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Economists have debated the costs and benefits associated with anti-sweatshop activism for more than twenty years. The modern anti-sweatshop movement dates to the early 1990s and began garnering more attention [...]

Compensation is a key component of career satisfaction and professional growth. A new compensation model was developed to provide a framework for career growth and a compensation ladder for medical physicists with clinical responsibilities in an academic radiation oncology department. The goals for the new model were: (1) create a market competitive plan to support recruitment and retention of top physics talent, (2) incentivize clinical effort, innovation, citizenship/professional service, and academic achievement, (3) provide compensation growth opportunities separate from medical school promotions, and (4) create consistent, transparent, and fair metrics applicable to all clinical physicists in the department. The model includes a base salary, and credits for board certification, clinical tier, leadership, and academic level. Further, metrics were developed to inform the clinical tier. Years of experience is not explicitly included in the model. The model was successfully implemented for clinical physicists in a relatively large academic radiation oncology department. [ABSTRACT FROM AUTHOR]

Brexit raised the question of whether the UK will continue to attract internationals. Here the focus is on academic staff – a critical component of the "War for Talents" discourse and current geopolitics in the field. Despite a clear trend of loss of EU internationals, at least among western EU countries, the UK more than compensates for this fall with extra-EU internationals. This is even more evident among younger generations. However, the most notable effect, also having a long-term impact as far as it deals with newer generations, is about average quality of such talents (in this study: salaries at parity of age). Brexit is reducing the capacity to attract/retain the best academics. This happens especially among younger cohorts, and if they come from countries that perform better in GDP per capita, R&D investment, but also national ranking in tolerance and creative class scores. Overall, Brexit is detrimental to the UK in relation to attraction of talents, cutting through a long-term pattern of success. [ABSTRACT FROM AUTHOR]

We use a database composed of 2,545 Microfinance Institutions (MFIs) worldwide for the period 2008–18 to explore the effect of a larger share of women's workforce on both staff wages and overall monetary compensation within MFIs. MFIs are different from other industries, as they are traditionally women‐centered, i.e. they have a significant share of women employees at every level of the corporate hierarchy and mostly serve women clients. Applying both traditional estimation methodology and techniques aimed at accounting for possible endogeneity among the main variables, we find that a higher proportion of women on staff significantly increases the average expense per worker (which also includes the incentive components of remuneration) while the effects are considerably smoothed (or not significant) on the base salary. This leads us to conclude that, unlike what is seen in other sectors of the economy, MFIs do not pay women less. Yet, significant positive effects of women in the workforce, especially on average overall monetary compensation, suggest that women are likely to exploit their superior skills and/or gender affinity advantages with customers of the same gender to enhance MFIs' efficiency and profitability, thereby achieving higher incentive compensation, mostly in the form of bonuses and other benefits. [ABSTRACT FROM AUTHOR]

This is the 12th in a series of salary surveys conducted at approximately 3-year intervals for toxicologists that began in 1988. Previous salary surveys were conducted in 1988,1 1991,2 1995,3 1998,4 2001,5 2004,6 2007 (which was posted electronically, but not published), 2012,7 2016,8 2020,9 and 2022.10 In addition to presenting the 2024 results, herein we are providing additional data and an analysis of the trends for employment and pay in toxicology over the last 37 years. [ABSTRACT FROM AUTHOR]

The quality of human resources in the hospitality industry greatly influences the performance of the company. However, Eightin Hotel has human resources that do not yet possess a good level of education. To enhance the company's performance, it is important to increase employees' motivation to pursue further education. Data collection was conducted through interviews, questionnaires, and observations. The subjects of this research were employees of Eightin from the room division, restaurant division, and finance division. The results of this study indicate that employees at Hotel Eightin consider education crucial for enhancing their careers and quality of life, despite facing obstacles such as financial constraints and limited leisure time, with management supporting development through incentives and learning opportunities. [ABSTRACT FROM AUTHOR]

Background: This survey described the compensation of neonatal intensive care unit (NICU) registered dietitian nutritionists (RDNs) in the United States and examined correlates of higher salaries within this group. Methods: A cross‐sectional online survey was completed in 2021 by 143 NICU RDNs from 127 US hospitals who reported hourly wage in US dollars (USD). We used initial bivariate analyses to assess the relationship of selected institution‐level and individual‐level variables to hourly wage; the rank‐sum test for binary variables; bivariate regression and Pearson correlation coefficients for continuous variables; the Kruskal–Wallis test for categorical variables. Variables with a compelling relationship to the hourly wage outcome were considered in model creation. Final model selection was based on comparisons of model fit. Results: Median hourly compensation was USD 33.24 (interquartile range [IQR] 29.81, 38.49). Seven variables had a compelling bivariate relationship with hourly wage: cost of living, employer facility with a paediatric residency, employer facility with a neonatal fellowship, NICU bed: full‐time equivalents (FTE) RDN ratio, years in neonatal nutrition, having a certification and order writing privileges. In the final adjusted model (R2 = 0.42), three variables remained associated with increased hourly wage: higher cost of living, longer length of career in neonatal nutrition and fewer NICU beds per NICU RDN FTE. Conclusions: US NICU RDNs earn similar or slightly higher wages than other US paediatric RDNs; they earn substantially less than other NICU healthcare team members. Employers need to improve compensation for NICU RDNs to incentivise their retention and recognise their additional non‐clinical responsibilities. Key points: Median hourly compensation for US neonatal intensive care unit (NICU) registered dietitian nutritionists (RDNs) was US dollars (USD) 33.24 in 2021.Higher cost of living, longer length of career in neonatal nutrition and fewer NICU beds per full‐time equivalent (FTE) RDN together only explained 42% of variation in salary.NICU RDNs are not compensated better than other RDNs despite their specialisation, and they earn less than other NICU healthcare team members. [ABSTRACT FROM AUTHOR]

Background: This study aims to examine the impact of different healthcare payment systems, specifically salary and fee-for-service (FFS) models, on service provision, patient welfare, and quality of care. The influence of payment models on healthcare delivery and patient outcomes, as well as how these models affect doctors' decision-making based on patients' insurance coverage, is not well understood. Methods: A medically framed real-effort task experiment was conducted. This study compared two payment systems: salary and FFS models. Key outcomes measured included the level of service provision, patient welfare, and quality of care. The analysis focused on how financial incentives and patient insurance coverage influenced healthcare decisions. Results: This study found overtreatment in FFS models and undertreatment in salary-based models. Healthcare decisions are significantly influenced by financial incentives and patient needs. Specifically, in FFS models, decisions are driven by self-interest, while in salary models, they are guided by patient needs. Within the FFS model, insurance coverage affects doctors' decisions and patients' benefits. Insured patients often receive unnecessary or incorrect procedures, indicating a supply-side moral hazard. Conclusions: Financial incentives and patient insurance coverage significantly influence healthcare decisions, with FFS models promoting self-interested decision-making and salary models focusing more on patient needs. This study contributes to the literature on supply-side moral hazard to health economics studies that use laboratory experiments to model medical decision-making. [ABSTRACT FROM AUTHOR]

This research examines the data analytics job market, focusing on prominent tools in job advertisements and their salary implications. Analyzing a diverse range of postings for business analysts, data analysts, and other analytics roles, the most sought-after tools were identified: SQL, Tableau, Python, R and Power BI. The study reveals SQL's critical importance for business analysts, data analysts, and business intelligence analysts. Additionally, Tableau surpasses Power BI in popularity, while Python is in higher demand compared to R. The findings also indicate distinct salary trends across specializations. Data analysts witness salary increments for all top five tools. However, for system analysts, these tools do not tend to impact salaries. Data scientist roles prioritize programming, with SQL and Python leading to salary increases. By understanding the current tool trends and their salary implications, stakeholders can strategically position themselves in the data-driven landscape. [ABSTRACT FROM AUTHOR]

Improper food handler (FH) practices in food service areas, such as restaurants, can result in foodborne diseases (FBD). To reduce FBD cases, the food safety knowledge, attitudes, and practices (KAP) of FHs working in restaurants in Jeddah City and the correlation between their sociodemographic information and KAP scores were investigated in this study. A self-administered questionnaire comprising four parts (socioeconomic information and food safety KAP) was distributed among 389 FHs. Out of the FHs surveyed, 94.1% were male and 68% were certified. The average scores were 9.3 ± 1.8, 9.3 ± 1.3, and 8.9 ± 1.1 for KAP, respectively. Most FHs (82.2%) belonged to the good KAP group, and the rest (17.7%) were in the poor KAP group. FHs aged 50 years and above (9.6 ± 0.6), those with over 10 years of working experience (9.2 ± 0.9), and are married (9.1 ± 1.1) had the highest scores for practice compared with other FHs (p = 0.01 for all). Salary is directly correlated with food safety attitudes (p = 0.04). The findings confirmed a high score for KAP among FHs working in Jeddah. Nevertheless, more focus must be given to training younger, single, and less-experienced FHs, necessitating education courses with practical and theoretical aspects. Further studies from all regions of Saudi Arabia are necessary to generalize the study findings. [ABSTRACT FROM AUTHOR]

A good compensation package is important to motivate the employees to increase the organizational productivity. Unless compensation is provided no one will come and work for the organization. Thus, compensation helps in running an organization effectively and accomplishing its goals. Salary is just a part of the compensation system, the employees have other psychological and self-actualization needs to fulfill. Thus, compensation serves the purpose. The most competitive compensation will help the organization to attract and sustain the best talent. The compensation package should be as per industry standards. [ABSTRACT FROM AUTHOR]

We consider how elite European football clubs use available and measurable performance data to value personnel by focussing on the goalkeeper labour market. We test the determinants of goalkeeper pay and discuss if football clubs effectively separate goalkeeper performances from outfield players. Matching an exclusive salary dataset with rich performance measures, we estimate a Mincer-type salary model for a sample of 260 goalkeepers from five European football leagues (Premier League, Ligue 1, Bundesliga 1, Serie A and La Liga). Our dataset covers seven seasons from 2013/14 to 2019/20. We find that clubs use primitive defensive statistics to determine goalkeeper pay. Goalkeepers are paid based on co-production and team outcomes rather than individual workload. Also features of goalkeeper ball distribution positively affect salary - this indicates the importance of goalkeepers to initiating offensive moves. Our evidence suggests that decision-makers within clubs are not optimally decoupling individual performance from team qualities. As such, clubs could improve how they value a key team member. Identifying the failure to use advanced statistics is especially important as forming contracts in this setting is costly. [ABSTRACT FROM AUTHOR]

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The study was conducted to determine the indicators of job satisfaction of doctors working in psychiatry departments, to analyse the professional satisfaction of Polish, European and world psychiatrists and to identify ways to improve it. The study identified factors that influence the professional satisfaction of psychiatrists, compared it among psychiatrists in Poland, Europe, and the world, and developed a number of methods to improve this indicator. The results of the study showed that the level of professional satisfaction of psychiatric doctors is influenced by the following factors: salary level, working conditions, team relations, resource support of the work process, stress level, level of emotional burnout, sense of recognition and importance of their own work, work-life balance, and the degree of stigmatization of mental disorders in society. In terms of the number of practising psychiatrists in the country, the availability of psychiatric services and the level of the average annual salary of psychiatrists in Poland, Europe, and the world, the highest rates of professional satisfaction are recorded in the Scandinavian countries and Austria. Poland and Eastern European countries have lower scores, but the gradual increase in funding for psychiatry in Poland is leading to a positive upward trend. Ways in which this increase can be achieved include: increasing the staff of psychiatric units and optimizing administrative work to reduce workload, using cooperation and mentoring programmes to achieve a comfortable team environment, encouraging specialists to participate in training and mentoring programmes to enhance their professional development.

Objective: Payment systems in healthcare organizations are critical, behavioral, and dynamic. Given the existing challenges in payment systems, characterized by imbalances in payment amounts and inequitable ratios within and across job categories, there is a pressing need for a novel model to configure desired payment systems which proposed in this paper. Information sources and selected methods for study: A narrative review was conducted using the PubMed, and ScienceDirect databases with the keywords "payment methods" or "payment system" and "characteristics" or "components" and their Persian equivalents. A total of 16 articles were selected. Additionally, protocols for physician compensation methods and nursing service tariffs from the past five years were obtained and reviewed from the Ministry of Health website. Finally, a novel model was developed based on the research team's expertise and inspired by the Iranian Tar instrument. Results: The Iranian Tar Model is introduced as a guide for configuring desired payment systems. This model incorporates six tuning pegs (sufficiency, savings, desired behavior, ease of calculation, distinction, and equity) paired in twos within three axes for configuring payment systems. The positioning of common payment systems (including salary, capitation, Fee-for-Service, and Pay for Performance methods) within the three axes of the model is examined. Conclusion: Previous studies have addressed payment system parameters in isolation, with limited attention to their interconnectedness. The Iranian Tar Model's six interrelated tuning pegs empower organizations to effectively configure their payment system at individual, intra-group, and inter-group levels.

The article draws attention to the fact that the current legislation on local self-government and service in local self-government bodies contains a number of problematic issues in terms of regulation of remuneration of officials. It is emphasized that this significantly reduces the effectiveness and reliability of material and financial guarantees for persons performing the tasks and functions of local self-government in positions in its bodies. Due to the low level of regulatory and legal control, the institution of salary does not fully perform the functions it is supposed to perform. The article examines the essential content and role of wages in a modern democratic, legal state, which in its functioning and development relies on the tools and levers of the market economy, as well as civil society institutions. The author presents scientific positions on the content of the concept and functional purpose of wages, as well as its characteristic properties as a legal category. The author analyses the opinions and proposals for eliminating the shortcomings of the organisational and legal framework for material and financial remuneration of public servants of local self-government bodies. It is emphasised that Ukraine has the Law “On Service in Local Self-Government Bodies”, which is intended to change the approaches to the regulation of remuneration of municipal officials significantly, but it has not entered into force and may remain in this state for a long time. In addition, it should be noted that this legal act also has certain gaps in terms of regulating the remuneration of the public servants under study. Taking into account the positions of researchers, as well as the upcoming update of the legislation on service in local self-government bodies, some steps are proposed to improve and develop remuneration of local self-government officials. The author emphasises the need to revise the scheme of official salaries and improve approaches to bonuses for local self-government officials. Emphasis is placed on the importance of improving the effectiveness of mechanisms and tools for stimulating and encouraging the work and service activities of municipal officials.