Level Of Remuneration Research Articles

Remuneration and Recruitment of Study Participants for AD Cohort Studies From the General Public and From Minority Communities.

Offering remuneration for participation in studies of aging and Alzheimer Disease (AD) may improve recruitment, particularly among minoritized and low-income groups. But remuneration may also raise ethical problems and reduce altruistic motivations for participation. A nationally representative sample of Americans (N=2030) with large (N=500) Black and Hispanic oversamples was asked about willingness to participate in a longitudinal AD cohort study after random assignment of remuneration ($0, $50/visit, $100/visit). Respondents were then asked about their perceived burden, risks, and societal contribution from participation. An offer of remuneration increased willingness to participate, with no difference between $50 and $100. The increase was similar across racial, ethnic, and income groups. Remuneration did not affect perceived risks or altruistic benefits. Compensation caused Whites and Hispanics, but not Blacks, to lower the perceived burden. Modest levels of remuneration are likely to improve recruitment to AD research studies without causing collateral ethical or motivation problems. Remuneration does not differentially enhance minority recruitment.

Environmental factors in the development of game sports in the Ivano-Frankivsk region

The development of the physical culture and sport sphere of over the past year has undergone serious upheavals. This makes it necessary to study the issue of the activities the subjects of the game sports development in modern conditions and to determine the factors of the external environment that affect this process. Purpose: to determine the factors of the external environment (with the help of the PEST-analysis method) those affect the development of game sports and the corresponding activity of the regional branches of the federations in the Ivano-Frankivsk region. Methods: theoretical analysis and generalization of data from scientific and methodological literature, expert survey, methods of mathematical statistics. 13 experts were involved to the study, which representing the subjects of game sports development in the Ivano-Frankivsk region. The results. The PEST-analysis method was used with the separation of blocks: politics, economy, society and technology. The application of the PEST-analysis method to study the factors of the external environment that affect the game sports development in the Ivano-Frankivsk region indicated that the following ones have the greatest negative impact: military aggression from the rf and martial law in Ukraine, a vertical management system, the use federations for political PR, high level of corruption, insufficient funding and level of remuneration, inflation and economic crisis, lack of social interest, lack of innovation. The greatest positive impact was noted for the following factors: popularization of a healthy lifestyle, non-involvement in political life, activities of the federation's leadership in the sport sphere, construction of sports facilities, optimization of the taxation system, parents' wishes and vision of child development, implementation of world practices and digitalization. Conclusions. On the basis of the PEST-analysis were determined the factors of the external environment which affecting the game sports development and the corresponding activity of the regional branches of the federations in the Ivano-Frankivsk region. They are grouped according to the main blocks of politics, economy, society and technology.

IMPACT OF TEAMWORK ON THE PERFORMANCE OF THE EMPLOYEES IN THE NON-GOVERNMENTAL SECTOR

Teams are considered one of the most important components in today's corporate world. As a result, employee productivity and the company's overall performance are suffering. Lebanese NGOs, which are notoriously bad at collaborating, are in particular need of this kind of assistance. Thus, the main purpose of this research is to investigate the importance of cooperation in the workplace and find out what is needed to create an ideally productive and efficient team in the workplace. Managers and leaders understand the importance of collaboration in the workplace when it comes to achieving company goals and objectives. To collect the most important information from respondents, Google Docs used a standard questionnaire that was sent via email. The survey was distributed over 300 respondents to collect data, and only 250 respondents answered the questionnaires. The data was analyzed using the SPSS statistical tool to generate the results. As a result, the NGO that uses collaborative methods in the workplace performs better than the NGO that does not. It was discovered that NGOs gain from greater cooperation due to improved communication. Compensation plans improve the performance of teams in non-profit businesses, according to research. Researchers have found that higher levels of remuneration in the workplace are associated with higher levels of team performance. This implies that when the NGO's goals are achieved, the efforts of a team should be recognized and rewarded.

Performance management assessment in agriculture organisations (using factorial parameters case of Albania)

The relevance of the study is determined by the need to identify solutions to increase the productivity of agricultural and food enterprises in Albania and to improve their production. The purpose of the study is to analyse the production of agricultural and food products, the level of remuneration of agricultural workers, the impact of state financial assistance on production volumes, and to provide proposals for increasing productivity in the agricultural sector. The methodological approach is based on: statistical analysis, the analogy method, graphical method, method of logical generalisation. The key findings are the substantiation of the expediency of mechanisation in the production of agricultural products, and an increase in the budgetary financial support and the wages of employees to boost the productivity of agricultural enterprises, reducing the dependence on imported goods and increasing the export of Albanian agricultural products to the world markets. The authors confirmed that to enhance the productivity of agricultural and food enterprises, it is necessary to focus on raising the wages of workers, mechanising production, and expanding the area of irrigated land. This will raise the competitiveness of Albania's agricultural and food products to a new level and increase its exports to the world markets. The findings of the study and the conclusions formulated on their basis are of practical importance for the managers of agricultural and food enterprises in Albania when developing measures to increase the productivity of workers, as well as for the government of the country when approving the areas of financial support for economic activities

The healthcare system personnel provision as a prerequisite for the transition to the knowledge economy

One of the basic principles of the knowledge economy is the availability of labor resources. This principle is especially important for the healthcare system, where the life and health of people depend on the qualifications and skills of doctors. In Russia, as in many other countries, there is a shortage of doctors, which has worsened during the COVID-19 pandemic. The purpose of the study is to analyze the staffing of the Russian healthcare system, on the basis of which to propose ways to overcome the shortage of personnel in it. Traditional methods of quantitative analysis were used in the work. Secondary data from the information and analytical system of the Federal State Statistics Service of the Russian Federation served as data sources. The study of the personnel component of the health care system in Russia revealed that the shortage of personnel is typical, first of all, for regions with a low standard of living of the population. There are also disproportions in the various specialties of training. In general, the Russian health care system is characterized by a low level of remuneration with its high intensity. The Russian Government is making significant efforts to eliminate the problem, but these measures do not give the expected effect. The practical significance of the work lies in the development of specific recommendations for the authorities to address the shortage of personnel in the health care system. As measures, it is proposed to use the Soviet experience of planning in the health care system (centralization of planning). At the same time, it is worth paying attention to the best practices of other countries. Only using an integrated approach, it is possible to overcome the problem of shortage of personnel in Russian healthcare and make the transition to a knowledge economy.

ПРОБЛЕМИ З РІВНЕМ ОПЛАТИ ПРАЦІ ЯК ЧИННИКОМ МОТИВАЦІЇ ПЕРСОНАЛУ В ІНДУСТРІЇ ГОСТИННОСТІ УКРАЇНИ

The issues of motivation, satisfaction and engagement of employees of the hospitality industry are central to management in the specified area, since business performance in the hospitality industry is characterized by a high level of dependence on the available human capital and, in particular, its personal qualities, skills, professionalism and administrative abilities. That is why it is vitally important for any business entity in the specified field to ensure effective personnel management and the formation of effective systems for its stimulation. The factor of remuneration of the personnel of the hospitality industry is in the field of view of both domestic and foreign scientists, which proves the universality of the specified problem for the global economic sector. However, with all the activity of researchers of the systems and factors of labor motivation in the hospitality industry, little attention is currently paid to the issue of the level of remuneration in the industry, especially in the domestic scientific field. Instead, it is the level of remuneration in the industry as a whole that is not only a motivational factor for certain individuals, but also a significant incentive for its general development, building up personnel potential, reducing the turnover rate, etc. The purpose of the study is to analyze the pay level in the field of hotel and restaurant business as a factor of staff motivation. Methods. The study analyses the pay level of personnel in the hospitality industry, following the data of the official statistics, according to the criteria of gender and profession. Systematization methods are used to select the key indicators in accordance with the selected criteria, the statistical frequency calculation method is applied to develop the distribution series of the studied indicators, as well as the methods of structural analysis and analytical study of data are implemented to process the materials of the domestic job search portal. The results. The article offers a critical review of the research on the pay level in the hotel and restaurant business as a motivational factor for productive work. The study presents a comparative and analytical assessment of the indicators of remuneration of the hospitality industry in relation to other spheres of economic activity. It suggests the constructed interval series of the distribution of the wage index of the employees of the hotel and restaurant business of Ukraine according to the criteria of gender and professional group. The paper provides a structural analysis of employment in the hospitality industry according to the criteria of gender and formal employment. The findings of the research identify the vacancy market of the hospitality industry of Ukraine during the full-scale war and the key problems with wages in the industry.

PENGARUH UPAH KERJA TERHADAP KINERJA KARYAWAN PADA YAYASAN INSAN MEGA MULIA BREBES

Human resources play an important role in a company, because the human factor (employees) is the prime mover in every activity within the company, because employees carry out company activities from planning, implementing, to controlling every activity and activity of the company. This study aims to determine the effect of wages on employee performance at the Insan Mega Mulia Brebes Foundation. The research conducted was descriptive quantitative research. The population in this study were employees who worked at the Insan Mega Mulia Brebes Foundation. Sampling using saturated sampling technique, with a total sample of 18 respondents. The data collection method in this study used a questionnaire. The method of data analysis in this study uses descriptive statistics using scores, percentages, and tables. Based on the analysis that has been done, it can be concluded that wages have an effect on employee performance. This can be seen from the average percentage of the wage variable as much as 85% positive response and the employee performance variable as much as 97% positive response given by respondents. This shows that the better the level of remuneration by the company, the better the level of employee performance. The results of this study indicate that wages affect employee performance.

Remuneration level of security guards from Samburu community working in Nairobi

This study investigated the remuneration level of security guards from Samburu Community working in Nairobi. The study adopted, as its theoretical framework, the Interests Theory of human rights as described by Raz. In examining these issues, the study looked at the following indicators, which provided evidence for granting or non-granting of employee rights: shelter, diet and investments made by the employees; existence of job contracts, insurance cover, retirement benefit plan and health cover; membership to a trade union; promotion at work and salary increment; and the nature of equipment and training for the job. The study involved all security guards from the Samburu community working in Nairobi as the population of study and individual security guards as the unit of analysis. Five areas of the city, that is, Westlands/Kabete, Lavington/Kangemi/Waithaka/Muthaiga/Thika Road, Karen/Lang’ata, South C/South B and Embakasi, were marked out as the places from which the study sample was taken. The study adopted a survey design, and data was collected through questionnaires, which were applied to 200 security guards who had been randomly selected from 5 administrative clusters in Nairobi. The findings indicated that security guards were poorly remunerated. It recommended that the government of Kenya enforce a minimum salary of at least at the level of maximum un-taxable income and proper job contraction for security guards.

Remuneration level of security guards from Samburu community working in Nairobi

This study investigated the remuneration level of security guards from Samburu Community working in Nairobi. The study adopted, as its theoretical framework, the Interests Theory of human rights as described by Raz. In examining these issues, the study looked at the following indicators, which provided evidence for granting or non-granting of employee rights: shelter, diet and investments made by the employees; existence of job contracts, insurance cover, retirement benefit plan and health cover; membership to a trade union; promotion at work and salary increment; and the nature of equipment and training for the job. The study involved all security guards from the Samburu community working in Nairobi as the population of study and individual security guards as the unit of analysis. Five areas of the city, that is, Westlands/Kabete, Lavington/Kangemi/Waithaka/Muthaiga/Thika Road, Karen/Lang’ata, South C/South B and Embakasi, were marked out as the places from which the study sample was taken. The study adopted a survey design, and data was collected through questionnaires, which were applied to 200 security guards who had been randomly selected from 5 administrative clusters in Nairobi. The findings indicated that security guards were poorly remunerated. It recommended that the government of Kenya enforce a minimum salary of at least at the level of maximum un-taxable income and proper job contraction for security guards.

ІНТЕРГАЦІЯ УКРАЇНИ У СВІТОВИЙ РИНОК ПРАЦІ

The article examines the international labor market and presents the place of Ukraine in its system. The main reasons and the main factors that determine the strengthening of the territorial migration of the population are shown. The problems of migration processes caused by the economic crisis, unemployment, low living standards of the population and political instability are considered. The influence of socio-economic processes of labor market integration through the activation of the activities of transnational corporations, the development of offshoring and foreign trade, and the strengthening of labor migration is studied. Special attention is paid to the effects of these processes on the development of the national labor market. The results of the study can be used for further analysis of the peculiarities of Ukraine’s integration processes into the global labor market. A characteristic feature of the modern world economic system is the uneven distribution of labor and production capacity within national economies. Thus, in particular, in some countries or often entire regions with a high level of natural population growth, there is a low level of production, which leads to the formation of a stable unemployment rate (for example, countries in Africa, Southeast and Central Asia), and, conversely, a number of countries with low levels of natural population growth, such as most countries in Western Europe and North America, are characterized by a high level of production, which reveals the problem of labor shortages. This factor, as well as the differentiation that accompanies it, in the level of remuneration are fundamental in the formation of international migration flows of labor in the modern world economy.The emergence of the opening of the Ukrainian society will surely attract more involvement of Ukraine in the international economy by a lot of force. The transition to market economics creates real minds for the development of the labor market. One of the important features of the state is the rapid growth of migratory practices both within the country and abroad.The state of market activity is carried out in the minds of acute crisis phenomena in economic, sociological and political life. The market transpartnership of Ukraine's ecology is carried out extremely unsubstantiatedly, which will lead to the emergence of negative phenomena, deepening of the state of haos. The feeling of the country's population neglecting is caused by two factors that threaten the physical and economic security: the unprecedented rise of banditry and the impending mass unemployment.

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An urgent issue is to conduct systematic studies of the education role in the Ukrainian labor market formation and functioning. The study�s purpose is to identify the existing prerequisites and determine directions for the educational sector development as one of the Ukrainian labor market defining subjects. For this, several complex tasks of a comparative analysis of Ukraine�s official statistical data in peace (2021) and war (2022) years are being solved. The general methodological orientation is to identify relative proportions, taking into account the martial law impact on the labor market and the statistical information reliability. Macroeconomic indicators of the Ukraine labor market are studied by the methods of structural and diversified intersectional comparison and statistical analysis of stochastic dependencies under uncertain conditions. Theoretical generalizations of changes in macroeconomic indicators and the interpretation for the future are based on the results of the structural-dynamic analysis. Under martial law, there was a reduction in supply and demand by almost 2 times against the backdrop of a significant increase in market imbalance. According to the results of the statistical data processing, the direction and form of education activation as a catalyst for the recovery and development of the economy of Ukraine are proposed. The initial direction in the current Ukraine labor market is to use the education potential to eliminate the jobs lacking. Providing knowledge to the unemployed to fill existing vacancies remains the education prerogative. The form of implementation of these directions is the diversification of education on the basis of public-private partnerships. The public-private institutional field appropriate adjustment in the form of training and qualification complexes (primarily in the vocational education area) is a step toward the public-private partnerships introduction in other economic sectors. Further research should be focused on finding ways to activate education as the labor market subject of forming quantitative and qualitative parameters. For example, in relation to the required and available qualifications of the unemployed, working conditions, and the level of remuneration.

ПРАКТИЧЕСКАЯ ЗНАЧИМОСТЬ СОВЕРШЕНСТВОВАНИЯ ОЦЕНКИ ТРУДОВЫХ РЕСУРСОВ В ТОПЛИВНО-ЭНЕРГЕТИЧЕСКОМ КОМПЛЕКСЕ

The article is about an analysis of the practical significance of improving the assessment of labor resources at PJSC Lukoil. Human resource analysis is important in an organization. With an increase in labor productivity, objective prerequisites for an increase in the level of labor remuneration are determined. Particular attention is paid to financial and economic indicators and concepts for improving the assessment of labor resources in the fuel and energy complex

Exploring Local Labor Markets and Knowledge Spillover from a Spatial Perspective

Relevance. Cities serve as vital hubs for socioeconomic activities, fostering convergence in local labor markets characterized by high productivity, premium wages, and knowledge spillover. Jakarta Metropolitan, as Indonesia's economic center, embodies these advantages, prompting the need for a spatial investigation of their regional association. Research Objective. This study examines the unique attributes of the labor market in the Jakarta Metropolitan Area. The analysis encompasses anomalies such as the impact of premium wages on local labor productivity and the influence of education levels, as a proxy for knowledge spillover, on urban labor productivity. Data and Methods. Utilizing microdata from Sakernas and macrodata from BPS for 2017-2019, this study offers a comprehensive analysis of the Jakarta Metropolitan Area. By synthesizing cross-level data, the intricate interplay between productivity, wages, and area size becomes evident, particularly the tendency for skilled individuals to gravitate toward larger urban centers. Employing spatial regression, the analysis takes into account local characteristics in regions. Results. Density and education have a positive correlation, while the number of holders of bachelor's degrees has a surprisingly negative impact on productivity. Notably, higher aggregate education levels enhance regional productivity throughout the Jakarta Metropolitan Area, except for highly educated individuals. The level of education influences the minimum wage in a region, driven by spatial disparities in the educational infrastructure and quality. The number of educated people also influences wages in and across regions, prompting migration to regions with higher salaries. Conclusions. By integrating microdata and macrodata and employing spatial regression techniques, this study shows the connection between education, productivity, and regional dynamics, particularly in the Jakarta Metropolitan Area. These findings challenge the assumption that possessing a high level of education guarantees higher productivity and remuneration, demonstrating the need for education reforms that align with labor market demands and bolster the economy.

‘I do enjoy the work, but I think the wages in the jails are shocking’: Analysing prisoner wages as a pain of imprisonment using Foucault's artifice

Until now, wages in prison and the meanings associated with them have been relatively overlooked within penology. This study analyses findings from a research project conducted between 2019 and 2021 that explores multiple meanings attached to prisoner wages. Through the analysis of 29 semi-structured interviews were conducted with a cohort of purposely selected people in custody across three prisons in Scotland, this study provides unique and rich insights into prison wages. Themes analysed include comments relating to wage rates and what emerges as a particularly tenuous link between wages within and outside prison. Receiving a weekly wage close to the hourly UK minimum wage was seen as an integral part of the life in prison and compounded feelings of detachment to life outside of prison. Our findings also indicate that sentiments associated with prison wages are significantly shaped by pre-prison experience of wages. The impact of imprisonment in relation to prison wages are stratified by income, given the differences in experience related to pre-prison employment and wage levels. Our paper also situates prison wages within a wider context through engaging with Foucault's notion of ‘artifice’ which served to develop an understanding of the logic behind the low levels of remuneration for prison work. Our study has relevance in all prison jurisdictions where people in custody receive wages significantly less than local minimum wage legislation or sectoral tariffs would normally dictate.

Методический подход к достижению баланса интересов сельскохозяйственных организаций, их работников и государства

The state is interested in increasing the volume of agricultural production, but state support for agricultural production is limited. The activity of agricultural organizations is profitable, but the achieved level of profitability is still insufficient for a significant expansion of production. The low level of remuneration of agricultural workers does not create sufficient incentives for labor productivity growth. The use of the profit factor model constructed by the authors makes it possible to create a basis for the formation of vectors of interests of the state, producers and workers in one direction in such a way that state support creates the possibility of additional labor costs. Subject to compliance with the requirement of a faster rate of labor productivity growth, this will contribute to the growth of profits of commercial agricultural organizations received from an ever-increasing volume of production.

Investments in human capital in agriculture

The efficiency of the functioning of agricultural enterprises largely depends on the effective use of the labor potential available to the enterprise. Labor capital defines the basis for the formation of labor potential. Labor capital depends on the acquired skills, knowledge, and skills in the process of professional retraining, training, and self-education. At the same time , the condition for the effective realization of an individual 's labor potential is his biophysical potential , his tendency to bad habits , or vice versa , commitment to a healthy lifestyle . The efficiency of the use of labor capital largely depends on the economic conditions of the habitat, the development of the health protection system, and the promotion of a healthy lifestyle among the population. The effective use of labor capital is also closely correlated with people 's motivation . In the presence of proper motivation, a person not only performs his professional duties more efficiently, but also strives for self-education, acquisition of new skills and abilities. Stable economic growth rates are possible with effective investments in human capital. Investments in human capital create prerequisites for career growth, a decent level of remuneration and a high quality of life.

РОЗВИТОК КАДРОВОГО ПОТЕНЦІАЛУ ПІДПРИЄМСТВА В СУЧАСНИХ УМОВАХ: ТЕОРЕТИЧНІ ТА ПРАКТИЧНІ АСПЕКТИ

The article considers theoretical aspects of the "human resources" concept and its development. In particular, approaches to the semantics of the "human resources" concept were given; the constituent elements of the enterprise’s human resources potential were characterized. There are: personnel, professional, physiological, qualification-intellectual, organizational, structural, cultural, moral, moral and psychological components. The components of ensuring the development of organization’s human resources were characterized. Among them are: financial, organizational, informational, motivational, scientific and methodological support. Attention was paid to practical aspects of the enterprise’s human resources development in modern conditions. In particular, the functions of human resources management (planning, organization, motivation, control) were characterized. The directions of improvement of human resources management were proposed, among them are: providing equal opportunities for promotion according to transparent criteria, creating conditions for the protection of personnel health and safety, providing opportunities for the growth of qualification level, development of staff competencies, creating a comfortable social and psychological microclimate in the team, matching the level of remuneration with the level of individual contribution to collective success, creating an atmosphere of trust in the team and individual units, forming a team spirit, etc. The need to include in the priorities of the company's policy and strategy – ensuring the development of personnel potential – is indicated. Systematic, permanent, but moderate personnel development should be included in the value set of the enterprise. Emphasis was placed on the need to unite the team not only by common goals, but also by common ideas of development. Special attention was paid to such a method of human resources development as mentoring, in particular, such types as mentoring-supervision, formal and informal mentoring, situational and "cross" mentoring. The advantages of this method were given in terms of a systematic approach to management (for a new employee, for a mentor, for the organization as a whole).

ՀՀ տեղեկատվական տեխնոլոգիաների ոլորտի կազմակերպություններում անձնակազմի մոտիվացիայի վրա ազդող գործոնների վերլուծություն / Analysis of Factors Affecting the Motivation of Staff in IT Companies of the RA

The Information Technology sector has been the fastest-growing and the most dynamic segment in the global economy over the past decade. Recognising its potential, the Government of the RA, on December 28, 2000, the government of the Republic of Armenia designated information technology industry as a priority sector for the contry’s economic development. The rapid advancements within this sector have reshaped the motivations driving IT employees, resulting in high work efficiency. Studies on traditional approaches to employee motivation, as well as specific research on the motivation of IT specialists in the RA, show that the work motivation of the employees of the RA IT sector and the influencing factors are constantly evolving. This makes it imperative for human resource management specialists and employers to monitor these changes. Taking into account that the level of remuneration for work in the IT sector is the highest in the RA, it is obvious that individual approaches to motivation are necessary. This includes regular reviews of incentive packages, as well as staying attuned to the latest trends in motivational systems employed by both local and international organizations. This paper is dedicated to the study of the characteristics of the work motivation of the employees in the RA IT sector and the identification of the factors affecting them.

Pengaruh Remunerasi dan Disiplin terhadap Peningkatan Kinerja Pegawai melalui Komitmen Pegawai pada Badan Pengawas Pemilu Jawa Timur

The purpose of this study is to determine the effect of remuneration and discipline on improving employee performance through employee commitment to the East Java election supervisory body. This research uses a quantitative approach with explanatory research. The data collection technique used in this study is the Google form. Data analysis was carried out through direct and indirect influence tests. This test was carried out using the bootstrapping method using smartPLS 3.0 and looking at the calculation of the total direct effect and indirect effect. The results of this study are in the form of a positive and significant influence of remuneration and discipline on improving employee performance through employee commitment to the East Java election supervisory body. This means that the higher the level of remuneration and discipline, the more employee commitment will increase so that it can improve the performance of East Java election supervisory body employees.

The Quality of Work, Family and Personal Life During Remote Work: Opinions of Russian Women

The object of the study, the results of which are presented in this article, is the quality of working, family and personal life. The subject of the study is the features of the quality of work, family and personal life of remote female workers who started working remotely during the COVID-19 pandemic. For women, most of whom have “dual employment” at work and at home, the relevance of assessing the quality of their work, family and personal life while working remotely is growing. The article analyzes the results of the author's survey of women who received their first experience of remote work during the pandemic. The authors come to the conclusion that the transition to a remote format basically did not affect the labor productivity and the level of remuneration of the women surveyed. Significant positive factors include: saving time for transport; the ability to combine work and household chores; the ability to independently plan work time, free schedule; the ability not to adapt to the dress code and corporate rules. Significant negative changes include changes that reduce the quality of working life: the boundaries between work and home are violated, overtime, there is no full disconnection and rest from work; lack of communication with colleagues; interfere, distract children, husband, other relatives; it is difficult to organize a workplace at home and it is difficult to motivate yourself to start working, it is difficult to concentrate. The highest differentiation in the frequency of choosing one answer or another is observed among respondents on the basis of “having children”. In general, such women find significantly fewer disadvantages than women who do not have children, or women whose age of all children is over 14 years old. The remote employment format for women raising young children is more likely to improve the quality of their work, personal and family life than vice versa. The hypothesis that dissatisfaction with remote work would be more common in the older age group was not confirmed.