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Sample records for bygyrodactylus salaris malmberg

  1. Molecular and immunohistochemical studies on epidermal responses in Atlantic salmon Salmo salar L. induced by Gyrodactylus salaris Malmberg, 1957

    DEFF Research Database (Denmark)

    Kania, Per Walter; Evensen, O.; Larsen, Thomas Bjerre;

    2010-01-01

    salmon, and IL-10 may play a role in this regard. It can be hypothesized that resistant salmon regulate the parasite population by restricting nutrients (sloughed epithelial cells and associated material) and thereby starve the parasites. In association with this ‘scorchedearth strategy’, the production......Various strains of Atlantic salmon exhibit different levels of susceptibility to infections with the ectoparasitic monogenean Gyrodactylus salaris. The basic mechanisms involved in this differential ability to respond to this monogenean were elucidated using controlled and duplicated challenge...

  2. Salary Slap

    Science.gov (United States)

    Training, 2010

    2010-01-01

    According to "Training" magazine's annual Salary Survey of 867 readers, training salaries took a big hit in 2009-2010, plunging an average of $2,334. The average increase in salary in the last 12 months (not including a promotion or change of employer) continued to nosedive, coming in at 2.43 percent in 2009-2010 vs. 3.08 the year before.…

  3. Salary adjustments

    CERN Document Server

    HR Department

    2008-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2007, salaries are adjusted with effect from 1 January 2008. Scale of basic salaries and scale of stipends paid to fellows (Annex R A 5 and R A 6 respectively): increased by 0.71% with effect from 1 January 2008. As a result of the stability of the Geneva consumer price index, the following elements do not increase: a)\tFamily Allowance, Child Allowance and Infant Allowance (Annex R A 3); b)\tReimbursement of education fees: maximum amounts of reimbursement (Annex R A 4.01) for the academic year 2007/2008. Related adjustments will be applied, wherever applicable, to Paid Associates and Students. As in the past, the actual percentage increase of each salary position may vary, due to the application of a constant step value and rounding effects. Human Resources Department Tel. 73566

  4. Salary adjustments

    CERN Document Server

    HR Department

    2008-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2007, salaries are adjusted with effect from 1 January 2008. Scale of basic salaries and scale of stipends paid to fellows (Annex R A 5 and R A 6 respectively): increased by 0.71% with effect from 1 January 2008. As a result of the stability of the Geneva consumer price index, following elements do not increase: a) Family Allowance, Child Allowance and Infant Allowance (Annex R A 3). b) Reimbursement of education fees: maximum amounts of reimbursement (Annex R A 4.01) for the academic year 2007/2008. Related adjustments will be implemented, wherever applicable, to Paid Associates and Students. As in the past, the actual percentage increase of each salary position may vary, due to the application of a constant step value and the rounding effects. Human Resources Department Tel. 73566

  5. Training's Annual Salary Survey.

    Science.gov (United States)

    Goldwasser, Donna

    2000-01-01

    A survey of trainers' (n=2,003) salaries compared salaries based on size of companies, geographic location, level of education, experience, gender, and age. At $60,794, the average training salary is only 2.8 percent higher than last year, compared to a 4.6 percent increase for the average salaried employee. (JOW)

  6. Science salaries reviewed

    Science.gov (United States)

    Richman, Barbara T.

    Salaries of experienced geoscientists have risen 215% since 1973, while the consumer price index rose 92.5%, according to a report by the Scientific Manpower Commission (SMC). ‘Salaries of Scientists, Engineers, and Technicians: A Summary of Salary Surveys, Tenth Edition,’ prepared by SMC Associate Director Eleanor L. Babco, is a compilation of salary information from numerous organizations, including federal agencies and departments, educational associations, magazine publishers, and other professional and trade groups. While there is little in the report that cannot be found elsewhere, SMC has collected the data in one place to provide a snapshot of scientists' salaries.Degreed geologists, geophysicists, production engineers, and ‘landmen,’ as a group, earn the highest salaries of almost any professional occupation in the United States, according to several salary studies by Vine Associates over the past 4 years.

  7. Annual HR Salary Survey.

    Science.gov (United States)

    Schaeffer, Patricia

    2000-01-01

    A trainers' salary survey collected data on 1,091 companies, 31,615 employees, and 97 human resource jobs. Results show pay for human resource professionals is continuing to rise. The survey contains information on base salaries, annual bonuses and incentives, and long-term eligibility incentives. (JOW)

  8. Fabrication of High Aspect Ratio Micro-Penning-Malmberg Gold Plated Silicon Trap Arrays

    CERN Document Server

    Narimannezhad, Alireza; Weber, Marc H; Lynn, Kelvin G

    2013-01-01

    Acquiring a portable high density charged particles trap might consist of an array of micro-Penning-Malmberg traps (microtraps) with substantially lower end barriers potential than conventional Penning-Malmberg traps [1]. We report on the progress of the fabrication of these microtraps designed for antimatter storage such as positrons. The fabrication of large length to radius aspect ratio (1000:1) microtrap arrays involved advanced techniques including photolithography, deep reactive ion etching (DRIE) of silicon wafers to achieve through-vias, gold sputtering of the wafers on the surfaces and inside the vias, and thermal compression bonding of the wafers. This paper describes the encountered issues during fabrication and addresses geometry errors and asymmetries. In order to minimize the patch effects on the lifetime of the trapped positrons, the bonded stacks were gold electroplated to achieve a uniform gold surface. We show by simulation and analytical calculation that how positrons confinement time depen...

  9. Civil Servants’ Salary Structure

    OpenAIRE

    Bilquees, Faiz

    2006-01-01

    The paper looks at the trends in nominal and real salaries of the Federal Government employees over the period 1990-2006. It examines the structural defects in the existing salary structure and the anomalies in the allowances structure to show that appropriate remuneration for the civil servants requires serious and urgent consideration. The widening gap in the emoluments of government employees versus the public sector corporations and private sector employees has a strong bearing on the mot...

  10. Salary cuts and competitiveness

    OpenAIRE

    Haliassos, Michael

    2013-01-01

    There is a prevalent view outside Greece that promotion of competitiveness is tantamount with price reductions for Greek goods and services. Massive horizontal salary cuts appear, at first, to promote competitiveness by reducing unit labor costs and to reduce fiscal deficits by reducing the wage bill of the public sector. Upon closer look, however, horizontal salary cuts have been much greater than needed for Greek competitiveness, providing an alibi vis a vis the Troika for reforms that are ...

  11. Process-focused Salary System

    Institute of Scientific and Technical Information of China (English)

    MEI Shao-zu; LI Wei

    2002-01-01

    Salary often acts as the main incentive by managers to push employees to adjust their behaviors so as to realize organization's goal. With the transfer from function-focused organization to proeess-focused organization, the new relative salary system should be established at the same time. This article is intended to introduce an original salary system-process-focused salary system. After pointing out faults of traditional function-focused salary system, the article explains the design thoughts behind the new process-focused salary system, summaries its three styles: based-on-cost, based-on-quality and based-on-task; and at last defines its application scope.

  12. In situ electromagnetic field diagnostics with an electron plasma in a Penning-Malmberg trap

    CERN Document Server

    Amole, C; Baquero-Ruiz, M.; Bertsche, W.; Butler, E.; Capra, A.; Cesar, C.L.; Charlton, M.; Deller, A.; Evetts, N.; Eriksson, S.; Fajans, J.; Friesen, T.; Fujiwara, M.C.; Gill, D.R.; Gutierrez, A.; Hangst, J.S.; Hardy, W.N.; Hayden, M.E.; Isaac, C.A.; Jonsell, S.; Kurchaninov, L.; Little, A.; Madsen, N.; McKenna, J.T.K.; Menary, S.; Napoli, S.C.; Olchanski, K.; Olin, A.; Pusa, P.; Rasmussen, C.; Robicheaux, F.; Sarid, E.; Silveira, D.M.; So, C.; Stracka, S.; Tharp, T.; Thompson, R.I.; van der Werf, D.P.; Wurtele, J.S.

    2014-01-01

    We demonstrate a novel detection method for the cyclotron resonance frequency of an electron plasma in a Penning-Malmberg trap. With this technique, the electron plasma is used as an in situ diagnostic tool for measurement of the static magnetic field and the microwave electric field in the trap. The cyclotron motion of the electron plasma is excited by microwave radiation and the temperature change of the plasma is measured non-destructively by monitoring the plasma's quadrupole mode frequency. The spatially-resolved microwave electric field strength can be inferred from the plasma temperature change and the magnetic field is found through the cyclotron resonance frequency. These measurements were used extensively in the recently reported demonstration of resonant quantum interactions with antihydrogen.

  13. ARL Annual Salary Survey. 1975-76.

    Science.gov (United States)

    Frankie, Suzanne, Comp.

    Data collected by the Association of Research Libraries (ARL) in a survey of salaries of library professionals for the fiscal years 1975-76 are analyzed. Tables and graphs display: (1) personnel distribution by salary level, 1974-76; (2) analysis of salaries at ARL university libraries, 1969-1976, comparing salary indices to consumer price…

  14. A MARXIST CONCEPT OF SALARY

    OpenAIRE

    Jorge Luiz Souto Maior

    2014-01-01

    Marx, more than once, makes clear that “the capital always does the workforce work longer than necessary for the reproduction of the value of the latter” and it is the production of surplus value. However, the legal form makes it appear that the work has in itself a value, and that the wages represent this value. The classical economic notion of salary does seem that the work has been fully paid and the legal, to define the institute also brings the idea that the salary is fair, s...

  15. Education Quality and Teacher Salary.

    Science.gov (United States)

    Land, Arthur J.

    In view of the emphasis on money as a motivator mentioned in reports examining theoretical notions about teacher motivation, this paper focuses on the efficacy of using salary to attract quality teacher candidates. Although standarized testing and internship programs often supplement inadequate certification requirements, critics question the…

  16. Academic Salaries in Australia, 1967 to 1990.

    Science.gov (United States)

    Marginson, Simon

    1989-01-01

    Trends in college faculty salaries in Australia since 1967 are examined, in real terms, for several academic ranks and in comparison with salaries of scientists, senior public service administrators and managers, and public service engineers. Faculty salary losses since a 1973 high are substantial, both over time and in comparison with other…

  17. A MARXIST CONCEPT OF SALARY

    Directory of Open Access Journals (Sweden)

    Jorge Luiz Souto Maior

    2014-12-01

    Full Text Available Marx, more than once, makes clear that “the capital always does the workforce work longer than necessary for the reproduction of the value of the latter” and it is the production of surplus value. However, the legal form makes it appear that the work has in itself a value, and that the wages represent this value. The classical economic notion of salary does seem that the work has been fully paid and the legal, to define the institute also brings the idea that the salary is fair, since the measure is at least sufficient to meet the vital needs. In addition, the salary, legally speaking, is conceptualized as “consideration for work done”, and as there was a level equivalence between work and wages. The legal world, assuming that assumption leads us to further alienating abstraction when one pays, in sequence, to call into question the various forms of compensation. Already completely removed from reality, legal studies on wages lead us, in sequence, to take new forms: term of payment; forms of wage fixation and protection rules for the payment takes place. Ie, when more one studies the legal form, most distant of the essence. As Marx says, “the wage-form thus extinguishes every trace of the division of the working day into necessary labor and over-work, paid work and unpaid work”, and the salary, “All labor appears as paid labor”. In other words, again: “In wage labor, on the contrary, even the mostwork or unpaid labor appears as paid work.”. On the other hand, the law, notably the Labour Law, is a cultural object which cannot be neglected, as it is part of life of workers and can, in a sense, paradoxical as it may seem, help formulate understandings to away from the sale, so that it is a right repeatedly attacked by the ruling class itself, to whom the legal forms in general benefit. The compensation for moral damage and moral harassment, increasingly frequent in labor law, and even compensation for social harm (

  18. Ultimatum salary bargaining with real effort

    OpenAIRE

    García-Gallego, Aurora; Georgantzis, Nikos; Jaramillo-Gutiérrez, Ainhoa

    2008-01-01

    We report experimental results on ultimatum salary bargaining with a real task performed by employee subjects. Compared to the baseline treatment with a hypothetical task, the introduction of a real task raises offers, accepted wages and rejection rates.

  19. Numerical analysis of applied magnetic field dependence in Malmberg-Penning Trap for compact simulator of energy driver in heavy ion fusion

    Science.gov (United States)

    Sato, T.; Park, Y.; Soga, Y.; Takahashi, K.; Sasaki, T.; Kikuchi, T.; Harada, Nob

    2016-05-01

    To simulate a pulse compression process of space charge dominated beams in heavy ion fusion, we have demonstrated a multi-particle numerical simulation as an equivalent beam using the Malmberg-Penning trap device. The results show that both transverse and longitudinal velocities as a function of external magnetic field strength are increasing during the longitudinal compression. The influence of space-charge effect, which is related to the external magnetic field, was observed as the increase of high velocity particles at the weak external magnetic field.

  20. Adjusting Teacher Salaries for the Cost of Living: The Effect on Salary Comparisons and Policy Conclusions

    Science.gov (United States)

    Stoddard, C.

    2005-01-01

    Teaching salaries are commonly adjusted for the cost of living, but this incorrectly accounts for welfare differences across states. Adjusting for area amenities and opportunities, however, produces more accurate salary comparisons. Amenities and opportunities can be measured by the wage premium other workers in a state face. The two methods…

  1. Faculty Salary as a Predictor of Student Outgoing Salaries from MBA Programs

    Science.gov (United States)

    Hamlen, Karla R.; Hamlen, William A.

    2016-01-01

    The authors' purpose was to investigate the predictive value of faculty salaries on outgoing salaries of master of business administration (MBA) students when controlling for other student and program variables. Data were collected on 976 MBA programs using Barron's "Guide to Graduate Business Schools" over the years 1988-2005 and the…

  2. Securing staff salary adjustments and raises.

    Science.gov (United States)

    Dilts, Tom

    2002-01-01

    Salary issues have plagued laboratories for as long as there has been a labor shortage, and the situation grows more complicated. At the Virginia Commonwealth University Health System (VCUHS) in Richmond, Virginia, competition for laboratory staff now comes not only from area hospitals and health-care companies but also from non-health-care industries. Shorter shifts, less stress, and better hourly wages offered by fast food chains and retail stores lure away the young workers traditionally hired for entry-level laboratory positions. Clearly, a salary adjustment is necessary. PMID:12506845

  3. Labor Market Segmentation and Librarian Salaries.

    Science.gov (United States)

    Van House, Nancy A.

    1987-01-01

    Segmented labor market theory is used to explain how the structure of the library labor market may determine salary differences by type of library. Evidence that segmentation exists at intraoccupational levels and the possibility that comparing entire occupations may obscure results are also reported. (Author/CLB)

  4. Inflation and Medical School Faculty Salaries.

    Science.gov (United States)

    Smith, William C., Jr.

    1985-01-01

    Data on medical school faculty salaries from 1973 to 1983 are analyzed to reveal trends in purchasing power for basic and clinical sciences faculty by rank. Both groups reached a low in purchasing power in the 1980-81 period, and some differential was found between the faculty types and between academic ranks. (MSE)

  5. Salary and Ranking and Teacher Turnover: A Statewide Study

    Science.gov (United States)

    Garcia, Cynthia Martinez; Slate, John R.; Delgado, Carmen Tejeda

    2009-01-01

    This study examined three years of data obtained from the Academic Excellence Indicator System of the State of Texas regarding teacher turnover rate and teacher salary. Across all public school districts, teacher salary was consistently negatively related to teacher turnover; that is, where salary was lower, turnover rate was higher When data were…

  6. 5 CFR 179.211 - Notice of salary offset.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Notice of salary offset. 179.211 Section 179.211 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS CLAIMS COLLECTION STANDARDS Salary Offset § 179.211 Notice of salary offset. (a) Upon receipt of...

  7. 5 CFR 179.212 - Procedures for salary offset.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Procedures for salary offset. 179.212 Section 179.212 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS CLAIMS COLLECTION STANDARDS Salary Offset § 179.212 Procedures for salary offset. (a) The Director or his or...

  8. Statistical Evidence in Salary Discrimination Studies: Nonparametric Inferential Conditions.

    Science.gov (United States)

    Millsap, Roger E.; Meredith, William

    1994-01-01

    Theoretical nonparametric conditions under which evidence from salary studies using observed merit measures can provide a basis for inferences of fairness are discussed. Latent variable models as parametric special cases of the general conditions presented are illustrated with real salary data. Implications for empirical studies of salary equity…

  9. Faculty Salaries in Washington Public Higher Education, 1975-77.

    Science.gov (United States)

    Washington State Council on Higher Education, Olympia.

    Faculty salaries in Washington public higher education, 1975-77, are reviewed emphasizing salary levels, faculty purchasing power, and comparisons with other 4-year colleges and universities. Findings indicate: (1) The increase in inflation has eliminated any real salary increases for the average faculty member. In many cases, there have been…

  10. The Consumer Price Index and Salary Negotiations. Research Reports.

    Science.gov (United States)

    Mitchell, Carolyn S.

    1975-01-01

    This report discusses use of the Consumer Price Index (CPI) to compute cost-of-living adjustments for wages and salaries in general and teachers' salaries in particular. A number of tables and graphs compare average annual salary increases for Connecticut teachers in 1967-74 with annual increases in the national CPI, the Boston area CPI, the New…

  11. Les actionnaires salariés

    OpenAIRE

    Philippe Desbrières

    2002-01-01

    L'actionnariat est l'une des formules de participation financière utilisées pour stimuler les efforts des salariés. Il leur permet de constituer un portefeuille de valeurs mobilières et d'acquérir, souvent dans des conditions avantageuses, des actions de la société qui les emploie. Mais il conduit les salariés à y assumer un double statut : d'apporteur de capital humain d'une part, d'apporteur de ressources financières d'autre part. Se pose alors de manière accrue le problème de la sauvegarde...

  12. The South-Nonsouth Faculty Salary Differential

    OpenAIRE

    Ethel B. Jones; Rand W. Ressler

    1993-01-01

    Faculty salaries at American educational institutions are often assumed to be lower in the South than in the non-South. This paper presents a model inclusive of faculty and job characteristics for estimating the regional differential at community colleges (local markets) and at institutions awarding the bachelor's degree and above (national market). Differentials are estimated at the end points (1975, 1985) of a decade of more rapid Southern than non-Southern faculty employment-growth. Nomina...

  13. 1994 entry-level athletic training salaries.

    Science.gov (United States)

    Moss, C L

    1996-01-01

    In this study, I examined salaries for entry-level positions in athletic training during the year 1994. An entry-level position was defined as a position to be filled with an athletic trainer certified by the NATA, with no full-time paid employment experience. According to the "Placement Vacancy Notice" (NATA, Dallas, TX) and "BYLINE" (Athletic Trainer Services, Inc, Mt Pleasant, MI), there were 432 entry-level vacancies in hospital/clinics, college/universities, and high school settings. A total of 271 surveys (63%) were returned. Overall, beginning salaries for entry-level athletic training positions were $23,228 (+/-$3,177) for a bachelor's degree and $25,362 (+/-$3,883) for a master's degree. A stipend ($4,216 +/- $2,039) was included in 86% of the high school positions. The term of contract for high school was usually a 10-month position (10.0 +/- .9 months), hospital/clinic, 12-months (11.7 +/- .7 months), while the college/university varied from 9 to 12 months (10.5 +/- 1.2 months). Also included in the study was fringe benefit information: pension (other than Social Security), life, medical, dental, and vision insurance. Continued studies are recommended to establish salary norms and trends for entry-level positions so that athletic trainers will understand what monetary compensation to expect for their services. PMID:16558367

  14. A real options approach to clinical faculty salary structure.

    Science.gov (United States)

    Kahn, Marc J; Long, Hugh W

    2012-01-01

    One can use the option theory model originally developed to price financial opportunities in security markets to analyze many other economic arrangements such as the salary structures of clinical faculty in an academic medical center practice plan. If one views the underlying asset to be the portion (labeled "salary") of the economic value of the collections made for the care provided patients by the physician, then a salary guarantee can be considered a put option provided the physician, the guarantee having value to the physician only when the actual salary earned is less than the salary guarantee. Similarly, within an incentive plan, a salary cap can be thought of as a call option provided to the practice plan since a salary cap only has value to the practice plan when a physician's earnings exceed the cap. Further, based on analysis of prior earnings, the Black-Scholes options pricing model can be used both to price each option and to determine a financially neutral balance between a salary guarantee and a salary cap by equating the prices of the implied put and call options. We suggest that such analysis is superior to empirical methods for setting clinical faculty salary structure in the academic practice plan setting. PMID:23155746

  15. Molecular and morphological comparisons between Gyrodactylus ostendicus n. sp. (Monogenea: Gyrodactylidae) on Pomatoschistus microps (Kroyer) and G. harengi Malmberg, 1957 on Clupea harengus membras L.

    OpenAIRE

    Huyse, T.; Malmberg, G.

    2004-01-01

    Gymdactylus ostendicus n. sp. was exclusively found on fins of the common goby Pomatoschistus microps (Kroyer). The haptoral hard parts are among the smallest described for species of Gyrodactylus. A presumed similarity between the new species and G. harengi Malmberg, 1957 (subgenus Metanephrotus Malmberg, 1964) encouraged a comparative approach. A morphological analysis showed the marginal hook sickles of G. ostendicus to be of quite a different type and similar to those of G. arcuatus Bycho...

  16. The preference between salary increase and more vacation time

    OpenAIRE

    Löfqvist, Henric; Barbouti, Abdulwahab; Tariq, Masood

    2014-01-01

    In order to attract and retain skilled personnel companies must compete with other employers in terms of job content, salaries and other benefits. Two ways of compensating employees are an addition to the base salary or an addition to the employee’s amount of vacation days of the same monetary value as the base salary increase. Companies have limited resources, meaning that knowing if there are ways to attract certain employees more by offering an alternative to a base salary increase would b...

  17. 1994 Entry-Level Athletic Training Salaries

    OpenAIRE

    Moss, Crayton L.

    1996-01-01

    In this study, I examined salaries for entry-level positions in athletic training during the year 1994. An entry-level position was defined as a position to be filled with an athletic trainer certified by the NATA, with no full-time paid employment experience. According to the “Placement Vacancy Notice” (NATA, Dallas, TX) and “BYLINE” (Athletic Trainer Services, Inc, Mt Pleasant, MI), there were 432 entry-level vacancies in hospital/clinics, college/universities, and high school settings. A t...

  18. Gender Salary Differences in Economics Departments in Japan

    Science.gov (United States)

    Takahashi, Ana Maria; Takahashi, Shingo

    2011-01-01

    By using unique survey data, we conduct a detailed study of the gender salary gap within economics departments in Japan. Despite the presence of rigid pay scales emphasizing age and experience, there is a 7% gender salary gap after controlling for rank and detailed personal, job, institutional and human capital characteristics. This gender salary…

  19. Research Administrator Salary: Association with Education, Experience, Credentials and Gender

    Science.gov (United States)

    Shambrook, Jennifer; Roberts, Thomas J.; Triscari, Robert

    2011-01-01

    The 2010 Research Administrators Stress Perception Survey (2010 RASPerS) collected data from 1,131 research administrators on salary, years experience, educational level, Certified Research Administrator (CRA) status, and gender. Using these data, comparisons were made to show how salary levels are associated with each of these variables. Using…

  20. 40 CFR 13.21 - Employee salary offset-general.

    Science.gov (United States)

    2010-07-01

    ....C. 5705, employee training expenses under 5 U.S.C. 4108 and to other debts where collection by... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Employee salary offset-general. 13.21... STANDARDS Administrative Offset § 13.21 Employee salary offset—general. (a) Purpose. This...

  1. Salary Equity Adjustments: For Whom and How Much?

    Science.gov (United States)

    Kieft, Raymond N.

    1975-01-01

    Describes the development of a system to identify faculty members who deserve salary adjustment and to determine the range of the adjustment. Examples are given to illustrate the method, which was developed by a Central Michigan University committee on salary inequities. (JT)

  2. The "Big Bang" in Public and Private Faculty Salaries

    Science.gov (United States)

    Rippner, Jennifer A.; Toutkoushian, Robert K.

    2015-01-01

    The gap between average faculty salaries at public and private institutions has been growing wider over the past 40 years, yet little is known about the nature and causes of the gap. This study uses data on more than 1,000 institutions to examine institutional average faculty salaries and how they have changed for public and private institutions.…

  3. Sex, Salaries, and Library Support: A New Look.

    Science.gov (United States)

    Muther, Kay Jones

    1995-01-01

    Data from 1987 and 1994 for four divisions of population and figures relating sex, salaries, and library support were compared to analyze changes over time. Comparisons show that average per capita support is up, average salary is up, the number of librarians is up and the numbers of male and female library directors are nearly equal. (Author/JKP)

  4. Labor Market Structure and Salary Determination among Professional Basketball Players.

    Science.gov (United States)

    Wallace, Michael

    1988-01-01

    The author investigates the labor market structure and determinants of salaries for professional basketball players. An expanded version of the resource perspective is used. A three-tiered model of labor market segmentation is revealed for professional basketball players, but other variables also are important in salary determination. (Author/CH)

  5. How Much Are You Worth? 20th Annual Salary Survey.

    Science.gov (United States)

    Barbian, Jeff

    2001-01-01

    This report on an annual salary survey of trainers (n=2,673) indicates that people at the top are most satisfied with their remuneration. Tables depict salaries by region, gender, and the following categories: executives, managers, classroom instructors, instructional designers, career specialists, and personnel directors. (JOW)

  6. LES DETERMINANTS DES INVESTISSEMENTS DES SALARIES DANS LES FONDS COMMUNS DE PLACEMENT D'ENTREPRISE D'ACTIONNARIAT SALARIE

    OpenAIRE

    Aubert, Nicolas

    2007-01-01

    Notre recherche est motivée par un constat. L’actionnariat salarié est une forme d’épargne de plus en plusplébiscitée. La concentration de l’épargne salariale en actionnariat salarié est de plus en plus forte. Cesévolutions traduisent un fait : les salariés confrontés à une offre d’épargne salariale ont tendance à sélectionnerl’actionnariat salarié. La forte exposition au risque des salariés actionnaires peut avoir des conséquences pourleur patrimoine et leur emploi. Pour l’entreprise, les co...

  7. Academics' Real Salaries in Australia and the United Kingdom: A New Comparison.

    Science.gov (United States)

    Cave, Martin; Norris, Keith

    1981-01-01

    A comparison of Australian and United Kingdom faculty salaries takes into account academic rank, salary scales, relative prices and purchasing power, and tax rates. Although Australian academics at the bottom lecturer ranks have a real salary 64 percent higher than their counterparts in the U.K., professors have the same real salary. (MSE)

  8. Journalists’ salary structure in Spain during the crisis

    OpenAIRE

    Sergio Roses, Ph.D.

    2011-01-01

    Media companies are implementing staff cost reduction strategies as a way to confront the current economic crisis. This article describes the salary structure of Spanish Journalists during the 2009 crisis, based on data collected through a phone survey applied to a sample of one thousand Spanish journalists. The description of the data is based on a set of social and occupational variables. The study is accompanied by a bivariate analysis of the relation between the salary level of the survey...

  9. Disparidad salarial urbana en México, 1992-2002

    Directory of Open Access Journals (Sweden)

    David Castro Lugo

    2007-01-01

    Full Text Available El documento analiza el comportamientode la desigualdad salarial urbana en México durante el periodo 1992-2002, seha utilizado para ello la Encuesta Nacionalde Empleo Urbano (ENEU y se incluyeron33 ciudades con lo cual se logra la cobertura de los diferentes puntos del territorionacional. Los resultados indican que ladesigualdad salarial se estuvo incrementando hasta 1997; la fuente de dichocomportamiento se encuentra en unaumento de la disparidad entre diferentesgrupos (ciudades, sexo, actividad y escolaridad así como al interior de los mismos. Dentro de estos componentes elfactor precio fue esencial. El análisis de ladisparidad salarial por áreas urbanas permite establecer que el aumento de la desigualdad salarial promedio entre ciudades no se encuentra en las diferenciasde dotaciones de factores sino en las remuneraciones que estos recursos consiguen en los distintos centros urbanos;además el comportamiento muestra unaclara connotación espacial por lo cualdurante el periodo de estudio pareceobservarse una mayor desigualdad salarial en términos geográficos.

  10. The Impact of NFL Salary Cap Concentration on Team Success

    Directory of Open Access Journals (Sweden)

    Timothy E. Zimmer

    2016-04-01

    Full Text Available The paper empirically tests National League Football (NFL team data from 2000 through 2009 to ascertain factors of team performance. Of particular interest is the assessment of payroll distribution on team performance. The results indicate that the salary concentration has a non-linear influence on team performance. Success in the NFL can be best achieved at either extreme of low or high salary concentrations. A threshold of team talent must be assembled before on field success is achieved. Acquiring elite talent, especially at the quarterback position, is likely the best alternative to achieve high levels of team performance. It is further shown that larger markets have a positive performance bias which suggests an ability to more easily acquire better player talent. The results indicate that NFL salary distribution has an impact on team success, and that it is preferable to acquire fewer elite players than many good players.

  11. SALARIES IN THE CONSTRUCTION SECTOR – FROM ACCOUNTING PERSPECTIVE

    Directory of Open Access Journals (Sweden)

    OANA BOGDAN

    2015-12-01

    Full Text Available The construction sector faced, after the economic crisis who affected deeply this sector, both with a lack of qualified staff and with reduced salary levels. The accounting records for the staff includes salary entitlements, bonuses, additions, awards of payroll, allowances for rest and those for temporary disability paid from the salary fund, the first representing staff participation in profit, granted by law, and other rights in cash and / or kind of entity due to staff for their work. In this paper we present the contributions due to the State Budget by society and by the employees and we present the recognition of these operations in accounting formulas in accordance with the OMFP 1802/2014. In Romania the level of contributions to the pension system was reduced for the employer with the aim of decreasing tax evasion recorded. In this paper we want to reflect the impact of this decision on the pension system.

  12. Team Organization Method Using Salary Auction Game for Sustainable Motivation

    Directory of Open Access Journals (Sweden)

    Sangkyun Kim

    2015-10-01

    Full Text Available In performing team-based projects in engineering class, students usually face many problems, such as free-riding, lack of responsibility, boredom, and insufficient initiative. This papers proposes a new method for performing team-based projects in engineering class—specifically, a gamified method for team organization using a salary auction game. On the description of the design and use of a salary auction game in engineering class, a case study conducted using a survey method is reported to validate the practical value of the proposed auction game. The salary auction game proposed in this paper demonstrates that a gamified team organization method in engineering class could be used as an effective tool to enhance motivation and to improve learning outcomes of engineering students.

  13. Differentiation of Siberian Miners’ Salaries in Late XIX – Early XX Centuries

    Directory of Open Access Journals (Sweden)

    Vasiliy P. Zinovyev

    2014-06-01

    Full Text Available The work considers seasonal variations and differentiation of Siberian miners’ salaries in late XIX – early XX centuries, proves that seasonal variations of salaries depended on the excess demand on labor in summer and the contraction of demand in winter, detects that salary differentiated, depending on workers’ qualification, sex, age, nationality, industry, location of an enterprise. Such differences in Siberian miners’ salaries were typical for early industrial period of the development of the society.

  14. The Effect of Salary Caps in Professional Team Sports on Social Welfare

    OpenAIRE

    Helmut Dietl; Markus Lang; Alexander Rathke

    2007-01-01

    Increasing financial disparity and spiralling wages in European football have triggered a debate about the introduction of salary caps. This paper provides a theoretical model of a team sports leagues and studies the welfare effect of salary caps. It shows that salary caps will increase competitive balance and decrease overall salary payments within the league. The resulting effect on social welfare is counter-intuitive and depends on the preference of fans for aggregate talent and for compet...

  15. A Comparison of Salary Structures between Economics and Agricultural Economics Departments

    OpenAIRE

    Hilmer, Christiana E.; Hillmer, Michael J.

    2008-01-01

    This study is the first to empirically assess the difference between the prevailing salary structures in economics and agricultural economics departments at public institutions in the United States. We find that average salaries in economics departments tend to be higher than salaries in agricultural economics departments. Regression analysis suggest that years since Ph.D. explains a greater proportion of salaries in agricultural economics departments while the tier of school explains a great...

  16. Salary Structure Effects and the Gender Pay Gap in Academia

    Science.gov (United States)

    Barbezat, Debra A.; Hughes, James W.

    2005-01-01

    This paper presents estimates of the gender salary gap and discrimination based on the most recent national faculty survey data. New estimates for 1999 indicate that male faculty members still earn 20.7% more than comparable female colleagues. Depending upon which decomposition technique is employed, the portion of this gap attributable to…

  17. Engineering Salaries Top Other Fields for 5th Straight Year.

    Science.gov (United States)

    Blum, Debra E.

    1988-01-01

    An annual survey of college faculty pay shows faculty in "hard-to-hire" disciplines such as engineering, accounting, physics, and computer science continue to command higher-than-average salaries, while disciplines recently at the bottom of the pay scale remain there. At all ranks except full professor, private college faculty earned more. (MSE)

  18. Gender, Salaries, and Career: American Teachers, 1900-1910.

    Science.gov (United States)

    Rury, John L.

    1986-01-01

    Reviews Lotus Coffman's 1911 survey showing surprising parity in men and women teachers' salaries. Women's inability or unwillingness to work after marriage resulted in distinctive male and female career paths in education. Women, relegated to their "real" careers as wives and mothers, did not remain teachers long enough to compete for…

  19. Beyond Salaries: Employee Benefits for Teachers in the SREB States.

    Science.gov (United States)

    Gaines, Gale F.

    This report summarizes teachers' and employers' contribution rates to retirement, Social Security and Medicare, and major medical plans. Several Southern Regional Education Board (SREB) states have adopted multi-year goals to raise teacher pay, which involves additional costs for benefits tied to those salary increases. These benefits can add…

  20. Journalists’ salary structure in Spain during the crisis

    Directory of Open Access Journals (Sweden)

    Sergio Roses, Ph.D.

    2011-01-01

    Full Text Available Media companies are implementing staff cost reduction strategies as a way to confront the current economic crisis. This article describes the salary structure of Spanish Journalists during the 2009 crisis, based on data collected through a phone survey applied to a sample of one thousand Spanish journalists. The description of the data is based on a set of social and occupational variables. The study is accompanied by a bivariate analysis of the relation between the salary level of the surveyed journalists and the aforementioned variables.The results show that the salary level of Spanish journalists depends on such variables as sex, age, professional experience, the type, size, and geographic location of the employing media company, occupational category, contract type, and seniority in employment. However, journalists’ income is independent of education level, or the completion of graduate or postgraduate degrees in Journalism, Communication or Media studies. The findings of our study –of interest to scholars and media organisations- will help monitoring in the near future the effects of the media’s cost-cutting policies on the salaries of Spanish journalists.

  1. Strikes, Arbitration, and Teacher Salaries: A Behavioral Analysis.

    Science.gov (United States)

    Delaney, John Thomas

    1983-01-01

    Using a behavioral theory of bargaining, the authors examined data sets from Illinois and Iowa school districts and from a national sample of teachers. Results suggest that strike use and the availability of arbitration and the right to strike affect teacher salaries, while arbitration use does not. (Author/SK)

  2. A Comparison of Salary Compression Models and Pay Allocation in Academia over Time.

    Science.gov (United States)

    Twigg, Nicholas W.; Valentine, Sean R.; Elias, Rafik Z.

    2002-01-01

    Examined salary compression and pay inequity in a public university, using salary-related information from two periods five years apart. A comparison of four techniques of determining salary compression showed that compression changed over time as junior faculty were awarded tenure, faculty received raises, and senior faculty left. (EV)

  3. The Masculinity of Money: Automatic Stereotypes Predict Gender Differences in Estimated Salaries

    Science.gov (United States)

    Williams, Melissa J.; Paluck, Elizabeth Levy; Spencer-Rodgers, Julie

    2010-01-01

    We present the first empirical investigation of why men are assumed to earn higher salaries than women (the "salary estimation effect"). Although this phenomenon is typically attributed to conscious consideration of the national wage gap (i.e., real inequities in salary), we hypothesize instead that it reflects differential, automatic economic…

  4. Faculty Salaries Increased 3.4% in 97-98; Highest Raises Were at Doctoral Institutions.

    Science.gov (United States)

    Leatherman, Courtney

    1998-01-01

    An American Association of University Professors report finds the highest one-year gains (above inflation) in over a decade in faculty's "real salaries" in 1997-98. While salaries have not returned to 1970s predecline levels, the generally upward trend is continuing. The report also compares faculty salaries with those of others at similar…

  5. Variation in Teacher Salaries in Georgia: Does the Property Tax Base Matter?

    Science.gov (United States)

    Winters, John V.

    2009-01-01

    There is a great deal of variation in teacher salaries across school districts. This is important because districts that pay low salaries are likely to have greater trouble recruiting and retaining quality teachers. Regression analysis reveals that local supplements--payments exceeding the state minimum salary schedule--are affected by a number of…

  6. 1995 IAHSS salary, equipment, staffing and uniform survey.

    Science.gov (United States)

    Stultz, M S

    This second part of the 1995 IAHSS annual Crime Survey provides information on security director salaries, security department staffing, and types of equipment and uniforms employed. Factors that may or may not affect salaries are explored--including the influence of hospital size and the differences between proprietary and contract status. Differences in the size of security staffs by bed size and the relative use of police officers in security are covered. The survey also reports on trends in the type of security equipment used by hospitals--including guns, stun guns, pepper spray, and Mace. New data on the use of police uniforms or blazers by security personnel are presented. Ten charts are included. PMID:10176921

  7. 1992 career guide. Best jobs for the future. Salary survey.

    Science.gov (United States)

    Mannix, M; Bowermaster, D; Burke, S

    1991-11-11

    The best news many workers are looking for when annual review time rolls around this year is that they'll have a job for the foreseeable future. A raise? That's surely hoping for too much. Indeed, some 10 percent of the organizations surveyed by the Wyatt Co., a compensation and benefits consulting firm in New York, have frozen wages this year. About 3 percent plan to do the same in 1992. But salaries have clearly been pummeled harder in some industries than in others. The paychecks of people who work in the retail trade and in the building materials and equipment industry, for example, have barely kept pace with inflation this year. Next year promises more of the same. Those in the legal field, by contrast, enjoyed raises of 8 percent in 1991, and nurse-anesthetists averaged 10 percent. Across the board, salaries in 1991 went up 5.5 percent. But businesses are cynical about the economy's prospects, says Wyatt compensation expert Marsha Cameron, and their planned raises for 1992 average only 5.3 percent. To determine where a profession pays best, U.S. News, in conjunction with Wyatt, took a look at what 18 jobs pay on average at the entry, senior professional and middle manager levels in five regions of the country. The salaries come from Wyatt's survey of more than 3,500 organizations across the United States. New graduates in software engineering may want to send their résumés to Texas and Colorado, for example, where starting salaries, at $34,200, average $6,200 more than in Alabama and Georgia.250+ PMID:10136559

  8. WORKERS’ SALARY ACCOUNTING IN COST OF CIVIL ENGINEERING WORKS

    OpenAIRE

    O. S. Goloubova; U. V. Sosnovskaya

    2014-01-01

    A normative method for price formation established in civil engineering determines a procedure of cost formation in respect of any work. However, main problems are still pending in spite of introduction of new estimate-normative РСН-2007-base. The paper considers problems concerning inclusion of workers’ salary in the cost of works, tendencies of the 2008-legislation alterations, their effect on growth of work cost. 

  9. Salary adjustments and other changes to the Staff Rules & Regulations

    CERN Document Server

    HR Department

    2006-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2005, salaries are adjusted with effect from 1 January 2006. Information on these decisions and other important changes relating to the Staff Rules and Regulations are summarised below: Scale of basic salaries and scale of stipends paid to fellows (Annex R A 1 and R A 2 respectively): increased by 1.2% with effect from 1 January 2006. Elements increased by 1.2%, following the movement of the Geneva consumer price index : a) Family Allowance and Child Allowance (Annex R A 4), with effect from 1 January 2006. b) Reimbursement of education fees: maximum amounts of reimbursement (Article R A 8.01) for the academic year 2005/2006 i.e. with effect from 1 September 2005. Related adjustments will be implemented wherever applicable to Paid Associates and Students. Contributions to the Pension Fund: Contributions of the Organization and active members increased by a total of 0.63% of basic salary from 1 January 2006, shared as ...

  10. Wages and Salaries Paid Support Personnel in Public Schools, 1982-83. Part 3 of National Survey of Salaries and Wages in Public Schools. ERS Report.

    Science.gov (United States)

    Educational Research Service, Arlington, VA.

    Based on the ninth annual national survey of public school salaries and wages, this third part of a three-part report examines the remuneration paid to support personnel in 10 poositions in 1,120 school systems. Salary information is reported for secretaries at the central office and school building levels, central office accounting/payroll clerks…

  11. Study on the salary system for IT enterprise based on double factor motivation theory

    Science.gov (United States)

    Zhuang, Chen; Qian, Wu

    2005-12-01

    To improve the fact that the IT enterprise's salary & compensation system can not motivate a company's staff efficiently, the salary system based on Hertzberg's double factor motivation theory and the enterprise characteristics is presented. The salary system includes a salary model, an assessment model and a performance model. The system is connected with a cash incentive based on the staff's performance and emphasizes that the salary alone is not a motivating factor. Health care, for example, may also play a positive role on the motivation factor. According to this system, a scientific and reasonable salary & compensation management system was established and applied in an IT enterprise. It was found to promote the enterprise's overall performance and competitive power.

  12. Budget estimates fiscal year 1989: Appropriation, Salaries and expenses

    International Nuclear Information System (INIS)

    The budget estimates for Salaries and Expenses for FY 1989 provide for obligations of $450,000,000 to be funded in total by a new appropriation. The sum appropriated shall be reduced by the amount of revenues received during fiscal year 1989 from licensing fees, inspection services, and other services and collections, excluding those monies received for the cooperative nuclear safety research program, services rendered to foreign governments and international organizations, and the material and information access authorization programs, so as to result in a final fiscal year 1989 appropriation estimated at not more than $247,500,000

  13. Impact of the "salary scholarship" impact profile and student achievement.

    Directory of Open Access Journals (Sweden)

    Berlanga, Vanesa

    2013-08-01

    Full Text Available In Spain, within the framework of the Strategy 2015, the implementation of scholarships, grants and wages especially adapted to the new situation of the European Higher Education, intended to ensure access to university education to those most disadvantaged social groups economically. This research makes an ex post facto, descriptive-comparative aimed at assessing the impact of the grant salary, as an economic factor, on equity, access and academic performance in the first year of college. The study was conducted with a total of 10,394 new students in the 2010-11 cohort at the University of Barcelona, from the database from the institution itself. A total of 642 students agreed to grant salary, with differences depending on the branch of knowledge, gender, and the path to college. In relation to their peers, scholarship students come from families with occupations and / or study less, so scholarships model contributes to equity in access. In relation to performance analysis, scholarship students enrolled and present, on average, a larger number of subjects in order to meet the academic requirements for scholarship renewal, but the results are final academic in several branches knowledge, influenced negatively. One possible explanation is the largest academic pressure of this group in a phase usually complicated: the transition to college.

  14. Salary adjustments and other changes to the Staff Rules & Regulations

    CERN Document Server

    Human Resources Department

    2005-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2004, salaries are adjusted with effect from 1 January 2005. Information on these decisions and other main changes concerning the Staff Rules & Regulations is summarised below: Scale of basic salaries and scale of stipends paid to fellows (Annex R A 1 and R A 2 respectively): increased by 1.3% with effect from 1 January 2005. Elements increased by 1.7%, following the movement of the Geneva consumer price index : Family Allowance and Child Allowance (Annex R A 4), with effect from 1 January 2005. Reimbursement of education fees: maximum amounts of reimbursement (Article R A 8.01) for the academic year 2004/2005 i.e. with effect from 1 September 2004. Related adjustments will be implemented wherever applicable to Paid Associates and Students. As in the past, variations occur in the actual percentage increases quoted, due to the ...

  15. Salary adjustments and changes to the Staff Rules & Regulations

    CERN Multimedia

    HR Department

    2007-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2006, salaries are adjusted with effect from 1 January 2007. Council has also approved the conclusions of the 2005 Five-Yearly Review and a new (11th) of the Staff Rules and Regulations edition comes into force on 1 January 2007. Scale of basic salaries and scale of stipends paid to fellows (Annex R A 5 and R A 6 respectively in the 11th edition, R A 1 and R A 2 in the 10th edition): increased by 1.6% with effect from 1 January 2007. Elements increased by 1.4%, following the movement of the Geneva consumer price index: a) Family Allowance and Child Allowance (Annex R A 3 in the 11th edition), with effect from 1 January 2007; b) Reimbursement of education fees: maximum amounts of reimbursement (Annex R A 4.01 in the 11th edition, R A 8.01 in the 10th edition) for the academic year 2006/2007 i.e. with effect from 1 September 2006. Related adjustments will be implemented, wherever applicable, to Paid Associates and Stud...

  16. An Examination of Adolescents' Salary Expectations and Gender-Based Occupational Stereotyping.

    Science.gov (United States)

    Morrison, Todd G.; And Others

    1994-01-01

    Investigates the effect of gender on expectations of salary and judgments about occupational suitability. Responses from 1,062 high school students were collected. Females provided lower salary estimates than males and were less likely to stereotype occupations on the basis of gender. Academic achievement was negatively correlated with…

  17. Salaries of New Superintendents: A Public Relations Concern for Many Public School Boards

    Science.gov (United States)

    Young, I. Phillip

    2007-01-01

    Salaries for new superintendents form a highly visible factor that has direct implications for school-community public relations. To provide a means for guiding school board members and to provide a format for justifying salaries, a model is presented that serves both purposes. Within this model, attention is afforded to specifying a relevant…

  18. Improvements to the current classification of salary expenses in the accounting system of the enterprise

    Directory of Open Access Journals (Sweden)

    Fylypenko Anna

    2016-04-01

    Full Text Available The article considers the existing classification of salary expenses in Ukraine. The analysis of the classifications of such costs in management and accounting is carried out. The article suggests approaches for improvement in the cost-accounting system for the respective enterprise features, which greatly facilitates the management of salary expenses and allows the search of reserves to reduce them.

  19. A Study on the Self-Adaption Incentive Performance Salary

    Science.gov (United States)

    Zhang, Chuanming; Wang, Yang

    In project managing, the performance salary management mode is often used to motivate project managers and other similar staff to improve performance or reduce the cost. But the engineering activities who own a lot of internal and external uncertain factors can not be known by the principle. It is difficult for to develop a suitable incentive target to project managers etch. This paper thinks that the manager self master the maximum of information on engineering activities. So this paper sets up an incentive model: the project managers themselves report performance objectives; owner gives the managers reward or punishment combined with their reported performance and actual performance. The model to ensure that the project manager is only accurate self reported its results to get the maximum profit. At the same time, it cans incentive managers to improve performance or reduce the cost. This paper focuses on setting up the model, analyzing the model parameters. And cite an example analyze them.

  20. How Should School Districts Shape Teacher Salary Schedules? Linking School Performance to Pay Structure in Traditional Compensation Schemes

    Science.gov (United States)

    Grissom, Jason A.; Strunk, Katharine O.

    2012-01-01

    This study examines the relative distribution of salary schedule returns to experience for beginning and veteran teachers. We argue that districts are likely to benefit from structuring salary schedules with greater experience returns early in the teaching career. To test this hypothesis, we match salary data to school-level student performance…

  1. Influence of decrease of the amount of starting salary of radiological technologists

    International Nuclear Information System (INIS)

    This paper analyzes differences and changes within and between the occupation of nurses, radiological technologists, and medical technologists concerning starting salary from April 2005 to March 2009. This paper also investigates the percentage of difference in the amount of starting salary of nurses, radiological technologists, and medical technologists according to their educational attainments. The research-target used was the full-time-job-opening data provided to Okayama University within the given period of time, which specifies the amount of starting salary. The result shows that one's educational background has a crucial influence on the amount of one's starting salary. In fact, the percentage of the amount of starting salary base on one's educational attainment all increased in nurses, radiological technologists, and medical technologists from April 2007 to March 2009. However, this percentage for radiological technologists remains only 50% of increase, which was less significant than other two professional occupations. Moreover, the result indicates a crucial change in the amount of basic starting salary: while the amount of basic starting salary of nurses in 2008 has increased since 2005, that of radiological technologists has dropped remarkably. If this situation is not improved in the near future, the health-service sector may experience a decrease in the number of skilled practitioners which, in turn, will result in a decline in quality of medical care. (author)

  2. Teacher Salary Comparisons--Inter-City Differences: 2010-11 and 2011-12. BCTF Research Report. Section I. 2012-TS-02

    Science.gov (United States)

    White, Margaret

    2012-01-01

    This research report, which is an update of research report 2011-TS-03, shows the salary difference for each step of British Columbia's (BC) Category 5 or comparable qualifications. Salaries for Vancouver public school teachers are compared to teacher salaries in Toronto (elementary), Ottawa (secondary), and Edmonton. Salaries for Prince George…

  3. Budget estimates, fiscal year 1987. Appropriation: salaries and expenses. Volume 2

    International Nuclear Information System (INIS)

    This volume presents the salaries and expenses of the following US NRC programs: nuclear reactor regulation, nuclear material safety and safeguards, inspection and enforcement, nuclear regulatory research, program technical support, and program direction and administration. Special supporting tables are included

  4. Les Salariés Actionnaires : Pourquoi Investissent-ils dans leur Entreprise ?

    OpenAIRE

    Aubert, Nicolas; Rapp, Thomas

    2008-01-01

    (VF) Les comportements d'épargne des salariés actionnaires de leur entreprise offrent un terrain privilégié de confrontation des courants néo-classique et comportemental de la finance. Afin de tester les hypothèses issues de ces théories, nous utilisons les données relatives à 44 649 salariés d'un groupe bancaire coté et analysons quatre dimensions de l'investissement en actionnariat salarié : (i) la participation à une augmentation de capital réservée aux salariés, (ii) l'intensité de l'inve...

  5. Budget estimates, fiscal year 1984/85. Appropriation: salaries and expenses

    International Nuclear Information System (INIS)

    This report contains the fiscal year budget justifications to Congress. The budget estimates for salaries and expenses for fiscal year 1984 to 1985 provide for obligations of $466,800,000 to be funded in total by a new appropriation

  6. Multi-centre testing and validation of current protocols for the identification of Gyrodactylus salaris (Monogenea).

    Science.gov (United States)

    Shinn, A P; Collins, C; García-Vásquez, A; Snow, M; Matejusová, I; Paladini, G; Longshaw, M; Lindenstrøm, T; Stone, D M; Turnbull, J F; Picon-Camacho, S M; Rivera, C Vázquez; Duguid, R A; Mo, T A; Hansen, H; Olstad, K; Cable, J; Harris, P D; Kerr, R; Graham, D; Monaghan, S J; Yoon, G H; Buchmann, K; Taylor, N G H; Bakke, T A; Raynard, R; Irving, S; Bron, J E

    2010-10-01

    Despite routine screening requirements for the notifiable fish pathogen Gyrodactylus salaris, no standard operating procedure exists for its rapid identification and discrimination from other species of Gyrodactylus. This study assessed screening and identification efficiencies under real-world conditions for the most commonly employed identification methodologies: visual, morphometric and molecular analyses. Obtained data were used to design a best-practice processing and decision-making protocol allowing rapid specimen throughput and maximal classification accuracy. True specimen identities were established using a consensus from all three identification methods, coupled with the use of host and location information. The most experienced salmonid gyrodactylid expert correctly identified 95.1% of G. salaris specimens. Statistical methods of classification identified 66.7% of the G. salaris, demonstrating the need for much wider training. Molecular techniques (internal transcribed spacer region-restriction fragment length polymorphism (ITS-RFLP)/cytochrome c oxidase I (COI) sequencing) conducted in the diagnostic laboratory most experienced in the analysis of gyrodactylid material, identified 100% of the true G. salaris specimens. Taking into account causes of potential specimen loss, the probabilities of a specimen being accurately identified were 95%, 87% and 92% for visual, morphometric and molecular techniques, respectively, and the probabilities of correctly identifying a specimen of G. salaris by each method were 81%, 58% and 92%. Inter-analyst agreement for 189 gyrodactylids assessed by all three methods using Fleiss' Kappa suggested substantial agreement in identification between the methods. During routine surveillance periods when low numbers of specimens are analysed, we recommend that specimens be analysed using the ITS-RFLP approach followed by sequencing of specimens with a "G. salaris-like" (i.e. G. salaris, Gyrodactylus thymalli) banding pattern

  7. Parliamentary salaries are frequently a source of party funding, but what are the implications for democracy?

    OpenAIRE

    BOLLEYER, Nicole; Trumm, Siim

    2014-01-01

    In nearly all modern democracies, parliamentarians by now receive a full-time salary in order to attract qualified candidates and representatives from all corners of the society. These payments are, in principle, not intended to constitute an additional source of party income. Yet, Nicole Bolleyer and Siim Trumm have shown that in many democracies they are exactly that. The regular collection of a fixed salary share from parliamentarians is not just a widespread practice, but for ...

  8. Team performance and within-team salary disparity: an analysis of nippon professional baseball

    OpenAIRE

    Takuma Kamada; Hajime Katayama

    2014-01-01

    Using data from Nippon Professional Baseball, which is the Japanese professional baseball league, we examine the relationship between within-team salary disparity and team performance. We find that greater salary disparity tends to result in better team performance, which is the opposite of what prior studies have observed for Major League Baseball. Our results suggest that even within the same sport, the relationship may be partly affected by different institutional settings

  9. A methodical and adaptive framework for Data Warehouse of Salary Management System

    OpenAIRE

    Manzoor Ahmad

    2015-01-01

    Years of experience as an employee of University of Kashmir has always desired us to have a typical solution where most of the activities related to salary are fully automated without checking across the files whenever there is a need e.g. individual month‟s salary report , web based information submission, filing of returns , increment information etc. After thorough analysis , taking employee satisfaction , sensitivity and security of data , a long term solution was to develop a centralized...

  10. Employment-Related Salaries and Benefits in Social Work: A Workforce Survey

    OpenAIRE

    Suk-Young Kang; Judy Krysik

    2010-01-01

    The purpose of this study was to develop a descriptive benchmark of social work employment in Arizona and to provide useful information to administrators, job seekers, and prospective social work students. The results, based on telephone and Internet surveys to a random sample of 463 NASW Arizona members, indicate that salary was positively related to level of education and years of social work employment experience. Salary was also higher for men than for women and higher for social workers ...

  11. Civil Servants’ Salary Structure

    OpenAIRE

    Faiz Bilquees

    2006-01-01

    The paper looks at the trends in nominal and real salaries of the Federal Government employees over the period 1990-2006. It examines the structural defects in the existing salary structure and the anomalies in the allowances structure to show that appropriate remuneration for the civil servants requires serious and urgent consideration. The widening gap in the emoluments of government employees versus the public sector corporations and private sector employees has a strong bearing on the mot...

  12. The Combined Effect of Salary Restrictions and Revenue Sharing in Sports Leagues

    OpenAIRE

    Helmut Dietl; Markus Lang; Alexander Rathke

    2009-01-01

    Many major sports leagues are characterized by a combination of cross-subsidization mechanisms like revenue-sharing arrangements and payroll restrictions. Up to now, the effects of these policy tools have only been analyzed separately. This article provides a theoretical model of a team sports league and analyzes the combined effect of salary restrictions (caps and floors) and revenue sharing. It shows that the effect on club profits, player salaries, and competitive balance crucially depends...

  13. Determinants of job satisfaction for salaried and self-employed professionals in Finland

    OpenAIRE

    Hytti, Ulla; Kautonen, Teemu; Akola, Elisa

    2013-01-01

    This paper contributes to our knowledge of the determinants of job satisfaction by analysing the effects of employment status (self-employed or salaried employee) and work characteristics (autonomy, variety, task identity, task significance and feedback) on job satisfaction in a sample of 2327 Finnish professionals. The results of the structural equation model analysis show that although the self-employed are significantly more satisfied with their jobs than their salaried counterparts also i...

  14. Reformierakond kahtleb teise samba vajalikkuses / Kristi Malmberg

    Index Scriptorium Estoniae

    Malmberg, Kristi, 1973-

    2000-01-01

    Kohustusliku pensioni kogumiskindlustuse käivitamine lükkub edasi, sest Reformierakond kahtleb teise samba vajalikkuses ja koalitsioon ei jõua kokkuleppele kogumiskindlustuseks vajaliku sotsiaalmaksu osa suuruses. Ilmunud ka: Delovõje Vedomosti 10. mai lk. 6

  15. THE EMPLOYMENT – PRODUCTIVITY – SALARY RELATION, A CONDITION FOR ACHIEVING LONG - TERM ECONOMIC GROWTH

    Directory of Open Access Journals (Sweden)

    Mihai CHIRILA

    2005-01-01

    Full Text Available The employment-productivity-salary correlation is essential towards setting up conditions for economic growth andlasting social stability. An influence exists from technological changes, current stage of economic development,peculiarities of labour offer, employers – trade-unions interaction, etc. The analysis covers long-term and short-termcycles. In keeping with specificity of development stages, national economy witnesses an interval of productivitygrowth facilitating maximized employment and a rise in salary too. A lower growth rate indicates difficulties inassimilating new technologies; a higher growth rate generates instability in employing labour. Thus, the exercise ofstrong pressure is shown to exist on economic and technological structures. Likewise, this is what happens whenproductivity goes ahead of the separate analyses of the correlations between employment and productivity, on theone hand, and productivity and salary, on the other.

  16. A methodical and adaptive framework for Data Warehouse of Salary Management System

    Directory of Open Access Journals (Sweden)

    Manzoor Ahmad

    2014-06-01

    Full Text Available Years of experience as an employee of University of Kashmir has always desired us to have a typical solution where most of the activities related to salary are fully automated without checking across the files whenever there is a need e.g. individual month‟s salary report , web based information submission, filing of returns , increment information etc. After thorough analysis , taking employee satisfaction , sensitivity and security of data , a long term solution was to develop a centralized University salary management system and its data warehouse . In this paper the design and implementation of an adaptive data warehouse is presented which supports large volume of data and saves the cost effectively. It also enable decision makers pose queries and question to the system. However decision support systems only support a set of queries and operations that are to be performed.

  17. A methodical and adaptive framework for Data Warehouse of Salary Management System

    Directory of Open Access Journals (Sweden)

    Manzoor Ahmad

    2015-11-01

    Full Text Available Years of experience as an employee of University of Kashmir has always desired us to have a typical solution where most of the activities related to salary are fully automated without checking across the files whenever there is a need e.g. individual month‟s salary report , web based information submission, filing of returns , increment information etc. After thorough analysis , taking employee satisfaction , sensitivity and security of data , a long term solution was to develop a centralized University salary management system and its data warehouse . In this paper the design and implementation of an adaptive data warehouse is presented which supports large volume of data and saves the cost effectively. It also enable decision makers pose queries and question to the system. However decision support systems only support a set of queries and operations that are to be performed.

  18. Employment-Related Salaries and Benefits in Social Work: A Workforce Survey

    Directory of Open Access Journals (Sweden)

    Suk-Young Kang

    2010-05-01

    Full Text Available The purpose of this study was to develop a descriptive benchmark of social work employment in Arizona and to provide useful information to administrators, job seekers, and prospective social work students. The results, based on telephone and Internet surveys to a random sample of 463 NASW Arizona members, indicate that salary was positively related to level of education and years of social work employment experience. Salary was also higher for men than for women and higher for social workers with administrative roles compared to other roles. Access to employee-related benefits appeared widespread. Implications are provided for administration and future research.

  19. Baltic salmon activates immune relevant genes in fin tissue when responding to Gyrodactylus salaris infection

    DEFF Research Database (Denmark)

    Kania, Per Walther; Larsen, Thomas Bjerre; Ingerslev, Hans C.;

    2007-01-01

    A series of immune relevant genes are expressed when the Baltic salmon responds on infections with the ectoparasite Gyrodactylus salaris which leads to a decrease of the parasite infection......A series of immune relevant genes are expressed when the Baltic salmon responds on infections with the ectoparasite Gyrodactylus salaris which leads to a decrease of the parasite infection...

  20. Multi-centre testing and validation of current protocols for the identification of Gyrodactylus salaris (Monogenea)

    DEFF Research Database (Denmark)

    Shinn, A.P.; Collins, C.; García-Vásquez, A.;

    2010-01-01

    Tilgængelige metoder til diagnose af G. salaris er blevet afprøvet i en række laboratorier Udgivelsesdato: September......Tilgængelige metoder til diagnose af G. salaris er blevet afprøvet i en række laboratorier Udgivelsesdato: September...

  1. Differentiation between a pathogenic and a non-pathogenic form of Gyrodactylus salaris using PCR-RFLP

    DEFF Research Database (Denmark)

    Kania, Per Walther; Jørgensen, Thomas Rohde; Buchmann, Kurt

    2007-01-01

    A new method based on PCR-RFLP is presented. It is able to differentiate between the Danish non-pathogenic form of Gyrodactylus salaris and the Norwegian pathogenic form.......A new method based on PCR-RFLP is presented. It is able to differentiate between the Danish non-pathogenic form of Gyrodactylus salaris and the Norwegian pathogenic form....

  2. Testing Implications of a Tournament Model of School District Salary Schedules

    Science.gov (United States)

    Heutel, Garth

    2009-01-01

    Using panel data on the salary schedules of public school teachers and administrators, I look for evidence of a tournament wage structure. A tournament model is presented, where teachers compete for promotion to administrators. Districts can create incentives for teachers by offering either a higher pay premium for promotion or a larger…

  3. 26 CFR 521.110 - Government wages, salaries, pensions and similar remuneration.

    Science.gov (United States)

    2010-04-01

    ..., see section 116(h) of the Internal Revenue Code and § 29.116-2 of Regulations 111 (26 CFR 1949 ed... similar remuneration. 521.110 Section 521.110 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE..., pensions and similar remuneration. Under Article X (1) of the convention any wage, salary,...

  4. 29 CFR 778.323 - Effect if salary is for variable workweek.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Effect if salary is for variable workweek. 778.323 Section... variable workweek. The discussion in the prior section sets forth one result of reducing the workweek from... formerly covered a fixed workweek of 40 hours now covers a variable workweek up to 40 hours. If this is...

  5. M. D. Faculty Salaries in Psychiatry and All Clinical Science Departments, 1980-2006

    Science.gov (United States)

    Haviland, Mark G.; Dial, Thomas H.; Pincus, Harold Alan

    2009-01-01

    Objective: The authors compare trends in the salaries of physician faculty in academic departments of psychiatry with those of physician faculty in all academic clinical science departments from 1980-2006. Methods: The authors compared trend lines for psychiatry and all faculty by academic rank, including those for department chairs, by graphing…

  6. What Happens to Teacher Salaries during a Recession? Schools in Crisis: Making Ends Meet

    Science.gov (United States)

    Simpkins, Jim; Roza, Marguerite; Simburg, Suzanne

    2012-01-01

    In many districts where budgets are tight and forcing cuts in services, are teacher incomes also falling behind? Is teaching becoming a less remunerative occupation relative to other local opportunities such that over time it may become less attractive? Or, do the automatic salary triggers shift wages up despite revenue constraints? This study…

  7. The Effect of Internal Salary Increment Distributions on Retention Behaviors of Western New York Teachers

    Science.gov (United States)

    Patterson, Michele M.

    2013-01-01

    This is a study of district internal salary distribution practices and its effect on retention. The study is a replication study as recommended by Jacobson (1986) and Lankford and Wyckoff (1997) whereby their research shows the prevalence of "back loading" and ineffectiveness relative to retention. In the case of this study, the…

  8. Teachers' Unions and Compensation: The Impact of Collective Bargaining on Salary Schedules and Performance Pay Schemes

    Science.gov (United States)

    West, Kristine Lamm; Mykerezi, Elton

    2011-01-01

    This study examines the impact that collective bargaining has on multiple dimensions of teacher compensation, including average and starting salaries, early and late returns to experience, returns to graduate degrees, and the incidence of different pay for performance schemes. Using data from the School and Staffing Survey (SASS) and a more recent…

  9. Fifteenth Annual Rank-Order Distribution of Administrative Salaries Paid, 1981-1982.

    Science.gov (United States)

    Arkansas Univ., Fayetteville. Office of Institutional Research.

    Administrative salaries in 1981-82 in 132 state-supported universities in 45 states and 31 university systems in 24 states were surveyed. Only full-time administrators were included but their responsibilities and functions range from the director of a single office to the university president. To provide anonymity, the universities are not…

  10. The Impact of MBA Programme Attributes on Post-MBA Salaries

    Science.gov (United States)

    Elliott, Caroline; Soo, Kwok Tong

    2016-01-01

    This paper explores the impact of various Master of Business Administration (MBA) programme attributes on the average post-MBA salary of graduates, contributing to the literature on the returns to an MBA degree, which to date has instead focused predominantly on the impact of individual student traits. The analysis uses a new panel dataset,…

  11. Segmentación laboral, educación y desigualdad salarial en México Work segmentation, education and salary inequality in Mexico

    Directory of Open Access Journals (Sweden)

    Marcos Valdivia López

    2011-03-01

    Full Text Available Con el propósito de poner al descubierto las fuerzas sociológicas que afectan la desigualdad salarial en México, este trabajo realiza una estratificación basada en ocupaciones que atiende a la hipótesis de dualidad de los mercados laborales al proponer un submercado laboral primario y otro secundario. En específico, estudiamos la desigualdad salarial a partir de evaluar de qué manera los rendimientos de la educación se comportan o se ven afectados a lo largo de los diversos grupos ocupacionales que estructuran al mercado dual de trabajo. El resultado central de este ejercicio indica que los premios salariales entre los diversos grupos ocupacionales exhiben fuerte heterogeneidad tanto en el interior de los submercados como entre submercados, por lo que el comportamiento promedio del premio salarial entre trabajadores educados y menos educados no es suficiente para explicar la dinámica de su desigualdad en México durante los últimos años.In order to reveal the sociological forces affecting wage inequality in Mexico, this study carries out a stratification based on occupations that reflects the hypothesis of the duality of labor markets by proposing one primary labor sub-market and another secondary one. In particular, it studies wage inequality on the basis of evaluating the way returns to education perform or are affected throughout the various occupation groups structuring the dual labor market. The main result of this exercise indicates that wage premium among the various occupation groups are extremely heterogeneous both within and between sub-markets. The average behavior of the wage premium among educated and less educated workers is not enough to explain the dynamics of their inequality in Mexico in recent years.

  12. Countermeasures to Salary Problems in a Mandated Hospital%托管医院的薪酬与对策

    Institute of Scientific and Technical Information of China (English)

    伊华俊; 阮圣陶

    2014-01-01

    Objective To solve the salary problems in a mandated hospital. Methods A new salary scheme was designed with Expectancy Theory. Results The salary problems in the mandated hospital were solved and the policy ran smoothly. Conclusion The salary scheme based on Expectancy Theory run in line with the actual situation in the mandated hospitals and is worthy of popularization.%目的解决托管医院员工的薪酬问题。方法运用管理学的期望理论重新设计薪酬方案。结果托管医院的薪酬问题得以解决,医院托管得以顺利施行。结论基于期望理论的薪酬方案符合托管医院的实际情况,值得推广。

  13. Optimal Investment Strategies for DC Pension with Stochastic Salary under the Affine Interest Rate Model

    Directory of Open Access Journals (Sweden)

    Chubing Zhang

    2013-01-01

    Full Text Available We study the optimal investment strategies of DC pension, with the stochastic interest rate (including the CIR model and the Vasicek model and stochastic salary. In our model, the plan member is allowed to invest in a risk-free asset, a zero-coupon bond, and a single risky asset. By applying the Hamilton-Jacobi-Bellman equation, Legendre transform, and dual theory, we find the explicit solutions for the CRRA and CARA utility functions, respectively.

  14. Work Engagement and Workaholism: Comparing the Self-Employed and Salaried Employees

    OpenAIRE

    Gorgievski-Duijvesteijn, Marjan; Bakker, Arnold; Schaufeli, Wilmar

    2010-01-01

    textabstractAbstract: This study among a Dutch convenience sample of self-employed individuals (n = 262) and salaried employees (n = 1900) tested to what extent workaholism and work engagement relate to self-reported work performance. After controlling for measurement inequivalence, results of structural equation modelling showed that the self-employed score higher on engagement and working excessively then employees, but not on working compulsively. In addition, work engagement related posit...

  15. Reproductive trade-offs may moderate the impact of Gyrodactylus salaris in warmer climates.

    Directory of Open Access Journals (Sweden)

    Scott J Denholm

    Full Text Available Gyrodactylus salaris is a notifiable freshwater ectoparasite of salmonids. Its primary host is Atlantic salmon (Salmo salar, upon which infections can cause death, and have led to massive declines in salmon numbers in Norway, where the parasite is widespread. Different strains of S. salar vary in their susceptibility, with Atlantic strains (such as those found in Norway exhibiting no resistance to the parasite, and Baltic strains demonstrating an innate resistance sufficient to regulate parasite numbers on the host causing it to either die out or persist at a low level. In this study, Leslie matrix and compartmental models were used to generate data that demonstrated the population growth of G. salaris on an individual host is dependent on the total number of offspring per parasite, its longevity and the timing of its births. The data demonstrated that the key factor determining the rate of G. salaris population growth is the time at which the parasite first gives birth, with rapid birth rate giving rise to large population size. Furthermore, it was shown that though the parasite can give birth up to four times, only two births are required for the population to persist as long as the first birth occurs before a parasite is three days old. As temperature is known to influence the timing of the parasite's first birth, greater impact may be predicted if introduced to countries with warmer climates than Norway, such as the UK and Ireland which are currently recognised to be free of G. salaris. However, the outputs from the models developed in this study suggest that temperature induced trade-offs between the total number of offspring the parasite gives birth to and the first birth timing may prevent increased population growth rates over those observed in Norway.

  16. Incentive-Related Human Resource Practices for Substance Use Disorder Counselors: Salaries, Benefits, and Training

    OpenAIRE

    Rothrauff, Tanja C.; Abraham, Amanda J.; Bride, Brian E.; Roman, Paul M.

    2011-01-01

    Understanding factors associated with incentive-related human resource practices for substance use disorder counselors can help promote a stable workforce in this occupation. We examined three counselor incentives—salaries, benefits, training—and the link with organizational, counselor, and patient characteristics. Data were collected in 2007/08 via face-to-face interviews with 345 administrators/clinical directors in private treatment centers. Centers paid counselors an average of $38,800 an...

  17. Performance, seniority, and wages: formal salary systems and individual earnings profiles.

    OpenAIRE

    Dohmen, Thomas J.

    2004-01-01

    This paper replicates studies by Medoff and Abraham (1980, 1981) and Flabbi and Ichino (2001) using personnel data from the Dutch national aircraft manufacturer Fokker. It shows how a formal salary system, as is widely used by large firms, brings about that seniority-wage profiles are largely independent of controls for reported performance in cross-sectional wage regressions even though supervisors' evaluations shape life-cycle earnings profiles. Performance ratings determine how fast a work...

  18. Workplace status and risk of hypertension among hourly and salaried aluminum manufacturing employees

    OpenAIRE

    Clougherty, Jane Ellen; Eisen, Ellen A; Slade, Martin D.; Kawachi, Ichiro; Cullen, Mark R

    2008-01-01

    An inverse relationship between workplace status and morbidity is well established; higher job status has been associated with reduced risks of heart disease, hypertension, and injury. Most research on job status, however, has focused on salaried populations, and it remains unclear whether job status operates similarly among hourly workers. Our objectives were to examine whether hourly status itself influences risk of hypertension after adjustment for socioeconomic confounders, and to explore...

  19. Salary-Trend Study of Faculty in Philosophy and Religion for the Years 1996-97 and 1999-00.

    Science.gov (United States)

    Howe, Richard D.

    This report is part of an annual national survey that examines salaries of full-time teaching faculty in 54 selected academic disciplines. Data for the study were collected from a total of 296 public and 390 private four-year institutions from the baseline year of 1996-97 to the trend year of 1999-2000. A data table lists average salaries for both…

  20. EXAMINING MALAYSIAN HOTEL EMPLOYEES ORGANIZATIONAL COMMITMENT BY GENDER, EDUCATION LEVEL AND SALARY

    Directory of Open Access Journals (Sweden)

    Hashim Fadzil Ariffin

    2015-04-01

    Full Text Available The purpose of this study is to investigate the Organizational Commitment (OC among Malaysian hotel employees. The aim is to identify the perception of employees concerning OC that they have perceived at their workplace and, how gender, education level and range of salary affect them. The data have been collected through sets of questionnare answered by 624 respondents who are hotel employees in Malaysia. The dimensions of OC which are affective, continuance and normative have been analysed using exploratory factor analysis (EFA. The data then been analysed using t-test and analysis of variance (ANOVA to find the significance differences between gender, level of education and salary scale with the three dimensions of OC. The result of this study reveals that there is no significant diffrences between three dimensions of OC and gender. Findings also show that there are significant differences between education level and three dimensions of OC. Similarly, the results also display significant differences between salary scale and, affective and continuance commitment but not with normative comitment. Managerial implications, limitations and future research directions are also discussed.

  1. Les déterminants de la représentation des actionnaires salariés au Conseil d’administration ou de surveillance

    OpenAIRE

    HOLLANDTS, Xavier; GUEDRI, ZIED; Aubert, Nicolas

    2011-01-01

    L a participation des salariés au capital des entreprises dans lesquelles ils travaillent – l'actionnariat salarié – est un phénomène mondial qui connaît aujourd'hui un développement important. Aux Etats-Unis, près d'un sala-rié sur quatre est un actionnaire salarié (National Center of Employee Ownership (NCEO), 2006). En France, cette proportion s'établit à environ un salarié sur dix (Fédération française des associations Actionnaires salariés et anciens Salariés (FAS), 2006). La diffusion d...

  2. Constitute A Reasonable Salary System In Market Economy%建立合理的企业薪酬制度(中)

    Institute of Scientific and Technical Information of China (English)

    李兆熙

    2003-01-01

    The traditional income distributive system of state-owned enterprises lacks of effective stimulation. During the transformation to Market Economy, it is necessary to constitute a macro policy which means to hold the direction, and an increasingly marketable salary system. The stimulation of equity capital will be an important part of salary system. Mr.Li Zhaoxi,the vice principal of Enterprise Economic Research Institute, The Development Research Center of the State Council will analyse the salary status of the SOEs ,the experiences of abroad, and try to explain the necessities and conditions to constitute a reasonable salary system.

  3. Recent Trends in Wage and Salary Administration in Nigeria: A Synopsis on Theoretical and Empirical Challenges

    Directory of Open Access Journals (Sweden)

    John I. Agburu

    2012-10-01

    Full Text Available Wage and salary administration in Nigeria has been a subject of immense controversy, if unresolved, in the context of Nigeria politico-administrative setup for several decades now. The topic itself is as complex as it is slippery in terms of definition and unique features. Among other things, the subject of wage and salary administration in this country has been a controversial one. The attempt has been to resolve such issues as what should the basic pay, the issues of labour cost, productivity, cost of living, and the question of compensation. This paper takes a critical perspective on the generic forces at work in recent times that relate to wage policies, strategies and schemes aimed at creating a conducive atmosphere for the workers (both in the private and public sectors in Nigeria to perform. The main objective of the paper is to determine the key forces affecting wage and salary administration in Nigeria. Among the most recent experiences analyzed are those of the 2007 Federal Government Civil Service pay package and the current university pay system. The researcher adopted a simple cross-sectional survey method. Data collected were subjected to critical analysis using mostly non-parametric methods. The main findings include the fact that there has been (1 unwarranted lags between labour (employee pay and productivity (2 huge income differentials between the various levels of government where the employees buy from the same market. The main recommendations embrace the urgent need to strategize along schemes that attract high labour productivity, equity and fairness in rewarding workers.

  4. Mapping the (Invisible Salaried Woman Architect: the Australian Parlour Research Project

    Directory of Open Access Journals (Sweden)

    Karen Lisa Burns

    2015-12-01

    Full Text Available Since the 1970s, feminist historians and polemicists have struggled to uncover the ordinary lives of women. They believe that gender ideals and biases are a critical part of the weft and weave of daily life. But the quotidian has been a restricted field in our discipline, often used to define a particular building type rather than the lives of architects. For example, we know little about the workdays of professionals or their labour in the workplace. The architectural office - its daily transactions and everyday culture - remains obscure. Even when represented in histories of the profession, the architectural office is filtered through a top-down lens trained on practice directors. The labour and lives of architecture’s male and female employees is unexplored terrain, but we could begin with the demographics: up to three-quarters of Australian women in architecture are salaried workers, continuing a historical trend. In the past, women generally worked for others. The gendering of salaried architectural workers raises questions about the relationship between gender and office work. Feminist historians and theorists have suggested that the office plays a role in forming gender ideals and practices. This paper endeavours to critically describe the lives and labour of women architects at the office, using survey and interview data from a large-scale Australian research project, publicly known through its website Parlour. This research inquires into gender disadvantage and investigates how gender ideals and norms shape the culture of the architectural workplace. The project’s research questions, evidence and explanations form the basis of this essay. The Parlour project is an ongoing platform for sharing information and research, but it gives particular voice to women’s experience in architecture, an experience largely shaped by salaried employment, studentship and the ownership of small practices.

  5. Comparative Analysis of the Salary Revenues in Romania for the Period 2005-2009

    OpenAIRE

    Maria Cristina STEFAN

    2012-01-01

    We have chosen to approach this topic because analyzing the population’s revenues has always been an interesting topic, obviously reflecting the problems present in a state’s economy. Our paper’s goal is to present and analyze the population’s main categories of revenues, and respectively to determine the real salary in Romania during the period 2005-2009. In order to attain this goal, we have structured the present paper into four parts. In the first part, entitled “Theoretical aspects conce...

  6. Bad Karma or Discrimination? Male-Female Wage Gaps among Salaried Workers in India

    OpenAIRE

    Deshpande, Ashwini; Goel, Deepti; Khanna, Shantanu

    2015-01-01

    We use nationally representative data from the Employment-Unemployment Surveys in 1999-2000 and 2009-10 to explore gender wage gaps among Regular Wage/Salaried (RWS) workers in India, both at the mean, as well as along the entire wage distribution to see "what happens where". The gender log wage gap at the mean is 55 percent in 1999-2000 and 49 percent in 2009-10, but this change is not statistically significant. The Blinder-Oaxaca and the Machado-Mata-Melly decompositions indicate that, in b...

  7. SALARY AND PENSION ADJUSTMENTS AND OTHER CHANGES TO THE STAFF RULES & REGULATIONS

    CERN Multimedia

    Division des ressources humaines

    2000-01-01

    Salaries and pensions will be adjusted with effect from 1st January 2000. The Finance Committee and Council have also taken several decisions concerning the Staff Rules & Regulations, which will be amended accordingly. The main points are listed below: Scale of basic salaries and scale of basic stipends (Annex R A 1 and Annex RÊAÊ2 respectively): Increased by 1.292% with effect from 1st January 2000.Family Allowance and Child Allowance (AnnexRÊAÊ4):Increased by 0.9% with effect from 1st January 2000. The new figures are 285 and 315 Swiss francs/month respectively.Pensions: Increased by 1.3% with effect from 1st January 2000.Reimbursement of education fees: Maximum amounts of reimbursement stipulated in Article R A 8.01 are increased by 0.9% for the academic year 1999/2000, i.e. to 12Õ996 and 15Õ074 Swiss francs respectively with effect from 1ê September 1999.Related amendments will be implemented wherever applicable to Paid Associ...

  8. Analysis and Discussion about Quantitative Grading Standard for Salary Promotion of Agricultural Scientific Researchers

    Institute of Scientific and Technical Information of China (English)

    Xingquan; ZOU; Jia; ZHANG; Chengxing; YAN; Mingjing; QING

    2013-01-01

    The existing performance salary system has several grades in the same job title. When the number of workers qualified for promotion is more than the target,quantitative grading is usually adopted to determine salary promotion personnel. Scientific,fair and reasonable grading content and standard directly concern income and remuneration of scientific researchers,and also concern recognition and respect degree of contribution made by scientific researchers. Therefore,quantitative grading standard is of the utmost importance to keeping stability,arousing enthusiasm and creativity of scientific researchers,and promoting smooth development of scientific research. Achievements awarded,papers published and project research can reflect scientific research level,ability and working performance of agricultural scientific researchers. This paper takes these three items as examples,analyzes,discusses and compares the establishment and evaluation of quantitative grading standard. It states that " one yardstick" and " one vote veto system" should be adhered to when evaluating using the quantitative grading standard. It is expected to provide reference for organizations of the same trade in establishing quantitative grading standard and conducting evaluation.

  9. Discriminación salarial por género en México

    Directory of Open Access Journals (Sweden)

    Jorge Eduardo Mendoza Cota

    2009-01-01

    Full Text Available Este estudio analiza la existencia de discriminación salarial por género en México en el año 2006. A partir de la teoría de capital humano se utiliza el método de Oaxaca- Blinder (1973 para realizar descomposiciones salariales. Con la aplicación de esta metodología se encuentra que debido a la discriminación salarial las mujeres perciben 12.4% menos de salario que los hombres con iguales características en términos de capital humano. En la región norte se estimó 7% de menores ingresos, para la región centro fue de 11.2% y la región sur presenta el nivel más alto que es de 18.3%, corroborando de esta forma la situación de desigualdad de ingreso por género existente entre las regiones analizadas.

  10. The relation of charismatic leadership and organizational citizenship behavior: The role of 'tenure' and 'salary' variables

    Directory of Open Access Journals (Sweden)

    Şebnem Aslan

    2009-02-01

    Full Text Available Expanded abstractThe competitive environment of present day, active and efficient work of the organizations depend on their extra role behavior works than their in role behavior. Showing extra role behavior is stated as OCB.On the other hand, active leadership is mentioned when the workers contribute to production and/or services willingly not because of their being forced. One's running the feelings of subordinates and identifying himself by using his own personal features and power is one of leadership types called charismatic leadership and its effect is the result of the effort of being similar to the leader in organizational literature. The positive effects of charismatic leadership on performance indicators are pointed out. There are many studies in literature on the subject that charismatic leadership perception causes an increase in organizational performance and forms organizational citizenship behavior (OCB on workers. But in literature, tenure and salary variables are not considered together. If charismatic leadership is thought as element of leader-follower interaction, it is thought that tenure in the organization can affect the relation of charismatic leadership perception and OCB. In the same way, for our country especially for blue collar workers the main motivation source is salary variable. For that reason, it is supposed that salary variable can affect the relation of charismatic leadership perception and OCB. Accordingly, this study is improved to investigate the effect of "tenure" and "salary" variables on relation of charismatic leadership and OCB.Study is carried out with 316 workers in five different textile factories in İstanbul and Konya. Study is done with participants of thirty different kind of work in textile sector. The average age of participants is 26. Most of the participants (247 persons are under 28 (78.2%, in primary education level (204 persons; 64.6%, single (155 persons 49.1% and man (162 persons, 52

  11. SALARY AND PENSION ADJUSTMENTS AND OTHER CHANGES TO THE STAFF RULES & REGULATIONS

    CERN Document Server

    Division des Ressources humaines; Tel. 74128

    2003-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2002, salaries and pensions are adjusted with effect from 1 January 2003. Information on these decisions and other main changes concerning the Staff Rules & Regulations is summarised below : 1. Scale of basic salaries and scale of basic stipends (Annex R A 1 and R A 2 respectively): increased by 1.2% with effect from 1 January 2003. 2. Elements increased by 0.6%, following the Geneva cost-of-living movement: - Family Allowance and Child Allowance (Annex R A 4), with effect from 1 January 2003. - Reimbursement of education fees: maximum amounts of reimbursement stipulated in Article R A 8.01 for the academic year 2002/2003, i.e. with effect from 1 September 2002. - Pensions, with effect from 1 January 2003. 3. Related adjustments will be implemented wherever applicable to Paid Associates and Students. As in the past, variations occur in the actual percentage increases quoted, due to the constant increment values and...

  12. SALARY AND PENSION ADJUSTMENTS AND OTHER CHANGES TO THE STAFF RULES & REGULATIONS

    CERN Document Server

    2004-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2003, salaries and pensions are adjusted with effect from 1 January 2004. Information on these decisions and other main changes concerning the Staff Rules & Regulations is summarised below: 1. Scale of basic salaries and scale of stipends paid to fellows (Annex R A 1 and R A 2 respectively): increased by 1.1% with effect from 1 January 2004. 2. Elements increased by 0.7%, following the movement of the Geneva consumer price index: a) Family Allowance and Child Allowance (Annex R A 4), with effect from 1 January 2004. b) Reimbursement of education fees: maximum amounts of reimbursement (Article R A 8.01) for the academic year 2003/2004, i.e. with effect from 1 September 2003. c) Pensions, with effect from 1 January 2004. 3. Related adjustments will be implemented wherever applicable to Paid Associates and Students. As in the past, var...

  13. SALARY AND PENSION ADJUSTMENTS AND OTHER CHANGES TO THE STAFF RULES & REGULATIONS

    CERN Multimedia

    Human Resources Division

    2002-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2001, salaries and pensions are adjusted with effect from 1 January 2002. Information on these decisions and other main changes concerning the Staff Rules & Regulations is summarised below : Scale of basic salaries and scale of basic stipends (Annex R A 1 and R A 2 respectively) : increased by 1.3% with effect from 1 January 2002. Family Allowance and Child Allowance (Annex R A 4) : increased by 0.8% with effect from 1 January 2002. Reimbursement of education fees : maximum amounts of reimbursement stipulated in Article R A 8.01 are increased by 0.8% for the academic year 2001/2002, i.e. with effect from 1 September 2001. Variable Subsistence Indemnity for duty travel (Articles R IV 1.40 and 1.41): revised rates, as proposed by the Management, applied with effect from 1 January 2002. Related adjustments will be implemented wherever applicable to Paid Associates and Students. Pensions : increased by 0.8% with effect ...

  14. Salary-Trend Study of Faculty in Audiology and Speech Pathology for the Years 1983-84 and 1986-87.

    Science.gov (United States)

    Howe, Richard D.; Vong, Laurie

    Average salary increases for 805 faculty in the field of audiology and speech pathology are reported for 1983-1984 and 1986-1987, as part of the College and University Personnel Association's annual faculty salary studies. Included are comparative data for 120,580 faculty at 167 public colleges and 235 private colleges, representing 44 academic…

  15. Salary-Trend Study of Faculty in Speech Pathology and Audiology for the Years 1997-98 and 2000-01.

    Science.gov (United States)

    Howe, Richard D.

    This report is part of an annual national survey that examines salaries of full-time teaching faculty in 54 selected disciplines. Data for the study as a whole were collected from 305 public and 403 private institutions for the baseline year of 1997-1998 and the trend year of 1999-2000. This portion of the study covers salary data for Speech…

  16. Salary-Trend Study of Faculty in Audiology and Speech Pathology for the Years 1982-83 and 1985-86.

    Science.gov (United States)

    Howe, Richard D.; Carlton, J. Beth

    Average salary increases for 824 faculty in the field of audiology and speech pathology are reported for 1982-1983 and 1985-1986, as part of the College and University Personnel Association's annual faculty salary studies. Included are comparative data for 108,074 faculty at 174 public colleges and 193 private colleges, representing 41 academic…

  17. La représentation obligatoire des actionnaires salariés au conseil d’administration : un état des lieux

    OpenAIRE

    HOLLANDTS, Xavier; Aubert, Nicolas

    2011-01-01

    La représentation obligatoire des actionnaires salariés au conseil d' administration : un état des lieux L 'actionnariat salarié est un phénomène mondial qui connait désormais un important développement au point d'apparaître comme un élément majeur du capitalisme actionnarial [Aglietta & Rébérioux, 2004]. Aux Etats-Unis, près d'un salarié sur quatre est aussi actionnaire salarié [NCEO 2006]. En France, cette proportion s'établit à environ un salarié sur dix [source : calculs des auteurs d'apr...

  18. Postbaccalaureate Salaries of Psychology Majors from a Historically Black University: How Much Does a Master's Degree Add?

    Science.gov (United States)

    Sibulkin, Amy E.; Butler, J. S.

    2016-01-01

    A sample of predominantly African American psychology major baccalaureates from a historically Black university self-reported job types, salaries, and master's degree completion. For this pre-2009 recession sample, we found that (a) the rates of employment were quite high; (b) most jobs were related to health, mental health, social work, and…

  19. Impact of Population Ageing on Education Level and Average Monthly Salary: The Case of Slovenia

    Directory of Open Access Journals (Sweden)

    Ziga Cepar

    2015-09-01

    Full Text Available Population ageing is a contemporary problem, which does not only mean changing demographic structures, but also affects economy. Based on our research we cannot reject our main research thesis that population ageing has a significant impact on human capital in Slovenia. Using multiple regression analysis, on cross-section data of Slovenian municipalities, we cannot reject our first hypothesis that population ageing in Slovenia leads to lower education level and our second hypothesis that population ageing leads to lower average net monthly salary. Main contribution of this research therefore is the finding and empirical confirmation of the specific impact that population ageing has on human capital based on specific case of Slovenian cross section data. Results of the research imply that some measures have to take place in order to mitigate the unfavourable effects of population ageing on human capital.

  20. The relation of charismatic leadership and organizational citizenship behavior: The role of 'tenure' and 'salary' variables

    Directory of Open Access Journals (Sweden)

    Şebnem Aslan

    2009-02-01

    Full Text Available Normal 0 21 false false false TR X-NONE X-NONE MicrosoftInternetExplorer4 /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Normal Tablo"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin:0cm; mso-para-margin-bottom:.0001pt; text-align:center; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin; mso-bidi-font-family:"Times New Roman"; mso-bidi-theme-font:minor-bidi;} Expanded abstract The competitive environment of present day, active and efficient work of the organizations depend on their extra role behavior works than their in role behavior. Showing extra role behavior is stated as OCB. On the other hand, active leadership is mentioned when the workers contribute to production and/or services willingly not because of their being forced. One's running the feelings of subordinates and identifying himself by using his own personal features and power is one of leadership types called charismatic leadership and its effect is the result of the effort of being similar to the leader in organizational literature. The positive effects of charismatic leadership on performance indicators are pointed out.  There are many studies in literature on the subject that charismatic leadership perception causes an increase in organizational performance and forms organizational citizenship behavior (OCB on workers. But in literature, tenure and salary variables are not considered together. If charismatic leadership is thought as element of leader-follower interaction, it is thought that tenure in the organization can affect the relation of charismatic leadership perception

  1. Diferencial salarial público-privado e desigualdade de renda per capita no Brasil

    Directory of Open Access Journals (Sweden)

    Pedro H. G. F. Souza

    2013-03-01

    Full Text Available O estudo estima a contribuição específica do diferencial salarial entre trabalhadores com características semelhantes dos setores público e privado para a desigualdade na renda domiciliar per capita no Brasil. A estimação baseia-se em simulações contrafactuais e o cálculo das contribuições para a desigualdade em uma decomposição de fatores do coeficiente de Gini. Os dados são provenientes da PNAD 2009. O diferencial equivale a cerca de 17% da massa salarial dos servidores públicos, é regressivo e altamente concentrado, mas tem volume pequeno na renda total (1% e, por isso, contribui para cerca de 3% da desigualdade total. Os efeitos sobre a desigualdade da composição da força de trabalho nos setores são muito maiores que efeitos da segmentação do mercado de trabalho entre os dois setores. Essas conclusões são pouco sensíveis a modificações de definições de setor e diferentes técnicas de estimação.We estimate the contribution of the wage differential between workers with the same attributes in the public and private sectors to the household per capita income inequality in Brazil. The estimate is based on counterfactual simulations and the contribution to inequality on a factor decomposition of the Gini coefficient. Data comes from the Brazilian National Household Survey PNAD 2009. The differential corresponds approximately to 17% of the wage bill of workers in the public sector, is regressive and highly concentrated. However, because it amounts to a small share of the total income (1% its contribution to the total inequality is of 3%. The sector composition effects on inequality are times higher than the segmentation (price effects. These conclusions are robust to changes in the definition of the sectors and to different estimation techniques.

  2. Quanto vale o trabalho do professor? Desvelando o processo de desvalorização salarial em Ponta Grossa - PR

    Directory of Open Access Journals (Sweden)

    Simone de Fátima Flach

    2013-06-01

    Full Text Available The aim of this paper is to analyze the main educational political decisions in order to unveil the process of devaluing teacher practice that is taking place in the city of Ponta Grossa, Pr. The analysis focuses on the period from 2005 to 2010 after the municipal legal reform. The article presents the configuration of the teaching career in the local context before and after its reorganization, which had as its main legal basis the national salary implemented by Law 11738/2008. The study demonstrates that the reform based on the new management’s assumptions made the career less attractive to new professionals. Also, it created unequal situations concerning the increase of salaries along the career and highlighted the fragility of the commitment to quality education.

  3. Déterminants de la pratique de l'actionnariat salarié dans les entreprises françaises

    OpenAIRE

    Maalej, Hanen; Triki, Mohamed

    2008-01-01

    Cette étude aborde les déterminants de la présence et du développement des pratiques de l'actionnariat salarié dans les entreprises françaises. Les hypothèses relèvent du cadre théorique de l'agence, dans lequel l'opportunisme des agents justifie la mise en oeuvre de mécanismes disciplinaires, notamment l'actionnariat salarié. L'échantillon est composé de 489 entreprises françaises non financières cotées au 31/12/02 dont 164 entreprises dotées de cette pratique. Les résultats suggèrent que la...

  4. Microhabitat selection of Gyrodactylus salaris  with reference to susceptibility status of the salmonid host

    DEFF Research Database (Denmark)

    Heinecke, Rasmus Demuth; Buchmann, Kurt

    Five strains of salmon Salmo salar and a strain of Danish rainbow trout Oncorhynchus mykiss were experimentally infected with the ectoparasite Gyrodactylus salaris (Lærdalselva strain, Norway). All fish were hatchery-reared and the genetic origins were from the East Atlantic: River Conon (Scotland......), Storå (western Denmark) and Ätran (western Sweden) and from the Baltic: River Lule and Ume (Sweden). The rainbow trout used were from a Danish fish farm. Three replicate aquaria infested with G. salaris were established containing 10 fish of every strain. The numbers of parasites were assessed on...... parasites on the tail fins of the salmon from the East Atlantic strains and a converse tendency of decreasing percentages on this site was seen on the Lule salmon. The pectoral fins of the Lule salmon had a relatively higher percentage of parasites compared to salmon from the East Atlantic strains. The...

  5. Impact of Work Environment, Salary Package and Employees’ Perception on Organizational Commitment: A study of Small & Medium Enterprises (SMEs) of Pakistan

    OpenAIRE

    Jawad Akhtar

    2014-01-01

    The chief purpose of this research paper is to investigate how factors like (1) work environment; (2) salary Package and (3) Employees’ perception have an effect on the employees’ organizational commitment in the Small and Medium Enterprises (SMEs) of Pakistan.

  6. The Employment Precariousness Scale (EPRES): psychometric properties of a new tool for epidemiological studies among waged and salaried workers

    OpenAIRE

    Vives Vergara, Alejandra, 1971-; Amable, Marcelo; Ferrer Mon??s, Montserrat; Moncada i Llu??s, Salvador, 1957-; Llorens Serrano, Clara; Muntaner, Carles; Benavides, Fernando G.; Benach, Joan

    2010-01-01

    Background: Despite the fact that labour market flexibility has resulted in an expansion of precarious employment in industrialized countries, to date there is limited empirical evidence about its health consequences. The Employment Precariousness Scale (EPRES) is a newly developed, theory-based, multidimensional questionnaire specifically devised for epidemiological studies among waged and salaried workers. Objective: To assess acceptability, reliability and construct validity of EPRES in a ...

  7. Five-Yearly Review 2010 : Confirmation that our salaries are going downhill

    CERN Multimedia

    Staff Association

    2010-01-01

    A general review of our financial and social conditions takes place every five years: “the five-yearly review”, whose principles and procedures are described in Annex A1 of the Staff Rules and Regulations. The purpose of the five-yearly review is to ensure that the financial and social conditions offered by the Organization allow it to recruit and retain from all its Member States staff members of the highest competence and integrity required for the execution of its mission. The five-yearly review must include basic remuneration (the basic salaries of staff members, the stipends of fellows, and the subsistence allowances of associated members of the personnel) and may include any other financial or social conditions. Start of the 2010 five-yearly review and data collection As we wrote in Echo no. 80, CERN Council approved the document CERN/2862 for the 2010 five-yearly review (hereinafter 2010 5YR) at its meeting on 19th June 2009. This was the Management’s proposal which...

  8. Humdrum Tasks of the Salaried Men: Edwin Williams, a London County Council Architect at War

    Directory of Open Access Journals (Sweden)

    Nick Beech

    2015-12-01

    Full Text Available Working at the London County Council Architects’ Department through the 1930s to 1950s, and known (if at all as a member of the design team for the Royal Festival Hall, Edwin Williams is usually presented as a regressive figure, his design work marked by his Beaux Arts training. Using archival evidence and histories of the construction industry, this paper sets out Williams’s role in the organisation of rescue and recovery services in London during the Second World War. The paper argues that through his development of training schools and curricula for Rescue Service personnel, Williams played a key role in the formation of a skilled, mechanised, modern demolition industry. Operating complex emergency projects under extreme conditions, the same contractors and building operatives trained in Williams’s programme were later responsible for the clearance of bomb damaged sites and slums. This paper suggests that certain developments in modern architecture can be considered contingent upon practices of the demolition industry as developed by Williams. By concentrating on the ‘organisation’ and ‘progress’ of production that architects engaged with during the Second World War and after, new configurations of continuity and change emerge in which the ‘humdrum tasks’ of ‘salaried men’ appear crucial.

  9. Salary-Trend Study of Faculty in Business/Managerial Economics for the Years 1996-97 and 1999-00.

    Science.gov (United States)

    Howe, Richard D.

    This report is part of an annual national survey that examines salaries of full-time teaching faculty in 54 selected academic disciplines. Data for the study were collected from a total of 296 public and 390 private four-year institutions from the baseline year of 1996-97 to the trend year of 1999-2000. This portion of the study covers salary data…

  10. Salary-Trend Study of Faculty in Business/Managerial Economics for the Years 1997-98 and 2000-01.

    Science.gov (United States)

    Howe, Richard D.

    This report is part of an annual national survey that examines salaries of full-time teaching faculty in 54 selected disciplines. Data for the study as a whole were collected from 305 public and 403 private institutions for the baseline year of 1997-1998 and the trend year of 1999-2000. This portion of the study covers salary data for faculty in…

  11. Salary-Trend Study of Faculty in Marketing Management and Research for the Years 1996-97 and 1999-00.

    Science.gov (United States)

    Howe, Richard D.

    This report is part of an annual national survey that examines salaries of full-time teaching faculty in 54 selected academic disciplines. Data for the study were collected from a total of 296 public and 390 private four-year institutions from the baseline year of 1996-97 to the trend year of 1999-2000. This portion of the study covers salary data…

  12. Salary-Trend Study of Faculty in Speech Pathology and Audiology for the Years 1996-97 and 1999-00.

    Science.gov (United States)

    Howe, Richard D.

    This report is part of an annual national survey that examines salaries of full-time teaching faculty in 54 selected academic disciplines. Data for the study were collected from a total of 296 public and 390 private four-year institutions from the baseline year of 1996-97 to the trend year of 1999-2000. A data table lists average salaries for both…

  13. Wages and salaries as a motivational tool for enhancing organizational performance. A survey of selected Nigerian workplace

    Directory of Open Access Journals (Sweden)

    Olatunji Eniola SULE

    2015-05-01

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

  14. Vana Euroopa, noor maailm / David Bloom, Bo Malmberg

    Index Scriptorium Estoniae

    Bloom, David

    2007-01-01

    Ilmunud ka: Molodjozh Estonii 5. juuni lk. 11. Euroopa rahvastik on vananemas ja seetõttu on paljud riigid teinud poliitilisi otsuseid, mille eesmärk on tõsta iivet, et Euroopa suudaks säilitada kõrge elatustaseme järgnevaikski aastakümneiks

  15. Tallinn üritab TSMiga lõpetada / Kristi Malmberg

    Index Scriptorium Estoniae

    Malmberg, Kristi, 1973-

    1999-01-01

    Tallinna linnavalitsus tellis advokaadibüroolt Tark & Co ekspertiisi lepingule, millega anti Tallinna kesklinna sadama maa-ala väljaehitamise õigus ehitusfirmale TSM, et leida võimalust lepingust lahti öelda

  16. Wage Inequity: Within-Market Comparative Analysis of Salary for Public Health Nurses and Hospital Nurses.

    Science.gov (United States)

    Issel, L Michele; Lurie, Christine Fitzpatrick; Bekemeier, Betty

    2016-01-01

    The labor market perspective focuses on supply and demand for registered nurses (RNs) as employees. This perspective contrasts with beliefs in the public health sector that RNs working in local health departments (LHD) as public health nurses (PHNs) accept lower wages because of factors other than market demand. This study sought to describe the extent to which hourly wages of RNs working in LHDs are competitive with hospital RN wages within the same county market. A repeated measures survey design was used in collecting 2010 and 2014 data. The unit of analysis was the county, as an RN labor market for LHDs and hospitals. Survey questions captured factors common in human resources benefits and wage packages, such as differential pay, hourly rate pay based on years of experience, components of benefit packages (eg, sick and vacation leave), and reimbursement for education. Within each county, the LHD and all hospitals constituted a "market," yielding a potential 12 markets in our study sample. Human resources representatives from each of the 12 LHDs and from all hospitals within those 12 counties were invited to participate. We conducted comparisons with survey data using t test of mean differences on mean RN wages across years of experience. On average, LHDs paid significantly less than hospitals in their markets, at all levels of RN experience, and this gap increased with RN experience in the sample markets. Salary compression was evident in 2010 and worsened for PHNs in 2014, when compared with hospital RNs. In 2014, 100% of the sample LHDs offered reimbursements for continuing education for PHNs compared with 89% of hospitals providing this benefit. This study contributes to our understanding of the human resources challenges faced by LHDs and provides evidence elucidating resources issues that need to be addressed in order to improve recruitment and retention of PHNs. PMID:27682725

  17. Wage Inequity: Within-Market Comparative Analysis of Salary for Public Health Nurses and Hospital Nurses.

    Science.gov (United States)

    Issel, L Michele; Lurie, Christine Fitzpatrick; Bekemeier, Betty

    2016-01-01

    The labor market perspective focuses on supply and demand for registered nurses (RNs) as employees. This perspective contrasts with beliefs in the public health sector that RNs working in local health departments (LHD) as public health nurses (PHNs) accept lower wages because of factors other than market demand. This study sought to describe the extent to which hourly wages of RNs working in LHDs are competitive with hospital RN wages within the same county market. A repeated measures survey design was used in collecting 2010 and 2014 data. The unit of analysis was the county, as an RN labor market for LHDs and hospitals. Survey questions captured factors common in human resources benefits and wage packages, such as differential pay, hourly rate pay based on years of experience, components of benefit packages (eg, sick and vacation leave), and reimbursement for education. Within each county, the LHD and all hospitals constituted a "market," yielding a potential 12 markets in our study sample. Human resources representatives from each of the 12 LHDs and from all hospitals within those 12 counties were invited to participate. We conducted comparisons with survey data using t test of mean differences on mean RN wages across years of experience. On average, LHDs paid significantly less than hospitals in their markets, at all levels of RN experience, and this gap increased with RN experience in the sample markets. Salary compression was evident in 2010 and worsened for PHNs in 2014, when compared with hospital RNs. In 2014, 100% of the sample LHDs offered reimbursements for continuing education for PHNs compared with 89% of hospitals providing this benefit. This study contributes to our understanding of the human resources challenges faced by LHDs and provides evidence elucidating resources issues that need to be addressed in order to improve recruitment and retention of PHNs.

  18. Enterprise’s Salary Incentive Strategy Game Analysis%企业薪酬激励策略的博弈分析

    Institute of Scientific and Technical Information of China (English)

    王秀丽; 武依林

    2012-01-01

    员工的薪酬激励是企业员工管理与激励的重要工作。随着市场经济的发展,薪酬激励作为一种行之有效的激励策略,在现代企业中备受欢迎。为实现整体收益最大化,企业如何设定基本工资与激励薪酬的比例成为行使薪酬激励策略能否成功的关键。企业需要根据自身情况设定薪酬弹性,对企业生命周期中的各个阶段特征对薪酬激励策略进行解读,找出了激励系数的最佳变动额度,最终选择最优薪酬激励策略。%Employees of salary incentive is the important work of enterprise staff management.With the development of market economy,salary incentive strategy as a kind of effective compensation issue system,are welcome in the modern enterprises.To realize the overall revenue maximization,how to set up the proportion between basic salary and incentive payment becomes the key to decide whether salary incentive strategy can be successful used.Enterprises have to set salary elasticity according to the circumstance,interpret the life cycle of the enterprise of each stage features on the salary incentive strategy approaches,find out the best incentive coefficient changes limit and finally choose the optimum salary incentive strategy.

  19. The Network Company in Catalonia : ICT, Productivity, Competitiveness, Salaries and Performance in Catalonia's Companies. Research report (synthesis document)

    OpenAIRE

    Vilaseca i Requena, Jordi; Torrent i Sellens, Joan; Batalla i Busquets, Josep Maria; Cabañero Pisa, Carlos Fernando; Castillo Merino, David; Colomé i Perales, Rosa; Díaz Chao, Ángel; Ficapal-Cusí, Pilar; Garay Tamajón, Lluís; Jiménez Zarco, Ana Isabel; Lladós Masllorens, Josep; Martínez Argüelles, Maria Jesús; Meseguer Artola, Antoni; Pacheco Bernal, Carmen; Plana Erta, Dolors

    2007-01-01

    Resum en anglès del projecte de recerca L'empresa xarxa a Catalunya. TIC, productivitat, competitivitat, salaris i beneficis a l'empresa catalana té com a objectiu principal constatar que la consolidació d'un nou model estratègic, organitzatiu i d'activitat empresarial, vinculat amb la inversió i l'ús de les TIC (o empresa xarxa), modifica substancialment els patrons de comportament dels resultats empresarials, en especial la productivitat, la competitivitat, les retribucions dels treballador...

  20. The Effect of Labor Market Institutions on Salaried and Self-Employed Less-Educated Men in the 1980s

    OpenAIRE

    Harry Krashinsky

    2008-01-01

    Less-educated workers exhibited negative real wage growth from the late 1970s to the early 1990s. Frequently cited to explain this pattern are such labor market trends as union decline and the falling real value of the minimum wage, but also of concern is the possible contribution of decreased demand, caused by factors such as skill-biased technological change. To investigate the relative importance of these determinants, the author, using CPS data, compares the experiences of wage-and-salary...

  1. On the Salary Management System for Private Colleges in China%我国民办高校薪酬管理制度研究

    Institute of Scientific and Technical Information of China (English)

    王立花

    2014-01-01

    薪酬管理对现代企业人力资源管理具有重要作用,高校薪酬管理制度具有相关理论基础。当前我国民办高校在薪酬管理制度中存在四个方面的问题:与公办高校的综合薪酬差距大、制度缺乏公平、薪酬结构不够合理、“五险一金”缴纳数量较低。因此,应建立民办高校科学的薪酬管理制度并采取相应的具体措施。%The salary management plays an important role in the modern enterprise human resources management,there are some theories on salary management system of colleges.Currently,there are four disadvantages of private colleges salary management system of our China ,there remains a sizable gap between private college and public college comprehensive salary ,lacking of interior justice power ,lacking of framework rationality,five social insurance and one housing fund is limited.Finally,to establish scientific salary management system for private colleges,we should take a number of measures.

  2. Diferença salarial e aposentadoria dos professores do ensino fundamental

    Directory of Open Access Journals (Sweden)

    Kalinca Léia Becker

    2012-03-01

    Full Text Available Este estudo analisa a diferença de remuneração dos professores do ensino fundamental homens e mulheres, das redes pública e privada de ensino, considerando também os benefícios da aposentadoria. Para isso, utiliza-se o cálculo do valor presente do contrato de trabalho (VPCT e o método de decomposição do rendimento de Oaxaca. A remuneração dos professores da rede pública é, em média, maior em comparação a rede privada. O salário dos professores homens da rede pública de ensino é 6% maior que o salário das mulheres, e 37% na rede privada. Porém, quando são considerados os benefícios da aposentadoria, a diferença reduz para 6% na rede privada e na rede pública é 21% em favor das mulheres. Embora a média de escolaridade seja a mesma, os professores homens da rede privada têm maior retorno salarial para cada ano a mais de estudo.This study examines the differences in teachers' earnings for men and women, from public and private school, also considering the benefits of retirement. For this purpose, it's used the calculation of present value of the contract (VPCT and the income decomposition of Oaxaca method. The remuneration of teachers in public schools is on average higher than the private schools. The wages of male teachers in public schools is 6% higher than the wages of women and 37% in private schools. However, when the benefits of retirement are considered, the gap reduces to 6% in private schools and in public schools is 21% higher for women. Most of the difference in pay between men and women is due to unexplained issues, among which discrimination. Although the average educational level is the same, the men teachers of private schools have higher wage return for each additional year of study.

  3. 如何利用Excel实现工资核算%How to Use Excel to Implement Accounting Salary

    Institute of Scientific and Technical Information of China (English)

    石朝军

    2014-01-01

    Excel是一款处理数据、制作报表的电子表格软件。它使用起来方便,不仅可以用于个人事务性处理,而且在财务、统计领域得到了广泛应用。作者根据本单位的实际情况,利用Excel设计工资核算,使用起来非常方便。月底工资管理部门所要做的工作,只是在“变动项”工作表中输入职工工资中的变动数据,其他各项处理均由系统自动完成。%Excellis a spreadsheet software processing data, making statements. It is easy to use, not only can be used for personal transactional processing,but also widely applied in the field of finance, statistics. The author according to the actual condition of this unit, using Excelldesign salary accounting, it used very convenient. Salary management departments have to just to input the change data in the change table, the processing of other items by the system automatically in the end of the month.

  4. Características y factores condicionantes de la situación salarial de los periodistas en Chile

    Directory of Open Access Journals (Sweden)

    Claudia Mellado-Ruiz

    2013-01-01

    Full Text Available El presente artículo analiza la realidad salarial de los periodistas chilenos, la importancia que éstos le dan, sus niveles de satisfacción y los efectos que factores individuales y contextuales tienen en cuánto ganan por su trabajo. Los datos enseñan que el salario de los periodistas chilenos es bajo con re- lación al resto de los profesionales de la comunicación, así como también en comparación con otras profesiones, y que sus niveles de satisfacción salarial son muy bajos. Sin embargo, los resultados revelan que el salario es uno de los dos aspectos a los que los periodistas dan mayor importancia dentro de su trabajo. A su vez, muestran que los factores que más inciden en el salario de los periodistas chilenos son la experiencia profesional, el nivel jerárquico, la región, la satisfacción laboral, la jornada laboral, el tipo de medio y tener múltiples trabajos.

  5. Apertura externa, inequidad salarial y calificación laboral en México, 1984-2002

    Directory of Open Access Journals (Sweden)

    Benjamín Burgos

    2008-01-01

    Full Text Available En 1985 en México se inició un amplio proceso de liberalización comercial, el cual fue reforzado con el inicio del Tratado de Libre Comercio de América del Norte en 1994. En este artículo se analiza el impacto de la apertura externa sobre el mercado de trabajo y, en particular, la situación de la mano de obra por nivel de califi cación, así como la desigualdad salarial. Para ello, a partir de fuentes de datos de personas y empresas, se utilizan diversas metodologías que van desde el cálculo y análisis de indicadores de desigualdad, la estimación de funciones mincerianas de retribuciones hasta regresiones de indicadores de remuneraciones y empleo de trabajadores califi cados y no calificados. Como resultado se encontró que con la apertura externa aumentó la inequidad salarial, aunque este proceso no fue lineal y además fue infl uido por otros factores.

  6. La desigualdad salarial de género medida por regresión cuantílica: el impacto del capital humano, cultural y social

    Directory of Open Access Journals (Sweden)

    Alan Araújo Freitas

    2015-01-01

    Full Text Available La desigualdad salarial media entre hombres y mujeres es un fenómeno conocido por la literatura nacional e internacional. Sin embargo, la desigualdad salarial de género en la distribución del ingreso es menos conocida en Brasil. El objetivo central de este estudio es medir la desigualdad de ingresos de los individuos en el mercado de trabajo, a partir de algunas condicionantes visibles a lo largo de la curva de distribución de los salarios entre hombres y mujeres: el capital humano, la integración en el trabajo, el capital social, el capital cultural y el estado civil. Las siguientes preguntas guían el estudio: ¿En qué medida un mayor nivel educativo alcanzado por las mujeres fue capaz de reducir la brecha salarial por género? ¿Es posible argumentar que a medida que avanzamos en la estructura salarial, la diferencia entre los sexos tiende a aumentar? Para responder a las preguntas planteadas, se utilizó el banco de datos del Instituto Milenio 2008. Los resultados mostraron que mantenidos los atributos intervinientes constantes, las mujeres ganaban en promedio 54% del salario de los hombres. Esta desigualdad salarial de género es prácticamente la misma desde hace cincuenta años, estimada entonces en 60%. El último percentil del ingreso salarial mostró una mayor desigualdad de género. En el percentil 99, el salario de las mujeres es 44% del que reciben los hombres.

  7. L’emploi associatif et la reproduction des couches moyennes salariées

    Directory of Open Access Journals (Sweden)

    Gérard Chevalier

    2011-07-01

    Full Text Available L’analyse secondaire des enquêtes Emploi de l’Insee entre 1993 et 2002 révèle un accroissement des diplômés universitaires travaillant dans le secteur associatif. Les travaux statistiques sur les associations conduisent à poser que leurs fonctions correspondaient aux domaines privilégiés par les politiques publiques des années 1990, tels que l’éducation, le développement local, la culture ou l’action sociale. Considérant la continuité des fonctions de gestion des rapports sociaux d’une génération à l’autre et la proximité entre les profils culturels requis par les nouvelles missions associatives et ceux des animateurs des ces politiques, cet article interprète l’augmentation relevée comme le signe de la reproduction des couches moyennes salariées à travers les politiques publiques.Employment in non-profit sector and reproduction of service middle classesAnnual surveys carried out by a French statistical institute between 1993 and 2002 show an increasing proportion of at least 25 years old university graduates in non-profit sector. Statistical inquiries about this sector lead to assess that the jobs performed by theses graduates were congruent with issues treated by state public policies of the 90’s, such as education, local development, culture and social services. Considering the similarity between functions of these graduates in social control and the one of their parents and considering too the cultural congruence of these functions with the profile of the state policies officials, this paper concludes that graduates increase in non-profit sector is one of the ways used by public service middle class to reproduce itself through policies.El empleo asociativo y la reproducción de las capas medias asalariadasEl análisis segundario de las encuestas sobre el empleo realizadas por el INSEE (Institut national de la statistique et des études économiques entre 1993 y 2002 ponen en relieve un aumento de la

  8. Effects of Faculty Classifications and Salary Schedules on Faculty Hiring and Promotion at the California State University. A Report to the Legislature in Response to Supplemental Language in the 1985-85 Budget Act. Communication Report 85-24.

    Science.gov (United States)

    California State Postsecondary Education Commission, Sacramento.

    The faculty structure and salary schedule of California State University were assessed. After tracing the history of the trustees' efforts to revise the faculty structure since 1961, the report compares the university's current salary schedule to those of comparison institutions. The way the comparison colleges allocated increased 1984-1985 salary…

  9. Salary-Trend Study of Faculty in Business/Managerial Economics for the Years 1995-96 and 1998-99.

    Science.gov (United States)

    Howe, Richard D.

    This study examined salary data for 2,709 college faculty in the field of business/managerial economics for both public and private institutions for the years 1995-1996 and 1998-1999. The study reflects data obtained from the 279 public and 386 private institutions that participated in both study years. The study found that the average faculty…

  10. 26 CFR 1.402(g)(3)-1 - Employer contributions to purchase a section 403(b) contract under a salary reduction agreement.

    Science.gov (United States)

    2010-04-01

    ...(b) contract under a salary reduction agreement. 1.402(g)(3)-1 Section 1.402(g)(3)-1 Internal Revenue... Pension, Profit-Sharing, Stock Bonus Plans, Etc. § 1.402(g)(3)-1 Employer contributions to purchase a... purposes of section 402(g)(3)(C), an elective deferral does not include a contribution that is...

  11. Salary-Trend Study of Faculty in Marketing Management and Research for the Years 1995-96 and 1998-99.

    Science.gov (United States)

    Howe, Richard D.

    This report, covering 2,892 marketing management and research faculty, is part of an annual national survey of faculty salaries. The survey consists of two parts: one covering public and one covering private four-year colleges and universities. Data for the baseline year 1995-96 and the trend year 1998-99 were collected for full-time teaching…

  12. Changes in Staff Distribution and Salaries of Full-Time Employees in Postsecondary Institutions: Fall 1993-2003. Postsecondary Education Descriptive Analysis Report. NCES 2006-152

    Science.gov (United States)

    Li, Xiaojie

    2006-01-01

    Using data from the 1993 and 2003 Fall Staff Surveys, a component of the Integrated Postsecondary Education Data System (IPEDS), this report examines the change in the number and composition of staff in U.S. postsecondary institutions and the change in average salaries of full-time staff between fall 1993 and fall 2003. Over the decade, the…

  13. Path Analysis of Work Family Conflict, Job Salary and Promotion Satisfaction, Work Engagement to Subjective Well-Being of the Primary and Middle School Principals

    Science.gov (United States)

    Hu, Chun-mei; Cui, Shu-jing; Wang, Lei

    2016-01-01

    Objective: To investigate the path analysis of work family conflict, job salary and promotion satisfaction, work engagement to subjective well-being of the primary and middle school principals, and provide advice for enhancing their well-being. Methods: Using convenient sampling, totally 300 primary and middle school principals completed the WFC,…

  14. Portability, Salary and Asset Price Risk: A Continuous-Time Expected Utility Comparison of DB and DC Pension Plans

    Directory of Open Access Journals (Sweden)

    An Chen

    2015-03-01

    Full Text Available This paper compares two different types of private retirement plans from the perspective of a representative beneficiary: a defined benefit (DB and a defined contribution (DC plan. While salary risk is the main common risk factor in DB and DC pension plans, one of the key differences is that DB plans carry portability risks, whereas DC plans bear asset price risk. We model these tradeoffs explicitly in this paper and compare these two plans in a utility-based framework. Our numerical analysis focuses on answering the question of when the beneficiary is indifferent between the DB and DC plan. Most of our results confirm the findings in the existing literature, among which, e.g., portability losses considerably reduce the relative attractiveness of the DB plan. However, we also find that the attractiveness of the DB plan can decrease in the level of risk aversion, which is inconsistent with the existing literature.

  15. Chapitre XXVII. La loi du 12 juillet 1966 sur l’assurance maladie des travailleurs non salariés

    OpenAIRE

    Kocher-Marboeuf, Eric

    2013-01-01

    À la création du « régime général » de la Sécurité sociale en 1945, deux grandes catégories de Français demeurent exclus de toute protection sociale obligatoire : les agriculteurs et les membres des professions indépendantes (artisans, commerçants et professions libérales). Au moment où Jean-Marcel Jeanneney entre en fonctions, seuls les non-salariés ne sont toujours pas assujettis à une protection sociale obligatoire, la loi du 25 janvier 1961 ayant, en effet, contraint les agriculteurs à se...

  16. 基于问卷调查的薪酬满意度实证分析%Empirical Analysis of the Salary Satisfaction Based on the Questionnaires

    Institute of Scientific and Technical Information of China (English)

    元辉

    2014-01-01

    In modern China, salary is the biggest factor impacting employees' satisfaction. The investigation and analysis of the salary system is an essential work of the enterprises. And the investigation and analysis of the salary satisfaction provide basis for enterprises to improve the salary system, help businesses motivate employees' work enthusiasm, and attract and retain the key employees for the enterprises. Therefore, the investigation and analysis of the salary play a crucial role in the development of the enterprises. Through a specific case, and by using the corresponding statistical tools, this paper introduces several important factors affecting the pay satisfaction.%在现时代的中国,对员工满意度影响最大的就是薪酬。对薪酬制度的调查分析是企业一项必不可少的工作。做好企业的薪酬满意度调查分析为企业改进薪酬制度提供依据,帮助企业激励现有员工的工作热情,更可以为企业吸引、留住核心员工。因此,薪酬调查分析对企业的发展起到至关重要的作用。本文通过一个具体案例,运用相应的统计工具,介绍了影响薪酬满意度的几个重要因素。

  17. 建立完善检察官薪酬制度探析%An Analysis of Establishing a Perfect Salary System for Public Procurators

    Institute of Scientific and Technical Information of China (English)

    李进源; 郑丹宇; 傅大富

    2014-01-01

    《检察官法》规定的检察官薪酬制度尚未明确和落实。现行的检察官薪酬制度呈现与公务员高度同质化的特点,没有体现对检察官的职业激励。司法改革中关于有别于普通公务员的检察官管理制度的内容,为建立符合检察职业特点的检察官薪酬制度带来了机遇。域外先进的检察官薪酬管理机制值得借鉴。应遵循依法、协调稳步推进、责权利相一致的原则,构建检察官薪酬制度。在适当的时候,以立法的方式固定。%The salary system stipulated in the Law on Public Procurators has not been implemented yet. The current salary system for public procurators has the same homogenized characteristic as that for civil servants, which contains no professional incentives for public procurators. The arrangements in the judicial reform concerning the administrative system for public procurators, which are quite different from that for ordinary civil servants, have brought forth opportunities to establish a salary system suitable to the public procurators's profes-sional characteristics. The managerial mechanism in foreign countrise to regulate public procurators's salaries is of some instructive value. In order to establish a perfect salary system for public procurators, it is proposed to follow the priciples of adhering to laws, carrying forward harmoniously and steadily and integrating obligation, right and benefit into one. Furtherly, such a system can be formulated by legislation at suitable time.

  18. 从工资制度看日本的教师优遇政策%Viewing Preferential Treatments to Teachers from Salary System in Japan

    Institute of Scientific and Technical Information of China (English)

    高益民

    2012-01-01

    As the civil servant system was rebuilt in Japan in the late 1940s ,public school teachers began to enjoy the same salary system with other officials as public education personnel. Since 1974, according to Teaching Personnel Development Law ,teachers'wage level was speedily graded up. Based on the analyses of the structure and the level of Japanese teachers' salary, this paper concludes that higher salary system reflects the preferential policy for school teachers. While Japanese government started to reduce teachers'salary on financial grounds in re- cent year, the level of teachers'salary is still higher than other officials. With the worries about the lack of excellent teachers, Japanese local governments will not change teacher salary policy radically in the near future.%本文从教师工资政策变迁、教师工资结构、教师工资水平和教师工资改革动向等几方面入手,探讨日本教师优遇政策在教师工资制度中的具体体现。本文认为:日本教师优遇政策反映在工资制度上,一方面使教师作为公务员获得稳定的工资保障,另一方面更使教师工资高于普通公务员,这一过程于20世纪70年代在《人才确保法》的明确昭示下完成;从工资结构上看,教师工资水平偏高主要源于基本工资的起点优势、基本工资的内涵优势和义务教育教师特别津贴全员发放等优势;从工资水平上看,教师工资既稳定地高于普通公务员,更高于民间企业职工的平均水平;目前财政压力导致教师减薪不可避免,但减中有增,工资改革具有综合性,其重要原因是优遇教师的基本理念难以轻易撼动。

  19. 高校教师薪酬折损的心理计量机制研究%Study on Psychological Measurement System of University Teachers’ Salary Discount

    Institute of Scientific and Technical Information of China (English)

    刘晓峰; 任陈陈; 潘星星; 万伦来

    2014-01-01

    薪酬激励是现代高校激励制度的核心内容,如何有效地发挥高校薪酬激励效果,最大限度激发高校教师教学、科研工作热情,是所有高校面临的重要课题。本文研究发现,高校教师薪酬(包括货币性和非货币性)折损程度普遍较严重,折损率最高的达到60%,最低的也近20%。总体来看,高校教师薪酬的折损与教师的行政级别、所属高校类别显著相关,行政级别越低、高校发展平台越低的教师薪酬折损程度越高;与性别、年龄、文化程度、职称、所在学科、月薪区间、教龄等并没有特别显著的相关性。%Salary incentive is the core content of modern university incentive system .How to effectively play the incentive effect and to stimulate university teachers ’ teaching and scientific research work enthusiasm is an important topic for all universities .In this paper , we find that university teachers ’ salary discount , including monetary salary and non-monetary salary , is generally very serious .The highest discount rate reaches 60%and the lowest is also nearly 20%.Overall, university teachers ’ salary discount has a significant relationship with teachers’ administrative level and their university’s level, but has little relationship with sex, age, education, title, class catalog, salary and school-age.The lower their administrative level and their university ’s level, the more serious ness of the discount .

  20. Comments on Plan on Salary Tax of Staff in Coal Enterprises%浅谈煤炭企业职工薪酬纳税筹划

    Institute of Scientific and Technical Information of China (English)

    刘少飞

    2012-01-01

    阐述了煤炭企业职工薪酬个人所得税纳税筹划的基本思路和方法,主要包括工资与薪金的纳税筹划,职工收入福利化的纳税筹划,以及充分利用优惠政策的纳税筹划。%The paper stated the basic idea and method of the tax plan for the personal salary income tax of the staff in the coal enterprise. The tax plan would be mainly including the tax plan of the wage and salary, the tax plan of the staff income welfare and the tax plan with the favorable policies applied fully.

  1. Gender Differences in Job Satisfaction, Satisfaction with Society and Satisfaction from their Salary in Greek Civil Servants who are working under conditions of Labour—Intensive

    Science.gov (United States)

    Antonakas, Nikolaos; Mironaki, Amalia

    2009-08-01

    The objective of this study is to determine empirically the existence of differences in three dimensions of satisfaction in Greek civil servants' gender, when they work under conditions of stress and tension. The three dimensions of satisfaction selected to be considered were job satisfaction, satisfaction with society and satisfaction from their salary. For this a two parts questionnaire was used. The first part included, besides sex and socially demographic characteristics of employees and the second part consisted of the above aspects of satisfaction. Used a sample of 290 employees and a factor analysis was conducted on the results of the questionnaire. The central question of this paper was whether the strength of the force of better wage, compared with the average civil servant, affects a different way to meet women and men's satisfaction who work under working conditions—intensity. The main finding of this study was the existence differences between women and men in the dimension of satisfaction from the salary.

  2. Analysing Individual Income Tax Planning in Colleges and Universities---Based on the Normal Wage Income and Annual Salary of One-time Bonus Tax

    Institute of Scientific and Technical Information of China (English)

    LI Xiao-hua

    2013-01-01

    Paying personal income tax is related to the vital interests of each faculty. In order to improve the faculty’s enthusiasm for work, it's very essential to make a plan for paying personal income tax.Based on the method of paying personal income tax, this essay gives a strategic analysis of tax planning with a combination of the university faculty’s actual salary situation.

  3. Bien-être des salariés et performance des magasins entrent-ils dans le même caddie?

    OpenAIRE

    Delobbe, Nathalie

    2012-01-01

    La protection du bien-être au travail est un droit des salariés. Mais peut-elle être aussi une composante essentielle de la performance des entreprises et un bénéfice pour l'employeur? Une enquête menée dans deux enseignes de la distribution belge a tenté de répondre à cette question.

  4. 谈我国带薪休假制度的健全与完善%Improvement and Perfection of the Salaried Vacation System

    Institute of Scientific and Technical Information of China (English)

    於天

    2013-01-01

      《国民旅游休闲纲要(2013-2020)》的发布提出了国民旅游休闲的发展目标,其中2020年落实带薪休假制度成为进一步促进国民旅游经济发展的一大举措。为此,国家应明确国民的旅游权利和带薪休假权利,同时积极推动各地方政府出台带薪休假制度的实施细则并加以宣传引导,法律监管的进一步加强促使用人单位严格遵守制度,最终使得带薪休假制度能够尽早真正得以落实。%  The release of “National Tourism and Leisure Outline (2013 -2020 )” proposes national tourism and leisure development goals, which to implement the salaried vacation system in 2020 has become a big move to fur-ther promote national tourism and economic development .Therefore, the state should be clear about national rights of tourist and salaried vacation , and promote the local government to make the implementation details of salaried va -cation system come into being and make propaganda and guidance , then prompt employers to strictly obey system ultimately salaried vacation system can be actually implemented as soon as possible .

  5. COMPARING COMPETITIVE BALANCE IN AUSTRALIAN SPORTS LEAGUES, THE AFL, NBL AND NRL: DOES THE AFL'S TEAM SALARY CAP AND PLAYER DRAFT MEASURE UP?

    OpenAIRE

    Ross Booth

    2005-01-01

    In the period following the introduction by the Australian Football League (AFL) of the team salary cap in 1985 and the player draft at the end of 1986, within-season competitive balance (measured by the seasonal distribution of team win percents) has increased. This paper continues the investigation into whether the improvement in competitive balance in the AFL can be attributed to these labour market changes by examining competitive balance outcomes and labour market changes in two other Au...

  6. Salary-Trend Study of Faculty in Speech-Language Pathology and Audiology for the Years 1995-96 and 1998-99.

    Science.gov (United States)

    Howe, Richard D.

    This report, covering 1,433 speech-language pathology and audiology faculty, is part of an annual national survey of faculty salaries. The survey is in two parts one covering public and one covering private four-year colleges and universities. Data for the l995-96 baseline year and 1998-99 trend year were collected for full-time teaching faculty…

  7. 使用Excel VBA管理工资资料%Salary Management Based on Excel VBA Technology

    Institute of Scientific and Technical Information of China (English)

    韦立梅

    2013-01-01

      由于VBA功能强大,可以大幅度地提升办公室人员的工作效率,实现办公流程的高度自动化,但一般的读者并不熟悉VBA的在实际工作中的使用方法。因此本文首先对VBA做了简单的介绍,说明VBA执行的几种常用方法,最后通过一个制作工资条及工资查询的实例,来说明VBA在实际办公中的应用,使读者对它的功能有一定的认识。%VBA which has strong function can greatly improve the efficiency of staffs,and achieve a high degree of office automa-tion. However, many people are not familiar with VBA in the practical work. This paper firstly gives a brief introduction of VBA, then shows several common methods for VBA implementation,finally illustrates the application of VBA in practical work with the ex-ample of pay stub production and salary query,enabling readers to have some understanding of its function.

  8. Determination of Numerical Characteristic of Rows of Salary Distribution and Characteristic of Its Irregularity in Ukrainian Regions

    OpenAIRE

    Dubnytskyi V.; Khodyrev A.

    2012-01-01

    On the base of statistic data a mean value, standard deviation, coefficient of heterogeneity, Gini index, Robin Hood index are determined for grouped rows of salary in the Ukrainian regions.В работе на основе статистических данных определены среднее значение, среднее квадратическое отклонение, коэффициент неоднородности, индекс Джини, индекс Робина Гуда для сгруппированных рядов заработной платы по регионам Украины....

  9. Research on a Mathematical Model about the Distribution of Salary%关于工资分配的数学模型的研究

    Institute of Scientific and Technical Information of China (English)

    骆桦; 刘建斌; 范友芳

    2001-01-01

    For a unit's development, it is crucial to promote the positive factors of the staff members. Among them one important factor involves the rational distribution of salary. This paper, starting from one-variable linear regression to Logistic differetial equation model, predicts a rise in salary in the coming years reasonably. Furthermore, taking the influence of inflation and the unit's financial capacity into account, puts special emphasis on raising the increasing rate of salary for those young teachers with low pay.%一个单位要发展,充分调动职工的积极性是至关重要的,其中一个重要的因素是合理地分配职工的收入。文章从一元线性回归模型入手,再修正到Logistic微分方程模型,合理地预期了职工未来若干年的工资增长情况,并且考虑了通货膨胀和单位财力所限对工资增长的影响。强调了提高实际收入较低的年青教师的工资增长速度的必要性。

  10. Using the ACCESS Database Statement Function Making Salary Slip%利用ACCESS数据库报表功能制作工资条

    Institute of Scientific and Technical Information of China (English)

    杨红霞

    2012-01-01

      工资条的制作方法有很多。在传统的工资条制作中,不外乎使用Word或Excel办公软件,Word的邮件合并功能步骤太过麻烦,而在Excel中无论使用公式实现,还是使用手工制作也都比较繁琐,过程比较复杂,费时费力,而且生成的工资单不够灵活,数据修改起来也比较麻烦。而且因为使用者对计算机办公软件掌握的熟练程度不同,制作出的工资条水平也参差不齐。为了帮助减轻各企业财务管理人员的工作压力,作者介召一种利用Access数据库的报表功能制作工资条的方法,此方法可以一劳永逸。%  The method of making a lot of salary slip. In the traditional salary strip production, either using the Word or Excel of⁃fice software, the Word mail merge function procedure is too cumbersome, in Excel regardless of the use of the formula to achieve, or the use of handmade are more cumbersome, complex, time-consuming and laborious, but also generate payroll is not flexible enough, the data modification is more trouble. But because the user of the computer office software master's degree of proficiency is different, make wage levels uneven. In order to help alleviate the enterprise financial management work pressure, the authors recommend using a Access database statements making salary slip method, this method can put things right once and for all.

  11. Study on Innovation of the Performance Salary System of Migrant Workers%农民工绩效工资制度创新研究

    Institute of Scientific and Technical Information of China (English)

    侯旭平

    2015-01-01

    农民工绩效工资制度对于保障农民工劳动力的再生产和推动其向产业劳动力转化与进化的进程、提高农民生活水平、解决“三农”问题等均具有积极作用。农民工绩效工资制度的构建既要考虑农民工劳动力的再生产和发展,又要考虑对农民工劳动绩效的激励。相应地,从企业和团队角度,农民工绩效工资的构建要设立企业和团队绩效工资总额制;从员工个人角度,绩效工资则应包括保障性绩效工资和激励性绩效工资。%It has a positive effect for migrant workers performance pay system to guarantee the reproduction of labor of migrant workers, to promote its labor force transformation and evolution,to improve the living standards of farmers, even to solve the“three rural” prob-lems.It should consider not only the reproduction and development of migrant workers labor, but also labor performance incentives for the construction of migrant workers, performance salary.Accordingly, from the angle of enterprise, we must set up total wage system of enterprises and team when constructing migrant workers performance salary.From the angle of individual employees, pay for perform-ance should include security performance salary and incentive pay for performance.

  12. Análisis de la discriminación salarial por género en Saltillo y Hermosillo: un estudio comparativo en la industria manufacturera

    OpenAIRE

    Reyna Elizabeth Rodríguez Pérez; David Castro Lugo

    2014-01-01

    El objetivo de este trabajo es analizar la discriminación salarial por género en la in - dustria manufacturera de Saltillo y Hermosillo. La fuente de información se deriva de la Encuesta Nacional de Ocupación y Empleo (ENOE) 2005-2011. Los resultados muestran la existencia de diferencias salariales por género, que en promedio superan el 25.0 por ciento a favor de los hombres y donde la descomposición de la misma permite establecer que más del 80.0 por ciento de la disparidad se asocia con la ...

  13. 从收入层次看我国消费需求不足%From the Levels of Salary to Study Sub-consumption in Our Country

    Institute of Scientific and Technical Information of China (English)

    罗孝玲; 岳意定

    2000-01-01

    虽然总体价格水平止跌回稳,但是反映消费需求的零售商品的价格指数却仍是负增长,消费不足仍是当今制约经济走出低谷的桎梏。从收入层次来看,富裕阶层消费在其收入中所占比例极低,中层阶层预期支出不稳定及消费供给滞后,贫困阶层低收入是制约消费需求的最根本原因。因此,必须加强对富裕阶层收入的宏 观调控及税收管理,稳定中间阶层支出,改善供给结构,提高贫困阶层的收入,以期达到全面提高消费需求,带动整个经济全面回升的目的。%Although the total price level is stopping and decreasing and returning to stable gradually, the retail price index which reflects consumers' demand is decreased. Under consumption is still the hurdle which restricts national economy to come out of the bottom nowadays. As far as the levels of salary is concerned, the low proportion of consuming in wealthy stratum's salary, the unstable anticipated expenditure of intermediate stratum, a lag in comsuming supply and the low salary of poor stratum are the most basic reasons to restrict consuming demand. So it's of neceasity to strengthen macro-regulation and tax management of wealthy stratum, to stablize the expenditure of intermediate stratum, to improve construction of supply and to raise the salary of poor stratum. By doing so, we hope that consumer demand will be raised comprehensively and also improved the whole situations of national economy.

  14. L'empresa xarxa a Catalunya : TIC, productivitat, competitivitat, salaris i rendiment a les empreses de Catalunya. Informe final de recerca (volum II)

    OpenAIRE

    Vilaseca i Requena, Jordi; Torrent i Sellens, Joan; Batalla i Busquets, Josep Maria; Cabañero Pisa, Carlos Fernando; Castillo Merino, David; Colomé i Perales, Rosa; Díaz Chao, Ángel; Ficapal-Cusí, Pilar; Garay Tamajón, Lluís; Jiménez Zarco, Ana Isabel; Lladós Masllorens, Josep; Martínez Argüelles, Maria Jesús; Meseguer Artola, Antoni; Pacheco Bernal, Carmen; Plana Erta, Dolors

    2007-01-01

    El projecte de recerca L'empresa xarxa a Catalunya. TIC, productivitat, competitivitat, salaris i beneficis a l'empresa catalana té com a objectiu principal constatar que la consolidació d'un nou model estratègic, organitzatiu i d'activitat empresarial, vinculat amb la inversió i l'ús de les TIC (o empresa xarxa), modifica substancialment els patrons de comportament dels resultats empresarials, en especial la productivitat, la competitivitat, les retribucions dels treballadors i el benefici. ...

  15. L'empresa xarxa a Catalunya : TIC, productivitat, competitivitat, salaris i rendiment a les empreses de Catalunya. Informe final de recerca (volum I)

    OpenAIRE

    Vilaseca i Requena, Jordi; Torrent i Sellens, Joan; Batalla i Busquets, Josep Maria; Cabañero Pisa, Carlos Fernando; Castillo Merino, David; Colomé i Perales, Rosa; Díaz Chao, Ángel; Ficapal-Cusí, Pilar; Garay Tamajón, Lluís; Jiménez Zarco, Ana Isabel; Lladós Masllorens, Josep; Martínez Argüelles, Maria Jesús; Meseguer Artola, Antoni; Pacheco Bernal, Carmen; Plana Erta, Dolors

    2007-01-01

    El projecte de recerca L'empresa xarxa a Catalunya. TIC, productivitat, competitivitat, salaris i beneficis a l'empresa catalana té com a objectiu principal constatar que la consolidació d'un nou model estratègic, organitzatiu i d'activitat empresarial, vinculat amb la inversió i l'ús de les TIC (o empresa xarxa), modifica substancialment els patrons de comportament dels resultats empresarials, en especial la productivitat, la competitivitat, les retribucions dels treballadors i el benefici. ...

  16. Brecha Salarial en Uruguay

    Directory of Open Access Journals (Sweden)

    Fernando Borraz

    2010-08-01

    Full Text Available This study applies the extension of the Machado and Mata (2005 decomposition developed by Albrecht, van Vuuren and Vroman (2009 to analyze the gender wage gap with selection correction in Uruguay. The wage gap is increasing in the upper part of the wage distribution suggesting a glass ceiling in Uruguay. The wage gap is explained more for the differences in return to the observables characteristics than for differences in the characteristics. It is also a positive selection effect.

  17. Scaling the Salary Heights.

    Science.gov (United States)

    McNamee, Mike

    1986-01-01

    Federal cutbacks have created new demand for fund-raisers everywhere. Educational fund-raisers are thinking about "pay for performance"--incentive-based pay plans that can help them retain, reward, and motivate talented fund raisers within the tight pay scales common at colleges and universities. (MLW)

  18. 远程开放大学教师年薪制改革的可行性探析%Feasibility Analysis on Salary System Reform of Teachers in Open and Distance University

    Institute of Scientific and Technical Information of China (English)

    程智开

    2012-01-01

    目前,作为远程开放大学这种特殊形式的高等教育高校,对年薪制这个热点倍加关注,本文旨在探讨在远程开放大学中实行教师年薪制的可行性及必然遇到的困难,以期为其薪酬改革提供参考。%Now,as this particular form of open and distance university of higher education,this hot spot on the annual salary system is doubly concerned,this paper aims to explore the implementation of open and distance teaching universities and the feasibility of the annual salary system and difficulties,hope to provide a reference for their salary reform.

  19. 绩效工资改革对教师工作积极性影响研究%Tentative Study on How School Performance Salary Reform Affects Faculty's Enthusiasm in Teaching

    Institute of Scientific and Technical Information of China (English)

    李艳琼; 茅锐; 李红

    2014-01-01

    消除教师的职业倦怠感,提高教师工作的积极性是绩效工资改革的直接目的。阐述了在影响教师工作积极性的诸多因素中绩效工资改革扮演的角色和地位,分析了绩效工资改革对于教师工作积极性影响的效果。%The direct purpose of school performance salary reform is to improve the enthusiasm and elimi-nates the occupational burnout of teachers.This paper elaborates the role that performance salary reform plays in faculty's enthusiasm in teaching,and it analyzes the positive effects of performance salary reform.

  20. College students' basic salary backwash study for English teaching%大学生起薪对英语教学的反拨作用研究

    Institute of Scientific and Technical Information of China (English)

    崔颖

    2015-01-01

    The basic salary of college students after graduation, and employment related English skill requirements, will affect college English teaching in a certain extent. This paper investigated the university graduates base salary the positive reaction to the college English teaching, the specific requirements for English skills as well as the project unit, actively explore the reform of college English teaching innovation way, in order to further improve the English comprehensive ability of college graduates, to meet the social demand for high-level personnel to provide strong support.%大学生毕业后的起薪高低及就业相关的英语技能需求都会在一定程度上影响和作用于当代的大学英语教学。本文通过调查大学毕业生起薪对高校英语教学产生的积极反拨作用,以及用工单位对高校在校生的英语学习及大学英语技能具体要求的有益借鉴,积极探索高校英语教学改革创新途径,为进一步提升大学毕业生的英语综合能力,满足社会高层次人才需求提供有力支撑。

  1. A Research on the University Teachers Salary Incentive Mechanism%高校教师薪酬激励机制的研究

    Institute of Scientific and Technical Information of China (English)

    胡智丹; 金延军; 王大林; 王静

    2012-01-01

    高校教师薪酬激励机制是高校人事管理制度的重要组成部分,薪酬激励的效果直接关系到教师的工作积极性,进而影响高校的教学质量和科研水平。建立一套行之有效的激励机制是一个复杂而系统的工程,是需要更深入地分析与思考的问题。%The university teachers salary incentive mecha- nism is an important part of tile Personnel Management Sys- tem. The effect of salary incentive is directly related to the teacher's enthusiasm for work, thereby affecting the teaching quality and the research level of the university. Establishing a set of effective incentive mechanism is a complex and systematic project, which is the issue that needed in-depth analysis and reflection.

  2. The Comparison of Organisational pay structures as a salary survey technique in providing a unified Non-Racial market Wage curve

    Directory of Open Access Journals (Sweden)

    R. J. Snelgar

    1983-11-01

    Full Text Available The development and maintenance of an equitable and uniformpay structure is complicated by the existence of the "wage-gap". Choice of a job evaluation plan which does not perpetuate discrimination already found in the market place, and which itself is not discriminatory, has become a topic of debate. Results of this study suggest that it is possible to use a technique for conducting salary surveys which does not rely on subjective techniques such as job evaluation. A comparison of total organisational pay structures, rather than actual salaries, thus provides the basis for a uniform non-racial market wage curve according to which internal pay systems may be competitively structured.OpsommingDie ontwikkeling en instandhouding van 'n regverdige en uniforme besoldigingstruktuur word gekompliseer deur die bestaan van 'n “loongaping?. Die keuse van 'n posevalueringplan wat nie bestaande diskriminasie laat voortbestaan nie, en wat self ook nie diskriminerend is nie, is 'n onderwerp waaroor heelwat debat gevoer word. Die resultate van hierdie studie dui aan dat dit moontlik is om 'n tegniek van salarisopname te gebruik wat nie op subjektiewe tegnieke soos posevaluering staat maak nie. 'n Vergelyking wat die totale organisasie se besoldigingstruktuur in ag neem eerder as die werklike salarisse, voorsien 'n basis vir 'n uniforme mark-salariskurwe wat nie rasseverskille reflekteer nie en waarvolgens die interne besoldigingsisteem mededingend gestruktureer kan word.

  3. Mechanism of Nourishing Honesty with High Salary and Its Ap-plication%高薪养廉制度及其实施路径

    Institute of Scientific and Technical Information of China (English)

    王志航

    2015-01-01

    There should be a long-term and effective anti-corruption mechanism. Practice of anti-corruption around the globe shows that the mechanism of nourishing honesty with high salary can be drawn from, but sufficient understanding and support should be won from the public, and the formulation and implementation of supporting policies are also indispensable, which can be done as follows: reform as the vanguard, transparency and publicity, trust from the masses, salary-raise to be differentiated with enough attention paid to the base level for a realization of fairness; a complete supporting measures for a holistic elimina-tion of corruption.%反腐败需要一整套行之有效的长效机制。古今中外的反腐实践表明,高薪养廉制度值得借鉴。但高薪养廉制度的实施需要得到社会公众的充分谅解和支持,离不开配套政策的制定和推行。实施路径包括:改革先行,透明公开,取信于民;分类加薪,重视基层,实现公平;完善配套措施,全方位杜绝腐败。

  4. 工资结算管理的现在与将来%Current Situation and Future Trends of Salary Settlement Management

    Institute of Scientific and Technical Information of China (English)

    米军斌

    2014-01-01

    工资作为生产成本的重要组成部分,其结算管理直接关系到员工的切身利益,需要不断地查找欠缺与问题,建立完善的递进措施和递进目标,进一步提高管理水平和管理效益。本文通过阐述工资结算管理的现状,同时提出相应的政策建议,进而为企业的持续发展奠定基础。%Salary is an important part of the cost of production, whose settlement management is directly related to the vital interests of employees. So it is necessary to constantly find the lack and problems, establish the perfect progressive measures and progressive goals and further improve the management level and management efficiency. This paper expatiates the present situation of the salary settlement management, and puts forward the corresponding policy suggestions, which lay a foundation for the continuous development of the enterprise.

  5. Impact Analysis of Salary Incentive Effect on Commercial Bank Managers based on OLS Model%基于OLS模型的商业银行管理层薪酬影响分析

    Institute of Scientific and Technical Information of China (English)

    凌晨

    2014-01-01

    Demonstration analyses on both commercial bank’s salary incentive system and bank performance evalua-tion were carried out and suggestions on improving salary incentive mechanism was discussed. Pearson correlation, Hotelling T2 and OLS regression were tested using Eviews and Stata,and variables and their correlationships were analyzed and verified. Statistical sample shows that bank operation ability has strong positive correlation with bank manager salary, but is negatively related to non-performing loan ratio. However, staff salary incentive effect is not statistically significant. In the end, the author put forward some brief suggestions on improving the salary incentive system, hoping to establish a reasonable staff salary incentive system.%对商业银行薪酬激励机制与银行业绩的实证分析、完善其薪酬激励机制的建议进行了讨论。使用 Eviews、Stata等统计计量软件进行Pearson相关性检验、Hotelling T2检验、OLS回归等,对各变量及其相关关系进行分析验证。统计结果显示样本中银行管理层薪酬与银行经营能力有较强的正相关性,与不良贷款率负相关,但员工薪酬激励机制统计不显著。最后提出完善中国商业银行薪酬激励简短建议,希望建立合理的银行管理层薪酬激励约束机制。

  6. De la recherche salariée en France : lien de subordination et liberté de la recherche

    Directory of Open Access Journals (Sweden)

    Constance Perrin-Joly

    2010-12-01

    Full Text Available Au travers de l’expérience d’une thèse de sociologie menée en entreprise (sous convention industrielle de formation par la recherche, nous chercherons en quoi le lien de subordination attaché au salariat et la dépendance économique associée nuisent à la liberté de la recherche, le sociologue ne pouvant s’appuyer sur les ressources d’une profession constituée ou s’intégrer dans une organisation logocratique. Le chercheur, pris entre des injonctions dissonantes risque de favoriser son intérêt personnel à court terme de salarié, parfois au détriment de celui attaché à sa position de sociologue, pour rendre la situation tenable. Les liens qui se créent avec la mise en place de relations de travail approfondies et du fait de l’intégration dans des logiques de pouvoir internes gênent également la distance affective nécessaire à la co-construction des résultats.About salary research in France: subordination link and freedom researchBased on a PhD done within a company (with special French contract named CIFRE, this article deals with how subordination link in salary and economic dependency harm research’s freedom. In fact, sociologist can neither draw on a system of profession resources, nor be integrated into a “logocratic firm”. The researcher which undergoes paradoxical injunctions risks promoting his own short-term salary interest to the detriment of scientific interest, in order to make the situation bearable. Furthermore, the affective distance necessary to achieve results - with people concerned by the request (“co-construction”, is affected by close working relationships and socially-influenced relationships.De la investigación asalariada en Francia: vínculo de subordinación entre libertad e investigaciónMediante  la experiencia de una tesis sociológica llevada a cabo en una empresa (bajo convención industrial de formación por investigación, buscaremos la forma en la que el vínculo de

  7. Mean-Variance Portfolio Selection Problem with Stochastic Salary for a Defined Contribution Pension Scheme: A Stochastic Linear-Quadratic-Exponential Framework

    Directory of Open Access Journals (Sweden)

    Charles Nkeki

    2013-11-01

    Full Text Available This paper examines a mean-variance portfolio selection problem with stochastic salary and inflation protection strategy in the accumulation phase of a defined contribution (DC pension plan. The utility function is assumed to be quadratic. It was assumed that the flow of contributions made by the PPM are invested into a market that is characterized by a cash account, an inflation-linked bond and a stock. In this paper, inflationlinked bond is traded and used to hedge inflation risks associated with the investment. The aim of this paper is to maximize the expected final wealth and minimize its variance. Efficient frontier for the three classes of assets (under quadratic utility function that will enable pension plan members (PPMs to decide their own wealth and risk in their investment profile at retirement was obtained.

  8. Practice and effect of performance salary reform among nursing staff%我院护理人员绩效薪酬改革的做法与成效

    Institute of Scientific and Technical Information of China (English)

    孙爱红; 姚雅红

    2011-01-01

    目的 探讨合理有效、可充分调动护理人员积极性的绩效薪酬改革方案.方法 通过对护理岗位评价的方法确定岗薪工资,对护理工作数量统计、质量检查反馈、患者满意度调查结果确定绩效工资.结果 护理绩效薪酬改革的实施,使工作量大、技术要求高、责任重的护理岗位价值得到体现,实现了以岗定薪、多劳多酬、优劳优酬.结论 护理缋效薪酬改革调动了护士积极性、规范了岗位管理、稳定了护理队伍,护理质量明显提高.%Objective To explore an effective and reasonable reform program of performance salary to mobilize nurses' work enthusiasm. Methods The post related pay was identified based on post evaluation,and the performance related pay was determined based on the quantity of nursing work,quality inspection feedback and patient satisfaction. Results The innovation reflected the value of nursing post with heavy workload,high technical requirements and too much responsibility. It could embody the principles of more pay for more work and excellent work. Conclusion The reform of nursing staff performance salary can mobilize nurses' work enthusiasm,standardize the post management,stabilize nurse team and thereby to improve the quality of nursing.

  9. Research on salary system innovation of railway transport personnel%铁路运输人才薪酬制度创新研究

    Institute of Scientific and Technical Information of China (English)

    徐进

    2013-01-01

    Today, with the highly development of science and technology and the adjustment of the economic structure, Aviation, highway, pipeline, waterway transport and other transport industries developed rapidly, International transport enterprise swarmed into China, The railway transport enterprises in China is facing severe challenges. In order to realize the sustainable development, the railway transport enterprise must establishment scientific compensation incentive system to attract, retain and motivate the best people. In view of the current China railway transport enterprises still has many deficiencies in the salary system, Innovation of salary system is the inevitable choice of railway transport enterprises.%在科技高度发展和经济结构不断调整优化的今天,航空、公路、管道、水运等运输产业迅速发展,国际运输企业进入,我国铁路运输企业面临着严峻的挑战。铁路运输企业必须拥有科学的吸引、留住及激励人才的薪酬激励机制,才能实现其可持续发展。鉴于目前我国铁路运输企业在薪酬制度上还存在诸多不足之处,薪酬制度的创新是铁路运输企业的必然选择。

  10. 中国"高薪养廉"制度适用性研究%The Study on the Applicability of"High Salary" System in China

    Institute of Scientific and Technical Information of China (English)

    王志航

    2015-01-01

    党的新一届领导班子执政以来, 紧紧抓住腐败这一问题, 以"壮士断腕" 的勇气推动了我国新一轮的反腐工作. 在这一大快人心的举措背后, 反腐的长期制度成为了一个值得深入研究的问题. "高薪养廉" 作为防止腐败的手段之一, 提出伊始就引起了社会褒贬不一的反应.在国家严惩贪腐的背景下, 国内对于"高薪养廉" 这一制度的内涵、 实行条件以及配套政策的研究尚不深刻, 对这一制度建立全面、 客观的认识迫在眉睫.%The party's leaders grasp the problem of corruption firmly since the new ruling terms, and promote a new round of anti-corruption work with"ton output capacity" of courage in our country. At the back of the anti-corruption initiatives which cheer the people greatly, the long-term system has become a problem which is worth to study deeply. The "high salary" as one of the means to prevent corruption, caused a reflection of social controversy since it has been put forward at the beginning .Under the background to punish corruption severely in our country. The research for the connotation of the institution, the implementation of conditions and corresponding policy of the "high salary" is not enough, To establish a comprehensive, objective understanding of the system is imminent.

  11. 内地幼儿园教师工资待遇存在的问题及其成因%Chinese Kindergarten Teachers' Salaries: The Problems and Causes

    Institute of Scientific and Technical Information of China (English)

    李辉

    2012-01-01

    In Chinese mainland the major problem of kindergarten teachers' salaries are: (1) generally kindergarten teachers are less paid; (2) there is a wide salary gap between public and private kindergarten teachers; (3) there is a wide salary gap between permanent and temporary teachers; (4) there is a wide salary gap between urban and rural teachers. Major causes of these problems include: insufficient rules and regulatiom, insufficient teaching positions, lack of systems for verifying teaching certificates and professional tides and lack of salary standards. It is also related with government policies of financial investment and policies for preschool education in rural areas. Those problems need to be solved.%在内地,幼儿园教师的工资待遇存在的主要问题是:(1)幼儿园教师总体工资待遇偏低。(2)公办、民办幼儿园教师收入差异大。(3)在编、非在编幼儿园教师工资待遇差异大。(4)城乡幼儿园教师工资待遇差异大。造成这四大问题的主要原因有法规不健全、幼儿园教师编制不足、幼儿园教师资格认证制度和职称评定制度缺失、幼儿园教师工资标准缺失等,也与政府的财政投入不到位以及缺少针对农村幼教发展的政策有关。内地幼儿园教师的工资待遇问题亟待解决。

  12. Salary Administration Situation of China's Chain Restaurants:a Case Study of Starbucks%中国餐饮连锁企业薪酬管理现状及对策研究--以星巴克为例

    Institute of Scientific and Technical Information of China (English)

    侯冬梅; 杨波

    2014-01-01

    Improving business performance with salary administration is an essential issue in the development of chain restaurants. Chain restaurants in China now have difficulties in terms of the improper salary administration system, poor human resource management, unfair salary management, low staff satisfaction degree, and frequent talent flow. Starbucks has a mature salary administration system, including a person-centered welfare system, employee stock ownership plan and an effective communication system. Chinese restaurant operators could learn from Starbucks in this respect to gain strength in competing for talents with people-oriented salary administration, long term incentive projects and a flexible welfare system.%用薪酬管理来提升企业的业绩,是餐饮连锁企业在发展中所须解决的重大难题。目前,我国餐饮连锁企业还存在薪酬管理体系不合理、人力资源管理不善、薪酬管理不公平、员工满意度低、人才流动率大等问题。星巴克公司以人为核心的福利体系、员工持股计划以及沟通体系的构建构成了其成熟的薪酬管理体系。我国应借鉴星巴克在薪酬管理上的成功经验,进行人性化薪酬管理,实施长期激励计划和弹性福利制度,以使企业在人才竞争中获得竞争优势,促进企业的健康有序发展。

  13. 我国传媒员工薪酬存在的问题与对策研究%On the Problems and Countermeasures of the Salary of the Dledia Staff in China

    Institute of Scientific and Technical Information of China (English)

    魏宁; 廖宇; 张静; 余喜梅

    2015-01-01

    With the social transformation after the founding of New China,the country experienced four major Changes in salary in 1953,1956,1985 and 1993 respectively. The salary system of the media industry is not fair and reasonable be-cause of a long time of restraints of the planned economy,difficult to achieve equal pay for equal work,and the salary struc-ture rigid and inflexible. To get rid of the abuses,We'll have to eonsider the internal and external factors affecting salary, integratively correctly implement the scientific design principles of salary,and carry out merit pay system to better embody priority to efficiency,to increase productivity,to fully exert the advantages of the system of merit-based remuneration,to really achieve equal pay for equal work,and to establish the system of capacity-based salary management.%建国以后随着社会的转型,我国传媒业分别经历了1953年、1956年、1985年与1993年四次工资大变革。长时期计划经济体制的约束,传媒业薪酬体系欠合理公正,难以实现同工同酬,薪酬结构僵化,欠弹性。要改革这些弊端,必须综合考虑影响薪酬内部与外部诸多因素,正确贯彻科学的薪酬设计原则,实行绩效工资制,更好地体现效率优先,提高劳动生产率,充分发挥多劳多得、少劳少得、不劳不得的社会主义按劳分配制度的优越性,真正实现同工同酬,消除男女性别歧视、在编与非在编歧视,建立以能力为本位的薪酬管理体系。

  14. Government intervention、 Political background and General manager salary%政府干预、政治背景与总经理薪酬

    Institute of Scientific and Technical Information of China (English)

    王娟

    2013-01-01

    This paper takes the 2006-2010 private listing Corporation as sample, based on the theory of corporate governance, empirical analysis of the Chinese special political association of general manager of the company compensation effect, for the understanding of the relation between the government and enterprises to provide a good view. The empirical results show that: the political connections and employees, public donations, government subsidies significantly positive correlation. Further research discovers, the different legal environment and enterprise characteristic, to have the political association executive compensation and the effects of different: in a special economic zone, a private enterprise in a central political association managers more easily obtain the high salaries; continuous loss of private enterprises, have to party political association managers are more likely to get high salary; mass private enterprise than hired a local political association manager.%以我国2006-2010年民营上市公司为样本,基于公司治理理论,实证分析了中国特殊的政治关联对公司总经理薪酬的影响,为认识政府与企业的关系提供了很好的视角.实证结果表明:政治关联与雇员规模、公益捐赠、政府补贴显著正相关.进一步的研究发现,不同的法律环境和企业特征,对拥有政治关联经理人的薪酬的影响不同:在非经济特区,民营企业中有中央政治关联的经理人更容易获取高薪;连续亏损的民营企业中,有地方政治关联的经理人更容易获得高薪;大规模的民营企业不愿高薪聘请有地方政治关联的经理人.

  15. An assessment of the risk of spreading the fish parasite Gyrodactylus salaris to uninfected territories in the European Union with the movement of live Atlantic salmon (Salmo salar) from coastal waters

    DEFF Research Database (Denmark)

    Peeler, E.; Thrush, M.; Paisley, Larry;

    2006-01-01

    The freshwater, monogenean fish ecto-parasite, Gyrodactylus salaris, was introduced into Norway through the importation of juvenile salmon from Sweden in the 1970s and resulted in dramatic declines in the number of Atlantic salmon (Salmo salar) in 45 Norwegian rivers. From May 1, 2004, a change....... This risk assessment was undertaken to establish whether exports of live Atlantic salmon from coastal sites increased the risk of G. salaris introduction and establishment in uninfected EU territories. A scenario tree of events necessary for the introduction and establishment of the parasite was constructed......). Transmission from seawater sites, where salinity is greater than 25 parts per thousand, is only possible if infected fish were introduced hours before export. Furthermore, transport via wellboat in full-strength seawater (33 parts per thousand) reduced the risk of introduction to a negligible level. Similarly...

  16. Analysis on Development of Service Industry and Wage/Salary Growth in Guangxi Zhuang Autonomous Region%广西服务业发展及工资增长分析

    Institute of Scientific and Technical Information of China (English)

    吴寿平

    2012-01-01

    Through analysis on condition of human capital in the service industry and wage/salary growth in Guangxi,the author utilizes the Theil index and Gini Coefficient to measure the difference between different service industries.The results show that the high-tech service industry boasts the most rapid growth of human capital and the education sector boasts the fastest wage/salary growth.The wage/salary level in the service industry of prefecture-level cities in Guangxi has realized full-scale growth.The Theil index and Gini Coefficient show that the service industry in Guangxi has experienced a major fluctuation of wage/salary level and the difference of income distribution has been enlarged since 2006.%通过对广西服务行业人力资本和工资增长状况的分析,以及运用泰尔指数和基尼系数度量服务行业间的差异,其结果显示,服务业人力资本增长较快的行业为高技术服务业,工资增长最快的为教育,而广西地级市的服务业工资均出现了长足的增长,泰尔指数和基尼系数显示广西服务业在2006年以后出现了较大的波动,收入分配差异扩大。

  17. 基于就业稳定视角下的员工工资福利优化%Optimization of Employee Salary and Benefits Based on Employment Stability

    Institute of Scientific and Technical Information of China (English)

    罗琦; 莫琳

    2014-01-01

    Based on the questionnaire survey of 372 employees from 15 private enterprises in Huadu, Guangzhou, this paper takes an empirical study on the relationship between employee salary, employee benefits and employment stability. The results show that employee salary and social security are positively related to employment stability. Employee prefer shorter pay period. It can be concluded that employee salary and benefits are positively related to employment stability. Ameliorate the system and quality of employee salary and benefits would reduce the employee turnover, promote employment stability and the core competitiveness of the enterprise.%基于广州市花都区15家民营企业372位员工的调查数据,通过线性回归模型对员工工资福利与就业稳定性之间的关系进行实证分析。结果表明工资收入越高,员工工作稳定性越好;员工更倾向于按月甚至更短期限的工资结算周期;社会保障投保情况对员工就业稳定性有显著的正向影响。可见,企业员工工资福利状况对其就业稳定性有较为显著的影响,改善员工工资福利状况,优化员工工资福利制度将有利于缓解企业员工流动性高的问题,增强劳动力就业稳定性,进一步提升企业的核心竞争力。

  18. 工资结构对知识型员工非任务绩效的影响%On the Influence of Salary Structure upon the Non-task Performance of Employees

    Institute of Scientific and Technical Information of China (English)

    付景涛

    2012-01-01

    运用分配公平理论探究了工资结构与知识型员工非任务绩效之间的关系,通过开展实验研究形成了研究结论。研究发现市场导向型工资结构与员工的非任务绩效水平在整体上呈负相关关系,员工的个人主义程度起着调节作用。个人主义程度较高的员工在市场导向型工资结构的情景下有着相对高的非任务绩效,在社会导向型工资结构的情景下有着更高的非任务绩效。%The author adopts the theories of fair allocation to make a probe into the relationship between the salary structure and non-task performance of knowledge-based employees, and theorizes the results of the research by conducting experiments. Accord- ing to the research, the market-oriented salary structure is negatively correlated with the non-task performance level of employees. What regulates the two factors is the individual- ism of employees. Employees with higher level of individualism tend to have a relatively high rating of non-task performance under market oriented salary structure, but even higher under society-oriented salary structure.

  19. Study of Conduction Cooling Effects in Long Aspect Ratio Penning-Malmberg Micro-Traps

    CERN Document Server

    Khamehchi, M A; Weber, M H; Lynn, K G

    2013-01-01

    A first order perturbation with respect to velocity has been employed to find the frictional damping force imposed on a single moving charge due to a perturbative electric field, inside a long circular cylindrical trap. We find that the electric field provides a cooling effect, has a tensorial relationship with the velocity of the charge. A mathematical expression for the tensor field has been derived and numerically estimated. The corresponding drag forces for a charge moving close to the wall in a cylindrical geometry asymptotically approaches the results for a flat surface geometry calculated in the literature. Many particle conduction cooling power dissipation is formulated using the single particle analysis. Also the cooling rate for a weakly interacting ensemble is estimated. It is suggested that a pre-trap section with relatively high electrical resistivity can be employed to cool down low density ensembles of electrons/positrons before being injected into the trap. For a micro-trap with tens of thousa...

  20. Idéologies et pratiques managériales: du taylorisme à la précarisation subjective des salariés

    Directory of Open Access Journals (Sweden)

    Danièle Linhart

    2013-12-01

    Full Text Available Cet article développe l'idée que tout nouveau modèle capitaliste d'organisation du travail produit une rhétorique idéologique et morale destinée à légitimer une forme de mise au travail qui s'avère contradictoire à l'essence des démocraties politiques, à savoir que chaque individu s'appartient à lui-même. Taylor et Ford ont fait de grands efforts pour convaincre l'opinion publique qu'il n'y avait pas de conflits d'intérêts entre les ouvriers et leurs patrons, tout en attaquant systématiquement leurs ressources dans le cadre d'un rapport de forces bien réel. Le management moderne français suit la même voie et cherche à séduire et convaincre les salariés tout en développant une stratégie de précarisation subjective fondée sur une politique de changement perpétuel pour les déstabiliser.

  1. Research on the design of private university teachers salary system and its implementation%民办高校教师宽带薪酬制度设计及其实施要点探究

    Institute of Scientific and Technical Information of China (English)

    胡建华

    2013-01-01

    民办高校的崛起,成为推动社会主义教育事业发展的重要力量。进入二十一世纪,高校教师逐渐实行竞争上岗的全员聘任制,高校的薪酬管理制度相应地实施了改革,但是依然存在着很多的弊端。将宽带薪酬理论纳入到高校教师薪酬管理当中,形成了实用性强而且具有可操作性的薪酬结构设计。%the rise of private universities, has become an important force to promote the development of socialist education. Entered in twenty-first Century, university teachers gradually the introduction of competition all staff engagement system, the salary management system corresponding to the implementation of the reform, but still exist many problems. The broadband compensation theory into the university teach-ers salary management, formed a strong practicability and can be salary structure design of.

  2. La evolución de la relación salarial durante la post convertibilidad L’évolution du rapport salarial pendant la post-convertibilité The evolution of the labor-wage nexus during the post-convertibility phase

    Directory of Open Access Journals (Sweden)

    Julio César Neffa

    2012-04-01

    Full Text Available Este capítulo constituye una síntesis de trabajos realizados conjuntamente con Robert Boyer durante la década pasada y tiene como objetivo mostrar los cambios y la evolución de la relación salarial durante el periodo de la post-convertibilidad, es decir desde 2002 hasta fines de 2011, así como las principales restricciones que debe enfrentar el nuevo modo de desarrollo desde la crisis de los subprimes, que se manifiestan con fuerza desde el inicio del Segundo Mandato de la Dra. Cristina Fernández de Kirchner.Ce chapitre est une synthèse des travaux réalisés pendant la décennie dernière. Il analyse les changements du rapport salarial après l'abandon de la convertibilité, c´est-à-dire depuis 2002 et jusqu´à la fin de 2011. Il explicite ensuite les principales contraintes qui s'imposent au nouveau mode de développement depuis la crise des subprimes et limitent sa viabilité. Ces tensions se manifestent avec force dès le début du deuxième mandat de la présidente Cristina Fernández de Kirchner.This contribution synthesizes a decade of research. It analyses the dynamics of the wage-labor nexus after the convertibility period, i.e. from 2002 until the end of 2011. It also scrutinizes the most salient constraints arising in the development mode after the subprime crisis that limit its viability. These problems are becoming more obvious since the beginning of President Cristina Fernández de Kirchner second term.

  3. Design and Exploration on Salary Motivation System for Managers in Different Types of State-owned Chemical Enterprises%不同类型化工国有企业经营者薪酬激励机制的设计探讨

    Institute of Scientific and Technical Information of China (English)

    吴培培

    2012-01-01

    针对原有经营者薪酬结构,通过市场对标,发现存在经营者薪酬总体水平缺乏市场竞争力、原有薪酬结构分布不合理、不同类型企业经营者薪酬差异大和薪酬激励作用小等问题,在此基础上,提出加快公司经营者薪酬结构改革,加大经营者薪酬激励力度,提升企业核心竞争力等一系列建议。%Aiming at the existing salary structure of managers, through market benchmarking, found out that the general payment lever of the managers is lack of market competitiveness, the salary structure is unreasonable, the salary difference between managers of different types of enterprises is huge and the function of salary, motivation system is weak. Based on the finding mentioned above, put forward a series of suggestions to speed up the salary structure reform, to strengthen the salary, motivation grade, to promote enterprise core competence and so on.

  4. Hong Kong Kindergarten Teachers' Salaries: The Problems and Its Reform Proposals%香港幼儿园教师工资待遇存在的问题及其改革建议

    Institute of Scientific and Technical Information of China (English)

    李辉

    2012-01-01

    There is no pay scale for kindergarten teachers' salaries in Hong Kong. Full time kindergarten teachers are relatively underpaid. Kindergarten teachers' salaries could not be adjusted for other teachers. Just because these problems, the turnover and attrition rates of kindergarten teacher are very high. Major causes of these problems are listed: (1) the government has canceled the pay scale; (2) used market mechanism to adjust teachers' salaries; (3) there is no scientific and reasonable mechanism of remuneration and incentives in kindergartens; (4) the tuition cap for voucher eligible kindergartens has prevented kindergartens from increasing teachers' salaries. Finally, this paper proposes some reform proposals for Hong Kong governments: (1) develop a scientific remuneration system for kindergarten teachers; (2) include teachers' salaries into the financial accountability and management; (3) provide subsidies to kindergarten teachers according to their professional qualification.%目前香港特区幼儿园教师的工资待遇缺少参考标准和必要保障,全日制幼儿园教师月薪相对偏低,且不能与其他学段教师的工资待遇同步调整,导致出现了幼儿园教师流动率和流失率双高的现象。造成这些问题的原因是特区政府取消了幼儿园教师薪酬架构表,将幼儿园教师薪酬完全交由市场调节,而幼儿园大多缺少科学合理的薪酬制度与激励机制,并受制于幼儿园学费有上限的规管。建议特区政府研究制定合理的幼儿园教师薪酬制度和激励机制,把幼儿园教师工资纳入办园成本核算和财务监管范围。此外.政府可以考虑直接向幼儿园教师发放专业资历津贴。

  5. 美国中小学教师的工资制度与福利待遇的现状探析%Analysis on the Current Situation of the Salary System and Welfare of American Primary and Secondary School Teachers

    Institute of Scientific and Technical Information of China (English)

    张艳敏; 胡静

    2016-01-01

    在美国,对教师的补偿是提高教师专业化的一个重要内容,它主要分为两个部分,一部分是教师的工资,另一部分是教师的福利。美国中小学教师的工资制度的基本特征有:在基于单一工资制度基础上,增加了以绩效为本和以劳动力市场为本的工资计划;中小学教师的工资低于学校行政人员的工资;对教师额外的教育工作给予工资奖励。福利是对教师的间接补偿,这主要体现在学区为教师缴纳社会保险、养老金以及对教师的非工作时间支付工资等。%In the United States, the benefit for teachers, as an im-portant part of improving teachers' professionalism, mainly in-cludes two aspects, salary and welfare. The basic features of the salary system of American primary and secondary school teachers are:adding the performance-oriented and labor market-oriented salary plan based on the single salary system; the salary of pri-mary and secondary school teachers is lower than that of school administrators; giving a salary reward to teachers' extra educa-tional work. Welfare is the indirect remuneration to teachers, which is mainly reflected in the social insurance and pensions paid by school districts for teachers as well as the salaries teach-ers are paid in their non-working hours.

  6. On the Relationship between Kindergarten Teachers' Job Transfer,Career Change and Their Salaries%幼儿教师的流动、流失与工资关系的研究

    Institute of Scientific and Technical Information of China (English)

    杜屏; 朱菲菲; 杜育红

    2013-01-01

    工资对于教师供给及教师队伍的稳定具有重要意义。本文旨在了解幼儿教师工资和其他因素对幼儿教师流动和流失的影响。通过对4省市649名幼儿教师的问卷调查,建立二元 Logit 回归模型分析发现:绝对工资水平对于幼儿教师职业内的流动影响作用较大,而相对工资水平对于幼儿教师职业外的流失作用显著,此外,编制、办园类型、职称、工龄、本单位工作时间等对幼儿教师流动、流失也有显著影响。该研究结果对幼儿教师队伍建设的政策完善有如下启示:进一步提高幼儿教师的工资水平;加强不同性质幼儿园的规范管理;完善工资管理机制,提高教师薪酬满意度;保障幼儿教师的权利,增强其职业认同感,提高社会地位。%Teachers' salaries have a significant impact on the supply of teachers and their stability. In this paper we intend to analyze the influence of kindergarten teachers' salaries and other factors on their job transfer and career change. Based on the questionnaire survey of the 649 kindergarten teachers from 4 provinces, we set binary logistic regression models, and find that teachers' salary and salary satisfaction have significant impact on the teachers' job transfer and their career change. While the absolute level of teachers' salary plays a larger role in the kindergarten teachers' job transfer, the relative salaries levels do much larger on the kindergarten teachers' career change. At the same time, teacher compilation, the type of kindergarten, job title, working age and work hour on the kindergarten also have a significant influence on the decisions of job transfer and career change. In spite of the results illustrated above, some improvements should be made, such as keeping on improving the wage level of preschool teachers, strengthening the standard management of the different kinds of kindergartens, improving payroll management mechanism

  7. 我国上市公司高管薪酬与盈余管理的关系%Relationship between Executive′s Salary and Earning Management in Listed Companies

    Institute of Scientific and Technical Information of China (English)

    傅琳琳; 李延喜; 冯宝军

    2011-01-01

    以2006—2009年我国上市公司为研究样本,以操纵性应计利润作为衡量盈余管理程度的代理变量,以高管年薪、持股水平分别作为衡量其短期、长期薪酬水平的代理变量,实证检验了上市公司高管的长、短期薪酬水平及两者的交叉变量与上市公司盈余管理的因果关系。结果显示:高管的短期薪酬是我国上市公司盈余管理的基本诱因之一;高管年薪与持股水平的相互作用也会加强上市公司的盈余管理行为。%This paper chooses the listed companies during the period from 2006 to 2009 as the research samples.By taking the discretionary accrual as the proxy variable of representing the degree of earning management,and taking the salary and the shareholding ratio as the proxy variable of representing the short-term and long-term compensation level of executives,this paper empirically studies the causal relationship between the long-term and short-term compensation level of executives as well as their cross variable and earning management.The results show as follows:executive′s salary is one of basic inducements for earning management in listed companies;the interaction of executive′s salary with shareholding ratio would also strengthen the earning management behaviors in listed companies.

  8. 专职导游薪酬管理机制的问题及根源分析%The Root Cause Analysis Salary Management Mechanism of Full-time Tour Guide

    Institute of Scientific and Technical Information of China (English)

    玛秋莎

    2011-01-01

    导游作为旅游从业人员中的重要组成部分,对旅游行业的发展起着举足轻重的作用。然而随着旅游业的发展,旅游市场的不良竞争,导游服务工作的独立性,国家相关法律、法规不完善,监管部门工作不到位等导致大部分专职导游缺乏基本底薪和医疗保险、养老保险等方面的保障,导游薪酬管理问题引起了社会的关注。本文分析了当前专职导游薪酬管理制度的问题,指出了现有专职导游薪酬管理问题的主要根源,为导游薪酬制度改革和决策制定提供了理论借鉴和参考。%Employees as a tourist guide in an important part of the tourism industry plays an important role. However, with the development of tourism, the tourism market of unhealthy competition, tour guide service independence, the relevant laws and regulations are incomplete, regulatory work not in place as a result of the lack of professional guides most of the basic salary and medical insurance, pension insurance aspects of security, tour guide salary management issues caused concern in society. This paper analyzes the current full-time tour guide salary management system, pointing out that the existing management of professional guides to the main source of remuneration, the remuneration system to guide decision-making reform and provide a theoretical reference.

  9. Research on the Teaching Reform of"Salary Management"Course in Higher Vocational Colleges%高职“薪酬管理”课程教学改革研究

    Institute of Scientific and Technical Information of China (English)

    张艳

    2016-01-01

    Compensation management is one of the core courses of human resource management. It plays an important role in the construction of students' theoretical system, the accumulation of professional quality, the training of operating ability and the development of practical work in the future. In order to effectively solve the salary management teaching in the presence of single teaching method, lack of practice teaching, after-school tracking feedback mechanism is not perfect etc. in current teaching of the main issues, combines the teaching practice of the course of salary management, design the questionnaire, and the distribution, collection, collation, analysis of the questionnaire, put forward from the aspects of teaching content, teaching method, teaching practice, teaching effect evaluation of salary management course teaching reform.%薪酬管理是人力资源管理专业的核心课程之一,对学生理论体系构建、专业素质积累、操作能力培养及未来实际工作开展,具有举足轻重的作用。为了有效破解薪酬管理教学中存在的教学方法单一、教学实践不足、课后跟踪反馈机制不健全等当前课程教学中存在的主要问题,本文结合薪酬管理课程的教学实践,设计调查问卷,并通过发放、回收、整理、分析问卷,提出从教学内容、教学方法、教学实践、教学效果评估等方面对薪酬管理课程进行教学改革。

  10. Design and Implementation of Salary Query System Based on Web%基于院内局域网的Web工资查询系统的设计与实现

    Institute of Scientific and Technical Information of China (English)

    李菁菁; 房芳; 王英

    2012-01-01

    目的:为了推进医院信息化建设和“无纸化办公”的进程,设计并实现了Web分布式院内职工工资查询系统.方法:采用SQL Server 2005企业版作为Web数据库,利用Microsoft.NET框架中网络应用程序的通用模板,以ASP.NET脚本语言创建网页的网络应用程序和网络服务并利用Windows的IIS组件将网页发布出去.结果:医院职工通过院内局域网,在浏览器中输入工资查询系统所在服务器的IP地址,即可实现个人工资的明细查询.结论:系统为医院职工查询工资提供了便利,节省了发放工资条所消耗的人力、物力.%Objective To design the salary query distributed system based on Web and implement it in hospital in order to promote the informationization construction and the process of "paperless office". Methods SQL Server 2005 Enterprise Edition was chosen as Web database. Using the universal template of Web application program of Microsoft .NET framework and the script language of ASP.NET, Web application and Web service was created. And then Web pages were released by Window's IIS component. Results When the staffs entered Web server's Ip into the browser, the salary was queried and showed automatically. Conclusion This system provides convenience for salary query. And it saves the manpower andmaterial resources of distributing pay slips.

  11. 新个人所得税纳税筹划探析--以工资薪酬为例%Analysis of the New Personal Income Tax Planning:Taking the Salaries for Example

    Institute of Scientific and Technical Information of China (English)

    熊银

    2013-01-01

      根据新个人所得税的相关规定,以工资薪酬为例,提出相应的纳税筹划,对于新个人所得税实施中的问题提出相关建议。%According to the relevant provisions of the new personal income tax, taking the salaries for example, this paper proposes appropriate tax planning, and makes recommendations for the problems in the new personal income tax.

  12. L’épargne Salariale en France : une rémunération des salariés au service de la création de valeur actionnariale

    OpenAIRE

    Pennetier, Wilfried

    2009-01-01

    Cette thèse analyse le développement de l’épargne salariale sous l’angle de sa contribution à la réalisation des objectifs de création de valeur pour l’actionnaire par les entreprises. Si de nombreux travaux de recherche ont analysé les dispositifs de partage de profits ou d’actionnariat salarié comme des mécanismes d’incitation nous proposons ici une approche alternative considérant l’épargne salariale comme un mécanisme de redistribution qui contribue à limiter l’accroissement de la masse s...

  13. A Change Model Study of the Salary Increase Time and Employee’s Expected Psychological Satisfaction---Based on the Case Study%加薪兑现时间与员工心理预期满足度变化模型研究--基于案例视角的研究

    Institute of Scientific and Technical Information of China (English)

    邵建平; 赵倩

    2015-01-01

    Through analysis from observation, employee’s raise salary satisfaction is not only affected by the actual salary lev-el, but also affected by the pay salary time. From the case study, it can see:After salary information release, in two months or less time, employees ’ expected satisfaction showed a slight decline, but delayed three months or later, it will appear a steep drop. So, After salary information release, the organization’s delivery time will play a important role in improve the performance and behaviors.%观察分析,员工加薪心理预期的满足度受到实际加薪水平的影响,也受到加薪兑现时间的影响。案例研究发现:加薪消息释放后,兑现时间在2个月以内的,员工的加薪预期满足度呈现小幅下降,而推迟3个月兑现的,则会出现“跳水式”的陡降。因此,加薪信息释放后的及时兑现对提高工作绩效、改善员工行为有重要作用。

  14. Scrap the Sacrosanct Salary Schedule

    Science.gov (United States)

    Vigdor, Jacob

    2008-01-01

    Teachers are in most cases public employees. So the public at large, in theory, gets to decide how they are paid. The commission model variants of which have been proposed for some time, would involve compensating teachers for the value they provide to their school's operation, that is, the degree to which they educate their students.…

  15. Measuring Performance Of Salaried Salespeople

    Science.gov (United States)

    Riola, Peter W.

    1974-01-01

    A Sales By Objectives (SBO) program offers the sales manager results by using the resources around him--his sales personnel--to set their own personal, routine, problem solving, and innovative goals. (MW)

  16. Discussion on the Influence of Salary System Reform of Private Schools on Teachers:Taking the Grade-Based Period Salary System of Zhicheng High School in Shen- yang City for an Example%论民办中学工资制度改革对任课教师的影响——以沈阳市志成中学等级课时工资制度为例

    Institute of Scientific and Technical Information of China (English)

    卜超

    2011-01-01

    It has been proved in practical situation that the grade-based period salary system in Zhicheng High School plays an effective role in arousing teachers' teaching enthusiasm and keeping the stability of the teacher group.%沈阳市志成中学实行等级课时工资制度,经过实践证明该制度在解决教师教学的积极性以及教师队伍的稳定性方面是有有效性的。

  17. 建立公立医院医务人员薪酬制度的研究∗%Study on Salary System Establishment for Medical Staff in Public Hospitals

    Institute of Scientific and Technical Information of China (English)

    黄亚新; 徐长江; 丁强; 吴伟; 王丹; 潘晨; 朱卫华

    2015-01-01

    为进一步深化公立医院改革,充分调动医务人员积极性和创造性,建立符合医疗行业特点的公立医院医务人员薪酬制度非常重要。笔者提出,应合理确定医务人员薪酬总体水平、薪酬结构,完善各类人员分配机制,建立公立医院工资总额备案和动态增长机制,健全补偿机制。%Public hospital reform is the key link in deepening the reform of the pharmaceutical and health care sys-tem,and medical staff in public hospitals is the main force participating in the reform. It is significant to establish the salary system of medical staff conforming to the characteristics of medical industry in public hospitals in order to further deepen the reform in public hospitals and fully stimulate the enthusiasm and creativity of the broad masses of medical workers. Therefore,the authors put forward to determine rationally the overall level of medical staff salary,compensation structure, improve allocation mechanism of all kinds of personnel,establish the system of the total payroll in records and perfect com-pensation mechanism.

  18. 基于ASP.NET的高校工资查询管理系统的开发与实现%Development and Implementation of College Salary Query Management System Based on ASP.NET

    Institute of Scientific and Technical Information of China (English)

    禤浚波; 王珍珍; 任子亭; 廖荣升

    2015-01-01

    文章主要探讨基于ASP.NET的高校工资查询管理系统的开发与实现技术。针对开发过程中需要动态显示教职工的工资字段问题,建议了采用B/S模式以及ASP.NET+SQLServer的技术解决方案,实现了每个教职工动态查询显示自己的工资字段,提高了工资科的工作效率,达到了预期的设计目标,具有一定的实用意义。%This paper mainly discussed the development and implementation technology of college salary query management system based on ASP.NET. In order to realize dynamic querying and display the salary field information of the teaching staff, this paper suggested the technology solution based on B/S pattern,ASP.NET and SQL Server, which improved the work efficiency of the wage section and achieve the desired design goal. So it had certain practical significance.

  19. Study On Optimization of Frontline Staff’s Salary System in Five-star Hotels%五星级酒店一线员工的薪酬体系优化研究

    Institute of Scientific and Technical Information of China (English)

    董琳琳; 李奇

    2015-01-01

    The main purpose of this article is to study the situation of frontline staff’s salary in five-star hotels and its affection on the staff. The research shows that the pay level of the frontline staff in five-star hotels is not high,which has also caused the front-line staff working with poor motivation and high turnover rate. The key to solve this problem is to optimize the level,structure and system of the front-line staff’s salary.%通过对当前五星级酒店一线员工的薪酬水平、薪酬制度进行研究,发现国内五星级酒店普遍存在一线员工薪酬水平不高、工作积极性差和流动率高等问题。为解决这些问题,提出了酒店在优化薪酬水平、薪酬结构和薪酬制度等方面应进行的一些改革措施,以改善和促进酒店的经营管理。

  20. Analysis of the implementation of incentive performance-based salary in state-run institutions%事业单位奖励性绩效工资执行情况探析

    Institute of Scientific and Technical Information of China (English)

    吕杰

    2014-01-01

    Implementation of the performance-based salary is an inportant measure in deepening the reform of the pay system in state-run institutions.As an important part of incentive performance-based salary,bonus pay for per-formance is directly related to the implementation of the performance pay system.Based on a clear understanding of the implementation of the incentive pay for performance,this thesis analyzes the existing problems and puts forward some suggestions for further improvement.%事业单位实行绩效工资是国家深化事业单位工资制度改革的重大举措。作为绩效工资的重要部分,奖励性绩效工资的执行情况直接关系到整个绩效工资制度的实施效果。根据目前奖励性绩效工资制度的实施现状及普遍存在的问题,建议从绩效评估机制的建立、内部分配方式的改革、定期调整机制的建立、审批机制的完善、监督力度的加大等方面入手,不断加以完善。

  1. 加薪后员工薪酬满意度变化规律实证研究%An empirical study on staff salary satisfaction variation after pay rise

    Institute of Scientific and Technical Information of China (English)

    邵建平; 张晓媛; 孟鑫

    2013-01-01

    总体而言,在目前的中国企业性组织中,薪酬无疑是影响员工满意度的重要因素.因此,企业都非常重视通过加薪来保持企业薪酬的外部竞争性与员工满意度的保持与提升.然而,一次加薪后,管理者发现:员工对于加薪产生的满意很快会消失.因此,薪酬管理的实践向薪酬管理理论研究提出了一个重要的命题:一次加薪所带来的员工薪酬满意度提升到底能维持多长时间并以什么样的规律变化?对此,本文通过动态跟踪调查,整理相关数据并进行统计分析后得到了以一次加薪所提升的员工薪酬满意度为结果变量、以时间为因变量的薪酬满意度时间变化数量模型,是一个类似“之”字形的曲线.本文同时对这一曲线进行了分段分析,对企业的加薪行为提出了相应的建议.%Overall, in present Chinese enterprise organization, salary is undoubtedly affect employee satisfaction of important factor..Therefore,enterprises attach great importance to pay to keep staff salaries through external competitive and to maintain and improve employee satisfaction. However,a salary increase,the managers found that:employees have to pay satisfaction will soon disappear.Therefore,the practice of salary management to salary management theory research provides an important proposition:Once a raise brought about by the employee compensation satisfaction enhancement exactly how long can and with what kind of the rule change?In this regard.this article through the dynamic tracing survey and organize related statistical analysis of the data and get a:Once a raise in the promoted employees pay satisfaction for the result variables,in time the dependent variable pay satisfaction time change model number,is a similar zigzag pattern of the curve. The paper also to the curves for the segmentation analysis,to the enterprise raise behavior to put forward the corresponding proposal.

  2. Salary-Trend Studies of Faculty for the Years 1985-86 and 1988-89 in the Following Disciplines/Major Fields: Accounting; Agricultural Production; Anthropology; Architecture and Environmental Design; Area and Ethnic Studies; Audiology and Speech Pathology; Business Administration and Management; Business and Management; Business Economics; Chemistry; Communication Technologies; Communications; Computer and Information Sciences; Curriculum and Instruction; and Dramatic Arts.

    Science.gov (United States)

    Howe, Richard D.; And Others

    This volume provides comparative data for faculty salaries in public and private colleges, based on an annual survey of over 700 colleges and universities. Data cover the following 15 disciplines: accounting, agribusiness and agricultural production, anthropology, architecture and environmental design, area and ethnic studies, audiology and speech…

  3. Liberalización económica y desigualdad salarial en 12 áreas urbanas de México, 1987-2002: la hipótesis de la "U" invertida de Kuznets

    Directory of Open Access Journals (Sweden)

    Ismael Plascencia López

    2009-01-01

    Full Text Available En este artículo se analiza la evolución de la desigualdad del ingreso salarial, medida por el coeficiente de Gini en 12 áreas urbanas del país -por tamaño de población y producto interno bruto (PIB estatal- de 1987 a 2002, y su relación con otras variables asociadas al proceso de liberalización económica, como la apertura comercial (AC, las exportaciones, la inversión extranjera directa (IED nacional y el PIB manufacturero estatal. Se contrasta la relación entre variables con la hipótesis de la "U" invertida de Kuznets, mediante datos en panel, corte trasversal y series de tiempo en el análisis regional (zonas urbanas y entidades federativas.

  4. Implementation of Salary Send Bulk Using CDO.Message Based on SMTP Component%基于SMTP组件使用CDO.Message进行工资条批量发送的实现

    Institute of Scientific and Technical Information of China (English)

    夏建喜

    2011-01-01

    This article to use CDO.Message+SMTP to write a message transmitter,specifically applied to the human resources department to each employee to send salary.To replace the traditional manual a letter send mail to repeat labor,to avoid because of misoperation resulting in wage leaks may.%使用CDO.Message+SMTP编写一个邮件发送器,专门应用到人力资源部给每位员工发送工资条。替代传统手动一封一封地进行邮件发送的重复劳动,避免了因为误操作导致的工资泄密的可能。

  5. An Analysis between Senior Managers’ Salary and Performance of State-owned Firms%国有企业高管薪酬与企业绩效关系分析

    Institute of Scientific and Technical Information of China (English)

    陶文芳

    2015-01-01

    This paper conducted an empirical analysis on the relative data of 752 listed firms from 2007 to 2014. The researches show that the relationship between senior managers’ salary and firm’s performance presents the direct ratio; the bigger the firms is, the higher the senior managers’ salary is relatively;in addition, the limited pay order has a positive effect on them.%基于752家国有上市公司2007-2014年的面板数据,采用混合最小二乘估计模型、随机效应模型以及固定效应模型,对国有上市公司高管薪酬与公司业绩、公司规模的关系进行实证分析。研究结果表明:(1)公司业绩与高管薪酬呈显著的正相关关系,但会受到行业差异的影响;(2)公司规模越大,相应的高管薪酬越高,但这一关系并不稳定;(3)另外,限薪令实施后高管薪酬与企业绩效的正相关更显著,限薪令的实施对规范国企高管薪酬起到了一定的积极作用。

  6. Approaches to Increasing Employee Salary Satisfaction Degree of Tangshan M Bank%提高民生银行唐山分行员工薪酬满意度的途径

    Institute of Scientific and Technical Information of China (English)

    张威; 杨涛

    2014-01-01

    员工薪酬满意度是影响员工个人绩效进而影响企业目标实现的一项关键因素,是现代企业人力资源管理的一项重要内容。加强员工薪酬满意度管理,提高员工薪酬满意度是企业发展战略的需要。在分析M银行实行员工薪酬满意度管理基的础上,以因子分析的方法分析了员工薪酬满意度的影响因素,并针对各影响因素提出了提高员工薪酬满意度的方法。%As an important part of human resource management in modern enterprises,employee salary satis faction degree( ESSD)is a key factor that affects not only employees personal performance but also the fulfillment of en-terprisesobjectives. Strengthening ESSD management to increase it is a demand of development strategy of modern enterprises. Based on an analysis of the necessity for carrying out ESSD management in enterprises,an analysis is made of the factors affecting ESSD in terms of salary management and employees subjective feelings of Tangshan M Bank. In view of these contributing factors,some approaches to increasing ESSD are proposed.

  7. An Analysis of the Influence Factors on Deductions of Personal Income Tax Related to Wages and Salaries%影响工薪所得个人所得税费用扣除额的相关因素分析

    Institute of Scientific and Technical Information of China (English)

    陈建东; 吴茵茵; 马骁; 侯文轩

    2012-01-01

    This paper analyzes the relevant factors about deductions of personal income tax from wages and salaries, such as consumer price index, expenditure costs in different areas, population dependency ratio and income of different households as well as urban population distribution. The results indicate that current deductions from wages and salaries is reasonable, however, the deductions from labor remuneration income is too low. The paper argues that the future key factors of the personal income tax reform should focus on transfer from the current classified income tax model to the combination of classified and comprehensive income tax system rather than on how to set the deductions of personal income tax.%本文考察了居民消费价格指数、不同地区的生活成本、不同收入家庭的赡养人口比重和收入、各地区的人口分布以及城镇居民的收入分布等影响工薪所得费用扣除额的相关因素,研究结果表明:目前工薪所得个人所得税费用扣除额是合理的,但是劳务报酬的所得税费用扣除额过低。本文认为,今后个人所得税制改革的重点不应该放在所得税费用扣除额的设定上,而应该放在从目前分类征收税制模式向分类与综合相结合的税制模式的过渡方面。

  8. 基于“C-2P”模式的薪酬设计研究——以某药业公司销售支持人员的薪酬设计为例%Study on the "C-2P" Salary Model——A Case Study of the Salary Design for Sales Supporters of a Pharmacy Company

    Institute of Scientific and Technical Information of China (English)

    夏蓉; 沈莲君; 马爱霞

    2012-01-01

    目的:为某药业公司销售支持人员构建薪酬设计方案.方法:分析某药业公司目前薪酬方案存在的问题,构建“C-2P”模式的薪酬设计框架,确定有关参数,并采用层次分析法(AHP)和Delphi法确定相关指标的权重和等级评分.结果:岗位重要性(v)、工作量饱和度(s)和适岗性(m)三个指标加权得到岗位系数(α),综合素质(d)和岗位职责(r)各项指标加权得到绩效系数(β),实际薪酬(W)为工资基数(B)、岗位系数(α)和绩效系数(β)的乘积.结论:此套薪酬设计方案能普遍提高销售支持人员的岗位标准工资,引入绩效考核机制,体现薪酬的公平性和激励性,促进营销团队的稳定与发展,降低企业人才管理成本.%Objective: To design reward plan for or sales supporters of a pharmacy company. Methods: Build a " C- 2P" salary model on the analysis of current remuneration and set parameters. The weight of the relevant indicators and rating scores are determined through Analytic Hierarchy Process (AHP) and Delphi Method. Results: Actual wage (W) = base wage (B) * posts coefficient (α) * performance coefficient ((β). Posts coefficient (α) is composed of weighted post value (v), workload saturation (s) and matching degree (m). Performance coefficient (β) is composed of the weighted quality (d) and responsibilities (r). Conclusion; This reward structure makes a general increase in the average income, promoting stability and development of the marketing team, reducing the cost of talent management. The performance appraisal mechanism satisfies the fairness and motivation of reward.

  9. Axial heating and temperature of RF-excited non-neutral plasmas in Penning-Malmberg traps

    Science.gov (United States)

    Maero, G.; Pozzoli, R.; Romé, M.; Chen, S.; Ikram, M.

    2016-09-01

    Electro-magnetostatic traps have been used for decades to provide long-term storage of charged particle samples or non-neutral plasmas. The dynamics and equilibrium states of these ideally simple systems can be strongly diverted from the usual working conditions (i.e. single-species, quiescent samples) in the presence of oppositely charged particles or external electric field perturbations. Both these conditions occur when the plasma is generated by means of a radio-frequency (RF) excitation continuously applied on a trap electrode. The application of RF drives of some volts over periods larger than typical collisional time scales leads to residual-gas ionization and to the accumulation of an electron plasma, a process that has previously been exploited as an alternative to thermionic or photoemission electron sources. The analysis of the axial energy distribution shows a deviation of the continuously excited final state from maxwellianity dependent on the radial position and the subsequent relaxation to equilibrium after the interruption of the drive. Systematic measurements also indicate the high sensitivity to the residual gas pressure of both the total confined charge and of the attainable densities and plasma profiles. The results are compared to the information obtained from a very simple one-dimensional electron heating model and show the validity of its most basic features together with its shortcomings.

  10. Optimization of the Salary Incentive Scheme of Knowledge Staff——A case study of some state-owned engineering consult and design company%知识型员工薪酬激励方案的优化——以某国有工程咨询设计公司为例

    Institute of Scientific and Technical Information of China (English)

    胡宁; 赵梅

    2012-01-01

    知识型员工是现代企业中一个个性鲜明的工作群体,如何有效地激励管理他们,特别是薪酬体系设计问题成为当代人力资源管理的新课题,也是企业特别是科技型企业构建核心竞争力的关键。案例企业对知识型员工的薪酬激励尚存在着薪酬结构不合理、缺乏对内公平性和对外竞争性等诸多问题,优化设计的方案是以岗位绩效工资为基础的主体薪酬体系和其他辅助激励形式并存的综合激励方案。%The knowledge staff is a working group with a strong identity in modern enterprise.How to motivate and manage them effectively,especially the design issues of the salary system has become an new topic in the contemporary human resources management,and they are also the key part in building the core competitive power in the enterprises,especially in the scientific and technological enterprise.The enterprise in the case still have a lot of problems in salary incentive to the knowledge staff,such as the unreasonable salary structure,lack of internal fairness and external competition.The optimized design scheme is a comprehensive incentive scheme,which is the coexist of a subject salary system on the base of post performance-based pay and other auxiliary incentive forms.

  11. 经济伦理视域下高校教师薪酬满意度实证研究--以陕西省为例%Empirical Research on University TeachersˊSalary Satisfaction from the Viewpoint of Economic Ethics:a Case Study of Shaanxi Province

    Institute of Scientific and Technical Information of China (English)

    2015-01-01

    通过对西安8所高校教师的薪酬满意度进行抽样调查,对影响西安高校教师薪酬满意度的因素进行分析。从影响高校教师薪酬公平性的外部公平、内部公平以及个人公平三个向度展开调查,提出从薪酬设计制度公平、薪酬分配具备竞争性、薪酬设计短期激励与长期激励相结合以及实行个性化的差异激励模式等几方面着手,探索提高高校教师的薪酬满意度,调动高校教师工作积极性的对策。%Based on xi ˊan 8 colleges and universities teachersˊsalary satisfaction sampling investigation,and the effect factors of Xi ˊan university teachersˊsalary satisfaction is analyzed. From the influence of university teachersˊsalary fairness outer justice,inner justice and individual justice three dimensions investigation,put forward from the design system of fair compensation,salary distribution,competitive pay design short-term incentive and long-term incentive and the combination of individual differences in incentive model and so on several aspects,ex-plore the compensation satisfaction of teachers in colleges and universities,to mobilize the enthusiasm of the teach-ers in colleges and universities.

  12. Surveys on Gyrodactylus parasites onwild Atlantic salmon in Denmark

    DEFF Research Database (Denmark)

    Jørgensen, Louise von Gersdorff; Heinecke, Rasmus Demuth; Buchmann, Kurt

    Gyrodactylus salaris is a monogenean ectoparasite parasitizing salmonids in freshwater. This parasite is highly pathogenic to both Norwegian and Scottish salmon and has decimated the salmon populations in 45 Norwegian rivers after anthropogenic transfer from Sweden. G. salaris has also been found...... on several occasions in Danish rainbow trout farms but has never been recorded as a pathogenic parasite on Danish wild salmon. In the present study the occurrence of G. salaris and other Gyrodactylus parasites on wild Danish salmon fry and parr were monitored. Electrofishing was conducted in three river...... were examined for Gyrodactylus parasites under a dissection microscope. The location of each parasite was registered and each parasite was isolated for later morphological and genetic typing. The opisthaptor was separated from the body, fixed and mounted using Malmbergs fixative (ammonium picrate...

  13. On Legal Construction of Workers' Salary Growth Mechanism%论劳动者工资正常增长机制的建立及其法律完善

    Institute of Scientific and Technical Information of China (English)

    杨娟; 何志昌

    2012-01-01

    随着我国经济的高速发展,对GDP做出主要贡献的劳动者要求公平分享社会发展成果的诉求在不断高涨。为使劳动者能够公平分得改革发展的成果,必须建立劳动者工资正常增长机制,即企业职工工资随经济效益提高及其他有关因素变化而相应协调、合理、持续增长的制度化的运行方式。%With the rapid economic development, workers make a major contribution to the GDP and at the same time have a rising demands of a fair share of the fruits of social development. In order to let workers have a fair share of the fruits of development, it is imperative to establish the mechanisms of normal growth of wages of laborers. In a word, salary should change in terms of the advancement of economy and other factors in a corresponding, reasonable, continue - growing institutional way.

  14. Optimal Investment for DC Pension with Stochastic Salary under a CEV Model%CEV模型下有随机工资DC型养老金的最优投资∗

    Institute of Scientific and Technical Information of China (English)

    张初兵; 荣喜民; 常浩

    2013-01-01

      针对风险资产服从常方差弹性(CEV)模型,研究考虑随机工资的确定缴费型养老金的最优投资问题。在模型中,养老基金被允许投资于一种无风险资产和一种风险资产。在对数效用函数下,通过建立相应问题的HJB方程,利用Legendre转换和对偶理论等对问题进行分析,给出了问题的显性解,并对结果进行了相关分析,从而为养老金管理者提供了有效的决策依据。%This paper studies the optimal investment of the DC pension plans under a constant variance elasticity (CEV) model with stochastic salary. In the model, the pension funds are allowed to invest in a risk-free asset and risky asset. Under the logarithmic utility function, by applying the HJB equation, Legendre conversion and duality theory, we achieve the explicit solutions and carry out the correlation analysis which provides decision-making basis for the pension fund management.

  15. Problems in China' s Civil Servants' Salary and Solutions—— A Case Study of Dingxiang County of Shanxi Province%我国公务员薪酬制度的缺陷及其合理化——以山西省定襄县为例

    Institute of Scientific and Technical Information of China (English)

    邢振江; 张艳军

    2011-01-01

    Taking Dingxiang County of Shanxi province as an example, the problems in China' s current civil servants' salary system are discussed,which mainly include lack of fairness, motivation, and flexibility, low salary level, inappropriate proportion making, and lack of the portion of achievement evaluation. It is proposed to establish a dynamic system comparing to enterprise system with a scientific and fair achievement-based salary system and legal supervision system.%文章以山西省定襄县为例,探讨了我国公务员现行薪酬制度运行和管理中存在的问题,主要表现在缺乏公平性,缺乏激励性,缺乏灵活性,薪酬水平偏低,薪酬结构不合理,绩效考核的结果在薪酬中缺乏有效应用等方面。为此,我国公务员薪酬制度应建立与企业同类人员的动态平衡比较机制,建立健全科学而公平的绩效薪酬制度,进一步加强法制化建设。

  16. Analysis and Countermeasures of the Salary System of Tour Guide --Take the Huizhou Tourism Industry as an Example%导游薪酬体制现状分析与对策研究——以惠州旅游行业为例

    Institute of Scientific and Technical Information of China (English)

    张海涛

    2011-01-01

    Ahhough the tourism industry in Huizhou develops rapidly, the current unreasonable salary system of tour guide has attracted more and mole attention, and it affects the overall development of the tourism industry. Improving the salary system of tour guide is imminent. This paper analyzed the issues lhat the current salary system brought, such as the low basic wage, unstable tips and tour group allowances and taking kickbacks crazily, and proposed the improvement Countermeasures.%惠州旅游业迅速发展,但当前不合理的导游薪金制度已引起越来越广泛的关注,而且影响旅游业的整体发展,改进导游薪金制度已迫在眉睫。本文对目前惠州导游薪酬体制带来的导游人员基本工资低、小费及带团津贴不稳定、导游人员狂拿回扣等问题进行分析,最后提出了改进对策。

  17. Under the Reform of the Income Distribution Analysis of the Salary Management System in Higher Vocational Colleges%收入分配体制改革下的高职院校薪酬管理制度的分析

    Institute of Scientific and Technical Information of China (English)

    张佳

    2014-01-01

    薪酬管理制度是人力资源管理的重要组成部分,在高职院校发展过程中,加强薪酬管理制度的改革是吸引人才的关键,建立健全的薪酬激励机制,制定有高职特色的薪酬管理制度,是稳定高职院校师资队伍的有效途径。针对目前高职院校薪酬管理制度存在的一些问题,提出几点改革建议。%The salary management system human resources management is an important part ,in the course of higher vocational colleges ’ development ,strengthening compensation management system reform is the key to attracting talent ,establish and improve the incentive mechanism and characteristics of higher vocational education’s salary management system are in place ,is a stable and effective way of teaching staff in higher vocational colleges .In view of the current problems some of the salary manage-ment system in higher vocational colleges ,several reform proposals submitted .

  18. Effect of Performance Salary Distribution System on Middle School Physical Education Teachers'Work in Compulsory Education of Suzhou City%绩效工资分配制度对苏州市义务教育中学体育教师工作影响的研究

    Institute of Scientific and Technical Information of China (English)

    张越凡

    2014-01-01

    The performance of the salary distribution system is an important means of compulsory secondary school management , it has a very important significance and role to motivate teachers and improve the quality of education.Through using the method of questionnaire , this paper makes investigation on part of middle school teachers and puts forward suggestions based on performance salary distribution system .The main purpose is to better implement the salary distribution of performance .%绩效工资分配制度是我国义务教育中学管理的重要手段,对激励教师和提高教育质量具有十分重要的意义和作用。本文采用问卷调查等研究方法对苏州义务教育中学部分体育教师的调查分析,以反映绩效工资分配制度对苏州中学体育教师的工作影响及其存在问题并提出对策,以更好地贯彻实施绩效工资分配制度。

  19. Survey on the Salary Management of the Administrative Staff in Independent Colleges:A Case Study on Indepen-dent Colleges in Guangzho u%关于独立学院行政管理职员薪酬管理的调查研究--以广州地区独立学院为例

    Institute of Scientific and Technical Information of China (English)

    邓堪生

    2014-01-01

    行政管理部门是独立学院维持正常运转不可或缺的综合办事机构,对学院的发展起着不可替代的作用。然而,新形势下的独立学院进行薪酬制度改革对教职工起到了应有的激励作用,而行政管理职员则处于弱化的状态。薪酬管理制度不完善、职员薪酬普遍偏低、与教师的薪资差距较大等问题一直没有得到学院的重视。为了独立学院健康、稳定、持续的发展,本文通过调查研究,分析独立学院行政管理职员薪酬管理存在的问题,提出解决独立学院行政管理职员薪酬问题的对策。%Administrative departments are indispensable inte-grated offices maintaining the normal operation of independent colleges, so they play an irreplaceable role in the development of independent colleges. In the new situation, the salary system re-form in independent colleges plays a due role in stimulating the teaching staff, but the administrative staffs are weakened. The problems, such as the imperfect salary management system, gen-erally low staff salaries, large gap between the salaries of teachers, etc., have not got the attention of colleges. In order to promote the healthy, stable and sustainable development of independent col-leges, through a survey, this paper analyzed the problems existing in the salary management of the administrative staff in indepen-dent colleges, and proposed countermeasures of solving the prob-lems.

  20. Thinking Brought by Public Hospital Performance Salary Reform%浅析公立医院推进绩效薪酬改革所带来的思考

    Institute of Scientific and Technical Information of China (English)

    赵兰珍

    2012-01-01

    Strengthen the comprehensive performance evaluation, implement post wage system, namely the salary according to post, and performance pay that is to strengthen distribution incentive and constraint function as the core, establish evaluation standard closely relevant to quality continuous improvement and patient satisfaction improvement as the goal, open a gap to each other, with rise and fall, so that the in-come of the employee will fluctuate with hospital benefits and personal performance quality, in order to bet-ter play the enthusiasm and creativity of the employees, and activate the hospital, improve the hospital brand competitiveness and economic benefits.%强化全面绩效考核,建立按岗定薪,易岗易薪的岗位工资制和强化分配激励与约束功能的绩效工资,以绩效考核为核心、质量持续改进与病人满意度提高为目标建立评价标准,拉开差距,有升有降,从而形成员工的收入随医院效益高低和个人业绩好坏上下浮动的机制,更好的发挥员工的积极性和创造性,从而增强医院活力,提升医院品牌竞争力和经济效益。

  1. Les politiques de modernisation administrative s’orientant vers l’usager, un engagement de longue date au sein de l’Office National d’Allocations Familiales pour Travailleurs Salariés

    Directory of Open Access Journals (Sweden)

    Johan Verstraeten

    2011-09-01

    Full Text Available L’Office national d’allocations familiales pour travailleurs salariés, institution publique de sécurité sociale, s’est profondément remis en question il y a une quinzaine d’années afin d’améliorer sensiblement la qualité du service rendu aux familles. Il a mis au point une stratégie de modernisation ciblée sur la satisfaction des assurés sociaux. Pour passer d’une culture de techniques à une culture de services, il a instauré une politique volontariste et participative des ressources humaines. L’Office a ensuite élaboré une nouvelle architecture de son organisation afin de regrouper les compétences et les responsabilités selon l’utilisateur final. Une autre étape dans sa conversion consistait à redéfinir les méthodes de travail et les procédures afin de les simplifier et de les uniformiser. Pour soutenir celles-ci, l’Office a fait appel à la technologie informatique. Les familles ont bénéficié directement de cette modernisation de l’institution, en ce qui concerne notamment la rapidité du paiement des prestations, la communication et la lisibilité de l’information, la convivialité et l’efficacité de l’accueil, le recueil par voie électronique des données nécessaires à la gestion des dossiers, avec un recours minimal à l’assuré social lui-même. L’Office, encouragé par les résultats obtenus, poursuit sa démarche de qualité pour un service toujours plus proche de son public.

  2. 绩效工资强度对高校教工薪酬满意度影响的实证研究%An Empirical Research of the Impact of Performance Pay Intensity on Salary Satisfaction of Higher Education Institutions

    Institute of Scientific and Technical Information of China (English)

    袁宇; 李福华

    2014-01-01

    文章以高校教工600份薪酬满意度调查问卷为样本,以SPSS19.0为工具,通过对样本数据进行二次曲线拟合分析、相关性分析等处理,验证了高校教工绩效工资强度与薪酬满意度之间存在倒U关系;设定岗位、职称、学历对二者的关系具有调节作用,通过分层多元回归分析对其进行了验证,并对其进行二次曲线估计,得出不同岗位、职称、学历的教工实现薪酬满意最大化时的绩效工资强度,为高校教工绩效工资的设定具有一定指导作用。%By taking 600 copies of questionnaire on salary satisfaction of teaching and administrative staff of higher education institutions as samples,applying SPSS19.0 as a tool and making quadratic curve fitting analysis and correlation analysis on the sample data,the paper proposes that there is an inverted U-shaped relationship between performance pay intensity and salary satisfaction:setting up positions, professional titles and education qualifications have a moderate role on the relationship be-tween performance pay intensity and salary satisfaction. It then applies hierarchical multiple regression analysis to verify the re-lationship and carries out quadratic curve estimation on it. The paper also draws that teaching and administrative staff of differ-ent positions, professional titles and education qualifications achieve the performance pay intensity with the maximization of salary satisfaction. It provides guidelines for the higher education institutions to set up performance pay.

  3. Addressing Gender Equity in Nonfaculty Salaries.

    Science.gov (United States)

    Toukoushian, Robert K.

    2000-01-01

    Discusses methodology of gender equity studies on noninstructional employees of colleges and universities, including variable selection in the multiple regression model and alternative approaches for measuring wage gaps. Analysis of staff data at one institution finds that experience and market differences account for 80 percent of gender pay…

  4. 28 CFR 11.8 - Salary offset.

    Science.gov (United States)

    2010-07-01

    ... Code. (E) Optional life insurance premiums. (F) Other voluntary deductions including allotments and... appropriate under 5 U.S.C. chapter 75, 5 CFR part 752, or any other applicable statutes or regulations; (ii... of the paying agency, as designated in 5 CFR part 581, appendix A, or as otherwise designated by...

  5. Problems involving salaried managers in Russia

    OpenAIRE

    Nelyubina Maria Alexandrovna

    2011-01-01

    The article is devoted relationships between owners of the company and top-managers. Problems of top-management motivation, shareholders` control, liability of infringement of the rights and interests of shareholders are investigated.

  6. Problems involving salaried managers in Russia

    Directory of Open Access Journals (Sweden)

    Nelyubina Maria Alexandrovna

    2011-10-01

    Full Text Available The article is devoted relationships between owners of the company and top-managers. Problems of top-management motivation, shareholders` control, liability of infringement of the rights and interests of shareholders are investigated.

  7. Sex, Salaries, and Library Support--1981.

    Science.gov (United States)

    Heim, Kathleen M.; Kacena, Carolyn

    1981-01-01

    Notes that library support kept pace with inflation during 1980 and indicates a continuing sex bias with respect to women library directors. Women are neither proportionately represented nor paid as well as their male counterparts and their libraries suffer from lower per capita financial support. Data and references are provided. (RAA)

  8. Government Helps Migrant Workers Recover Unpaid Salary

    Institute of Scientific and Technical Information of China (English)

    2003-01-01

    As the traditional Chinese New Year draws near,local governments in China have launched a special inspection of the country's building, services, catering and manufacturing industries and are taking complaints from the tens of thousands of migrant workers who remain unpaid.

  9. 新生代农民工工资诉求与劳动力市场分割研究——基于河南3市的调查%Study on Farmers Salary and Labor Force Market

    Institute of Scientific and Technical Information of China (English)

    刘葳葳; 安和平

    2012-01-01

    以2010年河南省安阳、郑州、南阳3市区的外来人口问卷调查资料为基础,对比分析了城镇居民和新生代农民工在工资获得上存在的差异、影响因素及其受到的歧视程度.调查结果表明,2个样本在工资获得上存在明显差异;新生代农民工的工资受人力资本、户籍和行业分类及性质的多重影响;新生代农民工受到了不同程度的歧视,劳动力市场分割现象确实存在.%Based on population survey of foreigners from Anyang, Zhengzhou and Nanyang in Henan Province, difference, influence factors and discrimination degree of urban residents and new generation farmers on salary were compared. Results indicated that two samples showed distinct difference in salary; new generation of farmers were influenced by labor force, household registration, and business classification and property. Discriminated by new generation of farmers, division of labor force existed.

  10. 俄罗斯中小学教师新工资制度改革:原因、内容及实施保障%The New Teachers Salary System Reform of Primary and Secondary Schools in Russia: reasons, contents and implementation safeguards

    Institute of Scientific and Technical Information of China (English)

    肖甦; 刘楠

    2012-01-01

    The current teachers' salary system in Russia has undergone several rounds of reform based on the Soviet Union model. Compared with the former ones, the latest teachers' salary system reform since 2007 has made great changes. The reform was around enhancing teachers'social status, increasing teachers'income, acti- vating teachers'working enthusiasm and promoting the quality of education and teaching. The reform has achieved its preliminary goals.%俄罗斯现行的中小学教师工资制度由苏联时期的模式几经改革而来。2007年开始的最新一轮教师工资制度改革,与以往相比发生了很大变化,主要围绕提高教师地位、增加收入、调动工作积极性、促进教育教学质量提升而展开,并达成了初步的目标。

  11. 哈尔滨市社区卫生服务人员报酬满意度和工作压力对离职倾向的影响%Effects of Salary Satisfaction and Work Stress on Turnover Intention of Community Health Workers in Harbin

    Institute of Scientific and Technical Information of China (English)

    李莉; 周浩; 段孝建; 刘新研; 张仲; 樊立华

    2015-01-01

    目的:测量哈尔滨市社区卫生服务人员工作压力及其对离职倾向的影响,并分析报酬满意度对工作压力和离职倾向的调节作用。方法:选择哈尔滨市18家社区卫生服务中心进行现场问卷调查,对结果进行相关性分析和逐级回归分析。结果:工作需求压力、领导支持压力和同事支持压力与离职倾向呈显著正相关,压力越大,离职倾向越高;报酬满意度与离职意愿呈显著负相关,报酬满意度越高,离职倾向越低;报酬满意度在工作压力与离职意愿之间具有显著的调节作用,可以降低领导支持压力、同事支持压力和工作需求压力对离职意愿的影响。结论:管理者应采取多种措施缓解工作压力,提高报酬,进而降低离职意愿,提高工作积极性。%Objective: To measure the work stress and its influence on turnover intention and to analyze the moderating effects of salaries on work stress and turnover intention for community health workers in Harbin.Method: A cross-sectional field survey of 484 community health workers, including general practitioners, nurses and public health physician, from six community health centers in Harbin was conducted.De-scriptive statistical analysis and logistic regression were used to examine work stress and the effects on job satisfaction .Results: The work remand, leader support and co-worker support subscales of work stress were positively related to turnover intention, while salary satisfaction were negatively related to turnover and had moderating effects.Conclusion:Managers should take measures to ease work stress, improve salary and in turn reduce turnover intention and improve working enthusiasm.

  12. 普通员工薪酬、公司规模与成长性——来自中国上市公司面板数据的经验证据%Ordinary employees' salaries,corporate size and growth:Evidence from the panel data of Chinese listed firms

    Institute of Scientific and Technical Information of China (English)

    鲁小东; 焦捷; 朱世武

    2011-01-01

    Existing studies neglected the salary incentives of ordinary staff which have the least shareholding of the company in the role of the Companies Growth.This paper focuses on those questions including what was the influence of the ordinary employee earning on the Growth of the Chinese Listed Company and what functions did the factors of Corporate Size and Corporate Governance play and other issues.Based on the sample of 1 209 listed companies in China stock market from 2001 to 2009,designing some new indexes for those variable including the Ordinary Employees Salaries,Growth and so on,the empirical research on the relationship of three that including the Ordinary Employees Salaries,Corporate Size and Growth by panel data regression method shows that: Those variables including the Ordinary Employees Salaries,the Proportion of State-owned Shares and Legal Person Shares has significant positive influence on Growth;However,Executive Compensation has inverted u-shaped and the other two factors of Corporate Size and Tobin Q has u-shaped conspicuous relationship with Growth;the Percentage of Managerial Ownership and Independent Directors has not significant positive influence on Growth;Number of Directors has not so notable inverted u-shaped relationship with Growth.%现有研究忽略了企业内持股最少的普通员工的薪酬激励对企业成长的作用。本文围绕我国上市公司普通员工薪酬激励对成长性的影响以及公司规模、公司治理等因素在其中作用等问题,设计了度量普通员工薪酬、成长性等变量的新指标,采用面板数据回归方法,对2001—2009年沪深1 209个上市公司普通员工薪酬、公司规模与成长性间的关系进行了实证研究。结果表明:普通员工薪酬、国有股和法人股比例对成长性有显著正影响;管理层薪酬与成长性呈显著的倒U型关系,公司规模、托宾Q值与成长性存在显著的U型关系;管理层持股、独董比例对成长性

  13. Personal Income Tax Planning Analysis of University Wages and Salaries under Performance-based Pay System%绩效工资制度下高校工资薪金所得个人所得税纳税筹划分析

    Institute of Scientific and Technical Information of China (English)

    刘娇娆; 孙焕朗; 罗佩君; 刘晓娆

    2015-01-01

    With the advance of institution income distribution system reform, performance-based pay sys-tem has been carried out in colleges and universities;income of staff has been markedly improved.How to reduce the tax burden of staff to increase their real disposable income through reasonable tax planning on the premise of in-compliance with the"Personal Income Tax Law" has gradually become a hot topic of broad university faculty.In this paper, the existing problems of personal income tax planning in universities wage and salary are described, five possible tax planning methods are proposed on the premise of performance-based pay reform, taking universities wage and salary as research objects of tax planning, to provide reference for decision-makers.%随着事业单位收入分配制度改革的推进,高校也已逐步实行绩效工资制度,教职工收入水平得到明显提高. 如何在遵守《个人所得税法》的前提下,通过合理的纳税筹划减轻教职工的纳税负担,增加其实际可支配收入,已逐步成为广大高校教职工关心的热点问题. 文章阐述目前高校工资薪金所得个人所得税纳税筹划中存在的问题,以绩效工资改革为前提,以工资薪金所得为纳税筹划研究对象,提出五种可行的纳税筹划方法,以期为相关决策人员提供参考.

  14. Elongational viscometry and bubble inflation experiments of two HDPE materials with different molecular structures, S. Eggen, A. Malmberg, P. Vainikka, E. Hinrichsen, H.K. Rasmussen

    DEFF Research Database (Denmark)

    Rasmussen, Henrik Koblitz; Eggen, Svein; Malmberg, Anneli;

    2002-01-01

    The most common materials used for manufacturing of bottles and containers for household and industrial packaging has been single reactor Chromium-catalyst HDPE materials. These materials etc.......The most common materials used for manufacturing of bottles and containers for household and industrial packaging has been single reactor Chromium-catalyst HDPE materials. These materials etc....

  15. 全球经济低迷时期的选择:裁员还是降薪——基于效率工资理论的分析%The Choice of Global Economic Depression:Laying off or Reducing The Salary: Based on Analysis of the Efficiency Wage Theory

    Institute of Scientific and Technical Information of China (English)

    董艳玲; 陈平

    2012-01-01

    During the period of the current global economic depression after the financial crisis, many companies face the pressure of laying off or reducing the salary in order to reduce operating costs. According to efficiency wage theory, the way of laying off can maintain a high level of wages, which can contribute to enhance the labour productivity; However, the efficiency wage theory has its limitations, that is, the staffs work hard is for the high wages. But According to Maslow~ hierarchy of needs, employees also need a stable sense of belonging and helping each other~ corporate culture. At that time, the way of reducing the salary instead of laying off to reduce the cost can make up for the weakness of efficiency wage theory. Due to two ways both have their own advantages and disadvantages for enterprise, the enterprise should choose one of the both choice based on the actual situation, or a combination of both.%在当前全球经济处于低迷的后金融危机时期,许多企业为了降低运营成本,面临着裁员或者降薪的压力。根据效率工资理论,企业通过裁员可以维持较高的工资水平,从而可以促进劳动效率的提升;但是,效率工资理论有其局限性,即认为员工仅为追求高工资而努力工作。根据马斯洛的需要层次理论,员工还需要稳定的归属感和同舟共济的企业文化。这时,适当地用降薪代替裁员的方式降低成本可以弥补效率工资理论的不足。由于裁员和降薪对企业的影响各有优劣,因此,企业宜根据实际情况选择裁员或者降薪,抑或是二者兼而有之。

  16. Analysis on the factors of intellectual employees' salary satisfaction degree——Based on the investigation of enterprises in Longyan city%知识型员工薪酬满意度影响因素探析——基于龙岩市企业的调查

    Institute of Scientific and Technical Information of China (English)

    邱静艺

    2009-01-01

    在知识经济时代,知识型员工是企业最宝贵的资源,它关系到企业的生存发展和整体竞争实力,在对知识型员工特征分析的基础上,选取龙岩市三家企业的知识型员工作为样本,就影响员工的薪酬满意因素设计问卷,并对结果进行统计分析,影响知识型员工薪酬满意度的因素排序为成就欲的实现、经济报酬、尊重欲的实现、自我发展欲的实现、创造欲的实现、福利和工作环境.%In the knowledge economy era, the intellectual employees are precious resource of enterprises. They count for much to the survival, development and competitive power of the enterprises. In this paper, a comprehensive analysis on the characteristics of intellectual employees is made, and three enterprises and institutions in Longyan are chosen as samples. The questionnaires are designed according to the factors of salary satisfaction degree that affect the intellectual employees. The results are analyzed to find the order of influence factors in importance.

  17. 平衡计分卡、关键指标在医院绩效工资改革中的运用体会%The experience on using of balanced score card and parameter key in reform of the performance-based salaries in hospital

    Institute of Scientific and Technical Information of China (English)

    李晓芳; 张楠楠; 田世坤

    2012-01-01

    目的 探讨公立医院绩效工资分配模式.方法 对某公立医院5年的绩效工资数据进行回顾性分析.结果 绩效工资与床使用率及人均产值呈正相关;绩效工资在指标设置上要注意五方面的平衡.结论绩效工资分配体系是公立医院基本运行制度的重要组成部分,是当今医院管理者最为关系的课题之一.科学、合理的绩效工资分配模式的激励作用有助于医院绩效的提升.%Objective To discusses the distribution of wages in public hospital. Methods Performance salary data were retrospectively analyzed in a public hospital for five years. Results Performance pay and bed utilization and per capita GDP was a positive correlation; pay attention Performance-based pay on the balance of the five aspects. Conclusion Performance of the wage distribution is an important part of running the system, is the most important topic to hospital administrators. Incentives of Scientific and rational allocation model of performance pay benefit to improve hospital performance.

  18. Modernisation du secteur public et transformation du pouvoir d’agir des salariés. Le cas de Gaz de Bordeaux Public sector modernisation and transformation of employee empowerment. Example of Gaz de Bordeaux Modernización del sector público y transformación del poder de actuar de los asalariados. El caso de Gaz de Bordeaux

    Directory of Open Access Journals (Sweden)

    Maël Dif-Pradalier

    2012-12-01

    Full Text Available Cet article étudie les reconfigurations du travail dans une entreprise du secteur public en pleine mutation et examine les conditions favorisant le pouvoir d’agir des travailleurs et des collectifs professionnels. En comparant deux modes différents de résolution des difficultés professionnelles dans deux services distincts, il montre que même quand le syndicat parvient à relayer certaines de ces difficultés, les salariés demeurent exclus de la conception de l’organisation du travail et se voient imposer des critères de travail qu’ils n’ont pas l’opportunité de discuter. Il conclut en soutenant que le développement du pouvoir d’agir des salariés impose de cesser de les considérer uniquement comme des victimes d’organisation du travail qui serait une prérogative des directions et en invitant l’approche sociologique du travail à s’inspirer des outils méthodologiques développés par la clinique de l’activité afin de mieux saisir ce qui se joue au niveau des collectifs de travail.The article examines the reconfiguration of work in a public sector company that is in the process of being transformed and examines the conditions that may or may not be promoting the empowerment of worker collectives and/or professional associations. By comparing two different problem resolution approaches in two different departments, it shows that even when a union manages to voice some of these problems, workers are still kept from designing their work organisation and remain subject to work criteria that they have no possibility of discussing. The article concludes by arguing that employees’ empowerment can only be developed if they are no longer viewed solely as victims of the organisation of work, in its construction as a prerogative for senior management alone. Finally, it calls for a sociological approach including tools and methodologies developed by activity clinics to improve understanding of what is at stake at the worker

  19. 基于学习领域的职业教育课程改革设计--以薪酬设计与管理课程为例%Design of Curriculum Reform of Vocational Education Based on Learning Field:Taking Salary Design and Management Course as an Example

    Institute of Scientific and Technical Information of China (English)

    刘春蕊; 丛晓静

    2014-01-01

    学习领域是一种基于工作领域设计学习情境的职业教育课程模式,兴起于德国,对我国当前的职业教育教学具有一定的借鉴意义。基于此,结合实际条件,以薪酬设计与管理课程为例,在教材整合、教学内容组织和教学方法调整等方面进行了探索,力求提高课程教学与企业需求的衔接水平。课程改革设计摒弃单纯复制,着力体现学习领域理念的实质。%Learning field is one vocational curriculum model w hich designs learning situation based on work field .It emerged in Germany and is of reference value for the current vocational education and teaching in China .Based on it and combined with the practical situation ,this paper takes Salary De-sign and Management Course as an example to make analysis on textbook integration ,teaching con-tent organization ,teaching method adjustment and so on .It strives to improve the link betw een cur-riculum teaching and enterprise demands .The curriculum reform design abandons simply copying and focuses on reflecting the essence of learning field idea .

  20. Training of Computer Course in Higher Vocational College:Taking the Developing of a Small Salary Management System as an Example%高职计算机课程的实训教学——以开发小型工资管理系统为例

    Institute of Scientific and Technical Information of China (English)

    沈雅萍; 钱晓贤

    2012-01-01

    Training is an important part of computer course teaching in higher vocational college. The data- base training aims at developing a small salary management system, and focuses on system development and stand- ard training report writing. During the training, the combination of goal decomposition and task determination, teacher' s guidance and students' presentation, individual teaching and node management should be paid full attention. The training is conductive to the understanding and application of database knowledge, and it will help cultivate students' capability of database development and design, which will have positive significance both for the imorovement of vocational computer teaching and the improvement of vocational students' employment competiveness.%实训是高职计算机课程教学的重要组成部分。以开发小型的工资管理系统为数据库的实训任务,重点是系统的开发设计及其实训报告的规范编写,实训要注意分解目标与明确任务相结合,教师示范与学生展示相结合,个别指导与节点管理相结合。实训有利于数据库知识的理解与应用,有利于培养学生的数据库开发设计能力,这对高职计算机教学质量的提高和高职学生就业竞争力的提高都有着积极的意义。

  1. A Case Analysis on the Unfair Pay Extent of the Executive Members, Intensity of Salary Inequity and Firm Performance%高管团队薪酬不公平程度、公平偏好强度与公司绩效关系的案例分析

    Institute of Scientific and Technical Information of China (English)

    周泽炯; 虞鲲

    2012-01-01

    本文对铜陵有色和精工钢构两家安徽上市公司的数据进行对比分析,探讨公司高管团队薪酬不公平程度、高管成员公平偏好强度与公司绩效的关系。研究结果显示,铜陵有色由于其高管团队成员公平偏好强度较高且其非CEO高管成员薪酬较低,其高管团队薪酬不公平程度与公司绩效的关系图呈现倒“U”型。而高管成员薪酬较高的精工钢构的高管团队薪酬不公平程度与公司绩效的关系图未出现倒“U”型。%The paper comparatively analyses the data of two listed companies in Anhui Province, which are Tongling Nonferrous Metals Group and Jinggong Steel Building Group, in order to investigate the relationship between the salary inequities for the company executive team and the company performance, and the relationship between the preference strength of the executive members and the company performance. The results show that because that the fair preference of the members of Tongling Non- ferrous Metals Group is higher and the pay of a member of the non--CEO executive is lower, the diagram of the relationship between the unfair pay of their executive team and firm performance is an inverted "U" shape, while the diagram of the relationship between the unfair pay of their executive team and firm performance of Jinggong Steel Building Group does not appear an inverted "U" shape.

  2. Broadbanding a surgical academic practice salary: a possible score.

    Science.gov (United States)

    Frezza, Eldo E; Ewing, Bradley T

    2007-01-01

    How can we look at productivity in academic centers when surgeons perform different procedures that pay differently? Another dilemma is how they are compensated for teaching medical students, residents, and other surgeons. We also have to compensate them for the types and difficulty of the procedures. We can view this problem as either "making the pie bigger" or "dividing the pie better. "First, we should focus on how to "divide the pie. "Regardless of the "pie size," the issue of allocation for remuneration purposes is an important issue. "Dividing" the pie is an internal exercise, whereas making the pie "bigger" involves additional internal and external factors. In this paper, we address the issue of dividing the pie in a measurable way. We also address how to score each activity so that bonuses or compensation can be calculated without the "more" productive surgeons effectively subsidizing the "less" productive, a situation that is often detrimental to organizational success. Academic surgeons are very important for teaching new surgeons and medical students; therefore, they should be remunerated adequately. Pay schemes may be developed to improve the retention of highly productive surgeons in the academic environment.

  3. Movilidad laboral, informalidad y desigualdad salarial en Brasil

    Directory of Open Access Journals (Sweden)

    Santos M. Ruesga

    2014-01-01

    Full Text Available E n este art í culo se analiza la movilidad ocupacional y su impacto sobre el salario de los traba - jadores metropolitanos brasile ñ os. Los datos muestran una elevada movilidad de la mano de obra del pa í s, sobre todo entre los trabajadores informales. Tambi é n se observa que la mayor movilidad de los informales no implica necesariamente mejores trayectorias salariales y, adem á s, dichos trabajadores presentan un patr ó n de movilidad limitado por la segmentaci ó n del mercado laboral. Las diferencias de ascenso ocupacional implican que la mano de obra informal recibe bajos salarios durante m á s tiempo a lo largo de su vida laboral, con importantes consecuencias sobre el diferencial de rentas en el país.

  4. Medical control of salaried employees in the nuclear industry

    International Nuclear Information System (INIS)

    This Power Point presentation indicates some regulatory principles of labour medicine, and the arrangements specific to nuclear base installations. It comments how intervening companies are treated in terms of authorization, control and dosimetry. It presents the organisation of medical control, some of its practical aspects, evokes some critical aspects of working conditions, and outlines some various improvements and the administrative difficulties

  5. Human Capital, Sport Performance, and Salary Determination of Professional Athletes

    OpenAIRE

    Antonietti, R.

    2006-01-01

    Thanks to the high availability of data, professional sport represents a unique laboratory in order to test labour market theories and predictions. In particular, one of the most important propositions concerns the role that human capital plays in shaping the life-cycle earnings patterns of workers. To the extent that sport can be considered as a type of human capital investment, human capital theory can help to understand, and empirically assess, how the professional sports...

  6. It's All about the Money: Chris and Pat Compare Salaries

    Science.gov (United States)

    Renard, Monika K.

    2008-01-01

    Can you name 20 influences on pay that could cause a difference in earnings between two ostensibly equal employees? This short, involving exercise can be used to illustrate the numerous influences that affect how employees' pay is determined, for example, education, experience required for the job, supply and demand, company size, seniority, and…

  7. Problems of salaries management in oil and gas companies

    Directory of Open Access Journals (Sweden)

    Olga Gennad'evna Kolosova

    2011-09-01

    Full Text Available Basing on the results of the author's analysis and generalization of practical experience in the organization of remuneration on the oil and gas companies of the Khanty-Mansiysk Autonomous District — Yugra, the current state and remuneration policy were defined. The designed SWOT matrix reveals the possibilities of further improvement of the remuneration organization. Innovative development of remuneration systems involves a complex process of selecting management tools to achieve performance targets and implementing business strategies. A study of the most upfront human resources and staff practices in the Russian oil and gas sector has allowed the author to formulate approaches to building effective systems of remuneration. The suggestions described in this paper coordinate the interests of employers and employees. At the same time, they increase efficiency and job satisfaction through raising personal responsibility, which will gain the effectiveness of incentives for oil and gas companies.

  8. Knight Commission to Fight High Salaries and Recruiting Pressures

    Science.gov (United States)

    Wolverton, Brad; Lipka, Sara

    2007-01-01

    Last week, commissioners of the Knight Foundation Commission on Intercollegiate Athletics organized a meeting to tackle recruiting problems and gender inequalities in college sports, but another topic--the high pay of football and men's basketball coaches--came up repeatedly. This article reports on what the commission intends to do in order to…

  9. 饭店业一线员工情绪失调、薪酬与晋升对工作满意度和离职倾向的作用机制研究:组织支持感的调节作用%The Functional Mechanism of Hotel Frontline Employee's Emotional Dissonance,Salary,Promotion Chances to Job Satisfaction and Turnover Intention: The Moderating Effect of Perceived Organizational Support

    Institute of Scientific and Technical Information of China (English)

    李恒云; 龙江智

    2011-01-01

    This paper was based on 400 frontline service providers gathered from Dalian's 15 hotels to analyze the effects of emotional dissonance,promotion chances,salary and the moderating effects of perceived organizational support in the course of decision of job satisfaction and turnover intention by using hierarchical regression analysis.The results of the analysis indicates that the factors that affect job satisfaction are negative emotional dissonance,perceived organizational support,and promotion chances;the factors that affect turnover intention are salary and promotion chances;perceived organizational support moderates the relationship between positive emotional dissonance and job satisfaction;and it also moderates the effect of promotion chances on turnover intention.On this basis,we made some specific recommendations to the hotel catering enterprises.%本文选择了大连市15家饭店的400名一线服务人员作为抽样对象,然后运用阶层回归的方法分析了我国饭店业一线员工的情绪失调、薪酬和晋升对员工离职倾向和工作满意度的影响,并进一步检验了组织支持感在决定员工工作满意度和离职倾向中的调节效应。研究结果显示:(1)影响员工工作满意度的因素包括负向情绪失调、组织支持感和晋升;(2)影响员工离职倾向的因素包括薪酬和晋升;(3)组织支持感调节员工正向情绪失调与工作满意度之间,以及晋升机会与员工离职倾向间的关系。在此基础上,对饭店企业提出了一些有针对性的建议。

  10. On Impacts of Real Estate Brokers’Traits on Their Job Performance and Salary in the Period of Overheated Market in Taichung City%探讨台中房市景气时期不动产经纪人之人格特质对工作绩效与薪资所得之影响

    Institute of Scientific and Technical Information of China (English)

    何舒毅

    2015-01-01

    不同的人格特质,可能会导致行为的不同,产生行为上的差异,员工所拥有的不同的人格特质不但有助于企业生产力,更是使企业永续经营的重要基石。过去几年来,由于台湾房市在多头的发展下,许多企业往往过度以追求利润为首要目标,但却忽略了员工人格特质的重要性。将五大人格特质结合不动产经纪人去探讨是否不同的人格特质将对工作绩效产生影响,进而使薪资所得产生差异。首先用问卷方式得知五大人格特质以及薪资所得,再以访谈方式进行工作绩效的分析,访谈结束后将由问卷得知的选项进行五大人格特质的分析统计,将其结果与访谈内容做结合,即可得知受访者所属的人格特质是否与受访者本身认为的人格特质相同。本研究共有八位(代码:A至H)受访者,其中有三位属于开放性,两位属于严谨性,三位属于外向性。研究结果显示,发现属于外向性的B与开放性的E受访者兼具高工作绩效与高薪资所得。根据研究结果,希望能给不动产之业界做为参考。%In the past, with the development of global economy, companies would have set their primary goal as pursuing as high profits as they could. While HR personnel spent lots of money and times in improving employees' knowledge,skills,and abilities;they might have ignored the importance of employees' other characteristics such as per-sonalities of employees. How to recognize and manage employees' personality as one of niches might have become an important issue in today's fierce business world. In this study, the qualitative research methods would be applied to in-vestigate impacts on job performance and salary of the real estate agents by using the Big Five personality traits.

  11. On Impacts of Real Estate Brokers’Traits on Their Job Performance and Salary in the Period of Overheated Market in Taichung City%探讨台中房市景气时期不动产经纪人之人格特质对工作绩效与薪资所得之影响

    Institute of Scientific and Technical Information of China (English)

    何舒毅

    2015-01-01

    In the past, with the development of global economy, companies would have set their primary goal as pursuing as high profits as they could. While HR personnel spent lots of money and times in improving employees' knowledge,skills,and abilities;they might have ignored the importance of employees' other characteristics such as per-sonalities of employees. How to recognize and manage employees' personality as one of niches might have become an important issue in today's fierce business world. In this study, the qualitative research methods would be applied to in-vestigate impacts on job performance and salary of the real estate agents by using the Big Five personality traits.%不同的人格特质,可能会导致行为的不同,产生行为上的差异,员工所拥有的不同的人格特质不但有助于企业生产力,更是使企业永续经营的重要基石。过去几年来,由于台湾房市在多头的发展下,许多企业往往过度以追求利润为首要目标,但却忽略了员工人格特质的重要性。将五大人格特质结合不动产经纪人去探讨是否不同的人格特质将对工作绩效产生影响,进而使薪资所得产生差异。首先用问卷方式得知五大人格特质以及薪资所得,再以访谈方式进行工作绩效的分析,访谈结束后将由问卷得知的选项进行五大人格特质的分析统计,将其结果与访谈内容做结合,即可得知受访者所属的人格特质是否与受访者本身认为的人格特质相同。本研究共有八位(代码:A至H)受访者,其中有三位属于开放性,两位属于严谨性,三位属于外向性。研究结果显示,发现属于外向性的B与开放性的E受访者兼具高工作绩效与高薪资所得。根据研究结果,希望能给不动产之业界做为参考。

  12. The effect of octopaminergic compounds on the behaviour and transmission of Gyrodactylus

    Directory of Open Access Journals (Sweden)

    Bron James E

    2011-10-01

    Full Text Available Abstract Background The high transmission potential of species belonging to the monogenean parasite genus Gyrodactylus, coupled with their high fecundity, allows them to rapidly colonise new hosts and to increase in number. One gyrodactylid, Gyrodactylus salaris Malmberg, 1957, has been responsible for devastation of Altantic salmon (Salmo salar L. populations in a number of Norwegian rivers. Current methods of eradicating G. salaris from river systems centre around the use of non-specific biocides, such as rotenone and aluminium sulphate. Although transmission routes in gyrodactylids have been studied extensively, the behaviour of individual parasites has received little attention. Specimens of Gyrodactylus gasterostei Gläser, 1974 and G. arcuatus Bychowsky, 1933, were collected from the skin of their host, the three-spined stickleback (Gasterosteus aculeatus L., and permitted to attach to the substrate. The movements of individual parasites were recorded and analysed. Results The behaviour patterns of the two species were similar and parasites were more active in red light and darkness than in white light. Four octopaminergic compounds were tested and all four inhibited the movements of parasites. Treatment ultimately led to death at low concentrations (0.2 μM, although prolonged exposure was necessary in some instances. Conclusions Octopaminergic compounds may affect the parasite's ability to locate and remain on its host and these or related compounds might provide alternative or supplementary treatments for the control of G. salaris infections. With more research there is potential for use of octopaminergic compounds, which have minimal effects on the host or its environment, as parasite-specific treatments against G. salaris infections.

  13. Le maintien en emploi du salarié handicapé : effets et limites de l’obligation d’accommodement raisonnable en droit québécois Retention of employment of disabled employees : effects and limitations of reasonable accommodation under Québec Law Mantenimiento en empleo del asalariado discapacitado : efectos y límites de la obligación de acomodamiento razonable en derecho quebequense

    Directory of Open Access Journals (Sweden)

    Anne-Marie Laflamme

    2010-05-01

    Full Text Available Au Québec, l’obligation d’accommodement raisonnable, corollaire du droit à l’égalité consacré par les chartes des droits de la personne, a pris une ampleur telle qu’elle confère aujourd’hui aux salariés handicapés une véritable protection du lien d’emploi. Dans la première partie de l’article, l’auteure expose le changement de paradigme résultant de cette évolution jurisprudentielle et circonscrit les paramètres de l’obligation d’accommodement raisonnable qui incombe à l’employeur à l’égard de ses salariés incapables d’accomplir leurs fonctions en raison de leur état de santé. L’auteure souligne ensuite que cette évolution s’est toutefois effectuée en marge du régime de réparation des lésions professionnelles. Ce régime exclusif, jugé avant-gardiste au moment de son adoption, se révèle même aujourd’hui, à certains égards, désavantageux pour les travailleurs victimes d’une lésion professionnelle, du moins en ce qui concerne le maintien du lien d’emploi.In the province of Québec, the right to reasonable accommodation, the corollary of the right to equality established under the charters of human rights, has taken such a dimension that it provides disabled employees with true protection with respect to maintenance of the employment relationship. In the first part of this paper, the author exposes the paradigm shift resulting from this evolution in case law, and defines the parameters of the right to reasonable accommodation that the employer must respect for employees unable to perform their duties due to their medical status. The author then emphasizes that this change has occurred outside the industrial accidents and occupational diseases compensation plan. Moreover, this exclusive regime, innovative at the time of its adoption, has become, in some respects, disadvantageous for employees with an employment injury, at least with regard to maintaining the employment relationship

  14. Riigi suveräänsuse mõiste määratlusest 20. sajandi lõpu Eestis : [bakalaureusetöö] / Siiri Malmberg ; Akadeemia Nord, õigusteaduskond ; juhendaja: Peeter Järvelaid

    Index Scriptorium Estoniae

    Malmberg, Siiri

    2004-01-01

    Suveräänsuse mõiste määratlemisest 19. ja 20. sajandi õigusteoorias, Ida-Euroopa õigusteaduses ja riigiõiguslikus praktikas 20. sajandil, diskussioon Eesti suveräänsusest 20. sajandi lõpus ja 21. sajandi algul

  15. On the Influence of Allowance and Pay Gap to the Civil Servants' Pay Equity --The Analysis with Civil Servants and Enterprises' Salary Data in Three Central Provinces I%津补贴、薪酬差距与行政机关公务员薪酬公平——基于中部三省公务员与企业薪酬数据的实证分析

    Institute of Scientific and Technical Information of China (English)

    张广科

    2012-01-01

    本文以公务员薪酬管制为制度背景,对如下两个问题进行了探讨和实证检验:(1)行政机关公务员津补贴标准如何确定,对公务员内部薪酬公平有何影响?(2)公务员薪酬在企业中的“相当人员”如何界定,公务员薪酬水平是否过高?研究发现,机构自定津补贴印迹明显,“机构类型、单位总收入、职务级别”引致的公务员津补贴差距主导了公务员薪酬内部的不合理差距;公务员可比名义薪酬外部公平的参照指标应该是企业中管理类岗位的平均工资,但目前公务员的可比名义薪酬略低于企业中“相当人员”的可比薪酬。本文研究为我国公务员薪酬制度新一轮的改革提供了支撑。%Based on the pay control of the civil servants, the paper discussed the following two problems: ( 1 ) How the allowances and subsidies of civil servants in administrative organs are determined? What impact the allowances and subsidies have brought to the internal equity of the civil servants' pay? (2)As to the allowances and subsidies, who are the "comparable positions" in the enterprise with the civil servants? How to define the level of civil servants' pay is too high? In order to research the above issues, the group selected three provinces in the central region with the roughly same economic level to survey in 2008 to 2009. Each of the provinces have chosen seven cities, including a provincial capital city, three prefecture -level cities and three countylevel cities. In accordance with the equipotent principle, each different province selected 3000 civil servants samples and 500 employees sample to survey, including 9000 civil servants' pay data and 1500 employees' pay data. Finally, the 5256 valid questionnaires of the civil servants' pay and the 1031 valid questionnaires of the employees' salary are collected. The research content and conclusion as follows: ( 1

  16. POLÍTICA Y COMPORTAMIENTO SALARIAL EN LAS UNIVERSIDADES VENEZOLANAS 1985-2006

    Directory of Open Access Journals (Sweden)

    José G. Villa

    2015-06-01

    Full Text Available Este trabajo tiene como objetivo principal analizar las políticas salariales y el comportamiento del salario en las Universidades nacionales en Venezuela para el período 1985-2006. El enfoque teórico se fundamenta en las categorías de análisis de la Organización Internacional del Trabajo (OIT, Los acuerdos OPSU-CNU, Legislación del Trabajo, y Actas Convenios. La estrategia metodológica es de tipo descriptiva. La información se procesó con el programa estadístico SPSS 16.0 en español. Se buscó explicación de los efectos que tienen los indicadores económicos: Inflación y tipo de cambio tienen sobre el salario así la comparación en referencia a la canasta básica y alimentaria. También se comparó en términos relativos del equivalente de las normas de homologación con el tipo de cambio y el salario mínimo tanto real como nominal. Los resultados de esta investigación: Salario real desmejorado, relación inversa del salario en términos del tipo de cambio, la brecha es cada vez más estrecha con el salario mínimo de subsistencia y los sueldos de los profesores, efectos perversos de los indicadores económicos, posición flexible de los gremios frente al gobierno con escaso liderazgo de la dirigencia y con discurso poco motivador de las masas laborales, violación de los principios fundamentales del derecho al no cumplir con las normas de homologación, escaso poder adquisitivo de los docentes para obtener la canasta básica y la canasta normativa de alimentos, casi nula la capacidad de ahorro, llegando a la conclusión que si ha disminuido la calidad de vida del profesor universitario durante el periodo 1985-2006.

  17. Employment, Salary & Placement Information for Johnson County Community College Career Programs.

    Science.gov (United States)

    Conklin, Karen A.

    More than forty-six career programs are offered at Johnson County Community College (JCCC) in Kansas, in such areas as Cosmetology, Dental Assistance, and Travel and Tourism. These programs specialize in the types of industries that are currently growing at high rates, such as computer-related occupations and special education teachers. This…

  18. Workforce and Salary Survey Trends: Opportunities and Challenges for the American Association of Medical Dosimetrists

    Energy Technology Data Exchange (ETDEWEB)

    Mills, Michael D., E-mail: mdmill03@exchange.louisville.edu

    2015-07-01

    The American Association of Medical Dosimetrists (AAMD) designed and directed 2 surveys of the AAMD membership. The first was in 2011 and the second in 2014. There were a number of questions common to both surveys, and this article seeks to evaluate these common questions to determine trends among the professional membership of the AAMD. It is demonstrated that the observed trends are consistent with the goals and objectives established by the leadership of the AAMD and the Medical Dosimetry Certification Board (MDCB) for the medical dosimetry community. In addition, certain challenges and opportunities involving the scope of practice for the medical dosimetry profession are discussed.

  19. Introduction of a System of Internal Taxation of Salaries and Emoluments

    CERN Document Server

    2005-01-01

    Pursuant to the principle of equality of States and in line with the provisions of the Protocol on the Privileges and Immunities of CERN, it is proposed to introduce at CERN the system of internal taxation of remuneration, payments and other financial benefits paid by the Organization to members of the personnel and to the Director-General described in this document.

  20. Introduction of a System of Internal Taxation of Salaries and Emoluments

    CERN Document Server

    2005-01-01

    Pursuant to the principle of equality of States and in line with the provisions of the Protocol on the Privileges and Immunities of CERN, it is proposed to introduce at CERN the system of internal taxation of remuneration, payments and other financial benefits paid by the Organization to members of the personnel and to the Director-General described in this document. Consequently : 1) The Finance Committee is invited to: - recommend the Council to approve the introduction of the system of internal taxation described in this document and the amendments to the Staff Rules set out in the Annex (new Article IV 2.01); - approve the amendments to the Staff Regulations set out in the Annex (new Articles R IV 2.01 to R IV 2.04 and Annex R A 1 bis), subject to the approval of the proposed system by the Council. 2) The Council is invited to approve the introduction of the system of internal taxation described in this document and the amendments to the Staff Rules set out in the Annex (new Article IV 2.01). The aforemen...

  1. 40 CFR 13.22 - Salary offset when EPA is the creditor agency.

    Science.gov (United States)

    2010-07-01

    ... included in the employee's personnel file and documented in the EPA payroll system); (7) The right to a...; (8) The method and time for requesting a hearing; (9) That the filing of a request for hearing within... consist of the hearing official making a decision based upon a review of the claims file and any...

  2. Crisis, desempleo y política salarial en la Zona Euro

    OpenAIRE

    Uxó González, Jorge; Seminario del Máster en Política Económica y Economía Pública; Valencia, 21 de enero

    2015-01-01

    Conferencia a cargo de Jorge Uxó González (Universidad de Castilla La Mancha) en el marco del Seminario del Máster en Política Económica y Economía Pública organizado por la Facultad de Economía de la Universitat de València.Producció: Centre de Formació i Qualitat Manuel Sanchis Guarner (http://www.uv.es/cfq)

  3. La politica economica in una economia con salari indicizzati al 100% o più

    Directory of Open Access Journals (Sweden)

    Franco Modigliani

    1977-03-01

    Full Text Available The article analyses the behavior of an open economy in which wages are fully indexed to prices. It specifically deals with the dynamics of inflation, aggregate demand, balance-of-payments deficits and the public budget deficit.

  4. 36 CFR 1201.33 - How will NARA coordinate salary offsets with other agencies?

    Science.gov (United States)

    2010-07-01

    ... been approved by OPM under 5 CFR part 550, subpart K; and (v) That NARA has met the certification... its regulations adopted under 5 U.S.C. 5514 and 5 CFR part 550, subpart K), certify the total amount.... 5514 and 5 CFR part 550, subpart K), the paying agency will provide written notice of the...

  5. Desigualdade salarial entre raças no mercado de trabalho urbano brasileiro: aspectos regionais

    Directory of Open Access Journals (Sweden)

    Filipe R. Campante

    2004-06-01

    Full Text Available Este artigo insere-se na incipiente literatura sobre discriminação racial no Brasil. De modo análogo à contribuição de Soares (2000, utilizamos a decomposição de Oaxaca-Blinder ao longo da distribuição de salarios na PNAD de 1996 para mensurar o componente de discriminação no diferencial de salários entre brancos e negros, incluindo controles para persistência de desigualdades educacionais. De outra parte, reconhecendo as diferenças econômicas e de composição racial entre regiões no Brasil, estabelecemos um perfil comparativo da discriminação no Nordeste e no Sudeste. Os resultados confirmam o perfil ''elitista'' da discriminação racial, identificado por Soares, mas esclarecem que parte do componente atribuido à discriminação no mercado de trabalho deve-se à persistência de desigualdades educacionais entre raças. Quanto ao perfil regional, conclui-se que o mercado de trabalho é um locus mais importante do problema racial no Sudeste do que no Nordeste, embora o perfil elitista esteja presente em ambas as regiões.This paper contributes to the literature on racial discrimination in Brazil. Analogously to Soares (2000, we make use of the Oaxaca-Blinder decomposition, applied to the whole distribution of wages in the 1996 PNAD, to measure the discrimination component of wage differentials between blacks and whites, controlling for persistent educational inequalities. We also provide a comparative profile of racial discrimination in the Northeast and the Southeast, recognizing the important differences across regions in Brazil, both in terms of economic variables and of racial composition of the population. Our results confirm the ''elitist'' nature of Brazilian racial discrimination that was identified by Soares, but reveal that part of the component of wage differentials ordinarily attributed to labor market discrimination is actually explained by persistent educational inequalities between races. The regional profile suggests that the labor market is a more important locus of the racial issue in the Southeast than in the Northeast, although the elitist feature is present in both regions.

  6. Evolución de la desigualdad salarial regional en México, 1994-2003

    Directory of Open Access Journals (Sweden)

    David Castro Lugo

    2011-01-01

    sugieren una disminución de la brecha total a partir de 1995, así como una tendencia a la homogenización de la remuneración laboral al interior de las regiones, mientras que entre ellas la diferencia aumenta asociada a factores como la dotación de factores, precio de los mismos y elementos inobservados propios de las regiones.

  7. 微薄的薪水,高尚的情操%Meagre Salaries,Big Hearts

    Institute of Scientific and Technical Information of China (English)

    2007-01-01

    @@ Liu Ling,Zhu Yuan and Ting Ting(names changed)are tour guides who double as office workers at the travel agency where they work.All three are smart,intelligent,pretty and in their twenties.They dress well,have their hair done every once in a way and smoke cigarettes three times the price of the ones I do.Mine cost me 4 yuan a pack and theirs about 13.

  8. Your salary run faster than CPI?%你的工资跑过CPI了吗?

    Institute of Scientific and Technical Information of China (English)

    杨涛

    2008-01-01

    最近一年来,CPI(消费价格指数)如同脱缰野马一般,一路狂奔上涨,令政府和经济学家都目瞪口呆。其中,主副食品价格上涨最令人生疑,从开始阶段猪肉"一枝独秀"地上涨,到后来几乎所有食品价格都在涨,其背后究竟是什么原因在推动疯狂的价格呢?而由于当前我国仍处于"民以食为天"的阶段.主副食品价格的上涨,为中低收入者提供了通胀最直接的痛苦感受。

  9. Do More, Add More, Earn More: Teacher Salary Redesign Lessons from 10 First-Mover Districts

    Science.gov (United States)

    Miles, Karen Hawley; Pennington, Kaitlin; Bloom, David

    2015-01-01

    William Taylor, 29, a third generation Washington, D.C. resident stands out for a number of reasons. For one, he is an African American man who taught math at an elementary school for many years. Taylor excelled in the role, so much so that he now coaches his fellow math teachers at Aiton Elementary School, which is located in a high-poverty…

  10. Technological change and salary variation in Mexican regions: Analyzing panel data for the service sector

    OpenAIRE

    Mario Camberos C.; Luis Huesca Reynoso; David Castro Lugo

    2013-01-01

    In this paper Hypothesis Biased Technological Change is applied for Mexican workers services sector, belonging several Mexican regions. Economics Census microdata, 1998, 2003 and 2008 are used. Hypothesis is proved with technological gaps, under consideration of different index and result statistics consistency by taking account panel analysis. Mayor wages differences at 2008 year were find out between Capital region and South one, about five hundred percent on 1998 year; but it was lower on ...

  11. Technological change and salary variation in Mexican regions: Analyzing panel data for the service sector

    Directory of Open Access Journals (Sweden)

    Mario Camberos C.

    2013-07-01

    Full Text Available In this paper Hypothesis Biased Technological Change is applied for Mexican workers services sector, belonging several Mexican regions. Economics Census microdata, 1998, 2003 and 2008 are used. Hypothesis is proved with technological gaps, under consideration of different index and result statistics consistency by taking account panel analysis. Mayor wages differences at 2008 year were find out between Capital region and South one, about five hundred percent on 1998 year; but it was lower on 2008, two hundred percent. This result is in correspondence with diminishing technological gap, perhaps caused by economic crisis impact.

  12. Silent Escalation: Salaries of Senior University Administrators in Ontario, 1996-2006

    Science.gov (United States)

    Essaji, Azim; Horton, Sue

    2010-01-01

    The real compensation of senior university administrators in Ontario has increased by over 43% in the last decade. The escalation is especially pronounced for presidents and provosts: their pay has risen by 63% in real terms between 1996 and 2006. These trends have been evident in universities of all types, for both genders and for professional as…

  13. Diverse Pattern-making Approaches, Salary Differentials And Skills Gaps In Apparel Industry

    OpenAIRE

    Japjee Kaur Kohli; Mankomal Kaur Thapar

    2013-01-01

    Abstract:Pattern-making is an important stage in apparel manufacture. Indian apparel industry employs both fashion designers and pattern makers (FD&PM) for developing patterns for apparel production. Employed FD&PM possess varied qualifications, work experience, back-grounds and come from different geographical regions. Migratory nature of workforce has also contributed in use of self developed pattern making approaches. Numerous pattern-making approaches have been evolved since beginning of ...

  14. Réussir à l'université avec un emploi salarié

    OpenAIRE

    Jekaterina Dmitrijeva; Loïc du Parquet; Yannick L'Horty; Pascale Petit

    2014-01-01

    Using data from a randomized social experiment conducted in French Univesité du Maine in 2010-2012, we investigate how to mitigate the negative impact of student work on academic achievement. The experimented program consisted in proposing the students, willing to work, an access to a large set of job offers, collected from local firms and compatible with college schedule. A total of 468 students participated in the trial and half of them (the test group) have accessed more than 2 000 job off...

  15. Unemployment Rates and Starting Salaries: Are Australian Graduates at the Whim of the Wage Curve?

    Science.gov (United States)

    Carroll, David

    2011-01-01

    The existence of an inverse relationship between wage levels and regional unemployment rates, commonly referred to as the wage curve, is well established in the economic literature and was described by Card (1995) as being "close to an empirical law of economics". This microeconomic wage-unemployment relationship, first identified by…

  16. Using Economic Incentives to Recruit Community College Faculty: Effects of Starting Salary and Healthcare Benefits Plan

    Science.gov (United States)

    Winter, Paul A.; Petrosko, Joseph M.; Rodriguez, Glenn

    2007-01-01

    Staffing the nation's community colleges with qualified faculty is an emerging problem. The problem results from massive retirements among members of the post-WW II "baby boom" generation and intense competition from other sectors of the economy for scarce human talent. This study was a faculty-recruitment simulation designed to investigate the…

  17. A ADMINISTRAÇÃO SALARIAL ACOMPANHA AS INOVAÇÕES TECNOLÓGICAS?

    OpenAIRE

    Maria Lúcia Gili Massi; Cíntia dos Santos Alves; Elias Castilho Pereira; Sara Célia Teixeira; Maria das Graças Dias Silva.

    2011-01-01

    The accelerated rhythm of technological changes forces organizations to promote innovations in their products, processes and services if they want to keep their businesses. In order to do this, they must maintain their coworkers up-to-date. To attend this demand, the practice of managing human resources by competences is becoming more frequent. The organizations are slowly redrawing its normative dimensions, but the question that still remains is if they are also improving models for ad...

  18. The relation of charismatic leadership and organizational citizenship behavior: The role of 'tenure' and 'salary' variables

    OpenAIRE

    Aslan, Şebnem

    2009-01-01

    Expanded abstract The competitive environment of present day, active and efficient work of the organizations depend on their extra role behavior works than their in role behavior. Showing extra role behavior is stated as OCB. On the other hand, active leadership is mentioned when the workers contribute to production and/or services willingly not because of their being forced. One's running the feelings of subordinates and identifying himself by using his own personal features and power is o...

  19. The relation of charismatic leadership and organizational citizenship behavior: The role of 'tenure' and 'salary' variables

    OpenAIRE

    Şebnem Aslan

    2009-01-01

    Expanded abstract The competitive environment of present day, active and efficient work of the organizations depend on their extra role behavior works than their in role behavior. Showing extra role behavior is stated as OCB. On the other hand, active leadership is mentioned when the workers contribute to production and/or services willingly not because of their being forced. One's running the feelings of subordinates and identifying himself by using his own personal features and power is...

  20. Actionnariat salarié et enracinement des dirigeants : un essai de compréhension

    OpenAIRE

    Héla Gharbi; Xavier Lepers

    2008-01-01

    We examine in this paper the relationship between employee ownership and Ceo’s entrenchment strategies. Adopting a systemic approach, our analysis includes various control mechanisms able to influence the nature or the intensity of the studied relationship. Our research is based on a quantitative methodology combined with a qualitative approach. Issued from prior literature analysis, our hypotheses are tested for a sample of about 167 French quoted companies and results are discussed. JEL cod...

  1. Humdrum Tasks of the Salaried Men: Edwin Williams, a London County Council Architect at War

    OpenAIRE

    Nick Beech

    2015-01-01

    Working at the London County Council Architects’ Department through the 1930s to 1950s, and known (if at all) as a member of the design team for the Royal Festival Hall, Edwin Williams is usually presented as a regressive figure, his design work marked by his Beaux Arts training. Using archival evidence and histories of the construction industry, this paper sets out Williams’s role in the organisation of rescue and recovery services in London during the Second World War. The paper argues that...

  2. O custo salarial da duração do desemprego para o trabalhador

    Directory of Open Access Journals (Sweden)

    Paulo Aguiar do Monte

    2009-12-01

    Full Text Available This paper analyzes the influence of unemployment on occupational reinsertion, specifically on the wage earned by the workers who transitioned from unemployment to being employed. Using sample data from Monthly Employment Survey (PME, 2000, from Brazil, and quantile regression techniques, this study provides evidence about the relationship between duration of unemployment and wage loss. The results show a heterogeneous chance to remain unemployed, in favor, mainly, of less qualified workers, and, in addition, wage losses are observed when the employed find a new job (occupational reinsertion. Moreover, in general, workers who have more qualification are more penalized, regardless of the quantile conditional wage distribution they are in, indicating a greater loss for employees in jobs that require higher qualification.

  3. "I Pay Your Salary!" Manifestations of Student Consumerism in the Classroom

    Science.gov (United States)

    Plunkett, Anthony D.

    2011-01-01

    This qualitative case study explored the Student Consumerism phenomenon as displayed by post-secondary students as perceived by their instructors. Because it was not entirely understood how post-secondary instructors react to the manifestations that occur due to Student Consumerism style of behaviors, this study examined the phenomenon from that…

  4. Trade openness, space relocation and regional salaries in México

    Directory of Open Access Journals (Sweden)

    David Castro Lugo

    2010-01-01

    Full Text Available The central objective of this document is to identify the occupational transformations among cities, as well as to explore if other elements related to the regional characteristics exist, such as economies of agglomeration and accessibility to the markets, that influence in the wage differences among cities. The most relevant methodological contribution that distinguishes it of previous studies in México is that for the analysis uses information at level of micro data of wage-earning workers of the National Survey of Urban Employment used for the period 1992-2002 considering 33 urban areas. The results of this research indicate changes in the spatial distribution of the manufacturing activities. Also, it is evidence that the economies of agglomeration and accessibility to the markets they have relevance in the wage disparity in the later years to the Free Trade Agreement of North America, although its influences is different by activity.

  5. Short Report. Audit of Conscious Sedation Provision in a Salaried Dental Service.

    Science.gov (United States)

    Jones, Stephen G

    2016-01-01

    Clinical audit is a tool that may be used to improve the quality of care and outcomes for patients in a health care setting as well as a mechanism for clinicians to reflect on their performance. The audit described in this short report involved the collection and analysis of data related to the administration of 1,756 conscious sedations, categorised as standard techniques, by clinicians employed by an NHS Trust-based dental service during the year 2014. Data collected included gender, age and medical status of subject, the type of care delivered, the dose of drug administered and the quality of the achieved sedation and any sedation-related complications. This was the first time that a service-wide clinical audit had been undertaken with the objective of determining the safety and effectiveness of this aspect of care provision. Evaluation of the analysed data supported the perceived view that such care was being delivered satisfactorily. This on-going audit will collect data during year 2016 on the abandonment of clinical sessions, in which successful sedation had been achieved, due to the failure to obtain adequate local anaesthesia.

  6. Diferença salarial e aposentadoria dos professores do ensino fundamental

    OpenAIRE

    Kalinca Léia Becker; Ana Lúcia Kassouf

    2012-01-01

    Este estudo analisa a diferença de remuneração dos professores do ensino fundamental homens e mulheres, das redes pública e privada de ensino, considerando também os benefícios da aposentadoria. Para isso, utiliza-se o cálculo do valor presente do contrato de trabalho (VPCT) e o método de decomposição do rendimento de Oaxaca. A remuneração dos professores da rede pública é, em média, maior em comparação a rede privada. O salário dos professores homens da rede pública de ensino é 6% maior que ...

  7. Salaries and Salary Scales of Full-Time Teaching Staff at Canadian Universities, 2008/2009: Preliminary Report. Culture, Tourism and the Centre for Education Statistics. Research Paper. Catalogue no. 81-595-M No. 076

    Science.gov (United States)

    Statistics Canada, 2009

    2009-01-01

    The data in this report are drawn from the "University and College Academic Staff Survey" ("UCASS"). Conducted since 1946, "UCASS" presents a national picture of the socio-economic characteristics of full-time university teachers in degree-granting institutions. The survey is conducted annually, with a reference date of October 1. Therefore, the…

  8. Salaries and Salary Scales of Full-Time Teaching Staff at Canadian Universities, 2006/2007: Final Report. Culture, Tourism and the Centre for Education Statistics. Research Paper. Catalogue no. 81-595-M No. 073

    Science.gov (United States)

    Statistics Canada, 2009

    2009-01-01

    The data in this report are drawn from the "University and College Academic Staff Survey" ("UCASS"). Conducted since 1946, "UCASS" presents a national picture of the socio-economic characteristics of full-time university teachers in degree-granting institutions. The information is conducted annually, with a reference date of October 1. Therefore,…

  9. Trabalho e reestruturação produtiva no Brasil neoliberal: precarização do trabalho e redundância salarial Work and productive restructuring in neoliberal Brazil: precariousness of work and salary redundancy

    Directory of Open Access Journals (Sweden)

    Giovanni Alves

    2009-12-01

    Full Text Available O objetivo do artigo é tratar das mutações sociais que ocorrem no mundo do trabalho a partir da era neoliberal no Brasil. Examina-se a precarização do trabalho como sendo elemento compositivo do novo metabolismo social que emerge com a reestruturação produtiva do capital e a constituição do Estado neoliberal. Apresenta-se como bases objetivas da precarização do trabalho, a intensificação (e ampliação da exploração (e espoliação da força de trabalho, o desmonte de coletivos de trabalho e de resistência sindical-corporativa; assim como a fragmentação social nas cidades em virtude do crescimento exacerbado do desemprego em massa.The purpose of this article is to analyze the social mutations that occur in the world of labor based on the neoliberal era in Brazil. It examines the precariousness of work as being an element that composes the new social metabolism that emerges with the productive restructuring of capital and the constitution of the neoliberal State. It presents as the objective causes of the increased precariousness of work the intensification and expansion of the exploitation and plundering of the labor force, the dismounting of labor collectives and of corporate-union resistance; as well as the social fragmentation in the cities due to the exacerbated growth of mass unemployment.

  10. Trap in High Salary Motivation for Civil Servants%公务员高薪激励的陷阱

    Institute of Scientific and Technical Information of China (English)

    郑爱翔; 叶美霞

    2003-01-01

    本文以提高公务员激励功效和解决当前公务员腐败难题为主旨,从分析高薪养廉的理论依据和方法缺陷着手,以公共选择理论中的租金理论为依据,分别运用经济学和政治学双重方法,着力寻找我国公务员激励失效的根源,并对当前我国充分有效地发挥高薪激励的杠杆作用提出了相应的方案.

  11. Reconnaissance et gouvernement des salariés. Au-delà du mépris

    OpenAIRE

    Heller, Thomas

    2012-01-01

    La notion de pathologie sociale de la communication sera appréhendée en relation avec le concept de reconnaissance, développé par le philosophe et sociologue Axel Honneth, et ici rapporté à la communication au sein des organisations. Mais au-delà du rapport entre communication et mépris par lequel se manifeste le pathologique, c’est dans son aspect problématique, dans l’indécidabilité de la valeur éthique de la reconnaissance, que ce rapport est interrogé. Il s’agit moins de mettre au jour le...

  12. A CONDIÇÃO DE PROLETARIEDADE NA MODERNIDADE SALARIAL – POR UMA ANALÍTICA EXISTENCIAL DO PROLETARIADO

    Directory of Open Access Journals (Sweden)

    Giovanni Alves

    2012-07-01

    Full Text Available Nosso objetivo neste ensaio é apresentar o conceito de condição de proletariedade, considerado por nós como a condição existencial fundamental (e fundante da modernidade do capital, que implica homens e mulheres despossuídos dos meios de produção de sua vida social, na situação de “classe social” do proletariado. A “classe” (entre aspas do proletariado é o conjunto social de homens e mulheres, alienados da propriedade/controle social dos meios de produção da vida, que estão subsumidos a uma condição existencial histórico-particular – a condição de proletariedade. 

  13. On Salary Management in Publishing Industry%试论出版社的薪酬管理

    Institute of Scientific and Technical Information of China (English)

    黄海晖

    2003-01-01

    出版业是知识型产业,出版社的竞争归根到底是人才的竞争。薪酬是吸引人才、激励员工的主要手段,因而薪酬管理是出版社人力资源管理的一个核心内容。

  14. Desigualdad y polarización en la distribución del ingreso salarial en México

    Directory of Open Access Journals (Sweden)

    Mario M. Carrillo-Huerta

    2005-01-01

    Full Text Available Este trabajo muestra los resultados de una investigación acerca de la desigualdad y la polarización de la distribución de los ingresos salariales en México. Se basa en información proveniente de las Encuestas Nacionales de Ingresos y Gastos de los Hogares (ENIGH realizadas en 1984, 1992, 1994, 1996, 1998, 2000 y 2002, y consiste en calcular indicadores de desigualdad, tales como el coeficiente de Gini, el coeficiente de variación y el índice de Theil, así como indicadores de polarización a partir de la metodología propuesta por Esteban y Ray. Los resultados muestran que sí existe desigualdad y polarización en esta distribución, que ambas categorías se están acentuando y que uno de los factores claramente asociados con ellas es la educación, medida como escolaridad.

  15. Salary and Decision Making : Relationship Between Pay and Focus on Financial Profitability and Prosociality in an Organizational Context

    NARCIS (Netherlands)

    Jordan, J.

    2010-01-01

    This investigation examined the relationship between organizationally based financial incentives and a focus on profit vs. prosociality during decision making. Participants were 84 managers from a Fortune 200 corporation. Managers read a vignette containing a dilemma and freely generated issues that

  16. Analyzing the Low Salary of Employees from Rural Areas%试析农民工的廉价工资

    Institute of Scientific and Technical Information of China (English)

    杨思远

    2004-01-01

    农民工双重身份和经济地位,使得其劳动力带有半商品的性质.半商品的劳动力使用价值在于能从事不同产业的劳动,而其价值就是廉价工资.廉价工资只包含维持劳动力自身生存所需要的生活资料价值,不含赡养家属及教育培训费用.廉价工资是国有资本、私人资本和国际资本竞相雇用农民工的经济原因.

  17. 房地产行业薪酬设计研究%Research on Salary Design in Real Estate Trade

    Institute of Scientific and Technical Information of China (English)

    袁玲

    2005-01-01

    房地产开发行业是一个蕴含着巨大利润、竞争日趋激烈的行业,人力资源是企业荻取竞争优势的资本,是最最核心的资源.而薪酬激励成为现代人力资源管理的重要组成部分,如何设计科学合理的薪酬体系,实现薪酬效能的最大化,是企业吸引人才、留住人才,增加企业棱心竞争必不可少的管理手段.对房地产行业特征及现状的分析,薪酬体系相关理论的研究探讨,提出了房地产企业在薪酬设计的指导思想及有效见解,为房地产企业具体的薪酬设计提供了有价值的建议.

  18. Can Statistics Tell Us What We Do Not Want to Hear? The Case of Complex Salary Structures

    OpenAIRE

    Gray, Mary W.

    1993-01-01

    It often appears that the most, indeed perhaps the only, effective role of statistics is to bolster decisions policymakers were prepared to take on other grounds. The secondary effects of smoking, the sex differential in SAT scores, the census undercount controvery, the validity of DNA evidence and the evidence of the relation of the race of the victim to the imposition of the death pernalty all provide examples of the intertwining of political and statistical considerations. Although the cou...

  19. Intergovernmental (Dis)incentives, Free-Riding, Teacher Salaries and Teacher Pensions. Upjohn Institute Working Paper No. 15-220

    Science.gov (United States)

    Fitzpatrick, Maria D.

    2015-01-01

    In this paper, I document evidence that intergovernmental incentives inherent in public sector defined benefit pension systems distort the amount and timing of income for public school teachers. This intergovernmental incentive stems from the fact that, in many states, local school districts are responsible for setting the compensation that…

  20. 2012 Year-End Poll of Employers: A Look at Hiring and Salary Projections for the Coming Year. Summary Report

    Science.gov (United States)

    Estrada, Rebecca; Schoenfeld, Gregg

    2012-01-01

    Employers across the globe project a slightly more positive hiring outlook for 2013 compared with 2012, according to responses to the 2012 Year-End Poll of Employers of the Graduate Management Admission Council (GMAC). Hiring decisions in 2012 were influenced by a mixture of economic conditions from the unfolding Eurozone crisis, to slower growth…

  1. Decentramento salariale: la regolamentazione e l’uso di clausole di deroga sui salari in sette paesi europei

    NARCIS (Netherlands)

    M. Keune

    2011-01-01

    Decentralising wage setting in times of crisis? The regulation and use of wage-related derogation clauses in seven European countries The author addresses the issue of wage setting decentralisation from the inter-sectoral to company level through the use of derogation clauses. Sectoral and inter-sec

  2. 高管薪酬必须体现社会公正%High Managers' Salary must Reflect Social Justice

    Institute of Scientific and Technical Information of China (English)

    何平立

    2009-01-01

    2008年金融危机以来,欧美发达国家掀起限制高管高薪的浪潮。美国新任总统奥巴马公布一系列对高管薪酬的限制措施,其中规定凡接受7000亿美元救援计划援助的公司高管们的薪酬上限为50万美元。而德国对接受救市计划援助的公司高管则限定薪酬最高为50万欧元。

  3. On Salary System and Employee Motivation%薪酬制度与员工激励问题研究

    Institute of Scientific and Technical Information of China (English)

    王建春

    2014-01-01

    如何构建有效的薪酬制度,是各类企业都要面对的现实问题.笔者从所在单位的现行薪酬制度实际情况出发,提出当前薪酬制度存在的问题,深入分析了产生的原因.结合当前薪酬制度面临的发展趋势和要求,有针对性地提出了完善薪酬制度的思路与措施,为改进薪酬制度设计做了有益的探索.

  4. [Evolution of salaries and the price of food and domestic fuels in the city of La Paz (1975-1985)].

    Science.gov (United States)

    Laure, J

    1987-03-01

    An analysis was performed on the variations of the food purchasing power of the average industry wage during the period comprised between 1975 and 1984 (increase of 7%), and of the minimum wage between November 1982 and August 1985 (decline of 73%). Development of retail prices in La Paz, for the main food groups, beverages and fuels, was analyzed over the same periods. Variations in work time, paid at average industry wage or at minimum wage, needed to acquire such foodstuffs, beverages or fuels, were also carefully studied. Similarly, development of the cost of calories and proteins was examined. Trends in accessibility of calories and proteins are described. Between 1975 and 1984 these included: a progressive decline in the number of foods that are sources of "cheap" or "very cheap" calories; the same trend was observed with regard to foods which are sources of "cheap" or "very cheap" proteins: A decline in their number and even the disappearance of any source of "very cheap" proteins, and an ever-increasing dependence on agro-industry and foreign imports (notably wheat). Finally, some proposals are made for the purpose of contributing to the establishment of food and nutrition planning. In particular, suggestion is made to automatically reevaluate the minimum wage on the basis of monetary inflation, in order to maintain at least the food purchasing power of the minimum wage. Maintaining this purchasing power greatly determines the nutritional status of the wage-earning population which purchases the most essential foodstuffs. PMID:3454621

  5. Discriminación salarial de la mujer en el mercado laboral de México y sus regiones

    Directory of Open Access Journals (Sweden)

    Reyna Elizabeth Rodríguez-Pérez

    2014-01-01

    Full Text Available El objetivo de este artículo es analizar las remuneraciones salariales por sexo, determinar la brecha y discriminación que existe en México y regiones con respecto a la materia, empleando la descomposición Oaxaca-Blinder y la Encuesta Nacional de Empleo Urbano (eneu 2000-2004. Los resultados indican que existen diferencias salariales por sexo a favor de los hombres y más de 85% de estas desigualdades se vinculan con la discriminación. Por regiones existe un comportamiento heterogéneo con oscilaciones entre 15 y 25% y discriminación que tiende a converger en 20%, con excepción de la capital que se ubica en 13 por ciento.

  6. Nevada Education Statistics. EdTAB Report. School Enrollments, Teacher Salaries, Educational Expenses, University System & Faculty Ratios, Students Teacher Ratios.

    Science.gov (United States)

    Nevada State Dept. of Education, Carson City. Planning, Research and Evaluation Branch.

    Information about education in Nevada is presented in a series of tables and graphs. In 1993 public school enrollment had increased to 235,800, with much of the increase occurring in the last 5 years. Growth in the elementary grades outpaced growth in the secondary grades, largely because of an influx of young families into the state. In addition,…

  7. Study of Taylorism and Salary Mechanism%泰勒制与工资机制问题研究

    Institute of Scientific and Technical Information of China (English)

    刘诚

    2013-01-01

    Taylorism changes Business Administration Experiences to Science and Technology,promoting productivity a lot. But Taylorism is a typical administration of engineers without humanities. At present in China,Labor Quota and Wages by Pieces based on taylorism have become special skills of companies to decrease wages and compel workers to work over time“volunteer-ly”. In fact,labor theory of value is the common cornerstone of the economic theories of Karl Marks and Adams Smith,and pro-tecting labor rights and securing workers to share the benefit of economic development are basic requrements of labor policy and law. Therefore labor quota and the rates of wages by pieces shall abide by labor law, which means overtime pay shall be paid whenevr workers work overtime,even if they haven’ t finished the labor quota. Meanwhile the decision-making process of labor quota and rates of wages by pieces shall be changed from Taylorism to Co-regulation by way of collective bargaining according to the principle of benifiting both labor and management,and the principle of fairness.%泰勒制使管理从经验变为科学,极大地提高了企业的生产效率,但属于典型的工程师管理,缺乏人文关怀。基于泰勒制的劳动定额和计件工资制已经成为许多企业压低劳动者工资、迫使劳动者“自愿”加班的诀窍。劳动创造财富的观点是斯密经济理论和马克思经济理论的共同基石,维护劳动者权利、劳资共享经济发展成果是政策和法律的基本要求。劳动定额和计件工资的确定,不仅必须遵守劳动法---任何情况下安排劳动者延长工作时间,都必须支付加班工资,无论是否完成劳动定额;也应该走出泰勒制、走向共治---坚持劳资两利、公平合理,通过集体协商确定计件工资标准。此外,人力资源管理应该与劳动关系调整结合,坚持以人为本。

  8. ¿FLEXIBILIDAD O RIGIDEZ SALARIAL EN ESPAÑA?: UN ANÁLISIS A ESCALA REGIONAL

    Directory of Open Access Journals (Sweden)

    Ignacio Moral Arce Adolfo Maza Fernández (Universidad de Cantabria

    2010-07-01

    Full Text Available In this article we analyse the wage flexibility in Spain from a regional standpoint. For this purpose, we develop a nonparametric approach to show the connexion between regional wages and unemployment rates, and regional wages and productivities. Later, a new technique is applied to provide more econometric evidence regarding migratory flows; concretely, we estimate an equation using semiparametric estimation techniques. The general conclusion that we draw in the study is that wage flexibility in Spain is reduced. However, the analysis allows us to find some signs of flexibility; first, wages respond in a negative way to regional unemployment rates growth when labour productivity is low; second, labour productivity growths affects regional wages but only when regional unemployment rates is high.

  9. The Persistent Gap: Understanding Male-Female Salary Differentials amongst Canadian Academic Staff. CAUT Equity Review. Number 5

    Science.gov (United States)

    Canadian Association of University Teachers, 2011

    2011-01-01

    There has been a long-standing concern amongst policymakers, economists, and trade unions over the persistent earnings gap between men and women in the Canadian labour market. Although this gap has narrowed over time, women's average hourly wages still remain about 16% lower than that earned by men. The reasons for this inequality in male and…

  10. Soome 2004. aasta parim betoonehitis

    Index Scriptorium Estoniae

    2005-01-01

    Soome 2004. a. parim betoonehitis on Helsingisse vana tehasehoone baasil ehitatud kohtumaja Salmisaaris.Preemia said firmad Kapiteeli OY, arhitektuuribüroo Tuomo Siitonen OY, inseneribüroo Magnus Malmberg OY ja YIT Rakkenus OY

  11. Ups and Downs. The Annual Report on the Economic Status of the Profession, 1998-99.

    Science.gov (United States)

    Academe, 1999

    1999-01-01

    Presents text and data tables covering higher education faculty salaries for the period 1998-1999. A text discussion of academic salaries since the l970s reviews relative and real trends, salary differences between public and private institutions, salary advantages of research universities, gender differences, and other salary inequalities.…

  12. 基于双因素理论的战略性薪酬管理探析%Probing into Strategic Salary Management Based on Duel Factor Theory

    Institute of Scientific and Technical Information of China (English)

    姜春艳

    2015-01-01

    战略性薪酬管理本身就是一种如何将薪酬管理得更好的一种理论.将双因素理论应用于战略性薪酬管理之中,会使得战略性薪酬管理体系的构建更为细致、清晰.区别保健因素与激励因素在薪酬管理中的作用,尽可能遏制激励因素转化为保健因素,加强保健因素成为激励因素.

  13. Hélène Vinceneux, Une analyse historicisée de l’évolution du rapport salarial : division du travail et configurations productives

    OpenAIRE

    Hélène Vinceneux

    2008-01-01

    Thèse soutenue le 21 novembre 2008 à Université des Sciences Sociales Toulouse I, Mention « Très Honorable avec les Félicitations du Jury »Sous la direction de Gabriel COLLETIS Université Toulouse IGabriel COLLETIS Université Toulouse I ; Olivier BROSSARD, IEP Toulouse, ; Patrick DIEUAIDE, Maître de Conférences, Université Paris I  ; François EYMARD-DUVERNAY, Université Paris X, Rapporteur ; Philippe MOATI, Université Paris VII ; Bernard PAULRE, Université Paris I.Mots clé : approche en terme...

  14. Hélène Vinceneux, Une analyse historicisée de l’évolution du rapport salarial : division du travail et configurations productives

    Directory of Open Access Journals (Sweden)

    Hélène Vinceneux

    2008-12-01

    Full Text Available Thèse soutenue le 21 novembre 2008 à Université des Sciences Sociales Toulouse I, Mention « Très Honorable avec les Félicitations du Jury »Sous la direction de Gabriel COLLETIS Université Toulouse IGabriel COLLETIS Université Toulouse I ; Olivier BROSSARD, IEP Toulouse, ; Patrick DIEUAIDE, Maître de Conférences, Université Paris I  ; François EYMARD-DUVERNAY, Université Paris X, Rapporteur ; Philippe MOATI, Université Paris VII ; Bernard PAULRE, Université Paris I.Mots clé : approche en terme...

  15. Labor Supply and Productivity Responses to Non-Salary Benefits: Do They Work? If So, at What Level Do They Work Best?

    OpenAIRE

    Spencer, Marilyn; Gevrek, Deniz; Chambers, Valrie; Bowden, Randall

    2015-01-01

    This study explores the impact of a particular low marginal-cost employee benefit on employees' intended retention and performance. By utilizing a unique data set constructed by surveying full-time faculty and staff members at a public university in the United States, we study the impact of this employee benefit on faculty and staff performance and retention. We focus on the impact of reduction in dependent college tuition at various levels on employees' intentions to work harder and stay at ...

  16. El grado de discriminación salarial de las mujeres en España, 1930: una primera aproximación

    OpenAIRE

    Javier Silvestre Rodríguez

    2005-01-01

    Many studies have shown the existence of discrimination against women during Spanish industrialization. Discrimination may have occurred in the form of pre-market discrimination, such as industrial segregation, or through wage discrimination in the labour market. The aim of this article is to estimate empirically the degree of wage discrimination. The main findings suggest that discrimination could have been high. Because of the lack of better data, the result should be considered, however, a...

  17. 事业单位绩效工资政策解答%Policy Answers to Performance Salary in Public Service Units

    Institute of Scientific and Technical Information of China (English)

    言时

    2010-01-01

    @@ 一、什么是事业单位?事业单位的现状如何? 答:按照2005年4月15日中央机构编制委员会办公室批转国家事业单位登记管理局制定的的规定:"事业单位,是指国家为了社会公益目的,由国家机关举办或者其他组织利用国有资产举办的,从事教育、科研、文化、卫生、体育、新闻出版、广播电视、社会福利、救助减灾、统计调查、技术推广与实验、公用设施管理、物资仓储、监测、勘探与勘察、测绘、检验检测与鉴定、法律服务、资源管理事务、质量技术监督事务、经济监督事务、知识产权事务、公证与认证、信息与咨询、人才交流、就业服务、机关后勤服务等活动的社会服务组织."

  18. Use Excel to Count and Manage the School Performance Salary%运用Excel统计和管理学校绩效工资

    Institute of Scientific and Technical Information of China (English)

    刘来权; 姚坚

    2014-01-01

    为满足学校津贴管理工作需求,根据单位的实际情况,利用Excel规划设计了津贴管理方法,经过两年的使用,效果良好.重点介绍Excel管理津贴的思路和具体做法.

  19. Migración y desigualdad laboral y salarial por género y estatus migratorio de las sinaloenses en Phoenix, Arizona

    Directory of Open Access Journals (Sweden)

    Erika Montoya Zavala

    2011-01-01

    Full Text Available Para analizar la participación de las sinaloenses emigrantes en el mercado laboral en las comunidades de destino, las implicaciones de género y estatus migratorio en el tipo de empleo y sus salarios se estudiaron las características de mujeres y hombres emigrantes de Sinaloa, y se contrastaron con las de las sonorenses radicadas en Phoenix. Esta investigación se basó en la encuesta a hogares mexicanos en Phoenix, de 2007.

  20. La reforma laboral de 2010 y sus efectos económicos sobre el fondo de garantía salarial (FOGASA

    Directory of Open Access Journals (Sweden)

    Remedios Ramón Dangla

    2011-10-01

    Full Text Available El Fogasa garantiza los créditos laborales de los trabajadores en caso del insolvencia del empleador. Al ser público y no estar sujeto a criterios de rentabilidad ha favorecido la mejora del bienestar y ha contribuido a flexibilizar el mercado de trabajo para las pequeñas empresas. La Reforma Laboral de junio de 2010 ampliará esta flexibilización obligando al Fogasa a subvencionar el despido en todas las empresas, incluso el despido improcedente, eso sí, maquillado como objetivo. Lo que provocará, entre otros, un abuso del Fogasa que podrá desembocar en déficit y aumento de su precio.

  1. Preliminary Research of the Experimental Teaching on Salary Management%《薪酬管理》课程实验教学设计

    Institute of Scientific and Technical Information of China (English)

    杨力; 陈百元; 荣怀兵; 方仁友

    2007-01-01

    通过构建《薪酬管理》课程实验教学体系,综合运用案例参与、情景模拟、实践调查等手段,改善该课程传统教学模式,以达到培养学生动手能力和创新能力的目的,并对该课程实验教学中所存在的问题进行分析.

  2. 公司高管薪酬制度的困境与重构%The Predicament and Reconstruction of Corporation Top Management's Salary System

    Institute of Scientific and Technical Information of China (English)

    葛兆强

    2010-01-01

    20世纪90年代以来,公司高管薪酬持续飞涨,即使在全球危机背景下,一些接受政府注资的公司高管仍然领取天价高薪,以致于引起社会各界的口诛笔伐,改革企业高管薪酬制度的呼声越来越高.企业高管薪酬的失衡从根本上源于对传统薪酬制度假设的不合理,而这些理论假定的不合理则源于公司治理的内在缺陷,因此重构薪酬制度,完善激励机制,必须以改革公司治理为逻辑起点.

  3. Teaching Design in Using Excel and Word Making the Salary%用Excel和Word制作工资条教学设计

    Institute of Scientific and Technical Information of China (English)

    幸海琼

    2012-01-01

    根据中等职业学校会计专业的特点,选择与专业紧密相关的内容,要求学生能根据给出的任务,灵活应用相关知识和经验,熟练使用Office办公软件中Word和Excel,掌握制作工资条的方法和技巧.

  4. Study on Salary Management System in Institutions of Higher Learning%对高校薪酬管理制度的探析

    Institute of Scientific and Technical Information of China (English)

    侯艳蕾; 丁全忠; 张慧

    2009-01-01

    随着高校办学经费的多元化和毕业生就业分配自主权的扩大,高校薪酬结构和管理机制都发生了很大的变化.但高校基本薪酬制度在改革的过程中还存在工资总体水平偏低,分配平均主义倾向严重,重经济性报酬轻非经济性报酬,考核、晋升体系不健全等问题.因此,要构建内具公平性、外具竞争性的薪酬管理制度,就需要建立国家宏观调控,适合高校教师职业特点的自主分配的薪酬制度;建立经济性报酬和非经济性报酬并重的薪酬模式;改善酬薪结构,建立清晰化、简单化的薪酬项目;实行严格的招聘、考核、晋升制度;健全福利制度.

  5. The teaching innovation and practice on the course of salary management%薪酬管理课程教改探讨与实践

    Institute of Scientific and Technical Information of China (English)

    李涌来

    2008-01-01

    薪酬管理课程是人力资源管理专业的一门专业主干课程,文章结合课程的教学实践,提出在追求教学模式改革创新的过程中应从优化教学内容、增强专业课程的实践性、改革教学方法等3个方面来构建开放性的教学模式,以达到提高教学质量的目的.

  6. 薪酬设计与管理课程教学改革探析%Study on Salary Design and Management Course Teaching Reform

    Institute of Scientific and Technical Information of China (English)

    林秀君

    2011-01-01

    根据薪酬设计与管理课程教学现状,从课堂教学和课外实践两个角度,结合实践基地的建立和师资队伍的建设,探讨如何改善薪酬设计与管理课程的教学,提高人力资源专业学生薪酬设计与管理的实际操作能力,满足企业对薪酬管理人员的要求.

  7. 公务员工资制度改革的一点感悟%Reflections on the Reform of Civil Servants' Salary System

    Institute of Scientific and Technical Information of China (English)

    徐境

    2011-01-01

    改革收入分配制度,是建设社会主义和谐社会的基础性工作。现行的收入分配制度,不仅造成城乡、行业之间收入差距不断加大,而且,就是同一地区相同职业的不同群体之间,收入差距也大得惊人,我国公务员工资体系中也严重存在这种突出矛盾。%The reform of the income distribution system and the construction of socialist harmonious society is the basic work.The current income distribution system,not only cause between urban and rural,industry wide income gap between,and the same occupation,is the same region between the different groups,the income gap is big also amazing and civil servants in the distribution of income field and has this kind of prominent contradictions.

  8. The effect of dispensable amino acids on nitrogen and amino acid losses in Atlantic salmon (Salmo salar>) fry fed a protein-free diet

    OpenAIRE

    Abboudi, T.; Mambrini, M.; Larondelle, Y.; Rollin, X.

    2009-01-01

    The nutritional role of dispensable amino acids (DAAs) has been seldom studied in fish, while the metabolism of these species is orientated toward the oxidation of amino acids (AAs) for energetic purpose. The objective of this study was to characterize the role of DAAs in the absence of indispensable (1) AA supply in Atlantic salmon and to verify if, as in mammals they play a nutritional role under near maintenance conditions. Therefore we measured the effect of adding DAAs on nitrogen and AA...

  9. 完善工资增长机制是"提低"的关键%Improvement of Salary Rises Mechanism is Key to Uplifting Low-Incomes

    Institute of Scientific and Technical Information of China (English)

    左立臣

    2007-01-01

    @@ 随着首都经济的快速发展,职工收入总体上有显著的提高,但从收入结构上看,还是垄断性行业和经营管理者,以及少量的特殊人才的收入水平增长幅度大,而相当一部分竞争性行业和普通职工的工资增长相对缓慢,甚至出现在企业经济效益不断增长的情况下,而在"强资本,弱劳动"以及劳动力供大于求,致使劳动市场低价位等影响下,工资收入多年得不到有效增长.

  10. 影响企业薪酬预算的主要因素%Main Factors Influencing Salary Budget of an Enterprise

    Institute of Scientific and Technical Information of China (English)

    李艳辉; 郝锋

    2008-01-01

    就企业在薪酬预算过程中,必须重视和考虑外部因素对企业薪酬水平及增长幅度的影响,以及对企业人员变化情况、薪酬变动趋势和财务状况及薪酬支付能力等内部因素进行了比较深入浅出的论述和分析.特别是在决定企业薪酬水平和增长幅度的关键环节采用了量化形式,力图合理有效地控制和评估人力资源投入产出,使企业的薪酬预算最优化.

  11. Prélèvement extérieur et norme de salaire Deductions Due to Externat Causes and Salary Standards

    OpenAIRE

    Chaouat A.

    2006-01-01

    L'article résume une thèse ayant trait aux problèmes macroéconomiques des prélèvements extérieurs (hausse du prix du pétrole, choc dollar, etc. ) et de l'évolution des salaires réels. Deux questions ont été plus particulièrement étudiées : d'une part, la courbe optimale de progression des salaires réels en cas de prélèvement extérieur, et d'autre part, l'évolution actuelle à préconiser en France, compte tenu de l'historique de la répartition sur les revenus des agents intérieurs des ponctions...

  12. Case study on salary management system of real estate enterprises%房地产公司薪酬管理制度个案研究初探

    Institute of Scientific and Technical Information of China (English)

    梁晓红

    2006-01-01

    薪酬管理是现代企业人力资源管理中的一个重要环节,在吸引人才、激励人才和留住人才方面起着至关重要的作用.通过对上海一家房地产有限公司的薪酬体系进行个案研究和探索,找出该体系中存在的问题,并提出分析和解决方案.文章力图通过个案研究来阐释房地产界薪酬管理的内在规律,进而为提高房地产界薪酬管理制度提出有效的方法.

  13. Prélèvement extérieur et norme de salaire Deductions Due to Externat Causes and Salary Standards

    Directory of Open Access Journals (Sweden)

    Chaouat A.

    2006-11-01

    Full Text Available L'article résume une thèse ayant trait aux problèmes macroéconomiques des prélèvements extérieurs (hausse du prix du pétrole, choc dollar, etc. et de l'évolution des salaires réels. Deux questions ont été plus particulièrement étudiées : d'une part, la courbe optimale de progression des salaires réels en cas de prélèvement extérieur, et d'autre part, l'évolution actuelle à préconiser en France, compte tenu de l'historique de la répartition sur les revenus des agents intérieurs des ponctions induites par les deux chocs pétroliers. This article sums up a doctoral thesis on the macroeconomic problems of deductions due to externat causes (oil price increase, impact of the dollar exchange rate, etc. and the evolution of real wages. Two subjects are give more specific attention: (1 the optimum curve of the progression of real wages if a deduction due to externat causes occurs; (2 the present evolution to be recommended in France, taking into account the history of the impact on incomes of the interior agents caused by the drains induced by the two oil price shocks.

  14. On the Salary Management System Construction of Star Hotels in Changsha%长沙星级酒店薪资管理制度建设新探

    Institute of Scientific and Technical Information of China (English)

    刘美林

    2015-01-01

    现代市场经济中,企业之间竞争的最终是人才的竞争,因此,如何选聘人、如何认识人、如何用好人以至于如何留住人等问题越发成为企业经营管理的核心内容。薪酬管理是企业人力资源管理的核心,且日益受到企业管理者们的重视。酒店行业在现代社会发展越来越快,其竞争日益激烈,如何使顾客满意,又如何让员工满意是酒店运转的核心。%In the modern market economy, the competition between enterprises is ultimately talent, therefore, how to understand, hire and retain talent increasingly become the core content of enterprise management. Compensation management is the core of enterprise human resources management, which has aroused the attention of the enterprise managers. The hotel industry is developing faster and faster in the modern society, its competition is even fiercer, how to satisfy the customers as well as the crew members of the hotel is the core issue of hotel operation.

  15. Akademisyen Ücretlerine İlişkin Karşılaştırmalı Bir Analiz A Comparative Analysis Concerned With Academic Salaries

    Directory of Open Access Journals (Sweden)

    Hilmi SÜNGÜ

    2013-09-01

    Full Text Available It is proved fact through scientific studies that the pay has adirect influence on productivity and job satisfaction at the same time.The pay gained as a result of the performance is considered asinterrelated both with the increase in the productivity and improvementin the quality of the service. It is vital for the organizational justice thatpeople who have similar statues and who are performing similar tasksshould receive balanced payments. However, the diversity of the publicservices, redundancy of people and formal institutions providing publicservices make it hard to guarantee a fair payment policy. It is observedas a result of comparative studies that academicians are one of theseoccupational groups who are profoundly affected by the injustice in thepayments. In order to remove the injustice in the formal officers’incomes and attain the defined goals for the 100th anniversary of thefoundation of the Republic within the scope of 2023 vision, talentedindividuals must be encouraged to become academicians. When acomparison made between public officials on the national basis, it isrealized that academic staff working at public universities are not ableto benefit from yearly increases as much as the other public officers andit leads for the fresh academicians to move away from academicprofession. As for the international point of view, it is stated that thepayments that the Turkish academicians get are below the average incomparison to their colleagues. In this study, current situation ofmonthly income of the academicians working at public universities inTurkey and it’s the yearly increases in the payment in time arementioned, national comparisons are made between differentprofessions together with international comparisons betweenacademicians from different countries. Ücretin verimlilik ve iş doyumuna etkisi yapılan akademik çalışmalarda ortaya konulmuş bir gerçektir. Çalışanın verimliliğinin artırılması ve üretilen hizmetin kalitesinin geliştirilmesi ile emeğin karşılığında elde edilen kazanç doğrudan ilişkili olarak görülmektedir. Benzer statülere sahip ve birbirine eşit sayılabilecek görevlerde çalışan bireylere orantılı ücretler verilmesi örgütsel adaletin bir gereğidir. Ancak kamuda; hizmetlerin çeşitliliği, çalışan sayısının fazlalığı, kurum sayısının çok olması gibi nedenler ücret dengesinin sağlanmasını güçleştirmektedir. Karşılaştırmalı çalışmalarda ücret adaletsizliğinden en çok etkilenen gruplardan birinin akademisyenler olduğu görülmektedir. Gelir adaletsizliğini ortadan kaldırmak ve cumhuriyetin kuruluşunun 100 yılında, 2023 vizyonuna ilişkin belirlenen iddialı hedeflere ulaşabilmek için yetenekli bireyleri akademisyenliğe özendirmek gerekmektedir. Ancak ulusal bazda kamu çalışanları arasında bir karşılaştırma yapıldığında üniversitede görev yapmakta olan öğretim elemanlarının özellikle son yıllarda diğer çalışanlara oranla yıllık ücret artışlarından yeterince yararlanamadığı, bu durumun akademisyenlik mesleğinden uzaklaşmalara neden olduğu öne sürülmektedir. Uluslararası bazda yapılan karşılaştırma yapıldığında ise, Türkiye’deki kamu üniversitelerinde görev yapmakta olan akademisyenlerin aldıkları ücretin ortalamaların altında olduğuna işaret edilmektedir. Bu çalışmada Türkiye’de kamu üniversitelerinde görev yapmakta olan akademisyenlerin aylık ücretlerinin mevcut durumuna ve yıllar içindeki değişimine yer verilecek, üniversite öğretim elemanlarının aylık ücretleri ve diğer kamu çalışanları arasında bu açıdan yapılan karşılaştırmalarla birlikte, Türkiye ile diğer ülkelerdeki üniversitelerde görev yapan akademisyenlerin aylık ücretleri mevcut durumu tartışılmaktadır.

  16. Global environment and factors affecting the salary of the CEO (chief executive officer) of a goods producing firm: an Econometric modeling approach using STATA

    OpenAIRE

    Aziz, Zohaib; Muhammad, Ahsanuddin; Hussain, Ghulam

    2010-01-01

    The flattening of the world thanks to the cluster of profound socio-economic and politico-cultural changes has created unprecedented challenges for organizational leadership and management. The fast evolving global world of ours where challenges have to be continually met requires timely decision taken by CEOs’ (Chief Executive Officers) who shape and give direction to world politics and economic order. In the light of this we have studied the decisions taken by CEOs’ of goods producing firms...

  17. 基于VC#2010的销售提成计算系统设计%Design of Salary Computation System Based on VC#2010

    Institute of Scientific and Technical Information of China (English)

    郑文婧

    2014-01-01

    Sales commission is one of the most important part of actual business management, according to the actual situation of the important content sales income distribution calculation. Currently, many companies are using the EPR system, the whole business of the company has been recording and management. However, due to the shortage of ERP systems, and the actual insti-tutional systems of the companies have a certain gap, which cannot satisfy the needs of enterprises. Therefore, this paper address this issue, perform the new improvements, design and implementation of the VC#, which can be widely used in the distribution system that based on VC#2010. The use of the system has a good effect, and been used in several companies.%提成计算是销售人员在实际的业务管理中,根据实际的销售情况进行收入分配计算的重要内容。当前,很多公司都使用了EPR系统,对整个公司的业务进行了记录与管理。但是由于ERP系统中,与实际的各公司的体制制度有一定差距,无法很好地满足企业的需求。因此本文针对这个问题,进行全新的改进,设计与实现出一套基于VC#2010的能够广泛使用的提成计算分配系统。系统经实际使用效果良好,已经在几家公司内使用。

  18. 2011 Year-End Poll of Employers: A Look at Hiring and Salary Projections for the Coming Year. Summary of Results

    Science.gov (United States)

    Estrada, Rebecca

    2011-01-01

    Not only do more companies plan to hire in 2012, they plan to hire at similar or increased levels compared to 2011, according to responses to the 2011 Year-End Poll of Employers of the Graduate Management Admission Council (GMAC). The annual poll of employers, which the Council conducted from November 2 to November 16, 2011, garnered responses…

  19. Actionnariat salarié et création de valeur dans le cadre d'une gouvernance actionnariale et partenariale : application au contexte français

    OpenAIRE

    Garfatta, Riadh

    2010-01-01

    The present thesis investigates the nature of relationship between the employee stock ownership and the wealth creation, in the framework of the shareholder governance and the stakeholder governance. Results indicate a non linear relation between both the employee stock ownership and the shareholder value creation taking an inversed-U form. In fact, a positive relation associates these variables for low levels of employee stock ownership. Starting from a level of 3%, the relation became negat...

  20. L'actionnariat salarié dans les entreprises familiales du SBF250:un outil de création de valeur ?

    OpenAIRE

    Stéphane Trébucq

    2002-01-01

    The present study investigates the impact on wealth creation for shareholders when businesses are both family-owned and have ESOPs. Using data for 109 large quoted French firms from the SBF250 index, the study tends to confirm that family-controlled firms create more shareholder value but open their capital to non-management employees less often than non-family businesses do. The supposed positive impact of non-managing employee ownership on wealth creation is not confirmed. It is interesting...

  1. About the “salaried of love”: the legal statute of prostitution (Argentina and Spain, fin-du-siècle

    Directory of Open Access Journals (Sweden)

    Marisa Adriana Miranda

    2015-09-01

    Full Text Available This work is concentred about the public management of prostitution, considered as a biopolitic strategy that was applied over the binomial "sexuality-reproduction", especially in Argentina and Spain during the end of XIX Century and the beginning of the XX Century. This comparative interest was sustained in the existence of cities with similar cultural levels, as Buenos Aires and Barcelona, with increasing urbanization and parallel male immigration, on the one hand; and, on the other hand, in the slant toward an eugenics-biotipologyc that was shared between both towns and that was functional to some hypothesis organized about the venereal diseases

  2. The Female/Male Salary Differential in Public Schools: Some Lessons from San Francisco, 1879. Program Report No. 79-B7.

    Science.gov (United States)

    Strober, Myra H.; Best, Laura

    This paper develops a theory of sex differences in the earnings of school personnel, with emphasis on the role of labor market segmentation. Several aspects of the theory are then tested using data for the San Francisco school system in 1879. Section 1 develops a theory of sex differences in the earnings of school personnel. Section 2 discusses…

  3. Shares inspiring and private education strucutre salary system innovation%股权激励与民营教育机构薪酬制度创新

    Institute of Scientific and Technical Information of China (English)

    谭明华; 蒋佳富

    2011-01-01

    民营教育机构普遍存在员工流失率高的难题。在奖金补贴等常规激励措施效果日见衰减的态势下,借鉴当前民营企业激励机制建设与改革的一些成功经验,发挥自身体制优势,尝试股权激励的薪酬制度创新,不失为民营教育机构稳定和提升师资队伍质量、破解人力资源建设难题的有效路径。%The high turnover rate of employees is a common issue amongst private education institutions.As the effectiveness of bonus incentive and other regular incentive measures diminishes,private education institutions needs to learn from privately own enterpris

  4. Thinking About Hospital Performance Salary and Performance Management%关于医院绩效工资与绩效管理的思考

    Institute of Scientific and Technical Information of China (English)

    杨守义

    2015-01-01

    为了能够进一步促进医疗卫生事业的发展,医院除了需要完善基础设施,不断提升工作人员的业务水平,同时还需要建立起一个完善的绩效工资与绩效管理制度,这样才能提升医院的服务水平,给患者提供高质量的服务。但是在当前新医改形势下的医院绩效工资制度建设与分配上还存在一定的问题,因此笔者对医院绩效工资与绩效管理进行了深入的思考,以此提出了如何才能更好的实现绩效工资与绩效管理目标。%In order to further promote the development of medical and health undertakings, the hospital in addition to the need to improve the infrastructure, improve the staff's business level, at the same time also need to set up a perfect performance pay and performance management system, so as to promote the service level of hospitals, to provide high quality service to patients. But in the current situation of the new medical reform on hospital performance wage system construction and distribution also has certain problem, so the author pay and performance management of hospital performance makes a deep thinking, in order to put forward how to better realize the goal of performance pay and performance management.

  5. 河北省高校绩效工资实施方案研究%The research of universities performance salary scheme in Hebei Province

    Institute of Scientific and Technical Information of China (English)

    周敏娟; 李士森; 吴海平

    2012-01-01

      This paper briefly introduces the main contents of the reform on the performance pay of the college teachers. Based on the literature analysis, combined with the work features of the college teachers, this paper studies the principles and basic problems of the performance pay reform, and put forward a general mode for the performance pay of college teachers.%  简要介绍高校绩效工资改革的主要内容,在进行文献分析的基础上,结合高校教师劳动的特点,研究高校绩效工资改革的原则和应该注意的基本问题,并给出高校绩效工资模型的一般性框架。

  6. La prévention des risques professionnels, composante de la qualification professionnelle des jeunes salariés des très petites entreprises ?

    OpenAIRE

    Verdier, Eric

    2009-01-01

    Les normes générales comme les référentiels des formations professionnelles initiales ont clairement intégré les exigences de la prévention des risques et plus largement de la santé et de la sécurité au travail, même si le poids donné aux matières correspondantes dans les évaluations est assez faible. Néanmoins, au vu d'enquêtes en entreprises et dans des établissements de formation, il s'avère que nombre de facteurs convergent pour rendre assez formelle la formation à la prévention des risqu...

  7. La gouvernance territoriale des risques de l'emploi et du travail : vers l'émergence de nouvelles politiques du rapport salarial ?

    OpenAIRE

    Verdier, Eric

    2006-01-01

    L'exemple le plus illustratif des limites de la gouvernance des risques au sein de l'espace de la branche est celui de la formation professionnelle continue, c'est pourquoi nous proposons de revenir brièvement, dans un premier temps, sur quelques uns des éléments mis en lumière précédemment dans ce champ. Dans un second temps, on reviendra sur les potentialités et les limites de la gouvernance territoriale des risques de l'emploi.

  8. 5 CFR 9901.305 - Rate of pay.

    Science.gov (United States)

    2010-01-01

    ... rate of total base salary payroll constituting the portion of a pay pool applied to provide performance... various pay actions, including general salary increases, targeted general salary increases, performance pay increases, extraordinary performance recognition increases, organizational or team...

  9. Causes and Governance of the Migrant Workers Salary Arrears Problem——The case of migrant workers salary arrears in construction industry and its legal relief%农民工欠薪问题的成因及其治理——以建筑业农民工工资拖欠及其法律救济为例

    Institute of Scientific and Technical Information of China (English)

    李海明

    2011-01-01

    农民工欠薪间题已成为我国严重的社会问题,且在建筑业尤为突出.建筑业农民工工资拖欠包括"行规惯例"、隐性欠薪、恶性欠薪、经营性拖欠等多种情形,它引发讨薪群体事件、恶化劳资关系、并侵害农民工生存权和人权.建筑业农民工欠薪可归因于包工头、分包体制、劳动法制等等,但其深层的影响因素却是城乡二元体制下农民工的尴尬境遇、改革政策中的劳资失衡、以及社会信用体系的缺失.治理农民工欠薪问题的思路包括欠薪人罪、行政治理与司法救济、设立欠薪保障基金以及确立工资优先权等等.根治农民工欠薪问题应实现农民工欠薪救济的法治之治、标本兼治、公私法并济,应重塑建筑业劳动关系,将包工头定位为建筑企业的基层管理人员,并严格限制建筑企业资质,以及放松劳动关系的认定标准.

  10. Discourse, the Moral Imperative and Faraday's Candle

    Science.gov (United States)

    Melville, Wayne

    2013-01-01

    This commentary considers two lines of inquiry into the work of Ideland and Malmberg: the role of discourse in shaping teachers' responses to Roberts' (2011) Visions of Science and the moral imperatives that will accompany any shifts between Vision I and II. Vision I of science has accreted to itself great power and prestige, both of which shape…

  11. Concreteness and Item-to-List Context Associations in the Free Recall of Items Differing in Context Variability

    Science.gov (United States)

    Marsh, Richard L.; Meeks, J. Thadeus; Hicks, Jason L.; Cook, Gabriel I.; Clark-Foos, Arlo

    2006-01-01

    Context variability can be defined as the number of preexperimental contexts in which a given concept appears. Following M. Steyvers and K. J. Malmberg's (2003) work, the authors have shown that concepts that are experienced in fewer preexperimental contexts generally are better remembered in episodic memory tasks than concepts that are …

  12. Правен режим на системот на платите со посебен осврт на минималната/најниската плата

    OpenAIRE

    Majhosev, Andon

    2011-01-01

    The object of this work is legal regime of the system of the wage/salary, where primary importrance place to take collective bargaining and the lowest wage/salary in the Republic of Macedonia. Also, in this work are analyzed international law instruments and national frame law for wage/salary and the lowest wage/salary.

  13. Gender differences in strategic and risky environments

    OpenAIRE

    Jaramillo Gutiérrez, Ainhoa

    2007-01-01

    We analyze experimental results obtained from the ultimatum game framed as a situation of salary negotiation. First, we frame ultimatum bargaining as a situation of salary negotiation. Second, we introduce a real task which has to be performed by employee-subjects as a consequence of accepting a given salary. We show that real effort raises salaries. In fact, this result is due to both higher salary offers by employers and higher rejection rates by employees. Besides, we study gender differ...

  14. Правовые проблемы индексации заработной платы

    OpenAIRE

    Иванян, И.

    2010-01-01

    This Article is about problems associated with the indexation of a salary which is actual nowadays. Measures ensuring increases in real-term level of salaries are incorporated into a system of basic state guarantees for an employee's salary payment. Indexation of salary may be considered as such measure. The author of this Article analyzes practical problems arising due to indexation of salaries by employers; reviews points of view of scientists regarding this issue. Besides, the author offer...

  15. Personal Tax System in Oilfield Company Salary Management Research and Application%个税系统研究及在油田企业工资管理的应用

    Institute of Scientific and Technical Information of China (English)

    宋小丽

    2012-01-01

    Currently, each local firm management of unit to income data mainly exists a few methods as follows: Form type management,mainly mean to do income with Excel,carry out a ticket,gather form and issue the management of form,adopt this way processing inconvenient,in the management easily confusion,and result in throwing of data's losing very easily;The single system that still was a list machine version the system, the basic management of data for carrying out income, provided a better income processing function, but not ability as to it's he subsidizes income, cash award income to carry on a management and buttons up a tax;It is the system that develops by oneself to still have, each unit develops by oneself according to the actual management request and way of inner part of income management system. Although above a few methods provided a basic income data management,the income according to business enterprise issues process,come up to see from the software function, the function of income software is more single, can not satisfy a business enterprise the employee gain whole member whole sumses of income to check the need of management, the author develops an personaltax system management of the petroleum business software, and succeed in the parties carry out expansion, for the management level of oil-field raise to create next foundation.%目前,国内的各企事业单位对工资数据的管理主要有以下几种方式:表格式管理,主要是指用Excel做工资,实现工资条、汇总表、发放表的管理,采用这种方式处理不方便,管理上容易混乱,数据安全性较低;单机版的工资管理系统,其基本实现了工资数据的管理,提供了较好的工资处理功能,但不能对其他补贴收入、奖金收入进行管理和扣税;自行开发的系统,即根据内部的实际管理要求和方式,自行开发的工资管理系统.虽然以上几种方式提供了基本的工资数据管理,符合企业的工资发放流程,但从软件功能上来看,它们功能比较单一,不能满足企业员工所得收入的全员全额核算管理的需求.根据石油企业特点开发出个税系统管理软件,并成功将其在相关单位实施推广,为提高油田的经营管理水平打下了基础.

  16. 基于要素计点法的酒店岗位工资设计——以X酒店为例%Salary design of hotel's positions based on counting points to essential factors

    Institute of Scientific and Technical Information of China (English)

    范晓玲

    2014-01-01

    酒店经济性薪酬一般由岗位工资、加班工资、绩效工资、福利津贴等构成,岗位工资是薪酬构成中的最基本也是最重要的部分,通常酒店的加班工资、绩效工资等也都是以岗位工资为基础来计算的.

  17. 分享经济视角下马克思工资理论拓展的现代价值%The Modern Value of Marx's Salary Theory From The Perspective of Sharing Economy

    Institute of Scientific and Technical Information of China (English)

    魏丽萍

    2012-01-01

    马克思指出,在资本主义私有制下,劳动者新创造的价值包括必要价值和剩余价值,其中必要价值用来补偿劳动力价值的消耗,而劳动者创造的剩余价值则全部被资本家阶级无偿占有,即在马克思时代,工资基本上构成了劳动者收入的全部,分享经济无从谈起.今天看来,马克思关于工资本质的规律、关于工资形式的规律、关于工资运动的规律以及关于工资差异的规律等,仍然具有重要的现实意义,但是在社会存在发生重大和深刻变化的背景下,无论是在资本主义社会还是在社会主义社会,劳动者收入都发生了很大的变化,因此,认清资本主义分享经济的本质,形成以马克思主义为指导的社会主义分享经济观具有重要的现代价值.

  18. Research of listed commercial bank board of director governance structure's influence on executives salary%上市商业银行董事会治理结构对高管薪酬的影响研究

    Institute of Scientific and Technical Information of China (English)

    朱津祁; 杨立社

    2012-01-01

    From the perspective of Board Governance Structure,the writer selected the panel data of China's 12 listed commercial banks between 2006 and 2010,to study the impact of China's listed banks institutions of Board Governance Structure on executive compensation and pay-performance sensitivity.Entropy Method will be used to calculate the comprehensive performance of the listed banks as indicators of the article.Then,through EVIEWS6.0 to get the regression of equations established.The results show that the size of the Board on executive compensation,has a posivive correlation,has a negative correlation on the pay-performance sensitivity;the proportion of independent directors and the office any between the chairman and general manager on the executive compensation have a negative correlation,have a positive correlation on pay-performance sensivity.%本文从董事会治理结构的角度,选取我国12家上市商业银行2006~2010年间的面板数据,考察我国上市商业银行董事会治理机构对高管薪酬及绩效敏感性的影响程度。本文中将采用熵权法计算出上市银行的综合绩效来作为绩效指标,然后运用EVIEWS6.0软件对所设方程进行回归,检验其相关性。研究结果表明,董事会规模对高管薪酬有正相关作用,对薪酬—绩效敏感性有负相关作用;独立董事所占比例及董事长与总经理两职分任对高管薪酬有负相关作用,对薪酬—绩效敏感性有正相关作用。

  19. IMPUESTO FEDERAL A LOS SUELDOS GENERADO POR LAS MICROEMPRESAS: CASO CANCÚN, MÉXICO / FEDERAL INCOME TAX ON SALARIES GENERATED BY MICRO-ENTERPRISES: CASE CANCÚN, MEXICO

    OpenAIRE

    Lagunas Puls, Sergio; Olivares Urbina, Miguel Angel; Tamara Post, Natascha

    2012-01-01

    Se plantea el objetivo de identificar, a través de una muestra representativa de microempresas (mipyme) de sectores económicos que dependen del turismo, cuáles son los rangos de sueldos y el sector a que pertenecen aquellos que generan una mayor recaudación fiscal o, caso contrario,son mayormente subsidiados por el gobierno. Las obligaciones fiscales para las mipymes en México son múltiples, por ello se identifica la necesidad de realizar artículos de investigación específicos, que aporten el...

  20. 湖南高职学院教职工薪酬状况调查%Investigation on Salaries of Teaching Staff in Higher Vocational Colleges of Hu'nan

    Institute of Scientific and Technical Information of China (English)

    伍慧玲

    2008-01-01

    调研发现,湖南高职学院教职工薪酬的结构差异和水平差异等比较悬殊,薪酬满意度低.为此,建议湖南高职院薪酬改革要从薪酬体制着手,努力建立公平稳定合理的薪酬制度.

  1. The Present Situation of the Independent Director's Salary and Premium of China's Listed Company and Its Improvement%我国上市公司独立董事薪酬现状及其改进

    Institute of Scientific and Technical Information of China (English)

    游炳俊

    2003-01-01

    独立董事的薪酬问题关系到上市公司治理结构的效率高低.现阶段我国独立董事薪酬制度安排存在一些问题,不可避免地会影响独立董事的独立性.因此有必要做出进一步的改进.

  2. Game Analysis of Teaching Credits in Salary System Reform in Colleges and Universities%高校薪酬制度改革中教分制的博弈分析

    Institute of Scientific and Technical Information of China (English)

    袁二明; 李向波; 李彪

    2009-01-01

    笔者基于当前高校薪酬制度改革的现状,提出了实施教分制的激励作用的博弈模型,在高校进行二次分配中,通过设计博弈模型,给出当学院完成或未完成学校任务时,学院教师的策略.当学院未完成学校任务时.教师会努力进行教学科研工作,而当学院能完成学校任务时,给出了每位教师针对其他教师的最佳教分量,即使得自己收益最大化的教分量,学校可以根据此结果设计下派给学院的教分及津贴的数量.结果说明了教分制起到了很好的激励作用.

  3. On Definition of the Issues Concerning the before-tax Deduction of Wages and Salaries Related to Labor Dispatch%劳务派遣中工资薪金税前扣除问题的界定

    Institute of Scientific and Technical Information of China (English)

    何杰; 赵国庆

    2006-01-01

    劳务派遣是近几年来劳务用工关系中出现的一种新形式,其具体方式是先由派遣机构与派遣劳工订立劳动合同,再由派遣劳工向用工单位给付劳务,劳动合同关系存在于派遣机构与派遣劳工之间,但劳动力给付的事实则发生于派遣劳工与用工企业之间。在劳务公司这种用工模式中,用工单位一般将派遣人员的工资奖金、社会保险费和劳务公司的服务费一并支付给劳务公司,劳务公司严格根据实际用工单位提供的派遣人员的工资奖金和社会保险费清单,据实全额代为发放工资奖金并代为缴纳社会保险。

  4. 对房地产企业核心技术员工实施宽带薪酬的思考%Implements the wide band salary to the real estate enterprise core technologies staff the ponder

    Institute of Scientific and Technical Information of China (English)

    宿莹莹; 魏飞龙

    2007-01-01

    在房地产从业人员的薪酬结构中岗位薪酬的成分占绝大部分,但对于其核心技术人员来说,激励作用不足.用非晋升型水平型的宽带薪酬代替垂直型的薪酬体系对核心技术员工进行激励,成为一种非常有效的激励方法.但同时应考虑配合其他激励方式核心技术员工实施激励.

  5. A Probe into the Design of Salary Scheme for Private Real Estate Companies%房地产开发企业薪酬方案设计探讨——以北京H置地公司为例

    Institute of Scientific and Technical Information of China (English)

    李永瑞; 毕妍; 李俊莉; 王昌海; 于海波; 王洛忠

    2009-01-01

    本文采用自行开发的结构化访谈问卷与测评量表,通过对H置地公司的调查,总结提出了民营房地产开发企业薪酬方案设计的三条原则.在此基础上,结合我国房地产行业发展现状及H置地公司具体情况,对其薪酬方案设计进行了个案性的探讨.

  6. Application of Commercial Cost--Relation between Software Engineer's Salary and Real Estate Price%商务成本之应用 --软件工程师的薪酬与房地产价格的关系

    Institute of Scientific and Technical Information of China (English)

    孙皎; 陈珂

    2005-01-01

    商务成本是一项全球性的热门话题,它是企业投资决策的重要依据,是反映一个区域竞争力的重要指标.本文通过对西安、北京、上海和深圳,四个城市商务成本中人力资源价格与房地产价格所建立模型的分析比较,得出不同区域由商务成本不同所引起的软件人才需求变化及产业结构定位的不同.

  7. Optimal Salary Incentive Mechanism of Enterprise Manager in Real Option Investment Under Information Asymmetry%非对称信息下实物期权投资经理人的最优薪酬激励机制

    Institute of Scientific and Technical Information of China (English)

    沈大燕

    2009-01-01

    在经理人努力水平和项目经营成本两种信息不对称的情况下,研究实物期权投资经理人的最优激励机制,综合应用实物期权理论和委托代理理论,在非对称信息为连续分布(区间上的均匀分布)的情况下建立了最优激励机制模型,并具体分析求解最优分成制合约,分析信息不对称对企业拥有者制定经理人最优激励合同的影响.

  8. 监狱煤矿罪犯劳动适度工资制的思考和作用%Thinking and Effect of Prisoner Working Salary System Within Measure in Prison Coal Mine

    Institute of Scientific and Technical Information of China (English)

    杨颢

    2005-01-01

    结合监狱企业特征、罪犯劳动力的特点,在合理优化配置罪犯劳动力资源的基础上,主动适应市场经济规律,引入激励机制,实行罪犯劳动适度工资制,"以人为本",促进监狱煤矿安全行为文化建设,推动监狱煤矿经济发展.

  9. Eesti sotsiaaluuringu palgaandmete ühilduvus Maksu- ja Tolliameti andmetega = Compatibility of the wages and salaries data recorded in the Estonian Social Survey and Estonian Tax and Customs Board database / Piia-Piret Eomois

    Index Scriptorium Estoniae

    Eomois, Piia-Piret

    2007-01-01

    Eesti sotsiaaluuring (ESU) on Euroopas rahvusvaheliselt harmoneeritud uuring sissetuleku ja vaesuse mõõtmiseks. Analüüs uurib võimalikku üleminekut Maksu- ja Tolliameti andmebaasi sissetulekuandmete kasutamisele ESU-s. Tabelid. Diagrammid

  10. La protection de la vie personnelle du salarié en droit comparé et européen : étude comparative des droits français, hellénique, britannique et européen

    OpenAIRE

    Perraki, Panagiota

    2013-01-01

    The notion of the protection of personal life has already been the subject of various scientific disciplines. A principle of immunity of the employee's personal life has been recognized in all the systems compared in this study, since the early 80's. Despite the establishment of a protective legal framework, acknowledging a right to the protection of privacy, which undoubtedly limits and rationalises the employer's powers, the actual protection is often limited, so as the employer's legitimat...

  11. Les systèmes d'information et la vie privée du salarié : analyse en droit européen, en droit suisse et en droit français

    OpenAIRE

    Berset-bircher, Valerie

    2013-01-01

    As a result of information and communication technologies, ties of a legal, social economic and organisational nature between employee and employer have changed. Use of technology impacts several areas and dimensions of the working arrangement that are inextricably linked to the employee’s personal status. Using Article 8 EDHR as the leitmotiv and main source of analysis, this thesis reaffirms that employment law and human rights law are intertwined, and that Article 8 EDHR can be applied to ...

  12. 公立医院绩效工资分配公平性方法研究%Research of Performance Salary Distribution Equity Method in the Public Hospital

    Institute of Scientific and Technical Information of China (English)

    陈亚光; 黄二丹; 程江; 张甄; 黄湘雯

    2012-01-01

    Equity in the allocation of the pay for performance in public hospitals is the key to mobilize the enthusiasm of the medical staff, and to establish the pay for performance distribution system with public welfare. Designing the pay for performance based on classification, determining the various groups' gaps by total points, dealing with the gaps between the doctors and nurses properly, designing the gaps within the groups, and reforming the accounting of the reform of the balance provision for performance pay, can reflect the fairness of the allocation.%公立医院绩效工资分配的公平性是调动医务人员积极性、建立公益性绩效分配体系的关键.分类设计绩效工资、计分法确定各类群体的差距、处理好医护差距、群体内别差距、改革收支结余计提绩效工资的核算方式等综合方法能够体现分配的公平性.

  13. Employees Equity Issue and Asymmetric Information:Evidence from France - Augmentations de capital réservées aux salariés et Asymétrie d’information:Cas de la France

    OpenAIRE

    Djaoudath Alidou

    2012-01-01

    (VA)This study explores determinants of employees’ equity issues of French companies. Based on the predictions of the pecking order theory, we test whether asymmetric information influences a company’s decision to issue new shares reserved for employees. The main contribution of this paper is to provide evidence on the factors that matter in employees’ equity issue decision on French context. We develop a logit model on a sample of 110 non financial companies that belong to SBF250 index over ...

  14. 薪酬水平外部公平性对供应链企业的影响%The salary level of external equity in the impact of the supply chain enterprises

    Institute of Scientific and Technical Information of China (English)

    罗如学

    2010-01-01

    在供应链企业中要想发挥薪酬激励员工的的良好效果,就必须设计出一套适合且体现公平性的薪酬管理系统;在其运行过程中,供应链企业要发挥薪酬激励的外部公平、内部公平和个人公平.

  15. Discourse, the moral imperative and Faraday's candle

    Science.gov (United States)

    Melville, Wayne

    2013-03-01

    This commentary considers two lines of inquiry into the work of Ideland and Malmberg: the role of discourse in shaping teachers' responses to Roberts' (2011) Visions of Science and the moral imperatives that will accompany any shifts between Vision I and II. Vision I of science has accreted to itself great power and prestige, both of which shape notions of a `good' science education. Any shift towards Vision II will require serious engagement in a Foucaultian discourse into the issues of power, inclusion and exclusion that Ideland and Malmberg describe. Similarly, the moral imperatives that arise require courage to both contest the status quo in science education, and develop a reasoned, morally defensible, response to the challenge that Vision II is really a form of ideological activism.

  16. Tulkki vai doula? Viittomakielen tulkin rooli synnytystulkkaustilanteessa

    OpenAIRE

    Kuukkanen, Päivi

    2013-01-01

    Opinnäytetyöni tilaajana toimi Viittomakielialan Osuuskunta Via ja tilaaja ohjaajana Anitta Malmberg. Opinnäytetyöni tavoite oli selvittää viiden viittomakielen tulkin näkemys roolistaan synnytystulkkaustilanteessa. Aikaisempaa tutkittua tietoa asiasta ei ole saatavilla. Tutkielmassani oli kaksi tutkimuskysymystä. Ensimmäisellä tutkimuskysymyksellä selvitin toimivatko viittomakielen tulkit synnytystulkkaustilanteessa noudattaen viittomakielen tulkkien ammattieettisiä ohjeita, ja jos ohjeita r...

  17. Territorial Innovation Dynamics: a Knowledge Based Perspective : A cross-analys of the I-space model and the architectural knowledge concept

    OpenAIRE

    Dang, Rani Jeanne; Roux, Karine; Longhi, Christian; Damien TALBOT (GREThA); Thomas, Catherine

    2014-01-01

    Many studies have focused on the role played by geographical location in the emergence and building of localised learning capacities (Maskell and Malmberg, 1999). In this perspective, empirical studies have demonstrated that the innovation dynamics of clusters result from the quality of interactions and coordination inside the cluster as well as interactions with external, often global, networks. In this context, knowledge exchange between firms and institutions are claimed to be the main dri...

  18. Faculty Pay Up 5.9 Pct. to $35,470; Best Raise in 15 Years, AAUP Says.

    Science.gov (United States)

    Heller, Scott

    1987-01-01

    While faculty salaries rose more overall, there are continuing signs of salary compression, with lower-ranking faculty getting larger raises than higher-ranking faculty, and faculty continue to lose purchasing power. (MSE)

  19. <共同論文> 現代中国の教員給与・人事評価に関する調査結果

    OpenAIRE

    劉, 占富

    2007-01-01

    <Collaborative Research : Ⅰntemationaland Domestic Compamtive Studies on Local Govemments'Teacher Salary and Personal Affairs Policy with the Changing of the Legislation of Teacher Salary under Decentralization>

  20. Managing Payrolls in China

    Institute of Scientific and Technical Information of China (English)

    CHRIS; DEVONSHIRE-ELLIS

    2008-01-01

    Optimizing your workforce’s salary structure In an increasingly competitive market for skilled labor,foreign-invested companies are restructuring their salary packages as a means of hiring and retaining quality staff.

  1. 23 CFR 1252.2 - Definitions.

    Science.gov (United States)

    2010-04-01

    ... example of a direct cost attributable to P&A. The salary of an emergency medical technician course... program area (e.g., salary of an emergency medical services coordinator, the impact evaluation of...

  2. SCMAI Case Report: Librarians in Faculty Unions--A Case Study.

    Science.gov (United States)

    Marko, Lynn

    1979-01-01

    The problems of librarians in faculty unions in relation to status, salary, and salary calculation are covered in this case study brought before the American Library Association Staff Committee on Mediation, Arbitration, and Inquiry (SCMAI) in 1977. (Author/MBR)

  3. Productivity under Large Pay Increases: Evidence from Professional Baseball

    OpenAIRE

    Papps, Kerry L.

    2010-01-01

    The establishment of the free agency system in the 1970s resulted in large salary increases among professional baseball players. Historical data show that players have tended to perform better at early stages of their careers since free agency was introduced. Under the current salary bargaining system, players only become eligible for salary arbitration and free agency at predetermined points in their careers, resulting in sudden changes in salary growth rates at these points. Using data on o...

  4. QUALITY OF PROFESSIONAL LIFE: FACULTY COMPENSATION AND APPOINTMENTS

    OpenAIRE

    Trapp, James N.

    1993-01-01

    The average real salary of agricultural economists has risen approximately 20 percent over the last two decades. Currently agricultural economists' salaries are approximately 6 percent above the average college of agricultural salary and 1 percent above the average of all university faculty. Over the last two decades agricultural economists' salaries have remained among the highest in the college of agriculture and their numbers have risen as a percentage of total agricultural faculty. Conver...

  5. Administrators' Pay up 5.3 Pct. in Year, Outpacing Inflation.

    Science.gov (United States)

    Mooney, Carolyn J.

    1989-01-01

    An annual survey found administrator salaries faring better in 1988-89 than the previous year, when the average salary increase fell below the inflation rate for the first time in five years. Administrators of private institutions made especially good salary gains. Variations by job type and personal characteristics were found. (MSE)

  6. The Annual Report on the Economic Status of the Profession, 1982-83.

    Science.gov (United States)

    Academe, 1983

    1983-01-01

    Tables and narrative analysis are presented for salary trends for all ranks of college faculty in 2,532 public and private institutions. Slight real increases in salary are found, with public institutions behind private colleges. In the past decade, faculty salaries have fallen behind those in the private sector. (MSE)

  7. 34 CFR 668.47 - Report on athletic program participation rates and financial support data.

    Science.gov (United States)

    2010-07-01

    ... salary means all wages and bonuses an institution pays a coach as compensation attributable to coaching... all men's teams, and aggregately for all women's teams. (9)(i) The average annual institutional salary... annual institutional salary of the non-volunteer head coaches of all women's teams, across all...

  8. Concept of market management mechanism of labor productivity

    Directory of Open Access Journals (Sweden)

    N.B. Protsenko

    2016-03-01

    Full Text Available The purpose of the study is to highlight the content and specifics of the concept of market management mechanism of productivity on industrial enterprises. The scheme for determination the extra salary for production staff depending on income increase is worked out. The article establishes the quantity dependency of productive salary increase on labor productivity. The range of productive level from the growth of extra salary is determined. The change of salary ranges from the labor productivity of personnel’s change is determined. The salary for individual level of labor productivity growth is recommended not to restrict and determine proportionally the labor productivity coefficient

  9. Labor Supply of Politicians

    DEFF Research Database (Denmark)

    Fisman, Raymond; Harmon, Nikolaj Arpe; Kamenica, Emir;

    2015-01-01

    Using data on Members of the European Parliament (MEPs), we examine the impact of salaries on the composition and the behavior of legislators. Employing a differences-in-differences approach, we exploit the introduction of a law that equalized MEPs’ salaries which had previously differed by as much...... as a factor of ten. Increasing salaries raises the fraction of MEPs who run for reelection but decreases the quality of elected MEPs (proxied by college quality). Salary has no discernible impact on effort or legislative output. Higher salaries induce more political competition....

  10. Phase space analysis for dynamics of three vortices of pure electron plasma trapped with Penning trap

    Energy Technology Data Exchange (ETDEWEB)

    Sanpei, Akio [Department of Electronics, Kyoto Institute of Technology, Goshokaido-cho, Matsugasaki, Sakyo Ward, Kyoto 606-8585 Japan (Japan); Soga, Yukihiro [Institute of Science and Engineering, Kanazawa University, Kakuma-machi, Kanazawa, Ishikawa 920-1192 Japan (Japan); Ito, Kiyokazu [Graduate School of Advanced Sciences of Matter, Hiroshima University, 1-3-1 Kagamiyama, Higashi-Hiroshima, Hiroshima 739-8530 Japan (Japan); Himura, Haruhiko [Department of Electronics, Kyoto Institute of Technology, Goshokaido-cho, Matsugasaki, Sakyo Ward, Kyoto 606-8585 (Japan)

    2015-06-29

    A trilinear phase space analysis is applied for dynamics of three electron clumps confined with a Penning-Malmberg trap. We show that the Aref’s concept of phase space describe the observed features of the dynamics of three point vortices qualitatively. In vacuum, phase point P moves to physical region boundary in phase space, i.e. triangular configuration cannot be kept. With the addition of a low level background vorticity distribution (BGVD), the excursion of the clumps is reduced and the distance between P and stable point does not extend in the phase space.

  11. Phase space analysis for dynamics of three vortices of pure electron plasma trapped with Penning trap

    International Nuclear Information System (INIS)

    A trilinear phase space analysis is applied for dynamics of three electron clumps confined with a Penning-Malmberg trap. We show that the Aref’s concept of phase space describe the observed features of the dynamics of three point vortices qualitatively. In vacuum, phase point P moves to physical region boundary in phase space, i.e. triangular configuration cannot be kept. With the addition of a low level background vorticity distribution (BGVD), the excursion of the clumps is reduced and the distance between P and stable point does not extend in the phase space

  12. Electron Plasmas Cooled by Cyclotron-Cavity Resonance

    CERN Document Server

    Povilus, A P; Evans, L T; Evetts, N; Fajans, J; Hardy, W N; Hunter, E D; Martens, I; Robicheaux, F; Shanman, S; So, C; Wang, X; Wurtele, J S

    2016-01-01

    We observe that high-Q electromagnetic cavity resonances increase the cyclotron cooling rate of pure electron plasmas held in a Penning-Malmberg trap when the electron cyclotron frequency, controlled by tuning the magnetic field, matches the frequency of standing wave modes in the cavity. For certain modes and trapping configurations, this can increase the cooling rate by factors of ten or more. In this paper, we investigate the variation of the cooling rate and equilibrium plasma temperatures over a wide range of parameters, including the plasma density, plasma position, electron number, and magnetic field.

  13. Tänka utanför boxen : Målkort och löneboxar som motivationsfaktorer

    OpenAIRE

    Ceder, Anna; Barwinger Plogare, Karin

    2013-01-01

    Titel: Thinking outside the box: Goals and Salary boxes as motivational factors Authors: Anna Ceder and  Karin Barwinger Plogare Seat of Learning: Uppsala University Purpose: The purpose of this study was to investigate if the imposition of salary boxes in Uppsala municipality has had any influence on the organisation’s employees’ to improve their work motivation. The reason for the study was to look deeper into employees’ motivational factors, this with a focus on salary as motivational fact...

  14. Studying Ourselves: The Academic Labor Market

    OpenAIRE

    Ehrenberg, Ronald G.

    2002-01-01

    This paper addresses three academic labor market issues; the declining salaries of faculty employed at public colleges and universities relative to their private institution counterparts, the growing dispersion of average faculty salaries across academic institutions within both the public and private sectors, and the impacts of the growing importance and costs of science on the academic labor market and universities. The decline in the salaries of faculty in public institutions relative to t...

  15. Does it pay to win the Stanley Cup?

    OpenAIRE

    Derek Lanoue

    2015-01-01

    Yes, it does indeed pay to win the Stanley Cup (SC). Professional sports offer a unique opportunity to examine the relationship between a player’s salary and their performance. Salary statistics have become widely available and enable individual performance scrutiny in relation to remuneration level. There is an extensive literature explaining which factors in‡uence the players’ salary in the National Hockey League (NHL), using data sets from different seasons and including various performanc...

  16. 76 FR 74813 - Notice of Quarterly Report (July 1, 2011-September 30, 2011)

    Science.gov (United States)

    2011-12-01

    ... constructed. Number of standpipes in urban areas. Five cities: Final detailed design submitted. Three cities.... Performing loans. Electronic payments-- salaries. Electronic payments-- pensions. Debit/smart cards...

  17. 30 CFR 706.3 - Definitions.

    Science.gov (United States)

    2010-07-01

    ... salary from coal mining operations. Direct financial interests include employment, pensions, creditor, real property and other financial relationships. Director. Means the Director or Acting Director of...

  18. 45 CFR 1100.6 - Fees.

    Science.gov (United States)

    2010-10-01

    ... central processing unit for the operating time that is directly attributed to searching for records... search costs. Computer search costs consist of operator salary plus central proceeding unit...

  19. 26 CFR 1.179-2 - Limitations on amount subject to section 179 election.

    Science.gov (United States)

    2010-04-01

    ... operating functions, including hiring beauticians, acquiring the necessary beauty supplies, and writing the... the active conduct of the trade or business of their employment. Thus, wages, salaries, tips,...

  20. Financial Association, CEO' s Salary and Corporate Performance——Taking Real Estate Listed Companies for Example%金融关联、高管薪酬与企业经营绩效——以房地产上市公司为例

    Institute of Scientific and Technical Information of China (English)

    曹志鹏; 唐春花

    2016-01-01

    以2014年房地产上市企业为样本,以企业的金融关联为切入点,实证研究了金融关联对高管薪酬的影响以及这种影响对企业经营绩效的作用,结果表明:62%的房地产上市公司存在金融关联现象,且金融关联的高管获得了显著较高的薪酬,金融关联导致的高管超额薪酬与企业的经营绩效显著负相关,即金融关联的房地产企业高管获得了过度薪酬.

  1. 再议旅行社导游员薪酬制度——由香港"阿珍"现象引起的思考%More Discussion on Optionalization of Salary System of Tourist Guides——Inspiration of A Zhen Event

    Institute of Scientific and Technical Information of China (English)

    周晓梅

    2011-01-01

    导游员薪酬制度是导游员管理体制优化的关键,文章采用了定性分析与定量性分析相结合的方法,深入分析了旅行社导游员的薪酬结构中存在的问题,引鉴埃德·劳勒的全面薪酬理论对导游员的薪酬制度提出五个方面的优化建议.

  2. Labor Protection,Employee Salary and Company Benefits Allocation-Based on the Evidence Before and After The Labor Contract Law Issuing%劳动保护、员工薪酬与企业利益分配*--基于《劳动合同法》实施前后的经验证据

    Institute of Scientific and Technical Information of China (English)

    李传宪; 黄茜

    2014-01-01

    The promulgation of The Labor Contract Law in our country is the development of the institutional environment on labor protection,having an important impact on employees participated in the benefits allocation of the enterprises.Using samples from 2004 to 2011,this study purposes to examine the impact of the law on employees participated in the benefits allocation of the enterprises.It finds that the promulgation of The Contract Law plays a positive role for employees to participate in enterprise profit distribution.It also finds that compared with the state-owned enterprises ,the promulgation of the law have a greater impact on the employees participated in the benefits allocation in non-state-owned firms.This means that it improves the fairness of the enterprise profit distribution pattern and the compensation satisfaction .It also protects the lawful rights and interests of the labors in some ways.%中国《劳动合同法》的实施是劳动保护制度环境的发展,对员工参与公司利益分配产生了重要影响。以2004—2011年沪深两市上市公司为样本,实证研究了《劳动合同法》的实施对员工参与企业利益分配的影响。研究发现,《劳动合同法》的实施对员工参与企业利益分配具有积极作用;相对于国有上市公司而言,它对非国有上市公司员工参与企业利益分配的影响更大。该结论在一定程度上说明,《劳动合同法》的实施提升了企业利益分配格局的公平性和员工薪酬满意度,保护了劳动者的合法权益。

  3. 最低工资提高对广东人力资本和人力资本结构的影响——基于VAR的实证分析%Lowest salary improvement's influence on Guangdong human capital and human capital structure——demonstrative analysis basing on VAR

    Institute of Scientific and Technical Information of China (English)

    王亚坤; 韩兆洲; 牛学慧

    2012-01-01

    This article measures Guangdong's Human Capital and Human Capital strcture by caculating average educated years and education gini coefficient.Ulteriorly,by VAR model,this article also makes empirical reserch on the effect of araise in minimumu wage to Guangdong's Human Capital and Human Capital strcture.Overall,compares to the effect on human capital,raise in minimum wage makes a more significant conclusion in human capital strcture.However,both effect are tiny and there is time-lag effect.%本文采用广东劳动者平均受教育年限和教育基尼系数分别测算了广东省人力资本存量和人力资本结构,在此基础上,通过采用VAR方法对最低工资的提高对于广东人力资本存量和人力资本结构的影响进行了实证分析。结果表明:相对于对人力资本存量的影响,最低工资提高对人力资本结构的影响较大,但总体说来,影响甚微并且都具有时滞性。

  4. 中国近代海关与清政府的薪酬制度比较--以赫德时期(1863-1911年)为例%The Contrasts between Modern Chinese Customs and the Salary System in Qing Dynasty

    Institute of Scientific and Technical Information of China (English)

    李虎

    2003-01-01

    中国海关赫德时期(1863-1911年)推行高薪养廉制度,使关员断绝了受贿的念头,并以海关为终身职业,安心服务,勤勉奉职.更为重要的是,在高薪的同时,有着完善的财政管理系统、严格的法规制度和监察制度.关员一旦被发现有腐败问题,就会受到严厉的惩罚.在赫德48年的任期内,这种违法行为的案件没有超过5起.相比之下,清政府为了减少国库支出,仍沿用过去的低俸给制度,从而导致腐败蔓延泛滥.本文通过两种薪酬制度的比较,探索高薪养廉与反腐败的内在联系.

  5. Study on the Pre-audit Mechanism of the Financial Reports of the University Teaching Staff Salary Performance Management System%高职院校薪酬绩效管理系统财务报表预审核机制研究

    Institute of Scientific and Technical Information of China (English)

    胡世港; 胡德新; 胡昌杰

    2015-01-01

    随着高校绩效工资改革的实施,高职院校开始尝试薪酬绩效管理信息化建设.湖北职业技术学院现已开发完成教职工薪酬绩效管理系统并投入运行,在前期系统建设过程中,二级院系报账员上传财务报表到服务器后,管理员审核财务报表时,经常出现报表格式错误、教职工银行账号更换以及教职工重名等情况,导致管理员审核报表效率低下.为了解决这个问题,该文对财务报表预审核机制进行了研究,并提出了一个可行的报表预审核解决方案.

  6. Giving High Salaries to Uncorrupted Government Officials, Corruption and Curb Corruption——A Study Based on Multi-task Principal-agent Model%高薪养廉、腐败与治理——基于多任务委托代理模型的研究

    Institute of Scientific and Technical Information of China (English)

    陈永成; 陈光焱

    2010-01-01

    高薪未必养廉.从多任务委托代理模型来看,除了政府官员的工作业绩外,政府官员的风险态度、工作努力成本变化率和工作的监督性等因素都对高薪养廉之策有影响.当政府官员代理多项任务时,如果任务之间在成本上存在互补性,把多项任务捆绑起来委托给代理人比单项独立委托给代理人的激励效应大.如果在成本上存在替代性,增加某一任务的激励,将抬高在成本上被这种任务替代的任务的激励门槛.如果任务之间相互独立,实行竞争上岗、自由择岗,高薪养廉意义更大.同时,构建社会诚信体系有助于高薪养廉.

  7. Las formas del salario en la agricultura pampeana: su rol en el disciplinamiento, el aumento de la productividad y el abaratamiento de la fuerza de trabajo The forms of the salary in the pampas agriculture: its role to disciplin, improve productivity and cheapen the workforce

    Directory of Open Access Journals (Sweden)

    Juan Manuel Villulla

    2012-01-01

    Full Text Available Las transformaciones socio-económicas, políticas y gremiales acaecidas a fines de los ´70 inauguraron un período desfavorable para las condiciones de trabajo de los obreros agrícolas. Se desarrolló una tendencia hacia la disminución de los tiempos requeridos por cada tarea, la discontinuación del proceso productivo, la estacionalización de la demanda de empleo y una mayor especialización de la fuerza de trabajo. La fragmentación extrema del proceso productivo derivó así en el astillamiento del ciclo laboral de los trabajadores en términos de ingresos y de empleadores. En este contexto, fueron logrando imponerse y naturalizarse distintas formas y niveles de remuneración para cada una de las tareas agrícolas, aun en los casos en que un trabajador las realizara todas para un mismo patrón como peón permanente, y singularmente en los casos de los obreros temporarios que se enfrentan a distintos empleadores para desarrollar cada una de las labores con las que construyen su ciclo laboral. Nos proponemos analizar el rol que la combinación de estas formas y niveles salariales ha venido cumpliendo para el abaratamiento de la fuerza de trabajo agrícola en su conjunto, así como en su estímulo a una mayor productividad y en la frustración de conflictos abiertos o a gran escala entre esta fracción de la clase obrera rural y sus patrones, a pesar de las condiciones de trabajo desfavorables que verificamos en este estudioThe socio-economic, political and labour union transformations followed in the late 70´s, started an adverse period for the work conditions of the agricultural employees. There was a trend developed towards the decrease of the times required for each task, the discontinuation of the productive process, a more seasonable demand of employment, and an increase of the specialization of the workforce. The extreme fragmentation of the productive process derived this way in the splinter of the worker´s labour cycle in terms of incomes and employers. In this context, it was possible to impose and naturalize different forms and levels of remuneration for each one of the agricultural tasks, still in the cases in which a worker realized all of them for the same boss as a permanent labourer, and singularly in the cases of temporary workers who face different employers to develop each task to build their occupational cycle. We propose to analyze the role that this combination of wage forms and levels has been playing for the cheapen of the agricultural workforce, as well as an encouragment to a major productivity and in the abortion of opened or large-scale conflicts between this fraction of the rural working class and his bosses, in spite of the adverse conditions of work that we check in this study

  8. 劳动保护、员工薪酬与企业利益分配*--基于《劳动合同法》实施前后的经验证据%Labor Protection,Employee Salary and Company Benefits Allocation-Based on the Evidence Before and After The Labor Contract Law Issuing

    Institute of Scientific and Technical Information of China (English)

    李传宪; 黄茜

    2014-01-01

    The promulgation of The Labor Contract Law in our country is the development of the institutional environment on labor protection,having an important impact on employees participated in the benefits allocation of the enterprises.Using samples from 2004 to 2011,this study purposes to examine the impact of the law on employees participated in the benefits allocation of the enterprises.It finds that the promulgation of The Contract Law plays a positive role for employees to participate in enterprise profit distribution.It also finds that compared with the state-owned enterprises ,the promulgation of the law have a greater impact on the employees participated in the benefits allocation in non-state-owned firms.This means that it improves the fairness of the enterprise profit distribution pattern and the compensation satisfaction .It also protects the lawful rights and interests of the labors in some ways.%中国《劳动合同法》的实施是劳动保护制度环境的发展,对员工参与公司利益分配产生了重要影响。以2004—2011年沪深两市上市公司为样本,实证研究了《劳动合同法》的实施对员工参与企业利益分配的影响。研究发现,《劳动合同法》的实施对员工参与企业利益分配具有积极作用;相对于国有上市公司而言,它对非国有上市公司员工参与企业利益分配的影响更大。该结论在一定程度上说明,《劳动合同法》的实施提升了企业利益分配格局的公平性和员工薪酬满意度,保护了劳动者的合法权益。

  9. Final Technical Report: "New Tools for Physics with Low-energy Antimatter"

    Energy Technology Data Exchange (ETDEWEB)

    Surko, Clifford M. [U. C. San Diego

    2013-10-02

    The objective of this research is to develop new tools to manipulate antimatter plasmas and to tailor them for specific scientific and technical uses. The work has two specific objectives. One is establishing the limits for positron accumulation and confinement in the form of single-component plasmas in Penning-Malmberg traps. This technique underpins a wealth of antimatter applications. A second objective is to develop an understanding of the limits for formation of cold, bright positron beams. The research done in this grant focused on particular facets of these goals. One focus was extracting tailored beams from a high-field Penning-Malmberg trap from the magnetic field to form new kinds of high-quality electrostatic beams. A second goal was to develop the technology for colder trap-based beams using a cryogenically cooled buffer gas. A third objective was to conduct the basic plasma research to develop a new high-capacity multicell trap (MCT) for research with antimatter. Progress is reported here in all three areas. While the goal of this research is to develop new tools for manipulating positrons (i.e., the antiparticles of electrons), much of the work was done with test electron plasmas for increased data rate. Some of the techniques developed in the course of this work are also relevant to the manipulation and use of antiprotons.

  10. Quadrupole Induced Resonant Particle Transport

    Science.gov (United States)

    Gilson, Erik; Fajans, Joel

    1999-11-01

    We have performed experiments that explore the effects of a magnetic quadrupole field on a pure electron plasma confined in a Malmberg-Penning trap. A model that we have developed describes the shape of the plasma and shows that a certain class of resonant particles follows trajectories that take them out of the plasma. Even though the quadrupole field destroys the cylindrical symmetry of the system, our theory predicts that if the electrons are off resonance, then the lifetime of the plasma will not be greatly affected by the quadrupole field. Our preliminary experimental results show that the shape of the plasma and the plasma lifetime agree with our model. We are investigating the scaling of this behavior with various experimental parameters such as the plasma length, density, and strength of the quadrupole field. In addition to being an example of resonant particle transport, this effect may find practical applications in experiments that plan to use magnetic quadrupole neutral atom traps to confine anti-hydrogen created in double-well positron/anti-proton Malmberg-Penning traps. (ATHENA Collaboration.)

  11. Simulation studies of the behavior of positrons in a microtrap with long aspect ratio

    CERN Document Server

    Narimannezhad, Alireza; Weber, Marc H; Xu, Jia; Lynn, Kelvin G

    2013-01-01

    The charged particles storage capacity of microtraps (micro-Penning-Malmberg traps) with large length to radius aspect ratios and radii of the order of tens of microns was explored. Simulation studies of the motions of charged particles were conducted with particle-in-cell plasma code WARP and the Charged Particle Optics (CPO) program. This paper presents how to reduce simulation noise by optimizing modeling parameters to achieve an equilibrium distribution. The new design of the trap consisted of an array of microtraps with confinement voltages of only 10 V. It was computationally shown that each microtrap with 50 micron radius stored positrons with density higher than a conventional Penning-Malmberg trap (10^11 cm-3). The results of the simulation of a plasma initialized with a uniform density and Boltzmann energy distributions showed that the plasma tends to transform to a soft edge distribution in radial direction as it approaches the equilibrium. The shorter the plasma we had, the faster the equilibrium ...

  12. Do New Male and Female College Graduates Receive Unequal Pay?

    Science.gov (United States)

    McDonald, Judith A.; Thornton, Robert J.

    2007-01-01

    We analyze the female-male gap in starting-salary offers for new college graduates using data from the annual surveys of the National Association of Colleges and Employers (NACE), unique (and proprietary) data that have not previously been used for this purpose. A major advantage of working with a data set on salaries for new college graduates is…

  13. Pay Inequities for Recently Hired Faculty, 1988-2004

    Science.gov (United States)

    Porter, Stephen R.; Toutkoushian, Robert K.; Moore, John V., III

    2008-01-01

    The national media and academic journals have reported a sizable wage gap between men and women in academe--a gap that has persisted over time. Data from the National Center for Education Statistics for 2004-2005 show that the average salary for all male faculty ($69,337) exceeded the average salary for female faculty ($56,926) by almost 22%.…

  14. 26 CFR 1.403(b)-4 - Contribution limitations.

    Science.gov (United States)

    2010-04-01

    ... who have substance abuse, or provides help to the disabled). (iii) Qualified employee. For purposes of... base salary in the preceding 3 calendar years ended before the date of retirement). It is assumed for... monthly rate of base salary for 2003 through 2005 is $5,000. N contributes $1,200 per month (20 percent...

  15. 26 CFR 1.893-1 - Compensation of employees of foreign governments or international organizations.

    Science.gov (United States)

    2010-04-01

    ... Immunities Act (22 U.S.C. 288, 288e, 288f), wages, fees, or salary of any officer or employee of an... prescribed class who receives wages, fees, or salary as compensation for official services to an organization... authorized, if in his judgment such action should be justified by reason of the abuse by an...

  16. Teachers', Board Members' and Citizens' Perceptions of Educational Issues: A Comparative Study.

    Science.gov (United States)

    Skehan, John W.; Doughty, James F.

    1984-01-01

    Compares attitudes of Maine elected school officials, teachers, and community members on 18 educational issues including teacher and administrator salaries, merit salary increases, teacher competency exams, tenure, collective bargaining, truancy/drop-out rates, student competency exams, graduation requirements, discipline, substance abuse,…

  17. Evaluating Faculty Performance Under the Equal Pay for Equal Work Doctrine

    Science.gov (United States)

    Buzan, Bert Carl; Hunt, Thomas Lynn

    1976-01-01

    Faculty promotion and salary policies at the University of Texas at Austin are analyzed to determine whether male and female faculty members are rewarded equally for equal academic qualifications and performances. This regression analysis tends to support the discrimination hypothesis with respect to both promotion and salary policies. (Author/LBH)

  18. Current and Future Value of Human Capital: Predictors of Reemployment Compensation Following a Job Loss

    Science.gov (United States)

    Gowan, Mary A.; Lepak, David

    2007-01-01

    The authors examined the relationship between an individual's human capital profile--knowledge, skills, abilities, and other characteristics--and compensation before and after a job loss. The results of this study show that the types of human capital that predicted pre-job-loss salary differ from the types that predict reemployment salary. The…

  19. What College Leaders Earn.

    Science.gov (United States)

    Lederan, Douglas; Magner, Denise

    1994-01-01

    A national survey of private colleges and universities revealed a wide range of salaries and benefits paid to chief executives and other highly paid individuals. Concerns about administrator and faculty salaries are discussed, including federal regulation of "excessive" pay, privacy issues, forms of compensation, and disparity among and within…

  20. Making 100 Grand: Isn't It Time Teachers Heard Some News?

    Science.gov (United States)

    Wheaton-Shorr, Pamela

    2006-01-01

    In recent years, the average educator's salary--never lavish--has grown at a far slower rate than those of other professions, often even lagging behind inflation. As everyone knows all too well, when salaries are low, it is not just the teachers who lose out. According to Texas education official, Carole Keeton Strayhorn, turnover is highest where…

  1. 5 CFR 179.210 - Special review.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Special review. 179.210 Section 179.210 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS CLAIMS COLLECTION STANDARDS Salary Offset § 179.210 Special review. (a) An OPM employee subject to salary offset or a...

  2. 7 CFR 4285.46 - Prohibited use of cooperative agreement funds.

    Science.gov (United States)

    2010-01-01

    ... space and radio and television time, either directly to the media or indirectly though an advertising... Agriculture or Agricultural Experiment Station. (e) Project funds cannot be used to pay for the salary and... Experiment Stations, and other State agencies cannot charge their salaries and travel to project funds,...

  3. Tempest on the Hudson: The Struggle for "Equal Pay for Equal Work" in the New York City Public Schools, 1907-1911.

    Science.gov (United States)

    Doherty, Robert E.

    1979-01-01

    Traces trends in salaries paid to male and female public school teachers in New York City during a four-year period in the early twentieth century. Findings indicate that, in direct opposition to the situation around the turn of the century, there were few school districts that differentiated in the 1970s in salary on the basis of sex. (DB)

  4. Job Prospects for Nuclear Engineers.

    Science.gov (United States)

    Basta, Nicholas

    1985-01-01

    As the debate over nuclear safety continues, the job market remains healthy for nuclear engineers. The average salary offered to new nuclear engineers with bachelor's degrees is $27,400. Salary averages and increases compare favorably with other engineering disciplines. Various job sources in the field are noted. (JN)

  5. Interpersonal Attraction and Organizational Outcomes: A Field Examination.

    Science.gov (United States)

    Ross, Jerry; Ferris, Kenneth R.

    1981-01-01

    A cross-sectional study of 306 male accountants and managers at two public accounting firms examined the relationship of physical attractiveness, attitude similarity, and social background to performance ratings and salaries. Results suggest that physical attractiveness leads to higher ratings and salaries but that attitudes and background have…

  6. Waarom verlaat verpleegkundiges die beroep?

    OpenAIRE

    A.M. Venter

    1983-01-01

    An investigation was done to determine the factors which influence registered nurses to leave the nursing profession. Two critical factors were found to be salaries and unpopular working hours. Other factors appeared to be less significant. The author makes a number of recommendations, including suggestions about salaries, hours of duty, recruitment and the status and image of the nursing profession.

  7. 32 CFR 1697.2 - Definitions.

    Science.gov (United States)

    2010-07-01

    ... Defense Other Regulations Relating to National Defense SELECTIVE SERVICE SYSTEM SALARY OFFSET § 1697.2... of real or personal property, overpayments, penalties, damages, interests, fines, forfeitures (except... current pay. Salary offset means an administrative offset to collect a debt pursuant to 5 U.S.C. 5514...

  8. 22 CFR 1007.2 - Definitions.

    Science.gov (United States)

    2010-04-01

    ... Relations INTER-AMERICAN FOUNDATION SALARY OFFSET § 1007.2 Definitions. For the purposes of the part, the... amounts due the United States from fees, leases, rents, royalties, services, sales of real or personal.... Salary offset means an administrative offset to collect a debt pursuant to 5 U.S.C. 5514 by...

  9. 45 CFR 1179.2 - Definitions.

    Science.gov (United States)

    2010-10-01

    ... ENDOWMENT FOR THE HUMANITIES SALARY OFFSET § 1179.2 Definitions. For the purposes of the part the following... other amounts due the United States from fees, leases, rents, royalties, services, sales or real or... payment of his/her current pay. Salary offset means an administrative offset to collect a debt pursuant...

  10. Quite Good News--For Now: The Annual Report on the Economic Status of the Profession, 2001-02.

    Science.gov (United States)

    Hamermesh, Daniel S.

    This annual report shows that economically it would seem that faculty members have much about which to be happy. The academic year 2001-2002 was the fifth consecutive year in which the value of the average faculty salary rose, and the one in which academics saw the largest single-year jump in their real (inflation-adjusted) salaries since the…

  11. 16 CFR 1027.2 - Definitions.

    Science.gov (United States)

    2010-01-01

    ... Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL SALARY OFFSET § 1027.2 Definitions. For the... from a creditor agency which requests the paying agency to offset the salary of an employee. CPSC or... the United States from fees, leases, rents, royalties, services, sales of real or personal...

  12. 45 CFR 607.2 - Definitions.

    Science.gov (United States)

    2010-10-01

    ... Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION SALARY OFFSET § 607.2... claim received from a creditor agency which requests the paying agency to offset the salary of an... the United States from fees, leases, rents, royalties, services, sales of real or personal...

  13. 5 CFR 1215.2 - Definitions.

    Science.gov (United States)

    2010-01-01

    ... Administrative Personnel MERIT SYSTEMS PROTECTION BOARD ORGANIZATION AND PROCEDURES DEBT MANAGEMENT Salary Offset... fees, leases, rents, royalties, services, sales or real or personal property, overpayments, penalties... the debt and authorizes the payment of his/her current pay. (h) Salary offset. An...

  14. 44 CFR 11.14 - Administrative claim; evidence and information to be submitted.

    Science.gov (United States)

    2010-10-01

    ..., including his or her monthly or yearly salary or earnings (if any), and the duration of his or her last... salary actually lost. (5) If a claim is made for loss of income and the claimant is self-employed... damages claimed. (c) Property damage. In support of a claim for injury to or loss of property, real...

  15. Republic of Lebanon : Economic and Labor Force Impact of the Change in the Wage Structure of the Public Sector

    OpenAIRE

    World Bank

    2013-01-01

    Amid uncertain growth prospects and shrinking fiscal space, the government's initial decision to significantly increase public sector employees' salaries is raising significant challenges. While the cost of living increase aims to offset the erosion of real wages over time, the change in the structure of salary scales is not accompanied by a similar structural revision of tasks and efficie...

  16. "Two Steps Forward...?" The Annual Report on the Economic Status of the Profession, 1986-87.

    Science.gov (United States)

    Academe, 1987

    1987-01-01

    National data on college faculty salaries are presented by insitution type, faculty rank, sector, sex, region, and institution, and trends are analyzed. Real dollar adjustments, institutional rankings, tenure statistics, and data on fringe benefits and percentage salary increases are included. (MSE)

  17. Not So Good: The Annual Report on the Economic Status of the Profession, 1996-97.

    Science.gov (United States)

    Bell, Linda A.

    1997-01-01

    The annual survey of college and university faculty salaries is reported, including data and narrative concerning trends in salary increases in both nominal and real terms; in relation to academic rank; and by sector (public/private) and institution type, gender, institutional rating, and discipline. The role of unions in these trends is also…

  18. 26 CFR 1.402(a)-1 - Taxability of beneficiary under a trust which meets the requirements of section 401(a).

    Science.gov (United States)

    2010-04-01

    ... basic salary from the United States was not includible in his gross income by reason of being from... in gross income under section 72 without regard to section 402(a)(4) $165 (ii) Aggregate basic salary... REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED) INCOME TAX (CONTINUED) INCOME TAXES...

  19. Labor Supply of Politicians

    DEFF Research Database (Denmark)

    Fisman, Raymond; Harmon, Nikolaj Arpe; Kamenica, Emir;

    Using data on Members of the European Parliament (MEPs), we examine the impact of salaries on the composition and the behavior of legislators. Employing a differences-in-differences approach, we exploit the introduction of a law that equalized MEPs’ salaries which had previously differed by as mu...

  20. 23 CFR 140.906 - Labor costs.

    Science.gov (United States)

    2010-04-01

    ... Railroad Work § 140.906 Labor costs. (a) General. (1) Salaries and wages, at actual or average rates, and... engineering, construction engineering, right-of-way, and force account construction. (2) Salaries and expenses... may be reimbursed. (b) Labor surcharges. (1) Labor surcharges include worker compensation...

  1. Freedman's March.

    Science.gov (United States)

    Library Journal, 2002

    2002-01-01

    Reports on the American Library Association's 2002 annual conference in Atlanta. Topics include incoming president Mitch Freedman's initiative to improve librarian salaries; author presentations; new technology, especially Amazon.com, and the library's role; ALA politics; intellectual freedom issues; salaries and recruiting; interoperability; and…

  2. 38 CFR 21.4005 - Conflicting interests.

    Science.gov (United States)

    2010-07-01

    ... or employee he or she has owned any interest in, or received any wages, salary, dividends, profits... or she was such an officer or employee, owned any interest in, or received any wages, salary... agency finds that any officer or employee of VA or of the State approving agency owns an interest in,...

  3. A "LHC Premium" for Early Career Researchers? Perceptions from within

    CERN Document Server

    Camporesi, Tiziano; Florio, Massimo; Giffoni, Francesco

    2016-01-01

    More than 36,000 students and post-docs will be involved in experiments at the Large Hadron Collider (LHC) until 2025. Do they expect that their learning experience will have an impact on their professional future? By drawing from earlier salary expectations literature, this paper proposes a framework aiming at explaining the professional expectations of early career researchers (ECR) at the LHC. Results from different ordered logistic models suggest that experiential learning at LHC positively correlates with both current and former students' salary expectations. At least two not mutually exclusive explanations underlie such a relationship. First, the training at LHC gives early career researchers valuable expertise, which in turn affects salary expectations; secondly, respondents recognise that the LHC research experience per se may act as a signal in the labour market. Respondents put a price tag on their experience at LHC, a "salary premium" ranging from 5% to 12% in terms of future salaries compared with...

  4. Is employee ownership so senseless ?

    OpenAIRE

    Aubert, Nicolas; Bernard, Grand; Lapied, André; Rousseau, Patrick

    2009-01-01

    Depuis Enron et la ruine de milliers de ses employés, l'actionnariat salarié est critiqué. Investir son épargne en actions de son entreprise équivaudrait à parier sur un seul actif. De plus, l'efficacité contestée de l'actionnariat salarié ne justifierait pas que les entreprises distribuent des actions à leurs salariés. Pourtant, l'actionnariat salarié est adopté par des milliers d'entreprises et des millions de salariés à travers le monde. Cet article propose un modèle d'aléa moral où un ent...

  5. Pay, Performance, and Competitive Balance in the National Hockey League

    OpenAIRE

    Richardson, David H.

    2000-01-01

    This paper uses data from the National Hockey League to address several issues that arise in the economic analysis of a professional sports league. Data on players' salaries reveal substantial growth in average salary and a steady increase in the dispersion of salaries between 1989-90 and 1995-96. Marginal revenue products, computed for 520 players in the 1993-94 season, are used to test hypotheses about the relationship between pay and performance and to measure the effect of free agency. Se...

  6. Changes 2016

    CERN Multimedia

    Staff Association

    2016-01-01

    Basic salaries and stipends are reviewed annually by the Council who, for this purpose, uses as a guide the calculated basic salary and stipend index. The purpose of the review is to protect basic salaries and stipends from any erosion of purchasing power resulting from the increase in the cost of living. The annual adjustment decision enters into force on 1 January of the following year.   * Appendix A1 II. A. of the Staff Rules and Regulations **Appendix A1 II. B. of the Staff Rules and Regulations  

  7. The statistic caption of agrarian salary men: Reflexions on its problems through an exercise of comparation between inhabitans and agrarian censuses (Argentina, 2001/2002 La captación estadística de los asalariados agropecuarios: Reflexiones en torno a sus problemas mediante un ejercicio de comparación entre censos de población y agropecuarios (Argentina, 2001/2002

    Directory of Open Access Journals (Sweden)

    Germán Rosati

    2011-01-01

    Full Text Available The count of the agricultural employment (particularly of the waged employment using official statistical sources has presented several problems and limitations. The high levels of work instability, seasonality and informality have produced numerous difficulties in the quantification of rural employment. The recent processes which affect the agricultural work force (such as its residence urbanization, the reduction of productive and occupational cycles and the decline of labor requirements because of the mechanization of certain crops seem to have increased those difficulties. Former approximations to theses problems showed that populations census and agricultural census throws divergent results in the quantification of the employees in agriculture. A comparative analysis of the results obtained in Argentina by the National Population and Households Census of 2001 and the National Agricultural Census of 2002 is presented in this paper. Its objective is to perform an approximation to the different numbers of agricultural wage earners which both sources provide. Besides, it will be attempted a link with the different agrarian and social structures and territories, trying to find out if they explain part of those divergent results. In order to accomplish those objectives, it was created a county-level database with the total number of agricultural wage earner. It also contained a set of indicators of the social and agrarian structure (quantity of pauper farmers, levels of urbanization, land distribution, etc..Históricamente la captación estadística del empleo agropecuario (y más específicamente del empleo asalariado agropecuario ha presentado una serie de problemas y limitaciones para las fuentes de datos tradicionales. Los elevados niveles de transitoriedad, estacionalidad, no registro e informalidad han tenido como consecuencia una serie de dificultades en su cuantificación por medio de las fuentes censales y muestrales tradicionales. Los procesos más recientes que atraviesan a esta fracción social (urbanización, acortamiento de ciclos productivos y ocupacionales, disminución de requerimientos de fuerza de trabajo por la mecanización de ciertas cosechas, etc. parecen haber incrementado dichas dificultades. Trabajos previos realizados demuestran que los censos de población y agropecuarios arrojan diferentes resultados en la cuantificación de los asalariados del sector. Se presenta en este documento un análisis comparado de los resultados obtenidos en Argentina, por el Censo Nacional de Población y Vivienda de 2001 y el Censo Nacional Agropecuario de 2002. El objetivo buscado es realizar una aproximación a las diferentes cifras de asalariados en el agro que arrojan ambos relevamientos en todos los departamentos del país. A su vez, se intentará vincular dichas diferencias con los distintos territorios y distintas estructuras sociales y agrarias, buscando descubrir si permiten aportar a la explicación de aquellos resultados divergentes. Para ello se confeccionó una base de datos del total del país, desagregada a nivel provincial y departamental (máximo nivel de desagregación permitida por las fuentes publicadas de la cantidad total de asalariados agropecuarios y diversos indicadores de la estructura social y agraria (cantidad de explotaciones pobres, niveles de urbanización, distribución de la tierra, etc..

  8. The statistic caption of agrarian salary men: Reflexions on its problems through an exercise of comparation between inhabitans and agrarian censuses (Argentina, 2001/2002) La captación estadística de los asalariados agropecuarios: Reflexiones en torno a sus problemas mediante un ejercicio de comparación entre censos de población y agropecuarios (Argentina, 2001/2002)

    OpenAIRE

    Germán Rosati

    2011-01-01

    The count of the agricultural employment (particularly of the waged employment) using official statistical sources has presented several problems and limitations. The high levels of work instability, seasonality and informality have produced numerous difficulties in the quantification of rural employment. The recent processes which affect the agricultural work force (such as its residence urbanization, the reduction of productive and occupational cycles and the decline of labor requirements b...

  9. BX-U linear trap for one-way production and confinement of Li+ and e- plasmas

    Science.gov (United States)

    Himura, Haruhiko

    2016-03-01

    A modified version of the Penning-Malmberg trap was developed wherein both positive and negative harmonic potential wells were created by using multi-ring electrodes. The sequence of particle injection, particle trapping, and plasma extraction from the potential wells was controlled by a set of switching circuits. All the guns launching charged particles were collected together in one side of the linear trap. Nevertheless, pure electron (e-) and lithium-ion (Li+) plasmas were not only separately produced on the machine axis but also confined simultaneously. Preliminary data show that for B ≈ 0.13 T the e- plasma lasted for 15 s and the Li+ plasma lasted for ~ 4 s.

  10. First Principles Justification of a "Single Wave Model" for Electrostatic Instabilities

    CERN Document Server

    Crawford, J D; Crawford, John David; Jayaraman, Anandhan

    1998-01-01

    The nonlinear evolution of a unstable electrostatic wave is considered for a multi-species Vlasov plasma. From the singularity structure of the associated amplitude expansions, the asymptotic features of the electric field and distribution functions are determined in the limit of weak instability, i.e. electric field is monochromatic at the wavelength of the linear mode with a nonlinear time dependence. The structure of the distibutions outside the resonant region is given by the linear eigenfunction but in the resonant region the distribution is nonlinear. The details depend on whether the ions are fixed or mobile; in either case the physical picture corresponds to the single wave model originally proposed by O"Neil, Winfrey, and Malmberg for the interaction of a cold weak beam with a plasma of fixed ions.

  11. Slow electrostatic fluctuations generated by beam-plasma interaction

    CERN Document Server

    Pommois, Karen; Pezzi, Oreste; Veltri, Pierluigi

    2016-01-01

    Eulerian simulations of the Vlasov-Poisson equations have been employed to analyze the excitation of slow electrostatic fluctuations (with phase speed close to the electron thermal speed), due to a beam-plasma interaction, and their propagation in linear and nonlinear regime. In 1968, O'Neil and Malmberg [Phys. Fluids {\\bf 11}, 1754 (1968)] dubbed these waves "beam modes". In the present paper, it is shown that, in the presence of a cold and low density electron beam, these beam modes can become unstable and then survive Landau damping unlike the Langmuir waves. When an electron beam is launched in a plasma of Maxwellian electrons and motionless protons and this initial equilibrium is perturbed by a monochromatic density disturbance, the electric field amplitude grows exponentially in time and then undergoes nonlinear saturation, associated with the kinetic effects of particle trapping and phase space vortex generation. Moreover, if the initial density perturbation is setup in the form of a low amplitude rand...

  12. Territorial Innovation Dynamics: a Knowledge Based Perspective

    OpenAIRE

    Rani Jeanne Dang; Karine Roux; Christian Longhi; Damien Talbot; Catherine Thomas

    2014-01-01

    De nombreux auteurs ont souligné le rôle de l'espace dans l'émergence et la construction de capacités et d'apprentissage localisés (Maskell et Malmberg, 1999). En effet, dans un monde globalisé certaines régions au sein de nations possèdent un rôle de leader en termes d'innovation industrielle. On a ainsi un paradoxe : plus les activités sont globalisées, plus les régions deviennent importantes pour construire un avantage compétitif durable (Lebas, 2006). L'apparition récente de la politique ...

  13. Territorial innovation dynamics: a knowledge based perspective : 25th EGOS Colloquium, European Group for Organizational Studies, 2-4 July 2009, (track 22 The strategic management of organizational knowledge: Creation versus control),ESADE Business School, Barcelona, Spain.

    OpenAIRE

    Dang, Rani Jeanne; Longhi, Christian; Roux, Karine; Talbot, Damien; Thomas, Catherine

    2009-01-01

    De nombreux auteurs ont souligné le rôle de l'espace dans l'émergence et la construction de capacités et d'apprentissage localisés (Maskell et Malmberg, 1999). En effet, dans un monde globalisé certaines régions au sein de nations possèdent un rôle de leader en termes d'innovation industrielle. On a ainsi un paradoxe : plus les activités sont globalisées, plus les régions deviennent importantes pour construire un avantage compétitif durable (Lebas, 2006). L'apparition récente de la politique ...

  14. Development and testing of a positron accumulator for antihydrogen production

    International Nuclear Information System (INIS)

    A positron accumulator based on a modified Penning-Malmberg trap has been constructed and undergone preliminary testing prior to being shipped to CERN in Geneva where it will be a part of an experiment to synthesize low-energy antihydrogen. It utilises nitrogen buffer gas to cool and trap a continuous beam of positrons emanating from a 22Na radioactive source. A solid neon moderator slows the positrons from the source down to epithermal energies of a few eV before being injected into the trap. It is estimated that around 108 positrons can be trapped and cooled to ambient temperature within 5 minutes in this scheme using a 10 mCi source

  15. Prevalence of Two Monogenean Parasites on Different Length Groups of Crucian carp (Carassius carassius Linneus, 1758

    Directory of Open Access Journals (Sweden)

    Mustafa KOYUN

    2011-03-01

    Full Text Available Dactylogyrus anchoratus Dujardin, 1857 and Gyrodactylus katharineri Malmberg, 1964 were identified on crucian carp, Carassius carassius L., 1758 in the present study, which was carried out between February 1999 and January 2000. A total of 117 fish specimens were examined. The infestation prevalence and mean intensity levels for G. katharineri was 37.61%, respectivly 27.75�2.203 and for D. anchoratus was 24.78%, 4.69�1.730 per fish, respectively. The infestation prevalence and mean intensity levels were higher during spring and sumer, for the both parasites. No statistically significant preference for either sex of the fish was determined. In this study, we examined a total of 117 fish, out of which 44 (38% were infested by 1221 G. katharineri, and 29 (25% infested by a total of 136 D. anchoratus.

  16. Vortex dynamics and shear layer instability in high intensity cyclotrons

    CERN Document Server

    Cerfon, Antoine J

    2016-01-01

    We show that the space charge dynamics of high intensity beams in the plane perpendicular to the magnetic field in cyclotrons is described by the two-dimensional Euler equations for an incompressible fluid. This analogy with fluid dynamics gives a unified and intuitive framework to explain the beam spiraling and beam break up behavior observed in experiments and in simulations. In particular, we demonstrate that beam break up is the result of a classical instability occurring in fluids subject to a sheared flow. We give scaling laws for the instability and predict the nonlinear evolution of beams subject to it. Our work suggests that cyclotrons may be uniquely suited for the experimental study of shear layers and vortex distributions that are not achievable in Penning-Malmberg traps.

  17. Vortex Dynamics and Shear-Layer Instability in High-Intensity Cyclotrons

    Science.gov (United States)

    Cerfon, Antoine J.

    2016-04-01

    We show that the space-charge dynamics of high-intensity beams in the plane perpendicular to the magnetic field in cyclotrons is described by the two-dimensional Euler equations for an incompressible fluid. This analogy with fluid dynamics gives a unified and intuitive framework to explain the beam spiraling and beam breakup behavior observed in experiments and in simulations. Specifically, we demonstrate that beam breakup is the result of a classical instability occurring in fluids subject to a sheared flow. We give scaling laws for the instability and predict the nonlinear evolution of beams subject to it. Our work suggests that cyclotrons may be uniquely suited for the experimental study of shear layers and vortex distributions that are not achievable in Penning-Malmberg traps.

  18. The ASACUSA CUSP: an antihydrogen experiment

    Energy Technology Data Exchange (ETDEWEB)

    Kuroda, N., E-mail: kuroda@phys.c.u-tokyo.ac.jp [University of Tokyo, Graduate School of Arts and Sciences (Japan); Ulmer, S. [RIKEN, Ulmer Initiative Research Unit (Japan); Murtagh, D. J.; Gorp, S. Van [RIKEN, Atomic Physics Laboratory (Japan); Nagata, Y. [Tokyo University of Agriculture and Technology, Department of Applied Physics (Japan); Diermaier, M. [Boltzmangasse 3, Stefan Meyer Institut für Subatomare Physik (Austria); Federmann, S. [CERN (Switzerland); Leali, M. [Università di Brescia & Instituto Nazionale di Fisica Nucleare, Dipartimento di Chimica e Fisica per l’Ingegneria e per i Materiali (Italy); Malbrunot, C. [CERN (Switzerland); Mascagna, V. [Università di Brescia & Instituto Nazionale di Fisica Nucleare, Dipartimento di Chimica e Fisica per l’Ingegneria e per i Materiali (Italy); Massiczek, O. [Boltzmangasse 3, Stefan Meyer Institut für Subatomare Physik (Austria); Michishio, K. [Tokyo University of Science, Department of Physics (Japan); Mizutani, T. [University of Tokyo, Graduate School of Arts and Sciences (Japan); Mohri, A. [Kyoto University, Graduate School of Human and Environmental Sciences (Japan); Nagahama, H.; Ohtsuka, M. [University of Tokyo, Graduate School of Arts and Sciences (Japan); Radics, B. [RIKEN, Atomic Physics Laboratory (Japan); Sakurai, S. [Hiroshima University, Graduate School of Advanced Science of Matter (Japan); Sauerzopf, C.; Suzuki, K. [Boltzmangasse 3, Stefan Meyer Institut für Subatomare Physik (Austria); and others

    2015-11-15

    In order to test CPT symmetry between antihydrogen and its counterpart hydrogen, the ASACUSA collaboration plans to perform high precision microwave spectroscopy of ground-state hyperfine splitting of antihydrogen atom in-flight. We have developed an apparatus (“cusp trap”) which consists of a superconducting anti-Helmholtz coil and multiple ring electrodes. For the preparation of slow antiprotons and positrons, Penning-Malmberg type traps were utilized. The spectrometer line was positioned downstream of the cusp trap. At the end of the beamline, an antihydrogen beam detector was located, which comprises an inorganic Bismuth Germanium Oxide (BGO) single-crystal scintillator housed in a vacuum duct and surrounding plastic scintillators. A significant fraction of antihydrogen atoms flowing out the cusp trap were detected.

  19. Final Technical Report

    Energy Technology Data Exchange (ETDEWEB)

    Dennis L. Eggleston

    2005-03-28

    The purpose of this grant was to experimentally investigate asymmetry-induced radial transport in a non-neutral (Penning-Malmberg) plasma trap. These traps provide an excellent platform for transport studies since the plasmas are generally well confined. One can then study transport in a controlled manner: the plasma is perturbed and the resulting transport measured. The focus of this research is the transport produced by applied asymmetric electric fields. The main results of our research concern (1) the theory of asymmetry-induced transport, (2) an absolute comparison of theory predictions with experimental results, (3) the amplitude scaling of the transport, (4) the frequency dependence of the transport, (5) the development of techniques to determine the relative contribution of mobility and diffusion to the transport, and (6) measuring the effect of small axial magnetic variations on the transport.

  20. Observations of toroidicity-induced Alfvén eigenmodes in a reversed field pinch plasma

    Science.gov (United States)

    Regnoli, G.; Bergsâker, H.; Tennfors, E.; Zonca, F.; Martines, E.; Serianni, G.; Spolaore, M.; Vianello, N.; Cecconello, M.; Antoni, V.; Cavazzana, R.; Malmberg, J.-A.

    2005-04-01

    High frequency peaks in the spectra of magnetic field signals have been detected at the edge of Extrap-T2R [P. R. Brunsell, H. Bergsåker, M. Cecconello, J. R. Drake, R. M. Gravestijn, A. Hedqvist, and J.-A. Malmberg, Plasma Phys. Controlled Fusion, 43, 1457 (2001)]. The measured fluctuation is found to be mainly polarized along the toroidal direction, with high toroidal periodicity n and Alfvénic scaling (f∝B/√mini ). Calculations for a reversed field pinch plasma predict the existence of an edge resonant, high frequency, high-n number toroidicity-induced Alfvén eigenmode with the observed frequency scaling. In addition, gas puffing experiments show that edge density fluctuations are responsible for the rapid changes of mode frequency. Finally a coupling with the electron drift turbulence is proposed as drive mechanism for the eigenmode.