Relative Salary Research Articles

Impact of Inflation on Purchasing Decisions of Residents of Selected Polish Voivodeships

The purpose of the article. The study aimed to assess the impact of an inflation level on purchasing decisions of consumers in selected voivodeships (mazowieckie, lubelskie, podkarpackie, małopolskie). The following hypotheses were adopted: H1: Poles' purchasing decisions in a period of rising inflation depend on the voivodeship in which they live. H1a: Residents of voivodeships with a lower average gross salary (podkarpackie and lubelskie) pay more attention to product features, discounts and places where they shop than residents of voivodeships with a high average gross salary (mazowieckie and małopolskie). H2: Poles' purchasing decisions in a period of rising inflation depend on gender. H2a: Women pay more attention to product features, discounts and places where they shop than men. Methodology. The study employed the diagnostic survey method using an online survey. The voivodeships selected for the study were categorized based on the indicators of an average monthly gross salary in relation to the national average. For mazowieckie and małopolskie voivodeships these values were above 100%, while for podkarpackie and lubelskie voivodeships they ranged from 84–88%. In addition, statistical analyzes were performed to observe relationships such as gender and voivodeship: the chi-square test with an in-depth analysis of standardized categorized residuals, Cramer's V coefficient and Spearman's rank correlation coefficient. Results of the research. The article showed that the relationship between inflation and purchasing behavior of Polish people is an important topic that helps understand how consumers react to rising prices and what strategies they choose when shopping during inflation. Relationship between consumer behavior and the voivodeship was confirmed only in two cases related to shopping habits. This leads to the rejection of H1 and H1a hypotheses. The amount of the average monthly gross salary in relation to the national average (podkarpackie, lubelskie) is not a factor that makes Polish people more inclined to pay attention to product features, discounts and places of purchase, compared to residents of voivodeships with a higher average monthly gross salary (mazowieckie and małopolskie). H2 and H2a hypotheses were confirmed with greater accuracy. It has been noticed that purchasing decisions of Polish people depend on gender, and women pay attention to product features such as a price, promotions, and places where they shop more often than men.

The Impact of Working Environment, Salary, and Job Security on Job Satisfaction among Workers in Sarawak’s Government Linked Company: The Case of Sarawak Digital Economy Corporation

In contemporary society, work occupies a significant portion of people's lives due to the financial and economic imperatives of modern living. However, research has demonstrated that job satisfaction cannot be achieved solely through financial incentives. Therefore, it is crucial to comprehend the diverse factors that motivate individuals to work and to contribute to overall job satisfaction. This study aims to examine the relationship between working environment, salary, and job security in relation to job satisfaction, aiming to provide deeper insight into the critical factors that influence employees’ satisfaction and consequently impact their overall performance. In the scope of this research, the population to be investigated encompasses the staff of Sarawak Digital Economy Corporation, positioned as a government-linked enterprises in Sarawak region. The sample size comprises 107 participants among employees of Sarawak GLC (Government-Linked Companies). The research instrument utilized for data collection was a questionnaire and the results were analyzed using the Statistical Package for Social Sciences (SPSS). The study reveals a substantial influence of three pivotal factors- namely, the working environment, salary, and job security significantly- on job satisfaction. These findings hold significant implications, potentially serving as a valuable reference for understanding and insight into job satisfaction within the broader context of Sarawak ‘s business ecosystem. Such insights are valuable for academic research and business studies across the region.

The Ethics of Industrial Action by Doctors

The traditional and majoritarian view of medicine as a vocation rather than a job remains the basic principle that motivates doctors. Nevertheless, over the last two decades, there has been an erosion of their authority and an inability to fulfil the best care they can provide with successive cuts to the NHS and a relative salary reduction. That festering discontentment likely spurred many doctors to seek a route to express their feelings by taking IA. Nevertheless, for many, the ethical turmoil of potentially causing harm to patients from withdrawing services cannot be overemphasised. The conflict between professional duty and personal gain is at its acutest at such times. 
 It remains to be seen how this will be reflected in campaign turnouts and on the picket line. Ultimately, full-blown strike action is neither in doctors' nor the government's interest. Patients have long memories, especially as many are still reeling from the injustices of the pandemic, albeit doctors and others on the front line were celebrated as heroes. The media has little regard for the legal case of strikes or any ethical basis. They will record events for posterity, ensuring that stories on both sides are personalised and sensationalised. The real casualty in this could be the NHS, which is yet again at the forefront for the wrong reasons. On the other hand, the doctors’ strike actions and those of others in healthcare might, in part, hope that these would wake the public to defend an institution at the highest risk in its 75 years since Aneurin Bevan gave birth to it.

Gender differences in economics PhD field specializations with correlated choices

The focus of our paper is the process underlying gender differences in the choice of field specialization among students in doctoral programs in economics. We model the choice among beginning economists within a multivariate logit framework that accommodates single- and dual-primary field specializations and incorporates correlations among field specialization choices. Conditioning on personal, economic, and institutional variables reveals that women graduate students are less likely to specialize in Labor/Health, Macro/Finance, Industrial Organization, Public Economics, and Development/Growth/International and are more likely to specialize in Agricultural/Resource/Environmental Economics. Field-specific gender faculty ratios and expected relative salaries as well as economics department rankings are significant factors for gender doctoral specialization dissimilarity. Preferences and characteristics contribute about equally to field specialization dissimilarity.

Wpływ pandemii COVID-19 na poziom wykluczenia finansowego mieszkańców południowo-wschodniego regionu Polski

The main goal of the research was to assess the impact of the pandemic crisis on the level of financial exclusion of the inhabitants of the south-eastern region of Poland and to identify the factors determining this financial exclusion. The detailed scope of the research covers the administrative area of the Podkarpackie Voivodeship. The pandemic period adversely affected many areas of social and economic life. One such area is the level of financial exclusion, which has significantly affected people on low incomes, often living in villages and small towns. South-eastern Poland, including the Podkarpackie Voivodeship, is still one of the economically weaker regions. It should be emphasised that the Podkarpackie Voivodeship has an agricultural and industrial character. It has the largest percentage of people living in villages in the country (58.6%). Following this line of reasoning, the study covered the inhabitants of the Podkarpackie Voivodeship whose places of residence are located in counties with the lowest average monthly gross salary in relation to the national average, and for the purpose of a comparative analysis, inhabitants of the largest voivodeship city – Rzeszów. The research used the diagnostic survey method, and the responses were statistically analysed to observe the relationship between the features: age, sex, education, etc. and a comparative analysis of individual counties. In addition, the method of literature analysis was used, including previous research on similar topics from the period before the pandemic. Based on the research, it can be concluded that people from the counties selected for the study much more often combine financial exclusion with unemployment and low wages. They are concerned about the stability of their income and believe that they are financially excluded. Similar relationships were observed for people over 46 years of age and for people whose average monthly net income per person in the household is less than PLN 1,000.

Rehabilitation psychology: 2020 state of the field survey.

To date, there are no published formal surveys of the "state of the field" of Rehabilitation Psychology in terms of education, training, practice patterns, professional identity, and relative salary and income structures for those who identify as Rehabilitation Psychologists. In an effort to gather this information, the Practice Committee of APA Division 22 (Rehabilitation Psychology) conducted a convenience-sample survey of its listserv subscribers to obtain a representation of Rehabilitation Psychologists across the United States, and a depiction of the fields in which they work. There were 282 respondents to the survey. Most respondents were female (69%) and worked in hospital/medical facilities (70%). Most worked in urban/suburban areas (96%), with adults (57%), and had a straight salary income structure (78%). Salary was found to be associated with age (p < .001), gender (p < .001), degree (p = .001), board certification status (p < .001), years licensed (p < .001), and Manager/Director position status (p < .001). Salary was not significantly different by region. Implications regarding the need for advocacy for the roles of Rehabilitation Psychology in health care, promotion of the specialty with consumers, and the development of future professionals are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Gender Differences in Economics Phd Field Specializations with Correlated Choices

We model the process of field specialization choice among beginning economists within a multivariate logit framework that accommodates single and dual primary field specializations and incorporates correlations among field specialization choices. Conditioning on personal, economic, and institutional variables reveals that women graduate students are less likely to specialize in Labor/Health, Macro/Finance, Industrial Organization, Public Economics, and Development/Growth/International and are more likely to specialize in Agricultural/Resource/Environmental Economics. Field-specific gender faculty ratios and expected relative salaries as well as economics department rankings are significant factors for gender doctoral specialization dissimilarity. Preferences and characteristics contribute about equally to field specialization dissimilarity.

Field Specializations among Beginning Economists: Are There Gender Differences?

We examine the process underlying field specialization among beginning economists. Our multivariate logit framework accommodates single-and dual-field specializations with correlated choices. Including field-specific relative salaries and expected probabilities of academic employment is a novel aspect of this research. After conditioning on personal, economic, and institutional variables, we find that women graduate students are less likely to specialize in labor/health, macro/finance, industrial organization, public economics, and development/growth/international fields and are more likely to specialize in agricultural/resource/environmental fields. The Duncan dissimilarity index suggests that 14 percent of either sex would have to change specialization in order to achieve complete parity.

Non-cognitive skills of employees and their influence on voluntary turnover

The paper examines the influence of non-cognitive skills of employees on the voluntary turnover during their first year at an organization. In contrast to the variables describing job satisfaction and commitment to the organization, the use of personal traits as determinants behind the decision to change companies is poorly studied in the literature. The article aims to identify indicators pointing to the tendency of an employee to voluntarily change the company. The theoretical basis of the study embraces James Heckman’s concept of non-cognitive skills and the conceptual provisions of personality psychology. In the paper, the method of economic modelling was used. The information base includes the results of the empirical assessment of 243 applicants for employment in JSC “Sheremetyevo International Airport” in 2019 and data on their dismissal during the first year of work. The database was supplemented with information on the company’s internal accounting and Rosstat statistics. The use of the probit model of binary choice allowed us to establish that, along with the relative salary and the specificity of employees’ expertise, their intention to quit is affected by non-cognitive skills such as capability to assess their own performance, the locus of control and the type of thinking. A rational way to deal with crises and a high level of self-perception of the effectiveness and significance of work reduce the probability of voluntary turnover before the first year. In addition, a high position and good salary strengthen an employee’s intention to stay in the company. Based on the research results, the paper offers recommendations to HR managers to retain highly qualified employees.

Who is teaching in Chinese primary schools? A profile of the primary education workforce in Chinese county areas.

A teaching workforce with good quality is a key factor in the process of China’s rapid development. Although 76% of Chinese pupils are studying at schools within county areas, a general portray of the corresponding teaching workforce is still not clear. This study presents data from a nationally representative survey of primary education teachers in 35 counties of 18 provinces in China. Findings presented include demographic and professional characteristics, living conditions as well as attitudes towards work. Besides, variations among school locations and geographical regions are also examined. The key findings are the followings: 1) Quality of primary school teachers in county areas has been improved regarding education background; 2) Teaching force in village primary schools has an unbalanced age and gender composition; 3) Out-of-field teaching practice is widespread, especially for minor subjects. 4) Primary school teachers perceived relative low salary and low social status.

Directions of wage optimization in construction

The article analyses the method proposed by the Government of the Russian Federation for adjusting the principle of determining the minimum subsistence level, based on the median salary. The article shows the result of the analysis of changes in wages in construction when calculating, using the median salary in relation to the “absolute” principle of calculating the minimum subsistence level, the calculation of the size of the minimum subsistence level in Russia as a whole, and on the territory of the Irkutsk region is analysed. It is shown that the transition to the calculation of the median salary in the Irkutsk region will decrease the subsistence level in relation to the existing one. Based on our analysis, the conclusion is made that in order to calculate the minimum subsistence level for medial salary, it is necessary to revise the calculation methodology.

Expatriates' salary expectations, age, experience and country image

PurposeThe purpose of this paper is to explain how candidates' expectations of salary in relation to job offers as expatriates in developing societies are related to country image and to age.Design/methodology/approachData were collected from over 500 engineers living in France, Portugal and Spain, evaluating two hypothetical expatriate proposals to six different African and Latin American countries. Multivariate hierarchical regression was applied to statistically detect significant predictors, with a broad range of control variables, to investigate expatriate salary expectations.FindingsResults evidence the role of age, seniority, previous international experience and culture attraction for the host country in influencing salary expectations for potential expatriate postings. These results are discussed at the light of selection, optimisation and compensation theory (SOC), conservation of resources theory (COR) and social identity theory.Practical implicationsFindings call for multinational companies to consider age, individual background, career attributes and location concerns when evaluating salary expectations involved in expatriation to developing countries.Originality/valueThe study shows how individual expectations about required salaries for accepting expatriate job offers in developing countries (hardly addressed in the extant literature) result from the potential for professional development opportunities and the responsibility of the jobs being offered, the country image, and the age and motivation of the individuals. Furthermore, it integrates research through use of SOC and COR theories.

The Impact of CEO Competence Heterogeneity and Investor Risk Appetite on Corporate Bond Yield- Take the Listed Companies of the Real Estate Industry as an Example

The purpose of this paper is to propose a new integrated model that combines the concepts of risk and CEO competence. Risk is the deviation of the result caused by the different effects. Putting risk into the real capital market due to information asymmetry and imperfect capital market, investors must bear the investment-oriented risk while pursuing excess remuneration. The Chief Executive Officer (CEO), the core decision maker, plays an important role in corporate bond yields, but the impact of CEO competence heterogeneity on corporate bond yield performance indicates rarely noticeable. A structural equation model and five-way interactions in moderated multiple regressions was used to test the hypotheses on a sample of 215 bond yields issued by 43 A-share listed companies in SSE and SZSE as a research sample in 2007-2017, and collected 473 sample data for 11 years in China. This results indicate that five indicators of the company’s return on assets ROA, CEO relative salary, CEO education, CEO qualification and CEO holdings to measure the heterogeneity of CEO competence along with the exploring of impact on corporate bond yields. It also considers the investor risk appetite factor and considers the macro factor GDP as the influencing factor to investigate the impact of investors as risk enthusiasts or risk aversion on corporate bond yields. The present study conceptualized the two influencing factors of CEO competence heterogeneity and investor risk preference, it is expected to explore the impact of corporate bond yield. The study concluded that the company’s return on assets ROA, CEO relative salary, CEO education, CEO holdings and investor risk premium will exert a significant impact on corporate bond yields. CEO qualifications and GDP make no significant impact on corporate bond yields. To the best of the knowledge, how A-share listed companies identify CEO competence heterogeneity to create organization performance, thereby promoting the development of risk and CEO competence heterogeneity of China has not been analysed in financial literature. Thus, the present study provides a significant contribution to the human capital literature, in which empirical research analyses the five-way interaction and demonstrates the empirical insights that may be used to study human capital. The findings reported in this study will encourage future researchers to employ heterogeneity human capital perspective.

Salary comparison: Internal and External (In)Congruence, Distributive Justice, and Employee Withdrawal

Relative salary compared with similar others (i.e. horizontally) has well-established implications for employee attitudes and behaviors at work. Yet, how employees process information on comparisons, such as when internal and external comparison information is incongruent, remains controversial. In this paper we integrate the model of dispositional attribution and equity theory to derive predictions on how congruence and incongruence of internal and external salary comparisons affect perceptions of distributive justice and subsequent employee withdrawal behavior. We hypothesize that the effect of salary comparisons on perceived distributive justice follows a hierarchically restrictive schema where lower salary in comparison is more impactful on justice perceptions than higher salary in comparison. And this effect would further affects employee withdrawal. Two studies were conducted to test our hypotheses: a quasi-experimental study (n = 127) and a time-lagged survey (n = 252). Consistent with our framework, we found that internal and external salary comparisons were positively related to perceived distributive justice, and that when comparison information was incongruent, disadvantaged information more strongly impacted perceived distributive justice than advantaged information. Moreover, this impact on distributive justice negatively related to employee withdrawal. Theoretical and practical implications of these findings are discussed.

Students' teaching career expectations by gender and ability levels in science and math: The role of salary and numeracy skills

AbstractUnderstanding what factors foster young people's aspirations to work as teachers is critical for designing effective recruitment policies, and for ensuring that enough youngsters enter the teaching profession. We examine what factors explain between‐country differences in the percentage of 15‐year‐old students who expect to work as teachers as adults. We focus on two factors: (1) the salaries teachers can expect to earn compared to professionals in science, technology, engineering and mathematics (STEM); and (2) the skill levels teachers have compared to STEM professionals. Relative salaries indicate if (and to what extent) the financial returns associated with teaching careers are higher or lower than professional STEM careers dominated by men. Relative skills highlight the investment in human capital that teachers are expected to make to be able to enter the profession, as well as the social and cultural status that is associated with teaching. We used data from 29 countries that participated in the Programme for International Student Assessment and the Programme for International Assessment of Adult Competencies. In countries where teacher salaries and numeracy skills were high compared to those commanded by STEM professionals, gender gaps in teaching career expectations were smaller. High‐ability students in science and mathematics were more likely to expect to work as teachers in countries where teachers have comparatively higher numeracy skills. Our findings show that when teacher salaries are competitive in relationship to the salaries of STEM professionals, more students overall expect to work as teachers. However, whilst low‐ and middle‐performing students in science and mathematics were attracted by economic incentives, high‐performing students in science and mathematics were not.

Teaching econometrics with data on coworker salaries and job satisfaction

Recent research studied how relative salary affects job satisfaction. It gave a random sample of University of California employees information about their coworkers’ salaries and estimated the effect of this information on job satisfaction. This article suggests ways the dataset created by this research can be used in econometrics and statistics classes. It provides examples using these data to calculate frequency distributions, contingency tables, Chi-square tests, and linear probability models. It also explains how these examples can be used productively in class.

Salaries in general education in Russian regions

One of the functions of a social state is providing decent wages for labor. This is especially topical for the most important social areas — healthcare and education. In recent years, raising teacher’s salary has become one of the most important issues, but the problem is still far from being resolved. The aim of the work is to analyze the level of teachers’ salaries in municipal schools in 2013–2017 in the RF subjects with different levels of economic development. As the main indicators there were selected nominal average monthly salary of teachers, their salary in relation to the average wage in the region, and their salary in relation to the subsistence minimum of the working age population. On the basis of cluster analysis using the Ward method, there were created cartograms for the first two indicators presenting their dynamics. The analysis shows that in the period under review, the salary of teaching staff grew at a slower pace than the average wage across the country and in the majority of the RF subjects. The level of economic development of a region has a significant impact on the salary of teachers. In financial centers, industrialized and mining regions, work remuneration of teachers grew at a higher rate than in less developed agricultural ones. As a result, the interregional differentiation of teachers’ salaries in general education has increased. This indicates that the state policy aimed at raising salaries in the general education system does not reach its goal, and it is necessary to increase the state funding of general education.

Factors Impact on Job Satisfaction of Library Professional of Arts and Science Colleges Affiliated to Bharathidasan University: A Study

This study examine the various factors which impact on job satisfaction of library staff working in different arts and science colleges affiliated to Bharathidasan university, Trichy. The aim of the study is to determine the level of job satisfaction of a library professionals based on the various concepts which are related to it. The factors such as salary of the staff, quantum of work, salary in relation to experience, opinion about present pay scale, safety of job, job security and freedom of work have been discussed in the study. The study shows that there is an association among the library professionals and the various factors of job satisfaction based on their colleges where they working.

EFFECT OF NAFTA ON MEXICO´S WAGE INEQUALITY

One of the benefits that the signing of the North American Free Trade Agreement (NAFTA) would bring to the country was the reduction of large differences in wages as a result of the increase in productivity. The present study measures the effect of demographic, labor, and sector variables on Mexico?s wage inequality during the period 1988 to 2017, as well as the impact that the incorporation to NAFTA has had. Through a fixed effects model, it was found that the increase in the proportion of people working in the service and agricultural sectors increased the wage gap, as well as the people who occupy managerial positions, since they obtained a relative salary higher than the average. Despite the expected results of NAFTA, this economic trade integration increased the wage differential in Mexico and these levels are invariant over time, giving way to proposals to change the minimum wage.

Social support and factors associated with self-efficacy among acute-care nurse practitioners.

To investigate the relationship of nurse practitioners' social support as well as other factors associated with perceived self-efficacy. There is a growing demand for nurse practitioners in Taiwan, for whom self-perceived efficacy is associated with performance. Nevertheless, research on the self-efficacy and social support of nurse practitioners is limited. This is a cross-sectional survey study. Questionnaires were distributed to nurse practitioners in seven hospitals in northern Taiwan from May 2015 to March 2016. In total, data from 335 (78% return rate) certified nurse practitioners were analysed. Social support was measured by the Multidimensional Scale of Perceived Social Support (MSPSS) and the Job Content Questionnaire (JCQ), and perceived self-efficacy was measured by the General Self-Efficacy Scale (GSE). Data were analysed by ANOVAs with post hoc test and multiple linear regression. The mean score for self-efficacy was 27.60±6.17. Support scores were 11.574±2.37 for supervisors, 12.795±1.92 for coworkers and 64.07±10.16 for family, friends and significant others. nurse practitioners in the high monthly salary group had significantly higher self-efficacy than nurse practitioners in the medium and low monthly salary group (F=8.99; p<.01). Social support from coworkers (β=0.18, p<.01) and family, friends and significant others (β=0.15, p<.01) and a higher monthly salary were significant factors. The self-efficacy of nurse practitioners in hospitals in Taiwan is insufficient. Monthly salary and levels of social support were found to contributeto nurse practitioners' self-efficacy. Thus, to enhance nurse practitioners'self-efficacy and work performance, nursing leaders should address these issues. The findings inform hospital administrators to be aware of the importance of salary in relation to nurse practitioners' perceptions of social support and self-efficacy.