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Copyright of Recherches en Sciences de Gestion is the property of ISEOR and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Acta Turistica is the property of Acta Turistica and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The present study is a secondary analysis of publicly available data pertaining to 44 health administration faculty salaries within the University System of Georgia. Data analysis indicates that overall, mean salaries of entry-level health administration faculty at the rank of Assistant Professor have not kept pace with inflation and are below the median industry salary in health administration. Salaries of health administration faculty at the ranks of Associate Professor and Professor are more in line with current industry salaries and have kept pace with inflation. The study also looks at the breakdown of mean salaries for health administration faculty housed in different schools at different colleges and universities, specifically the School of Business, School of Health, and School of Public Health, and discusses whether it is financially feasible to leave to leave the industry for academia in the present environment. [ABSTRACT FROM AUTHOR]

Copyright of História Unisinos is the property of Universidade do Vale do Rio dos Sinos and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The cost of Saudi healthcare continues to rise at an alarming rate, putting the sustainability of the public healthcare system into question. Data have shown that hospital and healthcare providers' services represent the bulk of this rising cost, which makes the calls to reform the Saudi healthcare system more focused on payment models than at any time before. The aim of this paper is to review various identified payment models that can be used to contain costs and improve the quality of the care provided. A literature review of articles addressing the issues of cost containment and improving the quality of healthcare by reforming the current Saudi healthcare payment policy were identified through the Ovid®, Medline, and Google® Scholar search engines. Many research articles and literature reviews have identified and discussed different models of healthcare payments. Some articles have focused on one payment model, while others have discussed different payment models that have been identified. There is an urgent need to reform the current system of healthcare payments to improve the quality of healthcare and maintain funding for universal healthcare coverage in the future. Future healthcare payment reforms should consider restructuring the current healthcare system, which is largely fragmented by providing incentives to different governmental healthcare sectors, in order to transform it into a more organized and coordinated system. Thus far, there is not a single payment model that can, by itself, reduce healthcare costs and improve healthcare quality. Future healthcare reforms should use a mixture of different payment models to pay hospitals and physicians. [ABSTRACT FROM AUTHOR]

Salaries represent employees' monetary rights and expenses for employers. Through this article we aim to highlight the complex way of calculating wage entitlements (although at present it is conveyed by the political system that due to the single rate, the net salary and the related contributions are determined very easily). The complex calculation is also due to the medical certificates issued by family doctors, hospitals, etc. We want to make some proposals to simplify the calculation method and streamline the recovery from the Health House of the amounts paid in advance by the employer for the medical certificates. [ABSTRACT FROM AUTHOR]

The objective of the paper is to bring up again the important issue – the fact that the academic staff, researchers and support staff of universities have low salaries in Estonia and their work is not highly valued or appreciated in the society, and to assess the situation. Unless changes are made soon in this area, qualified persons will gradually move from universities and establishments of higher education to other areas/sectors of national economy (some of them probably also to other countries) and the quality, competitiveness and standards of teaching and research activities will decline. Development of the whole Estonian national economy would suffer. This is the opinion of both the heads of the universities and many practical experts of the economy who are familiar with the situation. The research tasks of the paper are: to identify and highlight positions on the problem of salaries in Estonian higher education; to present, study and assess salary levels in Estonia; to examine the positions of Estonian politicians in the issue of salaries; to draw conclusions. Instead of theoretical thoughts/positions and comparisons between them and their synthesis, the author of the paper above all relies on practical opinions and the required trends/changes arising from them. [ABSTRACT FROM AUTHOR]

Copyright of Economics / Ekonomija is the property of Rifin d.o.o. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Perfiles Latinoamericanos is the property of FLACSO - Mexico (Facultad Latinoamericana de Ciencias Sociales) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Latinoamericana de Estudios Educativos is the property of Centro de Estudios Educativos, A.C. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Research in compensation for faculty at universities is an understudied area. This study will contribute to our understanding of the trends in salaries for faculty in the areas of strategic management and entrepreneurship. Based on 325 AACSB schools of higher education in the United States from 2004-2015, the study examines three separate variables: sex, rank, and type of institution. The results of this study will be beneficial to both doctoral students, faculty, and administrators as they will get a better understanding of the trends that are occurring in the marketplace. A discussion of the findings and implications are examined. [ABSTRACT FROM AUTHOR]

Copyright of Histoire et Societes Rurales is the property of Association Histoire et Societes Rurales and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article examines the salaries for entrepreneurship faculty from AACSB schools of higher education in the United States from 2004 to 2015. The data is based upon a group of 325 schools within the United States that completed an AACSB Salary Survey. This paper examines the salaries of entrepreneurship faculty by rank (Professor, Associate Professor, Assistant Professor, Instructor, and New Doctorate), gender, and type of school (public versus private). The article also examines the supply and demand for entrepreneurship faculty over the past 10 years and estimates faculty retirements over the next 5 years. The findings of the research indicate that during 2014/15, the average salaries for entrepreneurship faculty at AACSB schools of higher education within the US were: Full Professor ($162,000), Associate Professor ($131,400), Assistant Professor ($113,600), Instructor ($85,800), and New Doctorates ($97,800). I n 2014/151 the average salaries for entrepreneurship faculty broken down by gender were the following: Full Professor (Male: $159,800; Female: $171,700), Associate Professor ($133,200; $125,600), Assistant Professor ($114,000; $112,500), and Instructor ($87,500; $77,700). Average salaries for entrepreneurship faculty broken down by type of school were the following: Full Professor (Public: $157,700; Private: $173,000), Associate Professor ($129,500; $135,000), Assistant Professor ($112,400; $117,000), and Instructor ($79,300; $98,200). [ABSTRACT FROM AUTHOR]

This article examines whether the field of entrepreneurship is becoming increasingly institutionalized by examining market trends, AACSB jobs, and salaries. The findings indicate that the field is becoming increasingly institutionalized through market trends. During 2014/15, there were 471 advertised positions and 163 candidates in Schools of Business and Management. The number of tenure track positions (261) was significantly higher than the number of tenure track candidates (161) for a ratio of 1.62. This is the highest ratio of tenure track positions to candidates since 2005/06 (2.1). Out of the 261 tenure track positions, 174 were at AACSB institutions. The ratio of tenure track positions at AACSB schools per tenure track candidate was 1.08. The study also looked at average salaries at AACSB schools and found them to be competitive with other mainstream areas. Average salaries were: full professors ($162,000), associate professor ($131,400), assistant professor ($113,600), instructor ($85,800), and new doctorates ($97,800). [ABSTRACT FROM AUTHOR]

Personnel Management, Utility Management, AWWA, Water Resources, Water Industry, Cultures, Market Research, Salaries, Surveys, Financial Assistance AWWA has resources that can help human resources departments, such as the compensation survey series (https://www.awwa.org/compensation), which put job titles and pay into context for several roles in the water industry. Keywords: Utility Management; AWWA; Water Resources; Water Industry; Cultures; Personnel Management; Market Research; Salaries; Surveys; Financial Assistance EN Utility Management AWWA Water Resources Water Industry Cultures Personnel Management Market Research Salaries Surveys Financial Assistance 1 1 1 10/07/22 20221001 NES 221001 At a time when many water professionals might be considering a career change, it's helpful to keep in mind how a job title is important to career development. [Extracted from the article]

Copyright of Imago Temporis. Medium Aevum is the property of Consolidated Medieval Studies Research Group Space, Power & Culture and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Men's head basketball coaches at NCAA Division I programs commonly earn hundreds of thousands or even millions of dollars each year, and are commonly paid three or four times as much as their university presidents, yet these wages are currently not rigorously analyzed prior to making hiring choices. Regression modeling reveals that basketball program revenue predicts the vast majority of compensation levels, apart from lifetime successes in NCAA tournaments, each coach's ratings percentage index (RPI), and lifetime winning percentage. Athletics directors therefore need a tool whereby intrinsic value of their head coaches can be assessed. This study remedies an identified gap in the literature by extending estimates of intrinsic valuation to coaches' contracts, increasing labor market efficiency. Predicted salaries of contemporary coaches are compared to actual salaries, noting differences. [ABSTRACT FROM AUTHOR]

This study examined how the organisation's human capital was compensated and see whether the compensation even serves as a motivational tool to enhance organisational performance. Seven research questions and two hypotheses were postulated to find solutions to the problems of the study. One hundred and twenty personnel formed the sample size from six organisations. A self-designed instrument labeled Wages and Salaries as a Motivational Tool Questionnaire 2 (WASAMOTOQ2) containing seven sections was used in the collection of data. The findings of the study revealed those factors that militate against adequate compensation to include labour market conditions, the ability of the organisation to pay adequate compensation and the existing country/nation's present cost of living; what makes up good and adequate compensation include recognition of individual performance and taking care of individual incentives and it shows the relationship between compensation and motivation. It further established the consequential effect of inadequate compensation and motivation on the organisational development. Based on the findings, the following recommendations were proffered that there should be wages/salaries scale and schedule; such should be based on identified indices in the study; that disparity between two identical workers should not be based purely on 'paper' qualification but the ability to 'deliver'; and that wages/salaries should display equality, no 'sacred cow'. [ABSTRACT FROM AUTHOR]

Copyright of Calidad en la Educación is the property of Consejo Nacional de Educacion and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Management / Vadyba (16487974) is the property of Lithuania Business University of Applied Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The article focuses on industrial relations between the labors and the management. The article looks at the Labor Law and discusses the importance of such laws in North America region. The article mentions that several government agencies have downgraded the importance of work environments. The article further mentions that different labor unions, collective agreement for all employees and presence of grievance arbitration form the basis of labor laws in the region.

Labour quality and motivation has been a hot topic for businesses. It very much depends on the company's results and economic performance of the country as a whole. Below we analyze the new and old European Union (EU) member states' labour quality and motivation of the key indicators - productivity and wages, which is not only the factors. Generalizations will look at this as primarily Estonian-based emerging countries. Estonia can be regarded as a small European economic model, with its contradictions. Alongside the rapid economic growth and fiscal policy in accordance with the weak point of the labour market. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Fomento Social is the property of ETEA and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Cadernos de Pesquisa is the property of Fundacao Carlos Chagas and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The recent transfers of Christiano Ronaldo from Manchester United, and of Ricardo Izecson dos Santos Leite (Kaká) from Associazione Calcio Milan to Real Madrid-as well as the increasing financial problems of many of the top teams in the big five European leagues—have again increased the public's attention for the global football players' labor market. Therefore, the paper addresses two important, and highly contested, issues: player remuneration and contract duration (players are usually considered as overpaid and poorly motivated. Using two different unbalanced panels from the German Bundesliga league that cover six and 13 consecutive seasons respectively (1997-98 to 2002-03 and 1995-96 to 2007-08), I show, first, that the variance in player salaries can be explained, to a large extent, by the variance in individual performance. That is, salaries can be explained by career games played and games played last season, previous and recent international appearances, and goals scored. Moreover, player position, leadership skills, and region of birth clearly matter as well. The impact of these characteristics varies across the salary distribution. Second, I find robust evidence that player performance—measured primarily, but not exclusively, by a subjective overall player rating from Kicker, a highly respected soccer magazine—significantly increases in the last year of the contract. In addition, the variance in player performance is significantly lower in the last year of the contract. These findings suggest that moral hazard is a widespread phenomenon, even in professional soccer. [ABSTRACT FROM AUTHOR]

During the 1980's Historically Black Colleges and Universities' Hospitality Management Programs (HBCU-HM) began to evolve into different schools at these institutions. This report evaluates the status of the students from these HBCU-HM programs and the disposition of these qualified management personnel within the hospitality industry. The report provides information pertaining to the placement, employment status, salaries, facets of employment, significance of internship, and several recommendations for future students. The study also discusses the complexities of turnover in the industry, and why graduates might be found in any facet of the industry. [ABSTRACT FROM AUTHOR]

Most professional football clubs in Belgium are facing financial problems. In this note, we try to find out if the poor financial situation of many Belgian football clubs is caused by player salaries that are too high. In other words: are professional football players in Belgium overpaid? [ABSTRACT FROM AUTHOR]

Copyright of Revista Jurídica Piélagus is the property of Universidad Surcolombiana and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The nursing faculty pay scale at the University of Nevada, Las Vegas, has increased significantly over the past 5 years. This increase was driven by a number of factors: (a) the rapidly expanding population in Nevada, (b) the nursing shortage and the Nevada legislative mandate to double nursing enrollment in state schools, (c) the national nursing faculty shortage, and (d) the opening of private nursing schools in Nevada. This article describes how, given these factors, the faculty members were able to leverage a pay scale that is finally competitive with clinical appointments. [Copyright &y& Elsevier]

Copyright of Library / Knjižnica is the property of Zveza bibliotekarskih drustev Slovenije (ZBDS) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Objectives: To examine pharmacists' hourly wage rates, growth rates in pharmacists' wage rates, and factors associated with pharmacists' wage rates in 2000 and 2004. Design: Descriptive, nonexperimental, cross-sectional study. Setting: United States. Participants: 1,644 and 1,129 pharmacists from the 2000 and 2004 National Pharmacist Workforce Survey, respectively. Interventions: Secondary data from surveys of pharmacists were analyzed. Main outcome measures: Pharmacists' wage rates in 2000 and 2004 and growth rates in wage rates between 2000 and 2004. Results: Wage rates for pharmacists, expressed in 2004 dollars, increased 4.9% per year between 2000 and 2004, suggesting real wage growth for pharmacists. In 2004, wage rates for pharmacists working part-time were $1.56 (3.4%) less than wages for pharmacists working full-time. In 2004, pharmacists who reported spending higher amounts of time In patient care activities earned significantly lower wages. In 2000 and 2004, wage rates were significantly less in independently owned pharmacies compared with all other practice settings. In 2004, women pharmacists earned significantly less per hour (4.9%) compared with men pharmacists. Conclusion: Pharmacists experienced real wage growth between 2000 and 2004, which reflects the excess demand for pharmacists. The location of pharmacists' employment and the tasks performed by pharmacists in their jobs affect wage rates. [ABSTRACT FROM AUTHOR]

Objective: To examine long-term changes in the U.S. pharmacist labor market across states. Design: Retrospective cohort study. Setting: The United States as a whole and individual states in 1990 and 2000. Participants: Pharmacists and pharmacy school graduates from Census data and previous research, respectively. Intervention: Retrospective analysis of 5% Public Use Microdata Samples data on pharmacists from the 1990 and 2000 U.S. Census surveys, information on migration among states between 1995 and 2000, and previous research on pharmacy school graduates. Main outcome measures: Changes in pharmacist counts and wages, as well as migration of pharmacists across states and pharmacy school graduates by state. Results: From 1990 to 2000, the ratio of pharmacists to 100,000 population increased from 70 to 76, but 13 states experienced declines in this datum, and overall changes in pharmacist counts varied considerably among states. The average wage, expressed in 2000 U.S. dollars, for pharmacists increased from $26.58 per hour to $33.80 per hour (17%), while the average wages of nonpharmacist college graduates increased from $26.37 to only $28.76 (9%). Wage changes varied across states. Conclusion: According to the Census, the number of pharmacists per 100,000 population varied substantially across states. This variance in supply across states is not converging or easily explained. Overall, the shortage had a clear impact on the pharmacist labor market, yet this effect was not consistent across states. [ABSTRACT FROM AUTHOR]

The Mexican-origin population continues to be concentrated predominantly in the Southwest, a pattern found among both native-and foreign-born persons. This analysis draws from the human capital and social capital perspectives to examine the impact of human capital and social capital on the outmigration of Mexican immigrants from the Southwest to other regions of the country between 1985 and 1990, the period associated with the initial migration of Mexicans to new-destination areas. In addition, insights from these two perspectives are also used to assess their influence on the earnings of persons who left the Southwest during this period. The analysis is based on data from the 1990 Public Use Microdata Sample (PUMS) and includes 46,120 foreign-born persons of Mexican-origin who lived in the Southwest in 1985. The results suggest that both human capital and social capital have an impact on the outmigration of Mexican immigrants, with the former varying by length of residence in the United States. Furthermore, the findings based on outmigrants indicate that recent immigrants with social capital tend to have slightly higher wage and salary income in their new homes compared to their counterparts lacking such capital. [ABSTRACT FROM AUTHOR]

It has been suggested that the tourism sector is one in which temporary and low-skilled jobs abound. The aim of this study is to analyze the educational and experience requirements associated with job offers in tourism and their corresponding contracts and salaries. Nine thousand job advertisements were analyzed from one of the biggest employment websites in Spain. Online job offers allow a profile of employers' preferences to be drawn up in terms of occupations, educational levels and required experience, as well as the terms of contracts and salaries offered. Internal heterogeneity in the tourism sector arising from the coexistence of different functions and skills is highlighted. Our analysis shows that the occupation crucially conditions salary differences and contract types in tourism job offers. • Occupation is fundamental to understand experience and education level required. • Average salaries for standard contracts are higher than for non-standard contracts. • Higher salaries are more likely for managers and chefs, but not for professionals. • Experience is more important than formal educational requirements. [ABSTRACT FROM AUTHOR]