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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.

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.