Fair Compensation Research Articles

Human Resource Management: Case Study with Solutions

Human resource management (HRM) plays a vital role in organizations as it focuses on effectively managing the human capital to align with organizational goals and objectives. This abstract provides an overview of the key aspects of HRM in organizations. It highlights the importance of recruitment and selection in attracting qualified candidates, training and development in enhancing employee skills and knowledge, performance management in evaluating and improving employee performance, compensation and benefits in ensuring fair compensation and employee well-being, employee relations in maintaining positive workplace relationships, employee engagement and motivation in fostering a productive work environment, HR information systems in managing employee data and facilitating decision-making, and legal compliance in adhering to employment laws and regulations. Effective HRM contributes to employee satisfaction, productivity, and retention, thereby enhancing organizational success. Keywords: Human resource management, HRM, Workforce management, Recruitment and selection, Training and development, Performance management

Results from the Pennsylvania Dermatology PA Society 2023 Salary Survey

The Pennsylvania Dermatology PA Society, a state affiliate chapter of the Society of Dermatology Physician Assistants, conducts an annual salary survey of its membership based on self-reported W2 earnings for the previous year. The 2023 salary survey collected responses from 84 out of 346 PAs who practice dermatology as their primary specialty in the state of Pennsylvania. Results from the survey yielded insights such as respondents’ geographic location, years of experience in dermatology, compensation amount and structure, and factors they consider most important when selecting a position. The Pennsylvania Dermatology PA Society presents results from this survey to add to the existing practice data and inform evidence-based discussion on fair compensation.

Drug Patent Monopoly During Covid-19 Outbreaks: How the Government Regulates this?

Health is an inherent human right constitutionally guaranteed, and during the Global Covid-19 Pandemic, the Indonesian government faced a delicate balance between safeguarding public health and complying with its obligations as a member of the WTO under the TRIPS Agreement, which mandates patent protection for medicines, medical devices, and vaccines, crucially needed during the pandemic. International and national laws have addressed these challenges through the TRIPs Protector Article, providing options for member states to take specific measures, such as Parallel Imports, Bolar Provisions, Compulsory Licenses, and Government Use of Patents. These solutions demonstrate that even in emergency situations, the rights of inventors can still be upheld while ensuring access to essential medicines for the public. In the case of Indonesia, the government employed the Government Use of Patents policy through Presidential Regulations Number 77 of 2020, Number 100 of 2021, and Number 101 of 2021, pertaining to Remdesivir and Favipiravir medicines, respectively. This approach, though involving compulsory acquisition, is time-limited, non-exclusive, and provides fair compensation to patent holders, reflecting a balanced and just approach to addressing the critical public health needs during the pandemic.

Impact of COVID-19 on Social and Psychological Well-Being of Workers in Construction Projects: A Comparative Analysis of Managers and Laborers

The COVID-19 pandemic brought challenges such as social distancing, health fears, reduced interaction, and increased stress for construction workers. Understanding their changing social and psychological states is crucial for effective management and performance. This study investigated the impact of the pandemic on the managers’ and laborers’ social and psychological well-being states and identified the changes in their social and psychological well-being states affecting project performance before and after the pandemic. Construction professionals, including construction managers, superintendents, and laborers, participated in a survey exploring thirteen social and psychological well-being variables and three performance variables. Data analysis involved paired t-tests and multiple regression. The findings revealed increased levels of anxiety and depression among both managers and laborers after the pandemic, with laborers more severely affected. Managers considered a broader range of variables, while laborers primarily focused on social factors influencing project performance. These disparities suggested that managers should prioritize health and safety measures, fair compensation, team cohesion, and stress management, while laborers’ motivation, work environment, knowledge acquisition, and sense of belonging should receive priority attention. This study contributes to providing managerial implications and guidance for improving the construction workforce, including managers’ and site laborers’ performance in the post-pandemic period.

Certifiable management standards, labor productivity, and worker wages: Evidence from the food sector in Vietnam

AbstractFood production and trade have become inseparable from requirements about product quality and safety, as well as social and environmental aspects of production processes. To demonstrate compliance with these requirements, firms adopt voluntary private certifiable management standards (CMS). How these affect trade, organizational performance, and employee outcomes has become an area of active research in the last decade. This paper analyses how standards affect labor productivity and wages using a 3‐year panel of small and medium firms from the food sector in Vietnam covering the period 2010–2014. Even though the prevalence of CMS in the sample is low, the results show that standards improve both labor productivity and wages. However, the difference in the size of the productivity and wage premiums attributable to standards is not significant. This implies that CMS can be a useful management practice for improving firm productivity when combined with a fair compensation of human resources. The findings are important for lower‐income countries facing low rates of adoption of private CMS and the evolving consumer preferences increasingly attuned to the issues of product quality, food safety, and environmental risks. The results are robust to several specification changes and estimation methods, including firm fixed effects, control function, and instrumental variable approach, which take endogeneity of certification into account. [EconLit Citations: L66, D22, J4, J81, O12].

Navigating Ethical Considerations in the Music Industry: Empowering Aspiring Music Entrepreneurs for a Responsible Future

This paper explores the ethical dimensions of the music industry and the role of aspiring music entrepreneurs in promoting a responsible and sustainable ecosystem. It highlights the challenges faced by hired artists and musicians in terms of financial compensation and professional conduct, drawing attention to anecdotal instances of malpractice. The paper presents solutions and strategies to counteract these malpractices, including comprehensive consultations, well-defined contracts, healthy management systems, and the power of saying "no" to unsuitable opportunities. Furthermore, it emphasizes the implications of these practices for aspiring music entrepreneurs in real-world professional practice and the responsibility they hold to elevate industry standards. By prioritizing fair compensation, transparency, and supportive environments, aspiring music entrepreneurs can contribute to the overall well-being of artists, musicians, and the industry as a whole. This paper encourages the integration of ethical considerations into higher education curricula and emphasizes the need for collaborative efforts to drive positive change and shape a responsible future for the music industry.

Исторические предпосылки и особенности правового регулирования процедуры изъятия земельных участков для государственных нужд

The article analyzes the legal provisions of the institution of seizure of land plots for state needs, indicates the continuity of the rule of law of various periods in the development of the Russian state. The modern legislation of the Russian Federation regulates in sufficient detail the procedure for the seizure of land plots for public needs, however, is not devoid of certain gaps and contradictions. The general criteria for the seizure of land are determined by general usefulness and fair compensation.

Preserving the Future of Infectious Diseases: Why We Must Address the Decline in Compensation for Clinicians and Researchers.

Infectious diseases (ID) physicians play a pivotal role in patient care and public health, yet concerns are mounting about their under-compensation compared with other medical specialties. This trend sees ID physicians, including new graduates, receiving lower remuneration than their general and hospital medicine peers, despite their significant contributions. The persistent disparity in compensation has been identified as a key factor behind the declining interest in the ID specialty among medical students and residents, potentially threatening patient care quality, research advancement, and diversity within the ID workforce. This viewpoint underscores the urgent need for the ID community to rally behind the Infectious Diseases Society of America in advocating for fair compensation for ID physicians and researchers. While focusing on wellness and work-life balance is vital, it is critical to address compensation, a significant source of distress for physicians. Failure to confront the issue of under-compensation promptly may jeopardize the future growth and sustainability of the ID specialty.

Fair compensation in large-scale land acquisitions: Fair or fail?

Despite the existence of a legal framework defining the right to fair compensation, and notwithstanding the vast literature on transnational and domestic land deals, no theory has been developed so far to allow for a specific analysis of the economics of fair compensation in large-scale land acquisitions (LSLAs), limiting our understanding of the underlying reasons of success or failure of this important legal protection mechanism. Building on the review of the existing literature on fair compensation and on the critical examination of several real-world case studies, this paper fills this gap by developing a three-player sequential game, which captures the peculiarities of fair compensation in large-scale land deals. We show that, under specific but not uncommon circumstances, the local community will be offered a zero-compensation as a rational consequence of the players’ optimisation, and this will lead to a land conflict, with all players incurring additional costs. Our findings suggest that local populations will be offered – and willing to accept – a compensation that is smaller than their original livelihood, unless they can oppose the land deal at no cost. Thus, the right to consent is inextricably related to the right to reject in LSLAs. If the former is frictionless while the latter comes at a cost, then there is space for strategic behaviours that exploit power imbalances and discretionary processes, and the fair compensation right is, in practice, weakened.

The association between workload and quality of work life of nurses taking care of patients with COVID-19

BackgroundThe COVID-19 epidemic has brought significant changes and complexities to nurses’ working conditions. Given the crucial role of health workers, particularly nurses, in providing healthcare services, it is essential to determine the nurses’ workload, and its association with the quality of work life (QWL) during COVID-19 epidemic, and to explain the factors predicting their QWL.MethodsA total of 250 nurses, who provided care for patients with COVID-19 in Imam Hossein Hospital of Shahrud, and met the inclusion criteria, were considered the samples in the present cross-sectional study in 2021–2022. Data were collected using the demographic questionnaire, NASA Task Load Index (TLX), and Walton’s QWL questionnaire, which were analyzed using SPSS26 and based on descriptive and inferential statistical tests. A p-value less than 0.05 was considered significant for all cases.ResultsThe nurses’ mean scores of workload and QWL were 71.43 ± 14.15 and 88.26 ± 19.5, respectively. Pearson’s correlation test indicated a significant inverse relationship between workload and QWL (r=-0.308, p < 0.001). The subscales with the highest perceived workload scores were physical demand and mental demand (14.82 ± 8.27; 14.36 ± 7.43), respectively, and the subscale with the lowest workload was overall performance (6.63 ± 6.31). The subscales with the highest scores for QWL were safety and health in working conditions and opportunity to use and develop human capabilities (15.46 ± 4.11; 14.52 ± 3.84), respectively. The subscales with the lowest scores were adequate and fair compensation, work and total living space (7.46 ± 2.38; 6.52 ± 2.47), respectively. The number of children (β = 4.61, p = 0.004), work experience (β= -0.54, p = 0.019), effort (β = 0.37, p = 0.033) and total workload (β= -0.44, p = 0.000) explained 13% of the variance of nurses’ QWL.ConclusionsThe study’s findings showed that a higher workload score is associated with nurses’ lower perception of QWL. In order to improve the QWL of nurses, reducing the physical and mental demands of their workload and strengthening overall performance is necessary. Additionally, when promoting QWL, adequate and fair compensation and the work and living space should be considered. The researchers suggest that hospital managers should make more significant efforts to develop and promote the QWL of nurses. To achieve this goal, organizations can pay attention to other influential factors, primarily by increasing organizational support.

Player Exploitation in Esports Esports Organizations Policies and Business Strategies

Abstract Player exploitation in esports refers to the practice of exploiting players for financial or other gain without providing fair compensation or benefits. This can include issues such as low wages lack of job security and poor working conditions. Examples of player exploitation in esports include signing players with long-term contracts with low wages and no benefits and the use of non-disclosure agreements. Agreement (NDA) prevents players from discussing their pay or working conditions. This situation makes it difficult for players to negotiate better contracts or speak out against abuse leaving teams if they are unhappy with their situation. Another example is the lack of proper training support and benefits for players such as healthcare and mental health. Many esports teams do not provide enough resources for players to improve their skills and maintain good physical condition. This can lead to fatigue and injuries which can seriously affect a player’s career. Many esports players are young and the lack of access to these resources makes them vulnerable to exploitation. The esports industry is still relatively new and unregulated which can make it easy for companies and teams to exploit players. However, there are many organizations and advocacy groups working to improve working conditions and ensure fair treatment for sports athletes. Athlete exploitation in esports in general is a serious issue that needs to be addressed to ensure that athletes are treated fairly and have the resources they need to succeed in their careers.

OPTIMASI PRODUKTIVITAS ORGANISASI MELALUI MANAJEMEN STRATEGIS SUMBER DAYA MANUSIA DI ERA DIGITAL

The digital era has changed the business landscape, giving rise to new challenges in optimizing organizational productivity. Strategic Human Resources Management (HRM) is the key in dealing with this dynamic. This research aims to analyze the implications of HRM on organizational productivity in the digital era and explore practical recommendations to improve it. This research uses a qualitative approach with secondary data analysis. This data includes the results of previous research as well as case studies of companies that have successfully optimized productivity through HRM in the digital era. The results of the analysis show that employee competency development, fair compensation programs, attention to welfare, use of technology, and continuous evaluation are key factors in increasing productivity. The implication of this research is the importance of strong HRM strategy integration in every aspect of the business.

The impact of executives' compensation and corporate governance attributes on voluntary disclosures: Does audit quality matter?

PurposeThis article investigated whether the executives' compensation and corporate governance attributes are aligned with stakeholders' demands for higher corporate voluntary disclosures. Moreover, the study also examined the moderating role of the auditor's reputation in the direction of association among executive compensation, corporate governance attributes, and voluntary disclosures.Design/methodology/approachThe study used a sample of S&P BSE index constituents' 90 Indian firms for 2017–2019. The voluntary disclosure scores were fetched from the India Disclosure Index Report published by FTI Consulting. This analysis was carried out in two parts by applying four panel-data regression models in the agency and signalling theories framework. First, the study examined the association between executive compensation, board strength, composition, gender diversity, and voluntary disclosures. Second, the article investigated the moderating role of the “Big 4” in the direction of association among executive compensation, corporate governance attributes, and voluntary disclosures.FindingsThe willingness of executives to share private information with stakeholders depends on the compensation they receive from their employer. The higher compensation paid to executives leads to a higher “tone from the top,” which is better aligned with stakeholder interests. Further, the research also found that bigger board sizes, a higher proportion of independent and woman directors (indicators of good governance), and an auditor's reputation are associated with increased voluntary disclosure.Research limitations/implicationsThe findings showed that the executives' compensation and corporate governance attributes are aligned with stakeholders' demand for higher voluntary information from firms. Moreover, the study also found that the “Big 4” play a moderating role in this direction. The choice of a reputed auditor indicates the firms' long-term positive future perspectives, which strengthens investor confidence in the financial market.Practical implicationsThe study suggests that fair executive compensation can address the agency problem.Originality/valueThis research furnishes managers and different stakeholders with significant implications of executives' compensation, corporate governance, and auditor's reputation in the best interests of a firm through reducing potential risks of information asymmetry.

Pelaksanaan Ganti Rugi Akibat Pembebasan Hak Atas Tanah Menurut Undang-Undang No. 2 Tahun 2012 Tentang Pengadaan Tanah bagi Kepentingan Umum

The authority of the State in the acquisition of land rights for the public interest in Indonesia is derived from the State's Right to Control. Because of that, on the basis of that authority, the state has the right to take over citizens' land with the provision of providing proper compensation. To provide legality for this authority, the State issued Law of the Republic of Indonesia Number 2 of 2012 concerning Land Procurement for Public Interests. Implementation of Forms of Compensation according to Law no. 2 of 2012 concerning Land Acquisition for Development for the Public Interest, clearly states that Compensation is a proper and fair compensation to the entitled party in the land acquisition process. Assessment of the value of Compensation is carried out plot per plot of land, including: land, above-ground and underground space, buildings, plants, objects related to land, and other losses that can be assessed. Based on the assessment of the amount of Compensation, the provision of Compensation can be given in the form of: money, replacement land, resettlement, share ownership and other forms.

Compensation Assessment in Land Procurement for Public Interest in Providing Justice

Land procurement for public interest is an important action for the development of public infrastructure that often leads to conflicts between landowners and the government regarding the compensation received by landowners. Therefore, fair and transparent compensation assessment is crucial in providing justice for landowners affected by land procurement. This research aims to analyze and evaluate the mechanisms, issues, and solutions for compensation assessment in land procurement for public interest in Indonesia. Based on literature studies, this research shows that the compensation assessment mechanisms applied by the government in Indonesia have not fully provided justice for landowners. Several factors affecting the compensation assessment mechanisms, such as non-objective land prices, differences in perceptions between landowners and the government regarding land values, and differences in views regarding the concept of fair compensation, are obstacles in providing justice in land procurement for public interest. Therefore, reforms in compensation assessment mechanisms are necessary to make them more transparent and fair for landowners. The government needs to consult with landowners and local communities to obtain a joint agreement regarding land procurement for public interest, so that justice can be upheld in land procurement for public interest.

ETHICAL CLIMATE, INNOVATIVE WORK BEHAVIOR, AND WORK ENGAGEMENT: A STRUCTURAL EQUATION MODEL ON THE QUALITY OF WORK-LIFE OF GOVERNMENT EMPLOYEES

This research sought to determine the most suitable structural model for work-life quality using factors such as ethical climate, innovative work behavior, and work engagement. Four hundred local government employees from Region XI responded to a survey after being recruited through stratified sampling. The researchers used statistical methods such as mean and standard deviation, Pearson correlation coefficient, multiple regression, and Structural Equation Modeling (SEM) to analyze the data. The results showed that ethical climate, innovative work behavior, work engagement, and quality of work-life were all high. Additionally, there was a significant relationship between ethical climate, innovative work behavior, work engagement, and the quality of work-life. The effect of the exogenous variables on the quality of work-life was 22 to 22.6%. Additionally, the study found that work engagement was the best predictor of the quality of work-life. The study found that Model 5 was the best fit structural model for quality of work-life. The model showed that work engagement, along with its corresponding manifest variables of vigor, dedication, and absorption, were predictors of the quality of work-life. The manifest variables for the quality of work-life were adequate and fair compensation, use of capacities at work, and opportunities at work. The paper discusses these results and their implications for Human Resource Management in local government units. KEYWORDS: ethical climate, innovative work behavior, work engagement, quality of work-life, structural equation model, government employees, public administration SEM, Philippines

Assessing the impact of employing machine learning-based baseline load prediction pipelines with sliding-window training scheme on offered flexibility estimation for different building categories

The present study is focused on assessing the impact of the performance of baseline load prediction pipelines on the estimation (by the grid operator) accuracy of the flexibility offered by different categories of buildings. Accordingly, the corresponding impact of employing different machine learning (ML) algorithms, with sliding-window and offline training schemes, for hour-ahead baseline load prediction has been investigated and compared. Using a smart meter measurements dataset, training window sizes and the most promising pipeline for each building category are first identified. Next, the consumption profiles of five buildings (belonging to each category), with the regular operation (baseline load) and while offering flexibility, are physically simulated. Finally, the identified pipelines are used for predicting the baseline loads, and the resulting error in estimating the provided flexibility is determined. Obtained results demonstrate that the identified most promising prediction pipeline (extra trees algorithm with a sliding window of 5 weeks) offers a notably superior performance compared to that of offline training (average R2 score of 0.91 vs. 0.87). Employing these pipelines permits estimating the provided flexibility with acceptable accuracy (flexibility index's mean relative error between -2.45% to +2.79%), permitting the grid operator to guarantee fair compensation for buildings' offered flexibility.

HUMAN RESOURCE MANAGEMENT AND ORGANIZATIONAL PERFORMANCE

Human resource management is one of the most important components to increase organizational performance. This is because human resources are the most valuable assets that can drive the organization to grow and prosper, and to be able to compete in the global market. This paper aimed to study the important components of human resource management and a linkage between human resource management and organizational performance based on the literature review. The results of the study showed that human resource management can help the organization to elicit and extract knowledge, skill, expertise, talent and competency of employees to work for the success and growth of the organization. Without effective human resource management, the organization cannot run its business to reach its goals and objectives. Therefore, each organization focuses on recruiting and selecting knowledgeable, skillful and competent employees and pay them with fair benefits and compensation to create their organizational commitment so that that they work to increase organizational performance. In addition, the organization should train unknowledgeable and unskillful employees to have more knowledge and skills required to work for the organization.

Pengaruh Turnover Intention Dan Kompensasi Terhadap Tingkat Retensi Karyawan Pada Perusahaan Manufaktur Di Jawa Barat

&#x0D; &#x0D; &#x0D; This research investigates the influence of turnover intention and compensation on employee retention levels in manufacturing companies in West Java. A sample of 110 participants was recruited from various manufacturing companies in West Java. The research findings indicate that turnover intention and compensation significantly predict employee retention levels. Turnover intention has a significant negative impact on employee retention levels, while compensation has a significant positive impact on employee retention levels. These findings suggest that manufacturing companies in West Java need to address turnover intention issues and provide fair and competitive compensation packages to their employees if they want to improve employee retention levels. The findings of this research can assist manufacturing companies in West Java in developing effective strategies to enhance employee retention levels.&#x0D; &#x0D; &#x0D;

Blackwomen* Academics as Contemporary Anti-Slavery Rebels: Breachers of the Intersecting Contract in Tenure Denial Lawsuits

White men who enslaved people of African descent and wrote the U.S. Constitution never imagined Blackwomen as persons who would become educated citizens. Acknowledgments and legal interpretations to affirm Blackwomen’s personhood are absent from the romanticized document. We argue that in academia the intersecting contract is imposed on Blackwomen’s bodies when their worth, qualifications, and potential are overly scrutinized, and they experience epistemic and physical violence within PWIs and in society writ large. The intersecting contract, through plantation politics, further helps to explain why Blackwomen academics who are seeking tenure are expected to overextend themselves by doing extra work without fair compensation. We use intersectionality methodology in our application of Angela Davis’ framework, Blackwomen as contemporary anti-slavery rebels, to illuminate how three Blackwomen academics breach the intersecting contract that undergirds discriminatory practices enacted by institutional actors to deprive them of tenure and promotion and trample on their dignity. We conclude by inviting Blackwomen academics to embody a maroon logic for rest, healing, and protection as PWIs cannot be coconspirators in our liberation.