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The payment security becomes fundamental in our days. Based on this statement I have decided to deepen this subject and to study the online payment systems and the connection between them. I have observed that this area becomes the hackers' attraction and I have realized how important the security of the ecommerce is. Also I have done a research of the possible attacks and I have searched for the countermeasures of this attacks. The result of my research is my payment gateway solution presented in the following lines. [ABSTRACT FROM AUTHOR]

Purpose – This paper aims to investigate the impact of pay on job satisfaction. Moreover, it studies the changes in the structure of the work force, as well as in the way work is done, on the pay to job satisfaction relationship. Design/methodology/approach – A confirmatory survey is conducted, and results are presented. Findings – The study suggests that gender is a variable affecting the relationship of pay to employees’ job satisfaction. It highlights the roles of education and training in user participation and system usage. The study investigates the current situation in Lebanese commercial banks. Research limitations/implications – The outcome of the study could have significant implications on managerial decision-making in the process of implementing novel technologies in banks. It also points to policy changes needed at the human resource management levels. Practical implications – The study findings suggest a needed change at the policy-making levels of corporate human resource management, as more and more employees are becoming extensive information system users on the job. Social implications – If the suggested practical implications are applied, the social implications derived therefrom will generate a social drift in attitude toward gender differentials. Originality/value – The paper is based on a large sample collection from the services sector, commercial banking in Lebanon. The quantitative survey results highlight a number of correlations and tests a suggested model. It puts forth a linear relationship between the different variables under consideration and suggests recommendations for practitioners. [ABSTRACT FROM AUTHOR]

This article is analyzing the general conditions for the recruitment and hiring employees in France and analyzing general notions concerning the conclusion of the individual labor contract in Belgium. Also, Italian law is that individual labor contract agreement whereby the employee is obliged to provide work, physical or intellectual, under the direction and supervision of the employer who undertakes to pay him a salary. Next we considered some aspects of the employment contract in the Netherlands and the United Kingdom. [ABSTRACT FROM AUTHOR]

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The year 2013 saw slowing growth in the Australian economy and labour market, relative to 2012. Slower rates of increase in gross domestic product and employment led to rising unemployment and underemployment rates, fewer job vacancies, and increased caution on the part of the Fair Work Commission about the appropriate rate of increase in Australian minimum wages. Compared with other Organisation for Economic Co-operation and Development countries, however, the Australian labour market continued to perform well, with lower unemployment rates for all age groups and higher labour productivity growth. The main areas of weakness are falling male full-time employment, high youth labour force underutilisation, and rising earnings inequality associated with falling relative earnings for the lowest paid. [ABSTRACT FROM PUBLISHER]

Purpose – The purpose of this paper is to investigate the existence of sticky floor and glass ceiling effects in the gender wage gap (GWG) among Spanish managers. In addition, the paper determines if the pay gap at every quantile is a result of the gender characteristic differences, or the differences in returns to those characteristics. Design/methodology/approach – The paper exploits a counterfactual decomposition analysis, using quantile regression, to decompose the GWG into one component that is based on differences in characteristics and one component that is based on differences in coefficients across the wage distribution. Findings – A significant GWG over all the wage distribution is found. Such a gap exhibits a clear U-shaped pattern, thus pointing out both significant sticky floor and glass ceiling effects. Furthermore, the paper shows that such pattern is mainly determined by the coefficient effect, whose relative incidence is almost continuously increasing along the wage distribution. Research limitations/implications – While it is difficult to give a definitive explanation for the significant U-shaped pattern in the GWG and for the bigger incidence of the glass ceiling, the authors suggest two possible explanations that are consistent with these findings. The paper leaves the identification of these explanations to future research. Practical implications – The pattern of rising coefficient effects at higher quantiles suggests that the glass ceiling is a more relevant question than the sticky floor. Indeed, at the highest wage quantiles, differences in characteristics make essentially no contribution to the overall wage gap. This suggests that upper-echelon female managers have the same characteristics as their male counterparts, which emphasizes the role of discrimination for these top-level jobs. Originality/value – Despite the general GWG has been largely investigated, the analysis of a wage differential among managerial workers has certainly drawn much less attention. In particular just a few papers have investigated the existence of sticky floors and glass ceiling among managers. In addition, as to Spain, there is no empirical survey investigating and decomposing the gender pay gap among managers. [ABSTRACT FROM AUTHOR]

Exploiting data made available by the 1996 Ontario Public Sector Salary Disclosure Act, we construct a unique panel data set containing individual salaries of tenured and tenure-track economics professors from 16 universities in Ontario between 1996 and 2006 to evaluate the relationship between academic performance and salary. Our estimates suggest that universities reward research productivity, as a top journal publication is significantly associated with a roughly 1 percent-3 percent increase in annual salary. We interpret our results as empirical evidence of the potential importance of research productivity in determining publicly funded salaries of academics. [ABSTRACT FROM AUTHOR]

Employee perception of fairness in compensation methods and systems is important to achieve the purposes of "compensation management," which is a basic function of human resource management. As such, perception of organizational justice correlated with variables known to effectively impact job satisfaction, motivation, intention to leave, and burnout is determined on a large scale by the application of compensation and salaries. Here, it is crucial to establish and operate systems in which pay is fairly determined according to jobs performed, job performance, and market conditions. However, the literature and practice do not adequately focus on compensation. Consequently, there is uncertainty regarding how equitable compensation aligned to business ethics should be systematically conducted in Turkey. Therefore, in this study, employees’ perceptions of a "fair" and "ethical" compensation management system was systematically discussed according to types of pay equity and organizational justice perception. In addition, this study is a systematic review that can contribute to the development of a scale to determine employees’ perception of ethics regarding their organizations’ compensation management systems. Based on an analysis of the related literature, the results of this study indicated that organizations should establish fair purposes and policies in compliance with the law; take advantage of scientific and objective methods such as job evaluation, market research, and performance-based pay; manage communication with employees regarding their demands and objections; and ensure employees’ participation in decision making to ensure fair and ethical compensation. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to analyse the challenges in undertaking occupational pay comparisons and why this matters for evidence-based reward management, union bargaining strategies and perceptions of pay equity. Design/methodology/approach – The paper draws on the extant literature on pay and undertakes detailed quantitative analysis of teachers pay in Scotland relative to teachers elsewhere in the UK, graduates and other professional occupations in the private and public sectors. Findings – The key finding of this paper is that alternative ways of analysing pay comparability produce significantly different outcomes – occupational pay comparisons require the identification of an appropriate comparator and appropriate measures of pay and hours, yet this is not straightforward. Different approaches to comparability may lead to key stakeholders holding widely differing views about pay equity, with employment relations implications. Research limitations/implications – Quantitative analyses of pay using large-scale survey data are crucial to understanding relative occupational pay. However, quantitative analyses cannot provide in-depth and nuanced understanding of the nature of particular occupations. Moreover, the paper focuses at the occupational level and does not assess individual employee characteristics that may influence pay. Practical implications – These findings should inform employers (especially HR managers), employees and unions on pay policy, pay settlements and bargaining strategies. Originality/value – There is relatively little contemporary literature on the importance of, and challenges in undertaking, occupational pay comparisons. [ABSTRACT FROM AUTHOR]

Ireland’s selective system of collective agreed minimum wages has come under significant pressure in recent years. A new fast-food employer body took a constitutional challenge against the system of Joint Labour Committees (JLCs) and this was strengthened by the discourse on the negative effects of minimum wages as Ireland’s economic crisis worsened. Taking a historical institutional approach, the article examines the critical juncture for the JLC system and the factors which led to the subsequent government decision to retain but reform the system. The article argues that the improved enforcement of minimum wages was a key factor in the employers’ push for abolition of the system but that the legacy of a collapsed social partnership system prevented the system’s abolition. [ABSTRACT FROM PUBLISHER]

Purpose – Designing and running robust junior doctor rotas is a challenging task and much previous advice has been based on consensus or anecdote. This paper aims to discern the most frequently occurring problems with trainee working patterns and produce evidence-based guidance for implementing and running contract-compliant rotas. Design/methodology/approach – A total of 35 secondary care trusts in North West England were invited to supply information on pay banding appeals requested under the New Deal junior doctor contract. Of these, 15 (43 per cent) participated with data from 35 appeals between 2004 and 2012. A thematic analysis was undertaken to discern the commonly occurring causes of contractual breaches. Findings – A total of 83 per cent (n=29/35) of appeals were based on data showing the rota to be non-compliant with the contract (band 3), with the remainder being compliant with the contract but not in keeping with the pay banding currently assigned. Inability to take adequate natural breaks was the most frequently cited cause of rota non-compliance. Where underlying reasons were given for breaches of hours/rest limits they clustered around 20 themes, the top four being poor or absent dialogue between HR and doctors, excessive workload, inappropriately timed ward rounds, and inadequate or non-existent bleep policies. Originality/value – This is the first analysis of banding appeals under the UK junior doctor contract. The findings show that problems with rotas cluster around specific themes. The authors provide recommendations to target these so as to avoid financially detrimental contract breaches and trainee dissatisfaction. [ABSTRACT FROM AUTHOR]

In his response to Mowitt, Morgan Adamson sharply reminds us that working conditions and remuneration for work, not to mention layoffs, hiring freezes and slashing of benefits, certainly are pressing concerns. Offering a quick survey of some of the horrid details of the work expected of research assistants in science labs, Adamson also softens the distinction implied in Mowitt's focus on the humanities as against the sciences.

This paper reconsiders the problem of unemployment in Europe at multiple geographic levels and through time from 1984to 2000. We employ a panel structure that permits us to separate regional, national and continental influences on European unemployment. Important local effects include the economic growth rate, relative wealth or poverty, and the proportion of young people in the labor force. As part of this analysis, we assess the relationship between pay inequality and unemployment in Europe, following the insight of Harris and Todaro (1970) that pay inequalities influence job search. With our own panel of inequality measures derived from Eurostat's REGIO data set, we find that higher pay inequality in Europe is associated with more, not less, unemployment, and the effect is stronger for women and young workers. There are modest country fixed effects for the UK and Spain, but large effects are found only for small countries. These are all negative, a fact that may be due partly to large past emigration in some cases, and partly to strategic wage bargaining in others. Apart from this, distinctive effects at the national level are few, perhaps indicating that national labor market institutions are not the decisive factor in the determination of European unemployment. Changes in the European macro-environment are picked up by time fixed effects, and these show a striking pan-European rise in unemployment immediately following the introduction of the Maastricht Treaty, though with some encouraging recovery late in the decade. JEL Codes: E24, J31, J64 Keywords: Pay, Unemployment

This paper reconsiders the problem of unemployment in Europe at multiple geographic levels and through time from 1984 to 2000. We employ a panel structure that permits us to separate regional, national and continental influences on European unemployment. Important local effects include the economic growth rate, relative wealth or poverty, and the proportion of young people in the labor force. As part of this analysis, we assess the relationship between pay inequality and unemployment in Europe, following the insight of Harris and Todaro (1970) that pay inequalities influence job search. With our own panel of inequality measures derived from Eurostat's REGIO data set, we find that higher pay inequality, though usually taken to indicate greater labor market flexibility, is associated with more, not less, unemployment. Among large countries distinctive effects at the national level are few, perhaps indicating that national labor market institutions are not a decisive factor in the determination of unemployment. Changes in the macro-environment are picked up by time fixed effects, and these show a striking pan-European rise in unemployment immediately following the Maastricht Treaty, though with some encouraging recovery late in the decade. JEL Codes: E24, J31, J64

Orientation: Previous research suggests that different generations have different reward preferences based on differences in values, frames of reference and life goals. Research purpose: The focus of this study was to determine whether different generations prefer different rewards in the Information and Communication Technology (ICT) industry in South Africa.Motivation for the study: The rationale for this study was to obtain a better understanding of the reward preferences of Veterans, Baby Boomers, Generation X and Generation Y in the ICT industry.Research design, approach and method: The research was a quantitative, cross-sectional, correlational design. Participants from two ICT companies completed a structured electronic survey. One hundred and sixty four valid responses were received. A Cronbach’s alpha of 0.821 indicates that the survey was reliable.Main findings: Contrary to previous research, the results show that generations do not display different reward preferences.Practical/managerial implications: It would be more beneficial to use individual interrelationship factors to develop a reward strategy than generations.Contribution/value-add: The research has added insight and value to reward preferences for generations in the ICT sector.

Findings show that nearly 80% of the Indian population is without life insurances in a society with a weak social security and a pension system that hardly can provide for an old age income security. Lately, insurance companies, by tapping into urban, semi-urban and rural areas far and near mainly through innovative insurance plans, novel marketing techniques, and new distribution channels, have managed to get a great majority of the population of low and middle income groups alike to be attracted to insurance. The efforts of the officers of these insurance companies, both physically and mentally, coupled with apt administration and able leadership capacities have led to the expansion of the business of the insurance companies. However, these insurance officers have to be motivated to involve themselves in their duties continuously without frustration. Considering the importance of motivation on insurance officials, this study is an attempt to mark out the relationship between the material incentives (Pay, Flexible working hours, Promotion and Benefits) and motivation. Based on a sample of 80 insurance company officers in Tamilnadu, India, the data was analyzed using statistical tools such as Z-test, correlation analysis, and regression analysis and the results show the impact of material incentives on the motivations of the officers of insurance companies.

Our review of the evidence found that the notion that higher pay leads to the selection of better executives is undermined by the prevalence of poor recruiting methods. Moreover, higher pay fails to promote better performance. Instead, it undermines the intrinsic motivation of executives, inhibits their learning, leads them to ignore other stakeholders, and discourages them from considering the long-term effects of their decisions on stakeholders. Relating incentive payments to executives' actions in an effective manner is not possible. Incentives also encourage unethical behavior. Organizations would benefit from using validated methods to hire top executives, reducing compensation, eliminating incentive plans, and strengthening stockholder governance related to the hiring and compensation of executives. [ABSTRACT FROM AUTHOR]

Background: The last decade has seen widespread retreat from user fees with the intention to reduce financial constraints to users in accessing health care and in particular improving access to reproductive, maternal and newborn health services. This has had important benefits in reducing financial barriers to access in a number of settings. If the policies work as intended, service utilization rates increase. However this increases workloads for health staff and at the same time, the loss of user fee revenues can imply that health workers lose bonuses or allowances, or that it becomes more difficult to ensure uninterrupted supplies of health care inputs. This research aimed to assess how policies reducing demand-side barriers to access to health care have affected service delivery with a particular focus on human resources for health. Methods: We undertook case studies in five countries (Ghana, Nepal, Sierra Leone, Zambia and Zimbabwe). In each we reviewed financing and HRH policies, considered the impact financing policy change had made on health service utilization rates, analysed the distribution of health staff and their actual and potential workloads, and compared remuneration terms in the public sectors. Results: We question a number of common assumptions about the financing and human resource inter-relationships. The impact of fee removal on utilization levels is mostly not sustained or supported by all the evidence. Shortages of human resources for health at the national level are not universal; maldistribution within countries is the greater problem. Low salaries are not universal; most of the countries pay health workers well by national benchmarks. Conclusions: The interconnectedness between user fee policy and HRH situations proves difficult to assess. Many policies have been changing over the relevant period, some clearly and others possibly in response to problems identified associated with financing policy change. Other relevant variables have also changed. However, as is now well-recognised in the user fee literature, co-ordination of health financing and human resource policies is essential. This appears less well recognised in the human resources literature. This coordination involves considering user charges, resource availability at health facility level, health worker pay, terms and conditions, and recruitment in tandem. All these policies need to be effectively monitored in their processes as well as outcomes, but sufficient data are not collected for this purpose. [ABSTRACT FROM AUTHOR]

Abstract: While many studies have examined the linear relationship between intelligence and economic success, only few, if any, examined their nonlinear relationships. The current study examines such relationships in a large, nationally representative sample, using pay as an indicator of economic success. The results show that the effect of General Mental Ability (GMA) on pay depends on occupational complexity; the greater the complexity, the stronger the effect. They also show that, by and large, there is a marginally decreasing (concave) effect of GMA on pay. Methodological and practical questions concerning the relationship between cognitive ability and pay are discussed. [Copyright &y& Elsevier]

Purpose – This study aims to determine the effect of individual and group variable pay plans on pay satisfaction among Canadian workers from six occupational groups. Design/methodology/approach – Theoretical foundations rest on the discrepancy model of pay satisfaction and equity theory. Canadian national data from the Workplace and Employee Survey (WES) were used to test the hypotheses. Findings – The results show that individual and group variable pay plans act differently on workers' pay satisfaction. For individual pay plans, being eligible for a variable pay plan, and thereby having one's performance rewarded, has no effect on pay satisfaction. Workers on variable pay plans are more satisfied with their pay only when they receive performance-dependent payouts. In short, they want to be rewarded not only for performance but also for effort. For group pay plans, not receiving payouts has no negative effect on pay satisfaction. In contrast, receiving payouts creates pay dissatisfaction. Individual and group plans have a distinct effect on pay satisfaction by occupational group. Practical implications – Managers can make informed decisions regarding the adoption of variable pay plans and their implementation. Originality/value – This study sheds light on the link between variable pay and pay satisfaction. It improves our understanding of the mechanism by which variable pay affects pay satisfaction: the effort – performance – pay link (i.e. risk and perceived fairness of the allocation). [ABSTRACT FROM AUTHOR]

Purpose – The goal of the paper is to investigate how reservation wages of older unemployed welfare recipients change once they are no longer subject to standard job search requirements. Design/methodology/approach – The authors apply a regression discontinuity design. Findings – Consistent with theoretical predictions, the authors' findings indicate that eliminating job search requirements will tend to increase reservation wages. Practical implications – The results correspond to previous findings in the literature that monitoring leads to lower accepted wages and increased exits rates from unemployment, and that it may be a successful policy measure to keep older workers in the labor market. Originality/value – Monitoring of job search effort has been shown to be an effective method of activating unemployed people, but little evidence has been found on the effect of activation measures on older workers. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to assess how wages of US native workers with various educational backgrounds are affected by immigration. Design/methodology/approach – This paper estimates the responses of these workers' wages to the concentration of immigrants with various educational backgrounds in their local labour markets, using 1980-2000 US Census data and instrumental variables approach. Findings – Wages of native high school dropouts fall slightly in the presence of immigrant high school dropouts and high school graduates; wages of native high school graduates fall slightly in the presence of immigrant high school graduates, but rise in the presence of immigrants with higher levels of education; wages of native workers with some college education fall slightly with larger concentrations of immigrant high school graduates but rise slightly with larger concentrations of immigrant college graduates; and there is no evidence that wages of native college graduates are affected by immigration. Originality/value – No previous studies have considered these possibilities when assessing the impact of immigration on native workers' wages. [ABSTRACT FROM AUTHOR]