Salary Plan Research Articles

Factors Affecting Employee's Loyalty in Banking Sector: A Case of a Local Bank in Karachi, Pakistan

Employees' loyalty in the banking sector in Karachi, Pakistan remains a critical issue because less skilled employees' performances have declined its market share. Human resource (HR) management strives to create long-term relationships with employees by motivating them through salary plans, better supervision, increased motivation, and enhanced passion. This empirical study utilized qualitative phenomenology to investigate the phenomenon of loyalty and develop the model of factors stimulating loyalty among employees, enlightening the HR on employee retention, consequently. The data were accumulated through convenience sampling among employees at a local bank utilizing open-ended interviews and thematic analysis. The findings confirm that salary plans, supervision, financial rewards, and personal traits stimulate loyalty among employees while motivation and satisfaction moderate the phenomenon in consideration. The research is useful for the banking sector to keep employees loyal and build long-term relationships with them.

Reflection on the psychological suffering of elementary school teachers: the perspective of psychodynamics of work

Female elementary school teachers are suffering from psychic distress, as they experience various mental health problems due to the attributes of the profession and the accumulation of domestic activities. Objective: to reflect on the contributions of the Psychodynamics of Work to the psychological suffering of elementary school teachers. Methodology: theoretical reflection focusing on the convergences and specificities of Dejours' and Molinier's Psychodynamics of Work, and their contributions to the psychological suffering of female teachers. Results: Because they experience different experiences from men in the workplace, such as: an overload of activities, weaknesses in job and salary plans, school failure and demands with a high affective load, female teachers can suffer negative impacts on their mental health, leading to psychological distress. Conclusion: It is necessary to reflect on the condition of psychological distress among female teachers, taking into account the specificities of daily teaching, the socio-historical context and the adversities of women's work, motivating initiatives to create collective discussion spaces, support networks and public policies to minimize suffering and prevent future illnesses.

Policy of Labor Management and Health Education: a ProgeSUS experience.

To evaluate the stage of labor management and education policies in municipal and state health secretariats (SMS and SES, respectively), having as reference the adherence to a qualification and structuring program of work management and education in the Unified Health System. A descriptive and quantitative study, developed with 519 representatives from the Human Resources (HR) area of SMS and SES, through a survey composed of 56 questions, via a computer-assisted telephone interview in 2012. Responses were processed in a computerized database and the data treated by descriptive statistics. Changes in professional qualification, the establishment of job and salary plans and negotiation processes were identified; on the other hand, there was no progress related to the financial and budgetary autonomy of the area of work management and health education. It is observed progress in the incorporation of innovations in the management in SES and SMS from the process of training of managers and financial induction. It is necessary to monitor and periodically evaluate the operationalization of labor and education policies aimed at strengthening them, correcting directions and implementing innovative actions.

The Impact Of Merit Pay On Teaching And Research Outcomes Of Accounting Programs

Basing the compensation of accounting professors on merit pay in order to encourage better teaching, research and service is controversial. This study uses data from a survey of the 852 accounting programs in the United States to empirically examine the influence of merit-based salary plans. Findings indicate a strong positive association between the presence of a merit plan at a school and the quality of the school’s research outcomes. However, no association was found between the presence of a merit program at a school and the school’s teaching outcomes.

교원업적평가와 성과연봉제 그리고 강의평가

On March 2011, an annual salary plan was applied to new faculty members in National Colleges and Universities. In 2015, all tenured faculty members will receive salaries based on annual performance evaluations. The efforts and accomplishments of faculty are normally assessed according to a standard formula of 40% teaching, 40% research and 20% service. In almost all colleges and universities, student course evaluations may be considered as the only measure of the perceived quality of the courses offered by the faculty member. The mandatory course evaluations are becoming prevalent in Korea. The results of course evaluations do not reflect the fairness and the appropriateness of the quality of the course taught by the faculty member and should not be considered under the teaching evaluation criteria.

An Accounting Program Merit Pay Survey

Basing the compensation of accounting professors on merit pay in order to encourage better teaching, research and service is controversial. Before the effectiveness of merit-based salary plans can be examined empirically, it must be determined which accounting programs use such a system. In this study, the 852 accounting programs in the United States were surveyed to identify the methods in use to adjust the salaries of individual professors. Initial findings indicate that schools using a merit system usually do not also offer time in grade increases and that doctoral granting schools and AACSB accredited schools are more likely to use a merit system.

Using Economic Incentives to Recruit Community College Faculty: Effects of Starting Salary and Healthcare Benefits Plan

Staffing the nation's community colleges with qualified faculty is an emerging problem. The problem results from massive retirements among members of the post-WW II “baby boom” generation and intense competition from other sectors of the economy for scarce human talent. This study was a faculty-recruitment simulation designed to investigate the potential impact of using starting salary and healthcare plan (independent variables) as economic recruitment incentives to recruit faculty to teach business at 2-year community colleges. Business professionals completing the MBA degree (N = 187) role-played as job applicants by rating faculty jobs described in simulated faculty-recruitment advertisements. Both salary (η2 = .69) and healthcare plan (η2 = .13) yielded high levels of practical significance in explaining applicant rating of the job (dependent variable). Implications for recruitment practice and future research are discussed.

The moderating role of individual‐difference variables in compensation research

PurposeTo examine the influence of company‐imposed reward systems on the motivation levels of salespeople.Design/methodology/approachData were collected from 214 business‐to‐business salespeople. In order to assure the adequacy of the survey instrument, several salespeople were recruited to “pretest” the questionnaire. To test the potential moderating influence of career stage on pay mix and valence, expectancy, and instrumentality estimates, a split‐group analysis was performed. To test the moderating hypotheses for risk, we used two‐step regression models in which the dependent measures (i.e. valence, expectancy, and instrumentality) were first regressed on the predictor variables as main effects, and then regressed on the multiplicative interaction term along with the main effects.FindingsSupport was found for many of the hypotheses. In particular, individual‐level variables such as career stage and risk preferences moderate the relationship between pay mix and valence for the reward, expectancy perceptions, and instrumentality perceptions.Practical implicationsManagers must acknowledge that certain salespeople respond positively to fixed salary plans while others respond positively to incentive. In the past, managers might have relied on the salesperson to select the appropriate job for them. Salespeople are not “weeding” themselves out during the recruitment process. As a result, greater importance must be placed on human resource and sales managers during the time of recruitment.Originality/valueThere already exists a robust stream of literature on person‐organization fit that suggests that employees prefer to work for companies that are compatible with their personalities. There is an increasing amount of work in multi‐level research that suggests bridging the macro (organizational) and micro (individual) perspectives will enable researchers to make linkages between research streams that are commonly viewed as unconnected.

Overview of the Issue

The last decade has seen tremendous interest in hybrid pension plans in the United States. These plans combine risk sharing between employers and employees with increased incentives for employees to remain in the labour force. Hybrid plans avert many of the key issues with defined contribution plans, such as participant exposure to financial risk, the consequent need for extensive financial education and high administrative costs. Hybrids also help rectify some of the main drawbacks of traditional final salary plans: lack of portability, high incentives to retire early and redistribution towards those whose wage growth is above average.

Using utility theory to optimize a salary incentive plan for grant-funded faculty.

Few salary incentive plans for academic health center faculty funded primarily by research grants exist, and hence the optimal structure for such plans is uncertain. The author examined the impact of incentives and the optimal structure for a salary incentive plan for a group of research faculty at the Yale University School of Medicine (Yale). A three-part instrument was delivered to a convenience sample of 40 faculty to determine the impact of their risk aversion on two salary plans. Utility theory was used to quantify their preferences for the Expense Model (salary bonuses are paid from direct costs of the research award) and the No Expense Model (salary increases are funded from another source). Outcomes were projected for both models over a range of funding probabilities. In all, 27 faculty responded. On average, Yale faculty had risk-averse (and therefore unfavorable) attitudes towards the Expense Model, with substantial variability in response depending on rank. In contrast, Yale faculty had more homogeneous risk seeking (and therefore favorable) responses to the No Expense Model. Cost recoveries were greatest for the No Expense Model. Utility modeling demonstrated that the optimal incentive payment for the Expense Model is substantially greater than for the No Expense Model, and increases as the probability of obtaining funding with diligent effort declines. For purposes of both equity and efficacy, the No Expense Model appears preferable to the Expense Model. Modeling can be used to determine optimal incentive-plans and bonus-payment magnitudes for research faculty.

Relationships Between Personnel Practices Implementing the Merit Treatment and Employees' Perception of Fairness in Performance Evaluation

The purpose of the present study was to examine the relationships between several personnel practices that were employed for implementing the merit basedtreatment and the perception of fairness in performance evaluation. This study shed light on three personnel practices: performance appraisals, Management by Objectives (MBO), and the annual “salary system.” Because all three were, in part, utilized in the attempt of realizing the idea of merit treatment in work settings, their effects on the perception of fair treatment were subject to scientific investigation. Hence, the study examined empirically whether three personnel practices improve perceived fairness of performance evaluation. Survey results of the data collected from 1, 823 Japanese employees showed that only the annual “salary plan” was positively related to perceived fairness. In addition, the study investigated if the competitive climates moderate the relationships between three practices and employees' perception of fairness. Hierarchical regression analyses indicated that the relationships between these practices and employees' perception of fairness varied by the degree of competitiveness in the workplace. Implications of the study findings were discussed.

Dual Commitment Among Unionized Faculty: A Longitudinal Investigation

This study investigated changes in union, organizational, and dual commitment among 267 faculty of a public university in the U.S. over a 6.5-month period (from the beginning of contract negotiations to contract settlement). Specifically, it was hypothesized that labor-management relationship climate, union involvement, perceived pay equity, and the implementation of a multi-tier salary plan would differentially affect faculty members' commitment levels. In addition, three established methods of measuring dual commitment were utilized to assess their convergent validity. Results indicated that organizational commitment and, in some cases, dual commitment increased over the time period. Further, the correlational and classification methods of measuring dual commitment detected changes in commitment, while Angle and Perry's (1986) five-item dual commitment scale was found to have questionable reliability and validity. Theoretical, methodological, and practical implications of the study's findings were discussed.

Two Consultations: Cognitive Services vs Procedures

To the Editor.— I read with great interest the article entitled Two Consultations, which appeared in A PIECE OF MY MIND in the April 4 issue of JAMA . 1 Until about seven years ago, I had the pleasure of working in an organization that had a common salary plan, that is, the salary was common for pediatricians and cardiac surgeons. I recognized that physicians in this group practice would be compensated equally, although their ability to generate revenue was markedly different. The author's description of a $60 consultation and a $300 consultation is an example of the vagaries of the surgical and procedural fee system. It was rather easy for me in a day to accumulate more revenue than a pediatrician could in two weeks, but I had no real problem with him being paid the same salary as myself for quite a variety of reasons. Our system has changed

An integrated theory of motivation

A frequent observation of young engineers indicates that many of them are unhappy in their jobs. This is in spite of the numerous internal and external training programs attended by an increasing number of engineering and technical supervisors. Why do trained supervisors often fail in motivating young engineers? This paper proposes an existing interrelationship of three types of well known management theories and principles. These are: first, behavioral principles; second, structural theories; and third, systems theories. A significant deficiency in any of the three will greatly reduce the effectiveness of motivational efforts of supervisors. This is particularly true if the supervisor is trained in only one or two of the groups of theories and not in all three. The typical behavioral theories covered in this paper are those of Maslow, McGregor, Herzberg, Vroom, and Porter and Lawler. The structural concepts include: Jay Lorsch's “differentiation and integration”; Warren Bennis 's “adaptability and reciprocity”; the author's own “critical mass of resources principle”; and a new look at “span of control”. The typical procedural and systems theories discussed are: MBO, Likert's Systems — preferably System IV, and Mouton and Blake's Managerial Grid — especially the 9,9 position. In order for this sequence of theories to be effective, a progressive company policy which encourages the use of the theories is required. Specifically, a fair wage and salary system together with an effective merit review plan supports the implementation of each of the three groups of theories. The concluding hypothesis is that in order to sustain itself as a progressive, productive organization, an organization first must utilize behavioral theories, then must have a flexible, adaptive organization, and finally must have effective organization systems which involve the total organization. A fair wage and salary plan with a merit review system which rewards accomplishment acts as catalyst in supporting each group of systems and theories.

Academic Tenure and Mandatory Retirement Under the New Law

Federal abrogation of the age-based mandatory retirement provisions in existing academic tenure contracts calls for a review of tenure and salary policies. Here two alternative explanations for the institution of tenure are examined. Then five alternative policy responses that might be adopted by university administrations are described and analyzed. The proposal favored by the author consists of a two-track salary plan in which a distinction is drawn between tenure and employment.

Implications for hospital dietitians Approaches to wage and salary determination

Although many types of rewards are to be found in work, salaries and benefits remain primary concerns. Thus the compensation policy of the employer is of great importance to the employee. Described here are current salary administration approaches and practices, i.e., market pricing and internal equity systems. Also explained are components of wage and salary plans, including job evaluation, labor market surveys, and job pricing. A detailed discussion of methods of job evaluation--qualitative and quantitative--is presented. The paper concludes by reporting figures from a recent salary survey of four hospitals in the Chicago area.

A Nonautomatic Salary Plan For Education

A Nonautomatic Salary Plan For Education

Merit-Rating Salary Plans in Public School Systems of The United States, 1955-56

Merit-Rating Salary Plans in Public School Systems of The United States, 1955-56

A Salary Plan and Its Significance to the Hospital

A Salary Plan and Its Significance to the Hospital

West Hartford's Career Salary Plan

West Hartford's Career Salary Plan