Salary Distribution Research Articles

The Influence of Fairness for Performance Salary on Employee Pay-Satisfaction

A structural equation model was constructed to investigate the relationship between performance-based pay, fair salary distribution, fair salary procedures, external fairness of salary, and salary satisfaction. State owned enterprises and small and medium-sized private enterprises in Beijing and Xi'an were selected as research objects, and the causal relationships between the various elements in the model were empirically analyzed using on-site distribution and entrusted distribution methods. The model was then revised. Research has found that the strength of performance-based pay can significantly positively affect both procedural fairness and external fairness in compensation; Fair salary distribution and fair salary procedures can significantly positively affect salary satisfaction.

Analysis of the Variation in Salaries of Employees of Government Ministries in Iraq by Using of The Lorenz Curve and The Gini Coefficient*H.

The disparity in the distribution of income is one of the main reasons for the failure to achieve social justice among members of society, which creates an unhealthy environment for workers in government sectors and institutions and also works to reduce the quality of work and lower the level of productivity. Conversely, reducing disparity leads to increased productivity and creates a suitable environment. It contributes to increasing productivity rates and improving the quality of institutional performance. The research discussed an important topic related to the extent of the discrepancy between the salaries of employees in Iraqi government institutions using the Lorenz curve and the Gini coefficient through a presentation of the research problem, which is the extent of the discrepancy in the salaries of state employees according to the approved salary scale, and what impact this has on social justice in the distribution of income, assuming that the adoption of A salary scale set by the authorities is based on reducing financial disparities between state employees with equal qualifications, such as educational attainment and work tasks, and reduces disparities of discrimination between workers in various government sectors and achieves social justice in income distribution. The research concluded that the actual distribution curve was very close to the symmetry line curve, in addition to the presence of a very small gap between the two lines, which indicates fairness in the distribution of monthly salaries among workers in government ministries who are in the fourth degree/first stage of the approved salary scale. The value of the Gini coefficient complementary to the work of the Lorenz curve was about (0.4), which means that the value of the Gini coefficient is close to zero. This indicates that the distribution of salaries of employees of government ministries is close to equitable distribution.

Literacy of Employee Salary Distribution Through M-Banking Muamalat Din in Al-Rifa'ie

Mobile banking has become an inseparable part of modern society's life. This service allows bank customers to carry out various financial transactions online just by using a smartphone. This convenience and practicality is the main attraction for users, encouraging a shift from conventional transactions at banks to digital. Realizing the potential and benefits of mobile banking, Unira Malang students were moved to organize community service activities in the form of fieldwork programs (PKL). This activity focuses on assistance and literacy about MuamalatDIN, a mobile banking service from Bank Muamalat, one of the leading Sharia banks in Indonesia.

Exploring the Optimization Path of Incentive Policies for Family Doctors in Fuzhou City

To fully leverage the role of family doctors as health gatekeepers and effectively improve their work enthusiasm and satisfaction, China vigorously promotes incentive policies for family doctors. However, there are many problems in the institutional design and local implementation of incentive policies for family doctors in China, resulting in low job satisfaction among family doctors in many regions currently. Based on this, this article takes Fuzhou, China as an example to point out that the incentive system for family doctors still faces problems such as low sense of professional achievement, limited promotion space, and unreasonable salary distribution. Based on this, this paper puts forward the following suggestions. The relevant part should focus on optimizing the performance model and providing a basic guarantee for family doctors. At the same time, attention should be paid to strengthening training to enhance their competitiveness. Finally, improve the promotion system to provide a platform for the development of family doctors. Taking Fuzhou City as an example, this study provides local experience for the development of a family doctor incentive system in China.

Analysing Constraints Faced by Extension Personnel in Executing Kerala's Premier Agricultural Development Initiative, LEADS: A Comprehensive Examination

This research explores the hurdles encountered by extension personnel during the execution of Kerala's primary agricultural development initiative, LEADS (Lead Farmer-Centered Extension Advisory and Delivery Services). Through thorough examination, it investigates several constraints, including insufficient funding, delayed salary distribution, restricted crop coverage, and climate change challenges. Proposed strategies to enhance LEADS' effectiveness involve improving funding mechanisms, streamlining administrative processes, and incorporating innovative technologies and climate-resilient practices. Addressing these challenges has the potential to promote sustainable agricultural development, enhance farmer livelihoods, and bolster food security in Kerala and beyond. The study involved 120 extension personnel across four Kerala districts: Kannur, Kollam, Palakkad, and Wayanad.

Assessment of Nursing Practice Environment and Its Influencing Factors: A Cross-Sectional Study at Shandong Province, Jinan.

To investigate the current nursing practice environment in Jinan, Shandong Province, and to identify the factors influencing the practice environment. This study is a cross-sectional study for nurses. From October to December 2022, using the clustering and stratified sampling methods, 2426 nurses from internal Medicine, Surgery, Obstetrics and Gynecology, Outpatient Department and Intensive Care Department of the Provincial Hospital of Shandong Medical University were selected and then investigated and analyzed using the revised Nurse Practice Environment Assessment Scale. The overall mean evaluation of the practice environment scored 75.13±19.87, with a minimum value of 59.74 and a maximum value of 95.82. The items with higher scores were "the hospital has systematic training for new nurses", "the work system is perfect", and "the hospital can provide continuing education for nurses in accordance with the needs of their positions". The items with lower scores were "nurses enjoy legal benefits", "nurses have the opportunity to participate in hospital management decisions", and "nurses have the opportunity to participate in hospital internal management". The results of the multiple linear regression analysis of the factors influencing nurses' practice environment showed that gender, education, position, and years of work were independent influences on nurses' practice environment scores (p < 0.05), and they explained 48.127% of the variation in the total scores of the nurses' practice environment scale. The estimated values (β) of sex, education, cheif nurse, nurses staff, work experience (year), and whether the only child variables were 3.141, 3.237, 2.713, 5.471, 2.074 and 0.732, respectively. The nurse practice environment still needs to be improved, mainly in terms of hospital management participation, human resource allocation and salary distribution system.

Unlocking the potential of LSTM for accurate salary prediction with MLE, Jeffreys prior, and advanced risk functions.

This article aims to address the challenge of predicting the salaries of college graduates, a subject of significant practical value in the fields of human resources and career planning. Traditional prediction models often overlook diverse influencing factors and complex data distributions, limiting the accuracy and reliability of their predictions. Against this backdrop, we propose a novel prediction model that integrates maximum likelihood estimation (MLE), Jeffreys priors, Kullback-Leibler risk function, and Gaussian mixture models to optimize LSTM models in deep learning. Compared to existing research, our approach has multiple innovations: First, we successfully improve the model's predictive accuracy through the use of MLE. Second, we reduce the model's complexity and enhance its interpretability by applying Jeffreys priors. Lastly, we employ the Kullback-Leibler risk function for model selection and optimization, while the Gaussian mixture models further refine the capture of complex characteristics of salary distribution. To validate the effectiveness and robustness of our model, we conducted experiments on two different datasets. The results show significant improvements in prediction accuracy, model complexity, and risk performance. This study not only provides an efficient and reliable tool for predicting the salaries of college graduates but also offers robust theoretical and empirical foundations for future research in this field.

Positional salaries and performance: A linear regression analysis of investment efficiency in the NBA

In many previous dissertation studies, the relationship between NBA player performance and team wins and losses has been demonstrated. At the same time, many papers discussed the relationship between players performance at different NBL positions, game wins and losses, and their salaries. This will help team managers visualize the players that will better enhance their team based on their salary level through data. There needs to be more literature on this specific task in the NBA. While the prominence of star players often drives a significant portion of a teams payroll, the distribution of salaries across various positions can play a critical role in a teams overall performance. This study delves into the intricate relationship between positional spending and associated on-field metrics. This paper utilized a linear regression model to investigate the correlation between a teams investment in individual positions and the resultant win shares. Preliminary findings suggest that while star players undeniably uplift a teams performance and revenue through various streams, a balanced allocation strategy catering to all positions may yield optimal results. This research aims to offer teams a data-driven perspective to optimize their investment and achieve maximum returns under the constraints of the salary cap, fostering a competitive edge in the league.

STUDY ON THE CAUSES OF THE GENDER PAY GAP IN LITHUANIA

In the article, after analyzing scientific sources about the inequality of wages between men and women and statistically studying the gender distribution of the average salary in the Baltic States, it was found out that in the Baltic States men also earn more, but wage growth in all countries prevails differently. The analysis of the questionnaire survey of 449 respondents highlighted the main factors influencing the gender pay gap: the level of education, the distribution of childcare in the family, the dominance of men in higher positions, different attitudes towards work and career advancement. The study revealed that men have wider opportunities in the field of work and are considered the dominant gender in managerial positions. Women in modern society are still considered weaker and are emphasized on housework and childcare.

Sectors on the Czech Labour Market

Abstract This paper deals with the situation on the Czech labour market from the point of view of the sectors, namely Agriculture and Mining Sector, Manufacturing Industry, Energy, Construction Sector, Service Sector Requiring Mostly Personal Contact, Service Sector Rather without Personal Contact and Service Sector Usually Provided by the Public Sector. Wages and salaries together constitute the investigated variable. The main aim is not only to capture the wage and salary level in individual sectors, but an equally important objective is the construction of models of the entire distribution of wages and salaries in individual sectors. Special attention is paid to employees of individual sectors, separated into men and women, whose remuneration for work is at the level of the minimum wage. An important aim is to determine the most frequent occupations of the CZ-ISCO classification in individual distinguished sectors, while this classification codes are considered for the first three digits. Important attention is paid to the representation of foreign nationals in the position of employees in individual sectors, separated into men and women. Three-parametric lognormal curves are used in the construction of wage and salary distribution models. The amount of the minimum gross monthly wage valid on January 1 of the previous year represented the beginning of the curves, the other two parameters were estimated using the maximum likelihood method. Accuracy of lognormal curves is evaluated using Akaike and Bayes information criterion. The results show that the highest levels of wages and salaries are mainly achieved by men in the Service Sector Rather without Personal Contact. In all five monitored sectors, the level of wages and salaries of women is lower than the level of wages and salaries of men. The overall distribution of women’s wages and salaries is more skewed, with higher skewness, but with lower level and variability compared to the overall distribution of men’s wages and salaries.

Desain Gaji Pokok menggunakan Metode Point System pada UKM Katering di Kota Bekasi

&#x0D; &#x0D; &#x0D; Compensation is one important factor that can motivate employees to improve performance. The compensation given by the company must be commensurate with the company's workload, job risks, and the competencies that accompany the position. The company is obliged to provide both financial and non-financial compensation so that the employees' standard of living needs (KHL) can be met. Therefore, it is necessary to design an appropriate compensation system based on job value. The object of this research is UKM Catering located in Bekasi City. UKM Catering is engaged in the culinary field, which focuses on the catering sector. The research methods used are quantitative and qualitative methods based on trusted scientific journals and articles. This research focuses on the compensation system and standard of living needs of UKM Catering employees. The data processing and analysis method used to develop a job value-based compensation system and job grading in Catering UKM is using Compensable Factors analysis using Adhered Salary Mapping, Salary Mapping Overlapping. The results of this study indicate that an effective compensation system to be implemented by Catering UKM is by using the Overlapping method. This is because the overlapping method of salary distribution is more profitable because the salary increase is not as big as the adhered method.&#x0D; &#x0D; &#x0D;

Revitalisasi Idealitas Pengelolaan Keuangan Pendidikan: Studi Masa Khalifah Umar bin Abdul Aziz

Financial management in education holds a central position in building an effective and sustainable education system. However, during the era of Umar bin Abdul Aziz, it did not receive adequate historical attention. This research aims to evaluate the financial management of education during that period through a descriptive literature study. The results indicate that financial management of education at that time encompassed financial planning, fair salary distribution, infrastructure development, and administrative evaluation such as fund recording. Umar bin Abdul Aziz also promoted values of integrity in governance. A progressive and transformative educational leader is needed for dynamic education policies and optimal financial management. In conclusion, the role of key leaders is crucial in creating a robust and sustainable education system.

Modern strategies for dance teacher performance management at dance colleges on the example of Central China

ABSTRACT The purpose of the study is to investigate the impact of innovative management strategies on dance teacher performance. The target group in this study consisted of dance teachers and associated managers at dance colleges in Central China. At the qualitative stage, the researchers used a simple random sample of 140 people and an open questionnaire to collect data. At the quantitative stage, they also used a simple random sample (n = 400 under the Yamane formula). The study employed three main research tools: an author’s questionnaire ‘Research on Teacher Management Strategies at Dance Colleges’; expert content evaluation for IOC; SPSS 19.0 for exploratory factor analysis. The authors identified 12 elements of a strategy for managing dance teacher performance (character traits, emotional factors, recruitment, continuing education, performance evaluation, salary distribution, promotion, employee care, group cooperation, individual adaptation for collaboration, satisfaction, and teaching performance). They found a direct correlation between students’ academic results and research activities in university dance colleges. The study confirmed the research hypothesis about a direct relationship between teacher management strategy and educational effectiveness.

Main-Secondary Blockchain Framework: Cross-Domain Trust Management Mechanism Using Trust Ticket

Industrial Internet of Things (IIoT) can facilitate smart manufacturing and increase productivity through revolutionary techniques. As production processes are getting more sophisticated, an entire production process is usually completed collaboratively by multiple administrative domains (e.g., factories). Trust management is an effective solution to establish trust relationship between the devices from different administrative domains. Recently, many researchers integrate blockchain into trust management mechanisms. However, the existing methods have the shortcoming of low throughput, high delay and storage overhead, so cannot meet scalability requirements of large-scale IIoT multi-domains scenarios. Therefore, this paper proposes a master-slave chain framework to realize a scalable cross-domain trust management mechanism (MSB-CTrust), where trust tickets are used to resolve the heterogeneity issue of trust evaluation methods in different domains. Besides, MSB-CTrust provides embedded salary distribution rules, which are used to encourage all devices to behave honestly based on a revenue strategy game. Performance evaluations in the experiments show the feasibility and effectiveness of MSB-CTrust.

Reverses in Gender Salary Gaps Among STEM Faculty: Evidence from Mean and Quantile Decompositions

Abstract This research examines the gender salary gap in STEM and nonSTEM disciplines at a public research university. We estimate earnings regressions for female and White male faculty members as a whole as well as for those working in STEM departments. Controlling for productive characteristics and field salary differentials, we perform mean and quantile decomposition analyses to identify potential salary inequities. We observe no gender salary gap for analyses of mean or median monthly salary. However, our salary quantile analyses for STEM departments indicate there are positive effects for women in top quantiles and negative effects for women in low quantiles compared to White male peers, other things equal. This implies that highly paid female academics working in STEM departments were better rewarded than their White male peers, but female academics at the lower end of the salary distribution were not paid on par with their White male peers.

Computer Evaluation Model and Data Analysis on Salary Distribution the NBA

This paper will analyse and compare the salary structure between the big firms and the nba teams. As shown in this context, the salary distribution in NBA is a totally different story, each team manager need to foucus on salary cap and team’s performance at the same time. By evaluating the data from previous seasons in the National Basketball Association, the paper can provide more information on whether team manager shoud pay the most to the superstar or pay all players equally.

Fair Results and Fair Rules—Based on the Influence of CEO's Military Experience on Salary Distribution

Fair Results and Fair Rules—Based on the Influence of CEO's Military Experience on Salary Distribution

Contextual effects in salary satisfaction

Abstract This article reports a series of studies of judgments of satisfaction with salary, manipulating the distribution of salaries of others doing the same work. The experiments were designed to compare 6 theories of contextual effects in judgment, including adaptation-level theory, correlation–regression theory, inferred distribution (ID) theory, decision by sampling (DbS), ensemble (EN) theory, and range–frequency (RF) theory. Manipulations of the frequency distribution using cubic density functions produce a double crossover of curves relating judgments to salaries; this double crossover violates implications of 4 of the theories but remains consistent with DbS and RF theories. ID theory assumes that rank is inferred from the mean and endpoints, so it fails to describe the double crossover. Manipulations of the endpoints produce changes in the heights and slopes of the curves, which are not explained by DbS and are partially inconsistent with EN theory. EN theory implies no effect of the rank of a salary and assumes that endpoints only affect judgments of salaries on the same side of the mean, contrary to the results. RF theory implies that ratings of stimuli holding the same ranks in 2 contexts with differing endpoints should be linearly related, and the data appeared consistent with this implication. RF theory is the only theory that gives a consistent account of all of the results. RF theory can be extended in order to estimate the effective context, which appears to differ systematically between people according to their full-time incomes.

Pay-Based Gender Discrimination in Private School: Four Cases of Kathmandu, Nepal

Unfair treatment based on sex is considered gender discrimination. Gender discrimination in the workplace has always existed, and the pay gap is a prominent topic worldwide. This paper investigates and provides information on the condition of the pay gap in private schools in Kathmandu valley. Four private schools in Bansbari, Kathmandu, were selected for the research. Out of 139 teachers at the selected schools, 28 female and 20 male teachers were selected for this research using the snowball sampling method. A questionnaire was administered to gather information. The open code analysis of the open-ended questionnaire showed that there was inequality in salary distribution. Remuneration differed not only by employees' working hours and qualifications but also by gender. This paper discusses how gender biases are prevalent in academia.

Dilemmas relating to mode estimation of wages and salaries

The mode of wages and salaries is an important indicator describing their distribution; however, due to the strong asymmetry of the distribution of this feature in Poland, mode estimation is not a standard procedure in the analysis of the structure of wages and salaries. The aim of the article is to discuss selected methods of estimating the mode and to compare the mode estimation results obtained by means of various methods. The research is based on data on individual gross wages and salaries registered in October 2018 in Poland. The data came from a survey of the structure of wages and salaries conducted by Statistics Poland. In the case of the standard method based on the interpolation formula and histogram, the mode estimate is sensitive to the assumed span of intervals in the frequency table and the beginning of the first interval. Reducing the span of the intervals causes the mode to reach the value of the minimum wage. The application of advanced methods, including those using a kernel estimator, leads to significantly different estimates of the mode depending on the method used (the dispersion reaches the value of approximately PLN 800). Additionally, the analysis of the obtained results gives grounds to considering a thesis that wage and salary distribution is a mixture of the following distributions: discrete (for the minimum wage) and continuous (for wages and salaries above the minimum wage), and is characterised by cyclicality (in Poland, more contracts offer remunerations which are a multiple of PLN 50 or PLN 100 than remunerations for other amounts).