Salary Incentive Research Articles

The Linkages Between Reimbursement and Prevention: A Mixed-Methods Approach.

Background: The benefits of prevention are widely recognized; ranging from avoiding disease onset to substantially reducing disease burden, which is especially relevant considering the increasing prevalence of chronic diseases. However, its delivery has encountered numerous obstacles in healthcare. While healthcare professionals play an important role in stimulating prevention, their behaviors can be influenced by incentives related to reimbursement schemes.Purpose: The purpose of this research is to obtain a detailed description and explanation of how reimbursement schemes specifically impact primary, secondary, tertiary, and quaternary prevention.Methods: Our study takes a mixed-methods approach. Based on a rapid review of the literature, we include and assess 27 studies. Moreover, we conducted semi-structured interviews with eight Dutch healthcare professionals and two representatives of insurance companies, to obtain a deeper understanding of healthcare professionals' behaviors in response to incentives.Results: Nor fee-for-service (FFS) nor salary can be unambiguously linked to higher or lower provision of preventive services. However, results suggest that FFS's widely reported incentive to increase production might work in favor of preventive services such as immunizations but provide less incentives for chronic disease management. Salary's incentive toward prevention will be (partially) determined by provider-organization's characteristics and reimbursement. Pay-for-performance (P4P) is not always necessarily translated into better health outcomes, effective prevention, or adequate chronic disease management. P4P is considered disruptive by professionals and our results expose how it can lead professionals to resort to (over)medicalization in order to achieve targets. Relatively new forms of reimbursement such as population-based payment may incentivize professionals to adapt the delivery of care to facilitate the delivery of some forms of prevention.Conclusion: There is not one reimbursement scheme that will stimulate all levels of prevention. Certain types of reimbursement work well for certain types of preventive care services. A volume incentive could be beneficial for prevention activities that are easy to specify. Population-based capitation can help promote preventive activities that require efforts that are not incentivized under other reimbursements, for instance activities that are not easily specified, such as providing education on lifestyle factors related to a patient's (chronic) disease.

Corporate Governance Structure and Performance in the Tourism Industry in the COVID-19 Pandemic: An Empirical Study of Chinese Listed Companies in China

All industries around the world have been greatly impacted by the 2019 COVID-19 outbreak. China’s tourism market was almost suspended. Tourism enterprises generally face difficulties in the form of low capital turnover and increased operating pressure, and the overall tourism industry is showing a downturn in its development. In this study, we construct a quasi-natural experiment with the COVID-19 pandemic in public health emergencies using a propensity score matching difference in differences model (PSM-DID) to match the treatment group of tourism enterprises and the control group of non-tourism enterprises. We empirically test that the COVID-19 pandemic has produced a more severe impact on the performance of tourism enterprises than other industries. Further analysis shows that given different enterprise equity natures, the characteristics of the board, supervision, and executive salary incentive levels, the COVID-19 pandemic has a heterogeneous impact on the operating performance of tourism enterprises.

Influencing Factors and Multiple Paths of Entrepreneurship in High-Tech Enterprises: A Fuzzy-Set Qualitative Comparative Analysis of Configuration

This paper selects 93 high-tech enterprises listed in 2019 in China’s A-share market and comprehensively integrates six variables on three levels, namely, internal guarantee, internal incentives, and external institutions, through fuzzy-set qualitative comparative analysis (fsQCA). On this basis, a discussion was conducted about the multiple concurrent factors and various paths stimulating entrepreneurship. The results show that (1) a single factor does not necessarily lead to high entrepreneurship; (2) high entrepreneurship could be stimulated by four paths: driving mechanism with salary incentive as the core and market mechanism as the support, driving mechanism with government intervention and market mechanism as synergistic drivers, driving mechanism with equity and control power as dual drivers under external institutions, and driving mechanism with external institutions and internal incentives as joint drivers; (3) market competition plays an indispensable role in stimulating entrepreneurship, while management capability suppresses entrepreneurship; (4) nonhigh entrepreneurship could be generated by five paths, which are asymmetric relative to the configurations of high entrepreneurship.

Research on the investment efficiency based on grey correlation-DEA model.

Small and medium-sized enterprises (SMEs) are an important part of stimulating market vitality. In the post-pandemic era, the ability of SMEs to absorb employment plays an important role in stabilizing society and promoting economic growth. This paper selects 226 sample data from 2014 to 2017 measures the investment efficiency of small and medium-sized enterprises and makes a further analysis its influencing factors. Because there is a lag between investment and output. In this paper, the grey correlation analysis is used. Measuring the investment efficiency of SMEs by using BBC-DEA method. The study found that the overall investment efficiency of SMEs is low. Considering from the inside of the enterprise, this paper uses the Tobit model to make an empirical analysis. It is found that the influence of board structure and agency cost on investment efficiency are significantly negative. Growth, ownership concentration, equity incentive, salary incentive, profitability of SMEs have a significant positive effect on the investment efficiency of enterprises.

The Construction of Salary Incentive Mechanism for Enterprise Human Resources

The Construction of Salary Incentive Mechanism for Enterprise Human Resources

The role of innovation investment and executive incentive on financial sustainability in tech-capital-labor intensive energy company: Moderate effect

As an essential way to alleviate the principal–agent issue, the executive incentive not only guides the innovation activities but also affects the financial performance of enterprises. In conjunction, senior managers are the core personnel of enterprise operation and hold strategic decision-making power. Therefore, this paper aims to explore the bidirectional relationship between innovation investment and financial sustainability and the moderate effect of executive incentive in the energy industry. The results show that innovation investment has heterogeneity effects on business performance in different type energy companies on different periods. In other hands, salary incentive has a significant positive moderate impact on the relationship between innovation investment and financial sustainability, especially in technology-intensive companies. Equity incentive does not show significant moderate effect in the whole sample and sub-sample. This paper proposes a new research perspective on the relationship between innovation investment and financial sustainability, which has a practical significance to weigh innovation expenditure and corporate target performance and design an executive incentive mechanism.

Research on the Effects and Influencing Factors of Social Work Profes_x0002_sional Policy in China

Social work professional are an indispensable force for building a harmonious society and strengthening and innovating so- cial governance. In order to promote the development of social work professional, some policies about social work professional have been issued in China. This article attempts to explore the effect and influencing factors of social work professional policy. Finding as followings: social workers' education degree, professional titles and the number of female social workers shows a growing trend. There is still a gap in the total number of social workers and professional compared with developed countries. The proportion of social work- ers below 46yrs. in national social workers has dropped year by year. The rationality of the regional structure of social work profession- al needs to be improved. The main causes are: There are lower professional awareness and social recognition to social worker in the so- ciety. The social worker professional' salary system is not perfect, and the organization management capabilities need to be improved. The suggestions are: Expand the communication platform of social work professional' team construction by informatization. Strengthen publicity and enhance social awareness of social work professional. Implement salary incentive measures and strengthen system guar- antees.

Research on Motivation of Transferring Secondary Vocational School Teachers from Enterprises

Under the paradigm of qualitative research, we explored the process and reasons for the nine technologists to abandon the high-paying positions of the company to enter the middle-level teachers. Based on the interview data, we used the rooted theory to establish the motivation for the transfer of the transferred teachers. The study found that “reasons of separation” and “individual needs” are the two main categories that constitute “transfer motivation”; “transfer motivation” under the influence of “preconditions”, “catalytic factors” and “obstructive factors” and “teacher occupation” The advantage “matches; if the match is successful, the idea of “deciding to become a secondary school teacher” is generated and put into action. Through cross-case analysis, it outlined the career transition profile of the transferred teachers, including the “family fulfillment” type, which is driven by “free time”, the “start another stove” type, which is driven by “burnout”, and is dominated by “personal ideals” motivated “long-term planned” type. Based on the results of this research, we proposed to contract and recruit enterprise technical talents in secondary vocational schools, and propose the cooperation channel between schools and enterprises as the recruitment channel, and establish the support policy and salary incentive system strategy for enterprise personnel.

The Promotion Effect of Executive Compensation Stickiness on Corporate R&D Investment: Empirical Evidence Based on PSM

The impact of executive compensation stickiness on corporate R&D investment behavior is a new issue in the financial and financial field. A small amount of literature has analyzed the above issues, but they have ignored the possible adverse effects of sample selection bias on the research results. This paper takes the 2008-2016 China Shanghai and Shenzhen A-share listed companies as the research samples, uses propensity score matching (PSM) to empirically test whether the executive pay viscous significantly promotes R&D investment. The study found: under the premise of controlling sample selection bias, the R&D investment level of the executives with sticky and high-viscosity group is significantly higher than that of the sample companies with no sticky and low-viscosity groups. As a kind of salary incentive mechanism with failure tolerance characteristics, executive pay sticky has a significant promotion effect on Chinese R&D investment. Further research has also found that, especially for non-state-owned enterprises and high-tech enterprises, executive compensation stickiness has a stronger effect on corporate R&D investment.

Corporate governance, innovation input and corporate performance

PurposeThis paper aims to find the endogenous relationship between innovation input and corporate performance and deepen the study of innovation performance theory in industry and enterprise at the micro level.Design/methodology/approachThis paper selects the firms listed on A shares in Shanghai and Shenzhen Stock Exchanges from 2009 to 2015 as samples. The authors cluster these samples according to the factors of production and classify the samples into three types: technology-intensive, capital-intensive and labor-intensive. After obtaining the samples and classifying them, the authors conduct a research on the endogenous relationship between the innovation input and the corporate performance through the simultaneous equations model and 3SLS estimation method. Meanwhile, they also make a study on the influence of executive incentive mechanism on the relationship between the innovation input and the corporate performance.FindingsIn technology-intensive industry, the increase of pre-innovation input will enhance the corporate performance in the current period, however, which will slow down the pace of innovation and lead to lower corporate performance in the future, and then increase innovation input again. In contrast, in capital-intensive industries, innovation input just improves corporate performance in the current period and the promotion of corporate performance will promote the intensity of innovation input in the future. With labor-intensive industries, innovation input also depends on early good returns, but innovation input has no significant impact on the corporate performance both at present and in the future. While in the executive incentive mechanism, salary incentive has a significant positive regulatory effect on the relationship between innovation input and corporate performance.Originality/valueThis paper presents a new research perspective on the relationship between innovation input and firm corporate performance, which is of great value to the listed company in balancing the R&D input with the company’s target performance and the design of executive incentive mechanism.

Experiences of Filipino Nurses on Salary Incentive

Research has shown that there is large scale migration of Filipino nurses in health industry to other countries for greener pasture, and this trend is a threat to nation building especially in developing country like Philippines. Understanding variables that influence such movement is very important in light of the global human resource crisis; hence policy implementation of financial incentives is important to guide policy makers, as these are the most commonly used staff retention strategies. Qualitative research utilizing Husserl (descriptive) and Heidegger (interpretive) hermeneutics research design was employed to explore Experiences of Filipino Nurses on Salary Incentive. 14 participants were interviewed using snowball sampling technique, focusing on years of experience and awareness on provisions of laws on salary incentives. Content analysis was utilized to group the answers of the participants to the questions asked in the structured interview guide. Analysis of the gather data indicates that some nurses are unaware of the existing laws on salary incentives; Nurses are experiencing overwork especially those in private hospitals (12hours in a shift with low salary) with low pay; Nurses both private and public hospitals are not enjoying implementation the salary incentives laws; and social support activities is none existence in all the hospitals under study. Conclusively, working experience is a prerequisite while abundant qualified license nurses have no employment opportunity. Based on the findings, the study recommended measures to relevant authority for consideration and possible adoption, and parallel study maybe conducted in the region/other regions on salary incentive. Key words: Nursing Services, and Salary Incentive implementation.

Research on Top Management Incentive and Supervision under the Framework of Principal-Agent Based on Social Trust

This paper investigates the impact of social trust, an extremely important informal institution, on corporate governance. We use the data of 2008-2016 China’s A share listed private companies, to study how the regional social trust environment affect the efficiency of salary incentive mechanism on CEOs. We find that social trust can significantly improve the effect of executive compensation incentive, namely the compensation of the senior executive is more sensitive to performance in a firm with higher social trust. In particular, social trust can be an effective alternative to formal institution and plays an important role in corporate governance when the formal institution faced by the company is undeveloped.

Key issues and pathway of the incentive and constraint mechanism of medical alliances in China

An analysis of typical cases of the incentive-restraint mechanism in the development of medical alliances in China, discovered a number of problems as follows. These include poor top-level system design, delayed reform of the medical insurance payment system, poor performance of the two-way referral system, insufficient human resources and their unreasonable distribution, shortage of a performance appraisal and salary incentive system, and low patient support. In this regard, this paper put forward policy recommendations on the pathway to carry out the incentive and constraint mechanism of medical alliances, in terms of such aspects as top-level system design, medical insurance system, personnel and remuneration system, and two-way referral system. Key words: Medical alliance; Hierarchical diagnosis and treatment; Incentive and constraint mechanism; Key issues; Pathway

Establishment and Implementation of Salary Incentive System for Executives of Agricultural Food Processing Enterprises: From the Perspective of Environmental Analysis

In this study, we have a research of the establishment and implementation of salary incentive system for executives of agricultural food processing enterprises from the perspective of environmental analysis. The study on the establishment and implementation of pay incentive system for senior executives of monopoly enterprises shall not be separated from the specific environment of reality of China.

The Impact of Internal Governance on Bearing the Risk of City Commercial Banks

Improving the internal governance is the key factor to promote the development of banking stability, especially for the banks which are just stepping on the right way. This article chose 23 city commercial banks, which had more than 50 billion assets, as the object of study and got the data of them through reading their annual reports from 2008 to 2014 for the empirical study. From the research, we found out that there was no significant relationship between the nature of the bank’s largest shareholder and the banking risk, and the ownership concentration, board size, salary incentive and regional GDP had an opposite relationship with the banking risk, the independent director proportion and banking risk were positively related.

An Empirical Analysis of Performance Evaluation of University Teachers Based on KPI

Except for the influential graduates, the content of the development core of universities needs to improve the scientific allocation of teacher resources, and the most relevant content to human resource of teacher is the salary incentive system. While the system related to performance appraisal system is the perfor-mance assessment system, so the sound and perfect performance appraisal system of teachers in Colleges and universities is conducive to the strategic development of university. This article uses KPI theory in index design for quality content of university teachers, aiming at abstracting the key quality therefrom, constructing KPI performance appraisal system complying to 80/20 and provide theoretical basis for improvement of human resources system in Colleges and promotion of the development of universities. This article provides five key types of quality of college teachers and refinable, quantifiable and behavioral key qualities, and conducts an empirical demonstration of weight of the corresponding index by the questionnaire survey, expert interview and AHP analysis method.

The Study of Mining Human Resources Management of Yunnan Province

This article analyses the existing problems in the management of human resources of Yunnan mining enterprises: concept is comparatively backward, human resources management system is not complete, salary incentive system is not reasonable and human resources management is not in place and so on. It analysis and evaluates several aspects of the problem of the human resources management of mining enterprise of Yunnan province. It developed human resources management countermeasures: the mining enterprises should change the traditional concept of human resources, establish a harmonious enterprise culture. Enhance the cohesive affinity of the enterprise. The enterprise and school should carry out multi-level and multi-angle cooperation to ensure the construction of labor pool. Establishing an appropriate compensation and incentive systems, and improving the logistics level.

Barriers to Implementing the ACGME Outcome Project: A Systematic Review of Program Director Surveys

The Accreditation Council for Graduate Medical Education (ACGME) introduced the Outcome Project in July 2001 to improve the quality of resident education through competency-based learning. The purpose of this systematic review is to determine and explore the perceptions of program directors regarding challenges to implementing the ACGME Outcome Project. We used the PubMed and Web of Science databases and bibliographies for English-language articles published between January 1, 2001, and February 17, 2012. Studies were included if they described program directors' opinions on (1) barriers encountered when attempting to implement ACGME competency-based education, and (2) assessment methods that each residency program was using to implement competency-based education. Articles meeting the inclusion criteria were screened by 2 researchers. The grading criterion was created by the authors and used to assess the quality of each study. The survey-based data reported the opinions of 1076 program directors. Barriers that were encountered include: (1) lack of time; (2) lack of faculty support; (3) resistance of residents to the Outcome Project; (4) insufficient funding; (5) perceived low priority for the Outcome Project; (6) inadequate salary incentive; and (7) inadequate knowledge of the competencies. Of the 6 competencies, those pertaining to patient care and medical knowledge received the most responses from program directors and were given highest priority. The reviewed literature revealed that time and financial constraints were the most important barriers encountered when implementing the ACGME Outcome Project.

The Society for Academic Emergency Medicine and Association of Academic Chairs in Emergency Medicine 2009–2010 Emergency Medicine Faculty Salary and Benefits Survey

he objective was to report the results of a survey conducted jointly by the Society for Academic Emergency Medicine (SAEM) and the Association of Academic Chairs in Emergency Medicine (AACEM) of faculty salaries, benefits, work hours, and department demographics for institutions sponsoring residency programs accredited by the Accreditation Council for Graduate Medical Education (ACGME) Residency Review Committee for Emergency Medicine (RRC-EM). Data represent information collected for the 2009-2010 academic year through an electronic survey developed by SAEM and AACEM and distributed by the Office for Survey Research at the University of Michigan to all emergency department (ED) chairs and chiefs at institutions sponsoring accredited residency programs. Information was collected regarding faculty salaries and benefits; clinical and nonclinical work hours; sources of department income and department expenses; and selected demographic information regarding faculty, EDs, and hospitals. Salary data were sorted by program geographic region and faculty characteristics such as training and board certification, academic rank, department title, and sex. Demographic data were analyzed with regard to numerous criteria, including ED staffing levels, patient volumes and length of stay, income sources, salary incentive components, research funding, and specific type and value of fringe benefits offered. Data were compared with previous SAEM studies and the most recent faculty salary survey conducted by the Association of American Medical Colleges (AAMC). Ninety-four of 155 programs (61%) responded, yielding salary data on 1,644 faculty, of whom 1,515 (92%) worked full-time. The mean salary for all faculty nationwide was $237,884, with the mean ranging from $232,819 to $246,853 depending on geographic region. The mean salary for first-year faculty nationwide was $204,833. Benefits had an estimated mean value of $48,915 for all faculty, with the mean ranging from $37,813 to $55,346 depending on geographic region. The following factors are associated with higher salaries: emergency medicine (EM) residency training and board certification, fellowship training in toxicology and hyperbaric medicine, higher academic rank, male sex, and living in the western and southern regions. Full-time EM faculty work an average of 20 to 23 clinical hours and 16 to 19 nonclinical hours per week. The salaries for full-time EM faculty reported in this survey were higher than those found in the AAMC survey for the same time period in the majority of categories for both academic rank and geographic region. On average, female faculty are paid 10% to 13% less than their male counterparts. Full-time EM faculty work an average of 20 to 23 clinical hours and 16 to 19 nonclinical hours per week, which is similar to the work hours reported in previous SAEM surveys.

The pediatric neurosurgical workforce: defining the current supply

The purpose of this study was to determine a reliable estimate of the size, demographic, and practice characteristics of the current pediatric neurosurgical workforce. The authors also sought to differentiate pediatric from nonpediatric neurosurgical practitioners and compare the demographic and practice characteristics of these 2 groups. The term "pediatric practitioner" will be used in this study to describe a practitioner whose practice is > 75% pediatric patients in accordance with the American Board of Pediatric Neurological Surgery (ABPNS) requirements for board certification in pediatric neurosurgery. Those practitioners with < 75% pediatric patients in their practice will be designated as "nonpediatric practitioners." The authors aggregated multiple databases of professional neurosurgical societies in an effort to identify pediatric neurosurgical practitioners. A 30-question survey was then administered to all identified practitioners, and responses were collected for 6 months. Primary analysis of pediatric versus nonpediatric practitioners was performed. Subgroup analyses of the characteristics of the pediatric practitioners were also performed to identify the effects of practitioner age, sex, and practice setting on survey responses. A total of 342 practitioners received the survey, and 267 responded (78.1% response rate); 158 pediatric practitioners and 92 nonpediatric practitioners were identified. Seventeen respondents were excluded from analysis. Pediatric practitioners were more likely to be women, ABPNS certified, have completed a pediatric fellowship, do fewer operative cases per year, have a more frequent call schedule, practice in a freestanding children's hospital, be in academic practice, and in need of recruiting additional faculty. Pediatric practitioners spent fewer hours per week in patient care, and were less likely to have a productivity-based salary or salary incentive based on relative value unit-production. Among pediatric practitioners, American Board of Neurological Surgery and ABPNS certification rates differed significantly among age groups, with older age groups being more likely to be certified by the American Board of Neurological Surgery and ABPNS. The rate of pediatric fellowship completion was significantly higher in the younger age groups. Anticipating retirement by age 65 was significantly more likely in the younger age groups, and hours spent per week spent in teaching and administrative duties were lower in the younger age groups. There were 27 female and 131 male pediatric practitioners. The women were more likely to have completed a pediatric fellowship and performed fewer operative cases per year than the men. Nonacademic pediatric practitioners were more likely to have a relative value unit-based salary incentive, be reimbursed for call coverage, and spend more hours per week in patient care than academic pediatric practitioners. Academic pediatric practitioners spent more hours per week in clinical research. The authors estimate that there are fewer than 200 pediatric neurosurgeons currently practicing in the United States. Current practice patterns unique to pediatrics may have important implications in recruiting and retaining the next generation of pediatric neurosurgeons.