Search

The primary focus of brand equity research has been on how brand knowledge creates value for firms through customer behavior in product markets. Using archival data and five experiments, this article tests a framework that outlines the unique role brands play in the labor market. The framework distinguishes between vertical and horizontal differentiation and shows that vertical brand differentiation is associated with lower pay, whereas horizontal brand differentiation is associated with higher pay. Employees are also vertically and horizontally differentiated, and firms high in horizontal brand differentiation pay more for employees who match their brands' differentiating characteristics (i.e., brand-relevant complementarities). Results show that these brand–pay relationships have important downstream effects on employee behavior and, consequently, on firm profits. Specifically, leveraging vertical brand differentiation to lower pay represents a false economy because profits are attenuated by negative effects on employee productivity and retention. In contrast, when managers at firms high on horizontal brand differentiation pay more, profits increase via the same mediating employee behaviors. Six firm strategies and investments that influence firm bargaining power in the employee–brand matching process are found to moderate the brand–pay relationship and downstream effects on profits. [ABSTRACT FROM AUTHOR]

Whether compensation serves as a motivational resource for employees is still a debated subject. It has been suggested that the effect of pay on motivation could be contingent on the satisfaction of the basic psychological needs as outlined by self‐determination theory. The current research explored the role of amount of base pay as well as pay fairness discrepancy in relation to basic psychological need satisfaction, autonomous work motivation and, in turn, psychological well‐being (i.e., vigor and emotional exhaustion), turnover intentions, and work performance. Managerial need support was also included in the model, so its mechanisms and its effects on the outcomes could be measured against those of pay. Using a combination of archival data and employees' self‐reports from 593 Norwegian workers, results revealed that amount of base pay did not predict satisfaction of any of the basic needs, pay fairness discrepancy negatively predicted satisfaction of the needs for autonomy and relatedness and positively predicted satisfaction of the need for competence, whereas managerial need support significantly predicted satisfaction of all three needs. While there was no significant direct relation from amount of base pay to any of the outcomes, results showed a significant direct relation from managerial need support to psychological well‐being (positive to vigor and negative to emotional exhaustion) and turnover intentions (negative). There was also a significant direct positive relation from pay fairness discrepancy to turnover intentions. [ABSTRACT FROM AUTHOR]

\nPRACTICE POINTSThere is limited information about how the career choices of social workers, including attaining a license or advanced degree, influence earnings in the profession. This study explored predictors of earnings among recent social work graduates in Alabama. A block regression analysis explored the relationship among degree level, employer practice setting, licensure status, and earnings among 1,863 recent graduates attaining a bachelor’s or master’s degree in social work. Our findings confirmed that having an advanced degree is associated with increased earnings. Employer practice setting was the strongest predictor of earnings. Results provide valuable information about career choices and compensation structures for a growing profession. Though advocating for higher salaries may feel counter to the concept of altruism so deeply and historically embedded in the profession, social workers must, in alignment with the aims of the profession, advocate for higher pay and support public policy related to pay equity, for example, pay transparency.In order to meet the current unmet and future growth needs of the social work workforce, pay differences must be further explored to gain knowledge as to how earnings and personal career choices are connected.Though advocating for higher salaries may feel counter to the concept of altruism so deeply and historically embedded in the profession, social workers must, in alignment with the aims of the profession, advocate for higher pay and support public policy related to pay equity, for example, pay transparency.In order to meet the current unmet and future growth needs of the social work workforce, pay differences must be further explored to gain knowledge as to how earnings and personal career choices are connected. [ABSTRACT FROM AUTHOR]

This series of six articles is inspired by themes arising from the Royal College of Midwives' state of midwifery education report. The series explores the current landscape and challenges in educating the future midwifery workforce, particularly those that relate to the higher education workforce. This fourth article looks at what it is like to work in midwifery education compared to in practice as a midwife. The challenges associated with transition, remuneration, workload, casual working and the breadth of the midwifery education role are examined, particularly in comparison to other disciplines in higher education. The article explores how educators can be better supported in their training of the future midwifery workforce, while assuring their own progression and equal treatment in an increasingly competitive and tightly regulated sector. [ABSTRACT FROM AUTHOR]

The purpose of this study was to determine the effect of workload and compensation on employee performance at PT Honda Autobest Service Department, both partially and simultaneously. The population in this study were all employees at PT Honda Autobest service department. which amounted to 30 employees. The sampling technique used in this research is the saturated sampling technique. The method used in this research is a quantitative method with data collection techniques used are interviews and distribution of questionnaires to respondents. The data analysis technique used is multiple linear regression using the SPSS program. The findings of the study concluded that: (1) Workload has a significant effect on employee performance. (2) Compensation has a significant effect on employee performance. In the simultaneous test, workload, and compensation have a positive and significant effect on employee performance at PT Honda Autobest Service Department. The magnitude of the influence of workload and compensation is indicated by the value. Adjusted R Square of 28.2%. and the remaining 71.8% is influenced by other variables not examined in this study. [ABSTRACT FROM AUTHOR]

Work experiences, conceptualized as work attitudes, influence employees' turnover and performance. Therefore, it is essential for investment banks to understand the determinants of traders' work experience. Analyzing traders' reviews of major investment banks, this study shows that traders' attitudes depend on the banks' culture, traders' career opportunities, and, to a lesser extent, their pay perceptions. Furthermore, traders are often happy with their coworkers but dissatisfied with their banks' technology, bureaucracy, ethics, and their work-life balance. Hence, this study identifies non-monetary determinants of traders' work attitudes, extends behavioral finance research, and offers applications for investment banks as well as their shareholders. [ABSTRACT FROM AUTHOR]

Copyright of Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo is the property of ADAPT University Press 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 Ankara Hacı Bayram Veli Üniversitesi Hukuk Fakültesi Dergisi is the property of Ankara Haci Bayram Veli Universitesi Hukuk Fakultesi 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 principal basins on the Mozambique continental margin are the Mozambique and Rovuma, on the passive continental margin with complex tectonic history, following after the East African Rift System in the Triassic. Although the first gas fields in the coastal zone of the Indian Ocean in southeast Mozambique are appeared yet in the 1960s, only in 2010, did Mozambique achieve a new status as a major world hydrocarbon player—with the discovery of a number of large gas fields in the northeast of the country, in deep-water regions of the Indian Ocean, and in the Rovuma Basin. More than 20 recently discovered gas fields are located in deep-water regions and on the continental slope of the Indian Ocean at depths of 468–2610 m. It is noteworthy that the pays of the same age, the deeper they are buried beneath the water column, the greater their volume of hydrocarbon reserves. A similar trend may help in the case of targeted oil and gas exploration. The prospects of liquid hydrocarbon discoveries are possible in the Madagascar channel behind the Davie Ridge and in deep-water parts on the slopes of the Mozambique continental margin. [ABSTRACT FROM AUTHOR]

Using data from research on the undervaluing of predominantly female occupations, we found that the usual procedures for setting wages, notably job evaluation methods, may undervalue care work, which is predominantly done by women. Such work is difficult to analyze and evaluate because the current labor market is described by a static language of specialization and skills, whereas care workers should be judged more by their experience, which varies with the context and the situation. It is also difficult to appreciate and evaluate the true value of their work, which is sometimes invisible and often unquantifiable. According to Dejours and Gernet, care work relies on less noticeable abilities. A care worker must be able to anticipate another person's needs—an ability too often noticed only when absent—and be able to foresee, interpret, and understand the person's circumstances. The usual job evaluation methods seem confined to more objective and rational criteria. [ABSTRACT FROM AUTHOR]

The article reports the findings of a pathbreaking national study that examines executive compensation in American environmental nonprofits. This article seeks to accomplish two goals: (1) examine the gender disparities in the pay of chief executive officers (CEOs), executive directors, and presidents in environmental organizations; and (2) analyze the ethnic/racial differences in the wages of the top executive in said nonprofits. The study uses financial information from Internal Revenue Service Form 990 to examine top executive salaries in 2,703 organizations. The author collected data from tax forms filed between 2018 and 2020. The article examines how gender and race/ethnicity are associated with compensation. It also analyzes how region, organizational type, urbanization, organizational revenue, staff size, the board size, the receipt of bonuses and incentives, the size of the bonuses/incentives, and the size of the base wages are related to overall compensation. Men occupied 51.2% (1,383) and women 48.8% (1,320) of the top executive positions in the organizations studied. Whites dominate the CEO position, that is, 92% or 2,488 of the CEOs were White, and 8% (215) were people of color. The study found significant gender pay gaps. While the median compensation for men was $117,468, it was $88,568.50 for women. Hence, women CEOs earned 75.4% of what men were paid. There was also an ethnic/racial pay gap. The study found that White CEOs earned a median income of $102,801. The median wage for Asian CEOs was 97.6%, Black CEOs was 96%, Latinx CEOs was 80.8%, and Native American CEOs was 73.4% of what White CEOs earned. White men obtained the highest median compensation of all gender, and racial/ethnic groups studied. The total compensation also varied by region, organizational revenues, organizational type, level of urbanization, staff size, board size, receipt of bonuses and incentives, the size of bonuses/incentives, and size of base wages. The size of the organization's revenue, whether a CEO received bonuses/incentives, region, the CEO's race/ethnicity, the CEO's gender, and size of the staff were significant factors in the multivariate regression model. [ABSTRACT FROM AUTHOR]

This research employs the Expectancy Confirmation/Disconfirmation (ECD) paradigm to extend the knowledge about consumer response to CSR. While several scholars have identified consumer satisfaction with the firm as a salient variable that justifies investment in CSR, few have considered consumers' CSR perceptions against the backdrop of their CSR expectations, and none has done so empirically. This research examines whether ECD, which incorporates perceptions and expectations regarding CSR, affects satisfaction, referral, and willingness to pay a premium. In addition to replicating prior findings of the interplay between the three outcome variables, our two empirical studies underscore (a) the pertinence of the ECD paradigm to CSR research; (b) the direct and indirect effects of ECD on satisfaction, referral, and willingness to pay a premium; and (c) the role of attribution and satisfaction as serial mediators. Theoretical and managerial implications are discussed, and research limitations are disclosed. [ABSTRACT FROM AUTHOR]

Good social work benefits the recipients of the social worker role, social workers themselves, their employing organisations and society more broadly. However, it is difficult to conduct consistently good social work when social workers have been shown to have chronically poor working conditions. This article, therefore, outlines UK social worker working conditions and well-being from 2022, as well as comparing these results to surveys conducted in 2017 and 2018. We, therefore, report a series of cross-sectional surveys, in addition to open-ended questions, to collect data from 533 respondents in 2022, and compare these to findings from similar surveys in previous years. Results demonstrate that working conditions improved slightly between 2018 and 2022, although these conditions are still very poor compared with other occupations. Qualitative analyses suggest that work-load, resources, lack of respect and lack of consistent and good quality reflective supervision are significant issues for respondents. As such, we argue that policy makers and employers need to provide greater support for social worker working conditions and well-being, and that this support would likely negate current high levels of turnover and sickness absence. Additionally, however, for the first time in these surveys, poor pay also emerged as an issue needing attention. [ABSTRACT FROM AUTHOR]

We make two main contributions to the literature on work-related injury risk and economic outcomes in the context of American professional football. One is to examine an increasingly important specific injury, concussions, and compare its subsequent economic effects to those of other types of football injuries. Our other contribution is to study the role of race in understanding injury risk and severity and their resulting economic consequences, which has been overlooked in previous sports injury research. Using a specific position, tight ends, which allows conditioning on fine-grained relevant measures of player demographics, playing time, and performance, we find that whether a player continues to play NFL football from year to year is affected by type of injury and the player's race. We calculate that the average ex post loss in annual compensation from a concussion is about 7%. Moreover, the effect of games missed due to concussion on continued employment is triple that of other injuries. Being white positively affects length of playing career independent of the measured productivity of the players involved. The racial gap in career length is approximately equal to the effect of an additional game missed from concussion. With respect to heterogeneity in the effects of injuries, both concussions and other injury types affect ex post economic outcomes equally for white and nonwhite players. Both injuries and race affect compensation solely through their effects on career length. [ABSTRACT FROM AUTHOR]

In this address, I distinguish and explore three conceptions of wages. A wage is a reward, given in recognition of the performance of a valued task. It is also an incentive: a way to entice workers to take and keep jobs, and to motivate them to work hard. Finally, a wage is a price of labor, and like all prices, conveys valuable information about relative scarcity. I show that each conception of wages has its own normative logic, or appropriate justification, and these logics can come apart. This explains some of the debate about wages and makes the project of justifying a wage simpliciter difficult. I identify which logic we should choose, since we must choose, and say what this means for how we should think about the justification of pay. [ABSTRACT FROM AUTHOR]

Objective: We aim to verify the dimensionality of the total rewards (TR) model, the idea that employees' compensations do not consist only of money but encompass all financial and non-financial values that employees received from their work. Research Design & Methods: Drawing inspirations from three influential TR models and using data from a large multi-occupational online survey, we conducted exploratory factor analysis (FA) (n = 3022) to test TR dimensionality and structural equation modelling (SEM) (n = 2641) to test TR validity. Findings: The FA results revealed the two-dimensional structure of TR as best fitting to data, showing financial (tangible) and non-financial (intangible) rewards as two distinct aspects of compensation. The SEM analysis showed specific patterns of associations for each TR dimension with employee loyalty, motivation, intention to quit, and organizational performance. Implications & Recommendations: The success of an entrepreneurial firm might depend not only on innovation in products and services but also on innovative compensation that allows for gaining competitive advantages. The TR model might be used to address these challenges and build a competitive workforce by attracting talented employees from the labour market even under financial resources scarcity. Contribution & Value Added: By showing the role of intangible rewards in compensations, our findings might inspire further entrepreneurial research and provide entrepreneurial firms with the conceptual device to design compensation systems that accumulate human capital not only by money but also via intangible rewards. [ABSTRACT FROM AUTHOR]

Research is one of a university's primary functions. This study aimed to determine the influence of pay as a motivator on the research productivity of educators. It utilized a mixed-methods research design. The respondents are 150 faculty members randomly selected during the 1st semester of the SY 2022-2023. It used a validated survey instrument. The results show a 0.279 weakly positive correlation between the two variables. The computed t-value for this predictor exceeds the 95% confidence interval of (.492, 1.735) by a significant margin of p=0.001, hence the researchers reject the null hypothesis, which states that pay as a motivator significantly does not influence research productivity. For the qualitative phase, the emerging themes include the issues and problems regarding research productivity including lack of time due to work overload, lack of knowledge in research writing, tedious procedures in the research approval, and lack of work motivation/encouragement. Thus, the researchers crafted recommendations that could help enhance faculty members' research productivity. [ABSTRACT FROM AUTHOR]

The issues of motivation, satisfaction and engagement of employees of the hospitality industry are central to management in the specified area, since business performance in the hospitality industry is characterized by a high level of dependence on the available human capital and, in particular, its personal qualities, skills, professionalism and administrative abilities. That is why it is vitally important for any business entity in the specified field to ensure effective personnel management and the formation of effective systems for its stimulation. The factor of remuneration of the personnel of the hospitality industry is in the field of view of both domestic and foreign scientists, which proves the universality of the specified problem for the global economic sector. However, with all the activity of researchers of the systems and factors of labor motivation in the hospitality industry, little attention is currently paid to the issue of the level of remuneration in the industry, especially in the domestic scientific field. Instead, it is the level of remuneration in the industry as a whole that is not only a motivational factor for certain individuals, but also a significant incentive for its general development, building up personnel potential, reducing the turnover rate, etc. The purpose of the study is to analyze the pay level in the field of hotel and restaurant business as a factor of staff motivation. Methods. The study analyses the pay level of personnel in the hospitality industry, following the data of the official statistics, according to the criteria of gender and profession. Systematization methods are used to select the key indicators in accordance with the selected criteria, the statistical frequency calculation method is applied to develop the distribution series of the studied indicators, as well as the methods of structural analysis and analytical study of data are implemented to process the materials of the domestic job search portal. The results. The article offers a critical review of the research on the pay level in the hotel and restaurant business as a motivational factor for productive work. The study presents a comparative and analytical assessment of the indicators of remuneration of the hospitality industry in relation to other spheres of economic activity. It suggests the constructed interval series of the distribution of the wage index of the employees of the hotel and restaurant business of Ukraine according to the criteria of gender and professional group. The paper provides a structural analysis of employment in the hospitality industry according to the criteria of gender and formal employment. The findings of the research identify the vacancy market of the hospitality industry of Ukraine during the full-scale war and the key problems with wages in the industry.

The contribution suggests an initial reflection on the issues that the metaverse scenario poses for labour law, from the payment in cryptocurrencies, to the questions raised by the configuration of virtual twins (i.e. the enforcement of data processing guarantees and the applicability of anti-discriminatory law), up to health and safety aspects and the collective projection of protection. In this perspective, particular attention is paid to the choices of content and method outlined in the construction of the regulatory architecture of EU sources on the subject of new technologies, algorithmic processes and artificial intelligence.

Policy discourse on graduate internships rests on the assumption that, paid or unpaid, they improve the employability of interns. Employing data from a survey of UK creative and mass communications graduates, surveyed two to six years after graduation, this article examines the impact of graduate internships on subsequent job prospects. While paid internships are associated with better pay and increased chances of having a creative or graduate-level job, unpaid internships are not, and are associated with lower pay in the short to medium term. Findings contribute to theory by challenging the 'stepping stone' view of unpaid internships and much policy discussion about these. Results reinforce, with enhanced specificity about the role internships play in the graduate labour market, theories that characterise the graduate labour market as a 'positional' hierarchy of opportunities rather than a labour market that is essentially meritocratic in nature. [ABSTRACT FROM AUTHOR]

How experiences and perceptions of pay and pay setting relate to employees’ job performance, willingness to remain in the organization, and health has been the subject of much debate. Previous research has typically used a variable-centered approach to investigate associations between different pay-related factors and such outcomes. In contrast, we used latent profile analysis to explore combinations of compensation characteristics (pay level, perceived horizontal pay dispersion, and procedural quality, i.e., transactional leadership and procedural pay-setting justice), combining relevant theories on the subject. Based on a nationally representative sample of private sector employees in Sweden (N = 1,146), our study identified six compensation profiles. Our key findings show, first, that higher levels of pay were generally associated with better performance, lower turnover intention, better self-rated health, and lower work-related exhaustion, especially when combined with perceptions of high procedural quality. Second, in terms of perceived horizontal pay dispersion, the results indicate that pay compression may be associated with beneficial outcomes, particularly when combined with high procedural quality. Third, procedural quality was generally associated with favorable work-related and health-related outcomes, although such positive effects may be contingent upon pay level and perceived horizontal pay dispersion. In conclusion, while pay level, perceptions of horizontal pay dispersion, and procedural quality may all matter for employee outcomes, it is important to consider their combinations. [ABSTRACT FROM AUTHOR]

Managers use idiosyncratic deals (i-deals) to motivate and retain employees. Yet we know little about the subsequent effects i-deals have on decisions about pay raises and promotions. Two studies investigate how managers make pay raise and promotion decisions for workers with i-deals. Using a policy-capturing design, managers (N = 116) made pay raise and promotion allocations for workers presented as good performers, based on information provided regarding whether and what type of i-deal workers had and the extent to which they helped peers. Developmental i-deal recipients tend to be recommended for both pay raises and promotions, while such recommendations are less likely for employees with flextime i-deals (for promotions) or reduced workload i-deals (for promotions and pay raises). In addition, workers with i-deals who help their peers are viewed more favorably in both decisions. The second study surveyed managers (N = 174) regarding their actual subordinates (N = 806), both controlled for the manager's rating of subordinate performance. It supports the positive effect of developmental i-deals on pay and promotion decisions, but not the negative effects of flextime and reduced workload i-deals. Helping effects depend on the i-deal: Managers report that unhelpful recipients of developmental i-deals are less likely to be promoted than those with such i-deals who help their peers; unhelpful recipients of reduced workload i-deals are less likely to get pay raises than those with such deals who help. We discuss the implications of our findings for future research and career management. [ABSTRACT FROM AUTHOR]

Keywords: Nursing homes; Pay; for; performance; Payment EN Nursing homes Pay for performance Payment S22 S27 6 02/16/23 20230102 NES 230102 On a given day, almost 1.3 million individuals receive care from approximately 15,000 nursing homes nationwide ([20]). Although these models have not focused specifically on nursing home care, the elimination of post-acute nursing home services has been the major source of savings within these demonstrations, with a recent commentary terming nursing homes "the piggy bank" for these APM payment models ([2]). History of Nursing Home Value-Based Payment Initiatives The first documented attempt to improve nursing home quality through incentive payments was a randomized experiment conducted in 36 San Diego-area nursing homes over the period of 1981 to 1983 ([49]). Nursing homes that serve vulnerable populations are less likely to receive bonus payments and more likely to be penalized, thereby punishing facilities that care for a greater share of Medicaid residents and historically marginalized communities, as dual eligibility, racial minority, and ethnic minority statuses are significant predictors of admission to the lowest-rated facilities in Medicare's star rating system ([52]). [Extracted from the article]

College athletes can earn significant income from promotions and the sale of promotional items that bear their name, image, or likeness (NIL). The short-and-long term impact of NIL remains a topic of debate among coaches and athletic observers and is proving to be a fertile new area for academic researchers. The purpose of this research was to better understand the impact of NIL at the consumer level. A purposive sample of 404 students from five American universities in three states provided feedback regarding their perceptions of nine NIL-related considerations: the impact that the new NIL rules have had on several potential beneficiaries of the new rules, college sports, the school, and the athletes who participate in collegiate sports. Several interesting findings emerged: (1) university students generally have a favorable impression of the benefits that NIL provides to student athletes, recruiting efforts and the institution. (2) There was considerably less agreement about the impact of NIL on Title IX considerations. (3) Results were mixed regarding the impact of NIL on amateur sports. These data begin to offer insight into the kinds of issues surrounding this dramatic shift in amateur sports with a particular focus on intercollegiate sports. The overall sense that athletes should be able to capitalize on their NIL was consistent across multiple institutions. Future research might consider this preliminary effort an early data point in an attempt to better understand the mid and long-range effects of this SCOTUS ruling. [ABSTRACT FROM AUTHOR]

How experiences and perceptions of pay and pay setting relate to employees’ job performance, willingness to remain in the organization, and health has been the subject of much debate. Previous research has typically used a variable-centered approach to investigate associations between different pay-related factors and such outcomes. In contrast, we used latent profile analysis to explore combinations of compensation characteristics (pay level, perceived horizontal pay dispersion, and procedural quality, i.e., transactional leadership and procedural pay-setting justice), combining relevant theories on the subject. Based on a nationally representative sample of private sector employees in Sweden (N = 1,146), our study identified six compensation profiles. Our key findings show, first, that higher levels of pay were generally associated with better performance, lower turnover intention, better self-rated health, and lower work-related exhaustion, especially when combined with perceptions of high procedural quality. Second, in terms of perceived horizontal pay dispersion, the results indicate that pay compression may be associated with beneficial outcomes, particularly when combined with high procedural quality. Third, procedural quality was generally associated with favorable work-related and health-related outcomes, although such positive effects may be contingent upon pay level and perceived horizontal pay dispersion. In conclusion, while pay level, perceptions of horizontal pay dispersion, and procedural quality may all matter for employee outcomes, it is important to consider their combinations.

Comparative sociologists have long considered occupations to be a key source of inequality. However, data constraints make comparative research on two of the more important contemporary drivers of occupational stratification – globalization and technological change – relatively scarce. This article introduces a new dataset on occupational ‘routine task intensity’ (RTI) and ‘offshorability’ (OFFS) for use with the Luxembourg Income Study (LIS). To produce these data, we recoded 23 country-specific occupational schemes (74 LIS country-years) to the two-digit ISCO-88 scheme. When combined with the handful of LIS countries already reporting their occupations in ISCO-88, we produce individual level RTI and OFFS scores for 38 LIS countries and 160 LIS country-years. To assess the validity of these recodes, we compare average labor-income ratios predicted by recoded ISCO-88 occupational categories to those predicted by reported ISCO-88 occupational categories within countries that transitioned from country-specific to ISCO-88 codes over time. To assess the utility of these RTI and OFFS scores and advance the literature on income polarization, we analyze their association with work hours and labor incomes in the global North and South. Both covariates correlate with work hours in ways that are consistent with previous research and additional theoretical considerations. Moreover, we show that both RTI and OFFS contribute to income polarization directly in the North, but not in the South. This article generates a public good data infrastructure that will be of use to a wide variety of social scientists, and brings new evidence to bear on the question of income polarization in rich democracies.

Why you should read this article: • To increase your awareness of the six patient safety goals established by Joint Commission International • To explore the relationship between nurses' adherence to safety guidelines and their level of reward and motivation • To better understand what internal and external motivations may affect nurses' adherence to patient safety guidelines Background: One of the reasons why patient safety may be put at risk during healthcare interventions is a lack of staff adherence to patient safety guidelines. There could be a relationship between staff's adherence to patient safety guidelines and their perceived level of reward for their work and/or motivation. Aim: To examine the relationship between reward and adherence to patient safety guidelines, and between motivation and adherence to patient safety guidelines, among nurses working in emergency departments (EDs) in Indonesia. Method: This was a cross-sectional study of 101 nurses working in the EDs of four hospitals in Indonesia. Self-reported questionnaires were used to collect data on the level of reward participants felt they received for their work, the level of participants' motivation for their work, and participants' adherence to patient safety guidelines. Spearman's rank correlation testing was used to determine the relationships between variables. Results: There was a statistically significant negative relationship between reward and adherence (P=0.019, r=-0.233), which meant that those who perceived their reward as low were more likely to adhere to patient safety guidelines than those who felt they were highly rewarded. There was a statistically significant positive relationship between motivation and adherence to patient safety guidelines (P=0.017, r=0.236), which meant that the higher the motivation, the higher participants' level of adherence to patient safety guidelines. Conclusion: Ensuring ED nurses are motivated for their work by offering rewards – such as a decent salary, a supportive workplace environment and career progression opportunities – is important to enhance their adherence to patient safety guidelines. [ABSTRACT FROM AUTHOR]

Copyright of Basra Studies Journal is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) 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 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. [ABSTRACT FROM AUTHOR]

As known, equality between men and women was not observed in general during the age of ignorance. The most obvious example of this is that women are not given any share of the inheritance. Islamic religion ended this false and unjust practice with the verses revealed through Surah Nisa. As in all areas of interest to people, Islamic law also explained how to make a share of the belongings and possessions left behind by the deceased and who will have a share of his/her estate. In the Qur’an, the provisions are generally included as summary. But the provisions on inheritance were explained in detail, not summarily. It is clear that this is aimed to prevent conflicts that may arise among people and to ensure justice. Almighty Allah has warned people with many verses in the Qur’an that the estate of the deceased should be shared fairly. Despite all this, unfortunately, in the age in which we live, for some reason, the estate of the deceased is not distributed as prescribed by Islamic law. The victims of this practice are not just women, as is assumed. In addition, there are mother, father, grandfather, grandmother and grandchildren. In this study, the verses and Hadiths about the division of the estate of the deceased in the Qur’an and Sunnah will be included, as well as the form of practice in the century in which we live and the reasons that lead to this practice will be emphasized. In addition, the activities that need to be done to prevent such practices and what measures should be taken in this regard will be examined. [ABSTRACT FROM AUTHOR]

This article summarises the research findings of papers published in Journal of Sports Economics on the workings of professional sports labor markets. The article covers three main themes: pay and performance, discrimination, and player mobility. The review shows what scholars have found so far and point out various gaps that researchers can fill in future work. [ABSTRACT FROM AUTHOR]

Research has shown that disagreeableness predicts financial success (especially for men), and this association is attributed to workplace behavior. However, this effect remains puzzling given that disagreeableness is negatively associated with valued workplace behaviors, such as cooperation and prosocial behavior. We theorize that the male disagreeableness premium can be further understood by considering social exchanges at home in which married men are less concerned with and helpful to their wives, especially when harboring traditional gender role attitudes. Such exchanges should allow disagreeable men to demonstrate higher job involvement, resulting in higher pay, especially when their wives demonstrate higher household performance and are highly conscientious. As expected, Study 1 data from 195 married couples indicated that male disagreeableness predicts higher pay as mediated by lower wife‐orientation and higher job involvement, and moderated by traditionalism and a wife's household performance (and conscientiousness). In Study 2, we replicated key aspects of our model in a nationally representative sample of 1,558 married couples: Again, disagreeableness in married men predicts higher pay if they are more traditional and their wives are more conscientious. Our findings build on the literature's conventional wisdom (that organizations seem to reward disagreeable workplace behaviors) and highlight the importance of social exchange at home for success at work. [ABSTRACT FROM AUTHOR]

The foundation degree was introduced by David Blunkett in England in the year 2000 to widen participation and raise the skill level of the labour market. Foundation degrees have had some successes in widening participation as they are usually vocation based and appeal to the non-typical student. However, the outlook for the foundation degree is uncertain as student numbers on foundation degrees are at their lowest whilst the number of students in higher education is at its highest; thus, demonstrating that the foundation degree's appeal is reducing. The foundation degree had an additional aim in the early years sector to contribute to the professionalisation of the early years workforce. Nonetheless, recent policy development has diluted earlier aspirations for a professionalised early years workforce with failures to recognise the senior practitioner role or provide appropriate levels of funding. This has resulted in a significant pay disparity for students who complete foundation degrees in the early years when compared to typical graduate salaries. This paper presents findings about the differences in pay for participants from one cohort of students who have recently completed a foundation degree. This study contributes to the literature that is available as it presents findings that identify why this higher education impacts on pay in the early years sector for some students, which mostly relates to changes in professional roles and responsibilities opposed to recognition of the qualification in the sector. [ABSTRACT FROM AUTHOR]

This study explores the reasons behind the existence of frequent mismatches between performance of individuals in organisations and their salary, with a specific focus on contexts where actors or employees are highly visible and representative of organisations. We argue that two intangible assets – celebrity and status – might affect the intensity of the link between individual performance and pay levels. Using a panel data set of professional footballers from the top five European leagues, we find that there is a positive association between players’ performance in one period (season) and their salary in the subsequent season, and that this relationship is negatively moderated by both the players’ celebrity and status. Theoretical contributions and managerial implications are discussed, along with the generalisability of the results to other settings.

Despite incentives aimed at achieving equality for women in the workforce, women continue to lag behind men in terms of pay and leadership positions. This is despite the fact that women, on average, have equal or better educational credentials and offer comparable skill sets to employers.  A variety of causal factors have been postulated for this disparity, including women’s tendency to choose to enter fields with lower pay at higher rates than men, and their greater concern for work-life balance in order to prioritize childcare obligations. However, another contributing factor exists that receives less attention: often, women are not as effective at self-advocacy in the workplace as are men. Women may fear the potential negative social consequences of ardent self-promotion, and this can lead to a reticence to negotiate that results in women receiving significantly less pay for the same work as men.Part II of this article explores the nature of the gender disparity manifested in the salary negotiations process. Part III discusses a number of culturally dictated gender stereotypes and behavioral norms that can act as obstacles to women’s success in salary negotiations.  Finally, Part IV recommends several strategies and tactics intended to enhance women’s effectiveness in salary negotiations that women may take into consideration.

Introduction: The world, particularly India, is in the midst of one of the worst pandemics ever. The second wave of the COVID-19 pandemic has hit the country like a tsunami, taking a toll on life. A robust health-care industry with competent, productive, and positive manpower is needed like never before. The productivity of doctors is directly related to the fulfillment they experience in their jobs. Aims and Objectives: The study will try to explore the satisfaction level of doctors working in Haryana. It will also delve into major determinants of satisfaction and dissatisfaction. Materials and Methods: The cross-sectional survey-based analysis was conducted in FMHS SGTU on doctors employed in Haryana. The prevalidated questionnaire was administered via Google Forms. Results: A total of 515 filled pro forma were obtained. 71.6% of doctors were found to be satisfied in their chosen profession. Discussion: The discontentment among doctors is now globally acknowledged. It stems from a wide array of issues such as the growing incidents of workplace violence, lack of security measures, deteriorating doctor-patient relationship, erratic work hours, monumental workload in stressful environment, inadequate infrastructure, and pitiful pay. Conclusion: There is marked diminution in doctors' morale who regret being in this profession more and more. However, with the joint efforts of society and competent authorities, this grim situation can be rectified. Steps should be taken to build a strong doctor-patient relationship based on trust and boost infrastructure so that medical profession can be made alluring in the 21st century. [ABSTRACT FROM AUTHOR]

The contribution aims at assessing the Commission’s recent Proposal on minimum wages in light of the treaties. In particular, it focuses on the choice of the legal basis and most notably the exclusion of pay resulting from Art. 153(5) TFEU.

Abstract 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.