Salary Differences Research Articles

Physical Internet-enabled customised furniture delivery in the metropolitan areas: digitalisation, optimisation and case study

ABSTRACT This article proposes a Physical Internet-enabled customized furniture delivery system (PI-CFDS) with the following contributions. First, a set of PI-enabled smart logistics facilities was adopted to transform the conventional operations. A PI decision support platform was designed to deal with resource planning. Second, since the classical methods cannot be applied directly, we developed a new approach, including both mathematical modelling and algorithm design. The optimal planning decision maximizes the shipper’s profits while providing a stable income for the carriers. Third, the proposed solution was verified via a real-life case study. The effects of geographical, cost, and demand parameters were also analyzed. Our results show that the PI-CFDS solution has advantageous over the traditional solution when considering the dispersed distribution of customer depots. We found that when the dispersion of customer locations increases, the fixed cost of vehicles increases, and the salary difference between drivers and movers increases; in this situation, the advantages of the PI-CFDS solution are more apparent. However, compared with the traditional solution, the PI-CFDS solution is more sensitive to the rise of fuel prices and the stability of demand. The results yield substantial insights and facilitate daily decision-making for managers.

Contribution of gender on compensation of Veterans Affairs-affiliated dermatologists: A cross-sectional study.

BackgroundGender disparity in research funding, leadership, authorship, and compensation in medicine is well documented, with most parameters favoring men over women. Gender differences in salary in dermatology have not been well studied.ObjectiveThis study aimed to investigate the contribution of gender to dermatologists’ compensation in the Veterans Affairs (VA) health care system.MethodsA retrospective cross-sectional study was conducted by identifying VA-affiliated dermatologists from the U.S. Department of VA website. The contributions of gender, years since graduation, h-index, academic appointment, race, and region on the publicly available salaries were analyzed using a linear-regression model to isolate the effects of gender and interaction with other variables.ResultsThis study included 247 VA dermatologists with publicly available salaries (114 women and 133 men). On univariate analyses, male dermatologists had significantly higher compensation than female dermatologists (p = .0333). However, male dermatologists also had significantly more years since graduation (p < .0001) and higher h-indices (p < .0001). Multivariate analysis showed that gender was not a significant contributor to salary. Instead, years since graduation (p < .0001), h-index (p = .0066), and academic appointment (p < .0001) contributed significantly to VA dermatologists’ salaries. Region and race were not determinants of salary. Gender did not contribute to salary overall, but there was an interactive effect between gender and region (p = .0099). Compared with women, male dermatologists had significantly higher salaries in the Midwest (p < .0018).ConclusionOur study revealed that VA hospitals have maintained gender equality in dermatologist compensation nationally, which could serve as a model to close salary gender gaps in other health care systems. Further research should focus on inclusion of VA physicians from different specialties, as well as across multiple years, to further characterize this observation.

Uma breve análise sobre o estágio remunerado: ato educativo ou força de trabalho precarizada?

The present work corresponds to the initial phase of a research that elects the paid internship category and aims to draw a brief discussion about what characterizes the internship and what is its relation between the educational and labor acts and thus, can impact on the work practice of the students of this modality. To develop the research we applied a questionnaire containing fourteen open and closed questions for a group of six trainees, IFSul – Campus Pelotas, and use as data analyses technique the interpretative analysis, seeking, thus, indications of precariousness and exploration of manpower, through the motivations that led these young people to seek the internship and their relationship with other workers, such as example the hierarchy, the salary difference against the difference or equality of responsibilities during the internship. Thus, based on the answers inferred through the questionnaire applied, we find that there are in this group, specifically, signs of precariousness and exploration of manwork. The internship, in this case, leaves aside its pedagogical function and assumes a form of flexibility and precariousness of work.

Gender Differences in Compensation, Mentorship, and Work-Life Balance within Facial Plastic Surgery.

Our objective was to identify gender differences in work-life balance, professional advancement, workload, salary, and career satisfaction among facial plastic and reconstructive surgeons. Cross-Sectional Survey. American Academy of Facial Plastic and Reconstructive Surgery (AAFPRS) members were invited by email to respond to a confidential 25-question online survey. The survey had a response rate of 12%. There were a total of 139 participants; 23 participants were in training and 116 were either board-eligible or board-certified facial plastic surgeons. Collected variables included general demographics, personal life, academic involvement, career development, workload, and career satisfaction. Forty percent of participants were female. Fifty-nine percent of female participants were 25-35 years old compared with 15% of male participants. The majority of male participants were over 45 years old (63%) while only 19% of female participants fell into this age category (P < .0001). Women were more likely to be in a relationship with a physician (35% vs. 19%) or non-physician full-time professional (55% vs. 31%). The vast majority of men had children (89%) while only half of women (52%) had children. On average, women with children had fewer children than men (P < .0001). No gender difference was seen with respect to working full versus part-time (P = .81). Participants were equally satisfied with a surgical career regardless of gender. Although significant progress has already been made towards closing the gender gap, gender disparities remain both professionally and personally for facial plastic surgeons. With an increasing number of women in medicine, we should continue to strive to close the gender gap. 4 Laryngoscope, 131:E787-E791, 2021.

Data of CEO power, chair-CEO age dissimilarity and pay gap of Chinese listed firms.

This data describes the raw and processed information such as salary, power, and age of the CEO and the chairman between 2009 and 2018 in China's listed firms. The data set contains the data of variables based on the characteristic of the firm, personal, team, and supervision. The dissimilarities and similarities of the characteristics between the chairman and the CEO are the core of this data set. The dissimilarities refer to individual and team differences. Individual differences refer to differences in age, gender, tenure, experience, shareholding, and salary of the chairman and CEO, while team differences refer to differences in team size and the standard deviation of the management board members’ age. The similarities refer to joint tenure and family relations between the chairman and CEO. These variables can be used to estimate the impact of chair-CEO age dissimilarity on the relationship between CEO power and chair-CEO pay gap of the Chinese listed firms through binary probit or multinomial regression.

Composição da remuneração de professores de redes de ensino estaduais

Neste artigo a composição da remuneração docente é estudada com base nos planos de carreira. O objetivo é analisar a movimentação na carreira e respectiva diferenciação no vencimento base e as vantagens pecuniárias permanentes e transitórias que compõem a remuneração dos professores. Trata-se de estudo bibliográfico e documental com investigação dos planos de carreira de 12 estados brasileiros, em vigor no ano de 2014. Verificou-se que os planos de carreira preveem diferença no vencimento base por formação, tempo de serviço, formação continuada e avaliação de desempenho e que o conjunto de vantagens pecuniárias é bastante diversificado. A partir dos dados analisados, buscou-se indicar aspectos que devem ser considerados na composição da remuneração tendo em vista à valorização do professor. Com destaque para a importância de o vencimento base ser o principal componente da remuneração.

Tourism jobs in demand: Where the best contracts and high salaries go at online offers

It has been suggested that the tourism sector is one in which temporary and low-skilled jobs abound. The aim of this study is to analyze the educational and experience requirements associated with job offers in tourism and their corresponding contracts and salaries. Nine thousand job advertisements were analyzed from one of the biggest employment websites in Spain. Online job offers allow a profile of employers' preferences to be drawn up in terms of occupations, educational levels and required experience, as well as the terms of contracts and salaries offered. Internal heterogeneity in the tourism sector arising from the coexistence of different functions and skills is highlighted. Our analysis shows that the occupation crucially conditions salary differences and contract types in tourism job offers.

KEPEGAWAIAN DI KESULTANAN SIAK: GAMBARAN ARSIP GAJI ERA SULTAN SYARIF KASIM II

The salary archive used in this study is a digital archive owned by the Siak Regency Library and Archives Office. The archive is a legacy of Sultan Syarif Kasim II's government (1915-1945). There are 3000 archives available. At present, there are not many writings that reveal the contents of this historical value archive, especially those relating to staffing, whereas in this historical archive there is a description of the sultan's policies in the welfare of his people. The purpose of this research is to identify and provide archival description relating to employee salaries. The method applied in this study is qualitative with a descriptive approach. The results showed that of the 3000 digital archives, 280 of them contained salary information for 100 employees. The identified file illustrates 3 things, namely the monitoring of the Colonial Government which was shown in the use of two languages ​​in the archive, namely Malay and Dutch; The government sistem is centralized, because direct employment is responsible to the Sultan; The Sultan appreciates the ability and service of his employees, this is reflected in the difference in salary received by each employee based on his tenure.

Toward the Development of a Model of Teaching as Profession in the Iranian EFL Context: Insights From Iranian EFL Teachers

Teachers pose different perspectives toward teaching. Some teachers share this attitude that teaching is just a job and a sole source of income, while others believe that teaching is a vocational and moralistic career associated with love, commitment, and devotion. This study, in the form of a qualitative grounded theory approach, aimed to deeply investigate the interrelationship of data emerged from teachers’ perspectives toward teaching as profession to develop a model in this regard. Therefore, twenty-six Iranian English teachers, teaching at schools and Farhang language institute, were requested to share their ideas as to how they view teaching as a profession. A semi-structured interview, in three sessions with 20 participants and focus-group interviews with 6 participants were conducted. Based on Corbin and Strauss's (2014) systematic steps for grounded theory, the data then transcribed and codified. The findings ended with an eight-factor model containing 40 categories. The factors include: a) source of income, b) decreasing motivation, c) poverty and inclination to become a teacher, d) insufficient salary, e) deteriorated quality of teaching, f) experience, g) society negative attitude, h) dissatisfaction. The proposed model opens a new window for teachers and reminds the government educational policymakers, training centers, ministry of education, and those who care about quality education and students’ academic achievements to observe income inequality, and salary differentials, increase teachers’ social status, and motivation, facilitate difficult working conditions, reduce resource wastage, support teachers appropriately, decrease teachers’ financial concerns, terminate the sense of socioeconomic inequality, and speak out the voices of marginalized teachers.

Elas: um estudo com gestoras no setor indústria farmacêutico

The objective of this study was to analyze the perception of women in managerial work according to pharmaceutical industry managers based in the cities of São Paulo and Rio de Janeiro operating in the region of Minas Gerais. This is a field study with a qualitative and descriptive approach. A semi-structured interview script was used to collect data, and the subjects of this survey were ten district managers. The results show that the management of people is punctuated as the main activity developed in the exercise of the function. No salary differences were found between men and women in the pharmaceutical companies surveyed. The clothing, that is, the care with the visual, as well as the understanding, sensitivity and care with the people were pointed out as a way to feel feminine in the managerial career. The managerial function was described as unisex and / or asexual and the way of managing is associated to the profile of each one. The availability for trips to the service was pointed out as an ideal activity for the men, but that does not prevent them from exercising the managerial function.

Current Trends in Compensation for Fellowship in Minimally Invasive Gynecologic Surgery Graduates: A 6-Year Follow-Up

To present updated information regarding compensation patterns for Fellowship in Minimally Invasive Gynecologic Surgery (FMIGS)-graduated physicians in the United States beginning practice during the last 10 years, focusing on the variables that have an impact on differences in salary, including gender, fellowship duration, geographic region, practice setting, and practice mix. An online survey was sent to FMIGS graduates between March 15, 2019 and April 12, 2019. Information on physicians' demographics, compensation (on the basis of location, practice model, productivity benchmarks, academic rank, and years in practice), and attitudes toward fairness in compensation was collected. Online survey. FMIGS graduates practicing in the United States. E-mail survey. We surveyed 298 US FMIGS surgeons who had graduated during the last 10 years (2009-2018). The response rate was 48.7%. Most of the respondents were women (69%). Most of the graduates (84.8%) completed 2- or 3-year fellowship programs. After adjustment for inflation, the median starting salary for the first postfellowship job was $252 074 ($223 986-$279 983) (Table 1). The median time spent in the first job was 2.6 years, and the median total salary at the current year rose to $278 379.4 ($241 437-$350 976). The median salary for respondents entering a second postfellowship job started at $280 945 ($261 409-$329 603). Significantly lower compensation was reported for female FMIGS graduates in their initial postfellowship jobs and was consistently lower than for that of men over time. Most FMIGS graduates (59.7%) reported feeling inadequately compensated for their level of specialization. A trend toward higher self-reported salaries is noted for FMIGS graduates in recent years, with significant differences in compensation between men and women. Among obstetrics and gynecology subspecialists, FMIGS graduates earn significantly less than other fellowship-trained physicians, with median salaries that are lower than those of generalist obstetrics and gynecology physicians.

Rural-urban differences in educational attainment among registered nurses: Implications for achieving an 80% BSN workforce.

Multiple professional organizations and institutes recommend the Bachelor of Science in Nursing (BSN) degree as a minimum standard for registered nurse practice. Achieving this standard may be particularly challenging in rural areas, which tend to be more economically disadvantaged and have fewer opportunities for higher educational attainment compared to urban areas. Our primary objective was to provide updated information on rural-urban differences in educational attainment. We also examined rural-urban differences in employment type, salary, and demographics among registered nurses in different practice settings. Data were obtained from the 2011-2015 American Community Survey (ACS) Public Use Microdata Sample (PUMS). The sample included registered nurses (RN) between the ages of 18-64years (n=34,104) from all 50 states. Chi-square tests, t-tests, and multivariable logistic regression were used to examine the relationship between rurality and BSN preparedness and salary across practice settings. Urban nurses were more likely to have a BSN degree than rural nurses (57.9% versus 46.1%, respectively; p<0.0001), and BSN preparedness varied by state. In adjusted analysis, factors in addition to residence associated with BSN preparation included age, race, and region of the country. Differences in wages were experienced by nurses across practice settings with urban nurses generally earning significantly higher salaries across practice settings (p<0.0001). Strategies to advance nursing workforce education are needed in rural areas and may contribute to improved care quality and health outcomes.

Time-driven activity-based costing of a novel form of CT-guided high-dose-rate brachytherapy intraoperative radiation therapy compared with conventional breast intraoperative radiation therapy for early stage breast cancer

IntroductionIntraoperative radiation therapy is an emerging option for adjuvant therapy for early stage breast cancer, although it is not currently considered standard of care in the United States. We applied time-driven activity-based costing to compare two alternative methods of breast intraoperative radiation therapy, including treatment similar to the techniques employed in the TARGIT-A clinical trial and a novel version with CT-guidance and high-dose-rate (HRD) brachytherapy. Methods and MaterialsProcess maps were created to describe the steps required to deliver intraoperative radiation therapy for early stage breast cancer at each institution. The components of intraoperative radiation therapy included personnel, equipment, and consumable supplies. The capacity cost rate was determined for each resource. Based on this, the delivery costs were calculated for each regimen. For comparison across centers, we did not account for indirect facilities costs and interinstitutional differences in personnel salaries. ResultsThe CT-guided, HRD form of intraoperative radiation therapy costs more to deliver ($4,126.21) than the conventional method studied in the TARGIT-A trial ($1,070.45). The cost of the brachytherapy balloon applicator ($2,750) was the primary driver of the estimated differences in costs. Consumable supplies were the largest contributor to the brachytherapy-based approach, whereas personnel costs were the largest contributor to costs of the standard form of intraoperative radiation therapy. ConclusionsWhen compared with the more established method of intraoperative radiation therapy using a portable superficial photon unit, the delivery of treatment with CT guidance and HDR brachytherapy is associated with substantially higher costs. The excess costs are driven primarily by the cost of the disposable brachytherapy balloon applicator and, to a lesser extent, additional personnel costs. Future work should include evaluation of a less expensive brachytherapy applicator to increase the anticipated value of brachytherapy-based intraoperative radiation therapy.

Sex Differences in Salaries of Department Chairs at Public Medical Schools

Author(s): Mensah, Michael; Beeler, Whitney; Rotenstein, Lisa; Jagsi, Reshma; Spetz, Joanne; Linos, Eleni; Mangurian, Christina

Gender and compensation among surgical specialties in the Veterans Health Administration

BackgroundA gender pay gap has been reported across many professions, including medicine. MethodsSurgeons employed at complex Veterans Affairs Medical Centers (VAMC) nationwide in 2016 were identified. Data on salary, gender, years since medical school graduation, professorship status, h-index, and geographic location were collected. ResultsOf 1993 surgeons nationwide, 23% were female. On average, female surgeons had significantly lower salaries compared to male surgeons ($268,429 ± 41,339 versus $287,717 ± 45,379, respectively; p < 0.001). Among each surgical specialty, there were no significant differences in salary on univariate analysis. Women were underrepresented in higher paying specialties and more heavily represented in lower paying specialties. On multivariate analysis, gender (p < 0.001), time since medical school graduation (p < 0.001), surgical specialty (p = 0.031), h-index (p < 0.001), and geographic location (p < 0.001) were significant predictors of salary. ConclusionFemale gender significantly predicted lower salary among VAMC surgeons, however within each surgical specialty, there was no significant gender pay gap. Sentence summaryIndependent predictors of salary included gender, surgical specialty, experience, h-index, and geographic location. Although female surgeons had lower overall salaries compared to male surgeons in the Veterans Health Administration (VHA), there were no significant gender differences in salary among each surgical specialty. Pay transparency, unique to the VHA, along with the use of rational and objective criteria to establish and adjust salaries, may play a role in reducing the gender pay gap among VHA surgeons.

Labour Inclusion of People with Disabilities: What Role Do the Social and Solidarity Economy Entities Play?

Economic theory presupposes that the Entities of the Social and Solidarity Economy (SSE) should exhibit a greater sensitivity in the labour insertion of groups in danger of social exclusion than should the Capitalist Companies (CC). Therefore, it is expected that the SSE will employ a greater number of people with socio-labour characteristics among its workers against whom the ordinary labour market discriminates negatively. In this context, the objective of this research is focused on the analysis of socio-labour characteristics, salary differences and the degree of inequality in the distribution of salary income of the group of workers with disabilities in the SSE compared to CCs in Spain during the Great Recession (2007–2013) and the beginning of the current economic recovery (2013–2016). Using the data from the Continuous Sample of Working Histories (MCVL, in Spanish), our results show a greater sensitivity from the SSE compared to the CC in labour inclusion of workers with disabilities as well as for most socio-labour characteristics against which the ordinary labour market discriminates negatively. A second conclusion of the results is that the SSE provides a more equitable distribution of salary income for workers with disabilities than the CC, although the wages are comparatively lower.

Differences In Starting Pay For Male And Female Physicians Persist; Explanations For The Gender Gap Remain Elusive.

A large literature has documented differences in salary between male and female physicians. While few observers doubt that women earn less, on average, than men do, the extent to which certain factors contribute to the salary difference remains a topic of considerable debate. Using ordinary least squares regression and Oaxaca-Blinder decomposition models for new physicians who accepted positions in patient care for the years 1999-2017, we examined how the gender gap in total starting pay evolved and the extent to which preferences in work-life balance factors affect the gap. We found that the physician earnings gap between men and women persisted over the study period. Interestingly, despite important gender differences in preferences for control over work-life balance, such factors had virtually no ability to explain the gender difference in salary. The implication is that there remain unmeasured factors that result in a large pay gap between men and women.

Diferencial salarial por género entre el sector público y privado formal-informal en México

Se analizan las diferencias salariales en el mercado de trabajo público y privado y si estas se deben a atributos de capital humano o por rendimientos distintos, mediante muestras de mujeres y hombres separadamente y por género a lo largo de la distribución salarial. Con la metodología de Fortin, Lemieux y Firpo (2011). Trabajar en el sector público tiene importantes ventajas salariales principalmente para ellas en el grupo de salarios bajos. En el sector público las diferencias se explican por las características productivas y en el privado formal e informal responden a la parte no explicada por los atributos productivos.

Graduates of Russian Universities in the Labor Market (Data from the Rosstat Survey)

The materials from a representative survey of Rosstat in 2016 of higher education graduates in 2010–2015 allowed to analyze the processes of their employment. Almost ½ worked during the education that provided advantages in employment. After graduation, 2/3 searched for work and found it relatively quickly, using most often social networks; 1/3 were not busy looking for work, of which ¼ had a provided job. Imbalances between the structure of supply and the structure of demand in the labor market led to the fact that about 1/3 of graduates got a job that did not related to their field of study; more likely ones from fields that generate more general human capital (social sciences, business, law) – on the contrary, for specific human capital (medicine, computer science). Besides, more than a 1/3 of graduates acquired occupational statuses that do not require higher education; the mismatches “job – field of study” significantly worsened this situation. HE graduates had higher employment and lower unemployment compared to SVE graduates; and the differences in average salaries between them were significantly smaller than for all employees with similar levels of education. The beginning of a career evens out the differences in average salaries of HE graduates who have received different statuses.

Gender Differences in NCAA Non-Revenue Sports: An Examination of Men’s and Women’s Soccer Coaching Salaries

This paper examines the determinants of head coaching salaries in men’s and women’s collegiate soccer. Both of these sports are considered non-revenue sports, and thus differences in sports revenues should not impact coaching salaries. We analyze salaries of head coaches in these sports to determine if i) coaches in women’s soccer earn systematically less than coaches of men’s soccer, and ii) whether there is a difference in salaries between male and female coaches of women’s soccer. We find that salaries for coaches of women’s soccer are lower than those for men’s soccer. We also find that there is no statistically significant difference in the earnings between male and female coaches of women’s soccer. We use financial data from public, Division 1 universities to examine this issue. As found in previous literature on basketball and football coaching salaries, coaching salaries are primarily determined by the size of the University athletic budget and the proportion of resources dedicated to the sport.