Salary Expectations Research Articles

Moneyball in Competitive team performance in basketball

The In the realm of professional sports, the "Moneyball" theory reveals market inefficiencies where player value is systematically undervalued. This theory provides novel insights for sports clubs to utilize data analytics in reducing the cost of winning and enhancing team performance. Addressing the challenge of player efficiency evaluation in the NBA, this study constructs a value scoring model inspired by the Moneyball concept. Specifically, player performance sta-tistics are analyzed using principal component analysis to extract com-prehen-sive efficiency indicators, while residual regression quantifies the devia-tion be-tween players' actual performance and their intrinsic efficiency levels. Results demonstrate that the proposed model effectively evaluates players' competitive capabilities, identifying both undervalued and overvalued individu-als. Under-valued players exhibit significantly higher on-court contributions relative to salary expectations, characterized by well-rounded technical profi-ciency and holistic efficiency. Conversely, overvalued players underperform their salary benchmarks, often relying excessively on isolated statistical metrics while demonstrating subpar overall efficiency.

Balancing skills and expectations: AHP analysis of competency-based recruitment in the EdTech sector

This research investigates the impact of competency-based hiring on organizational success, with a focus on utilizing the analytic hierarchy process (AHP) for candidate selection. The study explores the most sought-after competencies by recruiters and their importance in the hiring process. Employing a case study methodology, the paper evaluates four applicants for an inside sales specialist (ISS) role at an educational technology (EdTech) firm. Data were primarily gathered through company recruitment initiatives and supplemented with information from secondary sources. The AHP evaluation considered four primary factors: ‘salary expectations’ (SE), ‘knowledge’ (K), ‘experience’ (E) and ‘education’ (Ed). Findings revealed that while ‘K’ and ‘E’ are vital, organizations often favor candidates with lower ‘SE’ and skills over those with extensive experience demanding higher salaries. The research demonstrates AHP’s efficacy in facilitating complex hiring decisions by systematically evaluating multiple competencies. It concludes that competency-based recruitment is crucial across various industries. This study contributes to the understanding of contemporary hiring practices and provides valuable insights for HR professionals implementing competency-based recruitment strategies.

Economic and Environmental Determinants of Career Choice: Analyzing the Influences on Private University Graduates' Career Decisions

This paper examines the economic and environmental determinants influencing the career decisions of private university graduates, with a particular focus on the accounting and economics sectors. It analyzes how various economic factors, such as labor market conditions, educational investment, salary expectations, and the shift towards a knowledge-based economy, shape career choices. Drawing upon recent studies, the paper highlights the significance of salary, job security, and work-life balance as key economic drivers in graduate decision-making. The research also delves into the impact of globalization, automation, and technological advancements on career prospects, especially in the accounting and finance industries. Furthermore, the paper explores the growing importance of social impact and ethical considerations among graduates, leading them to seek careers that align with their personal values, even at the expense of higher financial rewards. This comprehensive analysis provides valuable insights for employers and policymakers aiming to understand the evolving preferences and expectations of graduates, particularly within the context of accounting, economics, and related fields.

Academic self-initiated expatriates’ management in host transnational higher education institutions: motivations, perceived challenges and work performance

PurposeThis study aims to enhance sustainable global human capital management in transnational higher education (TNHE) by exploring the motivations of academic self-initiated expatriates (ASIEs) and the incentives for host institutions to attract international talent. Grounded in the international adjustment framework and the ability, motivation and opportunity (AMO) framework, it addresses the underexplored management of ASIEs within TNHE contexts, identifying factors that enhance their adjustment, motivation and performance.Design/methodology/approachUsing a qualitative research approach, the study employed predefined theoretical frameworks to conduct 22 in-depth interviews with both host institution managers and ASIEs in 11 TNHE programmes across Vietnam.FindingsThe study reveals significant gender imbalances among ASIEs, with most originating from non-English-speaking countries. Visa and work permit acquisition challenges are prominent for both ASIEs and host institutions. Although ASIEs’ qualifications are highly valued, adaptability proves to be a more decisive criterion for selection. Most participants reported job satisfaction; however, notable differences emerged regarding motivations, salary expectations, retention preferences, performance management and determinants of success in expatriate roles.Originality/valueThis study contributes to TNHE literature by providing tailored recommendations for sustaining ASIEs’ management practices. By extending the AMO framework to TNHE, this research offers actionable insights into the role of culturally tailored motivation- and opportunity-enhancing practices that can help mitigate ASIEs’ adaptation challenges. The findings underscore the need for targeted human resource management (HRM) policies that address the specific needs of ASIEs, aiming to strengthen ASIEs’ retention and institutional alignment.

Exploring the Drivers of Workforce Productivity: A Case Study Approach

This study investigates the critical factors affecting employee productivity within a UK-based construction company, aiming to address overlooked elements in prior research, specifically regarding salary expectations. By administering questionnaires to both direct and midlevel employees, this study identifies key productivity drivers and examines managerial and organisational gaps impacting project outcomes. Key findings reveal that truck availability, worker motivation, rework, tools, and machinery significantly influence productivity levels, aligning with similar studies in the UK and the US. Notably, this research fills a gap by highlighting salary expectations as a primary factor affecting employee turnover, a consideration absents in past studies. The study’s conclusions offer insights applicable to international construction projects, promoting cross-context learning and strategic improvements in workforce management.

Study on Employment Decision-making and Market Fluctuation of Graduates of Private Colleges and Universities in Fujian Province from the Perspective of Behavioral Finance

Abstract In order to investigate the influence of employment decisions and market fluctuations of graduates of private colleges and universities in Fujian Province, this paper puts forward hypotheses on graduates’ subjective cognition and their employment decisions under the perspective of behavioral finance. The results of students’ subjective cognition of employment decision-making are collected by questionnaire survey, and then the collected data are processed by multiple linear regression analysis, and finally the significance of the analysis method is verified by least squares and analysis of variance (ANOVA). The results showed that monthly salary expectations and ability structures were significantly positively correlated with employment status, with correlation coefficients of 0.5413 and 0.1142, respectively, and p-values of 0.0129 and 0.0263, respectively. Knowledge structure and quality of talent were significantly negatively correlated with the correlation coefficients of employment status (−0.2102 and -0.3496) (p < 0.05). And there is no significant correlation between quality structure and employment status (P = 0.7437 > 0.05). The synthesis of the requirements of the enterprise employers concluded that the graduates with lower monthly salary expectations (<6500 yuan), who can handle human social relations, higher level of professional knowledge, experienced in social work and experience, and subjective perception of teamwork have lower employment status indexes (1.445, 1.2567, 1.0000, 1.1307, and 1.3305, respectively), and they are the ones who are qualified for the employers’ criteria for hiring good students. Therefore, graduates should take the market demand and employers’ standards as the starting point to improve their comprehensive strength, so as to provide high-quality employment.

Decline in enrollment in science and technology education: From the perspectives of Mauritian educators

<p>The decline in participation in science and technology education is widely recognized as a growing global phenomenon. Literature, however, has a dearth of insights from Small Island Developing States. Moreover, educators are essential in bridging the theory-practice gap in science and technology education, but the perspectives of educators have been less considered. We used a mixed methodology approach to explore the perceptions of educators on the decline in enrollment in science and technology education in the Republic of Mauritius. A total of 129 educators responded to a survey to identify possible factors influencing the decline and potential measures to arrest this decline. A lack of career knowledge, perceptions of low job prospects, and low salary expectations are considered the major influencing factors of the decline. Advice and recounting experiences from peers were also found to significantly influence subject choice among students. Educators advocate for enhancing the teaching and learning of students as possible strategies amongst others to boost participation in science and technology education.</p>

Labor biographies of russian workers: from search to survival

The article aims to study labor biography of industrial workers. It is based on the materials of in-depth interviews conducted in the Ulyanovsk region in 2020–2021. The authors propose a new approach to the study of labor biographies, taking the concept of work capacity. They distinguish three main stages: labor search, labor balance and labor survival. This division is based on the logic of workers building their own professional path, therefore, considering stages do not have certain age or time limits. The authors give main characteristic of the worker’s behavior for each of this stage. The purpose of labor search is to choose such type of employment or working conditions that would suit the physical capabilities, personality and salary expectations of the worker, as well as their ability to learn new professional skills. The stage of labor balance is characterized by achieving a balance between different types of employment that allows workers to cope with high physical exertion and provide the desired standard of living. The stage of labor survival is aimed at preserving the workplace, adapting the labor process to the current state of health and reduced physical capabilities. The authors emphasize that the work capacity (in the form of health, professional experience and knowledge) is not the resources that are valued by both employers and workers. As a consequence, the stages of labor search and balance can quite quickly be replaced by the stage of labor survival.

Analytical skills for accounting students in a data-driven job market: Australian evidence

Purpose The purpose of this study is to investigate the essential analytical skills required by accounting students to succeed in a rapidly evolving data-driven job market. Specifically, the study explores the role of data analytics, visualisation and software proficiency (e.g. Excel, Power BI) in the contemporary Australian accounting industry. The scope extends to providing recommendations for academia, professional bodies and employers on how accounting education can better align with the dynamic needs of the business environment by integrating these skills into curricula and professional development programmes. Design/methodology/approach Data was collected from Australian job listings incorporating accounting and data analytics tasks from popular job advertisement websites such as Seek, Indeed and Monster. Using the keyword “Data Analyst”, information was gathered on skills demanded, technology proficiency, industry sectors, professional qualifications and salary expectations. The data set comprised 73 observations across various job requirements and characteristics variables. Findings Critical analytical skills sought by accounting professionals in the current job market include extracting insights from big data, solving complex business problems, effective communication and data visualisation. Proficiency in tools like Microsoft Excel, SQL and Power BI is paramount. Originality/value This study enriches the literature by providing comprehensive insights into the contemporary demands for accounting analytics skills. It highlights the importance of integrating technology into accounting education and the varying skill requirements across industries. Additionally, it offers implications for professional qualifications and underscores the necessity for continuous monitoring and adaptation of accounting curricula to meet evolving industry needs.

A Enhanced Process for Examining Resumes and Organizing Candidates Through Statistical Methods

Selecting suitable applicants is an important part of the screening process in a recruitment consulting firm. In general, traditional recruiting practices are used by the majority of businesses and consulting organizations. The primary strategy is employing resume-based screening techniques to attract exceptionally skilled researchers and developers for high-tech enterprises. Typically, the organization evaluates the individual's qualifications, professional history, employment experience, motivations, specialist abilities, and past creative projects as shown in their résumé in order to select the most suited candidate. The study sought to examine and mechanize efficient screening techniques utilized by consulting firms, emphasizing the need of ongoing research in comprehending evolving customer requirements and enhancing the screening process. Various techniques typically employ automated image analysis and heuristic methods to extract tabular bioinformatics data from resumes, with the aim of gathering pertinent information. This research employs optical character recognition (OCR) as it circumvents the inherent automotive engineering of the document and has been demonstrated to be a viable approach. Resumes in PDF format were gathered via convenience sampling and systematic random sampling, and data was then extracted from the resume documents by OCR. The pertinent data is subsequently analyzed using statistical techniques such as the Chi-square test, percentage studies, and the weighted average approach based on factors such as experience, technical/non-technical skills, employability, career advancement, salary expectations, and role/designation expectations. The proposed approach empowered the selection of the appropriate resumes for the subsequent recruitment progression.. sections. Such references are made by indicating the section number, for example, “In Sec. 2 we showed...” or “Section 2.1 contained a description....” If the word Section, Reference, Equation, or Figure starts a sentence, it is spelled out. When occurring in the middle of a sentence, these words are abbreviated Sec., Ref., Eq., and Fig. At the first occurrence of an acronym, spell it out followed by the acronym in parentheses, e.g., charge-coupled diode (CCD). Key Words: Resume screening process; Optical character recognition; Recruitment; Chi-square test, subsequently analyzed pertinent data; efficient screening technique; appropriate resume; PDF;

BARRIERS OF PROFESSIONAL IDENTITY FORMATION: THE JUSTIFICATION FOR INCREASED TEACHER ATTRITION RATE

This study delves into the barriers to forming teacher identity in Kazakhstan after a year of study and development. Early career teacher attrition is often seen as a problem related to personal or contextual factors. This research examined attrition as a process involving both individual and contextual elements. Based on semi-structured interviews with 38 school English teachers about their first professional career path, experiences, and expectations, the thematic analysis revealed 15 themes, which were then categorized into four main themes: higher salary expectations, status, lack of pre-teaching training, and bureaucracy. This article offers practical recommendations, including the development of programs for preserving cultural heritage and professional development, to contribute to the successful formation of teacher identity. Overall, this study discusses critical aspects of modern education in Kazakhstan, outlines the main conclusions, and explores prospects for improving the education system and supporting the development of professional identity among teachers, considering the peculiarities of national culture.

Processing Pronouns of Address in a Job Interview in French and German

Abstract Does it matter whether applicants are addressed with formal or informal pronouns in online job interviews? This study shows that it does indeed, at least for speakers of French and German. Both French (n = 171) and German (n = 198) participants were more positive about a recruiter who addressed them with formal pronouns. The use of informal pronouns led to negative ratings of that recruiter by French participants, and to lower ratings of the recruiter, the company, and lower salary expectations by German participants. German men were found to be more sensitive than women to the use of formal pronouns, which had positive effects on their attitudes towards the job, company, and their salary expectations. Despite a general trend towards more use of informal pronouns in German workplaces, our study shows that using them in an online job interview has negative outcomes for companies. French participants react even more negatively to the use of informal pronouns, but these mainly have negative effects on their judgment of the recruiter rather than the company for which the recruiter is acting.

The Search for Sources of Conflicts: Supply and Demand in the Labor Market

Classical approaches towards categorizing conflict within the field of social sciences may not be applicable to the labor market context because they are beyond economic theories. To the best of our knowledge, currently, neither national nor foreign literature contains any conceptual systematization of conflicts that occur during the hiring process. Such systematization would combine conflict factors at the intersection of economic, sociological, and conflict theories. The article proposes a categorization that is based on the prominent conflict theories while taking into consideration potential employment conflicts within the labor market. The proposed categorization groups market participants (supply and demand sides) and sorts conflicts by type (systemic and non-systemic conflicts). Four primary sources of conflict are identified, including market mechanisms and salary expectations (systemic conflicts), company values and human capital (non-systemic conflicts). Systemic factors of conflicts such as supply/ demand matching and wage expectations are determined by market mechanisms. These economic factors are determined by objective and predictable processes, but sociological theories of conflict are typically excluded from the aforementioned context, which can result in a biased portrayal of macroeconomic processes. In addition, the policy of a particular company and a job seeker’s expectations for a specific job position are nonsystemic, they depend on such types of factors as company values and human capital.This categorization enables early identification of the source of conflict and potential reduction of its destructive effects.

Turnover intention and associated factors among nurses working at governmental hospitals in Bahir Dar city at the time of war, northwest Ethiopia, 2022

Turnover intention and associated factors among nurses working at governmental hospitals in Bahir Dar city at the time of war, northwest Ethiopia, 2022

FACTORS INFLUENCING INTENTION TO JOIN MARITIME INDUSTRY AMONG FEMALE MARITIME STUDENTS IN MALAYSIA

Female students have always had a hardworking and valiant character, with high self-confidence and a powerful spirit in the university culture. The fact that there is a global gender bias in the workforce in various industries, including maritime industries cannot be denied. However, the increase in the number of female students attending maritime programmes in the universities and colleges in Malaysia, shows that the younger generation nowadays is becoming more aware of the changing perceptions of women at sea. Even though the SOR theory was highly used to predict individual future behaviour in various contexts, however, there are lack of literature employing the S-O-R theory in the maritime context's studies. Thus, to fill these gaps, by adopting the S-O-R theory, this study attempts to identify what are the factors influencing the intention to join the maritime industry among female students who studying maritime-related courses in higher institutions in Malaysia. Employing a purposive sampling method, the link to the questionnaire was distributed online, and a total of 302 respondents were gathered. The analysis with structural equation modelling with Smart PLS found that career reputation and salary expectation have a positive relationship with job image and personnel interest, and job image and personnel interest have a positive influence on intention to join the maritime industry. The findings of the study will provide insightful information which is useful for the higher institutions and employers in the maritime industry to craft better policy and recruitment strategies to attract and increase the participation of women in the maritime industry.

Managing social intelligence from the perspective of optimising labour market pricing

The objective assessment of their labour value by future employers is a pressing concern for all students and graduates of higher education institutions. Young people frequently overestimate their salary expectations, leading to substandard service provision, or conversely, accept low-paying jobs resulting in emotional burnout due to lack of motivation. The purpose of this study was to identify how students with developed social intelligence assess their earnings prospects during their studies, in the first years after graduation and in adulthood. For this, a survey of students was conducted using the TROMSØ test and specially designed questions that helped to identify the respondents’ subjective assessment of the value of their working time. The study found a statistically significant relationship between social intelligence and labour market pricing. This dependence is particularly pronounced for wage expectations immediately after the graduation (p≤0.01**). However, no correlation was found between social intelligence or its components and ambitions for the level of pay during study. It was found that students are willing to look for part-time work for any financial motivation. As for the level of salary that would fully satisfy them in adulthood, the average salary is three times higher than the minimum wage in Ukraine and equals USD 580. By understanding the level of a person’s social intelligence, one can build an effective hiring system, gaining an additional tool for assessing possible salary ambitions. This will help to optimise the work of the HR department and understand the range of financial incentives needed required to stimulate a particular employee

A Survey of Forecasting the Salary for Players in National Basketball Association

The National Basketball Association is the men's professional basketball league in North America. The National Basketball Association league has some of the highest paid professional athletes in the world. The National Basketball Association is the oldest and most prestigious basketball league in the world, which makes the study of the NBA particularly important. During the 2011-2012 season, the season was cancelled after senior staff and team members failed to reach an agreement due to serious differences of opinion in labour management negotiations. The main reason was that the NBA believed that the players' salaries were too high, which left little profit for the NBA and even increased the NBA's losses. Since the ideal interests of management and the interests of labor did not exactly match, both sides made concessions and reached an agreement. Finally, the season resumed. For most NBA clubs, the salary of each player is usually confirmed before the performance in the next game. However, this makes the question of how to determine the amount more difficult. Players’ salaries should match their performance. If the player does not meet salary expectations, the club is losing money. If a player finds that he gets paid less than his income based on 61 games that year, the club may lose that player and reputation. In this paper, we summarize previous approaches for salary forecasting and categorize them into: (i) linear regression, (ii) modelling approach, and (iii) non-linear regression and (iv) K-nearest neighbour classifier and provide guiding idea for future work.

Doctor of pharmacy as a career option: a cross-sectional study exploring PharmD students and practitioners expectations in Jordan

ObjectiveThis study aimed to (1) investigate the expectations and preferences of PharmD students and practitioners regarding their role in the health care system, and (2) to contrast those expectations and preferences of PharmD practitioners with real-life practice in Jordan.MethodsTwo cross-sectional descriptive questionnaires were used to collect data from PharmD students and PharmD practitioners in Jordan. A total number of 330 students and 280 practitioners were interviewed. The responses to all questions were encoded, entered, and summarized as frequencies and percentages or as means and standard deviations. Comparisons between groups were performed using Chi-square test. A p-value of < 0.05 was considered significant.ResultsBoth PharmD students and practitioners chose working as a clinical pharmacist in a hospital as their first-choice job. However, their second and third jobs choices were significantly different as practitioners opted for income as a main criterion for job selection. Interestingly, salary expectations by PharmD students were significantly higher than the reality as reported by PharmD practitioners. Both students and practitioners placed the work environment as the highest priority criterion for making a work choice on the work environment. In general, both students and practitioners agree on the ideal roles of PharmD graduate with the issues of prescribing and compounding responsibilities being the ones with the highest disparity between practitioners and students. Significant differences were found between the student’s and practitioner’s perceptions of the ideal role of a PharmD in and the current professional practice in Jordan.ConclusionJob preferences and salary expectations differ significantly between students and practitioners. Professional orientation of PharmD. students should be implemented to minimize misconceptions of their job nature, availability, and compensations. The fact that students do not prefer to work in a community pharmacy should be addressed by educational institutions and professional organizations. The prescribing and compounding responsibilities of pharmacists should be also emphasized in the curricula of pharmacy schools and worked in by professional organization to achieve optimal implementation in real-life practice.

Survey and Analysis of Employment Intention of Higher Vocational Graduates and Study on Employment Countermeasures

Based on the survey results of employment intention of graduates from 2020-2023 in Wenzhou Polytechnic, this paper sorts out and analyzes the employment intention of vocational graduates from the aspects of preferred graduation destination, employment selection factors, employment region, nature of employment unit, salary expectation, major pairs, access to employment information channels, employment guidance and service demands. To explore effective employment countermeasures for vocational graduates' employment demands and form an employment guidance service system to improve their initial employment stability and career adaptability.

Professional and Academic Perspectives of Pharmacy Students: A Cross Sectional-Study from Brazil

The study aims to assess the professional and academic expectations of pharmacy students of faculties that lives in the northern region of Brazil. Data were collected via a printed questionnaire. The number of students that answered the questionnaire was 600. Regards to academic life, 74.6% believe that faculties offer ideal opportunities. The most desired areas of activity were clinical and hospital pharmacies (45%) and commercial pharmacies (32.3%). Their salary expectations are higher than six national minimum wages. The profession is experiencing a period of enormous positive transformations. The study provides a general view of the several fields of work for pharmacy students to plan and conduct their professional activities to improve the health of the population.