Salary Information Research Articles

Well-being policies and applicant attraction: The mediating role of employer brand personality

Increasingly, (potential) employees take their well-being into account when choosing or quitting jobs. However, we do not yet know whether and how organizations can influence applicant attraction by communicating their well-being policy within recruitment materials. Based on signaling theory, we hypothesize that a well-being policy functions as a signal through which potential applicants make inferences about employer brand personality (organizational warmth and competence), ultimately increasing organizational attractiveness and application intentions. Moreover, we examine whether the content of the well-being policy matters and compare (a) prevention versus promotion policies and (b) individual-level versus organizational-level policies. Two experimental studies among samples of Belgian employed potential applicants showed that a well-being policy increased organizational attractiveness and application intentions, while organizational warmth served as an explaining mechanism. Organizational-level well-being policies elicited higher application intentions compared to individual-level well-being policies, which was mediated by organizational warmth and competence. Moreover, we found that even in the presence of another strong signal (salary information), a well-being policy is still linked to increased applicant attraction. Lastly, a well-being policy increases organizational attractiveness especially when salary is average in comparison to when salary is above average.

Time and Cost Savings of Virtual Established Plastic Surgery Care Using Time-Driven Activity-Based Costing: Lessons from An Academic Clinic.

Various surgical subspecialties, including plastic surgery, have begun to embrace virtual clinic visits, especially since the COVID-19 pandemic. However, the impact of video visits on time optimization and cost incurred in outpatient plastic surgery clinics has not been studied. Using the time-driven activity-based costing (TDABC) method, we examined the time and cost of in-person and virtual visits at an academic plastic surgery clinic. We formulated process maps for four visit types: physician-led in-person, physician assistant-led in-person, physician-led virtual, and physician assistant-led virtual. The time associated with each visit type was generated by direct observation. The cost associated with each visit type was calculated from representative salary information and estimation of resource costs. Virtual visits took on average less time (25.3 minutes for physician-led visits and 24.4 minutes for physician assistant-led visits), compared to in-person visits (48.2 minutes for physician-led and 41.1 minutes for physician-assistant-led visits) (p<0.001). Virtual visits were also cheaper, at $52.80 for physician-led visits and $20.70 for physician assistant-led visits, compared to in-person visits ($261.13 for physician-led and $236.00 for physician assistant-led visits). Non-provider activities made up the majority of traditional in-person visits (75.7% of the visit for physician-led and 77.6% for physician assistant-led visits), which contributed to higher overall cost of in-person visits for both groups of providers. Virtual clinic visits can produce time and cost savings without reducing the amount of face-to-face time between providers and patients. Virtual visits can be a useful adjunct to traditional in-person visits.

Rancang Bangun Aplikasi Sistem Penggajian Karyawan di Yayasan Mitra Tani Mandiri Kabupaten Nagekeo Berbasis Web Menggunakan Metode Waterfall

This study aims to design and develop the application of web -based employee payroll systems at Mitra Tani Mandiri Foundation using the Waterfall method. Efficient and accurate payroll process is a crucial factor in organizational management, especially in Mitra Tani Mandiri Foundation which has employees with various responsibilities and roles. The waterfall method was chosen because of the systematic development stage, starting from the needs analysis to the maintenance stage. The needs analysis phase involves collecting data related to the existing payroll process, employee needs, and management requirements. The design stage includes planning an intuitive user interface, structured database design, and a comprehensive system implementation plan. Implementation is done by building applications according to the specifications that have been designed, involving programming, developing databases, and integration of various components. The testing phase aims to ensure the application is functioning properly, accurately, and according to purpose. The results of this study are web -based payroll systems applications that are expected to improve the efficiency of the payroll process, reduce the potential for human errors, and provide transparency of salary information to employees. The implementation of this application is expected to have a positive impact on the management of human resources and the overall operations of the foundation

ONLINE PAYROLL SYSTEM

Abstract- The HR and Payroll Management System is a web-based application developed by Nadient Technology Pvt Ltd. This system aims to automate the process of generating and distributing monthly pay slips for employees, as well as managing employee information efficiently. It is designed to replace manual salary slip issuance and HR management systems. The specific functionalities of an HRPMS can vary depending on the software provider. However, some common features include: Employee Database: A centralized repository for storing all employee data, including contact information, demographics, job details, salary information, and benefits enrollment. Payroll Processing: Automates payroll calculations, deductions, and taxes. Pay slip Generation: Generates and distributes pay slips electronically or in paper format. Time and Attendance Tracking: Tracks employee hours worked, overtime, and leave. Benefits Administration: Manages employee benefits enrollment and deductions. Performance Management: Tools for setting goals, tracking performance, and conducting performance reviews. Reporting and Analytics: Provides reports and analytics on HR and payroll data.

The hospital costs of high emergency department pediatric readiness.

We estimate annual hospital expenditures to achieve high emergency department (ED) pediatric readiness (HPR), that is, weighted Pediatric Readiness Score (wPRS)≥88 (0-100 scale) across EDs with different pediatric volumes of children, overall and after accounting for current levels of readiness. We calculated the annual hospital costs of HPR based on two components: (1) ED pediatric equipment and supplies and (2) labor costs required for a Pediatric Emergency Care Coordinator (PECC) to perform pediatric readiness tasks. Data sources to generate labor cost estimates included: 2021 national salary information from U.S. Bureau of Labor Statistics, detailed patient and readiness data from 983 EDs in 11 states, the 2021 National Pediatric Readiness Project assessment; a national PECC survey; and a regional PECC survey. Data sources for equipment and supply costs included: purchasing costs from seven healthcare organizations and equipment usage per ED pediatric volume. We excluded costs of day-to-day ED operations (ie, direct clinical care and routine ED supplies). The total annual hospital costs for HPR ranged from $77,712 (95% CI 54,719-100,694) for low volume EDs to $279,134 (95% CI 196,487-362,179) for very high volume EDs; equipment costs accounted for 0.9-5.0% of expenses. The total annual cost-per-patient ranged from $3/child (95% CI 2-4/child) to $222/child (95% CI 156-288/child). After accounting for current readiness levels, the cost to reach HPR ranged from $23,775 among low volume EDs to $145,521 among high volume EDs, with costs per patient of $4/child to $48/child. Annual hospital costs for HPR are modest, particularly when considered per child.

Delegation and salary information disclosure strategies of customer acquisition and retention

Purpose The purpose of this study to improve the efficiency of customer acquisition and retention through the design of salary information disclosure mechanism. Design/methodology/approach This study develops a stylized game-theoretic model of delegating customer acquisition and retention, focusing on how firms choose delegation and wage information disclosure strategy. Findings The results confirm the necessity for enterprises to disclose salary information. When sales agents are risk neutral, firms should choose multi-agent (MA) delegation and disclose their wages. However, when agents are risk averse, firms may disclose the wages of acquisition agents or both agents in MA delegation, depending on the uncertainty of the retention market. Originality/value This paper contributes to the literature on delegation of customer acquisition and retention and demonstrates that salary disclosure can be used as a supplement to the incentive mechanism.

334 Resident Salary Compared to Living Wages at US Training Institutions

INTRODUCTION: Resident physician salaries vary by region, though it is unknown how these variations compare to differences in living wages across the United States or what factors drive residency salary discrepancies. METHODS: Publicly available resident salary information was obtained from full-service training centers containing a neurosurgical residency program via institution-specific websites in February 2023 with information on post-graduate year (PGY)-1 through PGY-7 resident compensation for 2022-2023. Living wage calculations by city were generated via the Massachusetts Institute of Technology (MIT) Living-Wage Calculator. Resident salary to living-wage ratios were calculated using PGY-4 salary for each family composition living-wage. Univariate and multivariable analysis of PGY-4 resident salary on affordability was performed, accounting for proportion of expected living wages to taxes, transportation, housing, medical costs, childcare, and food as well as unionization and state income-tax status. RESULTS: 118 neurosurgery residency programs were included, 21 (17.9%) of which were unionized. Residents without children earned a salary greater than living-wage during all years, while single-parent families were unable to earn a living-wage until PGY-7. Residents with 1 child in in 2-adult (single-income) and 2-adult (double-income) families were unable to earn a living-wage until PGY-5 and PGY-3 respectively. Residents with more than 1 child failed to earn a living-wage. Multivariate regression analysis using PGY-4 salary:living-wage ratios in single-child, 2-parent homes showed food expenses and unionization status were always significant. On multivariate regression, unionization was significantly associated with lower living-wage ratios pre-stipend, improved post-stipend, and was again significantly lower after factoring in union dues. CONCLUSIONS: Current resident salaries often preclude a resident from earning a living-wage, especially among junior residents and those with children. Unionization is significantly associated with lower resident income to living-wage ratios.

Estimates of Direct Medical and Indirect Costs Associated With COVID-19 Among U.S. Active Duty Army Soldiers.

This study estimated the direct medical and indirect costs associated with coronavirus disease 2019 (COVID-19) diagnoses among U.S. active duty (AD) Army service members (SMs). These cost estimates provide the U.S. Military with a better understanding of the financial burden of COVID-19 and provide a foundation for cost-effectiveness estimates. The study was approved as Public Health Practice (#17-605) by the U.S. Army Public Health Center, Public Health Review Board. U.S. AD Army SMs with COVID-19 were identified using an Army COVID-19 testing and surveillance database. Encounters for these SMs were captured from medical record where International Classification of Disease Tenth Revision, Clinical Modification code U07.1 was in the first or second diagnostic position. Analyses were conducted on SMs with COVID-19 who either had no healthcare encounters in the Military Health System (MHS); at least one MHS COVID-19 inpatient hospitalization; or at least one MHS outpatient COVID-19 encounter. Coronavirus disease 2019 (COVID-19) costs captured from the encounters were used to develop direct medical cost estimates. Literature on COVID-19 recovery post-hospitalization, along with the number of COVID-19 hospitalizations and outpatient visits from encounters were used to describe the intensity of COVID-19 care. Estimates of the indirect cost of lost duty were based on SMs salary information, along with recovery time, bed days, or outpatient visit time. The indirect cost of limited duty was estimated using the time associated with the Department of Defense (DoD) COVID-19 pandemic mitigation strategies in place when these SMs were identified as positive for COVID-19. Coronavirus disease 2019 (COVID-19) cost estimates were developed for the Army using data from 19,086 SMs identified as positive for COVID-19 between June 1, 2020, and December 31, 2020. Direct medical costs, or the amount paid by the DoD to facilities for COVID-19 care, averaged $606 per SM with an encounter. Indirect costs for lost duty or the cost for recovery and the time taken to seek care for COVID-19 averaged $319 per SM, while indirect costs for limited duty or isolation associated with COVID-19 averaged $4,111 per SM or $411 per day. Service members (SMs) with an inpatient hospitalization averaged 4.8 bed days (range 1-43) and 266 recovery hours while SMs who sought outpatient care for COVID-19 averaged two outpatient visits (range 1-60 visits). The direct medical costs of a COVID-19 encounter in the MHS ($606) are a small portion of the costs for a SM with COVID-19. Indirect costs of lost and limited duty associated with COVID-19 averaged seven times higher ($4,331) and accounted for the vast majority of costs. Recognition of these costs is important especially given that soldiers in the hospital or in quarters being quarantined are complete losses of manpower to the Army. While the COVID-19 pandemic is ongoing and prevention, treatment, and mitigation efforts continue to evolve, having reliable estimates of direct medical and indirect costs from this study allows the U.S. Army and MHS to better account for the cost of this pandemic for its population.

PERANCANGAN WEBSITE PENGELOLAAN DATA KARYAWAN UNTUK PENERAPAN KEBIJAKAN WFH PADA PT. MEDIA KOTAK PINTAR

The research conducted at PT. Media Kotak Pintar highlights the challenges arising from the adoption of Work From Home (WFH) practices, which have not been fully addressed. The company faces difficulties in managing employee data, particularly in the manual and fragmented online leave request process across different platforms. Therefore, this study aims to design a web-based system to address these issues. The research methodology employed is Prototyping, involving stages such as needs identification, rapid design, prototype development, testing, and communication with users. Figma is used for designing the website interface, while MySQL serves as the database. The designed employee data management system encompasses attendance records, salary information, and leave requests. The system aims to facilitate employees in efficiently managing their data, expediting the leave request process, and ensuring data consistency. The implementation of this system is expected to enhance the efficiency of the HR department and provide a better experience for employees in managing their data and leave processes. This research is relevant in the context of evolving work dynamics during the pandemic, where WFH has become the norm.

Ambiguity in advertised compensation: Recruiting implications of nominal compliance with pay transparency legislation.

Pursuant to legislative mandates the proportion of job postings that include wage and salary information has rapidly increased. However, many organizations comply by advertising very broad salary ranges. Here, we examine how the width of a pay range influences prospective applicants' perceptions. Although in other contexts people often exhibit a preference for vaguely specified gains, we draw from decision and signaling theories to hypothesize negative reactions to highly ambiguous pay ranges and test them in three preregistered experiments. In Study 1, business students evaluate a job posting with the width of the salary range manipulated between subjects. Study 2 tests for moderating effects of ambiguity explanations using a within-subjects manipulation of pay range width counterbalanced across two job postings and a sample of college graduates with relevant work experience. In Study 3, a diverse sample of recent job seekers predict a salary offer for a hiring vignette in which both the extent of ambiguity in the advertised pay range and the chosen candidate's qualifications are manipulated; their qualitative impressions of the organization are also analyzed. Results provide converging evidence for modal aversion to high ambiguity resulting from negative effects on perceived organizational trustworthiness and skewed predictions of salary offers. Practical implications of this aspect of pay transparency are discussed, as well as broader theoretical implications for understanding outcome ambiguity effects in domains where decision makers vary in their beliefs about underlying reasons for vagueness in communicated information. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Implementasi Sistem Penggajian Pegawai Berbasis Website Di Restoran Mbledeq

Technology is very embedded in our lives and our daily activities. The development of this technology makes many jobs easier. This technology can also solve many problems, one of which is business problems. The solution to the problems at the Mbledeq Restaurant can be overcome by creating a Website-Based Payroll System, which includes calculating employee salaries according to attendance, inputting employee data, and reporting employee pay slips. Building a web-based application system that can be used to meet the needs of Mbledeq Restaurant employees, this website-based website is expected to help the Admin process Mbledeq Restaurant payroll data and display details of salary slips received during one month of work. The method used in this research is Rapid Application Development (RAD ). RAD is considered very suitable for this research because it is known to be fast in developing information systems. The method in this research consists of requirements planning, system design, and implementation. By considering the design, implementation, and objectives of creating an employee salary information system at MbledeQ Cafe&amp;Resto Gresik, it can be concluded that building an employee salary information system at MbledeQ Cafe&amp;Resto Gresik so that the employee salary information system becomes a comfortable place for employees to find their pay slips. The salary information system generates attendance reports, salaries &amp; pay slips, which can be given to future employees and also makes it easier for admins to calculate employee salaries.

Comparing athletes’ mastery of salary information before and during the COVID-19 pandemic: Evidence from the national basketball association

Comparing athletes’ mastery of salary information before and during the COVID-19 pandemic: Evidence from the national basketball association

Effects of information on salary satisfaction during the COVID-19 pandemic: an equity-based mediation model

PropósitoEsta investigación pretende estudiar los efectos de la información (sobre el salario, las reducciones salariales y el impacto de la pandemia en la organización) en la satisfacción salarial de los trabajadores que sufrieron reducciones salariales durante la pandemia de COVID-19, analizando el papel mediador de la equidad salarial en esta relación.Diseño/metodología/enfoqueLa información se obtuvo mediante un cuestionario estructurado enviado por correo electrónico en mayo de 2021 a 251 empleados en Espa durante la “tercera ola” de COVID-19. El modelo se estimó utilizando la media ponderada de mínimos cuadrados, y varianza ajustada (WLSMV).ConclusionesLos resultados recogidos revelan que la percepción de equidad de los trabajadores media totalmente la relación entre la información salarial y la información de recortes salariales sobre la satisfacción salarial.Implicaciones prácticasAprender más sobre los efectos de la información en la satisfacción salarial puede contribuir a políticas de comunicación que reduzcan el impacto negativo de decisiones salariales delicadas, implicaciones prácticas para empleados, organizaciones y responsables políticos.OriginalidadEste estudio examina el papel central de la información organizativa como mecanismo de gestión de los problemas derivados de las condiciones laborales desfavorables inducidas por la pandemia. Analiza cómo esta información afecta a las actitudes de los trabajadores, destacando el papel de la equidad como mediador en este proceso.

Correction to: Gender, Pay Transparency, and Competitiveness: Why Salary Information Sometimes, but Not Always, Mitigates Gender Gaps in Salary Negotiations

Correction to: Gender, Pay Transparency, and Competitiveness: Why Salary Information Sometimes, but Not Always, Mitigates Gender Gaps in Salary Negotiations

Gender, Pay Transparency, and Competitiveness: Why Salary Information Sometimes, but Not Always, Mitigates Gender Gaps in Salary Negotiations

Gender, Pay Transparency, and Competitiveness: Why Salary Information Sometimes, but Not Always, Mitigates Gender Gaps in Salary Negotiations

Income Tax Calculation Analysis At IBP Bandung Tax Consultant Office

In order to prepare corporate income tax at one of East Bandung's Accounting Services Offices, this research will look at the income tax article 21 computation using three ways (net, gross, and gross up). The study's focus is a business that offers services like bookkeeping, tax preparation, financial advice, and other related ones in Bandung. This study uses a qualitative approach method with additional quantitative information. The company's Article 21 PPh computation, salary information for permanent employees in 2022, and PPh regulations were all employed. The Gross Up method is the best and most effective method for business tax planning, according to the study's conclusions. The Gross Up strategy allows companies to offer tax incentives to their employees and can be used as a deduction from gross income, lowering the amount of corporate income tax owed. This study is only applicable to one company, and it can be developed by distributing questionnaires related to the article 21 income tax calculation calculation.

The salary taboo privacy norms and the diffusion of information

The diffusion of salary information has implications for labor markets, such as wage discrimination policies and collective bargaining. Access to salary information is believed to be limited and unequal, but there is little direct evidence on the sources of these information frictions. Social scientists have long conjectured that privacy norms around salary (i.e., the “salary taboo”) play an important role. We provide unique evidence of this phenomenon based on a field experiment with 755 employees at a large commercial bank in Southeast Asia. We show that many of its employees are both unwilling to reveal their salaries to coworkers and reluctant to ask coworkers about their salaries. These frictions persist, in smaller magnitude, when sharing less sensitive information on seniority. We discuss implications for pay transparency policies and the gender wage gap.

Mind the gap: an empirical analysis of pay discrimination in Hollywood

PurposeThis study aims to identify and explain a possible gender pay gap in the creative industry. By using the salary information of Hollywood actors, this paper restricts the analysis to a relatively homogenous group of workers. In addition, actors' human capital endowments and past performance can be measured precisely. The factors that impact the salaries of movie stars are likely to influence the pay of other high-wage employees, such as athletes and executives.Design/methodology/approachThis paper uses a rich panel data set including 178 female and male actors in 973 movies released between 1980 and 2019. Using a random-effects model and the Blinder–Oaxaca decomposition approach, this paper distinguishes between a fraction of the gender pay gap that can be explained and another fraction that cannot be explained. Hence, only the unexplained residual typically obtained by estimating two standard Mincer-type earnings functions is due to discriminatory pay practices.FindingsThis study reveals a pay difference between female and male actors. Gender-specific representation in leading roles and systematic differences in performance measures can explain this pay difference. While female actors' underrepresentation in leading roles reflects consumer tastes and, therefore, reflects discriminatory attitudes, no evidence can be found for direct pay discrimination in Hollywood's movie business.Originality/valueTo the best of the authors’ knowledge, this is the first Hollywood study to relying on a rich panel data set that includes various measures of the human capital characteristics of the different individual actors. This paper's theoretical contribution lies in applying classic labor economics reasoning to explain pay determination in Hollywood's movie business.

The gender citation gap: Why and how it matters.

The weight of evidence suggests that articles written by men and women receive citations at comparable rates. This suggests that research quality or gender-based bias in research evaluation and citing behaviors may not be the reason why academic women accumulate fewer citations than men at the career level. In this article, I outline a career perspective that highlights women's disadvantages in career progression as the root causes for the gender citation gap. I also consider how the gender citation gap may perpetuate the unequal pay between genders in science. My analysis of two different datasets, one including paper and citation information for over 130,000 highly cited scholars during the 1996-2020 period and another including citation and salary information for nearly 2,000 Canadian scholars over the 2014-2019 period, shows several important findings. First, papers written by women on average receive more citations than those written by men. Second, the gender citation gap grows larger with time as men and women progress in their careers, but the opposite pattern holds when research productivity and collaborative networks are considered. Third, higher citations lead to higher pay, and gender differences in citations explain a significant share of the gender wage gap. Findings demonstrate the critical need for more attention toward gender differences in career progression when investigating the causes and solutions for gender disparities in science.

Parents’ earnings response to youth suicide: Evidence from New Zealand administrative records

The loss of a child is one of the most devastating shocks a parent can experience. We provide the first estimates of the direct effect of youth suicide on parental labour earnings. We use mortality data in the New Zealand Integrated Data Infrastructure to identify youth who died from intentional self-harm, and birth records to identify affected parents and their wage and salary information. We graph the parental earnings profiles before and after the suicide event, and construct counterfactual earnings profiles for the affected parents, using a comparison group of parents hit by the same shock in the future. Our results show that labour earnings for affected households drop by approximately 6.5% compared to their counterfactual earnings following the child loss, and that the earnings drop persists for at least two years following the suicide.