Compensation Structure Research Articles

Optimization of Energy Compensation Layered Structure of Geiger- Müller Counters

The dose rate measured by Geiger-Müller (GM) detectors plays a crucial role in assessing radiation fields. Due to the inherent characteristics of GM tubes, the energy response is inconsistent across different types or energies of radiation, leading to significant discrepancies in dose rates for radiation of the same intensity. This paper addresses the energy response differences of GM tubes and improves the spatial design of the compensation structure based on traditional shielding compensation methods. Incorporating a multi-layer compensation material model improved the uniformity of energy response across different energy levels. Monte Carlo simulations validated that the designed compensation model effectively enhances the accuracy of GM tube measurements. Initially, a perforated design was used, which improved the relative energy response by three times compared to the traditional segmented compensation method. Additionally, after applying layered compensation optimization to the lead shielding model with the perforated design, the compensation effect was further increased by 20.3%. The final root mean square error (RMSE) of 0.429 indicates that the improved energy compensation method significantly enhances the measurement performance of GM detectors, providing more design models and optimization directions for improving the energy response of dosimeters.

CFO Compensation and Audit Fees

Executive compensation contracts may influence financial reporting quality, and the CFO plays a key role in preparing the financial statements. This study examines whether the structure and components of CFO compensation are associated with audit risk as measured by audit fees for a sample of S&P 1500 companies during the period 2012–2022. We find that the percentage of total compensation composed of either stock or options is significant and positively related to audit fees, while non-equity incentive plan compensation is significant and negatively related to audit fees. We also find that the dollar amount of equity compensation is significant and positively related to audit fees, while the dollar amount of non-equity compensation is not related to audit fees. These results suggest that CFO compensation structure is an important factor in the assessment of audit risk, which is important for compensation committees as well as regulators. This is the first study, to our knowledge, that examines the relationship between the dollar amount and composition of CFO compensation and audit fees.

Optimizing Human Resource Development: Analyzing Differences in Job Satisfaction based on job diversity, Employee Status and generation at the Artificial Insemination Center

The Singosari Artificial Insemination Center (AIC) is a Technical Implementation Unit under the Ministry of Agriculture that has implemented the Public Service Agency Financial Management Pattern with the task and function of providing public services to all stakeholders. This study aims to analyze the level of employee job satisfaction and to determine the differences in employee job satisfaction based on job diversity, employee status and generation. This research is a mixed methods research conducted at AIC Singosari Malang Regency, East Java. using an instrument in form of a questionnaire distributed to 142 respondents using census sampling technique. This study uses descriptive analysis in the form of factor analysis and inferential analysis in the form of Mann Whitney Test and Kruskal Wallis Test. With the findings of seven dimensions of job satisfaction, namely the job itself, leadership, coworkers, promotions, work facilities and work environment in the high category and have the same job satisfaction category, which is quite satisfied on average. One indicator with a low score is the allowance indicator and there is a significant difference in job satisfaction based on Position and generation but there is an insignificant difference in job satisfaction between civil servants and non-civil servants. It is expected that AIC Singosari will always socialize and maintain transparency regarding the compensation structure for non-civil servants, including how wages and incentives are determined and distributed. Recognize differences in job security and benefits between civil servants and non-civil servants. As well as considering the desires and expectations between generations.

The Economics of Music Streaming: Impact on Artist Compensation and Industry Structure in the Digital Era

The advent of music streaming platforms has radically transformed the music industry landscape, altering traditional revenue models and reshaping artist compensation structures. This study examines the economic implications of the shift from physical and digital sales to streaming-based consumption. Using a mixed-methods approach, we analyze industry data from major streaming platforms, conduct surveys with artists across various genres, and interview industry executives. Our findings reveal a complex picture: while streaming has expanded music accessibility and industry revenues, it has also led to a more concentrated distribution of earnings, with a small percentage of top artists capturing a disproportionate share of streaming revenue. We identify key factors influencing artist compensation, including playlist placement, algorithmic recommendations, and the challenge of converting streams to sustainable income. The study also explores how streaming has affected industry structure, including the evolving roles of record labels, publishers, and emerging intermediaries. We conclude by discussing potential policy interventions and industry initiatives to address disparities in artist compensation and ensure a more equitable digital music ecosystem.

The Impact of Unfair Compensation on Employee Morale, Job Satisfaction, and Performance: A Quantitative Analysis in Pakistan’s Health Sector

The main aim of this article is to investigate how the unjust compensation structure affects the motivation, contentment, and performance of Pakistani healthcare professionals working for different healthcare institutions. The theoretical foundation of this study is based on equity theory. The authors administered a self-completed structured questionnaire survey to 381 employees from a variety of organizational sectors, using a PLS-SEM technique to analyze the relationships between variables. The outcomes from this research show that perceived unfair compensation decreases organizational commitment, organizational citizenship behavior, job satisfaction, and performance. The findings contribute to the theoretical understanding of compensation equity and offer practical recommendations for human resource managers to improve organizational success through the correction of pay disparities. It highlights the broader importance of equitable remuneration practices in all businesses. A future study could broaden its scope by incorporating longitudinal and cross-national studies to further corroborate the findings.

Overseas Returnee Executives and Digital Transformation of Enterprises: From the Perspective of Executive Compensation Gap and Executive Overconfidence

This article selects panel data of A-share listed companies in Shanghai and Shenzhen from 2013 to 2022, uses a fixed effects model to study the relationship between overseas returnee executives and digital transformation of enterprises, and analyzes the moderating effects of executive compensation gap and executive overconfidence. The research results indicate that overseas returnee executives can significantly promote the digital transformation of enterprises; The salary gap and overconfidence of executives play a negative moderating role in the positive relationship between overseas returnees executives and digital transformation of enterprises; Heterogeneity analysis shows that overseas returnee executives have a greater impact on high-tech enterprises, low marketization areas, and enterprises in the eastern region than on non-high-tech enterprises, high marketization areas, and enterprises in the central and western regions. To better solve the problems of "not being able to transform", "unwilling to do", and "afraid to transform" in the process of enterprise digital transformation, firstly, it is necessary to effectively utilize the high-quality human resources of overseas returnee executives and provide them with reasonable care and support to better play their role; The second is to optimize the executive compensation structure and strengthen the correlation between compensation and performance; The third is to pay attention to leadership training and psychological counseling for executives, and ensure objective analysis and sufficient discussion in the decision-making process of digital transformation.

Leveraging Technological Research Methodologies to Improve Employee Performance in Organizations

The effective management of human resources in organizations is imperative for attaining optimum performance and eventual profitability. The increasingly competitive marketplace has compelled organizations to work towards attaining operational excellence, which heavily relies on the performance of its human resources. The adoption of cutting-edge research techniques has emerged as a pivotal strategy as organizations endeavour to achieve operational excellence. However, human resource managers have had to grapple with various challenges associated with the management of employee data generated and managed through digital platforms and tools, including issues such as data safety and security. This paper explores the intersection between tech-enhanced, advanced research methodologies and employee performance that is geared toward sustainable economic growth at the organizational level. Notably, the paper examines big data analytics as a tech-enhanced research tool leveraged by organizations in a bid to understand their human resource and the best way they can be managed to ensure high performance, which translates into high productivity and competitiveness in their respective sector or industries. In particular, this paper conducts a comprehensive review of recent extant literature regarding the adoption of big data analytics, which has revolutionized how organizations collect and analyze vast amounts of data, thereby enhancing their decision-making process. The reviewed literature focused on human resource aspects such as recruitment and selection; employee development; employee performance management and compensation structures. The review revealed that big data has emerged as a critical tool for managing large volumes of data that are acquired via numerous digital tools as organizations grapple with the integration of technology into their human resource practices. The technologies have helped human resource managers with these structured and unstructured data, they gain insight that in turn, guides their decision-making processes and improves the overall operational efficiency. The review outlines the transformative potential of integrating big data tools with human resource management and recommends that organizations should invest in these tools to enhance their recruitment and selection, employee development, performance measurement and upgrade their compensation structure.

Advanced Practice Providers in Cellular Therapy: Survey Results from the ASTCT APP Special Interest Group Exploring Clinical Roles, Compensation, and Job Satisfaction

BackgroundAdvanced practice providers (APPs), which include physician assistants/associates and advanced practice nurses, are critical members of the transplant and cellular therapy (TCT) care team. Despite broad utilization in transplant centers, there is little published literature on the clinical roles and responsibilities, staffing models, compensation structure, and job satisfaction of TCT APPs. This study represents the results of a national survey administered by the APP Special Interest Group to better characterize the TCT APP workforce. ObjectiveTo characterize the TCT APP workforce by investigating clinical roles and responsibilities, compensation and institutional support, and job satisfaction. MethodsA 25-item web-based survey addressing four domains (transplant center data, APP roles and responsibilities, compensation and institutional support, and job satisfaction). Surveys were sent to participants through a chain-referral sampling method. Data were analyzed using descriptive statistics and multinomial logistic regression. ResultsA total of 198 responses were analyzed, representing 64 transplant centers of varying size from 29 states. APPs report working in inpatient and outpatient settings and performing a broad array of TCT-associated procedures including bone marrow biopsy (78%), lumbar puncture (43.2%), intrathecal chemotherapy (47.0%), and cellular infusions (45.9%). Median salary of respondents was $110,000-$119,000 and was significantly associated with geographic location of transplant center and years of experience. A minority of respondents reported no funding (4.2%) or time (9.8%) supporting continuing education. A majority of APPs (55.1%) do not feel they are appropriately paid. A majority (54.3%) did not feel that their center supported a good work-life balance. Nearly 35.4% of respondents did not feel valued in their role. ConclusionsThis survey represents the first to characterize the TCT APP workforce in the United States. APPs are highly integrated into the TCT care team and can serve as means to improve patient access to TCT therapies given a worsening physician shortage. However, the lack of satisfaction with compensation and work-life balance could represent barriers to recruitment and retention of TCT APPs and warrant future studies to better characterize.

Electromagnetic field compensation to attenuate energy leakage in TM020 mode damped cavity

This paper discusses the TM020 mode Higher-order Mode (HOM) damped cavity, which has a higher quality factor and lower characteristic impedance than the conventional TM010 mode. The unique electromagnetic field (EMF) distribution of the TM020 mode allows for an absorber to be placed at the magnetic field wave node, protecting the working mode while suppressing the HOMs. However, the introduction of high power input couplers and other structures can cause an asymmetrical EMF distribution, leading to operating mode leakage.To address this, EMF compensation methods are applied to the high power input coupler to achieve symmetrical EMF distribution, reducing operating mode loss. Overcoupling of the high power input coupler and the resonant cavity can significantly affect local EMF distribution, causing TM020 mode asymmetry. A tab structure at the coupler port are used to compensate for coupler-induced perturbations, attenuating EMF leakage.The paper proposes electromagnetic compensation structure schemes to mitigate working mode EMF leakage. The reliability of the scheme is demonstrated by the analysis of radiofrequency performance and other aspects through simulation software.

Conformity or differentiation? The role of CEO turnover

This study investigates the nexus between CEO turnover and corporate social responsibility (CSR) practices using all US-listed companies as the sample. Considering each company's different fields in the CSR practice, we use conformity and differentiation to quantify the CSR practice. Our generalized difference-in-difference method shows that incoming CEOs can positively impact differentiation and negatively affect conformity. Our empirical evidence further indicates that CEO career horizon and compensation structure are the two potential mechanisms through which CEO turnover affects the CSR practice. Our results provide insightful implications for companies that wish to gain a competitive advantage via the CSR practice.

The charge compensation mechanism and structure stability study of Li2Mn15/16TM1/16O3 (TM=Cr, Mo, W)

Density functional theory (DFT) and ab initio molecular dynamics (AIMD) methods were used to study the charge compensation mechanism and structure stability of Li2Mn15/16TM1/16O3 (TM = Cr, Mo, W). The O loss and phase transition caused by Mn migration during the delithiation process were investigated. With the increasing of periodicity of the doped element, the charge provided by O is suppressed and O loss is inhibited. The charge providing ability of doping element as the oxidation center is weakened, and the function of activating Mn to provide charge is strengthened. The introduction of the doped elements is beneficial to the electrochemical performance, but it can induce unfavorable phase transitions. The established relationship between cathode material composition and electrochemical performance provides guidelines toward future material screen and design of lithium-ion batteries.

Dual‐channel observer design for composite disturbances based on characteristic compensation

AbstractThis paper presents a non‐coupled structure of characteristic compensation dual‐channel observer (CCDCO) for handling systems subjected to composite disturbances. There exist an outer disturbance compensation channel (ODCC) and an inner disturbance compensation channel (IDCC) in the design strategy. Specifically, in the ODCC, the proposed frequency characteristic compensation observer (FCCO) extracts and removes the regular periodic components from the composite disturbances, where the estimation error preserves irregular characteristics. Thus, the estimation error of FCCO and irregular parts are treated as lumped terms estimated via compensation function observer (CFO) in the IDCC. As a solving skill for composite disturbances estimation, CCDCO has two important advantages over previous designs. First, the proposed non‐coupled structure explicitly distinguishes disturbance characteristics according to a priori information known or not. Second, by combining the benefits of the CFO and proposed FCCO, different types of disturbances can be estimated accordingly without coupling of each other. Simulation results on the robotic manipulator are provided to validate the effectiveness of the proposed method.

How do female CEOs affect corporate pay dispersion? The perspective of risk aversion and competition avoidance

AbstractExtant gender‐compensation literature has dominantly held a passive perspective on female leaders' compensation contracts. However, scant attention has been paid to the proactive aspect of this gender‐compensation relationship. This study fills this gap by incorporating female leaders' initiatives and integrating their proactive preferences to establish a link between gender and corporate pay dispersion. We first develop the theoretical argument that firms with female CEOs (SHE'‐E‐Os) have low pay dispersion due to their behavioral preferences—risk aversion and competition avoidance. Furthermore, we investigate how these preferences change over time—heterogeneous life‐cycle stages—which provides a long‐term perspective further enriching our understanding of the gender and organizational compensation structure. Using a 1992–2014 panel dataset from multiple sources, we find SHE'‐E‐Os are negatively associated with pay dispersion, particularly in firms during introduction, growth, or decline stages, as opposed to mature stages. Implications for literature on female leadership and pay dispersion are discussed.

The impact of corporate governance on firms' propensity to innovate - multidimensional and cross-country analysis

The study examines the correlation between corporate governance ratings, a crucial element of the Environmental, Social, and Governance (ESG) index provided by Thomson Reuters, and companies' inclination towards innovation. Employing a cross-country analysis, the research explores how governance ratings influence corporate innovation decisions. The results reveal a positive association between corporate governance scores and the implementation of innovative practices. Notably, board effectiveness, commitment, vigilance, and compensation structure significantly impact firms' innovation levels. The study further demonstrates that the positive relationship between ESG ratings and innovation is particularly pronounced in companies with larger, more diverse boards, active audit committees, and well-structured compensation systems. This research enhances our understanding of how robust corporate governance frameworks can drive innovation by fostering transparency, accountability, and a positive work environment. Such governance structures mitigate risks, deter unethical behavior, and promote long-term corporate sustainability. Consequently, the study suggests that organizations should prioritize strong corporate governance practices to bolster their innovation capabilities. The findings underscore the pivotal role of corporate governance in shaping firms' innovative potential, contributing valuable insights to the intersection of governance and innovation in the corporate landscape.

Power stabilization control of wireless charging system based on LCL‐P compensation structure

AbstractTo enhance the stabilizing function and boost the output power of the inductive coupling power transfer (ICPT) system, a power stabilization control method based on LCL‐P resonance compensation for a wireless energy transmission system is proposed. “L” represents inductance, “C” represents capacitance, “LCL” refers to the primary‐side compensation structure, and “P” indicates that the secondary side is compensated in parallel . Firstly, this paper synthesizes the modeling principle of the gyrator equivalent model of the resonant circuit and coupled inductor, graphically analyzes the resonant compensation structure, and derives the circuit characteristics of the LCL‐P compensation structure. Then, this paper proposes an improved control strategy for the Maximum Power Point Tracking (MPPT) algorithm to dynamically track the output power and thus obtain the optimal operating point through frequency conversion. Lastly, using MATLAB/Simulink software to build the simulation model of the wireless charging system through parameter design, the impact of the conventional DC/DC power control method is contrasted with the algorithmic control suggested in this paper. The results demonstrate that: the device can realize power transfer of 2.7 KW level, the energy transfer efficiency reaches more than 90%, the inverter realizes soft‐switching operation, and the improved MPPT algorithmic control strategy proposed in this paper is utilized to achieve better closed‐loop control of the system. The excellent characteristics of the LCL‐P compensation structure in high‐power transmission applications, as well as the correctness and feasibility of the control algorithm proposed in this paper, are demonstrated through simulation and practical experiments. This is a significant step towards improving the wide‐range adaptation of the wireless charging system, which is based on the LCL‐P resonance compensation to the changes in the load and coupling.

A novel coil array compensation structure design with high-misalignment tolerance for UAV-enable WPT system

A novel coil array compensation structure design with high-misalignment tolerance for UAV-enable WPT system

Executive Compensation Structure, Economic Cycle, and R&D Investment

Executive Compensation Structure, Economic Cycle, and R&D Investment

Implementing the Effective Coach2Move Approach for Community-Dwelling Older Adults with Mobility Limitations in Physical Therapist Practice: A Multi-Methods Process Evaluation.

The aims of this study were to evaluate the adoption of and fidelity to the Coach2Move approach; identify differences between physical therapists with a specialization in geriatrics and physical therapists without a specialization; explore if level of adoption and specialization explain variances in effectiveness; and explore group differences in attitudes and experiences with implementation. A multi-methods process evaluation of Coach2Move implementation through 2 education days, 3 peer-assessment meetings, and an adapted electronic health record was performed alongside a cluster randomized stepped-wedge trial comparing regular care physical therapy with Coach2Move. Participants were 36 physical therapists with a specialization (n = 17) and without a specialization (n = 19) who treated 292 community-dwelling older adults. Level of adoption and fidelity were analyzed by comparing pre-implementation scores with scores 1year later. Coach2Move adoption was measured by e-assessment scores and fidelity through health record indicators. The impact of specialization and adoption on health outcomes was examined using a mixed-model ANOVA. Therapists' attitudes and experiences were collected through a survey based on semi-structured interviews. Mean total indicator scores on the e-assessment (adoption of a Coach2Move mindset) increased from baseline 17% (SD = 5%) to 47% (SD = 9%) at follow-up. Physical therapists with a specialization in geriatrics scored higher than physical therapists without (54% [SD = 6%] vs 41% [SD = 6%]). Mean indicator scores on health records (fidelity) increased from 35% (SD = 12%) at baseline to 47% (SD = 15%) at follow-up. Mean scores of physical therapists with a specialization in geriatrics were higher. Level of adoption and specialization (yes/no) did not explain the variance in effectiveness. Physical therapists identified important facilitators, including tailored education and peer-assessment meetings, while adequate reimbursement for the extra time investment was considered a necessity. Different workflows in practices were perceived as a barrier. Implementation led to increased adoption and fidelity of the Coach2Move intervention by physical therapists but shows room for improvement. Attitudes towards the approach and its implementation were positive. Future implementation efforts on adoption could be improved by focusing on a fair compensation structure by third party payers and insurance companies and optimizing organizational and financial context within practices. This study evaluated the implementation of Coach2Move, a clinical reasoning approach designed to increase physical activity and improve self-efficacy in older adults. Overall, the study demonstrates the potential of Coach2Move to be effectively adopted by physical therapists. However, addressing therapist compensation and adapting to practice workflows are important considerations for successful large-scale implementation.

Were wages stagnant for decades? A revision of labor costs and net earnings in Spain (1900–1960)

ABSTRACT This paper presents a significant revision of the evolution of labor incomes in Spain, challenging previous assumptions about the effect of Francoist institutions in the postwar era. Administrative data reveal weaker wage declines in the 1940s and consistent growth throughout the 1950s, driven by the growing importance of allowances and family bonuses. This more positive evolution primarily benefited workers in regulated industries (such as manufacturing and private services), while agrarian laborers and civil servants experienced subpar earnings growth. Consequently, for the first group, effective compensation increasingly trended above legal compensation, as evidenced by the results of the 1957 wage survey. These findings suggest that labor markets under Francoism had a more flexible compensation structure than previously believed.

Effects of urban financial agglomeration on managerial mobility and corporate management compensation

Considering the geographical and economic characteristics of corporations, this article examines the impact of financial agglomeration on managerial compensation level and structure in A-share listed corporations from 2008 – 2022. Results demonstrate a direct relationship between urban financial agglomeration and managerial remuneration. Furthermore, the remuneration structure of these managers includes a significant proportion of equity incentives. This conclusion remains significant after conducting robustness tests to ensure reliability and validity. Additional research suggests that management migration is a small-scale mechanism through which urban financial agglomeration boosts managerial compensation and the proportion of equity incentives.