Fair Compensation Research Articles

Remote Negative-Sequence Voltage Fair Compensation in Grid-Forming Inverter-Based Islanded AC Microgrids

Remote Negative-Sequence Voltage Fair Compensation in Grid-Forming Inverter-Based Islanded AC Microgrids

Stakeholders’ Perspectives of Enablers and Barriers to Successfully Implementing an Integrated Early Childhood Development Program in an Informal Urban Settlement in Kenya

Integrated early childhood development (ECD) programs boost child health and developmental outcomes. However, the factors contributing to the successful implementation of such programs in informal urban settlements are not well researched. We conducted 14 focus group discussions and 13 key informant interviews with 125 caregivers of children under the age of 5 years and stakeholders, exploring their views on enablers and barriers to implementing an integrated ECD program in an informal settlement in Kenya. Strategic engagement, capacity building, transparency, fair compensation of ECD workforce, communication skills, and the need to tailor ECD programs to local realities were discussed. An equity-focused implementation approach for integrated ECD programs is timely.

Human Resource Management Practices and Entrepreneurship Performance in the Agricultural Sector: Indonesia Study

Entrepreneurship is driving growth in Indonesia's agricultural sector, but the link between it and Human Resource Management (HRM) practices is largely unknown. A quantitative study aims to investigate this relationship. This research surveyed 355 agricultural companies in different areas and sub-sectors using a questionnaire designed for cross-sectional research. on their HR practices and entrepreneurial performance. Using Smart-PLS 4, a strong correlation between HRM strategies and entrepreneurial behavior and performance founded. HRM practices like hiring qualified staff, providing training, fair compensation, and promoting engagement can encourage entrepreneurial behavior among employees, leading to better agricultural enterprise performance. Prioritizing HRM strategies that support an entrepreneurial culture can increase productivity, promote sustainability, and motivate the workforce to tackle industry challenges.

The Impact of Communication and Trust in Leadership on Workers' Compensation: A Case Study of Suka Ramai Coffee Shop in Tanjung Pinang City

Human resources play a crucial role in every company, and managing them effectively is essential for creating a positive work environment. Human Capital Management (HCM) emphasizes the value of employees as assets that need to be professionally and sustainably managed. Proper management of employees can lead to significant benefits, including the ability to execute business strategies, create future opportunities, and enhance overall company competitiveness. This study examines the role of trust in leadership and communication in employee compensation. It adopts a descriptive qualitative approach, utilizing interview data and observations. The findings highlight the significance of trust in leaders for effective communication, which contributes to building trust among employees. When trust between leaders and employees is established, leaders can transparently provide fair compensation, which enhances employee motivation, performance, and loyalty to the company. The study underscores the importance of trust and communication in ensuring equitable compensation for employees.

Stakeholder Management and Performance of Projects Funded by The Compassion International in Busia County, Kenya

Purpose: It has been noted that not more than 50 percent of all the Compassion International Kenya Assisted Projects (CIKAPs) succeed in their operations within the first year of operation. This prevalence of the CIKAPs has yet to optimize poverty alleviation, given the 16.8 percent of the poverty levels in Busia County Kenya. This hinders the implementation of their projects thus making them not realize their intended outcomes. Thus, the study analyzed the effect of stakeholder management on the performance of CIKAPs in Busia County Kenya.
 Methodology: The research design for the current study was a descriptive research design. The population included 16 CIKAPs in Busia County Kenya. The study focused on a total of 52 CIKAPs staff in in Busia County Kenya. A census survey was utilized on all the 52 CIKAPs staff in Busia County Kenya. Questionnaires were the research instrument. The researcher carried out pre-testing of the questionnaires for the Compassion International Kenya Assisted Projects in Vihiga County since it was not part of the selected scope of the main study. Encoding was done by assigning integer rankings to previously altered data in order to give the data significance using SPSS v26.0.
 Results: The study found that stakeholder identification, stakeholder risk assessment, stakeholder communication and stakeholder compensation have a positive and statistically significant relationship with project performance.
 Unique contribution to theory, policy and practice: From the findings, the study recommended that to ensure good performance of projects funded by Compassion International in Busia County, Kenya, it is important to focus on improving stakeholder identification, stakeholder risk assessment, stakeholder communication, and stakeholder compensation. Overall, these recommendations aim to enhance stakeholder engagement, mitigate risks, improve communication, and ensure fair compensation, ultimately contributing to the successful performance of projects funded by Compassion International in Busia County, Kenya

Privacy-Preserving Attestation Scheme for Revocable UAV Charging Using Hybrid State Channels

Although widely applied in varied scenarios, unmanned aerial vehicles (UAVs) suffer severe flight time and flight range limitations due to constrained onboard battery capacity, causing frequent battery recharging when performing persistent missions. The wireless power transfer technology is a promising solution for UAV charging by utilizing unmanned ground vehicles (UGVs) equipped with wireless charging facilities, where charging time slots are auctioned and assigned to UAVs. However, UGVs themselves also have limited energy capacity, resulting in the need to revoke a UAV charging transaction after auction to satisfy their own demand if necessary. In addition, as UAVs and UGVs are mutually distrustful, inherent security and privacy concerns must be resolved during the revocation. In this paper, we resort to blockchain technology for secure and efficient revocable charging in vehicle-assisted wireless UAV networks. We present PAS, an efficient privacy-preserving attestation scheme for revocable UAV charging based on hybrid state channels, where UAVs and UGVs perform off-chain operations as blockchain users for privacy and efficiency, while security and fairness are guaranteed by the on-chain mechanism. PAS consists of a multi-party state channel and multiple two-party state channels responsible for charging scheduling and transaction revocation, respectively. PAS ensures fair and private revocation negotiation and compensation in a trust-free manner by developing a set of carefully designed modular protocols. We provide PAS’ constituent primitives in detail, prove its security properties following the universally composable (UC) framework, and present experimental results to demonstrate its feasibility and scalability.

Exploring User Perspectives of and Ethical Experiences With Teletherapy Apps: Qualitative Analysis of User Reviews.

Teletherapy apps have emerged as a promising alternative to traditional in-person therapy, especially after the COVID-19 pandemic, as they help overcome a range of geographical and emotional barriers to accessing care. However, the rapid proliferation of teletherapy apps has occurred in an environment in which development has outpaced the various regulatory and ethical considerations of this space. Thus, researchers have raised concerns about the ethical implications and potential risks of teletherapy apps given the lack of regulation and oversight. Teletherapy apps have distinct aims to more directly replicate practices of traditional care, as opposed to mental health apps, which primarily provide supplemental support, suggesting a need to examine the ethical considerations of teletherapy apps from the lens of existing ethical guidelines for providing therapy. In this study, we examined user reviews of commercial teletherapy apps to understand user perceptions of whether and how ethical principles are followed and incorporated. We identified 8 mobile apps that (1) provided teletherapy on 2 dominant mobile app stores (Google Play and Apple App Store) and (2) had received >5000 app reviews on both app stores. We wrote Python scripts (Python Software Foundation) to scrape user reviews from the 8 apps, collecting 3268 user reviews combined across 2 app stores. We used thematic analysis to qualitatively analyze user reviews, developing a codebook drawing from the ethical codes of conduct for psychologists, psychiatrists, and social workers. The qualitative analysis of user reviews revealed the ethical concerns and opportunities of teletherapy app users. Users frequently perceived unprofessionalism in their teletherapists, mentioning that their therapists did not listen to them, were distracted during therapy sessions, and did not keep their appointments. Users also noted technical glitches and therapist unavailability on teletherapy apps that might affect their ability to provide continuity of care. Users held varied opinions on the affordability of those apps, with some perceiving them as affordable and others not. Users further brought up that the subscription model resulted in unfair pricing and expressed concerns about the lack of cost transparency. Users perceived that these apps could help promote access to care by overcoming geographical and social constraints. Our study suggests that users perceive commercial teletherapy apps as adhering to many ethical principles pertaining to therapy but falling short in key areas regarding professionalism, continuity of care, cost fairness, and cost transparency. Our findings suggest that, to provide high-quality care, teletherapy apps should prioritize fair compensation for therapists, develop more flexible and transparent payment models, and invest in measures to ensure app stability and therapist availability. Future work is needed to develop standards for teletherapy and improve the quality and accessibility of those services.

The role of professional identity and job satisfaction in paediatric nurses' intention to remain employed amidst the COVID-19 pandemic.

The COVID-19 pandemic has significantly affected nursing, as nurses are crucial in providing healthcare services. Understanding the factors influencing nurse retention is essential for maintaining a strong and long-lasting workforce because nurse retention is becoming increasingly complex. This study aimed to investigate the influence of professional identity and job satisfaction on the intention to remain employed while also evaluating the levels of professional identity, job satisfaction, and intention to stay among paediatric nurses amidst the COVID-19 pandemic. This correlational and descriptive study included a stratified sample of 257 paediatric nurses and was guided by the STROBE checklist. Data were collected through valid and reliable questionnaires, which included a nurses' professional identity scale, job satisfaction survey, intention to stay scale, and a demographic questionnaire. Data collection was conducted from January to April 2022. The study was approved by the ethical research committee at the Nursing Faculty - Mansoura University, ensuring adherence to the Helsinki Declaration. The paediatric nurses reported elevated professional identity, moderate job satisfaction, and moderate intention to stay employed with mean scores of 80.35 ± 13.22, 113.70 ± 19.58, and 8.40 ± 3.55, respectively. Multiple regression explained 13.0% of the variation in paediatric nurses' intention to remain employed (F = 18.50, p < 0.001). Professional identity positively correlated with the intention to stay (β = 2.69, p = 0.008). Job satisfaction also had a positive relationship with the intention to stay (β = 3.49, p < 0.001). Healthcare managers should focus on professional identity strategies such as supportive work environments, growth opportunities, and valuing paediatric nurses' contributions. Implementing interventions such as fair compensation, support, and rewards can enhance paediatric nurses' retention and quality of patient care.

Medicalisation of Ayahuasca as a Depression Treatment

This paper examines the possible consequences of medicalising the psychedelic Ayahuasca to be used as a treatment for depression. Through a science and technology studies (STS) understanding of the social construction of scientific facts, I consider how traditional indigenous uses of Ayahuasca are translated into Western medicine. Two special points of attention are: (1) the cultural reductivism entailed in the standardisation of the active substance of Ayahuasca (DMT), understood through Martin’s (2000) analysis of neuroreductivism in Western medicine, and (2) the issue of biopiracy, wherein biological resources are appropriated without fair compensation for indigenous communities. In conclusion, I suggest that the dangers of medicalising ayahuasca boil down to an unjustified hierarchy of scientific knowledge over indigenous knowledge systems, which might lead to serious consequences also for the effectiveness of the proposed treatment. Keywords: Medicalization, Ayahuasca, Neuroreductivism, Biopiracy

The Concept and Types of Liability in Russian Civil Law

The paper describes the results of the study of the concept of liability under the civil law of Russia as it is reflected in the current legislation of the Russian Federation. The authors proceed from the fact that such an approach to the study of civil law phenomena, including liability, is constructive, since the phenomena under examination are investigated first in the context of de lege lata, and then in the context of de lege ferenda. Research in the aspect of de lege lata involves identification of the legislator’s understanding of the content of the category of liability under civil law that is expressed in the current civil legislation. It is emphasized that the interpretation of liability in the aspect of de lege lata can be used in the interpretation and application of current legislation. The understanding of liability expressed in the legislation should be mainly used in the interpretation of the truth before the purely theoretically cognizable essence of responsibility under civil law, and the theoretical essence of responsibility should be taken into account when making amendments and additions to the current legislation. The paper critically assesses the tendency to cumulate liability measures by introducing such new types of liability as fair compensation (Article 65.2 of the Civil Code of the Russian Federation) and compensation for damage (Article 16.1 of the Civil Code of the Russian Federation). The authors criticize the attempts of the judiciary to legalize such a type of liability as compensation for causing reputational damage to legal entities through its own practice (and not through the legislative process). The authors conclude that it is possible to distinguish between liability measures and other civil law methods provided for by the current legislation of the Russian Federation, which does not exclude the need for its further improvement both in terms of the development of general provisions and in relation to the regulation of individual civil liability measures

Unraveling the Impact of Job Stress, Work-Life Balance and Work Environment on Job Satisfaction: A Study on Malaysian Anti-Corruption Commission Investigation Officers

The study examines the challenges faced by Investigation Officers (IOs) at the Malaysian Anti-Corruption Commission, with an increasing number of cases impacting their job satisfaction. Despite this, there have been limited studies looking into how job stress, work-life balance, and work environment impact IOs' job satisfaction. Thus, a study takes place to investigate the impact of job stress, work-life balance, and work environment on their satisfaction. Questionnaires were distributed to 164 respondents from MACC Headquarters in Putrajaya and MACC’s states’ offices and analyzed using SPSS V23. Multiple regression analyses were conducted and results showed a positive relationship between work-life balance and job satisfaction, and negative relationships between job stress and job satisfaction, as well as work environment and job satisfaction. The study recommends the MACC's management team consider improvements in career paths, fair compensation, and rewards to enhance job satisfaction among IOs. It also suggests promoting better communication between IOs and the agency to address their needs and maintain a healthy work-life balance.

Effects of gender on work-life balance satisfaction among trauma surgeons: A survey study

BackgroundPhysician burnout rates are rising. Because dissatisfaction with work-life balance (WLB) is associated with burnout, improving this balance is a key solution. This cross-sectional survey study aims to evaluate factors associated with WLB in trauma surgeons, stratified by gender. MethodsThis is a secondary analysis, studying gender, of a AAST survey evaluating predictors of WLB in trauma surgeons. Survey topics include demographics, clinical practice, family, lifestyle, and emotional support. Subgroups were analyzed independently; primary outcome was WLB satisfaction. Results292 AAST members completed the survey. Responses were stratified by gender (29% females, 71% males). Independent predictors of WLB satisfaction are:Females: more awake hours at home, having a job well-suited for them, better about meeting deadlines.Males: comfortable declining new tasks, fair compensation, healthy diet, workplace emotional support. ConclusionFactors associated with WLB satisfaction in trauma surgeons are different based on gender. This information may help trauma surgeons mitigate burnout.

Infection preventionists in public health, consultant and academic roles: Results from the 2020 APIC MegaSurvey

Infection preventionists (IPs) work and practice in a variety of roles across many practice settings. While the health care-based IP role has been well studied, less is known about IPs who work in public health, consultant, and academic roles. Data were collected as a subset of the Association for Professionals in Infection Prevention and Control and Epidemiology 2020 MegaSurvey. Descriptive and bivariate analyses were performed to compare the responses of 147 IPs working in public health, consulting, or academic roles. Respondents identified their primary IP role as public health (40%), consulting (39%), or academic (21%). Most were White and non-Hispanic females working in long-term care, acute care, and outpatient settings. Most had over 11 years of experience in health care before IP, with nursing being the most common. More consultants were certified in infection control (74%). While half of the respondents in public health reported being certified in infection control, and a third had 6 or more years of experience in infection prevention and control, they reported the lowest annual salary and satisfaction with total compensation. These findings highlight the characteristics and contributions of infection prevention and control in nontraditional roles and settings. Certification and fair compensation are crucial factors for professional development and job satisfaction. These insights can guide future education, recruitment, and retention strategies for IPs in public health, consulting, and academic roles.

The effect of organised hypocrisy: Compensation committees and fair compensation in the Ghanaian mining industry

• This study explores how compensation committees are implicated in inconsistencies between talk, decisions, and actions which undermine fair compensation as well as the effect of such inconsistencies on mining companies. • The study suggests that mining companies use inconsistencies between talk, decisions, and action with respect to compensation committees to facilitate, manage and defend unfair compensation. • The study reveals four effects of organised hypocrisy. Namely, organised hypocrisy can be a source of dysfunction, function, aid, and pose a threat to legitimacy. Compensation committees are established by mining companies to negotiate fair compensation on behalf of farmers. However, prior studies suggest that compensation packages are considered unfair by farmers. The failure of compensation committees to deliver fair compensation can signal inconsistencies between espoused ideals and action. The aim of this study is to explore how compensation committees are implicated in inconsistencies between talk, decisions, and actions which undermine fair compensation as well as the effect of such inconsistencies on mining companies. We rely on data collected from a mix of qualitative interviews with various stakeholders and secondary documents. Drawing on the theory of organised hypocrisy, the findings suggests that mining companies use inconsistencies between talk, decisions, and action with respect to compensation committees to facilitate, manage and defend unfair compensation. We contribute to studies on organised hypocrisy in revealing four effects of organised hypocrisy. Namely, organised hypocrisy can be a source of dysfunction, function, aid, and pose a threat to legitimacy.

Poster (Health Services, Economics and Policy Change) ID 2001712

Background/Objectives Collaborative research with community members has been identified as “one of the best ways to support rapid application of research evidence” by focusing research to the needs of users. As funders and researchers rush to bridge the gap in healthcare delivery, there arises a need to build on integrated knowledge translation (IKT) best practices to support equitable PLEX compensation. This research will help determine the monetary value of PLEX when participating in research. Methodology An environmental scan of healthcare funders, institutions and organizations patient partners /lived experience compensation rates in Canada, United States, and select countries from 2010-2023 provided a baseline data set. A systematic scan of published literature and grey literature of this nascent field, PLEX compensation rates was synthesized from this analysis and aligned with the SPOR guidelines. A third party conducted a check of the data abstraction to ensure high data quality. Results Early results indicate a wide range of patient compensation rates from $40-200 a session with limited information on SCI-specific compensation. Conclusion This research provides a rationale for fair and equitable compensation of PLEX, with a compensation matrix based on the level of engagement.

The Work that Work does: How intrinsic and instrumental values are transformed into relational values through active work participation in Swiss community supported agriculture

Abstract Community supported agriculture (CSA) is an alternative food network that aims to enable sustainable and just food production by bringing consumers and producers together. One version of CSA (Solidarische Landwirtschaft in German or Solidarity Agriculture) requires active labour participation of members as part of the subscription price. This paper uses a relational values approach to explore what motivates members to join and participate in solidarity agriculture cooperatives and how the experience of participation changes their values and behaviour. Qualitative interviews were conducted with 21 members of three co‐operatives and analysed using a grounded theory approach. Specifically, we applied the Syntax of Environmental Values Framework, developed by Deplazes‐Zemp and Chapman. Results show that members typically hold strong intrinsic values regarding fair compensation for farmer's work and local environmental sustainability and instrumental values regarding food quality and healthy eating. We found that participation and work practices at the cooperative added to and changed values and behaviour through new relational connections to food, farmers and to nature via the agricultural landscape. These findings provide new insight into the ways that relational values can be adopted and more broadly on the relationship between values and behaviour. This paper concludes that values, especially relational values, can form and change through lived experiences. Our results can help guide programs aiming to foster pro‐environmental values in a local population by highlighting one possible mechanism to do so. Read the free Plain Language Summary for this article on the Journal blog.

Effect of competence and compensation on work motivation: Moderation of performance appraisal

Effective public services hinge on adept human resource management in government, yet challenges persist. Chief among them is the lack of employee motivation and competence, impacting service quality. Bolstering work motivation and competence is crucial, alongside fair compensation and unbiased performance evaluations. Recognizing and harnessing employee motivation is key for optimal public service. This study delves into how performance appraisal moderates the effects of competence and compensation on work motivation in ASN employees of Balai Besar Pelaksanaan Jalan Nasional Jawa Timur – Bali in Bali Province. Employing a quantitative approach, the research explores the interplay between competence, compensation, performance appraisal, and work motivation. Targeting ASN employees within the specified unit, the study employs saturated sampling, yielding 92 respondents. Data collected through questionnaires undergoes Moderated Regression Analysis (MRA) using IBM SPSS Statistics 25, following classical assumption tests. Findings reveal the positive impact of competence on work motivation; enhancing competencies heightens motivation. Similarly, higher compensation positively influences work motivation. Surprisingly, performance appraisal does not moderate the effects of competence or compensation on work motivation. Competence, compensation, and performance appraisal collectively shape individual work motivation within the organization. In conclusion, enhancing public service quality requires addressing employee motivation and competence issues. The study underscores competence and compensation as vital drivers of work motivation, while indicating a limited role for performance appraisal moderation. Elevating these aspects can substantially enhance public service efficiency and efficacy, benefiting both government bodies and the communities they serve.

Motivating Employees through Job Design and Compensation: An Observation

This study aims to examine the relationship and impact of job design and compensation on employee motivation. It is based on primary data obtained by distributing questionnaires to 15 Nepalese business organizations. The results show that job design has a significant positive relationship with employee motivation. In the same way, the results demonstrate that compensation has a significant positive relationship with employee motivation. In fact, employees who think their jobs are well-designed are highly motivated at work. Moreover, employees are highly motivated at work when they perceive a fair and efficient compensation system. Therefore, to enhance employee motivation, organizations must redesign job policies and foster employee trust. They also need to develop trusting compensation and incentive systems for their employees to increase employee motivation.

Are sustainable and innovative enterprises more equal in rewarding their women?

The strategic importance of innovation and sustainability for business success is widely emphasized in the literature. To the best of our knowledge, no in-depth analyses have been developed to understand if there is a relationship between companies' engagement in innovative and sustainable projects and their attitudes towards implementing fair compensation and reward systems, given that this point is generally acknowledged to be critical, especially with regard to women. In this article, we pose the following research question: “Do sustainable and innovative companies reward their women equally, compared to men?” and test two hypotheses. The first recognizes the fact that innovation and R&D areas are still male-dominated, increasing the level of inequality in women's compensation, as measured by the gender pay gap (GPG), i.e., the average difference in pay between men and women, so we posit: “There is a positive relationship between innovation and the GPG”. As for the second hypothesis, in line with the ongoing debate on sustainable human resource practices, we expect that companies with a sustainability agenda will reduce their GPG so that “There is a negative relationship between sustainability and GPG”. We analyzed data from the Italian Business Census to test our hypotheses. The results show that the first hypothesis is confirmed, while the second is only partially confirmed. On this basis, policy implications and future research directions are identified.

The impact of involuntary resettlement on households’ livelihood: A case study of railway infrastructure induced resettlement in South Wello zone of Amhara Region, Ethiopia

The research paper investigates the impact of involuntary displacement on households' livelihoods due to railway infrastructure development projects in Ethiopia. The number of people being displaced due to land acquisition, including railway transportation, has been increasing, and the constitutional provision for compensation and resettlement is often inadequate to alleviate the negative effects of displacement. The study employs a quasi-experimental design with propensity score matching (PSM) to examine the impact of railway infrastructure on households' livelihoods in the South Wello Zone, Ethiopia. The study uses household surveys, key informant interviews, and focus group discussions. The results reveal that involuntary displacement due to a railway project significantly and negatively affects displaced households' livelihoods, including a decrease in income, financial instability, loss of natural resources, and social disintegration due to insufficient compensation payments. The study recommends implementing comprehensive and sustainable compensation and resettlement programs, constructing nearby resettlement environments, involving affected households in decision-making, and mitigating environmental impacts. Local governments should provide alternative packages and fair compensation, and feasibility studies should prioritize households' livelihoods, consider environmental and social impacts, and view involuntary displacement as a last resort.