Level Of Remuneration Research Articles

Проблемы эффективности человеческого капитала, формируемого в системе образования России

The paper hypothesizes that the quality of education in the country is decreasing, the existing education management system is not effective, and contributes to a decrease in the quality of education. To assess the hypotheses, the profitability of human capital formed in education systems according to Rosstat data on the amount of remuneration of workers with different levels of education was considered. It was found that in 2009-2013, an increase in the level of education ensured an increase in the level of remuneration - receiving a bonus for the years of study, but during this period the premium over the years of study steadily decreased. In 2015-2019, the premium for obtaining all types of education, except for higher education, was completely lost. The higher education award has dropped significantly. These phenomena indicate a drop in the quality of education. They are due to the low level of funding for education and the archaic command and control system of education management, based on the administrative and control style of management, the instruments of which are orders, binding standards and control.

Labor productivity modeling in the agricultural sector

The article examines the relevance of the study of productivity and wages, highlights the specificity of their relationship in the agricultural sector. On the basis of agricultural organizations of the Kursk region, an analysis of the dynamics of labor productivity in comparison with the dynamics of wages was carried out. A degressive model of wage growth has been identified that does not contain an incentive to increase the productivity of employees. On the basis of the constructed mathematical models for the growth of productivity and wages in agricultural enterprises of the Kursk region, conclusions are drawn about the imbalance of material motivation due to the fact that labor productivity increases in the form of a polynomial function with an increase in wages that is closer to a linear function. The thesis about the disproportions in the growth of productivity and wages was confirmed, and the need for corrective actions and the development of recommendations for both managerial decisions at the level of economic entities and for state regulation of the industry was substantiated. At the level of organizations, more active use of differentiated pay systems is justified, in which the level of remuneration will be directly related to the productivity of workers and the results that they contribute to financial indicators, as well as providing employees with the opportunity to participate in the capital of the enterprise and the distribution of profits with direct participation in organization management. Recommendations have been developed on the need to link the allocation of state support to the level of wages in the organization and more active use of methods of non-material incentives for managers and owners of agricultural organizations from the state.

Development of the Employee Remuneration System in Housing and Communal Services Organizations in the Russian Federation: Case of the Homeowners Association “Sokolnicheskaya Slobodka”

The article examines the modern employee remuneration system of organizations in the sphere of housing and communal services in the Russian Federation. By conducting an empirical study, it is shown that the existing system of remuneration has a number of shortcomings that negatively affect labor productivity and the quality of the provision of housing and communal services. To improve the remuneration system, according to the authors, flexible forms of remuneration have a high potential for implementation, which should motivate employees to increase the quality and timeliness of the provision of housing and communal services. It is important to integrate a flexible remuneration system based on the performance indicators of employees with digital technologies, which should provide transparency and fairness in the process of determining the level of remuneration and payroll.

ОБЕСЦЕНИВАНИЕ ПРЕСТИЖА ВЫСШЕГО ОБРАЗОВАНИЯ КАК ФАКТОР СНИЖЕНИЯ ЧИСЛЕННОСТИ ОБУЧАЮЩИХСЯ НА ЗАОЧНОЙ ФОРМЕ ОБУЧЕНИЯ

Higher education in Russia tends to devalue its importance in society. In the past, a person who had a higher education could count on a higher social position and a higher level of remuneration, while now self-employed citizens without education and representatives of working professions receive either the same income or an income higher than the income of those who have a higher education. Distance education has always been an alternative for those who have limited resources for full-time higher education, whether it is financial resources or time occupied by the main work. Now in Russia there is a decrease in the total number of students, as well as a decrease in the number of universities and their branches throughout the country. As it was found in the course of the study, the number of students in all forms increased by 14.6% or almost 700 thousand, and, mainly, the reduction affected those who studied by correspondence. In the context of Federal districts, it is worth highlighting the SFO, where there is the greatest reduction in the relative number of students in branches and in correspondence education. In absolute terms, the largest reduction in the number of students studying by correspondence is observed in the Central Federal district and the Volga Federal district. At the same time, there is an increase in the popularity of full-time and part-time education and a small increase in full-time students.

Academic literary translators: a happy ‘elite’ or not?

ABSTRACT Part of an ongoing research project mapping various segments of the Slovak translation industry, this follow-up study centres on investigating academic literary translators’ happiness at work. Although job satisfaction has been thoroughly researched in regard to various occupations, literary translators as an uneasy and marginal professional group have been somehow eschewed. The study aims to explore correlations between selected sociodemographic, occupational prestige variables and happiness at work (HAW) in a selected stratum of literary translators. Using the self-report data, the study employs contingency tables in order test several research hypotheses. The research reveals that, schizophrenically enough, the majority of academic literary translators exhibit fairly positive happiness styles despite their average status, influence, appreciation and low remuneration. We found an indirect relationship between time dedicated to translation and HAW. We also identified direct correlations between the academic literary translators’ status, the level of remuneration and HAW. The results of the study not only cast precious light on up until now under-investigated aspects of literary translators’ self-perceptions of the strands of their professional happiness, but can be used as a roadmap for exploring the selected correlations both in the same as well as different translatorial microhabitus in domestic and foreign translator landscapes.

The pressures for the remuneration of volunteer governors of UK educational institutions and the potential consequences

The members of the governing boards of schools, colleges which provide vocational education and training, and universities in the UK have traditionally been volunteers. In some contexts, however, for example, colleges in Northern Ireland, governors are now paid. Whether volunteer governors in other or all settings should be remunerated is the subject of debate. This article analyses the various aspects of that debate. It considers the nature of volunteering; the socio-political context of volunteering; and the growing momentum for the remuneration of governors of all UK educational institutions. The article also considers the arguments for and against governor remuneration, which include remuneration and: the way governors and the governing of educational institutions are valued; the visibility of governing; governor recruitment; the diversity of governing board membership; the quality of governing; the remuneration of other publicly funded agencies and organisations; the accountability governors experience in their role; the market for school governors; and whether a policy which implemented governor remuneration could be reversed. The article also considers aspects that would need to be resolved in practice: who would be paid and for what; the level of remuneration; the funding of governor remuneration; and the organisation of remuneration.

Gaslighting in Employee Remuneration As an Element of Management Culture in Modern Russia

This article analyzes the management culture of Russian companies, especially one of the methods of managing employees’ labor behavior — gaslighting. Gaslighting is a manipulation of human behavior based on psychological violence. To get the conclusion that gaslighting has become the norm in the management culture of Russian companies, the author analyzed the term “gaslighting” and compared this phenomenon with the situations in the corporate management strategies of various company managers. The purpose of the article is to analyze elements of the management culture of Russian companies, identify destructive manipulations of labor behavior, their impact on the level of staff remuneration, and assess the consequences of gaslighting in staff remuneration on the company’s viability and stability of its management system. Based on the generalization results, the author concludes that the use of specific techniques in company management causes significant harm, although, at first glance, one can talk about a positive effect, especially about saving financial resources. The regular creation of failures in the form of setting tasks that cannot be completed, due to the lack of real and objective opportunities, forms employees’ “learned helplessness syndrome”. Often, gaslighting is used when calculating employees’ salaries and is integrated into the payment system. The inability to get the desired remuneration reduces employees’ self-esteem, resulting in a loss of interest in the work. In this case, the situation when the employee is informed that the reason for his or her failures lies in himself/herself is especially harmful and dangerous (he or she did not try hard enough, did not make enough effort, and did not have the right qualifications or experience). The employee is convinced that something is wrong with him or her, comparing themselves with others who achieve and earn. In this case, the manager loses control over the situation with such a team member. When such employees become critically numerous in the company, one can talk about the loss of control over the company, which can lead to its degradation and decline.
 Keywords: motivation, manipulation, labor behavior management, incentive system, management style, national traditions, employee mentality

MOTIVATION MANAGEMENT AS THE KEY FACTOR OF FINANCIAL AND ECONOMIC GROWTH OF SMALL AGRIBUSINESS ENTERPRISES

The motivation mechanism is based on certain organizational and economic approaches. Its goal is to raise the people’s feelings deliberately, give them the opportunity to think actively, to show their abilities and inclinations, and to enrich themselves spiritually. It should take into account not only the state of socio-economic development, but also the financial growth of the economic entities of the country, a certain administrative unit, the mentality of the people, national characteristics as well as the possibility of their change. The methodological, theoretical, normative and generalized approaches of labor motivation at the small agribusiness enterprises have been outlined in the work. At the enterprise level we have taken into account the features of the industry, the organization and rate of labor, the level of material remuneration and the staff expectations. Another requirement for the motivation mechanism is the ability to change the key factors of influence according to the situation quickly.
 We have substantiated the problem of the formation and regulation system of the effective management motivation and its practical application in agribusiness. It has been proved that the support of the motivation mechanisms for productive and efficient labor in order to have an awareness of being the owners and masters of the production means and ensuring the personal interest of the agribusiness workers is very important. The desired results can be achieved only by combining the moral, material, industrial, social, and psychological stimuli.

Sociodemographic profile of intensive nursing and its relations with engagement and workaholism

The aim of this study was to analyze how sociodemographic variables explain the levels of engagement and workaholism in the work of intensivist nursing professionals. An exploratory study with quantitative approach to the data was adopted as a method, conducted with a non-probabilistic sample of nursing professionals working in adult intensive care services in public and private hospitals in the State of Rio de Janeiro. Descriptive analyses of the participants and Pearson correlations were performed between the variables explored through the Software Statistical Package for Social Sciences version 19.0. The results showed that the sociodemographic variables were weakly related or even not related to engagement and workaholism. It was concluded that the weekly workload was positively related to the levels of remuneration of the participants, and this with their schooling. It was also observed that the levels of education of intensivist nursing professionals did not establish a statistically significant relationship with the participants’ engagement indexes.

The criteria for choosing directions of smart specialization in the region (on the example of Kharkiv region)

When planning socio-economic development, the majority of European countries apply approaches set forth in the recommendations for choosing a smart specialization strategy. The methodology of smart specialization is a tool for finding the most competitive, unique sectors of a particular region of the country, the support of which may have a significant positive effect on meso- and macro levels. The article aims to analytically substantiate the criteria for choosing the priority spheres of the smart specialization of the Ukrainian economy on the example of Kharkiv region. This region demonstrates the highest increase in industrial potential and the highest level of innovation in Ukraine. According to the results of the authors’ studies, the trends of key indicators of socio-economic development are established. Among the types of economic activity in Kharkiv region, industry, agriculture, trade, and information and telecommunications are the most promising (from the position of smart specialization). The article empirically proves that the following are the main criteria for choosing directions of smart specialization (specific industries) in the industrial sector of the region’s economy: the innovativeness of products, the efficiency, the level of remuneration. In agriculture, effectiveness is the criterion for choosing smart specialization directions. Its level is reflected in productivity indicators and profitability of production. The choice of trade as a direction of smart specialization of the region is based on two criteria: the specialization in wholesale trade turnover of non-food products; the scale of the domestic component in wholesale trade turnover. The specialization of Kharkiv region in the most innovative segment of information and telecommunication programming, consulting, and related activities indicates the existence of a significant potential for the innovative development of this region.

МЕТОДИКА ОЦЕНКИ СОСТОЯНИЯ РЫНКА ТРУДА (НА ПРИМЕРЕ УРАЛЬСКОГО ФЕДЕРАЛЬНОГО ОКРУГА)

The development and use of a methodology for assessing the state of the labor market in the Ural Federal District, based on an index approach, allowed us to rank the studied regions in order to identify the situation in the labor market of the region. The aggregation of the labor market in the studied region showed that in the Sverdlovsk region the aggregated index of the state of the labor market has the greatest value – 0.649. According to this index, the Chelyabinsk region ranks second among four regions – 0.575. In the Tyumen region – 0.558. The situation on the labor market in these regions can be described as prosperous with a high potential for the development of the labor market. The index takes the lowest value in the Kurgan region (0.277), where a slight lag in this indicator is recorded. To increase the development potential and improve the labor market situation in these regions, it is necessary to improve the organizational conditions and optimize the tools of the regional labor market regulation policy. Social partnership plays a huge role in the implementation of measures aimed at promoting employment of the population. Within the framework of social partnership, it is possible to coordinate the interests of the subjects of the regional labor market regulation policy. The current stage of socio-economic transformations is characterized by an active search for ways to solve the problems of the region's development. Through the mechanism of the labor market, the levels of remuneration and employment of the population are established. Employment of the population is a necessary condition for its reproduction, since the standard of living of people depends on employment. Regulation of the labor market of the regions is of great importance. The regional labor market is one of the indicators, the state of which allows us to judge the stability, well-being and effectiveness of the socio-economic policy of the region.

The influence of the SSB’s characteristics toward Sharia compliance of Islamic banks

This paper aims to examine the influence of SSBs’ characteristics toward Sharia compliance of Islamic banks in Asia and Gulf Cooperation Council (GCC). An epistemological model of the unity of knowledge was applied to determine the contribution of SSB to the Sharia compliance of Islamic banks that can create the well-being. The samples in this study are Islamic banks in Asia and Gulf Cooperation Countries (GCC) for the period of 2010 to 2018. The characteristics of SSB consist of the number of SSB members, cross membership, level of education, expertise, remuneration and rotation. This study analyzes the data using data panel regression with software of reviews. This study finds that SSB size has negative influence while education and expertise have positive influence toward sharia compliance of Islamic banks. Meanwhile, cross membership, remuneration and rotation of SSB members do not influence sharia compliance of Islamic banks. In general, the role of SSB in carrying out the function of creating well-being for the community has not been carried out optimally. This paper would benefit to formulate the development of Sharia compliance parameter and to increase the roles of SSB in optimizing the operation of Islamic banks particularly in fulfilling Sharia principles. The samples in this study are from countries that have contribution in the infrastructures of Islamic financial institutions around the world. The result may become the model for strengthening the role of SSB in other countries.

Perception of fairness in pay by academic and teaching staff

Equity is defined as a correlation between a person’s merits and their remuneration. This article deals with social and labor equity, regarding it as a subjective assessment of the ratio of wages to employees’ physical and/or intellectual effort. The article aims to determine the subjective assessment of academic and teaching staff pay equity. An empirical study of the semi-formalized expert research method was carried out with 86 academic and teaching staff of four Russian universities. A series of expert interviews was conducted in 2019–2020. For the analysis, we relied on material and non-material factors of subjective assessment of wage fairness. The results show that half of the informants consider the balance of labor and effort to be fair. At the same time, they call their work quite laborious. Remuneration for research and teaching staff consists of educational and research activities. The second part is not guaranteed and is usually large income from educational activities. This level of fairness of payment is influenced by a competent system of incentives for university academic and teaching staff. An unfair level of remuneration compels competitive personnel to move to the real sector of the economy or academic markets of other countries. For younger (under 30) and non-graduated employees, the assessment of wages as unfair is characteristic. These people have a high classroom load and supporting roles in scientific projects. In addition to material factors on the subjective assessment of equity are non-material factors (free schedule, comfortable working conditions, management support, interest in work, involvement in scientific research and selfrealization). Intangible factors contribute to the consolidation of academic and teaching staff in the academic field. Fairness of pay is influenced by a transparent pay system and trust in the employer. The assessment of the fairness of the payment is stable, so it needs to be done regularly to prevent the edification of team dissatisfaction.

ИССЛЕДОВАНИЕ ЗАВИСИМОСТИ ТЕМПА РОСТА ЗАРАБОТНОЙ ПЛАТЫ МЕДИЦИНСКИХ РАБОТНИКОВ ОТ ИХ ЧИСЛЕННОСТИ В УСЛОВИЯХ ПАНДЕМИИ

The problem of a decent level of remuneration for medical workers against the background of the continuation of restrictions related to the spread of COVID on the one hand, and the May presidential decrees on the other has become particularly relevant. The article analyzes data on the actual number of employees with higher education and employed in the provision of public health services and the amount of their average salary in the new realities. The fact of the correlation dependence of wage growth rates on the growth rate of the number of medical workers has been established.

Мотивація та задоволеність працівників: аналіз, ризики, шляхи вдосконалення

The article examines the state of motivation and the level of satisfaction of employees (on the example of working students and teachers of higher education institutions) in the pandemic and presents the most significant instruments for their strengthening. In particular, the authors, based on the results of a sociological study, define that in the context of the pandemic, the values of employees have changed, which causes the need to strengthen the motivation instruments that provide safe working conditions, help reduce the «toxicity of the environment» and provide a decent level of remuneration. Researching the level of satisfaction and motivation of employees, the following risks of motivation and decrease in employee satisfaction from work for the company are systematized and distinguished: operational, brand (image), productivity, and also well-being. By introducing the concept of «motivational portfolio», by which the authors understand the set of instruments, measures that provide internal and external motivation of employees; the following recommendations are formed to strengthen the efficiency of motivation and increase the level of staff satisfaction: 1) harmonious combination of material and intangible components of motivation; 2) taking into account the value profile of employees; 3) combining and coordinating the goals (tasks) of the employee and the company; 4) strengthening the social component of motivation (improving the social package, involving intangible motives, such as working hours management, labor organization, ensuring decent safe working conditions, recognizing the results of work and its value for society).

Удосконалення державного регулювання та координація розвитку морегосподарського комплексу України

The article analyzes the theoretical foundations of improving state regulation and coordination of the development of the maritime complex of Ukraine in the context of the modern institutional environment and the implementation of the maritime potential of Ukraine. The essence of the definition of the "maritime complex" is revealed, which is an intersectoral complex, multidisciplinary, holistic aquaterial, functional-production and economic-ecological formation, which includes components of the scientific sphere, recreational mining of marine resources, mechanical engineering, sea transport, fisheries and the extraction of marine resources. The negative trends in the development of the marine economic complex at the present stage are determined. It is noted that there is a low level of innovation, limited implementation of research and development work in the development of the maritime industry, increasing problems in the social sphere of the activities of the maritime industry (provision of jobs, a sufficient level of remuneration, an effective system of incentives for workers in the maritime industry. It has been determined that the guarantee of the successful functioning of the marine economic complex in the long term is its ability to adapt in accordance with changing market conditions. This can be achieved by introducing advanced innovative technologies, modernizing fixed assets, technical re-equipment and forming a new integrated management model. State regulation of the development of the maritime complex of Ukraine and it is proved that in order to increase the competitiveness of the maritime complex and joint ventures especially to meet the needs of the national economy and the population, it is necessary to carry out a technical and technological renovation of shipbuilding production and a corresponding modernization of the existing infrastructure of sea and river ports, the introduction of multimodal transport technologies and infrastructure complexes into practice. &nbsp

СТРАТЕГІЧНЕ УПРАВЛІННЯ ПЕРСОНАЛОМ ЯК ЧИННИК ПІДВИЩЕННЯ КОНКУРЕНТОСПРОМОЖНОСТІ ПІДПРИЄМСТВА

The relevance of the research topic is conditioned by the need for a comprehensive study of strategic personnel management of an enterprise in order to ensure its competitiveness. The author states that the personnel management strategy should be all-embracing in the sense of targeting the staff of an organization to achieve the goals of its long-term development. In this case, personnel management planning becomes an integral part of business planning, and the development of personnel management strategy is considered as a priority business process. In the author’s opinion, to attract and consolidate personnel, the management of an enterprise should create and maintain the following conditions: a proper system of remuneration, engagement and favourable staff morale; continuous advanced training of employees; opportunities for career and scientific growth. It is noted that first, it will be advisable to implement a preventive staff policy, which provides not only control over the negative aspects of the work with personnel, causes and situation of the crisis development, the elaboration of measures to localize the crisis, but also the formation of enterprise development programs containing short-term and medium-term forecasts in recruitment needs, formulated tasks for staff development. The given research of personnel management strategy suggests that the first step in implementing measures to improve the effectiveness of strategic management is the development of a personnel management concept – a comprehensive understanding of the essence, goals, objectives, principles and methods of personnel management under specific conditions of production and management business processes. However, it is found that, on the one hand, there are financial restrictions that are conditioned by the limit of funds for staff maintenance and largely affect such decision-making (raise in salary of all employees or certain categories, staff expansion while maintaining the existing level of remuneration, purchase of office equipment, etc.). On the other hand, social restrictions are the result of general trends in the labour market in the country and the regions, the social policy of the state, the requirements of trade unions to employers. The article considers the main causes of instability of the staff of an enterprise and ways to solve the problems of strategic personnel management of the research subject. The proposed measures provide for the purposeful construction of an optimal system of personnel management and staffing structure according to quantitative and qualitative characteristics, which makes it possible to ensure the most effective use of human resources by an enterprise.

МОДЕЛИРОВАНИЕ И ПРОГНОЗИРОВАНИЕ ИНДИКАТОРОВ СИСТЕМЫ УПРАВЛЕНИЯ В РЕСПУБЛИКЕ МАРИЙ ЭЛ

The emerging clear tendency of the reduction in the number of employees of state authorities and the system of local self-government indicates the decrease in the attractiveness of this area of activity for young personnel. It is advisable to start the analysis of the local government system development by studying its structure at the municipalities’ level of the region. The author uses the cluster analysis methods, which are the main components implementing the inductive and deductive research algorithms, adaptive forecasting methods based on exponential smoothing, autoregression, and integrated running aggregate techniques. The paper presents the classification of the Mari El municipalities according to the indicators of the local self-government system development, specifies the least and the most numerous clusters, and gives their characteristics. The author formed aggregate indicators influencing the average monthly salary of civil servants and municipal employees of local government structures. Classification of municipalities in the region shows that most districts are represented by the average wage of employees of the governing authorities. Considering the fact that the Mari El Republic is characterized by low wage levels compared to other subjects of the Volga Federal District, the study allows concluding that the level of remuneration of employees of the local government system is a key factor determining the attractiveness of this sphere in the labor market of municipalities of the region. Formed aggregated indicators at the level of the Republic, as a whole, show the maximum impact of urban indicators on the overall development of local governing structures.

Motivators and Demotivators for Employees

Employee motivation is the basis of effective human resource management. A properly designed motivational system and an adequate selection of motivation drivers elicit employee behaviour desirable from the employer’s standpoint and thus play a decisive role in the organisation’s success. This study aimed to identify factors that have a motivating and demotivating effect on the workforce, as well as to determine the motivational intensity of selected incentives. The empirical research also covered the influence of conflicts – interpersonal and intrapersonal – on the motivation levels among the employees, and the effectiveness of motivational systems applied in the organisations. The findings were obtained through a Web study (CAWI) conducted with the use of a survey questionnaire distributed by electronic means. According to the respondents, the most effective motivation driver is the level of remuneration. This factor is a priority mainly for people with a lower income, lower status and shorter work experience. A positive atmosphere at the workplace turns out to be the second most important driver, whereas non-financial benefits rank third. Furthermore, the poll demonstrates that the level of employee motivation is largely affected by conflicts between employees, employees and their managers, or those of an internal nature. Irrespective of their character and development, antagonisms generate a slew of negative consequences, such as weaker engagement in the job, increased staff fluctuation, a drop in work efficiency and the manifestation of unfavourable attitudes among staff members.

Value Orientations of Today’s Youth in the Context of Prosocial Behavior

Introduction. Value orientation of today’s youth is a key problematic aspect of socio-cultural cognition. This paper concentrates on characteristics of value orientations of today’s young people, and how they impact prosocial behavior in this age group.
 Theoretical Basis. There is a lack of conceptual and systematic understanding of value orientations and their association with young people’s value and meaning sphere. This study represents a first attempt to determine ontogenetic changes in each component of the psychological construct and social development of today’s generation of young people.
 Results and Discussion. An analytical literary overview provides a background for the main value orientations of youth and their development trends. The fact that traditional values, including family, health, and love still remain main social trends for female youths, represents a gender characteristic of values of young generation. Meanwhile, male youths strive for self-realization. A high level of remuneration remains the main work motivation among young people; they are also interested in the compliance of work with their interests. This paper generalizes and systematizes the results of current studies on age-related characteristics of associations among prosociality and other intrapsychic systems, including volitional regulation, intelligence indicators, and social responsibility. The factors of youth deprivation (egoistic motivation and distortions in the attributive system of trust in the world) influence the age genesis of prosociality. Initiative and intelligence determine prosocial tendencies in adolescence, late adolescence, and early adulthood. The programs for stimulating prosociality should be focused on a mature prosociality. This idea provides conceptual frameworks for objective criteria for the expediency of prosocial forms of behavior, reflexive subjectivity, and personal pleasure from actions for the benefit of another person.