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Sample records for bygyrodactylus salaris malmberg

  1. Predicting the Potential for Natural Recovery of Atlantic Salmon (Salmo salar L.) Populations following the Introduction of Gyrodactylus salaris Malmberg, 1957 (Monogenea)

    Science.gov (United States)

    Shinn, Andrew P.; Paladini, Giuseppe; Taylor, Nick G. H.; Norman, Rachel A.

    2016-01-01

    Gyrodactylus salaris (Monogenea, Platyhelminthes) is a notifiable freshwater pathogen responsible for causing catastrophic damage to wild Atlantic salmon stocks, most notably in Norway. In some strains of Baltic salmon (e.g., from the river Neva) however, the impact is greatly reduced due to some form of innate resistance that regulates parasite numbers, resulting in fewer host mortalities. Gyrodactylus salaris is known from 17 European states; its status in a further 35 states remains unknown; the UK, the Republic of Ireland and certain watersheds in Finland are free of the parasite. Thus, the parasite poses a serious threat if it emerges in Atlantic salmon rearing regions throughout Europe. At present, infections are generally controlled via extreme measures such as the treatment of entire river catchments with the biocide rotenone, in order to remove all hosts, before restocking with the original genetic stock. The use of rotenone in this way in EU countries is unlikely as it would be in contravention of the Water Framework Directive. Not only are such treatments economically and environmentally costly, they also eradicate the potential for any host/parasite evolutionary process to occur. Based on previous studies, UK salmon stocks have been shown to be highly susceptible to infection, analogous to Norwegian stocks. The present study investigates the impact of a G. salaris outbreak within a naïve salmon population in order to determine long-term consequences of infection and the likelihood of coexistence. Simulation of the salmon/ G. salaris system was carried out via a deterministic mathematical modelling approach to examine the dynamics of host-pathogen interactions. Results indicated that in order for highly susceptible Atlantic strains to evolve a resistance, both a moderate-strong deceleratingly costly trade-off on birth rate and a lower overall cost of the immune response are required. The present study provides insights into the potential long term

  2. 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...

  3. 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.…

  4. Modified Penning-Malmberg Trap for Storing Antiprotons

    Science.gov (United States)

    Sims, William H.; Martin, James; Lewis, Raymond

    2005-01-01

    A modified Penning-Malmberg trap that could store a small cloud of antiprotons for a relatively long time (weeks) has been developed. This trap is intended for use in research on the feasibility of contemplated future matter/antimatter-annihilation systems as propulsion sources for spacecraft on long missions. This trap is also of interest in its own right as a means of storing and manipulating antiprotons for terrestrial scientific experimentation. The use of Penning-Malmberg traps to store antiprotons is not new. What is new here is the modified trap design, which utilizes state-of-the-art radiofrequency (RF) techniques, including ones that, heretofore, have been used in radio-communication applications but not in iontrap applications. A basic Penning-Malmberg trap includes an evacuated round tube that contains or is surrounded by three or more collinear tube electrodes. A steady axial magnetic field that reaches a maximum at the geometric center of the tube is applied by an external source, and DC bias voltages that give rise to an electrostatic potential that reaches a minimum at the center are applied to the electrodes. The combination of electric and magnetic fields confines the charged particles (ions or electrons) for which it was designed to a prolate spheroidal central region. However, geometric misalignments and the diffusive cooling process prevent the steady fields of a basic Penning- Malmberg trap from confining the particles indefinitely. In the modified Penning-Malmberg trap, the loss of antiprotons is reduced or eliminated by use of a "rotating-wall" RF stabilization scheme that also heats the antiproton cloud to minimize loss by matter/antimatter annihilation. The scheme involves the superposition of a quadrupole electric field that rotates about the cylindrical axis at a suitably chosen radio frequency. The modified Penning-Malmberg trap (see Figure 1) includes several collinear sets of electrodes inside a tubular vacuum chamber. Each set

  5. Salary adjustments

    CERN Multimedia

    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

  6. Salary adjustments

    CERN Multimedia

    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

  7. Gyrodactylus salaris

    DEFF Research Database (Denmark)

    Heinecke, Rasmus Demuth; Jørgensen, Louise von Gersdorff; Bresciani, José;

    2006-01-01

    Gyrodactylus salaris er en lille snylter, der angriber laksefiskenes hud og finner, hvilket kan medføre betydelig sygdom og dødelighed hos angrebne fisk. En særlig aggressiv type af denne snylter-art har decimeret bestanden af vildlaks i 45 norske elve siden 1970'erne. Snylteren forekommer også i...

  8. 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.

  9. 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)

  10. 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...

  11. Salary Survey: Chemists' Salaries Move Higher This Year.

    Science.gov (United States)

    Chemical and Engineering News, 1981

    1981-01-01

    Presents in tabular form chemists' salaries. Reviews salaries of chemists with B.S., M.S., and Ph.D. degrees, chemical engineers, college faculty, industrial chemists, women, and employment status of chemists surveyed. Indicates relatively low unemployment and that medial salary for chemists has increased 11% between March 1980 and March 1981. (JN)

  12. Stereotype threat in salary negotiations is mediated by reservation salary.

    Science.gov (United States)

    Tellhed, Una; Björklund, Fredrik

    2011-04-01

    Women are stereotypically perceived as worse negotiators than men, which may make them ask for less salary than men when under stereotype threat (Kray et al., 2001). However, the mechanisms of stereotype threat are not yet properly understood. The current study investigated whether stereotype threat effects in salary negotiations can be explained by motivational factors. A total of 116 business students negotiated salary with a confederate and were either told that this was diagnostic of negotiating ability (threat manipulation) or not. Measures of minimum (reservation) and ideal (aspiration) salary goals and regulatory focus were collected. The finding (Kray et al., 2001) that women make lower salary requests than men when under stereotype threat was replicated. Women in the threat condition further reported lower aspiration salary, marginally significantly lower reservation salary and less eagerness/more vigilance than men. Reservation salary mediated the stereotype threat effect, and there was a trend for regulatory focus to mediate the effect. Thus, reservation salary partly explains why women ask for less salary than men under stereotype threat. Female negotiators may benefit from learning that stereotype threat causes sex-differences in motivation.

  13. Placements & Salaries Survey 2010: Stagnant Salaries, Rising Unemployment

    Science.gov (United States)

    Maatta, Stephanie L.

    2010-01-01

    "Library Journal's annual Placements & Salaries Survey, with 1,996 respondents representing 38.7% of the approximately 5160 2009 LIS graduates, found an uptick in starting salaries, but bigger bumps in part-time and temporary jobs, an expanding gender gap, setbacks for minority graduates, and a drop in the number of total graduates. On the up…

  14. 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.

  15. A Modified MeVVA Ion Source for a Malmberg-Penning Trap

    Science.gov (United States)

    Olson, David K.; Peterson, Bryan G.; Hart, Grant W.

    2006-10-01

    We have designed a new type of plasma gun ion source for a Malmberg-Penning trap based on Metal Vapor Vacuum Arc (MeVVA) ion source designs. Our primary intent with this MeVVA-type source is to create a confinable beryllium-7 (7Be) plasma. The radioactivity of 7Be requires us to replace the sample inside the ion source on a regular basis. Our design makes it possible to easily remove the cathode of the ion source from an ultra-high vacuum trap and exchange 7Be samples while only needing to repressurize a small chamber rather than the entire trap. This design has an added benefit of being capable of generating plasmas from a wide variety of metals by simply exchanging the source target in the removable cathode. Because of this wide compatibility, we will be able to use our trap for studying any number of different plasmas, including other radioactive types.

  16. Finance salaries. Account the cost.

    Science.gov (United States)

    Robling, Andy

    2003-02-06

    Post-qualification salaries have increased by 4-7 per cent, a slowdown on last year's figures when increases were often more than 10 per cent. The highest increases this year tended to be in medium-sized trusts where newly qualified accountants' salaries rose 8.2 per cent. Directors of finance in large trusts earn about 20 per cent more than in medium trusts and about 40 per cent more than in small ones. Newly qualified accountants in large trusts earn 5 per cent more than in medium-sized trusts and 13 per cent more than in small ones. The survey is based on an analysis of salaries from Hays' jobs database, and salaries of registered candidates.

  17. 31 CFR 285.7 - Salary offset.

    Science.gov (United States)

    2010-07-01

    ... 31 Money and Finance: Treasury 2 2010-07-01 2010-07-01 false Salary offset. 285.7 Section 285.7... IMPROVEMENT ACT OF 1996 Disbursing Official Offset § 285.7 Salary offset. (a) Purpose and scope. (1) This section establishes FMS's procedures for the centralized offset of Federal salary payments to...

  18. 7 CFR 1951.111 - Salary offset.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 14 2010-01-01 2009-01-01 true Salary offset. 1951.111 Section 1951.111 Agriculture... REGULATIONS (CONTINUED) SERVICING AND COLLECTIONS Offsets of Federal Payments to USDA Agency Borrowers § 1951.111 Salary offset. Salary offset may be used to collect debts arising from delinquent USDA...

  19. 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…

  20. 29 CFR 548.301 - Salaried employees.

    Science.gov (United States)

    2010-07-01

    ...). The weekly equivalent is then divided by the number of hours in the week which the salary is intended... is paid for a specified number of days per week and a specified number of hours per day normally or... the salary of $154 by 80 working hours, or 10 days of 8 hours each. The basic rate would therefore...

  1. 19 CFR 201.204 - Salary offset.

    Science.gov (United States)

    2010-04-01

    ... 19 Customs Duties 3 2010-04-01 2010-04-01 false Salary offset. 201.204 Section 201.204 Customs... § 201.204 Salary offset. (a) Notice requirements before offset where the Commission is the creditor... the employee with a written Notice of Intent to Offset a minimum of 30 calendar days before...

  2. 28 CFR 11.8 - Salary offset.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Salary offset. 11.8 Section 11.8 Judicial Administration DEPARTMENT OF JUSTICE DEBT COLLECTION Administration of Debt Collection § 11.8 Salary offset. (a) Notice requirements before offset. Deductions under the authority of 5 U.S.C. 5514 will not be...

  3. 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 (

  4. 41 CFR 105-56.018 - Salary offset.

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Salary offset. 105-56... Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Centralized Salary Offset (CSO) Procedures-GSA as Creditor Agency § 105-56.018 Salary offset. When a match occurs and...

  5. 41 CFR 105-56.028 - Salary offset.

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Salary offset. 105-56... Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Centralized Salary Offset (CSO) Procedures-GSA as Paying Agency § 105-56.028 Salary offset. When a match occurs and...

  6. A salaried compensation model for postanesthesia nurses.

    Science.gov (United States)

    Mushala, M E; Henderson, M A

    1995-08-01

    Health care organizations involved in innovative and creative work redesign projects may find traditional pay structures inadequate to meet the needs of the changing environment. The idea of salaried compensation for registered nurses is not unprecedented. However, few salaried compensation models for nurses are described in the literature. This article presents a model that we believe will be of particular interest to nurses in PACUs, because its design allows for adequate call coverage plus flexibility in scheduling. In addition, this compensation model eliminates incidental overtime, thus allowing for a more predictable salary budget.

  7. MLA Policy Statements: Salaries and Staffing.

    Science.gov (United States)

    ADFL Bulletin, 2003

    2003-01-01

    Provides the Modern Language Association's salary recommendations for entry-level full-time and part-time foreign language department faculty, as well as general staffing recommendations. (Author/VWL)

  8. Geoscience salaries up by 10.8%

    Science.gov (United States)

    Bell, Peter M.

    According to a recent salary survey of over 4000 scientists in all fields by Research and Development (March 1984) geoscientists ranked fourth place for 1984. Mathematics, aeronautical engineering, and metallurgy had higher median salaries, but the discipline of geoscience had a higher median salary than that of physics, chemical engineering, mechanical engineering, electrical engineering, ceramics, chemistry, industrial engineering, biology, and other fields of research and development. The 1984 median salary for geoscientists was $40,950, up from the median value by 10.8%. In 1983, geoscience was ranked in ninth place.The geoscientist profile for 1984 was not unusual. The median age was 47.5 years, and the median years of experience was 18. Geoscientists are the best educated. Eighty-two percent of the geoscientists polled had advanced degrees beyond the bachelor's degree. Fifty-six percent of the geoscientists had the Ph.D. degree.

  9. 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…

  10. Magnetic multipole induced zero-rotation frequency bounce-resonant loss in a Penning–Malmberg trap used for antihydrogen trapping

    CERN Document Server

    Andresen, G B; Bray, C; Butler, E; Cesar, C L; Chapman, S; Charlton, M; Fajans, J; Fujiwara, M C; Gill, D R; Hardy, W N; Hayano, R S; Hayden, M E; Humphries, A J; Hydomako, R; Jørgensen, L V; Kerrigan, S J; Keller, J; Kurchaninov, L; Lambo, R; Madsen, N; Nolan, P; Olchanski, K; Olin, A; Povilus, A; Pusa, P; Robicheaux, F; Sarid, E; Seif El Nasr, S; Silveira, D M; Storey, J W; Thompson, R I; van der Werf, D P; Wurtele, J S; Yamazaki, Y

    2009-01-01

    In many antihydrogen trapping schemes, antiprotons held in a short-well Penning–Malmberg trap are released into a longer well. This process necessarily causes the bounce-averaged rotation frequency $\\overline{\\Omega}_r$ of the antiprotons around the trap axis to pass through zero. In the presence of a transverse magnetic multipole, experiments and simulations show that many antiprotons (over 30% in some cases) can be lost to a hitherto unidentified bounce-resonant process when $\\overline{\\Omega}_r$ is close to zero.

  11. 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.

  12. When salaries aren't secret.

    Science.gov (United States)

    Case, J

    2001-05-01

    No one seemed to think Treece McDavitt was a malevolent employee. "Just mischievous," one person said. Whatever her motivation, the day before Treece was to leave RightNow!, an off-price women's fashion retailer, the 26-year-old computer wizard accessed HR's files and e-mailed employees' salaries to the entire staff. Now everyone knows what everyone else is making; they are either infuriated that they are making too little or embarrassed that they are making too much. Salary disparities are out there for everyone to see, and CEO Hank Adamson has to do something to smooth things over. Hank's trusted advisers talk extensively with the CEO about his options, ultimately coming down on two sides. Charlie Herald, vice president of human resources, takes a "You get a lemon, you make lemonade" approach: keep making the salaries public to ensure fairness and to push employees to higher performance, he advises. Meanwhile, CFO Harriet Duval sees the need for damage control: apologize, clean up the company's compensation system, and continue to keep--or at least try to keep--salaries private, she says. Should Hank side with Charlie or Harriet? Or perhaps find a compromise between their two views? What should he do about this serious salary debacle? Four commentators offer their advice on the problem presented in this fictional case study.

  13. Enterprise Accountants, Managerial Status And Gender Salaries

    Directory of Open Access Journals (Sweden)

    Bruce M. Bird

    2011-07-01

    Full Text Available This paper reports on the relationship between salary and a set of explanatory variables for a sample of enterprise (management accountants. In order to conduct the analysis, a sample was drawn from a large southeastern chapter of the Institute of Management Accountants (IMA. Based upon human capital theory and gender research, different groups of variables are regressed against salary for the 1 sample as a whole; 2 for those enterprise accountants with management status; and 3 for those enterprise accountants without managerial status. Each of the three hypotheses is partially supported. In addition, gender discrimination appears to be limited to non-managers.

  14. 29 CFR 778.113 - Salaried employees-general.

    Science.gov (United States)

    2010-07-01

    ....22) for each hour thereafter. If an employee is hired at a salary of $220.80 for a 40-hour week his... regular monthly salary of $1,040, or a regular semimonthly salary of $520 for 40 hours a week, is thus... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF...

  15. 45 CFR 33.10 - Procedures for salary offset.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Procedures for salary offset. 33.10 Section 33.10 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION SALARY OFFSET § 33.10 Procedures for salary offset. (a) Method and source of deductions. Unless the employee and the Secretary...

  16. 40 CFR 13.21 - Employee salary offset-general.

    Science.gov (United States)

    2010-07-01

    ... 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 section... collection by salary offset under 5 U.S.C. 5514 of debts owed EPA and debts owed to other Federal agencies...

  17. 22 CFR 34.16 - Procedures for salary offset.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Procedures for salary offset. 34.16 Section 34.16 Foreign Relations DEPARTMENT OF STATE CLAIMS AND STOLEN PROPERTY DEBT COLLECTION Salary Offset § 34.16 Procedures for salary offset. Unless otherwise provided by statute or contract, the...

  18. 16 CFR 1027.8 - Procedures for salary offset.

    Science.gov (United States)

    2010-01-01

    ... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Procedures for salary offset. 1027.8 Section 1027.8 Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL SALARY OFFSET § 1027.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by the method and in...

  19. 29 CFR 1650.110 - Implementation of salary offset.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Implementation of salary offset. 1650.110 Section 1650.110... Procedures for the Collection of Debts by Salary Offset § 1650.110 Implementation of salary offset. (a... by offset will be made in installments. Such installment deductions will be made over a period...

  20. 5 CFR 1215.8 - Procedures for salary offset.

    Science.gov (United States)

    2010-01-01

    ... payment due to a separated employee including but not limited to final salary payment or leave in... Section 1215.8 Administrative Personnel MERIT SYSTEMS PROTECTION BOARD ORGANIZATION AND PROCEDURES DEBT MANAGEMENT Salary Offset § 1215.8 Procedures for salary offset. (a) Deductions to liquidate an...

  1. 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…

  2. The Wage Gap and Administrative Salaries Today.

    Science.gov (United States)

    Beyer, Kirk D.

    1992-01-01

    Analysis of national data on college administrator salaries by gender, minority/nonminority status, years of service, and institution type found that wage gaps related to gender and minority status persisted in 1991-92 but that interaction of length of service with other study variables explained a significant amount of this gap. (MSE)

  3. 77 FR 59026 - Federal Salary Council

    Science.gov (United States)

    2012-09-25

    ... Associate Director, Pay and Leave, Office of Personnel Management, 1900 E Street NW., Room 7H31, Washington... MANAGEMENT Federal Salary Council AGENCY: Office of Personnel Management. ACTION: Notice of meeting. SUMMARY... Agent (the Secretary of Labor and the Directors of the Office of Management and Budget and the Office...

  4. 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...

  5. 17 CFR 141.8 - Procedures for salary offset.

    Science.gov (United States)

    2010-04-01

    ... 17 Commodity and Securities Exchanges 1 2010-04-01 2010-04-01 false Procedures for salary offset... OFFSET § 141.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by the method and in the amount stated in the Commission's notice of intention to offset as provided...

  6. 32 CFR 1697.8 - Procedures for salary offset.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 6 2010-07-01 2010-07-01 false Procedures for salary offset. 1697.8 Section... OFFSET § 1697.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by the method and in the amount stated in the Director's notice of intention to offset as provided...

  7. 22 CFR 213.21 - Employee salary offset-general.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee salary offset-general. 213.21 Section 213.21 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT CLAIMS COLLECTION Administrative Offset § 213.21 Employee salary offset—general. (a) Purpose. This section establishes USAID's policies...

  8. 14 CFR 1261.603 - Procedures for salary offset.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Procedures for salary offset. 1261.603... MONETARY CLAIMS (GENERAL) Collection by Offset From Indebted Government Employees § 1261.603 Procedures for salary offset. If NASA is both the paying and creditor agency, the following requirements must be...

  9. 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)

  10. An Examination of Superintendent Salaries and Compensation Packages in Kentucky

    Science.gov (United States)

    Carroll, Lisa M.

    2014-01-01

    The salaries and compensation packages of women in the United States fall short of those to men holding similar employment positions. This study will look specifically at the salaries and compensation packages of current Kentucky school superintendents and investigate whether or not there exists discrepencies among them along gender lines. The…

  11. 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.…

  12. Minimum Teacher Salary Legislation in New Jersey: Cui Bono?

    Science.gov (United States)

    Richards, Craig E.

    1986-01-01

    Provides a demographic and fiscal profile of New Jersey's schools and analyzes equity implications of minimum teacher salary legislation for poor school districts. Direct salary impacts should not destabilize local finances or create undue fiscal distress. Other states considering similar legislation should first examine their economic…

  13. 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.

  14. 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.

  15. 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.

  16. 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.

  17. 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.

  18. 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)

  19. 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…

  20. 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…

  1. Why Do Field Differentials in Average Faculty Salaries Vary across Universities?

    Science.gov (United States)

    Ehrenberg, Ronald G.; McGraw, Marquise; Mrdjenovic, Jesenka

    2006-01-01

    Average faculty salaries differ widely across fields at American colleges and universities and the magnitudes of these field differences in salaries have been growing over time. What is less well known, however, is that at any point in time there are wide differences in the magnitudes of field differences in faculty salaries across academic…

  2. 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.

  3. 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)

  4. 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…

  5. 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)

  6. Placements & Salaries Survey 2009: Jobs and Pay Take a Hit

    Science.gov (United States)

    Library Journal, 2009

    2009-01-01

    "It's a recession, baby!" was the common refrain among the Library and Information Science (LIS) graduates of the class of 2008. This was a record year for the number of graduates participating in "Library Journal"'s annual Placements & Salaries survey, and they had stories to tell, providing evidence of both hard times in the job market, and some…

  7. Collective Bargaining and Staff Salaries in American Colleges and Universities.

    Science.gov (United States)

    Klaff, Daniel B.; Ehrenberg, Ronald G.

    2003-01-01

    Data on employees in 168 colleges and universities were analyzed using collective bargaining coverage as an exogenous variable. Union-covered staff enjoyed a 9-11% salary premium. The union/nonunion differential was larger in two-year than four-year institutions, with no public-private differences. Where faculty were union covered, staff had an…

  8. 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…

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

    CERN Multimedia

    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. Forecasting Future Salaries in the Czech Republic Using Stochastic Modelling

    OpenAIRE

    Ondřej Šimpach; Jitka Langhamrová

    2013-01-01

    Background: In spite of the course of the economic crisis of 2008, there have not been changes dramatic to the extent that they would strongly alter the behaviour of the trend in the Average Gross Monthly Wages and the Monthly Wage Medians in the Czech Republic. In order to support public and monetary planning, reliable forecasts of future salaries are indispensable. Objectives: The aim is to provide an outline of the behaviour of the average gross wages and the gross wage medians of the Czec...

  11. 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…

  12. Cause analysis of meager salaries of Sichuan primary school teachers in the 1930s

    Institute of Scientific and Technical Information of China (English)

    Zeng Chongbi

    2006-01-01

    This paper aims to investigate the phenomenon wherein primary school teachers in Sichuan received low salaries in the 1930s.Compared with other professions among either physical or nonphysical jobs,primary school teachers had lower salaries,which were often paid in arrears and deducted.The main causes were instability,mismanagement,and an unbalanced distribution of education funds.

  13. 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…

  14. The Accumulation of Human Capital over Time and Its Impact on Salary Growth in China

    Science.gov (United States)

    Liu, Zeyun; Xiao, Jin

    2006-01-01

    This study compares the growth in salaries across three spatial regions in China during the period 1993-1998, when economic reforms were implemented nationwide. Our study compares the impact of three forms of education and training on salary growth, namely pre-job formal schooling, on-the-job-training provided by employers, and adult education…

  15. 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.

  16. 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.

  17. 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...

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

    CERN Multimedia

    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 ...

  19. Cambios demográficos y estructura salarial

    Directory of Open Access Journals (Sweden)

    Ricardo A. Espinoza

    2010-01-01

    Full Text Available Este artículo descompone la fuerza de trabajo chilena de acuerdo con una clasificación por grupos de género, edad y escolaridad. Usando datos del periodo 1965-2005, determinamos grados de sustitución y complementariedad entre diferentes grupos de trabajadores. Encontramos grandes cambios en la composición de la oferta laboral, una importante reestructuración de los salarios y logramos establecer relaciones funcionales entre tipos de trabajadores. En particular, hallamos que existe una mayor sensibilidad de los salarios de los hombres a una recomposición de la fuerza laboral y una gran relación de sustitución entre hombres y mujeres jóvenes con alta escolaridad. Los resultados permiten proyectar la estructura salarial frente a una recomposición de la oferta laboral, la que sugiere una disminución de los rendimientos a la educación superior y una reducción de la brecha salarial entre hombres y mujeres.

  20. 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.

  1. 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

  2. Salary is not enough to attract and retain the best

    Directory of Open Access Journals (Sweden)

    Rosa María Fuchs Ángeles

    2015-09-01

    Full Text Available Organizations face the challenge of attracting and retaining talented staff. In some instances, a reference to the existence of a war for talent is made. It is that way that the retention of workers has stopped being managed, exclusively, with the offer of good salaries. This paper explores, in a first instance, the theoretical framework that describes the principal tools of talent retention that companies develop, and that are considered as part of the total remuneration that workers receive: economic compensations, recognition, career plans and staff development, feedback, personal and professional life balance, social network and team making, proper relationship with superiors and organizational climate life. Later, the results that were obtained from interviews with ten of the best companies to work for in Peru, according to the Great Place to Work Institute ranking in 2007, on retaining talent tools that they implement are shown. Finally, conclusions on the case studies are presented.

  3. The Relationship between Doctoral Completion Time, Gender, and Future Salary Prospects for Physical Scientists

    Science.gov (United States)

    Potvin, Geoff; Tai, Robert H.

    2012-03-01

    Drawing from a national survey of Ph.D.-holding physical scientists, we present evidence that doctoral completion time is a strong predictor of future salary prospects: each additional year in graduate school corresponds to a substantially lower average salary. This is true even while controlling for typical measures of scientific merit (grant funding and publication rates) and several other structural and career factors expected to influence salaries. Extending this picture to include gender effects, we show that women earn significantly less than men overall and experience no effect of doctoral completion time on their salaries, while men see a significant gain in salary stemming from earlier completion times. Doctoral completion time is shown to be largely unconnected to measures of prior academic success, research independence, and scientific merit suggesting that doctoral completion time is, to a great extent, out of the control of individual graduate students. Nonetheless, it can be influential on an individual's future career prospects, as can gender-related effects.

  4. 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.

  5. The NBA’s Maximum Player Salary and the Distribution of Player Rents

    Directory of Open Access Journals (Sweden)

    Kelly M. Hastings

    2015-03-01

    Full Text Available The NBA’s 1999 Collective Bargaining Agreement (CBA included provisions capping individual player pay in addition to team payrolls. This study examines the effect the NBA’s maximum player salary on player rents by comparing player pay from the 1997–1998 and 2003–2004 seasons while controlling for player productivity and other factors related to player pay. The results indicate a large increase in the pay received by teams’ second highest and, to a lesser extent, third highest paid players. We interpret this result as evidence that the adoption of the maximum player salary shifted rents from stars to complementary players. We also show that the 1999 CBA’s rookie contract provisions reduced salaries of early career players.

  6. 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.

  7. 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.

  8. 12 CFR 313.48 - Special review of repayment agreement or salary offset due to changed circumstances.

    Science.gov (United States)

    2010-01-01

    ... for special review, the employee shall submit to the Director a detailed statement and supporting... current salary offset or payments result in extreme financial hardship to the employee. (d) The Director... request a special review by the Director of the amount of the salary offset or voluntary repayment,...

  9. Pay Equity for Women in Academic Libraries: An Analysis of ARL Salary Surveys, 1976/77-1983/84.

    Science.gov (United States)

    Ray, Jean Meyer; Rubin, Angela Battaglia

    1987-01-01

    Analyzes Association of Research Libraries (ARL) Annual Salary Survey data for 8-year period in terms of employment level and salaries of women and men. Historical trends in comparable worth, the current situation in academic libraries, and possible future trends are discussed. (CLB)

  10. 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....

  11. 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...

  12. 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.

  13. 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…

  14. 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…

  15. 26 CFR 521.110 - Government wages, salaries, pensions and similar remuneration.

    Science.gov (United States)

    2010-04-01

    ... TREASURY (CONTINUED) REGULATIONS UNDER TAX CONVENTIONS DENMARK General Income Tax Taxation of Nonresident Aliens Who Are Residents of Denmark and of Danish Corporations § 521.110 Government wages, salaries... compensation or pension paid by the Government of Denmark or by any other public authority within Denmark to...

  16. "They Make "How" Much?" Investigating Faculty Salaries to Examine Gender Inequalities

    Science.gov (United States)

    Petrzelka, Peggy

    2005-01-01

    Stratification by gender occurs in many occupations, including the academic profession. When examining salaries of those in higher education, it is "well established" that "women faculty earn less than their male counterparts." Getting students to understand the important sociological issues of gender stratification as it occurs in the workplace…

  17. 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,…

  18. The Pension Pac-Man: How Pension Debt Eats Away at Teacher Salaries

    Science.gov (United States)

    Aldeman, Chad

    2016-01-01

    Why aren't teacher salaries rising? This puzzle can be explained by three trends eating into teachers' take-home pay: rising health care costs, declining student/teacher ratios, and rising retirement costs. Retirement costs are the most hidden of these three factors. The result is that most teachers are getting the worst of both worlds. Teachers…

  19. 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.

  20. Impact of civil servant salaries on the performance of local public administration in Kosovo

    Directory of Open Access Journals (Sweden)

    Mr.Sc. Naim Ismajli

    2012-12-01

    Full Text Available Motivation is defined as the willingness to exert high level of effort to reach organizational goals, conditioned by the ability of these efforts to satisfy some individual needs (Robbis / De Cenze p, 407. As motivating factors are: wage increase in career, workplace safety, work contracts, working conditions, organizational culture, leadership in working organizations, the level of responsibility at work and rewards. All these factors have different scale in motivating employee performance. Based on the theory of many authors in the field of Human Resources, presented in scientific literature, scientific journal articles, reports of international institutions (UNDP, World Bank, Human rights etc.that explore human resources comes the conclusion that the salary is one of the most important motivating factors for employee performance level. Main  problem treated in this research is the salary; salary level, its structure, the methodology of determining the current legal framework does not provide a realistic reflection based on needs and performance-oriented employees, so as it is does not  motivates either increase public service quality.This work reflects over presented theoretical part from literature, scientific articles, as well from own experience and the main conclusion is that wage is motivating factors in the performance of civil servants in the public administration in local level. Research questions are; which is unsatisfactory levelwithin worker's salary?, What is the salary structure?, What is actual legal framework?, Is it wage rate based on performance or work time? For this research will be used combined methodology; first collection of the primary, secondary data, and interviews, with the objective to draw scientific conclusions of this research. The purpose of this research is to come out with recommendations for institutions to develop policies, local government, human resource managers, executives managers at all levels, but

  1. 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。

  2. Estimación de la discriminación salarial femenina en la provincia de Segovia

    OpenAIRE

    2016-01-01

    Estudio o análisis sobre la discriminación salarial femenina en la provincia de Segovia, haciendo una comparativa a niveles regionales y nacionales, incluyendo un análisis de la brecha salarial en función de las características de los trabajadores así como de las empresas y puestos del trabajo. Grado en Administración y Dirección de Empresas

  3. Discriminación salarial por género en México

    OpenAIRE

    Jorge Eduardo Mendoza Cota; Karina Jazmín García Bermúdez

    2009-01-01

    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 ...

  4. Career Satisfaction and Perceived Salary Competitiveness among Individuals Who Completed Postdoctoral Research Training in Cancer Prevention.

    Science.gov (United States)

    Faupel-Badger, Jessica M; Nelson, David E; Izmirlian, Grant

    2017-01-01

    Studies examining career satisfaction of biomedical scientists are limited, especially in the context of prior postdoctoral training. Here we focused on career satisfaction defined as satisfaction with one's career trajectory and perceived salary competitiveness among a predominantly Ph.D.-trained population of scientists who completed cancer prevention-related postdoctoral training between 1987-2011. National Cancer Institute (NCI) Cancer Prevention Fellowship Program (CPFP) alumni (n = 114), and previous recipients of NCI-sponsored Ruth L. Kirschstein National Research Service Award (NRSA/F32) postdoctoral fellowships (n = 140) completed online surveys. Associations of career satisfaction and perception of salary competitiveness with demographic, training, and employment-related factors were examined using logistic regression. Overall, 61% reported high levels of satisfaction with their career trajectory to-date. Higher salary (odds ratio [OR] = 2.86, 95% confidence interval [95% CI]: 1.07-7.69) and having more leadership roles (OR = 2.26, 95% CI:1.04-4.90) were independently associated with higher career satisfaction. Persons with race/ethnicity other than white (OR = 0.40, 95% CI: 0.20-0.82) or age ≥ 50 (OR = 0.40, 95%CI: 0.17-0.94) had lower career satisfaction levels. There were no statistically significant differences in career satisfaction levels by gender, scientific discipline, or employment sector. 74% perceived their current salary as competitive, but persons with 5-9, or ≥10 years in their current position reported lower levels (OR = 0.31, 95% CI: 0.15-0.65; and OR = 0.37, 95% CI: 0.16-0.87, respectively), as did individuals in government positions (OR = 0.33, 95% CI: 0.11-0.98). These data add to the understanding of career satisfaction of those with advanced training in biomedical research by examining these measures in relation to prior postdoctoral research training and across multiple career sectors.

  5. 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.

  6. Estructura salarial de los periodistas en España durante la crisis

    Directory of Open Access Journals (Sweden)

    Sergio Roses

    2011-01-01

    Full Text Available Las empresas informativas están aplicando políticas de reducción de gastos de personal para hacer frente a la crisis económica. Este trabajo describe la Estructura Salarial de los Periodistas en España durante la crisis (2009 a partir de los datos recabados mediante una encuesta telefónica suministrada a una muestra de mil periodistas en activo residentes en España. La descripción de los datos se detalla en función de un conjunto de variables sociolaborales. El estudio se complementa con un análisis bivariable de la asociación entre el nivel salarial de los periodistas encuestados y dichas variables. Los resultados indican que el nivel salarial de los periodistas en España está asociado a su género, edad, experiencia profesional, tipo de medio donde trabaja, tamaño de la empresa informativa, ubicación geográfica de la empresa, categoría profesional, tipo de contrato y antigüedad en la empresa. Sin embargo, el nivel salarial es independiente de nivel de estudios, titulación universitaria en Periodismo o Comunicación, y titulación en estudios de tercer ciclo. Los hallazgos del estudio—de interés para académicos y organizaciones profesionales—permitirán monitorizar en el futuro los efectos de las políticas de reducción de gastos de los medios en las retribuciones de los periodistas.

  7. 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.

  8. 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.

  9. 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

    International audience; 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...

  10. 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.

  11. Determinantes del incremento salarial en las primeras rotaciones laborales de los titulados de Ciclos Formativos

    OpenAIRE

    Sara M. González Betancor; C. Delia Dávila Quintana

    2005-01-01

    El objetivo del presente trabajo radica en el estudio de los determinantes de la variación salarial experimentada durante los primeros episodios laborales, poniendo especial énfasis en aspectos tales como la movilidad, la satisfacción con el primer puesto de trabajo y la especialidad elegida. La relación entre movilidad y salarios ha sido ampliamente estudiada en teoría, pero poco contrastada en la práctica. En cambio, la relación entre el nivel de satisfacción con un empleo y el nivel de sal...

  12. 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...

  13. 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.

  14. 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.

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

    CERN Multimedia

    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...

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

    CERN Multimedia

    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...

  17. 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

  18. 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 ...

  19. 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.

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

    OpenAIRE

    HOLLANDTS, Xavier; Aubert, Nicolas

    2011-01-01

    International audience; 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 : c...

  1. Employment Sources on the Internet; Placements and Salaries 2001: Salaries Rebound, Women Break Out; Accredited Master's Programs in Library and Information Studies; Library Scholarship Sources; Library Scholarship and Award Recipients, 2002.

    Science.gov (United States)

    Barr, Catherine; Terrell, Tom

    2003-01-01

    These five articles report on library and information science employment sources on the Internet; librarians' placement and salary trends, including library school graduates, gender differences, and minorities; a list of accredited Mater's programs; a list of library scholarship sources; and a list of library scholarship and award recipients. (LRW)

  2. 15 CFR 19.12 - How will Commerce entities offset a Federal employee's salary to collect a Commerce debt?

    Science.gov (United States)

    2010-01-01

    ... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false How will Commerce entities offset a Federal employee's salary to collect a Commerce debt? 19.12 Section 19.12 Commerce and Foreign Trade Office of the Secretary of Commerce COMMERCE DEBT COLLECTION Procedures To Collect Commerce Debts §...

  3. 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…

  4. A Study of Child Care Professionals' Salaries, Benefits, and Working Conditions: Lake, Marin, Mendocino, Napa, and Sonoma Counties.

    Science.gov (United States)

    Community Child Care Council of Sonoma County, Santa Rosa, CA.

    Surveys were made of the salaries, benefits, and working conditions of child care professionals in Lake, Marin, Mendocino, Napa, and Sonoma Counties. The centers sampled operated under a variety of auspices. Centers included nonprofit (without subsidized child care spaces), proprietary, public, and subsidized organizations. The survey instrument…

  5. Equal Pay for Equal Qualifications? A Model for Determining Race or Sex Discrimination in Salaries. AIR Forum Paper 1978.

    Science.gov (United States)

    Muffo, John; And Others

    Equal pay for equal work by persons of equal qualifications is the concept behind laws against race and sex discrimination in salaries in the United States. However, determining the existence and extent of discrimination is not a simple matter. A four-step procedure is recommended that attempts to uncover the existence of discrimination and begins…

  6. 31 CFR 5.12 - How will Treasury entities offset a Federal employee's salary to collect a Treasury debt?

    Science.gov (United States)

    2010-07-01

    ... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false How will Treasury entities offset a Federal employee's salary to collect a Treasury debt? 5.12 Section 5.12 Money and Finance: Treasury Office of the Secretary of the Treasury TREASURY DEBT COLLECTION Procedures To Collect Treasury Debts §...

  7. Half-Way Out: How Requiring Outside Offers to Raise Salaries Influences Faculty Retention and Organizational Commitment

    Science.gov (United States)

    O'Meara, KerryAnn

    2015-01-01

    This institutional case study examines the influence of a policy requiring outside offers for faculty salary increases on institutional retention efforts and faculty organizational commitment. Outside offers and policies governing them are rarely examined, and studied here from the perspective of administrators, leaving faculty, and faculty who…

  8. Tendências da desigualdade salarial para coortes de mulheres brancas e negras no Brasil

    Directory of Open Access Journals (Sweden)

    Ana Maria Hermeto Camilo de Oliveira

    2006-06-01

    Full Text Available É feita uma análise das tendências da desigualdade salarial da força de trabalho feminina no Brasil, segundo a raça, durante as décadas de 1980 e 1990. Crescentes retornos de qualificação e crescente demanda por trabalho qualificado resultam em uma divergência do crescimento salarial entre os trabalhadores com alta e baixa qualificação. Este crescente hiato resulta em um aumento da desigualdade salarial por raça. Com o propósito de interpretar as tendências, são examinadas diferenças por raça nos padrões de casamento, fecundidade, arranjos domiciliares, níveis educacionais, participação na força de trabalho, níveis de qualificação, alocação ocupacional e salários, distinguindo entre medidas de período e coorte. São usados dados provenientes das PNADs 1987-1999 para analisar a importância de mudanças inter e intracoortes para mulheres brancas e negras. Funções salariais são estimadas a partir dos dados agregados da série temporal de cross sections, usando mínimos quadrados ordinários e regressões quantílicas.We analyze trends of wage inequality of the Brazilian female labor force, by race, during the 1980s and 1990s. Increasing returns to skills and increasing demand for skilled labor result in a divergence of wages growth between high and low skilled workers. This increasing gap results in an increase of wage inequality by race. In order to interpret trends, we take into account race differences in marriage patterns, fertility, household arrangements, educational levels, labor market participation, skill levels, occupational location and earnings, distinguishing between period and cohort measures. We use 1987-1999 Brazilian Household Sample Surveys data to examine the importance of within- and between-cohort changes for black and white women. Earnings functions are estimated from the pooled time-series of these cross-section data, using OLS and quantile regressions.

  9. Desigualdad salarial y cambio tecnológico en la Frontera Norte de México

    Directory of Open Access Journals (Sweden)

    Luis Huesca

    2016-01-01

    Full Text Available El artículo explica el comportamiento de la desigualdad salarial de México y su región correspondiente a la Frontera Norte durante el periodo 2005-2012. Se empleó un índice tradicional y de fácil interpretación, el coeficiente de Gini, mismo que es descompuesto de manera exacta mediante un enfoque de juegos cooperativos y mediante el cual se obtienen las causas de su gradual reducción misma que pasó de ser de 0.435 a 0.400 para el año 2012. Los resultados muestran que es al interior de los grupos –en un 70%– que ha permitido reducir las distancias de los salarios por tipo de tareas en el puesto de trabajo para la frontera y por habilidades para el país.

  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 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

  11. Actionnariat salarié comme levier de création de valeur ajoutée et de productivité dans les entreprises camerounaises

    Directory of Open Access Journals (Sweden)

    Dagobert Ngongang

    2013-11-01

    Full Text Available La recherche pose l’hypothèse que l’actionnariat salarié est un levier indispensable pour créer la valeur ajoutée et la productivité. Dans un contexte d’absence de marché financier efficient, sur la base d’un échantillon de 64 grandes entreprises dont 32 appliquent la politique d’actionnariat salarié, l’étude note que le pourcentage moyen de l’actionnariat salarié est de 2,9%. Les résultats de la recherche mettent en évidence l’impact de l’actionnariat salarié positif et significatif sur la valeur ajoutée, mais négatif sur la productivité.

  12. Actionnariat salarié comme levier de création de valeur ajoutée et de productivité dans les entreprises camerounaises

    OpenAIRE

    Dagobert Ngongang

    2013-01-01

    La recherche pose l’hypothèse que l’actionnariat salarié est un levier indispensable pour créer la valeur ajoutée et la productivité. Dans un contexte d’absence de marché financier efficient, sur la base d’un échantillon de 64 grandes entreprises dont 32 appliquent la politique d’actionnariat salarié, l’étude note que le pourcentage moyen de l’actionnariat salarié est de 2,9%. Les résultats de la recherche mettent en évidence l’impact de l’actionnariat salarié positif et significatif sur la v...

  13. 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…

  14. 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…

  15. 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…

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

    OpenAIRE

    Maalej, Hanen; Triki, Mohamed

    2008-01-01

    International audience; 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 ré...

  17. 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...... of 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...

  18. 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.

  19. Inequidad salarial en Cuba durante el Período Especial

    Directory of Open Access Journals (Sweden)

    Daniel MUNEVAR

    2008-12-01

    Full Text Available RESUMEN: Este trabajo analiza la evolución de la inequidad salarial en Cuba desde principios de la década de 1990 hasta 2004, durante y luego de lo que fue conocido como el «Período Especial». Específicamente, medimos la inequidad salarial a nivel sectorial y regional usando el componente intergrupal del estadístico de Theil y rastreamos los componentes cambiantes de este estadístico con el fin de proveer un resumen compacto de los cambios de carácter estructural acaecidos en la economía cubana durante este período. A nivel sectorial, los asalariados empleados en ramas económicas asociadas a la producción de bienes transables y programas estratégicos de la Revolución percibieron consistentemente salarios por encima del promedio nacional durante el período de estudio. Regionalmente, observamos que la principal línea de división entre sectores con salarios por encima del promedio y aquellos por debajo se explica por la presencia de atracciones turísticas: el incremento reciente de la desigualdad a nivel regional está asociado primordialmente a los cambios salariales en la ciudad de La Habana y la provincia de Matanzas.ABSTRACT: This essay analyzes the evolution of wage inequality in Cuba since the beginning of the 1990s to 2004, during and after the «Special Period». Specifically, we measure the wage inequality at sector and regional levels using the intergroup component of Theil statistics and we track the changing components of this statistics with the goal of providing a compact summary about the structural changes in the Cuban economy during this period. At a sector level, the wage employees of economic branches associated to the production of interchangeable goods and strategic programs of Revolution, gain consistently wages over the national average during the study period. Regionally, the main division between sectors with wages above the average and those below them is explained by the presence of touristic

  20. 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’.

  1. Host-based identification is not supported by morphometrics in natural populations of Gyrodactylus salaris and G. thymalli (Platyhelminthes, Monogenea).

    Science.gov (United States)

    Olstad, K; Shinn, A P; Bachmann, L; Bakke, T A

    2007-12-01

    Gyrodactylus salaris is a serious pest of wild pre-smolt Atlantic salmon (Salmo salar) in Norway. The closely related G. thymalli, originally described from grayling (Thymallus thymallus), is assumed harmless to both grayling and salmon. The 2 species are difficult to distinguish using traditional, morphometric methods or molecular approaches. The aim of this study was to explore whether there is a consistent pattern of morphometrical variation between G. salaris and G. thymalli and to analyse the morphometric variation in the context of 'diagnostic realism' (in natural populations). Specimens from the type-material for the 2 species are also included. In total, 27 point-to-point measurements from the opisthaptoral hard parts were used and analysed by digital image processing and uni- and multivariate morphometry. All populations most closely resembled its respective type material, as expected from host species, with the exception of G. thymalli from the Norwegian river Trysilelva. We, therefore, did not find clear support in the morphometrical variation among G. salaris and G. thymalli for an a priori species delineation based on host. The present study also indicates an urgent need for more detailed knowledge on the influence of environmental factors on the phenotype of gyrodactylid populations.

  2. 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.

  3. 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...

  4. 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.

  5. Diveci materjalid viivad tippärimeesteni / Kristi Malmberg

    Index Scriptorium Estoniae

    Malmberg, Kristi, 1973-

    2000-01-01

    Mullu suvel Divecist võetud materjalide põhjal on maksuamet teinud ettekirjutusi 106 miljoni krooni eest, kahtlaste tehingute niidid viivad mitme Eesti tuntud ärimeheni. Vastuseks vt. M. Raudsepa art. ÄP Sep/12 lk. 35

  6. HEX elavdab Eesti börsi / Kristi Malmberg

    Index Scriptorium Estoniae

    Malmberg, Kristi, 1973-

    2001-01-01

    Analüütikute väitel elavdab Helsingi ja Tallinna börsi ühinemine Eesti aktsiatega kauplemist. Vt. samas ühinemisel laienevad Tallinna börsile Soome rangemad nõuded. Tabel: Tallinna ja Helsingi börsi käivete võrdlus

  7. Soodne laen toetab ettevõtjate arenemist / Kristi Malmberg

    Index Scriptorium Estoniae

    Malmberg, Kristi, 1973-

    2001-01-01

    Eesti ühinemine Eureka programmiga võimaldab tehnoloogia agentuuril anda ettevõtetele teadus- ja arendustegevuseks ülisoodsat tagatiseta laenu. Ilmunud ka: Delovõje Vedomosti, 11. juuli 2001, lk. 2

  8. 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

  9. 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.

  10. El enfoque distributivo en el análisis de la discriminación salarial por razón de género

    OpenAIRE

    Coral del Río Otero; Carlos Gradín Lago; Olga Cantó Sánchez

    2004-01-01

    En este trabajo se presentan las ventajas de analizar el problema de la discriminación salarial desde una perspectiva distributiva, considerando la experiencia discriminatoria de forma individualizada. Para ello se muestran las limitaciones tanto de los procedimientos clásicos (centrados únicamente en la media de la distribución salarial), como de recientes metodologías distributivas basadas en la utilización de regresiones cuantílicas y en la estimación de funciones contrafactuales de la dis...

  11. 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.

  12. Desigualdad salarial, demanda de trabajo calificado y modernización: lecciones del caso de Tijuana, 1987-1994

    Directory of Open Access Journals (Sweden)

    Ranjeeta Ghiara

    2004-01-01

    Full Text Available Este trabajo revisa algunos de los estudios que buscan explicar la creciente dispersión salarial que acompañó la etapa inicial de re fo rmas económicas y liberalización,comprendida entre 1987 y 1994 y presenta evidencias para el caso de Tijuana. Esta investigación permite concluir que, efectivamente, hay evidencias que apuntan a que la liberalización implicó una mayor demanda de mano de obra calificada y que ésta explica parte de la desigualdad salarial. Pero el trabajo también argumenta que la evidencia no es contundente, particularmente si se introducen factores regionales al análisis. La revisión del comportamiento de la prima a la educación universitaria en el caso de Tijuana, puntal de las nuevas exportaciones, no muestra aumentos claros , lo que hace suponer que no se presentó ahí el pronosticado aumento de la demanda de trabajo calificado. Además, su comparación con la Ciudad de México confi rma las dudas surgidas respecto a la naturaleza altamente demandante de trabajo calificado de las nuevas exportaciones e inversiones. El texto sugiere, sin mayor elaboración, que parte de la explicación de la creciente desigualdad se debe encontrar en factores institucionales que mantuvieron bajos los salarios de los trabajadores con poca calificación.

  13. 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.

  14. 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.

  15. 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

  16. 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…

  17. Afghan National Police: More than $300 Million in Annual, U.S.-funded Salary Payments Is Based on Partially Verified or Reconciled Data

    Science.gov (United States)

    2015-01-01

    employees in the narrow sense, as fictional employees created to draw a salary that will then be claimed by one or more complicit individuals. We consider... realistic goal for achieving full systems integration. We have updated the recommendation with the January 2016 deadline for implementation. In addition

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

    Directory of Open Access Journals (Sweden)

    Reyna Elizabeth Rodríguez Pérez

    2014-01-01

    Full Text Available 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 discriminación en contra de las mujeres; además, no se aprecia una reducción en el tiempo y sí una ampliación de la brecha salarial en los años de crisis. Por área urbana, no se presentan diferencias significativas en cuanto a la brecha salarial, sin embargo, en promedio, Her - mosillo tiene mayor nivel de discriminación salarial, no obstante la mayor participa - ción femenina en la actividad manufacturera.

  19. Agreement Between the Association for Higher Education of Shoreline Community College and the Board of Trustees concerning Salary, Working Conditions, and Related College Policies 1973-74.

    Science.gov (United States)

    Shoreline Community Coll., Seattle, WA.

    This document presents the agreement between the Association for Higher Education of Shoreline Community College and the Board of Trustees concerning salary, working conditions, and related college policies for the period from July 19, 1973 to June 30, 1974. The articles of the agreement cover initial placement of teaching faculty, salary…

  20. 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…

  1. 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...

  2. 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,…

  3. Research on Economics and Management%Executives' Salary Control of State-owned Enterprises Based on Internal Performance and Market Value

    Institute of Scientific and Technical Information of China (English)

    徐炜; 曹腾飞

    2016-01-01

    本文以A股上市公司为样本数据,运用因子分析法构建企业内部绩效综合指标和企业市场价值综合指标,将高管薪酬与综合指标相结合,构成与企业业绩相联系的业绩薪酬指标,然后将国有企业与非国有企业的业绩薪酬指标进行对比,实证检验国有企业高管薪酬管控的必要性。同时,本文认为国有企业高管薪酬管控应参考高管为企业创造的市场价值,企业实际经营状况与市场估值差距越大,则国有企业高管经营成果与市场预期差距越大,通过构建企业内部绩效和市场价值对高管薪酬影响的模型,发现企业市场价值对高管薪酬有负向影响,进而可以以企业市场价值作为高管薪酬管控的参考依据。%By designing the comprehensive indexes of internal performance and market value with the factor analysis method based on A-share listed companies' data,this paper combines the executives' salary index with the comprehensive index to create a performance-salary index.Next,by comparing the comprehensive index between state-owned enterprises and private enterprises,it concludes that it is necessary to control salary in state-owned enterprises.Then,the salary control should accord with the market value created by executives.If the difference between the actual operating results and market valuation is large,the gap between the result of executive operation and market expectation will be big.By constructing the model of which internal performance and market value influence executive salary,this paper concludes that market value has a negative effect on executive salary,so market value index can be an instruction for salary controlling.

  4. 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。

  5. LA BRECHA SALARIAL DE GÉNERO ENTRE LOS UNIVERSITARIOS RECIÉN TITULADOS. ¿Qué tanto influye el tipo de carrera universitaria?

    Directory of Open Access Journals (Sweden)

    Laura Cepeda Emiliani

    2014-01-01

    Full Text Available Este artículo analiza la brecha salarial de género entre los universitarios recién titulados que tienen un empleo formal en Colombia, haciendo hincapié en el papel que desempeña el tipo de carrera universitaria en la explicación de la brecha salarial de género en las primeras etapas de la experiencia del mercado laboral. Para realizar este análisis, aprovechamos un conjunto de datos único que contiene los registros administrativos de individuos observados en el empleo formal un año después de titularse, así como información pormenorizada de los distintos tipos de carrera universitaria que estudiaron. Los resultados sugieren que, en promedio, la brecha salarial contra las mujeres es de aproximadamente 11% del cual 40% se explica por las diferencias de género en el tipo de carrera universitaria elegida. Mediante el uso de una descomposición distributiva de la brecha salarial de género hallamos pruebas no sólo de una brecha creciente en distintos niveles de la distribución salarial sino también de que tan sólo 30% de esta brecha se puede explicar con base en el tipo de carrera universitaria. Este resultado también apoya la existencia de un fenómeno de techo de cristal desde las primeras etapas de la experiencia del mercado laboral, lo cual es de particular interés para los encargados de formular políticas dado que algunas de las explicaciones que se ofrecen acerca del efecto de techo de cristal están relacionadas con la experiencia y los ascensos, características que no son significativamente diferentes para los universitarios recién titulados.

  6. 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.

  7. Les salariés de plus de 50 ans et l'informatique : une comparaison public-privé

    OpenAIRE

    Guillemot, Danièle; Peyrin, Aurélie

    2011-01-01

    International audience; Dans les années 1990 et 2000, de nombreux travaux ont mis en évidence l'impact négatif, sur l'emploi des salariés âgés, des changements techniques et organisationnels opérés par les entreprises. Cet effet défavorable du changement a été attribué notamment à un défaut d'adaptabilité des seniors aux technologies informatiques, conduisant à dévaloriser les compétences acquises au cours de la carrière. De plus, la formation à la maîtrise de ces nouvelles techniques est sou...

  8. 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.

  9. 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.

  10. 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 .

  11. 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.

  12. 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。

  13. Discriminación salarial por género, en la industria manufacturera de la frontera norte de México, en el periodo 2005-2011

    Directory of Open Access Journals (Sweden)

    David Castro Lugo

    2015-01-01

    Full Text Available El objetivo general de esta investigación es medir la discriminación salarial por género, en la industria manufacturera de la frontera norte de México, en el periodo 2005-2011, evaluando el efecto general y por niveles de educación, realizando contrastes de los resultados de la frontera norte con los nacionales. Se construyó un panel de datos y se empleó como fuente de información la Encuesta Nacional de Empleo Urbano (enoe, del periodo 2005-2011, al cual se le aplicó estimaciones mediante la técnica Oaxaca- Blinder (1973 utilizando mco y corrigiendo el sesgo por selección con Heckman. Los resultados se obtuvieron a nivel región frontera norte y nacional, calculando la ma - nifestación de la discriminación salarial por género, de la industria en conjunto y por niveles educativos durante el periodo. En la industria, para la frontera norte y México, se demostró que las mujeres ganan aproximadamente 13% menos con respecto a los hombres, por motivo de discriminación; y por niveles de educación se observó que la discriminación salarial en contra de las mujeres profesionistas, disminuye en gran medida.

  14. On the Salary Policy of Librarian Kütüphanecilerin Özlük Hakları Üzerine

    Directory of Open Access Journals (Sweden)

    Ahmet Çelik

    1999-06-01

    Full Text Available The problems derived from economic ve social factors and deficiencies in public personnel regime in Turkey are negatively affecting the salary policy of civil servants. This situation is also affecting librarians. The validity of opinion that librarianship should be accepted as a Technical Service to get more salary, is open to criticism. This paper asserts that Class of Education and Teaching Services is the most suitable class for librarians because of the job done. The paper concludes that it is necessary to make radical changes in public personnel regime for solving the problems related to salary. Türkiye'de ekonomik ve sosyal etkenlerden kaynaklanan sorunlar ile kamu personel rejimindeki aksaklıklar, kamu görevlilerine yönelik ücret politikasını olumsuz yönden etkilemektedir. Bu durum kütüphanecilere de yansımaktadır. Bu meslek grubunun daha yüksek ücret alabilmesi için teknik hizmetler sınıfına geçirilmesi görüşünün geçerliliği tartışmaya açıktır. Mevcut personel rejimi içinde kütüphanecilere en uygun sınıfın eğitim ve öğretim hizmetleri olduğu düşünülmektedir. Ücrete ilişkin sorunların çözümü için kamu personel rejiminde köklü değişikliklere gereksinim vardır.

  15. 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.

  16. Discriminación salarial por género, en la industria manufacturera de la frontera norte de México, en el periodo 2005-2011

    OpenAIRE

    David Castro Lugo; Luis Huesca Reynoso; Nathalia Zamarrón Otzuca

    2015-01-01

    El objetivo general de esta investigación es medir la discriminación salarial por género, en la industria manufacturera de la frontera norte de México, en el periodo 2005-2011, evaluando el efecto general y por niveles de educación, realizando contrastes de los resultados de la frontera norte con los nacionales. Se construyó un panel de datos utilizando como fuente de información la Encuesta Nacional de Empleo Urbano (ENOE), del periodo 2005-2011, al cual se le aplicó estimaciones mediante la...

  17. 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 ...

  18. 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 industria 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 dis...

  19. ¿Ha disminuído la discriminación salarial por género y etnia en Bolivia? : Evidencia del período 1994-1999

    OpenAIRE

    Contreras G., Dante; Galván, Marco

    2003-01-01

    Este trabajo examina la discriminación salarial por género, etnia y su interacción en Bolivia para el período 1994-1999. Se investiga el rol que desempeña la discriminación en los niveles de ingreso y sobre la desigualdad salarial. El estudio estima ecuaciones de ingresos tipo Mincer corregidas por sesgo de selección, desagregando en dos grupos de edad. Posteriormente, se utiliza la descomposición de Fields, metodología que cuantifica la contribución de las diferentes variables incluidas en l...

  20. 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.

  1. 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.

  2. 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.

  3. 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)

  4. The Evolution of the Turnover From the Point of View of the Number of Employees, the Net Realized Investments and the Average Gross Salary in the Romanian Footwear Industry

    Directory of Open Access Journals (Sweden)

    Dimi Ofileanu

    2016-01-01

    The aim of this article is to determine an econometrical model between the turnover (dependentvariable and the number of employees, the net realized investment and the average gross salary(independent variables in the Romanian footwear industry in the period 2004-2013.

  5. Research on Family Enterprise Professional Managers Salary Incentive Mechanism Based on System Thinking%基于系统思考的家族企业职业经理人薪酬激励机制研究

    Institute of Scientific and Technical Information of China (English)

    龙淋

    2012-01-01

    职业经理人作为一种稀缺性资源,在家族企业的决策经营与内外资源配置方面起着重要作用。本文在现有家族企业职业经理人薪酬激励机制理论的基础上,采取系统思考研究方法,探析了目前家族企业职业经理人薪酬激励存在的问题,并对经理人薪酬决定的评价因素及变量进行分析,构建家族企业职业经理人薪酬激励机制的系统因果关系模型。%As a kind of scare resource, professional managers play an important role in family business deci- sions and resources allocation. Based on the existing theory of family enterprise professional managers' salary in- centive mechanism, this article discusses the problems of the current family enterprise professional managers' salary incentive mechanism, and analyzes factors and variables that determine the managers' salary, and then con- structs the causal relationship model system of the family enterprise professional managers' salary incentive mecha- nism.

  6. 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.

  7. 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

  8. L'impact des pratiques RSE sur la relation entre repreneur et salariés : une analyse par la légitimité du repreneur

    OpenAIRE

    mazari, lyes; Berger-Douce, Sandrine; Deschamps, Bérangère

    2016-01-01

    International audience; Cette recherche à visée exploratoire, s'intéresse aux pratiques de la responsabilité sociétale des entreprises (RSE) introduites par le repreneur d'une PME. Son objectif consiste à étudier l'impact de la mise en place de pratiques de RSE par le repreneur sur les relations qu'il entretient avec ses salariés. Cet impact est notamment appréhendé à travers le prisme de la légitimité. Les premiers résultats obtenus auprès de neuf PME permettent de rendre compte de l'impact ...

  9. 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.

  10. Escape from an evolutionary dead end: a triploid clone of Gyrodactylus salaris is able to revert to sex and switch host (Platyhelminthes, Monogenea, Gyrodactylidae).

    Science.gov (United States)

    Zietara, Marek S; Kuusela, Jussi; Lumme, Jaakko

    2006-12-01

    Diploid parthenogenesis, with rare sex, is considered as the basic mode of reproduction among the hermaphroditic and viviparous Gyrodactylus. A particular strain of the monogenean parasite Gyrodactylus salaris (RBT clone) was recognized by an invariable, unique mitochondrial DNA haplotype in rainbow trout (Oncorhynchus mykiss) farms. The RBT clone was shown to be triploid and asexual by analyzing a 493 bp sequence of a nuclear DNA marker. Three alleles were present as heterozygous in all 237 individuals sampled in years 2001-2005 from five isolated Finnish farms. The triploid clone probably originated from a diploid oocyte fertilized by a non-self hermaphrodite, most probably in a fish farm. Identical mitochondrial COI gene (1606 bp) was also found in G. salaris parasites on landlocked salmon (Salmo salar) in two rivers draining to the lake Kuitozero, Russian Karelia. In the river Pisto, the clone was triploid, but the diagnostic "short" nuclear allele of the RBT clone was replaced by an allele typical for salmon specific parasites in the Lake Onega. The clone in the river Kurzhma was diploid, having lost the "short" allele, but still heterozygous for the other two alleles of the RBT clone. Evidently, the triploid parthenogenetic RBT clone had produced diploid oocytes, when (as a female) stimulated by a non-self mate in the new environment. The genetic reorganization coincided with a switch to the salmon host. Participation of triploids into the gene pool of the species is rarely reported in animals, and the triploidy is generally considered as an irreversible dead-end of the evolution. Liberalism in ploidy level may significantly add to the evolutionary options available for a parasite in ever-changing environments.

  11. 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。

  12. The Impact Factor Analysis of Salary for Nursing Practitioners in Japan%日本介护从业者工资影响因素分析

    Institute of Scientific and Technical Information of China (English)

    宋悦; 韩俊江

    2016-01-01

    本文利用日本介护劳动安定中心实施的2012年介护劳动实态调查中的劳动者调查样本数据,尝试对影响介护从业者工资的因素进行分析。其中,着重对学历、资格的取得、入职后的研修与工资的关系进行了讨论。在学历方面,把学历细分为6个等级(分别为是否为福祉相关专业的高中毕业、大专毕业、大学及以上学历毕业)。观察出大学及以上学历毕业具有学历溢价表现。在资格的取得方面,把资格细分为11个种类,但正规就业与灵活就业的表现有所不同。正规就业中,介护福祉士、访问介护员1级资格的取得与工资有着密切关系。灵活就业中,介护支援专员、护士、理疗师资格更为重要。在入职后的研修方面,无论是正规就业还是灵活就业都表现出了研修的重要性。%The impact factor analysis of salary for nursing practitioner in Japan was performed in the present work according to the laborer survey sample data of factual survey implemented by the Japanese nursing labor stabilization centre in 2012. In which,education background,the qualification acquisition,the relationship between practitioner salary and trainings after employment were mainly discussed. The education background was classified into 6 grades:( whether or not the High school graduate associated to welfare major,junior college graduate, university graduate or above). The result of academic premium for practitioners with diploma of university graduate or above was observed. And the qualification acquisition was classified into 11 types,but the formal employment differed with flexible employment. Among the formal employments,there is close relationship between salary and the grade 1 acquisition of either nursing practitioner related to welfare or nursing practitioner. As for the flexible employment,the acquisition of nursing assistant specialist or physical therapist maybe more important. As

  13. 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...

  14. Discussion on the strategy of the salary management in investment companies%投资行业企业员工薪酬管理的策略探讨

    Institute of Scientific and Technical Information of China (English)

    2013-01-01

    Start with the analysis of the constitution and working characteristics of staffs in investment industry,This paper systemati-cally analyzes the current situation,existing problems and their causes of staff salary management,puts forward countermeasures and suggestions for principles and implementation of improving employees'salary.%  文章从投资行业企业员工的构成和工作特点入手,系统地剖析了其员工薪酬管理现状和存在的问题及其原因,并针对性地提出了员工薪酬改进的原则和实施对策。

  15. 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.

  16. 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.

  17. 国有煤炭企业薪酬与员工满意度关系研究%Study on Relationship Between Salary of State-Owned Coal Enterprise and Staff's Satisfaction

    Institute of Scientific and Technical Information of China (English)

    韩静; 杨力

    2012-01-01

    Base on the study on the related theory and connotation of the salary management and the staff's satisfaction,with the investigation questionnaires and the deep interview,an analysis and study was conducted on the relationship between the salary of the state-owned enterprise and the staff's satisfaction.The study results showed that the establishment of the salary system base on the staff's satisfaction could improve the staff's satisfaction and would have important theoretical and practical significance.%在对薪酬管理及员工满意度相关理论和内涵进行研究的基础上,通过调查问卷和深度访谈的形式对国有煤炭企业薪酬与员工满意度的关系进行了分析研究。研究结果表明,构建基于员工满意度的薪酬体系,对改善员工满意度具有重要的现实意义。

  18. “高薪养廉”能否成为反腐利器探究%Whether High Salaries can Become a Weapon against Corruption or not

    Institute of Scientific and Technical Information of China (English)

    尚林

    2012-01-01

    腐败作为一种政治行为和行政行为的败坏现象,严重威胁着我国政治、经济、文化建设的健康发展。有人认为“高薪养廉”可以有效地根治腐败现象,有利于社会稳定。这一观点,从根本上不符合中国国情,它违背了马克思主义公仆观思想,不利于和谐社会发展的需要。%Corruption as a political and executive act is a bad phenomenon, it is the most serious threat to our country's political, economic and cultural development. Some people suggest that high salaries can effectively eradicate corruption and be conducive to social stability. This view is fundamentally inconsistent with China' s national conditions. It is contrary to the Marxist concept of servant ideology and does not benefit a harmonious development of society. It also tramples on the basic spirit of opposing corruption.

  19. 企业工会对工人工资的影响%The Impacts on Workers’ Salary from Enterprises’ Trade Unions

    Institute of Scientific and Technical Information of China (English)

    吴红宇; 莫琳

    2014-01-01

    企业工会组织是否能提高工人收入,这一直是劳动经济学研究的热点之一。由于国情的差异,中国的工会组织并不能完全像西方国家那样只代表劳方利益,但可提高工人的工资收入。研究结果表明,工人的工资差异,79%为个体特征的差异所导致,另外21%则是企业是否设立工会组织所引起的。%Whether the Trade union of enterprises can improve workers ’ salary level is one of the hottest issues in economics field .Because of the differences in national conditions , Chinese Trade union is not com-pletely the same as that in western countries which is employees ’ representative of the interests , but it can im-prove workers wages .The results show that the wage gap is due to the differences in individual characteristics of workers by 79%, while the other reason is caused by whether the enterprises have established trade union by 21%.

  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. Financiarización económica y relación salarial en las economías desarrolladas

    Directory of Open Access Journals (Sweden)

    Ignacio Álvarez Peralta

    2008-01-01

    Full Text Available El presente trabajo revisa el debate y la controversia actual acerca de los vínculos del proceso de financiarización económica con la relación salarial. Nuestra intención es identificar y valorar las debilidades y carencias en dicho debate, y resaltar qué aportaciones y elementos relevantes pueden tomarse para contribuir a la clarificación de dichos vínculos. Identificamos como interlocutores directos a aquellos autores y escuelas que sitúan el epicentro de su objeto de estudio en la empresa. En concreto, se revisan de forma crítica las posiciones de los autores poskeynesianos, regulacionistas, marxistas, institucionalistas así como de otros autores procedentes del campo de la economía de la empresa. Esta revisión crítica de la literatura incorpora además una propuesta interpretativa y una contrastación empírica propia para los casos de la economía estadounidense y francesa, que permiten fundamentar mejor nuestras conclusiones.

  2. 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。

  3. The Impact of the Establishment of Enterprises’Labor Union on the Workers’Salary%企业工会与工人工资相关性研究

    Institute of Scientific and Technical Information of China (English)

    吴红宇; 谢国强

    2014-01-01

    The experience of western countries disclose that the labor union of enterprises can improve workers’ salary level, but in China, because of national condition, our demonstrational study yields different results. This article conducts the wage regression by using least square method and the method of instrumental variables with data of Guangdong migrant workers’survey in 2012. The results show that it is necessary to use the method of instrumental variables to estimate the wage’s effect on enterprises’trade unions, and the outcomes resulted from the least square method is biased. However, the results of two estimation methods illustrate that the establishment of enterprises’ trade unions has significantly positive impact on workers’income.%西方国家的经验表明,企业工会组织能够提高劳动者收入,而由于国情的差异,中国许多学者的实证研究,得到的却是似是而非的结果,并没有形成定论。文章利用2012年广东省外来务工人员调查数据,分别使用最小二乘法和工具变量法对工资进行回归。结果表明使用工具变量法估计企业工会组织的工资效应是必要的,而使用最小二乘法估计出的结果则是有偏的。但两种估计方法的结果都说明,企业设立工会组织对工人的工资收入存在显著的正影响。

  4. 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。

  5. 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.

  6. 析供电企业激励型薪酬分配机制的构建%Analysis of Construction of Incentive Salary Distribution Mechanism in Power Supply Company

    Institute of Scientific and Technical Information of China (English)

    王寿; 张勇; 尹俊峰

    2015-01-01

    The construction of incentive salary distribution mechanism is through making the level of per-formance, the job level and the individual ability of employees fully link up with the salary distribution, to achieve the company′s objectives, tasks and performance targets disintegrated to every employee at dif-ferent levels, and paying attention to developing team effectiveness, resulting in organizational perform-ance, to promote the common development of individuals and businesses, and ultimately to push the accomplishment of the company′s various tasks and goals. The system relying on the performance, capac-ity and job level ( position responsibilities) to achieve the salary distribution is able to form the reasonable distribution gap and promote the working enthusiasm of employees.%构建激励型薪酬分配机制是通过将员工业绩水平、职务层次、个人能力等与薪酬分配充分挂钩,实现将公司目标任务、业绩指标层层分解至每一位员工,并注重发挥团队效能,产生组织绩效,促进个人与企业共同发展,最终推动公司各项工作任务和目标的完成。依据业绩、能力和职务层次(岗位职责)来实现薪酬分配的体系,能合理拉开分配差距,提升员工工作积极性。

  7. Análisis empírico de discriminación salarial en el Ecuador por género y etnia para el año 2008

    OpenAIRE

    2009-01-01

    La población femenina y la indígena del Ecuador han presentado continuamente desigualdades de ingresos respecto a la población masculina y a la no indígena, respectivamente. El presente trabajo reporta que una parte de las diferencias salariales a favor de los hombres y de la población no indígena es resultado de la discriminación salarial por razones de género y etnia. Este resultado se ha obtenido estimando ecuaciones mincerianas de ingresos corrigiendo el problema de sesgo de selección mue...

  8. Análisis empírico de la discriminación salarial por género y etnia en el Ecuador en el año 2008

    OpenAIRE

    2009-01-01

    La población femenina y la indígena del Ecuador han presentado continuamente desigualdades de ingresos respecto a la población masculina y a la no indígena, respectivamente. El presente trabajo reporta que una parte de las diferencias salariales a favor de los hombres y de la población no indígena es resultado de la discriminación salarial por razones de género y etnia. Este resultado se ha obtenido estimando ecuaciones mincerianas de ingresos corrigiendo el problema de se La població feme...

  9. Condiciones para la celebración de pactos de exclusión salarial: Aportes para su precisión y delimitación en el derecho laboral colombiano

    OpenAIRE

    Fernández Sierra, Javier Antonio

    2011-01-01

    Se presenta de manera descriptiva el concepto de autonomía de la voluntad y de salario con base en la doctrina nacional e internacional y la jurisprudencia de la Corte Suprema de Justicia y de la Corte Constitucional para interpretar los lineamientos legales de los pactos o acuerdos de voluntad entre empleador y trabajador sobre exclusión salarial y el desarrollo que la jurisprudencia le ha otorgado a los mismos. El Estado como garante de las libertades individuales y el orden colectivo, tien...

  10. 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.

  11. Responsabilité Sociale de l’Entreprise et Développement Durable : les représentations sociales des salariés d’une multinationale. Contenus des représentations sur la RSE et facteurs d’influence : Une étude internationale : France, Mexique, Pologne

    OpenAIRE

    Bertrand, Laure

    2014-01-01

    Cette recherche, d’inspiration qualitative et interprétativiste, s’intéresse à la diversité des représentations dont fait l’objet la RSE, Responsabilité Sociale de l’Entreprise, et à la façon dont ce concept contribue à la création de sens dans les organisations, en particulier pour les salariés. Cette recherche a un double objectif : d’une part, comprendre en profondeur les contenus des Représentations Sociales des salariés sur la RSE (définitions, opinions, images, associations d’idées); d’...

  12. 20世纪50年代上海评弹团工资制研究%Salary Study of the Shanghai Pingtan Troupe in the 1950s

    Institute of Scientific and Technical Information of China (English)

    王亮

    2016-01-01

    The wage changes of Shanghai Pingtan Troupe in the 1950s reflected a distinct characteristic of salary system at that time: fixation vs. adjustment. It was a time feature made by national policy on the management of theatre groups. Yet there was flexibility to some extent: the leaders of Troupes had certain initiatives to make moderate changes under the fixed salary system. Attention on the Troupe leaders is of great significance in societal analysis and generation study.%20世纪50年代,上海评弹团的工资变化情况体现了绝对固化与相对调节的时代特征,这一时代特征是国家政策在戏剧团体运营上的烙印。然剧团亦有能动性———对既定制度“适度损益”,只不过该权力掌握在剧团领导手中。关注剧团领导人,对于解析社会百态、总结时代特征意义重大。

  13. 基于MVC的中小企业薪酬信息管理系统的设计分析%The small and medium-sized enterprise salary management information system based on MVC design analysis

    Institute of Scientific and Technical Information of China (English)

    茆金枝; 郭旻欣

    2016-01-01

    This paper mainly analyzes the current existing in the small and medium-sized enterprise salary management information system of the actual problem, in view of the problems are studied and discussed, the salary management information system based on MVC approach, by combining the cases of compensation management system application experiments, the scheme of perfecting the system of science. The compensation management information system based on MVC is obtained can meet the demand of the enterprise, has the positive significance, in order to enhance the system scalability of strategic objectives.%本文主要分析当前中小型企业薪酬管理信息系统中存在的实际问题,针对问题进行研究和探讨,采用了基于MVC的薪酬管理信息系统的方法,通过结合薪酬管理系统应用的案例实验,提出完善系统的科学方案。得出了基于MVC的薪酬管理信息系统能满足企业需求,具有积极的推广意义,以期能达到增强系统可扩充性的战略目标。

  14. 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.

  15. 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.…

  16. 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)

  17. Salary-Trend Studies of Faculty for the Years 1988-89 and 1991-92 in the Following Academic Disciplines/Major Fields: Engineering-Related Technologies; Foreign Language; Geography; Geology; History; Home Economics; Letters; Library and Archival Sciences; Life Sciences; Mathematics; Multi-Interdisciplinary Studies; Music; Nursing; Philosophy and Religion; and Physical Education.

    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 600 colleges and universities. Data cover the following disciplines: Engineering Related Technologies, Foreign Languages, Geography, Geology, History, Home Economics, Letters, Library and Archival Sciences, Life Sciences,…

  18. Salary Trend Studies of Faculty for the Years 1986-87 and 1989-90 in the Following Disciplines/Major Fields: Engineering; Foreign Languages; Geology; Home Economics; Letters; Library and Archival Sciences; Life Sciences; Mathematics; Multi-Interdisciplinary Studies; Music; Nursing; and Philosophy and Religion.

    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 disciplines: Engineering; Foreign Languages; Geological Sciences; Home Economics; Letters; Library and Archival Sciences; Life Sciences; Mathematics;…

  19. Evaluation of Employees’Comprehensive Salary Satisfaction:Based on Prospect Theory and OWA Method%企业员工综合薪酬满意度测评研究:基于前景理论和OWA集成方法

    Institute of Scientific and Technical Information of China (English)

    李冬青; 王庆

    2016-01-01

    The evaluation of employees’salary satisfaction is an important activity in business management. It is directly related to the employees’work attitude, hard work and turnover intention, which will affect the performance of enterprise. According to prospect theory, this article chooses expected salary as a reference point and calculates employees’salary satisfaction multi-dimensionally based on the employees ’psychological value perception changes . Then it uses the ordered weighted arithmetic averaging (OWA) method to evaluate employees’comprehensive salary satisfaction. Finally, it exemplifies the evaluation of employees’comprehensive salary satisfaction based on prospect theory and OWA method.%员工薪酬满意度的测评是企业管理中的一项重要活动,它直接关系到员工的工作态度、努力程度及离职意向,进而影响企业绩效。本文从前景理论出发,基于员工的心理价值感知变化,以期望薪酬为参照点,多维度计算员工的薪酬满意度,并运用有序加权算术平均(OWA)的方法来测评企业员工的综合薪酬满意度,最后通过一个应用实例来例证基于前景理论和OWA方法多维度测评企业员工综合薪酬满意度的实用性。

  20. Le maintien en emploi du salarié handicapé : effets et limites de l’obligation d’accommodement raisonnable en droit québécois

    OpenAIRE

    2016-01-01

    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 d...

  1. 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。

  2. 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.

  3. Can High Salary Cause Clean Government:From State-owned Listed Companies Empirical Evidence%高薪能够养廉么?--来自中国国有上市公司的实证证据

    Institute of Scientific and Technical Information of China (English)

    赵璨; 朱锦余; 曹伟

    2013-01-01

    Based on the background of corruption in China,the paper uses a sample of state-owned listed firms from 2008 to 2012 and divided the executive corruption into explicit corruption and implicit corruption according to the possibility of discovery.The paper finds that:(1)For the explicit corruption,high salary suppresses corruption in central state-owned enterprises.Because there is interdependence between the local state-owned enterprises and local governments,the power of supervision of local government is weaker.Therefore it is in-crease the opportunistic behavior of local state-owned enterprises.High salary is unable to suppress explicit corruption in local state-owned enterprises and the negative correlation be-tween them is weaker in local government enterprises than in central state-owned enterprises. Further study finds that with the increase of the market process,the difference between them is weaker and and in areas of high market,high salary suppresses corruption in local state-owned enterprises.(2)For the implicit corruption,high salary is unable to suppress corrup-tion,and a positive relationship exists between them,which supports the management power theory.There are problems of “internal control”in state-owned companies,therefore the manger has the opportunity to use their control power to obtain monetary gains and non-mo-netary benefits.And also,with the increase of the market process and the reduce of manage-ment power,high salary is able to suppresses implicit corruption. The empirical results show that we can not blindly copy Singapore’s “high salary for clean government”system to solve the problem of corruption,we must strengthen supervision mechanism and incentive mechanism to solve the managerial corruption.%本文利用2008—2012年国有上市公司相关数据,将高管腐败根据监管部分发现的可能性分为显性腐败和隐性腐败,本文的实证研究发现:(1)对于显性腐败,在中央国有

  4. 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.

  5. 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。

  6. 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.

  7. 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.

  8. 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.

  9. Contain of Material and Freedom of Spiritual: Study on the Salary of University Teachers in the Earlier Stage of the Republic of China%物质牵制与精神自由:民国前期大学教师薪酬研究

    Institute of Scientific and Technical Information of China (English)

    李海萍; 上官剑

    2012-01-01

    Marxist historical materialism points out that a person' s social Existence determines his social Different salary at different times is not only as a social condition for intellectuals to produce creative spirit, which is also an important symbol that reflects intellectuals' social impact and historical destiny. Based on the study of university teachers' salary in the Earlier Stage of the Republic of China, this paper outlines the salary system of university teachers in this period and gives a comparative analysis with the other classes of society, exploring during this period how university teachers sur- pass the fetters of power and money with the economic autonomy, and realize the reality of "independent personality" and "freedom of thought. "%人的社会存在决定人的社会意识。不同时期知识分子的不同薪酬,不仅是作为他们创造性精神生产赖以实现的社会条件,同时也是反映其社会影响及历史命运的重要标志。本文主要以民国前期的大学教师薪酬为研究对象,概述了这一时期大学教师的薪酬制度,并与其他社会阶层进行了比较与分析,探讨了这一时期的大学教师如何以经济自主超越“权”的羁绊和“钱”的束缚,从而真正实现“独立之人格”和“自由之思想”。

  10. 从利益到权利:从工会角度看破解非公企业工资集体协商新难题的对策--以广州某汽配企业为例%From Interests to Rights:Countermeasures to Resolve the New Problems of Col ective Salary Negotiation in Non-public Enterprises from Union Perspective

    Institute of Scientific and Technical Information of China (English)

    姚仰生

    2014-01-01

    in 2011, the all China Federation of trade unions started the three year plan of collective salary negotiation, and the collective salary negotiation achieved obvious effect. However, the unions in non-public enterprises have been faced with such new problems as the shortage of the su-perior trade union’s timely guidance and support, nonstandard construction, asymmetry information, weak labor rights consciousness, no getting rid of the vassal role from the fundamentally, which have not made the progress of the collective salary negotiation smooth or the effect obvious. The countermeasures to solve this new problem is to realize the transformation from interests to rights, and the specific measures include:the superior trade unions actively promoting the work of collective salary negotiation collective salary negotiation;strengthening the guidance and service for the work of collective salary negotiation in grass roots trade unions;standardizing the construction of grass-roots trade unions;strengthening the propa-ganda and education of right consciousness.%中华全国总工会2011年起启动工资集体协商三年规划,工资集体协商取得了较明显的成效。但非公企业工会面临缺乏上级工会及时到位的指导和支持、自身建设不规范、劳资信息不对称、权利意识薄弱、没有从根本上摆脱企业依附者的附庸角色等新难题,致使工资集体协商进展不顺利,效果不明显。破解此新难题的对策在于,实现从利益到权利的转变,具体措施包括:上级工会积极推动工资集体协商工作;加强对基层工会工资集体协商工作的指导和服务;做好基层工会的规范化建设;加强权利意识宣传教育。

  11. 薪酬分配与企业增长复杂系统仿真模型研究%Study on Complex Systems Simulation Model of Enterprise Growth Based on the Salary Distribution

    Institute of Scientific and Technical Information of China (English)

    李华东; 刘贞; 房劲; 刘佳宾

    2012-01-01

    为了研究薪酬分配制度是如何通过对企业员工的激励来影响企业经济增长的,从薪酬分配角度出发,考虑企业员工的异质性、部门异质性及主体之间的交互作用,利用复杂自适应系统建模方法,构建了基于薪酬分配的企业增长复杂系统仿真模型.为了检验模型的正确性,设计了态度激励与绩效激励两个仿真实验.通过仿真实验发现:(1)在两种激励机制中,社会偏好越大的员工对企业的贡献表现较优;(2)绩效激励对社会偏好较弱的员工的激励程度远大于社会偏好较优的员工;(3)企业在不同的发展阶段、不同的市场条件下应设定相应的部门贡献系数;(4)态度激励是一个保护弱者的激励机制,更适应于公共服务事业.该模型研究为薪酬分配体制的相关研究提供了方法和手段.%In order to study how the distribution system affects economic through the incentive to employees growth, this article, from the perspective of the pay distribution, given the heterogeneity of employees, departmental heterogeneity, the use of complex adaptive system modcling mcthod, build businesses salary growth based on the analysis of model. To test the model is correct, the paper designs two simulation experiments and performance incentives. The result shows that : (1) Two kinds of incentive mechanisms, the greater social preferences of employees perform better to corporate contributions. ( 2 ) The weaker performance incentives for employees of social preferences is far greater than the motivation of social preferences. (3) Enterprises in different stages of development, different market conditions should set corresponding sectors contribution coefficient. (4) The attitude of the incentive is an incentive mechanism to protect the weak, which is adapted to public service. The model distribution system for the remuneration of the relevant research provides a method and means.

  12. A Study of the Relationship Between Salary Gap in Top-Management Team and Performance in Tourism Enterprises%旅游企业高管内部薪酬差距对企业绩效的影响研究

    Institute of Scientific and Technical Information of China (English)

    张成心; 周春梅

    2014-01-01

    Selec ting 17 listed tourism companies in China as the research sample, this paper investi-gates the relationship between salary gap in top-management team and performance in tourism enterprises. Using the method of multiple regression analysis, the study proves the behavior theory, namely, the higher salary gap in top-management team is disadvantageous to improve performance in tourism enterprises.%文章选取我国17家旅游上市公司作为研究样本,分析旅游企业高管内部薪酬差距与企业绩效的影响关系。运用多元回归分析方法进行研究,结果显示旅游企业高管内部薪酬差距的增大不利于企业绩效的提升,支持行为理论。

  13. 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.

  14. 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.

  15. Salary Hikes on the National Agenda

    Institute of Scientific and Technical Information of China (English)

    Yu Nan

    2012-01-01

    MIGRANT worker Su Ruifang has lived in Beijing for more than 10 years. She started out as a cleaner. but has since gained skills and now works as a sought-after confinement nurse enjoying a monthly income increase from 600 yuan ($95) to 5,000 yuan ($793).

  16. 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…

  17. COSTE SALARIAL Y RENTA DISPONIBLE DEL TRABAJADOR

    Directory of Open Access Journals (Sweden)

    Antonio Pérez Carrasco

    2009-02-01

    Full Text Available Se expone la relación entre el coste laboral y la renta disponible del trabajador, así como el análisis de las consecuencias sobre el salario derivadas de la cotización a la Seguridad Social. The relationship between labour costs and disposable income of the workers is exposed as well as the analysis of the impact on wages resulting from contributions to Social Security.

  18. 7 CFR 400.129 - Salary offset.

    Science.gov (United States)

    2010-01-01

    ... delinquent FCIC premium payments or delinquent repayment plans and other debts arising from, but not limited... matters. The debt does not have to be reduced to judgment and does not have to be covered by a...

  19. An investigation and analysis on the implementation situation of the performance salary system of primary healthcare institutions in Zhejiang Province%浙江省基层医疗卫生机构绩效工资制度实施情况调查分析

    Institute of Scientific and Technical Information of China (English)

    高启胜; 黄丽华; 王妮妮; 沈堂彪; 钟要红

    2016-01-01

    Objective To learn the main problems of performance salary system in primary healthcare institutions after the implement of recent performance salary system guiding opinion in Zhejiang Province.Methods Purposive sampling method was used to separately select 2 counties from high,average and poor economic level regions in Zhejiang Province. Questionnaire survey was conducted among 100 leaders of 84 primary healthcare institutions which the number of staffs is larger than 20.The survey contents included demographic characteristics and the assessment of performance appraisal and performance salary system,which embraced workload,the change of work income and enthusiasm,the incentive function, component ratio and existing problem of performance salary system.Results The average income general increased, however,the staffs working enthusiasm should be further improved.Some problems still exist,such as the public health funds were brought into the total performance salary,and the gross payroll levels were low as well as the performance salary was lack of increasing mechanism.The TCM was the prior development business and contribute most to the revenue and expenditure surplus of primary healthcare institutions.Conclusion The performance salary system should be further improved and the operating effect evaluation in phases and stages should be developed.The decoction pieces should be selled without added profit,and the service ability of primary traditional Chinese medicine should be further strengthened.%目的:调查浙江省在《关于进一步完善基层医疗卫生事业单位绩效工资的指导意见》出台后基层医疗卫生机构绩效工资制度实施情况。方法采用立意抽样方法分别在浙江省经济发达、中等和欠发达地区各抽取2个县(市、区),对抽取县(市、区)的84家基层医疗卫生机构的100名负责人进行问卷调查,内容为人口学基本情况和对绩效考核与绩效工资制度的

  20. Same barcode, different biology: differential patterns of infectivity, specificity and pathogenicity in two almost identical parasite strains.

    Science.gov (United States)

    Ramírez, Raúl; Bakke, Tor A; Harris, Philip D

    2014-07-01

    Two Norwegian isolates of the monogenean Gyrodactylus salaris Malmberg, 1957 with identical cytochrome c oxidase subunit I barcodes from different hosts, show highly divergent biological and behavioural characteristics. The Lierelva parasite strain, typically infecting Atlantic salmon, Salmo salar L., grew exponentially on Atlantic salmon, but the Pålsbufjorden parasite strain, commonly infecting Arctic charr, Salvelinus alpinus L., grew slowly on both hosts and was non-pathogenic to Atlantic salmon. Both parasite strains reproduced successfully on Arctic charr, but the Atlantic salmon-infecting Lierelva strain grew faster on both hosts. Experiments with isolated worms revealed differences in reproductive rates which may account for the observed population differences. Atlantic salmon parasites consistently gave birth at an earlier age than the Arctic charr parasites, with the differential increasing from 1 day for the first birth up to 2-4 days for the third birth. Arctic charr-infecting parasites were more active on Atlantic salmon than salmon parasites on Arctic charr, a behavioural strategy leading to enhanced G. salaris mortality. Sequencing of 10 kb of nuclear genomic markers revealed only four single nucleotide polymorphisms, confirming that isolates of G. salaris with differences in fitness traits influencing establishment, fecundity and behaviour may be remarkably similar at a molecular level. The framework for reporting and control of G. salaris requires re-appraisal in light of the discovery of variants with such divergent biology.

  1. 大学生薪水期望的性别差异:基于性别角色社会化的视角%The Gender Differences in Final Year Undergraduates' Salary Expectations: A Perspective of Gender Role Socialization

    Institute of Scientific and Technical Information of China (English)

    朱剑

    2012-01-01

    This study adopts a mixed methods sequential explanatory design to address the gender differences in final year undergraduates' salary expectations,sampling a university in Central China.The questionnaire data show that males' salary expectations about the first jobs are significantly higher than those of their female counterparts,which is related to the traditional family gender roles,as justified by a combination of the questionnaire and interview data in the study.Further explorations reveal that final year undergraduates,a good-educated group,still have the traditional family gender roles-males should mainly play the breadwinner roles and females dominantly act as homemakers.Finally,the study discusses the gendered family roles from the following three aspects: the impact of traditional family gender role division particularly 'men outside and women inside'(nanzhuwai,nuzhunei),the influence of the traditional cultural revivalism and female university students' weak consciousness of subjectivity.%本文选取华中地区一高校,采用顺序式解释性混合研究设计来探讨大学生薪水期望的性别差异问题。通过问卷调查,笔者发现男大学生对第一份工作的薪水期望显著高于女大学生。结合问卷调查结果和深度访谈资料,本文认为大学生薪水期望的性别差异与大学生的家庭性别角色观念有着比较密切的联系。本研究发现:即使受过高等教育,大学生仍然持有一些传统的家庭性别角色观念,如他们认为男性应该主要承担养家户口的责任;而女性则无须承担此责任,她们成家后的重心应该在家庭上。最后,本文从以下3个方面来讨论此结论:传统"男主外,女主内"的家庭性别角色分工观念的影响;传统文化关于性别观念的复兴以及女大学生的主体意识薄弱。

  2. The mitochondrial genome of Gyrodactylus derjavinoides (Platyhelminthes: Monogenea)--a mitogenomic approach for Gyrodactylus species and strain identification.

    Science.gov (United States)

    Huyse, Tine; Buchmann, Kurt; Littlewood, D T J

    2008-07-01

    Systematists and evolutionary biologists are constantly on the lookout for new sources of characters to discriminate amongst taxa and estimate interrelationships within and between taxa. Entire mitochondrial genomes provide a wealth of data, both at the nucleotide and amino acid level. Molecular markers are of particular utility when applied to small, morphologically conserved taxa, as is the case for many monogenean ectoparasites of fish. Gyrodactylus species display a considerable degree of anatomical conservatism, complicating diagnostics based solely on morphology, and some are significant pests of wild and cultured fish. Here we sequenced the complete mitochondrial genome of Gyrodactylus derjavinoides Malmberg, Collins, Cunningham & Behiar 2007, one of the most frequently found gyrodactylid species on salmonids in Scandinavia, and compared it with the recently published genomes of Gyrodactylus salaris Malmberg, 1957 and Gyrodactylus thymalli Zitnan 1960. Through comparative sliding window analysis we identified regions of high sequence variability and designed new primer sequences. In total, 6 new primer pairs have been developed, amplifying fragments of cox1, cox3, nad1, nad2, nad4, nad5 and atp6. Together, they amplify regions capturing almost half the nucleotide variability present in the complete mitochondrial genome. These degenerate primers should also work for other Gyrodactylus species parasitizing salmonids. In addition, we developed a multiplex assay that simultaneously amplifies four fragments in a single PCR reaction. Besides the diagnostic value, these fragments can be used for studying the transmission dynamics of Gyrodactylus, providing crucial information for an improved understanding of the spread and epidemiology of these important fish pathogens.

  3. 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.

  4. 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

    OpenAIRE

    2010-01-01

    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 d...

  5. 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.

  6. Trends in Selecting Undergraduate Business Majors & International Enrollment & Expected Salaries

    Science.gov (United States)

    Ozgur, Ceyhun; Li, Yang; Rogers, Grace

    2015-01-01

    The paper begins with a brief review of the literature and how business students choose their major in the U.S. and we list the most popular majors in the U.S. Universities. We also talk about the factors that influenced student's choice. In our next research project, we will not only use a larger sample size but also the sample will come from a…

  7. 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…

  8. Chapitre 7. Le flâneur salarié

    OpenAIRE

    Boulic, Jean-Yves; Lavaure, Annik

    2015-01-01

    Passionné par tout ce qui est nouveau, curieux de tout ce qui est différent, Kerillis est bien plus un journaliste dans l'âme qu'un homme politique, a fortiori qu'un homme de parti. Tout au long de sa vie il ne cessera en outre d'être un voyageur. Certaines de ses pérégrinations sont liées à l'actualité politique internationale. Leur intérêt à ses yeux est immédiat et il en transmet aussitôt le reflet à ses lecteurs de l'Écho de Paris. D'autres voyages, au contraire, répondent à son seul beso...

  9. Determinazione dei salari e contrattazione collettiva nell'industria italiana

    Directory of Open Access Journals (Sweden)

    C. DELL’ARINGA

    2013-10-01

    Full Text Available The article presents preliminary work on the role of unions and collective bargaining in the process of wage determination at firm level in Italy. The characteristics of the wage determination process and how it effects the composition of pay in Italian manufacturing  is described. The methodology used to estimate the union/non-union differential and its application to the Italian case is provided. The data set and variables uses are described and regression estimates are presented. A particular focus is placed on the relevance of union density and firm size to the level and composition of pay for both manual and non-manual workers.  JEL Codes: L60Keywords: Collective bargaining, manufacturing, Italy, Unions

  10. The Role of the Faculty in Budgetary and Salary Matters

    Science.gov (United States)

    AAUP Bulletin, 1976

    1976-01-01

    This statement by the AAUP Committee T on College and University Government defines the role of the faculty in decisions as the allocation of financial resources according to the principle of shared authority and offers some principles and derivative guidelines for faculty participation in this area. (LBH)

  11. Faculty Salaries: Is There Discrimination by Sex, Race, and Discipline?

    Science.gov (United States)

    Gordon, Nancy M.; And Others

    1974-01-01

    Investigates the sources of wage differentials for the faculty of a large urban university. Variables include sex, race, department differentials, age, seniority, education, and academic rank. (Author/DN)

  12. 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.

  13. Movilidad laboral, informalidad y desigualdad salarial en Brasil

    OpenAIRE

    Ruesga, Santos M.; Julimar Da Silva Bichara; Sandro E. Monsueto

    2014-01-01

    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. L...

  14. Human capital and salary differences in Mexico, 2000-2009

    Directory of Open Access Journals (Sweden)

    Rogelio Varela Llamas

    2012-07-01

    Full Text Available The aim of this document is to estimate two models econometrics on the determination of the wages in Mexico for the period 2000–2009. There is in use information of the National Survey of Urban Employment and of the National Survey of Occupation and Employment of the National Institute of Statistics, Geography and Informatics (inegi. The impact is analyzed on the wage income of variables of offer of work as labor experience and human capital. In contrast, variables of demand are in use as size of company, sector of activity and other attributes of sociodemographic character. The results indicate that the wage differences by degree of education are marked, but they are also by type of establishment and economic activity.

  15. 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.

  16. 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.

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

    OpenAIRE

    Aubert, Nicolas

    2007-01-01

    Our research is motivated by an observation. Employee Ownership is a form of savings that is becoming moreand more sought after these days. The concentration of the employee savings into employee ownership isbecoming stronger. These evolutions translate into a fact: employees facing a savings menu tend to chooseEmployee Ownership. The high exposure to risk of the employee-shareholders might have some consequence fortheir assets and their job. For companies, the cost of this exposure to risk c...

  18. 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。

  19. Mitochondrial haplotype diversity of Gyrodactylus thymalli (Platyhelminthes; Monogenea): extended geographic sampling in United Kingdom, Poland, and Norway reveals further lineages.

    Science.gov (United States)

    Hansen, Haakon; Bakke, Tor A; Bachmann, Lutz

    2007-05-01

    In recent years, the mitochondrial haplotype diversity of the monogenean ectoparasites Gyrodactylus salaris Malmberg, 1957 on Atlantic salmon and G. thymalli Zitnan, 1960 on grayling has been studied intensively to understand the taxonomy and phylogeography of the two species. According to these studies, neither species can be considered monophyletic, but unfortunately, the geographic sampling has mostly been restricted to Fennoscandia. Only few samples from continental Europe have been analysed, and samples from the United Kingdom have not been included at all. Gyrodactylosis is a notifiable disease in Europe and is in the UK considered the most important exotic disease threat to wild Atlantic salmon populations. In this study, we report six new mitochondrial haplotypes of G. thymalli from England, Poland, and Norway detected by sequencing 745 bp of the cytochrome oxidase I gene. The six new haplotypes add five new clades to a neighbor-joining dendrogram deduced on the basis of the currently known 44 mitochondrial haplotypes for G. thymalli and G. salaris. We conclude that G. thymalli established in the UK along with the immigration of grayling. There is currently no reason to suspect that this parasite is a threat to Atlantic salmon in the UK, although its infectivity to salmon stocks in the UK has not been tested.

  20. 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

  1. 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

  2. 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

  3. 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.

  4. 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...

  5. 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.

  6. La motivation des salariés et la performance dans les entreprises

    OpenAIRE

    Laura Mucha

    2010-01-01

    Aujourd'hui, les entreprises se trouvent dans une situation d'hyper concurrence, et les termes de rentabilité, profits et économies d'échelle sont devenus des préoccupations majeures. Les services ressources humaines se trouvent alors au premier plan, de par leur rôle de plus en plus stratégique dans les entreprises, d'où l'apparition de la notion de « Business Partner ». En effet, ils doivent arriver à concilier satisfaction et rentabilité dans l'entreprise. Ce sont donc de véritables acteur...

  7. 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…

  8. 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...

  9. 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... consist of the hearing official making a decision based upon a review of the claims file and any materials... adversely affected because of the employee's resignation, termination or other action, suspension...

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

    Directory of Open Access Journals (Sweden)

    José G. Villa

    2009-04-01

    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.

  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. Adaptive Appraisals of Anxiety Moderate the Association between Cortisol Reactivity and Performance in Salary Negotiations

    Science.gov (United States)

    Fridman, Ilona; Mor, Shira; Morris, Michael W.; Crum, Alia J.

    2016-01-01

    Prior research suggests that stress can be harmful in high-stakes contexts such as negotiations. However, few studies actually measure stress physiologically during negotiations, nor do studies offer interventions to combat the potential negative effects of heightened physiological responses in negotiation contexts. In the current research, we offer evidence that the negative effects of cortisol increases on negotiation performance can be reduced through a reappraisal of anxiety manipulation. We experimentally induced adaptive appraisals by randomly assigning 97 male and female participants to receive either instructions to appraise their anxiety as beneficial to the negotiation or no specific instructions on how to appraise the situation. We also measured participants’ cortisol responses prior to and following the negotiation. Results revealed that cortisol increases were positively related to negotiation performance for participants who were told to view anxiety as beneficial, and not detrimental, for negotiation performance (appraisal condition). In contrast, cortisol increases were negatively related to negotiation performance for participants given no instructions on appraising their anxiety (control condition). These findings offer a means through which to combat the potentially deleterious effects of heightened cortisol reactivity on negotiation outcomes. PMID:27992484

  13. 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.

  14. 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...

  15. 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.

  16. 41 CFR 105-56.027 - Centralized salary offset computer match.

    Science.gov (United States)

    2010-07-01

    ... offset computer match. 105-56.027 Section 105-56.027 Public Contracts and Property Management Federal... computer match. (a) Delinquent debt records will be compared with Federal employee records maintained by... a delegation of authority from the Secretary, has waived certain requirements of the...

  17. 41 CFR 105-56.017 - Centralized salary offset computer match.

    Science.gov (United States)

    2010-07-01

    ... offset computer match. 105-56.017 Section 105-56.017 Public Contracts and Property Management Federal... computer match. (a) Delinquent debt records will be compared with Federal employee records maintained by... a delegation of authority from the Secretary, has waived certain requirements of the...

  18. 12 CFR 313.49 - Coordinating salary offset with other agencies.

    Science.gov (United States)

    2010-01-01

    .... 313.49 Section 313.49 Banks and Banking FEDERAL DEPOSIT INSURANCE CORPORATION PROCEDURE AND RULES OF... other agencies. (a) Responsibility of the FDIC as the creditor agency. Upon completion of the procedures... government, including payments from the Civil Service Retirement and Disability Fund (5 CFR 831.1801),...

  19. A View on ECHR Case law for Salary Policy in Romanian Public Sector

    Directory of Open Access Journals (Sweden)

    Mihaela Tofan

    2016-03-01

    Full Text Available As the economies of other countries in Western Europe, the Romania's economy went through a very difficult period because of the international financial crisis, with GDP falling by over 18%. In the situation of no longer being able to meet its payment obligations and under the pressures of international financial organizations, the Romanian government opted for the radical measure of cutting public sector wages by 25%. Faced with this unprecedented action of country administrative power representatives, the Romanian civil servants attacked this measure in national courts and after that, in front of the ECHR. This article presents the solutions of the Romanian courts, the European jurisprudence on lowering wages and its implications for public solutions Romanian legal systems.

  20. 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.

  1. 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。

  2. "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…

  3. 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.

  4. 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.

  5. 29 CFR 778.322 - Reducing the fixed workweek for which a salary is paid.

    Science.gov (United States)

    2010-07-01

    ... OF LABOR STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS OVERTIME COMPENSATION Special Problems Reduction in Workweek Schedule with No Change in Pay § 778.322 Reducing the fixed... overtime compensation cannot be said to have been paid until all straight time compensation due...

  6. 45 CFR 1150.23 - How will the Endowment coordinate salary offsets with other agencies?

    Science.gov (United States)

    2010-10-01

    ... (Continued) NATIONAL FOUNDATION ON THE ARTS AND THE HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS COLLECTION OF... entitled to payments from the Civil Service Retirement and Disability Fund or other similar payments that... prohibited, that money due and payable to the employee from the Civil Service Retirement and Disability...

  7. Suivi médical de salariés exposés au beryllium

    OpenAIRE

    2009-01-01

    International audience; Purpose of the study: determination of a systematised procedure for medical follow-up of beryllium-exposed workers. Method: a medical follow-up of workers from a factory machining beryllium (Be) either plain or as an alloy started in 2001. Be Lymphocyte Proliferation Tests (LPT) were performed for screening Be sensitisation and were calculated again according to 1142-2001 speciation of the American Department Of Energy. A working group included occupational physicians,...

  8. Flexibilidad laboral y desigualdad salarial. La industria manufacturera mexicana como evidencia, 2005-2010

    OpenAIRE

    Wendy Ovando Aldana; Oscar M. Rodríguez Pichardo

    2013-01-01

    La Teoría de la Segmentación de Mercados de Trabajo establece que la flexibilidad laboral se halla principalmente en los trabajos menos atractivos. La evidencia empírica sugiere que a partir de la flexibilización del trabajo han aumentado las desigualdades salariales. Este documento pretende evidenciar dicha relación, en la industria manufacturera mexicana, a partir de una regresión múltiple con un diseño jerárquico que relaciona el índice de Gini con cuatro tipos de flexibilidad laboral para...

  9. Morphological and molecular characterisation of Gyrodactylus salmonis (Platyhelminthes, Monogenea) isolates collected in Mexico from rainbow trout (Oncorhynchus mykiss Walbaum).

    Science.gov (United States)

    Rubio-Godoy, Miguel; Paladini, Giuseppe; Freeman, Mark A; García-Vásquez, Adriana; Shinn, Andrew P

    2012-05-25

    Gyrodactylus salmonis (Yin et Sproston, 1948) isolates collected from feral rainbow trout, Oncorhynchus mykiss (Walbaum) in Veracruz, southeastern Mexico are described. Morphological and molecular variation of these isolates to G. salmonis collected in Canada and the U.S.A. is characterised. Morphologically, the marginal hook sickles of Mexican isolates of G. salmonis closely resemble those of Canadian specimens - their shaft and hook regions align closely with one another; only features of the sickle base and a prominent bridge to the toe permit their separation. The 18S sequence determined from the Mexican specimens was identical to two variable regions of SSU rDNA obtained from a Canadian population of G. salmonis. Internal transcribed spacer (ITS) regions (spanning ITS1, 5.8S and ITS2) of Mexican isolates of G. salmonis are identical to ITS sequences of an American population of G. salmonis and to Gyrodactylus salvelini Kuusela, Ziętara et Lumme, 2008 from Finland. Analyses of the ribosomal RNA gene of Mexican isolates of G. salmonis show 98-99% similarity to those of Gyrodactylus gobiensis Gläser, 1974, Gyrodactylus salaris Malmberg, 1957, and Gyrodactylus rutilensis Gläser, 1974. Mexican and American isolates of G. salmonis are 98% identical, as assessed by sequencing the mitochondrial cox1 gene. Oncorhynchus mykiss is one of the most widely-dispersed fish species in the world and has been shown to be an important vector for parasite/disease transmission. Considering that Mexican isolates of G. salmonis were collected well outside the native distribution range of all salmonid fish, we discuss the possibility that the parasites were translocated with their host through the aquacultural trade. In addition, this study includes a morphological review of Gyrodactylus species collected from rainbow trout and from other salmonid fish of the genus Oncorhynchus which occur throughout North America.

  10. 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.

  11. 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。

  12. 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…

  13. An Examination of the Career, Salary and Training Expectations of Information Technology Professionals Working in the Help Desk Field

    Science.gov (United States)

    Flynn, William C.

    2013-01-01

    The Information Technology (IT) help desk positions serve as the gateway between the IT department and users. Although IT is one of the most employable job categories, and crucial for business, staffing these positions with properly trained and certified IT personnel and retaining them is a major challenge for IT help desk managers. What are the…

  14. 思维与大学生就业的薪酬期望%Thinking and salary expectation of undergraduates

    Institute of Scientific and Technical Information of China (English)

    饶世权

    2007-01-01

    薪酬是大学生即将毕业或毕业初期时最为关心的事项之一,也是影响大学生就业的重要因素。2001年由教育部主办的《中国大学就业》杂志所做的一份《首届大学生就业首选企业调查报告》表明,影响毕业生就业的薪酬福利(16%)因素屈居第三位,但与作为第一因素的发展前景(19%)相差不过3%,与作为第二因素的施展才干(18%)相差不过2%。

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

    OpenAIRE

    2005-01-01

    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 p...

  16. 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.

  17. ¿Cuál es la diferencia salarial que puede esperar un licenciado con respecto a un diplomado?

    OpenAIRE

    Zárraga Alonso, Ainhoa; Orbe Mandaluniz, Susan; Moral Zuazo, María Paz

    2012-01-01

    Duración (en horas): Más de 50 horas. Destinatario: Estudiante y Docente Este material está orientado al estudio del modelo de regresión a nivel básico siguiendo la metodología de aprendizaje basado en problemas. Se plantea un ejemplo práctico en cuyo desarrollo se aplican los principales contenidos de la materia de Introducción a la Econometría.

  18. 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…

  19. Summary of the Development and Four-Year Operation of an Administrative Salary System Which Includes Performance Appraisal.

    Science.gov (United States)

    Dubuque Community School District, IA.

    The Dubuque, Iowa Community School District uses a point system to pay administrators. The evaluation of contract length, professional training, administrative experience, administrative responsibilities, and performance generate point totals that correspond to dollar values. The appraisal procedure uses management-by-objective concepts and…

  20. Does Diversity Matter?: Evidence from the Relationship between an Institution's Diversity and the Salaries of Its Graduates

    Science.gov (United States)

    Lynch, Douglas

    2013-01-01

    Affirmative Action in college admissions has been a source of controversy since its inception. Historically, the argument has been framed as a cost benefit analysis between the consequences to Whites denied admission to an institution because of Affirmative Action policies versus the benefits to historically underrepresented minorities admitted in…

  1. 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。

  2. 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.

  3. 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.

  4. 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.

  5. 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

  6. Reconstruct employees' sense of equity and maintain salary competitiveness——Response from enterprise salary policy on the divulgence of salary%重建员工公平感,维持薪酬竞争力——"热晒工资"之后的企业薪酬政策应对

    Institute of Scientific and Technical Information of China (English)

    王竹青; 朱帆; 李苑凌

    2009-01-01

    随着"晒工资"现象的日益高涨,员工自身既有的公平感受到了前所未有的冲击,企业传统的薪酬制度也受到了新的挑战.通过深入分析"晒工资"对企业薪酬管理产生的积极影响和消极影响,认为企业应从绩效考核、员工职业发展空间、薪酬观念、沟通渠道、薪酬政策、薪酬调整方式、收入分配制度等七个方面进行改革,以制定更加科学合理的薪酬体系.

  7. The shape of our bodies and health: deconstructing the panopticon of separation towards an empowered dance through the world

    Science.gov (United States)

    Ware, Molly

    2013-03-01

    This paper initiates a forum for Malin Ideland and Claes Malmberg's article titled Body talk— students' identity construction while discussing a socioscientific issue. Ideland and Malmberg explore issues of health and body through teachers' use of a pedagogical approach that foregrounds exploration of a socioscientific issue. This paper explores how the Panopticon of separation is embodied in the language and approaches to learning discussed and employed in Ideland and Malmberg's article. It explores the concept of empowerment as integral to transformative learning and contrasts this to autonomy. Furthermore, it examines how educators and students can learn in ways that lead to greater health and empowerment through more ecological and connected forms of language and approaches to learning. Excerpts from Ideland and Malmberg's article are juxtaposed with other perspectives as a means of generating edges, making differences apparent, and deconstructing the taken for granted both for the author and for Ideland and Malmberg. A feminist, poststructural approach is employed in this work as a means of embodying the uncertainty that students and educators are consistently learning to dance through with greater empowerment, which leads to improved health.

  8. 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.

  9. Discriminación salarial: un análisis entre mujeres afrocolombianas y no afrocolombianas en el área metropolitana de Cali

    Directory of Open Access Journals (Sweden)

    Nazly González-Rivas

    2012-01-01

    Full Text Available Este artículo investiga si la adscripción étnico-racial está asociada a las brechas salariales entre mujeres afrocolombianas y no afrocolombianas en el Área Metropolitana de Cali (Colombia en el año 2004. Para ello se utilizó la Encuesta Continua de Hogares del II trimestre de 2004 del Dane; se estimaron ecuaciones de salarios mincerianas corregidas por sesgo de selección y se aplicó la metodología de Blinder-Oaxaca para descomponer las brechas salariales. Los resultados muestran que una parte importante de las diferencias salariales entre mujeres afrocolombianas y no afrocolombianas, aproximadamente el 48%, podrían estar asociadas a la discriminación étnicoracial.

  10. Discriminación salarial: un análisis entre mujeres afrocolombianas y no afrocolombianas en el área metropolitana de Cali

    Directory of Open Access Journals (Sweden)

    Nazly González-Rivas

    2012-05-01

    Full Text Available Este artículo investiga si la adscripción étnico-racial está asociada a las brechassalariales entre mujeres afrocolombianas y no afrocolombianas en el Área Metropolitana de Cali(Colombia en el año 2004. Para ello se utilizó la Encuesta Continua de Hogares del II trimestre de2004 del Dane; se estimaron ecuaciones de salarios mincerianas corregidas por sesgo de selección yse aplicó la metodología de Blinder-Oaxaca para descomponer las brechas salariales. Los resultadosmuestran que una parte importante de las diferencias salariales entre mujeres afrocolombianas y noafrocolombianas, aproximadamente el 48%, podrían estar asociadas a la discriminación étnicoracial.

  11. 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.

  12. 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…

  13. 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...

  14. 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.

  15. 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.

  16. The Decision of Expected Value of Salary in Choosing Occupations%职业选择中工资期望值的确定

    Institute of Scientific and Technical Information of China (English)

    刘国良; 杨玉泉

    2006-01-01

    工资是社会动力系统和劳动者价值评估标准之一,在经济方面的一切价格中,工资是非常重要的,对于绝大多数家庭来说,工资所得是惟一重要的收入来源.因此,工资是职业选择中必须要着重考虑的因素.在实际的职业选择中,对工资期望值的确定要重点考虑以下因素:

  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. 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.

  19. Nouveaux salariés, nouveaux modèles : le maintien à domicile des personnes âgées dépendantes

    OpenAIRE

    2011-01-01

    The objective of this doctoral thesis is to understand the modalities of supply of the home care service targeted at maintaining the care of elderly persons at home. Since the 1990s, the main evolutions of elderly care policies have led to favoring an industrial model of home care service typified by the intermediate organization for which a service provider acts as an intermediary between the elderly person and the care worker at home. The first part of this thesis shows that this modality o...

  20. Inspiring the job enthusiasm of the low salary staff%激发低薪员工的工作热精

    Institute of Scientific and Technical Information of China (English)

    甘越帆

    2004-01-01

    @@ 作为美容院老板,你付给美容师的工资不可能都是一样的,因此你可能常常会遇到低薪员工工作不积极的情况.如何解决这些问题,有效激发她们的工作热情是美容院人员管理的一个大问题.

  1. Controversy, salaries rise. Ranking of CEO pay at publicly traded companies shows that as pay rises, so does federal interest in compensation policies.

    Science.gov (United States)

    Benko, Laura B; Galloro, Vince; Zigmond, Jessica

    2006-07-31

    The scrutiny of executive pay is ratcheting up. More healthcare companies have gotten subpoenas on stock options, and the SEC is making it easier for investors to understand how executives are paid. The heat already has UnitedHealth easing some of its practices. Others may follow suit. "Most compensation policies seem to be driven primarily by what a company's peers are doing," says Paul Hodgson, left.

  2. 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.

  3. 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

  4. Analyzing and advice for the arrearage of salary occurred in fisheries%渔船欠薪纠纷形势分析

    Institute of Scientific and Technical Information of China (English)

    宋玉兰

    2015-01-01

    The normative employee relationship is a key for a sustainable marine fisheries in China. Based on the fisheries data from Weihai city,the current situation,characteristics,occurence mechanism and damage of arrearage for fisheries employees are studied. According to the survey,the rapid development of fishing ship with more power in recent years intensified the shortage for sailors,and more and more inland employees without the marine experience came into the fishing ship for working. The arrearage for the sailors incident became frequent these years with the main reason of bad management,lack of employee contract,and malicious act. Individual owner of the ship and inland employee was the main disputing parties of the issue. The effective methods for this problem include standardizing fisheries employee markets,strengthening fishing technique training, amplifying management mechanism,promoting organization of fisheries ship,enhancing the legal publicity,and managing based on the law.%良好的渔业佣工秩序是支撑我国渔业健康可持续发展的关键环节。本文以山东省威海市渔业调访结果为基础,对渔业佣工欠薪的现状、特征、形成机制与危害进行了初步分析。结果显示,大马力渔船的发展加剧了渔业佣工缺口,大量内地人员进入船员佣工市场;渔船欠薪纠纷逐年升高,船主经营不善、薪酬发放机制不规范、恶意欠薪等是渔船欠薪纠纷产生的主要来源;个体船东与内地佣工构成欠薪纠纷的主要当事方。规范渔业佣工市场,加强外来人员职业技能培训,强化和健全相关监管机制,推进渔船组织化建设,加强法制宣传,依法治理是解决渔船欠薪问题的有效对策。

  5. Theoretical and positive analysis of institution with high salary to cultivate austerity%对高薪养廉制度的理论与实证分析

    Institute of Scientific and Technical Information of China (English)

    宫毅敏

    2004-01-01

    本文从经济学角度来探究在无政府干预的完全市场状态下、有政府干预非完全市场状态下公务员工资随市场变化的情况,从经济学角度分析,无论是无政府干预的完全市场状态还是有政府干预的非完全市场状态,公务员的工资都遵循相应的变化规律,得出的结论是我国目前还不具备实行高薪的条件,高薪不适合中国国情,而且"高薪养廉"不是万能的,即高薪未必能养廉,同时,高薪养廉不能从根本上解决腐败问题.

  6. Are the High Salaries of Employees in Monopoly Industries Justified?%垄断行业高收入问题探讨

    Institute of Scientific and Technical Information of China (English)

    岳希明; 李实; 史泰丽

    2010-01-01

    应用Oaxaca-Blinder分解方法,把垄断行业高收入分解为合理和不合理两个部分.实证分析发现,垄断行业与竞争行业之间收入差距的50%以上是不合理的.这主要是行政垄断造成的.由于目前收入统计未能反映垄断行业的高福利,以上测量结果显然低估了垄断行业高收入中的不合理部分.

  7. The Soldier-Athlete Initiative: Program Evaluation of the Effectiveness of Athletic Trainers Compared to Musculoskeletal Action Teams in Initial Entry Training, Fort Leonard Wood, June 2010 - December 2011

    Science.gov (United States)

    2012-10-01

    December 2011 A-8 90. Fogelholm, M., J. Malmberg, J. Suni, M. Santtila, H. Kyrolainen, and M. Mantysaari. Waist circumference and BMI are independently...4 5 BACKGROUND 6 5.1 Injury Incidence in Basic Combat Training and Infantry OSUT .........................6 5.2 Injury Risk Factors...Physical Characteristics .......................................53 8.5 Injury Risk Factors

  8. 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…

  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. 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.

  11. Strengthening the Impact and Value of International Marketing Curriculum outcomes: A Comparative Study of Turkish and European Business Students Perception of coursework and careers

    DEFF Research Database (Denmark)

    Hollensen, Svend; Gegez, Ercan; Venable, Beverly

    2010-01-01

    and providing opportunities leading to better job opportunities and better salaries. In contrast, the Northern European students perceived international marketing courses as a 'natural' requirement for marketing majors and not providing better job opportunities or salaries....

  12. 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.

  13. The satisfaction of doing national work, the delight of change and a good salary: the health of British colonial nurses going to work in the concentration camps of the Anglo-Boer War (1899-1902).

    Science.gov (United States)

    Knowlton, Richard

    2009-12-01

    During the South African/Anglo-Boer War(1899-1902), the British established concentration camps in retaliation to Boer guerilla fighters. Thousands of Boer women and children and thousands of blacks and "coloured" people were interned within these camps. The conditions in the camps were unsanitary and led to the death by disease,mostly respiratory illnesses, of many of the inmates. There were outcries in Britain over the camps among Liberal members of Parliament and social reformers such as Emily Hobhouse. In response to this, the Secretary of War sent an all ladies commission to South Africa. Their final report cited unsanitary conditions and insufficient camp administration as contributing factors to the high death rates.Among their recommendations was to increase the nursing staff. The Colonial Nursing Association provided nurses for these jobs. This article uses a previously unused archival source, the case notes of the medical advisor to the Colonial Office. In 1901-1902, he examined a group of nurses going out to work in the concentration camps of South Africa. This article presents the results of the examinations of 89 nurses, three of whom were rejected, and places them in the context of medical concerns at the time.

  14. 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

  15. Políticas de ajuste y competitividad. Devaluación salarial y devaluación nominal en la Argentina de la convertibilidad y de la post-convertibilidad

    OpenAIRE

    Montanyà Revuelta, Miguel

    2015-01-01

    En la presente investigación se aborda el estudio de las políticas de estabilización y de las reformas estructurales acometidas bajo los auspicios del FMI y del Banco Mundial en la Argentina de Carlos Menem, en las que, junto con el ancla cambiaria con el dólar conocida como «Convertibilidad», se implantó una serie de medidas con efectos concretos sobre la distribución funcional del ingreso. También se estudiarán las medidas de urgencia asumidas en 2002 por el gobierno de Eduardo Duhalde en r...

  16. 薪酬福利管理与员工工作幸福指数相关性研究%The Relationship Between Salary Management and Staff Work Happiness Index

    Institute of Scientific and Technical Information of China (English)

    孙静; 张林; 傅晓明

    2010-01-01

    企业的目标除了提高竞争力,提高员工绩效外,还应该提高员工的工作幸福指数.但是根据调查显示,现在很多企业的员工工作满意度很低,而员工幸福指数的高低又直接导致了企业员工流失率的高低,所以从影响员工工作幸福指数的因素之一薪酬福利管理的角度进行了分析,从人力资源管理的视角来探讨提高员工工作幸福指数.

  17. 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

    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.

  18. The Difference and Equilibrium of Salaries among Provinces: An Analysis Based on Utility Equilibrium%工资的省际差异与平衡——一个基于效用均衡观点的分析

    Institute of Scientific and Technical Information of China (English)

    王铮; 薛俊波

    2006-01-01

    近几年来,公务员的工资在不断地上涨,而同时存在的事实是:各地公务员的工资收入存在着较大的差异,公务员的工资与其它行业的工资相比也存在着很大的差异.对于公务员工资是高是低的争论由来已久,那么,如何衡量公务员工资的高低?公务员工资调整的依据是什么?以Adans的公平理论和Niskanen的官员(Bureaucrats)效用模型为基础,结合修正的Mulligan,Sala-I-Martin人力资本投入模型,计算了全国各个省(自治区、直辖市)的均衡水平工资.结果表明:东部地区的均衡工资与实际水平偏离较小,而西部欠发达地区偏离较大.经过分析为公务员工资的调整提供了一个定量分析的参考依据.

  19. 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.

  20. 新会计准则下"应付职工薪酬"账户的账务处理%Accounting Process of Employee's Payable Salary Accountunder the New Accounting Standards

    Institute of Scientific and Technical Information of China (English)

    侯红英

    2009-01-01

    在新企业会计准则中,取消了原来的"应付工资"和"应付福利费"账户,设置了"应付职工薪酬"账户来核算职工薪酬,其具体的核算内容较以前也有较大的改变.本文试从职工薪酬的账务处理方面来阐述其变化后的核算情况.

  1. 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.

  2. 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.

  3. The Problems in the Process of Implement College Salary System%高校岗位绩效工资实施过程中的若干问题

    Institute of Scientific and Technical Information of China (English)

    王猛

    2012-01-01

    Since 2006,China began to establish university-level jobs pay wages,the government and universities around the new wage reform is gradually improved,the goal is to build a complete job performance wage system.This paper analyzes the performance of university job status and wage system shortcomings,on how to further improve the job performance wage system to think,and made several important issues need to pay attention in the implementation process.%自2006年我国高校开始建立岗位薪级工资起,政府及各地高校逐步对新的工资改革加以完善,目标是建立完整的岗位绩效工资制度。本文通过分析高校岗位绩效工资制度的现状和存在的不足,对如何进一步完善岗位绩效工资制度进行思考,并提出在实施过程中需要注意的几个重要问题。

  4. Thought on Optimizing Salary and Reward Management System for Railway Stations and Depots%优化铁路站段薪酬管理制度的思考

    Institute of Scientific and Technical Information of China (English)

    周学军

    2006-01-01

    分析铁路站段薪酬制度中存在的薪酬管理制度与站段管理结构不对称、岗位工资的运行机制不完善、薪酬水平较低等问题,提出优化铁路站段薪酬制度的设计思路,以及完善站段薪酬管理制度、重新分析站段岗位、优化站段岗位技能工资结构、建立市场导向型薪酬管理机制、强化薪酬的激励作用等优化铁路站段薪酬制度的建议.

  5. Thought and Practice for Innovation of Quality Management Model Taking Quality Salary as Carrier%以质量工资为载体创新质量管理模式的思考和实践

    Institute of Scientific and Technical Information of China (English)

    刘红

    2013-01-01

      21世纪是质量的世纪。在激烈的市场竞争中,质量的好坏往往决定一个企业的成败,可以说质量是企业的生命。企业必须把质量管理提升到战略的高度,把握质量是企业的灵魂,牢固树立忧患意识,始终如一地把质量作为立足之本常抓不懈,持续创新质量管理模式,不断追求高品质的产品。%The twenty-first century is the century of quality. Quality often determines success or failure of an enterprise during fierce market competition. It is said that quality is the life of enterprise. Enterprise should improve quality management to strategic height, master the core that quality is the soul of enterprise, firmly establish the sense of hardship, take quality as the base of enterprise from beginning to the end, continuously innovate quality management model and pursue high-quality products unceasingly.

  6. Long-Lived Vortex Structures in Collisional Pure and Gas-Discharge Nonneutral Electron Plasmas

    OpenAIRE

    Kervalishvili, N. A.

    2013-01-01

    The analysis of experimental investigations of equilibrium, interaction and dynamics of vortex structures in pure electron and gas-discharge electron nonneutral plasmas during the time much more than the electron-neutral collision time has been carried out. The problem of long confinement of the column of pure electron plasma in Penning-Malmberg trap is considered. The mechanism of stability of long-lived vortex structure in gas-discharge nonneutral electron plasma is investigated. The collap...

  7. Dissecting and Targeting Latent Metastasis

    Science.gov (United States)

    2015-09-01

    K. J. Malmberg, Prospects for the use of NK cells in immunotherapy of human cancer . Nature reviews . Immunology 7, 329-339 (2007). 39. G. P. Dunn, L... reviews . Cancer 10, 871-877 (2010). 7. M. S. Sosa, P. Bragado, J. A. Aguirre-Ghiso, Mechanisms of disseminated cancer cell dormancy: an awakening field...Nature reviews . Cancer 14, 611-622 (2014). 8. A. F. Gazdar, J. D. Minna, NCI series of cell lines: an historical perspective. Journal of cellular

  8. 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...

  9. 38 CFR 1.919 - Administrative offset against amounts payable from Civil Service Retirement and Disability Fund...

    Science.gov (United States)

    2010-07-01

    ... Fund, Federal Employees Retirement System (FERS), final salary check, and lump sum leave payments. (a... System (FERS), final salary check, and lump sum leave payments. 1.919 Section 1.919 Pensions, Bonuses... offset against a Federal employee's final salary check and lump sum leave payment. See § 1.912...

  10. Earnings Gains through the Institutionalized Standard of Faculty Status.

    Science.gov (United States)

    Meyer, Richard W.

    1990-01-01

    Looks at the effects on costs, productivity, and service of faculty status for academic librarians. Three data sets are analyzed: (1) individual characteristics and salaries of librarians and faculty at Clemson University; (2) individual characteristics and salaries of librarians at 15 academic libraries; and (3) salaries and productivity of…

  11. THE PUBLIC PENSION POINT - A GOVERNMENT BUSINESS

    Directory of Open Access Journals (Sweden)

    MĂDĂLINA TOMESCU

    2013-05-01

    Full Text Available Each of us pays every month a percentage of his/her salary for receiving a public pension after a certain age. As a percentage, this amount of money varies depending of salary. But retirement means a number of pension points. Where is the business? Pension point is determined by the Government as a percent of medium salary. This article aims to make an analysis of pension point as a government business.

  12. Essays in Labor Economics and Political Economy

    DEFF Research Database (Denmark)

    Harmon, Nikolaj Arpe

    to learn about the impact of salaries on the behavior and composition of legislators. Increases in salaries cause large increases in the willingness to hold office but do not affect the level of effort exerted while in office. For the composition of legislators, increases in salaries leads to elected...... find jobs that pay higher wages and result in longer employment spells even after controlling for spatial productivity differences among firms....

  13. 45 CFR 30.1 - Purpose, authority, and scope.

    Science.gov (United States)

    2010-10-01

    ... collection centers, or the Department of Justice (Justice) for collection by further administrative action or... 1996, including tax refund offset, administrative wage garnishment, and Federal salary offset,...

  14. 75 FR 990 - HHS Intent To Publish Grant and Contract Solicitations for Comparative Effectiveness Research...

    Science.gov (United States)

    2010-01-07

    ...- Coordination Implementation Team, the Federal Coordinating Council for Comparative Effectiveness Research (FCC... inventory and evaluation projects and $4 million for ] salary and benefits for ARRA-related staff...

  15. 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...

  16. 76 FR 8529 - Science and Technology Reinvention Laboratory (STRL) Personnel Management Demonstration Project...

    Science.gov (United States)

    2011-02-14

    ... appraisal system; (8) market based starting salaries; (9) academic degree and certificate training; (10... health and stress between STRL situations and the former demo project situations (which focused...

  17. 19 CFR 10.178 - Direct costs of processing operations performed in the beneficiary developing country.

    Science.gov (United States)

    2010-04-01

    ... PROTECTION, DEPARTMENT OF HOMELAND SECURITY; DEPARTMENT OF THE TREASURY ARTICLES CONDITIONALLY FREE, SUBJECT... merchandise, such as administrative salaries, casualty and liability insurance, advertising, and...

  18. 19 CFR 10.197 - Direct costs of processing operations performed in a beneficiary country or countries.

    Science.gov (United States)

    2010-04-01

    ... PROTECTION, DEPARTMENT OF HOMELAND SECURITY; DEPARTMENT OF THE TREASURY ARTICLES CONDITIONALLY FREE, SUBJECT..., casualty and liability insurance, advertising, and salesmen's salaries, commissions, or expenses....

  19. Career Directions for Drafting CAD Technicians.

    Science.gov (United States)

    Moore, Pam

    2002-01-01

    Provides information careers for drafting/computer-assisted drafting technicians, including salaries, responsibilities, employment outlook, working conditions, skills needed, and career advancement opportunities. Lists professional drafting organizations. (JOW)

  20. 75 FR 53346 - Submission for OMB Emergency Review: Comment Request

    Science.gov (United States)

    2010-08-31

    ... critical for setting Federal white-collar salaries, determining monetary policy (as a Principal Federal... Statistics. Type of Review: Revision of currently approved collection. Title of Collection:...

  1. The Other Side of the Camera: Behind-the-Scenes Jobs in Television and Motion Pictures.

    Science.gov (United States)

    Green, Kathleen

    1995-01-01

    Describes the principal occupations involved with television and motion picture production: producers, photographers, electricians, sound mixers, and script supervisors. Discusses salaries, hours, employment opportunities, and schools. (JOW)

  2. A novel antiproton radial diagnostic based on octupole induced ballistic loss

    CERN Document Server

    Andresen, G B; Bowe, P D; Bray, C C; Butler, E; Cesar, C L; Chapman, S; Charlton, M; Fajans, J; Fujiwara, M C; Funakoshi, R; Gill, D R; Hangst, J S; Hardy, W N; Hayano, R S; Hayden, M E; Humphries, A J; Hydomako, R; Jenkins, M J; Jørgensen, L V; Kurchaninov, L; Lambo, R; Madsen, N; Nolan, P; Olchanski, K; Olin, A; Page, R D; Povilus, A; Pusa, P; Robicheaux, F; Sarid, E; Seif El Nasr, S; Silveira, D M; Storey, J W; Thompson, R I; van der Werf, D P; Wurtele, J S; Yamazaki, Y

    2008-01-01

    We report results from a novel diagnostic that probes the outer radial profile of trapped antiproton clouds. The diagnostic allows us to determine the profile by monitoring the time-history of antiproton losses that occur as an octupole field in the antiproton confinement region is increased. We show several examples of how this diagnostic helps us to understand the radial dynamics of antiprotons in normal and nested Penning-Malmberg traps. Better understanding of these dynamics may aid current attempts to trap antihydrogen atoms.

  3. Autoresonant-spectrometric determination of the residual gas composition in the ALPHA experiment apparatus.

    Science.gov (United States)

    Amole, C; Ashkezari, M D; Baquero-Ruiz, M; Bertsche, W; Butler, E; Capra, A; Cesar, C L; Chapman, S; Charlton, M; 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; Nolan, P; Olchanski, K; Olin, A; Povilus, A; Pusa, P; Rasmussen, C Ø; Robicheaux, F; Sarid, E; Silveira, D M; Stracka, S; So, C; Thompson, R I; Turner, M; van der Werf, D P; Wurtele, J S; Zhmoginov, A

    2013-06-01

    Knowledge of the residual gas composition in the ALPHA experiment apparatus is important in our studies of antihydrogen and nonneutral plasmas. A technique based on autoresonant ion extraction from an electrostatic potential well has been developed that enables the study of the vacuum in our trap. Computer simulations allow an interpretation of our measurements and provide the residual gas composition under operating conditions typical of those used in experiments to produce, trap, and study antihydrogen. The methods developed may also be applicable in a range of atomic and molecular trap experiments where Penning-Malmberg traps are used and where access is limited.

  4. Autoresonant-spectrometric determination of the residual gas composition in the ALPHA experiment apparatus

    Energy Technology Data Exchange (ETDEWEB)

    Amole, C.; Capra, A.; Menary, S. [Department of Physics and Astronomy, York University, Toronto, Ontario M3J 1P3 (Canada); Ashkezari, M. D.; Hayden, M. E. [Department of Physics, Simon Fraser University, Burnaby, British Columbia V5A 1S6 (Canada); Baquero-Ruiz, M.; Chapman, S.; Little, A.; Povilus, A.; So, C.; Turner, M. [Department of Physics, University of California, Berkeley, California 94720-7300 (United States); Bertsche, W. [Department of Physics, Swansea University, Swansea SA2 8PP (United Kingdom); School of Physics and Astronomy, University of Manchester, Manchester M13 9PL, United Kingdom and The Cockcroft Institute, Daresbury Laboratory, Warrington WA4 4AD (United Kingdom); Butler, E. [Physics Department, CERN, CH-1211 Geneva 23 (Switzerland); Cesar, C. L.; Silveira, D. M. [Instituto de Fisica, Universidade Federal do Rio de Janeiro, Rio de Janeiro 21941-972 (Brazil); Charlton, M.; Eriksson, S.; Isaac, C. A.; Madsen, N.; Napoli, S. C. [Department of Physics, Swansea University, Swansea SA2 8PP (United Kingdom); Collaboration: ALPHA Collaboration; and others

    2013-06-15

    Knowledge of the residual gas composition in the ALPHA experiment apparatus is important in our studies of antihydrogen and nonneutral plasmas. A technique based on autoresonant ion extraction from an electrostatic potential well has been developed that enables the study of the vacuum in our trap. Computer simulations allow an interpretation of our measurements and provide the residual gas composition under operating conditions typical of those used in experiments to produce, trap, and study antihydrogen. The methods developed may also be applicable in a range of atomic and molecular trap experiments where Penning-Malmberg traps are used and where access is limited.

  5. 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.

  6. 5 CFR 179.208 - Certification.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Certification. 179.208 Section 179.208... Salary Offset § 179.208 Certification. (a) OPM salary offset coordinator shall provide a certification to... certification must be in writing and must state: (1) That the employee owes the debt; (2) The amount and...

  7. 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…

  8. 24 CFR 15.110 - What fees will HUD charge?

    Science.gov (United States)

    2010-04-01

    .... (iii) Freelance journalists may be regarded as working for a news organization if they can demonstrate... percent of salary rate Applies Does not apply Applies. No charge for first two hours of cumulative search... 16 percent of salary rate Applies Does not apply Applies. No charge for first two hours of...

  9. 45 CFR 33.4 - Notice requirements before offset.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Notice requirements before offset. 33.4 Section 33.4 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION SALARY OFFSET § 33.4 Notice requirements before offset. (a) At least 30 days before the initiation of salary offset under...

  10. 16 CFR 1027.4 - Notice requirements before offset.

    Science.gov (United States)

    2010-01-01

    ... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Notice requirements before offset. 1027.4 Section 1027.4 Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL SALARY OFFSET § 1027.4 Notice requirements before offset. (a) Salary offset shall not be made against an employee's pay...

  11. 41 CFR 105-56.029 - Offset amount.

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Offset amount. 105-56... Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Centralized Salary Offset (CSO) Procedures-GSA as Paying Agency § 105-56.029 Offset amount. (a) The minimum dollar amount...

  12. 24 CFR 17.128 - Notice requirements before offset.

    Science.gov (United States)

    2010-04-01

    ... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Notice requirements before offset... Salary Offset Provisions § 17.128 Notice requirements before offset. Except as provided in § 17.125(d... days written notice. This Notice of Intent to Offset Salary (Notice of Intent) will state: (a) That...

  13. 41 CFR 105-56.019 - Offset amount.

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Offset amount. 105-56... Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Centralized Salary Offset (CSO) Procedures-GSA as Creditor Agency § 105-56.019 Offset amount. (a) The minimum dollar...

  14. 41 CFR 105-56.004 - Pre-offset notice.

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Pre-offset notice. 105... Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Salary Offset of General Services Administration Employees § 105-56.004 Pre-offset notice. An employee must be...

  15. 29 CFR 20.85 - Notice of offset.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Notice of offset. 20.85 Section 20.85 Labor Office of the Secretary of Labor FEDERAL CLAIMS COLLECTION Salary Offset § 20.85 Notice of offset. Prior to effecting a salary offset, the paying DOL agency should advise the debtor of the impending offset. This notice...

  16. 7 CFR 3.74 - Notice requirements before offset.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 1 2010-01-01 2010-01-01 false Notice requirements before offset. 3.74 Section 3.74 Agriculture Office of the Secretary of Agriculture DEBT MANAGEMENT Federal Salary Offset § 3.74 Notice requirements before offset. Except as provided in paragraph (b) of this section, salary offset will not be...

  17. 22 CFR 34.13 - Notice requirements before offset.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Notice requirements before offset. 34.13... Offset § 34.13 Notice requirements before offset. Except as provided in § 34.16, salary offset deductions... to the Federal Government at least 30 calendar days before salary offset is to be initiated....

  18. A District View: Dropouts and the Differentiated Diploma

    Science.gov (United States)

    Holden, E. Todd

    2012-01-01

    More students are deciding to dropout of school prior to graduation. As a result the dropout rate has become a hot topic in education across the United States. The average high school dropout salary is approximately 50% less than the salary of a high school graduate. The social factors are another reason the dropout rate needs to be a high…

  19. 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…

  20. 19 CFR 10.814 - Direct costs of processing operations.

    Science.gov (United States)

    2010-04-01

    ... 19 Customs Duties 1 2010-04-01 2010-04-01 false Direct costs of processing operations. 10.814 Section 10.814 Customs Duties U.S. CUSTOMS AND BORDER PROTECTION, DEPARTMENT OF HOMELAND SECURITY... administrative salaries, casualty and liability insurance, advertising, and salesmen's salaries, commissions,...

  1. 19 CFR 10.774 - Direct costs of processing operations.

    Science.gov (United States)

    2010-04-01

    ... 19 Customs Duties 1 2010-04-01 2010-04-01 false Direct costs of processing operations. 10.774 Section 10.774 Customs Duties U.S. CUSTOMS AND BORDER PROTECTION, DEPARTMENT OF HOMELAND SECURITY... administrative salaries, casualty and liability insurance, advertising, and salesmen's salaries, commissions,...

  2. 19 CFR 10.710 - Value-content requirement.

    Science.gov (United States)

    2010-04-01

    ... 19 Customs Duties 1 2010-04-01 2010-04-01 false Value-content requirement. 10.710 Section 10.710 Customs Duties U.S. CUSTOMS AND BORDER PROTECTION, DEPARTMENT OF HOMELAND SECURITY; DEPARTMENT OF THE... salaries, casualty and liability insurance, advertising, and salesmen's salaries, commissions, or expenses....

  3. 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)

  4. 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%.…

  5. Department of the Interior

    Science.gov (United States)

    ... to key Interior posts Secretary Zinke accepts President Trump’s Q1 salary as a donation for National Park ... Digg Reddit StumbleUpon Pinterest Secretary Zinke accepts President Trump’s Q1 salary as a donation for National Park ...

  6. 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...

  7. 75 FR 31745 - Notice of Request for Extension of Approval of an Information Collection; Importation of Horses...

    Science.gov (United States)

    2010-06-04

    ... for horses, ruminants, swine, and dogs signed by a full-time salaried veterinary official of the....2543103 hours per response. Respondents: Full-time salaried veterinary officials of exporting regions.... All comments will also become a matter of public record. Done in Washington, DC, this 28\\th\\ day...

  8. 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 mu...

  9. 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...

  10. 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…

  11. Survey of Personnel Practices at Single-Campus Community College Districts in California.

    Science.gov (United States)

    Friedlander, Jack

    In May 1985, a survey was conducted by Napa Valley College (NVC) to determine the salary and personnel practices of the 48 single-campus community college districts in California and compare them with personnel practices at NVC. The survey focused on salary and benefit allocations in school budgets, estimated reserves or ending balance in 1984-85,…

  12. 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…

  13. 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)

  14. 你的价值是什么%What You're Worth Determine

    Institute of Scientific and Technical Information of China (English)

    2008-01-01

    @@ Information at Your Fingertips 指尖的信息 Your salary expectations should be realistic. Every position has a general salary range, based on what professionals in that job are currently earning. Research the range for your position before you start your job search.

  15. 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.

  16. 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 ...

  17. 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...

  18. 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。

  19. 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.

  20. 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

  1. 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.

  2. Simulation of Enterprise Annuity Narrowing Pension Inequality Between Employees in Enterprises and Public Institutions based on Salary Heterogeneity%企业年金缩小企业与机关事业单位职工养老金差距的政策仿真研究——工资异质性的视角

    Institute of Scientific and Technical Information of China (English)

    郭磊; 苏涛永

    2013-01-01

    引入工资差异对企业职工企业年金缴费意愿的影响,采用仿真方法测量企业年金对企业与机关事业单位职工养老金差距的影响.首先,根据我国养老制度安排,构建了企业年金基金、基本养老金、退休金预测模型和养老金差距测量指标;其次,选取工资水平从社平工资的0.5倍~5.0倍的14类代表性职工,模拟了基准情境和提高企业年金税收优惠的四种情境——提高雇主缴费的企业所得税免税上限、降低雇主缴费计入个人账户部分的个人所得税税率、降低领取阶段的个人所得税税率、免征个人缴费的个人所得税,并进行了敏感性分析.仿真结果表明,企业年金及其税收优惠政策能够有效缩小企业与机关事业单位职工养老金差距,提高雇主缴费的企业所得税免税上限的作用最显著.企业年金投资收益率提高、企业年金管理费率降低、余寿减少、社平工资增长率提高和工作年限增加都会放大这种作用,反之亦然.工资越高企业职工从企业年金中获益越大,可能扩大企业职工内部养老金差距.

  3. 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  

  4. 42 CFR 51.6 - Use of allotments.

    Science.gov (United States)

    2010-10-01

    ... evaluations, monitoring or auditing. This restriction does not include: (1) Salaries, wages and benefits of... right to redress incidents of abuse or neglect, discrimination, and other rights violations impacting...

  5. Applications: Using Algebra in an Accounting Practice.

    Science.gov (United States)

    Eisner, Gail A.

    1994-01-01

    Presents examples of algebra from the field of accounting including proportional ownership of stock, separation of a loan payment into principal and interest portions, depreciation methods, and salary withholdings computations. (MKR)

  6. 48 CFR Appendix J to Chapter 7 - Direct USAID Contracts With a Cooperating Country National and With a Third Country National for...

    Science.gov (United States)

    2010-10-01

    ... appointments are covered by USAID Handbook 25, Employment and Promotion or superseding Chapters of the... qualifications, not price, and since the biographical data and salary history are used to solicit for...

  7. 48 CFR 22.1103 - Policy, procedures, and solicitation provision.

    Science.gov (United States)

    2010-10-01

    ... total compensation plan setting forth proposed salaries and fringe benefits for professional employees working on the contract. Supporting information will include data, such as recognized national and regional compensation surveys and studies of professional, public and private organizations, used...

  8. The New Organization Man.

    Science.gov (United States)

    Munk, Nina

    1998-01-01

    Young, educated, and fiercely in demand, "gold collar" workers are getting unprecedented salaries and perks. Impatience and self-confidence define today's educated young worker, and everywhere employers are having to adapt. (Author)

  9. 29 CFR 1952.124 - Completion of developmental steps and certification.

    Science.gov (United States)

    2010-07-01

    ... upgrading of salaries of safety personnel. (h) In accordance with § 1952.123(c) Washington has adopted rules... regulations providing procedures for conduct and scheduling of inspections, extension of abatement...

  10. Libraries Succeed at Funding Books and Bytes.

    Science.gov (United States)

    St. Lifer, Evan

    1999-01-01

    Presents the annual budget report for public libraries for 1999, including budget projections; local taxes; rise of technology budgets; materials, salary, and operating budgets; per capita funding; fundraising; net costs; and the role of the Gates Library Foundation. (LRW)

  11. Time to halt the gravy train

    CERN Multimedia

    2002-01-01

    Article arguing that as European integration increases, the notion that scientists must be rewarded with tax-free salaries and other perks for working at a 'foreign' international laboratory, has become an anachronism (1 page).

  12. Voluntary Early Retirement Is a Painless Way to Prune Your Faculty.

    Science.gov (United States)

    Crowe, Robert L.

    1980-01-01

    The steps necessary to establish most voluntary early retirement incentive plans include establishing a variable-rate incentive, a minimum qualifying salary, a minimum qualifying age, and a method of payment. (Author/IRT)

  13. 78 FR 41677 - Procedures for Bureau Debt Collection

    Science.gov (United States)

    2013-07-11

    ..., Government employees, Hearing and appeal procedures, Salaries, Wages. Authority and Issuance For the reasons... illness, divorce, death, or disability. A request for special review may be made at any time. (b)...

  14. The Corporate Communication Manager.

    Science.gov (United States)

    Harris, Thomas E.; Bryant, Jennings

    1986-01-01

    Reports the results of a survey of Fortune 500 companies regarding the position of communications manager. Profiles the responsibilities, typical salary, and usefulness of the position as perceived by respondents. (MS)

  15. 10 CFR 1004.9 - Fees for providing records.

    Science.gov (United States)

    2010-01-01

    ... the central processing unit (CPU) for that portion of operating time that is directly attributable to... operating the central processing unit and the operator's hourly salary plus 16 percent. When the cost of...

  16. Annual adjustments to 2016 financial benefits

    CERN Multimedia

    HR Department

    2016-01-01

    In accordance with recommendations made by the Finance Committee and decisions taken by the Council in December 2015, no adjustments have been made to basic salaries and stipends, subsistence allowances or family benefits as at 1 January 2016.  

  17. Annual adjustments to 2014 financial benefits

    CERN Multimedia

    2013-01-01

    In accordance with recommendations made by the Finance Committee and decisions taken by Council in December 2013, no adjustments have been made to basic salaries and stipends, subsistence allowances or family benefits as at 1 January 2014. HR Department

  18. Annual adjustments to 2015 financial benefits

    CERN Multimedia

    HR Department

    2015-01-01

    In accordance with recommendations made by the Finance Committee and decisions taken by Council in December 2014, no adjustments have been made to basic salaries and stipends, subsistence allowances or family benefits as at 1 January 2015.

  19. 78 FR 76969 - Wright Brothers Day, 2013

    Science.gov (United States)

    2013-12-19

    ... for the burgeoning aviation enterprise. Today, let all of us draw inspiration from a family who taught... powered flight. Orville and Wilbur's sister, Katharine, used her teacher's salary to support the...

  20. 42 CFR 411.352 - Group practice.

    Science.gov (United States)

    2010-10-01

    ... EXCLUSIONS FROM MEDICARE AND LIMITATIONS ON MEDICARE PAYMENT Financial Relationships Between Physicians and..., diagnosis, and treatment, through the joint use of shared office space, facilities, equipment, and personnel..., compensation, and salaries); and (ii) Consolidated billing, accounting, and financial reporting. (2)...

  1. Factors determining the choice of hunting and trading bushmeat in the Kilombero Valley, Tanzania

    DEFF Research Database (Denmark)

    Nielsen, Martin Reinhardt; Jacobsen, Jette Bredahl; Thorsen, Bo Jellesmark

    2014-01-01

    , Tanzania. Specifically, we asked respondents to choose between hunting or trading bushmeat and alternative salary-paying work, in a set of hypothetical scenarios where the attributes of these alternatives were varied and included measures of command and control, price of substitute meat, daily salary...... compared with the salary of an alternative occupation. Donation of livestock and the price of substitute meats in the local market both affected the choice significantly in a negative and a positive direction, respectively. The wealthier a household was the more likely the respondent was to choose...... to continue hunting or trading bushmeat. On the margin, our results suggest that given current conditions in the Kilombero Valley on any given day 90% of the respondents would choose salary work at US$3.37/day over their activities in the bushmeat trade, all else equal....

  2. Survey of Departments of Physiology

    Science.gov (United States)

    Ganong, William F.

    1977-01-01

    Presents data of the 1976 survey of departments of physiology. Includes comparison to 1974 and 1975 data for number of academic positions available, department budgets, graduate students and post doctoral fellows, and salaries. (SL)

  3. 2013 Report to Congress on White House Staff

    Data.gov (United States)

    Executive Office of the President — Since 1995, the White House has been required to deliver a report to Congress listing the title and salary of every White House Office employee. Consistent with...

  4. 高管薪酬的外部不公平、内部差距与企业绩效%The External Unfairness, Internal Gap of Executive Compensation and Firm Performance

    Institute of Scientific and Technical Information of China (English)

    黄辉

    2012-01-01

    本文以2004—2010年我国909家上市公司的面板数据为样本,通过分行业的相对业绩指标回归模型计量了薪酬“外部不公平”程度,结合薪酬内部差距,实证分析了薪酬“外部不公平”对企业绩效以及对内部薪酬差距激励效果的影响。研究结果发现:正向外部不公平与企业绩效存在显著负相关关系,而负向外部不公平则恰好相反;对正向外部不公平企业,外部不公平程度显著降低内部薪酬差距的正向激励效果;对正向外部不公平企业,外部不公平程度与内部薪酬差距的激励效果存在替代关系。本文在一定程度上深化了社会比较理论在薪酬激励方面的研究,也为相关政府部门和企业设计薪酬激励机制提供了依据。%Compensation incentive which may prompt the management make more efforts to improve the enterprise performance has become an important solution to agency problem, but many empirical studies show that the effect of executive salary incentive is not always significandy and sometimes even get the opposite conclusion, and the pay-performance sensitivity is related to corporate governance and enterprise risk etc. We argue that executive is not only the economic man but also a social person, and the effect of executive salary incentive should be considered from Efficiency and Fairness dimensions. This paper discusses the Efficiency and Fairness of executive compensation incentive from salary level and sal- ary structure. Firstly, an effective incentive of salary level should be directly related to the contribution of the management, but the actual salary of the management is not consistent with its deserved pay, which leads to the exces- sive or lacking incentive, which is called external unfairness of compensation in this paper. Secondly, salary structure includes the salary gap between managers with different positions for a management team. Reasonable salary gap should also

  5. News of the Year. LJ News Report: Victories Muted by Money Worries; The Year in K-12 Libraries: School Librarians Redefine Themselves; Publishing in 2002: Few Trends Emerge from a Year of Ups and Downs.

    Science.gov (United States)

    Minkel, Walter; Milliot, Jim

    2003-01-01

    Includes three articles: one reviews top stories from "Library Journal" regarding budget problems, salaries and recruitment, privacy, legal issues, virtual reference, electronic books, distance education, special libraries, and scholarly innovation; one discusses school library issues, including layoffs, Internet concerns, and…

  6. 77 FR 29589 - Announcement of Grant Application Deadlines and Funding Levels

    Science.gov (United States)

    2012-05-18

    ... programming that they provided in analog. The digital transition has also created some service gaps where... above; b. Costs of salaries, wages, and employee benefits of public television station personnel...

  7. 75 FR 21579 - Announcement of Grant Application Deadlines and Funding Levels

    Science.gov (United States)

    2010-04-26

    ... analog. The digital transition has also created some service gaps where households that received an... of salaries, wages, and employee benefits of public television station personnel unless they are...

  8. Learning More About How Others Produce Yearbooks

    Science.gov (United States)

    Conrad, Eleanor

    1978-01-01

    Discusses the value of an accredited yearbook class for yearbook staff members; reports on the duties of yearbook advisers at various high schools, and on the amount of extra salary paid to them for their work. (GW)

  9. 77 FR 9965 - Privacy Act of 1974; System of Records

    Science.gov (United States)

    2012-02-21

    ... agency that employs and/or pays pension, annuity, and/or other benefits to an individual who has been identified as a delinquent debtor for purposes of offsetting the individual's salary and/or pension,...

  10. WEEKLY WATCH

    Institute of Scientific and Technical Information of China (English)

    2007-01-01

    OPINION Additional Income Makes Difference According to the National Bureau of Statistics, during the four years from 2002 to 2006, the Chinese annual average salary growth rate hit 12 percent. Despite this, most people complained that their income remai

  11. 2016 Report to Congress on White House Staff

    Data.gov (United States)

    Executive Office of the President — Since 1995, the White House has been required to deliver a report to Congress listing the title and salary of every White House Office employee. Consistent with...

  12. 2011 Report to Congress on White House Staff

    Data.gov (United States)

    Executive Office of the President — Since 1995, the White House has been required to deliver a report to Congress listing the title and salary of every White House Office employee. Consistent with...

  13. 2014 Report to Congress on White House Staff

    Data.gov (United States)

    Executive Office of the President — Since 1995, the White House has been required to deliver a report to Congress listing the title and salary of every White House Office employee. Consistent with...

  14. 2015 Report to Congress on White House Staff

    Data.gov (United States)

    Executive Office of the President — Since 1995, the White House has been required to deliver a report to Congress listing the title and salary of every White House Office employee. Consistent with...

  15. 2012 Annual Report to Congress on White House Staff

    Data.gov (United States)

    Executive Office of the President — Since 1995, the White House has been required to deliver a report to Congress listing the title and salary of every White House Office employee. Consistent with...

  16. Faculty in China: Life in an Ancient Educational System.

    Science.gov (United States)

    Boone, Jerry N.

    1988-01-01

    A description of the status of college faculty in China looks at their number, composition, academic qualifications, tendency toward inbreeding, workload, salaries, retirement system, employment stability, lifestyle, and social standing. (MSE)

  17. 5 CFR 581.105 - Exclusions.

    Science.gov (United States)

    2010-01-01

    ... life insurance premiums from salary or other remuneration for employment, not including amounts... Employees' Group Life Insurance premiums are considered to be normal life insurance premiums; all optional Federal Employees' Group Life Insurance premiums and life insurance premiums paid......

  18. Annual adjustments to 2013 financial benefits

    CERN Multimedia

    2013-01-01

    In accordance with recommendations made by the Finance Committee and decisions taken by Council in December 2012, no adjustments have been made to basic salaries and stipends, subsistence allowances or family benefits as at 1 January 2013. HR Department

  19. 75 FR 52139 - Science and Technology Reinvention Laboratory Personnel Management Demonstration Project...

    Science.gov (United States)

    2010-08-24

    ... activities through the application of various skills and techniques in electrical, mechanical, physical... with a Bachelor of Science degree are hired with a starting base salary pay that exceeds the...

  20. 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.

  1. 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.

  2. 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.

  3. Structures and turbulent relaxation in non-neutral plasmas

    Science.gov (United States)

    Romé, M.; Chen, S.; Maero, G.

    2017-01-01

    The transverse dynamics of a magnetized pure electron plasma confined in a Penning-Malmberg trap is analogous to that of a two-dimensional (2D) ideal fluid. The dynamics of a system in a regime of external forcing due to the application of time-dependent potentials on different azimuthal sectors of the confining circular wall is studied numerically by means of 2D particle-in-cell simulations. The evolution of turbulence starting from an annular initial density distribution is investigated for different kinds and parameters of forcing by means of wavelet-based multiresolution analysis. From an experimental point of view, the analyzed forcing technique is useful to excite or damp different diocotron perturbations and therefore for the control and manipulation of plasma evolution. Nonetheless, the numerical results indicate that even in a weak forcing regime the system evolution is sensitive to small initial density fluctuations.

  4. 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.

  5. Thomson backscattering diagnostics of nanosecond electron bunches in high space charge regime

    CERN Document Server

    Paroli, B

    2012-01-01

    The intra-beam repulsions play a significant role in determining the performances of free-electron devices when an high brilliance of the beam is required. The transversal and longitudinal spread of the beam, its energy and density are fundamental parameters in any beam experiment and different beam diagnostics are available to measure such parameters. A diagnostic method based on the Thomson backscattering of a laser beam impinging on the particle beam is proposed in this work for the study of nanosecond electron bunches in high space charge regime. This diagnostics, aimed to the measurement of density, energy and energy spread, was set-up in a Malmberg-Penning trap (generally used for the electron/ion confinment) in two different configurations designed to optimize sensitivity, spatial resolution and electron-beam coincidence in space and time. To this purpose an electron bunch (pulse time <4ns), produced by a photocathode source, was preliminary characterized with different electrostatic diagnostics and...

  6. 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...

  7. Long-Lived Vortex Structures in Collisional Pure and Gas-Discharge Nonneutral Electron Plasmas

    CERN Document Server

    Kervalishvili, N A

    2013-01-01

    The analysis of experimental investigations of equilibrium, interaction and dynamics of vortex structures in pure electron and gas-discharge electron nonneutral plasmas during the time much more than the electron-neutral collision time has been carried out. The problem of long confinement of the column of pure electron plasma in Penning-Malmberg trap is considered. The mechanism of stability of long-lived vortex structure in gas-discharge nonneutral electron plasma is investigated. The collapse of electron sheath in gas-discharge nonneutral electron plasma in Penning cell at high pressures of neutral gas is described. The interaction between the stable vortex structure and the annular electron sheath, and the action of vortex structures on the transport of electrons along and across the magnetic field are discussed.

  8. 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.

  9. 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.

  10. Open Microwave Cavity for use in a Purcell Enhancement Cooling Scheme

    CERN Document Server

    Evetts, N; Bizzotto, D; Longuevergne, D; Hardy, W N

    2016-01-01

    A microwave cavity is described which can be used to cool lepton plasmas for potential use in synthesis of antihydrogen. The cooling scheme is an incarnation of the Purcell Effect: when plasmas are coupled to a microwave cavity, the plasma cooling rate is resonantly enhanced through increased spontaneous emission of cyclotron radiation. The cavity forms a three electrode section of a Penning-Malmberg trap and has a bulged cylindrical geometry with open ends aligned with the magnetic trapping axis. This allows plasmas to be injected and removed from the cavity without the need for moving parts while maintaining high quality factors for resonant modes. The cavity includes unique surface preparations for adjusting the cavity quality factor and achieving anti-static shielding using thin layers of nichrome and colloidal graphite respectively. Geometric design considerations for a cavity with strong cooling power and low equilibrium plasma temperatures are discussed. Cavities of this weak-bulge design will be appli...

  11. Experimental and computational study of the injection of antiprotons into a positron plasma for antihydrogen production

    Energy Technology Data Exchange (ETDEWEB)

    Amole, C.; Capra, A.; Menary, S. [Department of Physics and Astronomy, York University, Toronto, M3J 1P3 Ontario (Canada); Ashkezari, M. D.; Hayden, M. E. [Department of Physics, Simon Fraser University, Burnaby, V5A 1S6 British Columbia (Canada); Baquero-Ruiz, M.; Little, A.; So, C.; Zhmoginov, A. [Department of Physics, University of California, Berkeley, California 94720 (United States); Bertsche, W. [Department of Physics, College of Science, Swansea University, SA2 8PP Swansea (United Kingdom); School of Physics and Astronomy, University of Manchester, M13 9PL Manchester (United Kingdom); Daresbury Laboratory, Cockcroft Institute, WA4 4AD Warrington (United Kingdom); Butler, E. [Physics Department, CERN, CH-1211 Geneva 23 (Switzerland); Cesar, C. L.; Silveira, D. M. [Instituto de Fisica, Universidade Federal do Rio de Janeiro, Rio de Janeiro 21941 (Brazil); Charlton, M.; Deller, A.; Eriksson, S.; Isaac, C. A.; Madsen, N.; Napoli, S. C.; Shields, C. R. [Department of Physics, College of Science, Swansea University, SA2 8PP Swansea (United Kingdom); Collaboration: ALPHA Collaboration; and others

    2013-04-15

    One of the goals of synthesizing and trapping antihydrogen is to study the validity of charge-parity-time symmetry through precision spectroscopy on the anti-atoms, but the trapping yield achieved in recent experiments must be significantly improved before this can be realized. Antihydrogen atoms are commonly produced by mixing antiprotons and positrons stored in a nested Penning-Malmberg trap, which was achieved in ALPHA by an autoresonant excitation of the antiprotons, injecting them into the positron plasma. In this work, a hybrid numerical model is developed to simulate antiproton and positron dynamics during the mixing process. The simulation is benchmarked against other numerical and analytic models, as well as experimental measurements. The autoresonant injection scheme and an alternative scheme are compared numerically over a range of plasma parameters which can be reached in current and upcoming antihydrogen experiments, and the latter scheme is seen to offer significant improvement in trapping yield as the number of available antiprotons increases.

  12. 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.

  13. Magnetic field extraction of trap-based electron beams using a high-permeability grid

    Energy Technology Data Exchange (ETDEWEB)

    Hurst, N. C.; Danielson, J. R.; Surko, C. M., E-mail: csurko@physics.ucsd.edu [Physics Department, University of California, 9500 Gilman Drive, San Diego, La Jolla, California 92093 (United States)

    2015-07-15

    A method to form high quality electrostatically guided lepton beams is explored. Test electron beams are extracted from tailored plasmas confined in a Penning-Malmberg trap. The particles are then extracted from the confining axial magnetic field by passing them through a high magnetic permeability grid with radial tines (a so-called “magnetic spider”). An Einzel lens is used to focus and analyze the beam properties. Numerical simulations are used to model non-adiabatic effects due to the spider, and the predictions are compared with the experimental results. Improvements in beam quality are discussed relative to the use of a hole in a high permeability shield (i.e., in lieu of the spider), and areas for further improvement are described.

  14. Turbulent relaxation and meta-stable equilibrium states of an electron plasma

    Science.gov (United States)

    Rodgers, Douglas J.

    A Malmberg-Penning electron trap allows for the experimental study of nearly ideal, two-dimensional (2D) inviscid (Euler) hydrodynamics. This is perhaps the simplest case of self organizing nonlinear turbulence, and is therefore a paradigm for dynamo theory, Taylor relaxation, selective decay and other nonlinear fluid processes. The dynamical relaxation of a pure electron plasma in the guiding-center-drift approximation is studied, comparing experiments, numerical simulations and statistical theories of weakly-dissipative 2D turbulence. The nonuniform metastable equilibrium states resulting from turbulent evolution are examined, and are well-described by a maximum entropy principle for constrained circulation, energy, and angular momentum. The turbulent decay of the system is also examined, and a similarity decay law is proposed which incorporates the substantial enstrophy trapped in the metastable equilibrium. This law approaches Batchelor's t-2 self-similar decay in the limit of strong turbulence, and is verified in turbulent evolution in the electron plasma experiment.

  15. Don't Forget the Gravy! Are Bonuses and Time Rates Complements?

    OpenAIRE

    Green, Colin; Heywood, John

    2012-01-01

    The press often depicts bonuses as extra payments to the already well compensated and calls for reform. Yet, these calls typically ignore the efficiency argument that bonuses are potentially risky performance pay that substitute for salary compensation. This paper uses representative UK data to estimate that bonuses appear not to substitute for salary in cross-sectional estimates. Yet, when controlling for time invariant characteristics in panel data, bonuses emerge as substitutes. Each pound...

  16. Proceedings of the Portable Common Interface Set (PCIS) Workshop: Interface Technology Analyses (ITA2) (2nd) Held in Redondo Beach, California on 3-7 June 1991

    Science.gov (United States)

    1991-10-01

    Mappings 0 ESF 0 EAST 0 ATIS 0 Entreprise 2 o Softbench .. o c--rc MG/STDS/ 115 ECMA TC33 TGRM: - TIMETABLE 0 Next TGRM Meeting: 26th June 1991...Tax->comnputetax (salary); f += Finance ->compute benefit (salary); N=C Ix~rm~ antcAI Sr.st~af Ociabee 1990 -446" sm~tM amenywWTeohrapCOWpatim PCIS 2

  17. Investment Opportunities & Job Information

    Institute of Scientific and Technical Information of China (English)

    2006-01-01

    Shanghai Vacancies from Chinajob.com China Pacific Insurance (Group) Co. Ltd. Senior Investment Manager and Senior Accounting Analyst are needed, full time; annual salary: $50,000-100,000. China Europe International Business School wants professors or people with doctoral degrees to teach Accounting, Finance, Human Resources and Management, Strategic and General Management, Carving out Management, Production and Transportation Management, and Information Management Systems, full time. Salary starts at $1...

  18. PARTICIPATION IN HIGH ENERGY PHYSICS

    Energy Technology Data Exchange (ETDEWEB)

    White, Christopher

    2012-12-20

    This grant funded experimental and theoretical activities in elementary particles physics at the Illinois Institute of Technology (IIT). The experiments in which IIT faculty collaborated included the Daya Bay Reactor Neutrino Experiment, the MINOS experiment, the Double Chooz experiment, and FNAL E871 - HyperCP experiment. Funds were used to support summer salary for faculty, salary for postdocs, and general support for graduate and undergraduate students. Funds were also used for travel expenses related to these projects and general supplies.

  19. Minat Bekerja di Perusahaan Jepang di Indonesia pada Mahasiswa Sastra Jepang Semester Akhir di Perguruan Tinggi

    Directory of Open Access Journals (Sweden)

    Ratna Handayani

    2015-01-01

    to work in Japanese companies in Indonesia. This study concludes most students of Japanese literature at final or seventh semester are interested in working in Japanese companies. A large part of the reasons for respondents who were interested in working in a foreign company is due to big salary. In addition, performance also plays an important role and determines the position and higher salary than the senior as well as the ability to apply skills in Japanese language and knowledge about Japanese.

  20. U.S. Russian Cooperation Can Reduce Nuclear Risks of Soviet Breakup,

    Science.gov (United States)

    2007-11-02

    consortium of Rus- sian scientists attempted to market peaceful nuclear explosions, but so far have found no takers. American scientists have been...The annual salary of a good American scientist , say $100,000 per year, could pay the salaries of roughly 1,000 highly skilled Russian technicians earn...joint global missile de- fense system. Since some Soviet, and perhaps American , scientists are likely to sell their services abroad despite

  1. Motivation and Politics in Executive Compensation.

    Science.gov (United States)

    1983-07-01

    59, ind found that CEO income (e.g., bonus, salary, and stock options ) was primarily related to sales rather than to profits. After testing for...executives are formally rewarded in terms of Iase salaries, bonuses, stock options , stock appreciation rights (SARs), performance achievement plans, and...restricted stock options . Stock options , stock appreciation rights, and restricted stock options involve compensation that can be exercised within

  2. The Effect of Race on Determinants of Job Satisfaction.

    Science.gov (United States)

    1985-12-01

    Salary Responsibility Interpersonal relations-Supervision Advancement Working Conditions [Ref. 3: pp. 59-83] b. Vroom Victor Vrooms’s work is...itarnativer io pot’’ ,te qimn uk _ h job, and the ability of wages and salaries to keep pace with inflation. Vroom theorized that the relative...Washington,.C -T., 1ට. 2. Vroom , V. H ., Work and Motiyation, John Wiley and Sons, Inc., New YorK, 1904. 3. Herzberg, F., Mausner, B., and Snyderman

  3. People Capability Maturity Model (P-CMM) Version 2.0, Second Edition

    Science.gov (United States)

    2009-07-01

    an increase in the number of millennials or Generation Y employees seeking greater work/life balance, and as organizations struggle to retain their...rate of salary or hourly wages provided to individuals, plus any variable amounts that are provided based on an existing agreement between the...vehicles for providing compensation include the following: • Salary or hourly wages • Piece rate pay or incentives • Incentive pay (e.g., commissions or

  4. Healthcare institutions can use two no-cost incentives to hold key employees.

    Science.gov (United States)

    Pearson, W H

    1983-07-01

    There are now a number of excellent life insurance companies offering Single Premium Life Insurance and 401(k) Salary Reduction plans. However, when the special Single Premium Life pension supplement is offered in conjunction with the fully tax-sheltered voluntary employee 401(k) Salary Reduction program, management is providing a professional approach to helping their key employees/executives plan for their future. In doing so, the healthcare facility is assured of remaining competitive in today's changing environment.

  5. Ücret, Kariyer ve Yaratıcılık İle İş Tatmini Arasındaki İlişkiler: Tekstil Sektöründe Bir Uygulama(The Relatıonshıps Between Salary, Career, Creatıvıty And Job Satısfactıoın: An Applıcatıon In Textıle Sector

    Directory of Open Access Journals (Sweden)

    Salih Zeki İMAMOĞLU

    2004-01-01

    Full Text Available In today’s globalized competitive environment, in order to survive and compete in the market, firms should use their resources productively. Especially in sectors requiring intensive labor force such as textile sector, human resource has become more important. Job satisfaction will not only enable firm’s survival in the market, but also provides competitive advantage. In line with this, the factors effecting job satisfaction should be identified and improved in accordance with the expectations of employees. In this paper, the effect of wage and career expectations of employees and their potential of creativity on job satisfaction is studied. With the help of literature, a survey model is formed and the relationships between variables are tested through factor, reliability, correlation and regression analysis. According to correlation analysis, it is found that all variables are correlated with job satisfaction and career expectation has the strongest relationship. In regression analysis, the effect of wage, career expectations and creativity variables together on job satisfaction is analyzed. According to this analysis, it is found that career expectation has a significant effect on job satisfaction.

  6. Ücret, Kariyer ve Yaratıcılık İle İş Tatmini Arasındaki İlişkiler: Tekstil Sektöründe Bir Uygulama(The Relatıonshıps Between Salary, Career, Creatıvıty And Job Satısfactıoın: An Applıcatıon In Textıle Sector)

    OpenAIRE

    İmamoğlu, Salih Zeki; Halit KESKİN; Serhat ERAT

    2004-01-01

    In today’s globalized competitive environment, in order to survive and compete in the market, firms should use their resources productively. Especially in sectors requiring intensive labor force such as textile sector, human resource has become more important. Job satisfaction will not only enable firm’s survival in the market, but also provides competitive advantage. In line with this, the factors effecting job satisfaction should be identified and improved in accordance with the expectation...

  7. 农业科技人员工资晋级量化评分标准的分析与讨论——以获奖成果、发表论文、项目研究评分为例%Analysis and Discussion about the Grading Standard of Agricultural Researchers' Salary Promotion-Taking Awarded Achievements, Paper Publishing and Project Researches as Examples

    Institute of Scientific and Technical Information of China (English)

    邹兴全; 张甲; 晏承兴; 卿明敬

    2013-01-01

    对现行的绩效工资制度进行了分析,认为一个单位是否制定了科学、公正、合理的评分内容与标准,直接关系到科研人员的收入与报酬,关系到对科研人员所作贡献的认可与尊重程度.对保持稳定、调动科研人员的积极性和创造性、推动单位科研事业顺利发展至关重要.以量化评分中最能体现农业科技人员的科研水平、能力和工作业绩的获奖成果、发表论文、项目研究这三项评分内容为例,对其量化评分标准的制定和考评进行了分析、比较和讨论.提出了采取量化评分标准考评时,要坚持“一杆称”和“一票否决制”的观点.%The current performance-based pay system was analyzed, it was thought that whether or not the grading standard is scientific and fair and reasonable directly relates to the pay and approval of researchers' work. The grading standard plays a vital role in keeping stable and inspiring the enthusiasm and creativity and helping the researches to develop further. Taking awarded achievements and paper publishing and project researches as examples, how to formulate and appraise the grading standard was analyzed, compared and discussed. The principles of insisting consistent and defeated by just one vote were introduced to reference for other institutes in the industry.

  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

    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..

  9. Is there really a pot of gold at the end of the rainbow? Has the Occupational Specific Dispensation, as a mechanism to attract and retain health workers in South Africa, leveled the playing field?

    Directory of Open Access Journals (Sweden)

    George Gavin

    2012-08-01

    Full Text Available Abstract Background South Africa is experiencing a critical shortage of human resources for health (HRH at a time when the population and the burden of ill-health, primarily due to HIV, AIDS and TB, are on the increase. This shortage is particularly severe within the nursing profession, which has witnessed significant emigration due to poor domestic working conditions and remuneration. Salaries and other benefits are an obvious pull factor towards foreign countries, given the often extreme international wage differentials. The introduction of the Occupation Specific Dispensation (OSD in 2007 sought to improve the public services’ ability to attract and retain employees thereby reducing incentives to emigrate. Methods Using a representative basket of commonly bought goods (including food, entertainment, fuel and utilities, a purchasing power parity (PPP ratio is an exchange rate between two currencies that equalises the international price of buying that basket. Our study makes comparisons, using such a PPP index, and allows the identification of real differences in salaries for our selected countries (South Africa, United States, United Kingdom, Canada, Australia and Saudi Arabia for the same HRH professions. If PPP adjusted earnings are indeed different then this indicates an economic incentive to emigrate. Results Salaries of most South African HRH, particularly registered nurses, are dwarfed by their international counterparts (notably United States, Canada and Saudi Arabia, although the OSD has gone some way to reduce that disparity. All selected foreign countries generally offer higher salaries on a PPP adjusted basis. The United Kingdom ($43202 and Australia ($38622, in the category of Medical Officer, are the only two examples where the PPP adjustment brings the salary below what is being offered in South Africa ($50013 post OSD. The PPP adjusted salary differences between registered nurses is very slight for South Africa ($18884 post

  10. The Commission on Employment Conditions, an ambitious undertaking !

    CERN Multimedia

    Staff Association

    2010-01-01

    Since the beginning of the year, the Commission on Employment Conditions has had much success in the number and ability of its participants. It has mostly worked on salaries, the only compulsory subject of the 2010 five-yearly review. In the framework of this review, the Commission has analysed the results of the comparison carried out by the OECD (see Echo 104 and 105). Through its research and analysis, the Commission has clearly shown that our salaries are lower than those of the comparators. It is there necessary to adjust the salary grid with a salary catch-up and not an increase. In 20 years, no five-yearly review has ended with a significant catch-up. Today it is essential to inform our colleagues that this subject needs to be dealt with and that measures must be taken to finance it, as is the case for restoring the equilibrium of the Pension Fund and Health Insurance schemes. The Commission has established an argumentation to help our fellow delegates talk about the delicate subject of salary catch-...

  11. Psychology Degrees: Employment, Wage, and Career Trajectory Consequences.

    Science.gov (United States)

    Rajecki, D W; Borden, Victor M H

    2011-07-01

    Psychology is a very popular undergraduate major. Examining wage data from a range of degree holders reveals much about the expected career trajectories of those with psychology degrees. First, regarding baccalaureates, psychology and other liberal arts graduates-compared with those from certain preprofessional and technical undergraduate programs-generally fall in relatively low tiers of salary levels at both starting and later career points. Salary levels among baccalaureate alumni groups correlate with averaged measures of salary satisfaction, repeated job seeking, and perceptions of underemployment. These patterns seem to stem from the specific occupational categories (job titles) entered by graduates in psychology compared with other graduates, calling into question the employability advantage of so-called generic liberal arts skills. Second, psychology master's degree holders also generally fall in a low tier of salary among their science, engineering, and health counterparts. Third, psychology college faculty (including instructors) fall in low tiers of salary compared with their colleagues from other academic fields. Such broadly based indications of the relative economic disadvantages of psychology degrees have implications for career counseling in the field.

  12. A designated centre for people with disabilities operated by St Christopher's Services Limited, Longford

    LENUS (Irish Health Repository)

    Harewood, G C

    2012-02-01

    BACKGROUND: Occupational psychologists have identified three factors important in motivating physicians: financial reward, academic recognition, time off. AIM: To assess motivators among gastroenterology (GI) trainees. METHODS: A questionnaire was distributed to GI trainees to assess their motivators: (1) work fewer hours for less lucrative rate, (2) reduction in salary\\/increase in hours for academic protected time, and (3) work longer hours for higher total salary, but less lucrative hourly rate. RESULTS: Overall, 61 trainees responded; 52% of trainees would work shorter hours for less lucrative rate; 60% would accept a disproportionate reduction in salary\\/increase in hours for academic protected time; 54% would work longer hours for more money but less lucrative rate. Most trainees (93%) accepted at least one scenario. CONCLUSIONS: Most GI trainees are willing to modify their job description to align with their personal values. Tailoring job descriptions according to these values can yield economic benefits to GI Divisions.

  13. Modigliani e Keynes

    Directory of Open Access Journals (Sweden)

    Robert M. Solow

    2005-06-01

    Full Text Available Il primo articolo pubblicato di Franco Modigliani è divenuto uno dei testi base della moderna economia keynesiana. In esso ha formalizzato il modello (o almeno un modello implicito nella Teoria Generale. Modigliani sosteneva che le caratteristiche conclusioni keynesiane poggiano fondamentalmente sulla (realistica rigidità dei salari nominali. In particolare, ha mostrato che se i salari e i prezzi fossero flessibili, la teoria della preferenza di liquidità della moneta non potrebbe generare persistente disoccupazione involontaria, ma se i salari fossero rigidi, anche la teoria dellaquantità della moneta potrebbe farlo. Sessant’anni più tardi Modigliani è tornato a esporre il “vangelo keynesiano” e ha proposto essenzialmente la medesima interpretazione. Questo articolo riconsidera e discute questo approccio alla macroeconomia, con alcuni riferimenti alle sue implicazioni per la politica economica.

  14. Internal auditing in hospitals.

    Science.gov (United States)

    Edwards, Don; Kusel, Jim; Oxner, Tom

    2003-01-01

    The authors analyzed two national surveys to determine answers for two basic questions: How do the roles of internal auditors compare with those of their counterparts in other industries and to what extent over the past 6 years have the activities of internal auditors changed? Internal auditors in hospitals allocate their time primarily to financial/compliance and operational types of audits, as do their counterparts. The current trend is toward more operational types of audits. In the early years of employment, staff turnover in hospitals is significantly higher than in all combined industries, often leading to internal auditors' filling other positions in the organization. Hospital staff salaries are higher than are salaries in other industries combined. Staff composition continues to reflect the growing presence of women in the field. The majority of internal auditing directors believe that their salaries are fair, would recommend internal auditing as a career position, and are treated as valued consultants in the organization.

  15. Information Technology Portfolio Management Proof of Concept: Modern Portfolio Theory With KVA and ROI Analysis

    Science.gov (United States)

    2010-09-01

    Time 0.84338 CORRELATION: Relative Learning Time to Actual Avg Training 0.967057 Pay Grade Yearly Salary($) Yearly salary/hr($) Mkt Comparable...Revenue Mkt Comparable Revenue/hr E $3,000 $1.44 21,000.00$ $10.10 Human IT S 1 $15,640 $7.52 23,460.00$ $11.28 66.67% 33.33% S 2 $26,490 $12.74...Salary/hr $1.44 $12.74 $18.12 $23.76 $24.03 $9.13 $9.94 $14.42 Mkt revenue/hr $10.10 $11.28 $27.18 $35.64 $36.05 $13.69 $14.92 $21.63 Total Process

  16. Estimating the ROI on Implementation of RFID at the Ammunition Storage Warehouse and the 40th Supply Depot: KVA as a Methodology

    Science.gov (United States)

    2009-12-01

    Actual Avg Training 0.967057 Pay Grade Yearly Salary($) Yearly  salary/hr($) Mkt   Comparable  Revenue Mkt   Comparable  Revenue/hr E $3,000 $1.44...9.13 $9.94 $14.42 Mkt  revenue/hr $10.10 $11.28 $27.18 $35.64 $36.05 $13.69 $14.92 $21.63 Total Process Process 1. Sending Requirement Paper (R.P.) of...Yr Mil salary/Hr Mkt  Comp  Rev/Yr Mkt   comparable  Revenue/Hr Human IT 67% 33% S 2 $26,490 $12.74 39,735.00$         $19.10 100% 0% S 3 $37,695 $18.12

  17. [Time of permanence of nurses at a school-hospital and expenses related to admission, resignation and hiring of a new professional].

    Science.gov (United States)

    de Holanda, Flávia Lilalva; Cunha, Isabel Cristina Kowal Olm

    2005-01-01

    This descriptive study aimed to find out how long nurses stay at a hospital institution and the relationship with expenses in terms of hours/salary regarding admission, resignation and hiring of a new nurse. We analyzed the resignation records of 109 nurses (2000-2002) from a hospital in the eastern region of São Paulo, provided by the Human Resource Department in 2003, as well as the amounts spent on hours/salary of the personnel involved in the selection process, admission, training and resignation. The study showed that the nurses stayed for a short period (average of 20 months and median 18). 30.53% of the nurses left the hospital in less than one year. 881.43 R dollars was spent on hours/salary for admission and resignation. This short time of permanence doubled the cost for hiring a new professional.

  18. Surveys on Gyrodactylus parasites onwild Atlantic salmon in Denmark

    DEFF Research Database (Denmark)

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

    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......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......-systems (River Skjern, Ribe and Varde) and 0+ and 1+ salmon were collected and sacrificed using an overdose of MS222. During spring or summer time more salmon fry and parr will be collected. The fins were excised and fins and body were conserved separately in 96% ethanol. In the laboratory, the fins and body...

  19. What do gastroenterology trainees want: recognition, remuneration or recreation?

    LENUS (Irish Health Repository)

    Harewood, G C

    2010-07-27

    BACKGROUND: Occupational psychologists have identified three factors important in motivating physicians: financial reward, academic recognition, time off. AIM: To assess motivators among gastroenterology (GI) trainees. METHODS: A questionnaire was distributed to GI trainees to assess their motivators: (1) work fewer hours for less lucrative rate, (2) reduction in salary\\/increase in hours for academic protected time, and (3) work longer hours for higher total salary, but less lucrative hourly rate. RESULTS: Overall, 61 trainees responded; 52% of trainees would work shorter hours for less lucrative rate; 60% would accept a disproportionate reduction in salary\\/increase in hours for academic protected time; 54% would work longer hours for more money but less lucrative rate. Most trainees (93%) accepted at least one scenario. CONCLUSIONS: Most GI trainees are willing to modify their job description to align with their personal values. Tailoring job descriptions according to these values can yield economic benefits to GI Divisions.

  20. What do gastroenterology trainees want: recognition, remuneration or recreation?

    LENUS (Irish Health Repository)

    Harewood, G C

    2012-02-01

    BACKGROUND: Occupational psychologists have identified three factors important in motivating physicians: financial reward, academic recognition, time off. AIM: To assess motivators among gastroenterology (GI) trainees. METHODS: A questionnaire was distributed to GI trainees to assess their motivators: (1) work fewer hours for less lucrative rate, (2) reduction in salary\\/increase in hours for academic protected time, and (3) work longer hours for higher total salary, but less lucrative hourly rate. RESULTS: Overall, 61 trainees responded; 52% of trainees would work shorter hours for less lucrative rate; 60% would accept a disproportionate reduction in salary\\/increase in hours for academic protected time; 54% would work longer hours for more money but less lucrative rate. Most trainees (93%) accepted at least one scenario. CONCLUSIONS: Most GI trainees are willing to modify their job description to align with their personal values. Tailoring job descriptions according to these values can yield economic benefits to GI Divisions.

  1. Salarios, incentivos y producción intelectual docente en la universidad pública en Colombia

    Directory of Open Access Journals (Sweden)

    Jhon Alexánder Méndez Sayago

    2015-07-01

    Full Text Available En este artículo se estudian los determinantes de la productividad intelectual de los profesores de la universidad pública en Colombia, enfocándose en el efecto del incentivo salarial por productividad intelectual y el efecto salario. A partir de información del cuerpo de profesores de la Universidad del Valle, comprendida entre los años 2004-2012, se estimaron modelos econométricos de ciclo de vida del profesor universitario para cuantificar dichos efectos. Se encontró un efecto importante y significativo del valor presente del punto salarial, pero no se halló efecto positivo del salario sobre la producción intelectual. También se calculó el efecto del incentivo en función de la edad del investigador y el impacto de incrementos porcentuales en el valor del punto salarial.

  2. Factors determining the choice of hunting and trading bushmeat in the Kilombero Valley, Tanzania

    DEFF Research Database (Denmark)

    Nielsen, Martin Reinhardt; Jacobsen, Jette Bredahl; Thorsen, Bo Jellesmark

    2014-01-01

    , Tanzania. Specifically, we asked respondents to choose between hunting or trading bushmeat and alternative salary-paying work, in a set of hypothetical scenarios where the attributes of these alternatives were varied and included measures of command and control, price of substitute meat, daily salary...... in the work option, and whether or not cows were donated to the respondent. We modeled the choice contingent on socioeconomic characteristics. The magnitude of fines and patrolling frequency had a significant but very low negative effect on the probability of choosing to engage in hunting or trading bushmeat...... to continue hunting or trading bushmeat. On the margin, our results suggest that given current conditions in the Kilombero Valley on any given day 90% of the respondents would choose salary work at US$3.37/day over their activities in the bushmeat trade, all else equal....

  3. Adjustments to financial benefits and contributions with effect from 1 January 2011

    CERN Multimedia

    HR Department

    2011-01-01

    In accordance with recommendations made by the Finance Committee and decisions taken by Council in December 2010, certain financial benefits and contributions impacting salaries and stipends have been adjusted with effect from 1 January 2011. 1) Annual adjustments An increase of 0.35% to the scale of basic salaries paid to Staff Members and the scale of stipends paid to Fellows (Annexes R A 5 and R A 6 of the Staff Regulations). No adjustments to the subsistence allowances of Paid Associates and Students (Annex R A 7 of the Staff Regulations). No modifications to the following social benefits: Family, child and infant allowances (Annex R A 3 of the Staff Regulations) Payment ceilings of education fees (Annex R A 4 of the Staff Regulations). 2) Five-yearly review 2010, financial elements: Adjustment of basic salaries: An increase of 1% for Career Path D. An increase of 2% for Career Paths E to G. Technical adjustment of th...

  4. Midwifery at the crossroads in Estonia: attitudes of midwives and other key stakeholders

    DEFF Research Database (Denmark)

    Lazarus, Jeffrey V; Rasch, Vibeke; Liljestrand, Jerker

    2005-01-01

    : The response rate to the questionnaire was 75%. There was no significant association between work satisfaction and independent variables of age, ethnicity, work abroad, increased responsibility, and involvement in postpartum care and counseling. There was, however, a significant association between work...... satisfaction and salary. The group process revealed that although there is no agreement on the role of family doctors and midwives in antenatal care, there is a general agreement that midwives should be more involved in postpartum care and that their tasks need to be better defined. CONCLUSIONS: Almost half...... of the responding Estonian midwives are dissatisfied with their job, especially their salary. Increased responsibility for antenatal and postpartum counseling, with concurrent salary adjustments, may help stop the decline in the number of midwives, as could the opening up of new areas of work. A further reduction...

  5. ADVANCEMENT & CHANGE OF CAREER PATH 2000 REVIEW

    CERN Multimedia

    Division des Ressources Humaines

    2000-01-01

    Advancement, exceptional advancement and exceptional performance award decisions have now been made, following the procedures published in Weekly Bulletin No. 10/2000. The decisions applied were within the guidelines fixed by the Director-General. These decisions are included, where applicable, in the salaries for the month of July 2000. The award of the annual step is communicated to staff, as in previous years, by the salary shown on the July salary slip. All other decisions are communicated by separate notification to the staff concerned, whose names may be consulted in Divisional Secretariats.It is recalled that change of career path proposals submitted to the Technical Engineers and Administrative Careers Committee (TEACC) or to Human Resources Division is being examined with a view to preparing the latte's' recommendations by the end of September 2000. Final decisions will be applied retroactively to 1 July 2000.Human Resources DivisionTel: 74480

  6. Advancement & Promotion Review: 2003

    CERN Multimedia

    2003-01-01

    Advancement, exceptional advancement and promotion decisions were made at the end of June, following the procedures published in Weekly Bulletin No. 13/2003. These decisions were included, where applicable, in the salaries for the month of July 2003. The award of the periodic step was communicated to staff by the salary shown on the July salary slip. All other decisions are communicated by separate notification. The names of staff receiving exceptional advancements or promotions are now published on the HR Division website and are accessible for consultation only at the following address: http://cern.ch/hr-div/internal/personnel/advlist_2003.asp It is recalled that change of career path proposals submitted to the Technical Engineers and Administrative Careers Committee (TEACC) or to Human Resources Division are being examined with a view to preparing the latters' recommendations by the end of September 2003. Final decisions will be applied retroactively to 1 July 2003. Human Resources Division Tel:...

  7. ADVANCEMENT & CHANGE OF CAREER PATH 2001 REVIEW

    CERN Multimedia

    Human Resources Division

    2001-01-01

    Advancement, exceptional advancement and exceptional performance award decisions have now been made, following the procedures published in Weekly Bulletin No. 12/2001. The decisions applied were within the guidelines fixed by the Director-General. These decisions are included, where applicable, in the salaries for the month of July 2001. The award of the annual step is communicated to staff, as in previous years, by the salary shown on the July salary slip. All other decisions are communicated by separate notification to the staff concerned, whose names may be consulted in Divisional Secretariats. It is recalled that change of career path proposals submitted to the Technical Engineers and Administrative Careers Committee (TEACC) or to Human Resources Division are being examined with a view to preparing the latters' recommendations by the end of September 2001. Final decisions will be applied retroactively to 1 July 2001.

  8. ADVANCEMENT & PROMOTION REVIEW: 2002

    CERN Multimedia

    2002-01-01

    Advancement, exceptional advancement and promotion decisions were made at the beginning of July, under the new career structure scheme and following the procedures published in Weekly Bulletin No. 11/2002. These decisions were included, where applicable, in the salaries for the month of July 2002. The award of the periodic step was communicated to staff by the salary shown on the July salary slip. All other decisions are communicated by separate notification. The names of staff receiving exceptional advancements or promotions will be published this year on the HR Division website and are accessible for consultation only at the following address : http://cern.ch/hr-div/internal/personnel/advlist.asp It is recalled that change of career path proposals submitted to the Technical Engineers and Administrative Careers Committee (TEACC) or to Human Resources Division are being examined with a view to preparing the latters' recommendations by the end of September 2002. Final decisions will be applied retroactivel...

  9. 墨尔本风暴工资帽违规及思想理论

    Institute of Scientific and Technical Information of China (English)

    郭传义

    2010-01-01

    Part (a): Melbourne Storm Salary Cap Breach On April 22, one of the biggest scandals in rugby league history was revealed. Based on the article of NRL hit Melbourne Storm with $1.5 million salary cap breach in The Daily Telegraph on April 22, the NRL chief executive David Gallop stated that "The Storm has engaged in a long-term system of operating what might conveniently be called two sets of books. To their credit this morning the Storm representatives have come in and confessed to a well-organised system of paying players outside the cap.

  10. Où va le travail à l’ère du numérique ?

    OpenAIRE

    Bercot, Régine; Blanc, Martine; Durampart, Michel; Grenier, Corinne; Guyot, Brigitte; Hassanaly, Parina; Le Bis, Isabelle; Metzger, Jean-Luc; Moatty, Frédéric; Peyrard, Catherine; Pierson, Françoise; Rouard, Françoise; Saint Laurent-Kogan (de), Anne-France; Teiger, Catherine; Vacher, Béatrice

    2013-01-01

    Où va le travail ? Les technologies de l’information ont envahi massivement les sphères professionnelles, et ont soumis le travail des salariés à des bouleversements tant techniques, qu’organisationnels et identitaires, encore peu étudiés aujourd’hui. L’ouvrage se concentre sur trois changements majeurs. Il montre : 1) comment s’associent désormais les salariés au travail ; 2) quels apprentissages sont désormais requis, quand les savoirs sont dès leur acquisition considérés comme obsolètes ;...

  11. Characteristics of the home health practice setting that attract and retain physical therapists: results of a survey and implications for home health.

    Science.gov (United States)

    Collins, Tracey L

    2011-03-01

    An electronic survey of the home health (HH) section members of the American Physical Therapy Association (APTA) found that physical therapists (PTs) are attracted to HH for flexible work hours, the ability to work one on one with a patient, the functional setting, and salary, in that order. They continue to practice in HH because they take pride in their work, the relationships they have with their patients/caregivers, their ability to make autonomous work decisions, their control over their schedule, the relationships they have within the home health agency (HHA), salary, the relationships they have with peers, their benefits, and their ability to handle documentation demands, in that order.

  12. Impacto de la implementación de políticas salariales activas en el desarrollo social. Casos: Brasil y México

    OpenAIRE

    León Rincón, Gonzalo Emilio; Vélez Montoya, Jorge Eduardo; Arango Rivera, John Jairo

    2013-01-01

    ResumenEntre el nivel salarial de un país y la demanda agregada por bienes y servicios existe un fuerte vínculo. Si bien, dentro de algunos de los modelos de crecimiento los bajos salarios, incluyendo el salario mínimo como referencia, pueden apoyar las exportaciones de elevado contenido salarial- aquellas que su mayor componente está representado e mano de obra intensiva-, a controlar la inflación y a fomentar la inversión; simultáneamente, el mantenimiento del poder adquisitivo bajo, reduce...

  13. EL EFECTO DE LA MATERNIDAD SOBRE LOS SALARIOS FEMENINOS EN LATINOAMÉRICA

    OpenAIRE

    2016-01-01

     In this article the effect of motherhood on salaries in Latin America is analy­zed, studying the number of children and the structure of their ages. The methodology used estimated Mincer equations of labor income per hour with additional use of anti-bias Heckman and Blinder Oaxaca decomposition equation. Results show that mothers earn 13% less salary than women who are not mothers; this difference amounts to 21% when the mother has children younger than five years. For each additional child,...

  14. Labor Contract Law Vs. Employment

    Institute of Scientific and Technical Information of China (English)

    Qin Liang; Wang Ting

    2009-01-01

    @@ In Oct 2005, an IT company in Beijing signed one-year labor contracts with several employees, and they renewed the contracts in Oct 2006. When the contracts came to the end in Oct 2007, the company rejected to renew the contracts, but asked the employees to contract with an as-sociated company. The employees rejected this, but the practical labor relationship continued. Meanwhile, the company was in arrears of em-ployees' salaries, and didn't make full pay of the mandatory social insurance forced by national laws, even peculated the housing fund withheld from employees' salaries.

  15. The effects of capital and human resource investments on hospital performance.

    Science.gov (United States)

    Stock, Gregory N; McDermott, Christopher; McDermott, Margaret

    2014-01-01

    Data are employed from a sample of New York hospitals and the Hospital Consumer Assessment Healthcare Providers and Systems database to analyze the effects of capital spending, staffing levels, and salaries on hospital performance. The most striking result is that higher average salaries are associated with lower length of stay, lower mortality rate, and higher satisfaction but are not significantly related to cost per patient. Therefore, it appears that human resource investments may be associated with better patient outcomes without significantly increasing the cost of patient care.

  16. EMBL pay settlement will cost millions

    CERN Multimedia

    Abott, A

    1999-01-01

    A labour dispute at EMBL, Heidelberg, was settled last week at a cost of at least DM4 million for the organisation's 16 member states. The lab has asked for clarification on whether the ruling from the IL0 refers simply to a salary adjustment from 1995 or also to a backdated implementation of higher salary scales. This second option would cost considerably more - 8 percent of the budget in back pay and DM3.5 million per annum (1/2 page).

  17. The Financial and Professional Impact of Anterior Cruciate Ligament Injuries in National Football League Athletes

    Science.gov (United States)

    Secrist, Eric S.; Bhat, Suneel B.; Dodson, Christopher C.

    2016-01-01

    Background: Anterior cruciate ligament (ACL) injuries can have negative consequences on the careers of National Football League (NFL) players, however no study has ever analyzed the financial impact of these injuries in this population. Purpose: To quantify the impact of ACL injuries on salary and career length in NFL athletes. Study Design: Cohort study; Level of evidence, 3. Methods: Any player in the NFL suffering an ACL injury from 2010 to 2013 was identified using a comprehensive online search. A database of NFL player salaries was used to conduct a matched cohort analysis comparing ACL-injured players with the rest of the NFL. The main outcomes were the percentage of players remaining in the NFL and mean salary at 1, 2, 3, and 4 years after injury. Cohorts were subdivided based on initial salary: group A, $2,000,000. Mean cumulative earnings were calculated by multiplying the percentage of players remaining in the league by their mean salaries and compounding this each season. Results: NFL athletes suffered 219 ACL injuries from 2010 to 2013. The 7504 other player seasons in the NFL during this time were used as controls. Significantly fewer ACL-injured players than controls remained in the NFL at each time point (P < .05). In group A, significantly less ACL-injured players remained in the NFL at 1 to 3 seasons after injury (P < .05), and in group B, significantly less ACL-injured players remained in the NFL at 1 and 2 seasons after injury (P < .05). There was no significant decrease in group C. Players in groups A and B remaining in the NFL also had a lower mean salary than controls (P < .05 in season 1). The mean cumulative earnings over 4 years for ACL-injured players was $2,070,521 less per player than uninjured controls. Conclusion: On average, ACL-injured players earned $2,070,521 less than salary-matched controls over the 4 years after injury. Players initially earning less than $2 million per year have lower mean salaries and are less likely to remain

  18. Högre utbildning drar tillbaka artikeln ”Är marknadsanpassad forskningsanknytning möjlig? Professionsutbildningar möter akademins nya krav”

    Directory of Open Access Journals (Sweden)

    Anders Sonesson

    2014-04-01

    Full Text Available Redaktionen för Högre utbildning har beslutat att dra tillbaka artikeln ”Är marknadsanpassad forskningsanknytning möjlig? Professionsutbildningar möter akademins nya krav” författad av Malin Ideland, Claes Malmberg, Anne-Charlotte Ek & Sandra Jönsson och publicerad i Högre utbildning nr 2, 2012, på grund av dubbelpublicering. Artikeln är en svensk version av artikeln ”The tension between marketisation and academisation in higher education” författad av Anne-Charlotte Ek, Malin Ideland, Sandra Jönsson & Claes Malmberg och publicerad online i Studies in Higher Education den 2011-10-24. Artikeln inkom till Högre utbildning den 2011-11-07 utan hänvisning från författarna till den tidigare publiceringen eller tillstånd från Studies in Higher Education för återpublicering. Högre utbildning har därför granskat och slutligen publicerat artikeln i god tro.Dubbelpublicering utan hänvisning till tidigare publicering är forskningsetiskt olämpligt och i det aktuella fallet bryter det även mot upphovsrätten. Författarna har bett redaktionen att framföra en ursäkt för det inträffade. Avsikten har varit att i ett svenskt sammanhang diskutera en för svensk högre utbildning relevant fråga. Författarna anger dålig kunskap om dubbelpublicering på olika språk och slarv med att läsa Högre utbildnings publiceringsregler som orsak till det inträffade. Redaktionen och författarna är överens om att dra tillbaka artikeln. Författarna har informerat berörda parter vid det egna lärosätet och tagit bort artikeln från den lokala databasen.

  19. Time-bound promotions in Indian medical institutes: a mirage?

    Science.gov (United States)

    Sukhlecha, Anupama

    2016-01-01

    Incentives, pay hikes and timely promotions enhance the job performance of an employee. In medical institutes, too, satisfied teachers would train students in a better way leading to better equipped doctors and ultimately, greater patient satisfaction. A study in Malaysia links high levels of satisfaction of employees with good salary, promotions, and incentives.

  20. 75 FR 70571 - Domestic Dates Produced or Packed in Riverside County, CA; Increased Assessment Rate

    Science.gov (United States)

    2010-11-18

    ... Federal Regulations is sold by the Superintendent of Documents. #0;Prices of new books are listed in the... budgeted increases in salaries, operating expenses, and promotion programs, and to build their operating... acre. The 2009-10 producer price published by NASS was $1,450 per ton, or $0.725 per pound. Thus,...