Wages Of Workers Research Articles

Intimate Partner Violence and Women's Participation in the Labour Market in Cameroon: An Analysis from Demographic and Health Survey of 2018

Intimate Partner Violence (IPV) is a major public health and employment outcomes concern around the world. The relationship between IPV and economic participation is fundamental to understand barriers to women's empowerment and achieving gender equality and the economic independence from employment income could reduce the risk of conjugal violence by predicting family bargaining theories. Therefore, this paper aims to analyze the association between Intimate partner violence on the participation of women in the labour market and their access to employment in the form of being a wage worker, self-employed or unpaid family worker and using data from the Demographic and Health Data Survey carry out in 2018. Intimate partner violence is apprehended from its three dimensions (physical, emotional and sexual violence) Empirically, IPV is apprehended from its three dimensions (physical, emotional and sexual violence) and the instrumental variables method was used The estimated results of the iv probit regression model suggest that, IPV has a positive effect on women's possession of and access to paid employment, it is statistically significant after controlling for simultaneous causality between employment status and IPV. On the other hand, women participating in the labor market are exposed to IPV of 313.7 ‰, 11.0% of women's possession of a job paid in cash or in kind and 40% of working for a family member which confirms the family negotiation model. Physical violence from an intimate partner is the most widespread, around 56% for women who declared participating in the labor market and having paid employment and 61.67% of those working with a family member. The results presented reflect important information in a way that IPVs do not affect women's employment. Several motivations justify men's recourse to violence and the mechanisms involved can act either individually or simultaneously. One preventable condition is the reduction in time combined with violent confluence which can doubly reduce violence and give rise to financial autonomy.

Fair overtime pay: the need and rationale for changes

Amendments to the overtime payment regulations provided for by the Federal Law “On Amendments to Article 152 of the Labor Code of the Russian Federation” dated 04/22/2024 No. 91-FZ, effective September 1, 2024, were considered. The analysis of the need for such amendments, which were initiated by law enforcement practice, drew attention to the absence of appropriate conditions in the Labor Code, which allowed the employer to consider only the salary (official salary) of such an employee when calculating remuneration for overtime work. This circumstance infringed on the rights of employees to fair wages for overtime work. The amendments that require consideration of compensation and incentive payments, and not only the basic part of wages when paying overtime, are considered.

Policy Recommendations for Coordinated and Sustainable Growth of the Behavioral Health Workforce.

Policy Points Demand for behavioral health services outpaces the capacity of the existing workforce, and the unmet need for behavioral health services is expected to grow. This paper summarizes research and policy evidence demonstrating that the long-standing challenges that impede behavioral health workforce development and retention (i.e., low wages, high workloads, training gaps) are being replicated by growing efforts to expand the workforce through task-sharing delivery to nonspecialist behavioral health providers (e.g., peer specialists, promotores de salud). In this paper, we describe policy opportunities to sustain behavioral health workforce growth to meet demand while supporting fair wages, labor protections, and rigorous training.

Food insecurity and women's mental health in the Chitwan Valley of Nepal

Food insecurity is a major threat to global public health and sustainable development. As of 2022, 2.4 billion people worldwide experienced moderate to severe food insecurity. The occurrence and severity of food insecurity can depend greatly on power and social hierarchies, with women and girls often being less food secure than men and boys even within the same household. Moreover, social roles, such as the socialization of a mother to feed her children, impact food insecurity and its consequences. This study aims to uncover the relationships between food insecurity and mental health for women in the Chitwan Valley of Nepal. Utilizing longitudinal data from the Chitwan Valley Family Study, we connect food security data from 2015 with mental health data collected from 2016 to 2018. We find that women have a higher prevalence of major depressive disorder, generalized anxiety disorder, and panic attacks than men, especially if they are experiencing food insecurity. Among women, we find that those who have recently experienced severe food insecurity have a significantly higher likelihood of meeting diagnostic criteria for generalized anxiety disorder and panic attacks than food-secure women. However, women's food insecurity is not significantly correlated with major depressive disorder. Moreover, we find that food insecurity is likely to co-occur with women's agricultural and wage work. These findings suggest a need for gender-attentive policy and programs accounting for both causes and consequences of food insecurity.

The Role of Salary on Teacher Performance in Secondary School

Objectives: The primary objective of this review paper is to examine the impact of salary on teacher performance in secondary schools. Methodology: The research utilizes an in-depth analysis of existing literature to examine how teacher salaries impact their performance. It examines data from multiple sources to investigate the trends and results related to teacher pay in different educational settings. Results: The results show a clear connection between fair teacher wages and enhanced performance. Educators who are fairly paid are more inspired, content, and dedicated to their duties, leading to superior educational results for students. In contrast, inadequate salaries lead to a significant turnover of teachers, especially in rural and less developed areas, which worsens educational inequalities. Conclusion: The research indicates that teacher salaries play a crucial role in guaranteeing a high standard of education. Proper payment not only boosts the performance of teachers but also helps maintain the stability and efficiency of the education system. Recommendations: It is recommended that educational policymakers prioritize competitive salary structures for teachers to enhance their performance and retention. Additionally, further empirical research should be conducted to explore the nuanced impacts of teacher pay on educational outcomes across different contexts.

The Effect of Parenthood on Care Workers’ Earnings: Exploring Identity Mobilization’s Applicability

ABSTRACT The parenthood wage gap is well-documented in professional work, but we know little about parenthood’s effects on earnings among care workers. As employers may use stereotypes linked to parental identity to determine rewards, care workers may leverage their parental identity to signal appropriateness for work, possibly leading to higher, rather than lower, earnings. At the same time, gender and racial identity may signal different levels of appropriateness to employers according to how they fulfill employer-held gender and racial stereotypes. Using data from the American Community Survey (ACS), we test the applicability of identity mobilization to show that mothers experience wage penalties compared to fathers and non-mothers, while fathers experience wage premiums. Additionally, mothers of color experience smaller penalties than White women, while fathers of color experience smaller premiums compared to White fathers. We also show differences across occupations. Overall, this study showcases the ways in which gender and racial inequality remain entrenched in society, rejecting identity mobilization’s applicability to care work wage gaps.

Geographic Trends in Ophthalmology Resident Physician Compensation and Cost-of-Living Expenses

Given that resident physician financial strain has been associated with poor outcomes, objective metrics to forecast financial well-being may be useful to (1) applicants when evaluating ophthalmology residency programs and (2) programs when determining resident benefits. To determine and compare the relative value of ophthalmology resident stipends plus benefits when adjusted for cost-of-living expenses and to analyze program characteristics associated with greater resident net incomes. In this cross-sectional study, the American Medical Association's Fellowship and Residency Electronic Interactive Database was used to identify US Accreditation Council for Graduate Medical Education-accredited ophthalmology residency programs. Resident physician stipends and stipends plus benefits as well as residency program characteristics from the 2023-2024 academic year were noted for all eligible programs. The Massachusetts Institute of Technology's Living Wage Calculator's required annual income (RAI) was selected as a surrogate to approximate cost-of-living expenses. Residency program characteristics, including affiliation, size, ranking, presence of housing benefit, and training year. The primary outcome was the annual stipend plus benefits income surplus (SPBIS) for each residency program, defined as the resident's stipend plus benefits (SPB) minus the RAI for the county in which the residency program is located. Secondary outcomes included income surplus variation by program characteristics. Of 116 ophthalmology residency programs analyzed, 37 (31.9%) were located in the Northeast, 36 (31.0%) in the South, 29 (25.0%) in the Midwest, and 14 (12.1%) in the West. The mean (SD) postgraduate year 1 resident annual SPB was $65 397 ($8205), and the median (IQR) was $63 986 ($59 992-$69 698). After adjusting for the cost of living, the mean (SD) SPBIS was $27 459 ($5734) and the median (IQR) was $27 380 ($23 625-$31 796). Annual cost-of-living expenses varied by as much as $8628 (95% CI, $6310-$10 947) and SPBIS varied by as much as $6283 (95% CI, $3367-$9198) between regions. Resident SPB increased by a mean (SD) of 3.97% (0.98%) for each subsequent training year (range, 0.93%-7.26%). Annual SPBIS increased by a mean (SD) of 9.48% (3.60%) for each subsequent training year. After adjusting for living costs, intraregional and interregional differences in SPBIS among ophthalmology residents can vary by thousands of dollars, impacting residents' financial security. Further discussion regarding compensation may lead to innovative strategies that aim to improve resident well-being and performance.

Dynamic trade, education and intergenerational inequality

I present a dynamic trade model spanning many countries to explore the transitional paths of trade-induced inequality. By incorporating capital-skill complementarity, human capital accumulation, and capital accumulation, this paper examines the exact transitional path following a shift from autarky to trade. It reveals that trade increases the skill premium, skill share, and real wages for both skilled and unskilled workers in the majority of countries at the steady state. However, the short-term impact of trade on inequality is more pronounced. The exact transitional path indicates that the dynamic of trade-induced inequality is influenced by the flexibility in adjusting factor supplies during the transition at different stages, and education alleviates approximately 50% of trade-induced inequality in the long run. Furthermore, the analysis illuminates the observed patterns of skill premium in recent trade liberalization episodes in Mexico, China, and South Korea, and raises the possibility that globalization may intensify intergenerational inequality.

FAKTOR-FAKTOR YANG MEMPENGARUHI PRODUKTIVITAS TENAGA KERJA DI SEKTOR INFORMAL MASA PANDEMI COVID-19

The increase in the number of informal workers in Malang City occurred during the 2020 Covid-19 Pandemic. On the other hand, the average wage or salary for informal workers in Malang City experienced a decline when the 2020 Covid-19 Pandemic began. However, the average wage or salary is starting to improve with an increase of 41.05% from 2021 to 2022. The amount of this increase can be indicated to be accompanied by an increase in labor productivity where wages and labor productivity have a very reciprocal relationship. Moreover, productivity is an important element in measuring economic activity. Therefore, the aim of this research is to identify factors that influence labor productivity in the informal sector during the Covid-19 pandemic in Malang City. The data in the research were obtained from Sakernas data for 2021 and 2022. This research used quantitative descriptive methods with cross section data regression. The analysis model used is multiple linear regression analysis. The results of the analysis show that in 2021 training, digital technology, marital status and number of family members will influence the productivity of informal workers. Meanwhile, in 2022 education, training, digital technology, marital status, age and number of family members will influence the productivity of informal workers in Malang City.

Human Resource Assessment and Sustainability : Investigating the Measurability of Human Activity

Sustainability, as a complex set of goals, has many possible interpretations and approaches the 17 Sustainable Development Goals (SDGs) set out in the document have 169 sub-goals, of which Goal 10 is "reduced inequalities". There are 10 sub-goals linked to this goal, the first of which is aimed at reducing income inequality. Employers have direct responsibility and considerable leeway to develop fair wage systems. For HR professionals, the practical implementation of this is a major task, and their knowledge can therefore be a key factor in achieving SDG 10. In our research, we sought to answer the question of what future HR professionals know about the accounting measurability of human performance and how they assess its monetary valuation. In our view, HR professionals who are aware of the issues of human performance measurement and recognize the fundamental problems can play a significant role in meeting SDG 10. In our primary research, we surveyed 448 undergraduate human resources students from early December 2022 to the end of January 2023 using an online questionnaire. The questionnaire contains closed and open questions in addition to demographic data. Our research shows that the value of human activity is not well expressed in monetary terms, which implies that wages and the value of work are not closely related.

Do We Let Businesses Get away with Dodgy Ethics and Loose Morals? An Application of Markov Random Fields

Whatever the context, in today’s world, disagreements are unavoidable. People routinely fail to find common ground on matters that matter. Curiously, the format – the nature of disagreements - evolves too. Frequently, a feeling, an attitude, is connected to another one which alters as people age, switch political aisles etc. Businesses – large and small – striving to stay afloat amidst the current economic climate – offer sterling examples of scenarios where paying attention to these differing attitudes could create all the difference. The way these businesses function, their methods of generating revenue, may be viewed by young college graduates in one way, by more experienced professionals with business backgrounds in quite another way and it is immensely crucial, on the part of the organization, to navigate the situation carefully. A recent Gallup survey done on 5757 respondents supplies us with rich data on such exciting matters. With a careful selection of feeling and action questions, and through a careful deployment of a specialized network structure – the Markov random field – we bring out statistically insightful differences: how, for instance, with conservative-leaning respondents, the most crucial hub of this field – the node that exerts the greatest collective correlational pull – is whether the business operates in a way that is sustainable for the environment and the planet, while for liberals, it is whether the business offers fair wages to workers of all types.

Studi Literatur Penerapan Konsep dan Peran Manajemen pada Organisasi

The concept of management is a crucial element for effective organizational management. This article discusses various management theories and approaches, including basic functions such as planning, organizing, directing, and controlling. This research uses literature studies or literature reviews. The information used in this study comes from previous research written in national and international online publications. The data collection procedure makes use of the standards set by the authors of each magazine. Finding problems for research, gathering relevant data about them, and examining some fundamental hypotheses related to them are the broad goals of literary studies. The results of this study highlight the evolution of management thinking from the classical era to the modern era, including the contributions of important figures and recent advances in management practice. The research also explores the application of management concepts in various industries and organizations, as well as the challenges managers face in a dynamic business environment. In addition, this study emphasizes the importance of adaptation and innovation in management practices to improve organizational performance. Thus, this research provides an in-depth insight into the fundamental concepts of management and their influence on management practices. Modern management is based on principles such as discipline, division of labor, authority and responsibility, unity of command, unity of direction, subordination of personal interests, fair wages, centralization, authority, order, justice, stability of positions, initiative, and the spirit of solidarity. These principles help management actions achieve organizational goals.

INTEGRATING ISLAMIC BUSINESS ETHICS IN LABOR PROTECTION AND MINIMUM WAGE DETERMINATION IN INDONESIA

Policies related to the minimum wage are a contentious issue in employment across both developed and developing countries, aiming to meet community needs and benefit families. However, a research gap exists in applying justice and moral principles to wage determination from the perspective of Sharia economic law in Indonesia. This study aims to analyze fair wage components according to Islam and the role of business ethics in protecting workers and determining wages. Employing a literature review method, data were gathered from various sources such as books, journals, and previous research findings, which were reviewed and analyzed using descriptive analysis techniques. The study emphasizes the importance of justice and moral components in Islamic wage determination, rooted in the absolute essence granted by God, essential for morality. Business ethics in work protection and wage determination are crucial to ensure fair treatment and prevent exploitation. Recommended steps include optimal labor protection and wage determination, timely payment of agreed wages, recognition and guarantee of labor, fair wage determination without harm, and providing worker freedom. The study's novelty lies in integrating Islamic principles of justice and morality into minimum wage policies and developing practical business ethics guidelines for labor protection and wage determination under Sharia economic law in Indonesia.

Dynamics of class and labour: Evidence from a longitudinal study in Rajasthan (India)

AbstractIn the Gang Canal region of Rajasthan, the cropping pattern changed from a labour intensive crop, cotton, to a mechanized crop, cluster beans. The shift in cropping pattern not only displaced workers from farm wage work but also brought changes in labour hiring contracts with large scale conversion of daily wage rate contracts to piece‐rate contracts. Drawing on a primary survey in a village from Gang Canal region, the paper examines the change in the agrarian relations in rural Rajasthan by analysing the emerging development in the rural labour relations. For piece‐rate work in farm wage work in some parts of Rajasthan, the wage rate is unilaterally decided by the landlords and large capitalist farmers and is denoted as the ‘village rate’. The manual workers have negligible bargaining power vis‐à‐vis the village rate. The conversion of daily wage rate contracts to piece‐rate contracts has enhanced the duration of working day that involves a rise in the rate of surplus value. Access and availability of low wage labour facilitates the accumulation of capital. With the limited availability of employment in the non‐farm sector (in both public and private sectors), workers are compelled to sell their labour power at wages that do not exceed the level of subsistence. The paper concludes with a brief examination of continuum of coercion and varied degree of unfreedom among worker in the village.

The effect of NAFTA on Mexico's wage gap

This paper studies how the North American Free Trade Agreement (NAFTA) affected the wage gap between high and low-paid workers within Mexico, considering internal migration. In low-skilled, labor-abundant developing countries, trade liberalization should theoretically increase the wages of low-skilled workers, decreasing income inequality. However, anecdotal evidence indicates that NAFTA increased the gap between rich and poor in Mexico, and empirical evidence is mixed (Hirte et al. 2020; Brülhart 2011; Bosch and Manacorda 2010; Nicita 2009; Chiquiar 2008; Hanson 2007; Gonzalez-Rivas 2007). Because trade may affect wages differently across regions within the country, accurate measures of wage effects must incorporate internal migration; otherwise, apparent wage convergence or divergence might only reflect a geographic resorting of workers. We evaluate wage changes by considering rural-to-urban migration. We first find a slight decrease in both internal and external migration in the years after NAFTA. Then, we find that all male workers see a wage reduction from trade openness, although the harm of high-wage workers almost doubled that of their counterparts with low wages. NAFTA also mitigated some of the wage differentials between the North and South. In summary, trade liberalization has reduced wage differentials among working-age men in urban areas.

Legal Protection for Workers Receiving Wages below the Minimum Wage Provisions at the District/City Level Post the Job Creation Law

This research aims to analyze the legal protection for workers receiving wages below the minimum wage after the enactment of the Omnibus Law on Job Creation. With the regulatory changes, there is a potential decrease in the wage levels for workers at the district/city level. Therefore, this study seeks to delve into the impact of legislative changes on the rights and welfare of workers, particularly those affecting minimum wage standards. The research method employed is normative legal research, involving an analysis of relevant legislation and a literature review on the impact of the Omnibus Law on Job Creation on worker wages. The findings indicate that these regulatory changes have a significant impact on workers' rights, especially those receiving wages below the minimum standard. Furthermore, the study identifies several challenges in the legal protection of workers under minimum wage provisions, including the expansion of company authority in setting wages. Therefore, it is recommended to implement policy and regulatory improvements that prioritize the interests of workers to ensure adequate legal protection amid changes in the labor market structure. This research is expected to contribute to a deeper understanding of the changes in working conditions post-Omnibus Law on Job Creation and their implications for workers' rights. Consequently, constructive solutions are anticipated to enhance legal protection for workers receiving wages below the minimum wage at the district/city level.

A story of social entrepreneurship through the creation of the Hopeboots project

Research methodology This case was developed by using primary data collected from two separate one on one interviews, a panel interview in which Josee was featured and secondary data collected from news articles and publications featuring Josee. Information specific to Atikuss’ offerings was found through the Atikuss website. A translation software was used to understand many of the articles about Josee, as many were in French. Case overview/synopsis Atikuss (meaning young caribou in Innu) is the sustainable business founded by Josee LeBlanc, an Indigenous woman from Northern Quebec. As a workshop-boutique, Attikuss offers a diverse selection of hand-made traditional Indigenous items from her own Indigenous culture. Hopeboots is a project run through Atikuss which allows customers to create their own Mukluks while learning about Indigenous culture and the story behind every design. When starting her business, Josee learned that the women making mukluk boots were not earning a livable wage for their work. Her dilemma when creating a sustainable business was whether to increase the beaders wages to a fair wage, costing her and the consumer more, or maintaining the status quo by continuing to pay the beaders less then five dollars an hour. Josee’s decision to increase wages generated opportunities and increased well being through social investments in her community. This decision considers the cost to many stakeholders and offers an Indigenized perspective to entrepreneurship. This case is relevant to Indigenous entrepreneurship, sustainability, social innovation, business ethics, and corporate social responsibility. Complexity academic level This case is targeted toward university-level students and can be relevant to graduate-level students as well.

Особливості суспільно-політичних процесів на Волині у 1905-1907 рр.

The purpose of the article is to study the speeches of the peasants and the activities of anti-government political parties in the Volyn province at the end of 1905-1907. The author has researched archival documents and scientific works in which the specifics and features of the revolutionary speeches in Volyn have been analyzed. Special attention is paid to highlighting the role of revolutionary parties in these processes. The research methodology is based on the use of general scientific research methods (analysis, synthesis and generalization) and special historical (chronological and comparative-historical) methods, which, in combination with the principles of objectivism, historicism and multifactoriality, created the necessary conditions for objective coverage of the tasks. The scientific novelty of the work lies in the fact that the author, on the basis of archival documents and scientific works, analyzed the peculiarities of the activities of national and revolutionary parties in Volyn at the beginning of the 20th century, highlighted the dynamics and specifics of peasant demonstrations in the region during the revolution of 1905-1907. Conclusions. On the basis of an unbiased analysis of archival documents and scientific works, the peculiarities and specifics of the activity of anti-imperialist political parties in Volyn on the eve of and during the revolutionary events of 1905-1907 were investigated. It was found that at the beginning of the 20th century. in Volyn, there were a few centers of Ukrainian, Jewish, Polish and socialist and neo-Marxist political groups. It is noted that socialist and neo-Marxist ideology was brought to the region by political figures who were detained by the police and sent by the imperial authorities to Volyn under police supervision. Neo-Marxists' close attention to Volhynia was dictated by its geographical location, because it was through the region that printed literature was illegally transported. During the revolutionary events in the Volyn province, peasant protests took place, aimed at the arbitrary cutting down of landowners' forests, cattle grazing, and in some cases there were also strikes of wage workers and austerities. However, in contrast to industrial regions, the labor movement in Volyn was insignificant, and in some cases employees refused to participate in strikes.

692-P: Work or Wellness? Examining Challenges of Low Wage Workers with Type 2 Diabetes

692-P: Work or Wellness? Examining Challenges of Low Wage Workers with Type 2 Diabetes

Prevalence of depression and associated factors among obstetric care providers at public health facilities in the West Arsi Zone, Ethiopia: Cross-sectional study.

Depression is a severe and treatable mental illness that significantly affects individuals' daily activities. Obstetric care providers are the most vulnerable group for depression because they work in an emergency to save two lives at a time, share the stress of women during labor, and are at great risk for contamination. To assess depression and associated factors among obstetric care providers working in public health facilities. A cross-sectional study was conducted among 423 obstetric care providers working in public health facilities found in the West Arsi Zone, Ethiopia, from June 1 to 30, 2023. Study participants were selected through a simple random sampling technique. A pretested, face-to-face interviewer-administered structured questionnaire was used to collect data. Bi-variable and multivariable logistic regression analyses were employed to identify factors associated with depression. The level of statistical significance was declared at P < 0.05 with a 95% CI. Overall, the prevalence of depression among obstetric care providers was 31.1% (95% CI: 26.6%, 35.5%). Marital status not in union (AOR = 2.86, 95%CI: 1.66, 4.94), working more than 40 hours per week (AOR = 2.21, 95%CI: 1.23, 3.75), current substance use (AOR = 2.73, 95%CI: 1.64, 4.56), not being satisfied with their job (AOR = 3.52, 95%CI: 2.05, 6.07) and having burnout symptoms (AOR = 5.11, 95%CI: 2.95, 8.83) were factors significantly associated with depression. We recommend that health professionals take care of themselves and avoid substance use. We also recommended that stakeholders enhance job satisfaction and avoid burnout by implementing various programs, like raising wages for workers, increasing staff members, offering various benefits, and regularly monitoring issues that arise.