Perception Of Salary Research Articles

Doctor's Assessment on Salary, Income in Vietnam Public Hospital

This article studies the salary and income of doctors at public hospitals in Vietnam based on the survey results of 228 doctors at 5 central hospitals, 9 provincially run and centrally run hospitals and 10 district hospitals. The surveys were conducted during April and May, 2021. Research results show that it is necessary to have a correct viewpoint of the nature and role of salaries, bonuses and welfare regimes in the total income of doctors paid by public hospitals; It is also necessary to compare and evaluate the salary and income of doctors in public hospitals with the salaries and incomes of other industries and fields, other hospitals, and with colleagues in the same hospital; in order that essential changes can be made in state regulations, hospitals administration following a state-owned manner, and doctors perception of salary and income.

Factors influencing the choice of a career in primary care among medical students in Central America

RESUMENObjetivos.Identificar las especialidades preferidas, la percepción salarial y los factores que influencian la elección de una carrera en atención primaria en los estudiantes de último año de medicina o en servicio social de América Central.Métodos.Estudio multicéntrico de corte transversal con aplicación de una encuesta que investigó la información demográfica, la especialidad preferida, la percepción salarial y otros factores que influyen en la elección de la especialidad.Resultados.Participaron 1 722 estudiantes de 31 universidades que identificaron como futuras especialidades: cirugía (11,7%), ginecología/obstetricia (10,3%), pediatría (9,9%) y medicina interna (6,6%). Medicina general alcanzó 3,8% y medicina familiar 1,1%. Al agruparlas el mayor interés fue para las especialidades médicas (49,7%), seguido de las quirúrgicas (31,7%). Atención primaria registró un interés del 17,1%. Las especialidades quirúrgicas fueron percibidas como de mayor ingreso (USD 36 000); atención primaria fue percibida como la de menor ingreso (USD 24 000). El ingreso (23,6%), el trabajo a futuro (19,7%) y “hacer una diferencia en las personas” (8,9%) fueron los principales factores involucrados en la elección. “Trabajar con personas con escaso acceso” se asoció de manera significativa con la preferencia por la atención primaria. La preferencia por otras especialidades fue influenciada por el “prestigio percibido” y “disfrutar la vida” (P < 0,05). La mayoría de los participantes que eligieron la atención primaria provenían de una universidad pública (P < 0,05), lo que pone de relieve el papel de las instituciones estatales de educación superior.Conclusiones.Existe una combinación de factores facilitadores y de barreras que inciden en el desinterés hacia las carreras de atención primaria. Se requiere de estrategias desde la academia y el sector gubernamental, así como la definición de políticas públicas, que favorezcan la elección de la atención primaria.

Salary perception and career prospects in audit firms

PurposeThis paper aims to examine the role that auditor’s salary perception has on audit quality and delay. The findings contribute to a greater understanding of the audit employee-level factors that influence audit work outcomes.Design/methodology/approachThe authors use Big 6 employee reviews, salary data and audit and financial data from 2007 to 2017 to measure how to audit employees’ pay satisfaction affects audit quality (small profits and going concern opinions) and audit delay. The authors use a regression approach to analyze this relationship. In subsequent tests, the authors split the sample on high career opportunities to investigate how this moderates the relationship between salary perception and audit quality.FindingsThe authors document a discrepancy between pay perception and reality. It is explained, though not completely, by salary level, comparisons to peers and superiors, firm-wide attitudes, cost of living and human capital in the area, work–life balance and perceived career prospects. Surprisingly, the unexplained pay dissatisfaction relates positively to audit quality and audit efficiency (audit delay), after controlling for salary level. Further tests show that an audit employee’s expectation of career opportunities moderates this result.Originality/valueThis is the first paper that empirically tests the relationship between pay satisfaction and job performance in the context of audit employees in public accounting. The authors contribute to an emerging literature that investigates audit employee-level characteristics and attitudes in relation to audit quality.

Salary Perception and Career Prospects in Audit Firms

We examine the role that auditor’s salary perception has on audit quality and delay. Using Glassdoor ratings by U.S. Big 6 audit firm employees in audit and assurance, we first document that there is discrepancy between pay perception and reality. The discrepancy is explained, though not completely, by salary level, comparisons to peers and superiors, firm-wide attitudes, cost of living and human capital in the area, work-life balance, and perceived career prospects. Surprisingly, the unexplained pay dissatisfaction relates positively with audit quality (small profits and going concern opinions) and audit efficiency (audit report lag), after controlling for salary level. Further tests show that an audit employee’s expectation of career opportunities moderates this result. Our findings contribute to a greater understanding of the audit employee-level factors that influence audit work outcomes.

Factors influencing the turnover of frontline public child welfare supervisors

ABSTRACT Frontline child welfare supervisors are a vitally important component for providing leadership in service delivery and workforce stability. This statewide study of public child welfare supervisors uses a modified version of a previously developed instrument (the CWEFS) to examine job satisfaction and factors influencing supervisors’ intention to leave. A consistent negative perception of salary was found but a stratified pattern of dissatisfaction emerged across other variables when examined by intention to leave (Stayers, Undecided, and Leavers). A Hierarchical Binary Logistic Regression Model identified two factors that predicted intention to leave: dissatisfaction with administrative support and workload impact.

Pengaruh Persepsi Gaji dan Iklim Organisasi terhadap Motivasi Kerja Karyawan Sekretaris di PT. Prudential Life Assurance Pruadvance Medan

This study aims to determine empirical influence perceptions of salary and organizational climate on employee motivation at PT. Prudential Life Assurance Pruadvance Medan. The population of 56 people and the sample is the total population of 56 people.The methods of data collections are the scale of perception of salary, the scale of organizational climate and the scale of work motivation. Data analysis technique used is multiple regression. The results of data analysis showed that (1) There is significant influence of perception of salary to work motivation with R2 = 0.539 (p = 0.000). (2) There is significant influence of organizational climate to work motivation R2= 0.601 (p = 0.000). (3) There is significant influence of perception of salary and organizational climate to work motivation R2 = 0.640 (p = 0.000). Specifically, it is known that in this study, perception of salary is classified as positive, organizational climate is classified as conducive and work motivation of employees is high. the whole hypothesis can be declared accepted. The total efecvtive contribution of perception of salary variable and organizational climate to work motivation is 64%. It means there are still 36% influence from other factors to work motivation

Career choice in primary care: pre- and post-comparison of Honduran physicians completing social service.

ABSTRACTObjective.To describe and compare patterns of specialty choice among physicians in Honduras before and after completing mandatory social service; and to identify and compare salary perceptions and factors that may influence their career choice.Methods.A quantitative methods approach was used on a cross-sectional questionnaire survey applied to 106 physicians completing social service in September 2015. Statistical analysis was performed using chi-square and factor analysis.Results.Interest in family medicine was low and declined from 2.2% before social service to 0.9% after. Median annual expected income was 19.5% lower overall compared to the beginning of social service, and in particular, for primary care specialties (US$ 17 733), it was significantly lower than for other specialties (US$ 27 281). Participants reported that the most important factors influencing career choice were: income potential (23.3%), making a positive difference in people’s lives (19.4%), challenging work (10.7%), and perceived prestige (7.8%). Two factors were significantly associated with a preference for specialties other than primary care: the opportunity to teach (P= 0.008) and “makes positive difference in people’s lives“ (P = 0.005). When all categories were compared, “makes positive difference in people’s lives“ (P = 0.043), and opportunities to practice with independence (P = 0.036) were factors significantly associated to career decision.Conclusion.Since interest in primary care among physicians decreased during social service and salary perception increased in favor of non-primary care careers, offering greater incentives for this specialty should be explored. Additional research to identify factors that might support the choice of a career in primary care are recommended.

Pengaruh Karakteristik Psikografi terhadap Prestasi Kerja Anak Kandang pada Perusahaan Peternakan Ayam Broiler Skala Menengah di Kecamatan Tempel

This study aimed to determine the effect of psychographic characteristics toward the job achievment of poultrymen at medium scale broiler company in the Tempel District. The respondent was determined by judgement method. The number respondents were about 30 poultrymen whose at least 1 year experience to work. The measurement of psychographic characteristics consists motivation to achieve, perseption of work level and perception of salary based on Likert scale. The achievement of poultrymen were measured by the feed convertion ratio and the mortality of broilers kept by poultrymen. The analysis of psychographic characteristics influence toward job achievement was binomial logistic regression analysis. The results showed that poultrymen had high achievement motivation at 66.67%, middle motivation 30%, low motivation 3.33%. The poultrymen perception about job status, that were about 50% for high and 50% for low level. They also had perception about fair wages that is about 64% and 36 for unfair wages. The poultrymen job achievement were about 66.67% for high level and 33.33% for low level. There was significantly(P≤0,05) between psychographic characteristics with the job achievement of poultrymen. The conclusion of this research were the higher psychographic characteristics these consist of motivation to achieve, perception of work level and perception of salary tended to have of high achievement of poultrymen.

Pengaruh Karakteristik Psikografi terhadap Prestasi Kerja Anak Kandang pada Perusahaan Peternakan Ayam Broiler Skala Menengah di Kecamatan Tempel

This study aimed to determine the effect of psychographic characteristics toward the job achievment of poultrymen at medium scale broiler company in the Tempel District. The respondent was determined by judgement method. The number respondents were about 30 poultrymen whose at least 1 year experience to work. The measurement of psychographic characteristics consists motivation to achieve, perseption of work level and perception of salary based on Likert scale. The achievement of poultrymen were measured by the feed convertion ratio and the mortality of broilers kept by poultrymen. The analysis of psychographic characteristics influence toward job achievement was binomial logistic regression analysis. The results showed that poultrymen had high achievement motivation at 66.67%, middle motivation 30%, low motivation 3.33%. The poultrymen perception about job status, that were about 50% for high and 50% for low level. They also had perception about fair wages that is about 64% and 36 for unfair wages. The poultrymen job achievement were about 66.67% for high level and 33.33% for low level. There was significantly(P≤0,05) between psychographic characteristics with the job achievement of poultrymen. The conclusion of this research were the higher psychographic characteristics these consist of motivation to achieve, perception of work level and perception of salary tended to have of high achievement of poultrymen.

Perceptions of gender equality in work-life balance, salary, promotion, and harassment: results of the NASPGHAN task force survey.

Gender equality in the workplace has not been described in pediatric gastroenterology. An electronic survey that explored perceptions of career parity, work-life balance, and workplace harassment was sent to all members of the North American Society for Pediatric Gastroenterology, Hepatology, and Nutrition. Reponses were anonymous. Of the 303 respondents (21%), there was an even distribution across geographic region, age, and gender (54% men). Gender affected perception of salary and promotion; 46% of men but only 9% of women feel that "women earn the same as men" (P < 0.001). Similarly, 48% of men but only 12% of women feel that "women rise at the same rate as men" (P < 0.001). Both genders of academic practice respondents, compared with other practice models, perceived men were promoted more quickly than women (P = 0.008). Women had higher dissatisfaction with mentoring than men (29% vs 13%, P = 0.03). Significantly more men than women reported spouses with "flexible jobs" (35% vs 14%, P < 0.001). Having a spouse with "flexible job" or having children (preschool or school age), however, did not affect satisfaction with work-life balance for either gender. Overall, women are more likely to be dissatisfied with work-life balance than men (P = 0.046). Satisfaction with work-life balance is lower among women versus men pediatric gastroenterologists, but does not correlate with flexibility of spouse's job or caring for young children. Gender-divergent perception of promotion, parity of compensation, and mentoring requires further investigation.

Teachers’ Perception of the Factors Affecting Job Satisfaction in Ekwusigo Local Government of Anambra State, Nigeria

This study examined Teachers’ Perception on Factors Affecting Job Satisfaction in Ekwusigo Local Government Area of Anambra. Four hypotheses guide the research work. The population of the study comprised 361 teachers. The sample size were 140 teaches. The instrument used for data collection was a self-designed questionnaire. It had a reliability coefficient of 0.83. One hundred and forty copies of questionnaire were administered and one hundred and twenty wee retrieve. The z-test statistics was utilized to test the hypotheses at 0.05 level of significance and the findings showed that there was no significant difference between male and female teachers in their perception of salary as a factor affecting job satisfaction. Also, there was no significant difference between experienced and less experienced teachers in their perception of promotion as a factor affecting job satisfaction. There was no significant difference between teachers in public and in private schools in their perception of in-service training as a factor affecting job satisfaction. But the results revealed a significant difference between married and unmarried teachers in their perception of work environment as a factor affecting job satisfaction. Based on the findings, recommendations were made.

Determinants of Rehabilitation Services Staffs' Job Satisfaction (By Effort Reward Imbalance) and Variations in Teaching, Profit Making and Non Profit Hospitals

To evaluate the level of work satisfaction based on the Effort-Reward Imbalance Model of staff working in rehabilitation services of different categories (in teaching, profit making and non-profit making hospitals). Participants were 166 therapists and assistants working in the Departments of Physical, Occupational and Respiratory Therapy from 10 hospital centers classified per three different categories in the Jeddah area. Effort-Reward Imbalance and staff satisfaction with intrinsic and extrinsic variables were measured by a self-administered questionnaire. There is a significant difference of level of job satisfaction measured by effort and reward imbalance between the therapists and assistant therapists working in the teaching, private or non-profit making health care facilities. In comparison by hospital type, the surveyed rehabilitation staffs presented a higher mean effort-reward imbalance in the teaching hospitals but higher job satisfaction with their salary, their perception of salary comparatively to others, yearly performance appraisal grading and affective commitment. In the rehabilitation services of non-profit making hospitals, the surveyed therapists and assistant therapists had the lowest mean Effort-Reward Imbalance ratio explained by their satisfaction with the variables of patient/staff ratio and emotional attachment to the organization. In the profit making healthcare facilities, the surveyed staffs are comparatively more satisfied with the variables of doctors' respect, involvement in quality improvement or educational lectures and transportation to/from work. Rehabilitation services staffs working in teaching hospitals and profit making hospitals had in general a higher effort-reward imbalance ratio with work stress and low satisfaction in work compared to the non-profit hospital facilities. Job satisfaction of rehabilitation staff varies per hospital type and mission of the health care facility. © Medwell Journals, 2012.

Una propuesta de modelamiento para los Sistemas de Recompensa

En todos los tiempos uno de los temas de mayor interés a todos los niveles de la actividad humana es el referente a las percepciones salariales que se tienen. Incluso se podría decir que la decisión de seguir ciertos estudios ha dependido en gran manera sobre las perspectivas que el individuo tiene sobre el futuro de sus ingresos, por lo que en este trabajo se propone un modelo general para su cálculo. Se plantea el sistema de recompensa de un empleado como una función que depende de par´ametros tanto monetarios como no monetarios, por lo que se puede plantear el sistema de recompensa como un sistema multiobjetivo a optimizar. En el trabajo se presenta una justificación del sistema de recompensa propuesto como un modelo general de solución a éste y se presentan algunos ejemplos.