the educational diversity of work groups—and thus work groups with workers of different types of vocational and academic education—is positively related to individual workers’ pay. Thus, educational diversity in the form of a combination of academic and Vocational Education and Training (VET) graduates in the workplace seems to be advantageous for the workers involved. Our findings suggest that educational diversity is especially beneficial in groups with high levels of task complexity and shorter organizational tenure.

PurposeThe purpose of this paper is to understand how micro-sized social enterprises can compensate their employees equitably, despite encountering resource scarcity and prioritising their social mission.Design/methodology/approachThe researcher interviewed the founders of micro-sized social enterprises from around the East Midlands and asked about the innovative human resource (HR) practices they used to compensate their employees. The eight interviews were semi-structured, in-depth and analysed thematically.FindingsThe findings and discussion demonstrate that the founders recognised the importance of compensating their employees equitably, but also acknowledged how paying them according to their contribution conflicted with prioritising their social mission as they never had sufficient resources to do everything. Alternatively, these founders used innovative HR practices to establish transactional relations, which primarily consisted of training, experience and references. This was perceived as equitable, despite paying their employees less than their contribution merited, as it allowed them to improve their future career prospects. These HR practices also benefitted these micro-social enterprises by increasing their human capital without increasing their costs.Originality/valueThe paper could be beneficial for academics and practitioners as it explores how the characteristics associated with being a micro-sized social enterprise impacted their HR practices.

This article is devoted to the analysis of the current situation on the conclusion of labor contracts to the detriment of the property interests of creditors. In judicial practice, it is not uncommon to find cases challenging the established remuneration and other payments to employees of bankrupt enterprises, or disputes about the existence of labor relations between the employee and the debtor company. This is due to the fact that unscrupulous beneficiaries of the business in order to reduce the competitive mass conclude employment contracts with figureheads, or increase payments to affiliated employees, artificially increasing the company's debt.

Healthcare purchasing organisations in both insurance-based and tax-based healthcare systems struggle to improve chronic care. A key challenge for purchasers is to deal with the chain of multiple providers involved in caring for patients with complex needs. To date, most research has focused on differences between healthcare systems in terms of regulation, tools and the freedom that healthcare purchasers have. However, this does not explain how such different healthcare system characteristics lead to different purchasing strategies and actions. A better understanding of this link between system characteristics and purchaser behaviour would assist policymakers seeking to improve healthcare purchasing. This multiple case study conducted in England, Sweden and the Netherlands examines the link between the different healthcare systems’ characteristics and the purchasers’ strategies and actions when managing chronic care chains. Purchasers’ strategies and actions varied in terms of the purchaser's engagement, strategic lens and influencing style. Our findings suggest that differences in purchaser competition, purchaser governance and patient choice in healthcare systems are key factors in explaining a purchaser's strategies and actions when pursuing improvements in chronic care. This study contributes to knowledge on what shapes the purchaser's role, and shows how policymakers in both insurance- and tax-based regimes can improve healthcare purchasing.

Background Pre-exposure prophylaxis (PrEP) is recommended as an HIV prevention strategy for key populations, in particular men who have sex with men (MSM). However, the willingness to pay market rate for PrEP is largely unknown. This study aimed to investigate the willingness to pay for PrEP and its associated factors among MSM living in Mainland China. Methods A cross-sectional survey was conducted among 689 MSM who were recruited through a gay-friendly health consulting service center in Chengdu, China during 2018–2019. We collected information on participants’ willingness to pay for PrEP and its potential correlates (e.g., PrEP awareness and acceptability, perceived risk of HIV infection) using a structured questionnaire. Univariate and multivariate logistic regression were used for data analyses. Results Only 14.1% of respondents indicated they would not pay any money for PrEP, around half (49.3%) would like to pay $14–84 per month, and very few (6.8%) would like to pay ≥283 per month (market rate). We found that PrEP awareness (unadjusted odds ratio (ORu) = 1.41; 95% CI: 1.01–1.97), acceptability (ORu =1.20; 95% CI: 1.07–1.34), perceived PrEP adherence (ORu =1.23; 95% CI: 1.08–1.41), and perceived PrEP benefit in reducing condom use (ORu =1.29; 95% CI: 1.07–1.55) were all associated with participants’ willingness to pay the market rate for PrEP. Other facilitators of PrEP pay willingness included full disclosure of sexual orientation to health professionals, high HIV literacy, and a high degree of HIV disclosure with sex partners. Conclusions The overall willingness to pay for the market rate of PrEP was low among this urban sample of Chinese MSM. Programs aiming to promote PrEP pay willingness should provide enhanced counseling to improve PrEP-related cognition, deliver accurate HIV/PrEP information to increase health literacy, and decrease stigma towards sexual minorities to develop trust with health professionals.

In light of increasingly age-diverse workforces, organizations face the challenge of fostering job satisfaction among both younger and older employees. Combining equity theory with an aging perspective, we propose that due to age-related shifts in motives and goals, younger versus older employees’ job satisfaction will depend differently on monetary rewards (outcome side of equity theory), task contributions (input side of equity theory), as well as on imbalances (inequity) in the relationship between monetary rewards and task contributions. In a multisource study with 166 managers, we found that while younger employees were satisfied primarily by monetary rewards, older employees were satisfied primarily by their task contributions. Most importantly, a three-way interaction indicated that younger versus older employees react differently to two types of inequity: Being proportionally over-rewarded (i.e., receiving high monetary rewards for low task contributions) reduced older (but not of younger) employees’ job satisfaction. By contrast, under-reward inequity (i.e., receiving low monetary rewards for high task contributions) decreased younger (but not of older) employees’ job satisfaction. These age-dependent effects of job features on job satisfaction reveal important theoretical as well as practical implications.

This publication describes the key characteristics of working life in Lithuania in 2021 suring the COVID-19 pandemic. It aims to complement other EurWORK research by providing the relevant background information on the structures, institutions and relevant regulations regarding working life. This includes indicators, data and regulatory systems on the following aspects: country‘s response to the COVID-19 pandemic, collective and individual employment relations, health and well-being, pay and other issues

Currently, Social Security Administrator (SSA) Health is still facing big problems in the form of non-compliance and regularity in paying public health insurance contributions. The low compliance with paying NHI contributions will have an impact on the availability of funds in health services. The purpose of this study was to determine the effect of the availability of a place to pay with the regularity of paying dues for independent NHI participants after the increase in fees in Muna Regency, Southeast Sulawesi. This type of research is quantitative research using a cross sectional study design. This research was conducted in Muna Regency in 2021, with a total sample of 98 people. Sampling using side purposive technique. Data analysis was carried out univariate and bivariate. Presentation of data in the form of frequency distribution accompanied by explanations. The results showed that there was no effect of the availability of payment facilities on the regularity of paying dues for independent NHI participants after the contribution increase policy in Muna Regency, Southeast Sulawesi Province with a value of p = 0.095 (p>0.05). Conclusion; there is no effect of the availability of payment places on the regularity of paying the contributions of independent NHI participants. Recommendation; the need for SSA to increase cooperation with service providers for payment of contributions so that the community does not have difficulty paying NHI contributions.

Women’s entrepreneurship is not just an economic issue; it is seen as an important issue that includes gender equality, democracy, family life quality and social welfare. This study is an effort to specify the motivations of women entrepreneurs in the tourism industry. The study was carried out using a field research method. The questionnaire technique was used in the data collection. The data were collected from women entrepreneurs in the tourism industry in Çeşme, İzmir, and the number of the analyzed data was 120. The entrepreneurial motivations of women are composed of economic expectations (push factors) and psycho-social expectations (pull factors). Psycho-social motivations in women’s entrepreneurship are higher than economic motivations and the effect of these motivations differs in accordance with the women’s demographical features. It has been seen that an increase in the age and education of women in hospitality work increases their psychosocial motivation. The result of the study is expected to guide the non-governmental organizations and the institutions supporting women’s entrepreneurship.

En España la entrada del euro como moneda supuso una pérdida de poder adquisitivo de los trabajadores con salarios más bajos y, asimismo, los salarios medios no han alcanzado los niveles previos a la crisis de 2008. Ahora, inmersos en una pandemia mundial, la COVID-19, con impactos socioeconómicos significativos, el gobierno de nuestro país retoma el art. 4 de la Carta Social europea que establece el derecho de las personas trabajadoras a una remuneración equitativa que les permita a ellas y a sus familias obtener un nivel de vida digno. Este Tratado internacional es la herramienta más eficaz para el establecimiento de un salario mínimo interprofesional adecuado a cada país, algo que ha formado parte del olvido de nuestros gobernantes en los años previos, pese a la insistencia del Comité de Derechos sociales que dictaminaba el incumplimiento de la Carta por parte de España. En el presente trabajo se analiza y profundiza en el concepto de salario mínimo interprofesional desde la óptica del derecho español, su evolución y su futuro para comprobar el grado de cumplimiento de la Carta social europea y la consecución de un nivel de vida digno para las personas trabajadoras., The entry of the euro as a currency meant, for Spain, a loss of purchasing power for workers with lower salaries and average salaries have not reached the pre-2008 crisis levels. As we have found ourselves in the COVID-19 global pandemic, with significant socio-economic impact, our government has finally taken up art. 4 of the European Social Charter, which establishes the right of working people to a fair remuneration that allows them and their families to obtain a decent standard of living. This international treaty is the most effective tool for the establishment of a national minimum wage appropriate to each country. This point seems to have been forgotten by our political leaders in previous years, despite the insistence of the European Committee on Social Rights, which established that Spain had failed to comply with the Charter. This paper analyzes the concept of the national minimum wage from the Spanish legal perspective, its evolution and its future in order to verify the degree of compliance with the European Social Charter and the achievement of a decent standard of living for working people., Universidad Pablo de Olavide

The term "reward" comes from Middle English meed, mede ("reward, meed, recompense"). Rewards are a system to compensate performance of subjects and incentivize their motivation within organizations. Rewards system can include tangible elements (e.g., remuneration and other benefits) and intangible elements (e.g., reputation, job responsibility).

En España la entrada del euro como moneda supuso una pérdida de poder adquisitivo de los trabajadores con salarios más bajos y, asimismo, los salarios medios no han alcanzado los niveles previos a la crisis de 2008. Ahora, inmersos en una pandemia mundial, la COVID-19, con impactos socioeconómicos significativos, el gobierno de nuestro país retoma el art. 4 de la Carta Social europea que establece el derecho de las personas trabajadoras a una remuneración equitativa que les permita a ellas y a sus familias obtener un nivel de vida digno. Este Tratado internacional es la herramienta más eficaz para el establecimiento de un salario mínimo interprofesional adecuado a cada país, algo que ha formado parte del olvido de nuestros gobernantes en los años previos, pese a la insistencia del Comité de Derechos sociales que dictaminaba el incumplimiento de la Carta por parte de España. En el presente trabajo se analiza y profundiza en el concepto de salario mínimo interprofesional desde la óptica del derecho español, su evolución y su futuro para comprobar el grado de cumplimiento de la Carta social europea y la consecución de un nivel de vida digno para las personas trabajadoras. The entry of the euro as a currency meant, for Spain, a loss of purchasing power for workers with lower salaries and average salaries have not reached the pre-2008 crisis levels. As we have found ourselves in the COVID-19 global pandemic, with significant socio-economic impact, our government has finally taken up art. 4 of the European Social Charter, which establishes the right of working people to a fair remuneration that allows them and their families to obtain a decent standard of living. This international treaty is the most effective tool for the establishment of a national minimum wage appropriate to each country. This point seems to have been forgotten by our political leaders in previous years, despite the insistence of the European Committee on Social Rights, which established that Spain had failed to comply with the Charter. This paper analyzes the concept of the national minimum wage from the Spanish legal perspective, its evolution and its future in order to verify the degree of compliance with the European Social Charter and the achievement of a decent standard of living for working people. Universidad Pablo de Olavide

Background HIV patients face considerable acute and chronic healthcare needs and battling the HIV epidemic remains of the utmost importance. By focusing on health outcomes in relation to the cost of care, value-based healthcare (VBHC) proposes a strategy to optimize quality of care and cost-efficiency. Its implementation may provide an answer to the increasing pressure to optimize spending in healthcare while improving patient outcomes. This paper describes a pragmatic value-based healthcare framework for HIV care. Methods A value-based HIV healthcare framework was developed during a series of roundtable discussions bringing together 16 clinical stakeholder representatives from the Belgian HIV reference centers and 2 VBHC specialists. Each round of discussions was focused on a central question translating a concept or idea to the next level of practical implementation: 1) how can VBHC principles be translated into value-based HIV care drivers; 2) how can these value-based HIV care divers be translated into value-based care objectives and activities; and 3) how can value-based HIV care objectives and activities be translated into value-based care indicators. Value drivers were linked to concrete objectives and activities using a logical framework approach. Finally, specific, measurable, and acceptable structure, process and outcomes indicators were defined to complement the framework. Results Our framework identifies 4 core value areas where HIV care would benefit most from improvements: Prevention, improvement of the cascade of care, providing patient-centered HIV care and sustaining a state-of-the-art HIV disease management context. These 4 core value areas were translated into 12 actionable core value objectives. For each objective, example activities were proposed. Indicators are suggested for each level of the framework (outcome indicators for value areas and objectives, process indicators for suggested activities). Conclusions This framework approach outlines how to define a patient- and public health centered value-based HIV care paradigm. It proposes how to translate core value drivers to practical objectives and activities and suggests defining indicators that can be used to track and improve the framework’s implementation in practice.

A number of recent studies used nominal pay in estimating the effects of individual differences, particularly core-self-evaluation, on career success. We show that this practice may lead to results that are substantively different from the results when the logarithm of pay is used. We conduct three constructive replications of previous studies, and argue that substantive conclusion based on the results of nominal pay are misleading.

This publication describes the key characteristics of working life in Lithuania in 2020 suring the COVID-19 pandemic. It aims to complement other EurWORK research by providing the relevant background information on the structures, institutions and relevant regulations regarding working life. This includes indicators, data and regulatory systems on the following aspects: country‘s response to the COVID-19 pandemic, collective and individual employment relations, health and well-being, pay and other issues.

Does the negative effect of union membership on job satisfaction, as shown in Anglophone countries, also hold for Continental Western Europe? Given the differences in industrial relations, I hypothesize that the effect will be different. I also test hypotheses about the effect of empowerment on job satisfaction, which might explain the negative union effect, and broaden the analysis to include pay satisfaction. Analyses of European Social Survey data show that the negative union effect does not exist for Continental Western Europe and that this can be explained by empowerment of employees.

Background Incentives are central to economics and are used across the public and private sectors to influence behavior. Recent interest has been shown in using financial incentives to promote desirable health behaviors and discourage unhealthy ones. Main text If we are going to use incentive schemes to influence health behaviors, then it is important that we give them the best chance of working. Behavioral economics integrates insights from psychology with the laws of economics and provides a number of robust psychological phenomena that help to better explain human behavior. Individuals’ decisions in relation to incentives may be shaped by more subtle features – such as loss aversion, overweighting of small probabilities, hyperbolic discounting, increasing payoffs, reference points – many of which have been identified through research in behavioral economics. If incentives are shown to be a useful strategy to influence health behavior, a wider discussion will need to be had about the ethical dimensions of incentives before their wider implementation in different health programmes. Conclusions Policy makers across the world are increasingly taking note of lessons from behavioral economics and this paper explores how key principles could help public health practitioners design effective interventions both in relation to incentive designs and more widely.

Our research extends the current recruiting relevant studies by identifying how intrinsic (person-organization ethical fit, P-O ethical fit) and extrinsic factors (pay level and perceived corporate image) influence job choice decision solely and interactively. A 2×2 between-subjects experimental design was conducted with 210 graduating students in Taiwan, and written scenarios were used to simulate a job choice setting. These scenario cases are related to hotels which focus on environmentally relative corporate social responsibility (CSR) activities. The results show a significant difference in job offer acceptance rates among job seekers with diverse P-O ethical fit and the effect of P-O ethical fit on perceived corporate image was partially supported. The following discussion and suggestion will be made to provide ideas for recruiting management and it will also contribute to academic research.

We investigate behavioral reactions toward exogenous changes of implicit norm-relevant information in a natural field setting where customers are free to choose if and how much to pay for a service. Customers’ voluntary payments are significantly affected by subtle information cues: cues that signal a high rather than a low payment norm increase payments by some 27%. Consistent with the conjecture that this effect is in large part driven by customers’ uncertainty about the actual norm, responses are mitigated when explicit norm-relevant information is provided. Additional treatments suggest that the reactions to the cues are not driven by mere saliency but by the information deduced from the cues in the presence of uncertainty. Data are available at https://doi.org/10.1287/mnsc.2017.2937 . This paper was accepted by Uri Gneezy, behavioral economics.

A series of seminal papers argues that poaching hampers company-sponsored general training. Empirically, however, the existence and extent of poaching remain open questions. We provide a novel empirical strategy to identify poaching. We find that only few apprenticeship training firms in Germany are 'poaching victims' or 'poaching raiders'. Victims are more likely to be in a temporary downturn and raiders are more likely to be growing. Victims hardly change their training strategy after poaching and poaching seems be a transitory event. This is an important result for countries that intend to introduce apprenticeship-type training and need to convince firms to participate in training.

A series of seminal papers argues that poaching hampers company-sponsored general training. Empirically, however, the existence and extent of poaching remain open questions. We provide a novel empirical strategy to identify poaching. We find that only few apprenticeship training firms in Germany are 'poaching victims' or 'poaching raiders'. Victims are more likely to be in a temporary downturn and raiders are more likely to be growing. Victims hardly change their training strategy after poaching and poaching seems be a transitory event. This is an important result for countries that intend to introduce apprenticeship-type training and need to convince firms to participate in training.

Gender equality is one important item from the United Nation’s Sustainable Development Goals (SDGs). It makes a gender gap in companies’ top management becomes valuable to be studied because people still have a stereotype that leadership is a masculine job.This research will test the effect of performance, payment, bankruptcy risk, and earnings management. Data is taken from Indonesian public companies in 2016 using means different statistical test. The result shows that 30.9% or minority corporation have a female director. Hence, while women were given the opportunity to lead, the companies will have better performance and compensation than their male only board of director counterparts. It is proof that gender stereotypes happen in Indonesian Public Companies Leadership.

Results-based financing (RBF) is subject to fierce debate and the evidence-base on its cost effectiveness is scarce. To our knowledge, only one cost-effectiveness study of RBF in a lower-middle income country has been published in a peer reviewed journal. That study – in Zambia – concludes that RBF is cost-effective, which was then uncritically repeated in an editorial accompanying its release. Here we would like to warn against readily accepting the conclusion of the cost-effectiveness study of RBF in Zambia, because its conclusions are not straightforward and could be dangerously misleading, especially for those readers unfamiliar with health economics. After outlining the results from the Zambia’s RBF cost-effectiveness study, we point to important methodological issues related to cost-effectiveness analysis, showing how key assumptions produce particular results. We then reflect on how cost-effectiveness is different from efficiency and affordability – which is important, since cost-effectiveness studies often have considerable influence on national health financing strategies and policy priorities. Finally, we provide an alternative reading of the evidence on RBF in Zambia. Namely, when examined from an efficiency point of view, the study actually demonstrates that RBF is less efficient than the simpler alternative of providing more resources to health facilities, unconditioned on performance, which will be of most interest to a government with tight budget constraints. As a result, existing claims that RBF is cost-effective are overstated, requiring further and more nuanced examination with more adequate research methods., info:eu-repo/semantics/published

Circular Economy strives for economic, social and environmental value creation in every part of the system. In Healthcare, both environmental and economic values are seen as the most important values for a manufacturer. Little is known about customer values in a circular economy and the underpinning environmental, economic and service benefits. This study shows that customer value creation and -activities must be connected within a circular business model. These relationships built on six moments when customers and manufacturers can make choices to participate in a circular economy coined as Circular Touch Points. In our approach, Circular Touch Points are developed as pivot points between customer values (proposition part of business model) and supplier offerings (fulfilment part of business model, i.e. circular activities) resulting in (multiple) value creation. Our empirical study focuses on the customer perspective, and shows that customer values are paradoxical in a Circular Economy and need to be studied per Circular Touch Point. In addition, customers have to prioritize Circular Touch Points hierarchically. Economic value is measured, environmental value is more perceptive and service value proves to be unimportant. This research can be used by medical suppliers to better understand customer values. Hospitals as customers can use this research to develop their circular strategies. Further research can elaborate on the role of the insurer and the government. Also the supplier side of the business model could be further investigated in practice. Other sectors and other target groups can also be looked at, as well as perceived versus actual values for both suppliers and buyers.

En este informe se realizó un análisis en los procesos que se realizan dentro del área de monitoreo y fraudes en la empresa PayU Latam. En base a dicha observación se realizó este plan de mejora en el que se buscó optimizar una de las funciones realizadas por los analistas durante su día a día y que podría aumentar la productividad en pro de sus funciones. Esto con el fin incrementar y de agilizar un proceso sencillo, que facilitara y regulara las transacciones a monitorear durante cada hora. Para esto se realizo un análisis DOFA en el que se identificaron debilidades de la Unidad, y se utilizaron herramientas y conocimientos adquiridos durante la carrera. In this report, an analysis was carried out on the processes carried out within the area of monitoring and fraud in the company PayU Latam. Based on this observation, carried out this improvement plan in which it was sought to optimize one of the functions performed by analysts on a day-to-day basis and that it could increase productivity for their functions. This in order to increase and speed up a simple process, which will facilitate and regulate the transactions to be monitored during each hour. For this an analysis was carried out SWOT in which weaknesses of the Unit were identified, and tools and knowledge acquired during the race. Profesional en Negocios Internacionales http://unidadinvestigacion.usta.edu.co Pregrado

Platform workers are likely to hold multiple jobs. Precisely as the word gig economy indicates, workers performing work through digital apps often combine gigs with other types of paid work, either as an employee or as self-employed. Against this background, this chapter discusses (the lack of) employment law protection of platform workers with multiple jobs (the so-called multi-jobbers). Even if a platform worker has an employment contract with one or more platforms, there are still problems in the application of certain rules. Moreover, there is an increasing number of so-called hybrid workers, who combine employment with work as independent contractor. The author identifies the main risks and barriers to employment protection and exposes gaps in current Dutch legislation. These can be grouped in four areas: (1) pay, (2) contractual restrictions on ancillary work, (3) working time, and (4) work-life balance.

Studies of the relationship between sexual orientation and pay have faced difficulties applying standard models of discrimination if orientation is not observable. Analogously, behavioural explanations of pay based on models of gender linked within-household specialization may not be as relevant in a nonheterosexual context. This article analyses pay gaps using information including earnings, gender, LGB identity, coupling status, and the disclosure of sexual orientation in English National Health Service (NHS) workplaces. The results reveal a robust gender pay gap of 4% in favour of males, but no overall LGB pay gap compared to heterosexuals. The latter is due to similar-sized offsetting effects from disclosure on LGB pay relative to comparable heterosexuals. Amongst LGB employees, disclosure is associated with 13% more pay, with three quarters of this gap related to unexplained differences in returns to observable characteristics. Supportive workplace practices are strongly associated with increased probability of disclosure, especially the availability of a LGB workplace network.

Мета роботи – вивчення теоретичних основ організації оплати праці на підприємстві та їх практичного застосування. Предмет дослідження – організація та удосконалення оплати праці у сільськогосподарських підприємствах. Об’єкт дослідження – ТОВ «Півненківське». Методи дослідження – порівняльний, структурно-логічний, аналітичний, статистичний. У першому розділі «Теоретичні засади оплати праці» визначено суть, поняття, склад зарплати, засади її державного регулювання. У другому розділі «Організація оплати праці на підприємствах» проаналізовано сутність тарифної системи, а також форми та системи оплати праці, приділено увагу особливостям обліку і нарахування оплати праці у сільськогосподарських підприємствах. Третій розділ роботи «Дослідження та аналіз оплати праці на підприємстві» присвячений аналізу оплати праці в ТОВ «Півненківське», що займається вирощуванням сільськогосподарської продукції рослинництва і тваринництвом.

This study investigates the contextual and individual-level predictors of Organisational Citizenship Behaviour (OCB) among public sector employees in a hitherto little-researched non-Western context—that of Saudi Arabia. As well as being influenced by Arabic culture and Muslim (Sunnah) religious values, the Saudi public sector is characterised by a relational psychological contract involving both high pay and high job security. Consistent with models applied in prior research, we develop a model and set of hypotheses to examine the potential influence on OCB of prominent dispositional factors (personality traits and affectivity), key contextual factors (job security and pay level) and prominent attitudinal factors (job satisfaction, organisational commitment, trust, perceived fairness and intention to leave). We also examine attitudes as potential mediators of the relationship between dispositions and contextual factors and OCB. The research design was quantitative-led and uses data generated via survey method. Data were obtained from two large Saudi public service organisations—the Military Industries Corporation and Saudi Customs with total of 543 survey responses. Structural equation modelling (SEM) was selected as the method of analysis. Our findings indicate that four dispositional factors (conscientiousness, agreeableness, neuroticism and negative affectivity) have a significance direct influence on OCB, while two attitudes (organisational commitment and intention to leave) mediate dispositional and contextual influence on OCB. However, most surprising and revealing, our results indicate that, job satisfaction has no significant association with OCB. Moreover, neither of our two key contextual factors—job security and pay level—are found to influence OCB directly.

Platform workers are likely to hold multiple jobs. Precisely as the word gig economy indicates, workers performing work through digital apps often combine gigs with other types of paid work, either as an employee or as self-employed. Against this background, this chapter discusses (the lack of) employment law protection of platform workers with multiple jobs (the so-called multi-jobbers). Even if a platform worker has an employment contract with one or more platforms, there are still problems in the application of certain rules. Moreover, there is an increasing number of so-called hybrid workers, who combine employment with work as independent contractor. The author identifies the main risks and barriers to employment protection and exposes gaps in current Dutch legislation. These can be grouped in four areas: (1) pay, (2) contractual restrictions on ancillary work, (3) working time, and (4) work-life balance.

Platform workers are likely to hold multiple jobs. Precisely as the word gig economy indicates, workers performing work through digital apps often combine gigs with other types of paid work, either as an employee or as self-employed. Against this background, this chapter discusses (the lack of) employment law protection of platform workers with multiple jobs (the so-called multi-jobbers). Even if a platform worker has an employment contract with one or more platforms, there are still problems in the application of certain rules. Moreover, there is an increasing number of so-called hybrid workers, who combine employment with work as independent contractor. The author identifies the main risks and barriers to employment protection and exposes gaps in current Dutch legislation. These can be grouped in four areas: (1) pay, (2) contractual restrictions on ancillary work, (3) working time, and (4) work-life balance.

This study contributes to the evidence on motivational effects from performance-related pay (PRP) in the public sector. The theoretical point of departure is that the practical organization and administration locally affect the motivational effects of PRP. The analysis is based on surveys administered to employees (including managers) in Swedish public sector organizations at municipal, regional, and state levels. One of the main conclusions is that PRP is not motivating or demotivating per se, but can be both motivating and demotivating within in the same organization. The (de/)motivational effect depends on the local level organization and practices of PRP, particularly the quality of the performance appraisal dialogue. While confirming the importance of justice perceptions, it also shows the effects of managers’ and employees’ preparations, knowledge of criteria, the quality of the performance appraisal dialogue, and the manager’s evaluation style, while controlling for justice perceptions and background variables. Bibliografiskt granskad