Salary Range Research Articles

Revisión de las cualificaciones y competencias para la adopción de la Logística 4.0 en el contexto empresarial colombiano

This article presents a quantitative and qualitativeanalysis through the application of a questionnaire whose purpose is to identify the qualifications required for positions in the Logistics and Transportation sector in the Colombian business sector, identifying the educational level for the different positions reported by the companies and presenting the salary range. Additionally, information is sought on practices in the sector associated with the control of logistics costs and an identification of the technical skills necessary to adopt logistics 4.0. Evidence is obtained that, although the National Qualifications Framework for the Logistics and Transportation sector reports necessary qualifications up to the university undergraduate level, Colombian companies already have staff at the master's level. Additionally, it is reported that the practices for cost control are improvement projects in both processes and the use of technology and optimization. ILIA: Investigaciones Latinoamericanas en Ingeniería y Arquitectura, No. 01, 2024: 140-145.

The Relationship Between Perceived Workplace Bureaucracies, Self-Efficacy and Job Motivation Over the COVID-19 Pandemic

Workplace bureaucracies impact many areas of an employee’s working life. High levels of perceived bureaucracy can diminish employees’ job motivation, satisfaction, and performance. During the COVID-19 pandemic, infection containment measures contributed significantly to the ‘great resignation’ via the lack of self-efficacy from perceived bureaucracy. This study surveyed 240 full-time employees between late 2021 and early 2022 across organizations in both private and public sectors in Singapore using the Work Extrinsic Intrinsic Motivation scale, the Workplace Bureaucracy questionnaire, and the General Self-Efficacy scale alongside demographic data collection. Results showed that salary range, education levels, self-efficacy and job motivation were negatively associated with perceived workplace bureaucracies but not gender, age, and length of employment. The study’s findings provide insight into the effect of increased perceived bureaucracy during the COVID-19 pandemic on employee experience that would be relevant to the workplace environment even in regular times as a possible intervention point for better employee experience.

Pengaruh Gaya Kepemimpinan, Pengawasan, dan Disiplin Kerja Terhadap Kinerja Karyawan PT Palmaris Raya Kebun Batahan Mandailing Natal

The purpose of this study was to analyze and determine: 1) Which variable in the salary range of employees of PT Palmaris Raya Kebun Batahan Mandailing Natal is the most dominant factor. 2) Partial analysis of the employment conditions of employees of PT Palmaris Raya Kebun Batahan Mandailing Natal. 3) Partial analysis of the effect of work assignments on employees of PT Palmaris Raya Kebun Batahan Mandailing Natal. 4) Application of strict professional discipline to the employment situation of employees of PT Palmaris Raya Kebun Batahan Mandailing Natal. 5) The influence of leadership style, supervision, and work discipline so far on the performance of PT Palmaris Raya Kebun Batahan Mandailing Natal employees. 325 people are the sample population in this study, and 76 people are taken from rumpus slovin using incidental sampling technique as a sample. The results of the research and hypothesis testing are as follows: 1) Responsibility is the most important indicator of a strong leadership relationship, followed by integration and accuracy in supervision, adherence to standard operating procedures for work, and quality in working alone. 2) Partial leadership is positive and significant to the employment of employees of PT Palmaris Raya Kebun Batahan Mandailing Natal. 3) Partial positive and significant suggestions about the staffing of employees of PT Palmaris Raya Kebun Batahan Mandailing Natal. 4) Professional discipline has a positive and significant effect on the employment status of employees of PT Palmaris Raya Kebun Batahan Mandailing Natal. 5) Leadership, supervision, and professional discipline are all simultaneously significant to the working conditions of employees of PT Palmaris Raya Kebun Batahan Mandailing Natal.

Construction of Human Resource Manager Competency Model Based on Data Mining Technology in Cross-Cultural Background

In the era of knowledge economy, enterprises are facing unprecedented competition and challenges. The process of globalization has accelerated the communication and integration between different cultures, making cross-cultural management an indispensable ability for enterprises. Especially in the field of human resource management, it is of great significance to build a competency model based on data mining technology to improve the cross-cultural communication ability, teamwork ability, and innovation ability of enterprise managers. The application of competency theory in the field of human resource management has the potential to completely revolutionize traditional management practices, enabling better adaptation to the continuous changes in the management environment. It plays a significant role in promoting the reform of the human resource management system. The aim of this paper is to build a competency model of human resource managers based on data mining technology and verify its effectiveness in cross-cultural background. It is assumed that the model can accurately evaluate the ability level of human resource managers and provide reference for enterprises to select and train outstanding talents. The experimental results demonstrate that the model achieves an accuracy of approximately 89%, a 93.3% improvement in efficiency, and a salary range exceeding 90%. The model is deemed reasonable, feasible, and highly precise in terms of competency assessment.

Cross-sectional study of psychiatric disorders in patients with chronic musculoskeletal pain and individuals without pain

BackgroundMusculoskeletal chronic pain is a leading cause of global disability and laboral incapacity. However, there is a lack of population-based studies that investigate the relationship between chronic pain and mental disorders with a control group, particularly among low- and middle-income countries. Chronic pain is a serious public health problem in terms of human suffering, and in terms of socioeconomic implications. Frequent association with different mental disorders increases disability, decreases quality of life, and makes diagnosis and treatment challenging. The present study aimed to evaluate the presence of mental disorders in patients with chronic musculoskeletal pain and compare with a control group without pain.MethodsWe selected 100 patients in a regular follow-up at the Musculoskeletal Pain Outpatient Clinic of the University Hospital and compared them with 100 painless individuals from the control group from June 2016 to June 2018. The instruments used were the Mini International Neuropsychiatric Interview (MINI-PLUS) and a structured questionnaire to collect sociodemographic data. Statistical analysis used t-test, chi-square, Fisher’s exact test, Mann-Whitney, Kolmogorov-Smirnov tests, and multiple logistic regression.ResultsIn the sample evaluated, the majority of patients were women (83%), of brown color (54%), with lower-level education (51%), lower salary range (73%) and high absenteeism rate at work (60,7%). Patients with chronic pain had more psychiatric disorders (88% vs. 48% in the control group; p < 0.001). The most frequent diagnoses were anxiety disorders with panic attacks (44%), generalized anxiety (36%), mixed anxiety and depression disorder (33%), social phobia (30%), agoraphobia (29%), suicide risk (28%), and major depression (27%).ConclusionPositive correlations of mental disorders and chronic musculoskeletal pain have been documented. This suggests that psychiatric components must be taken into account in the management of chronic pain syndromes. The use of Mini Plus as a diagnostic tool for psychiatric disorders can contribute to optimizing the diagnosis and treatment of patients with chronic pain and encourage the creation of policies with strategies and criteria for quick access to Multi-professional Services.

A TRACER STUDY ON THE BACHELOR OF SCIENCE IN BUSINESS ADMINISTRATION MAJOR IN MARKETING MANAGEMENT GRADUATES FROM BATCH 2022-2023

This tracer study assessed the employment status and job readiness of graduates from the Bachelor of Science in Business Administration-Marketing Management program at a local college in Kapalong, Davao del Norte, focusing on batches from 2022 to 2023. Using a descriptive research methodology, the study gathered data from 143 alumni through an online survey conducted via Google Forms. Findings revealed that 88.11% of the surveyed graduates were employed, with 46.85% working in marketing-related jobs, 6.29% in academia, and 34.97% in government or non-job-related professions. Employment status varied, with 38.46% as a permanent position, 27.27% on contractual terms, 10.49% as job orders, another 10.49% self-employed, and 1.40% in probationary positions. In the same manner, 35.66% of these graduate-respondents are now earning a salary range of Php.11,000-15,000 and 53.15% of them were able to find a job within 1-3 months after graduation. Additionally, 2.10% of the respondents were pursuing further studies, specifically masters degrees. The graduates rated very high in terms of work attitude, the quality of education provided, and the development of skills and abilities, consistently exhibiting these positive attributes. However, the study identified a notable deficiency in computer and ICT skills among the graduates. Thus, it is recommended that the college enhance its marketing curriculum by incorporating practical training in commonly used computer and ICT software to better prepare students for the demands of the job market. KEYWORDS: Tracer Study, Marketing Management Graduates, Employment

Implementasi Intelejen Bisnis dengan Visualisasi Data Gaji dan Algoritma Linear Regresion

To understand these employment dynamics, it is important to explore how long Data Scientists typically work in this field and what sectors they are more likely to be involved in. This information is very important for companies looking to recruit Data Scientists or determine the average salary of their employees. With this activity, managers can more clearly know the employee's salary range based on their work experience and area of specialization. This gives managers a more precise tool for assessing compensation appropriate to the level of experience and expertise possessed by employees. Nowadays, the concept of Business Intelligence can be applied by all industrial sectors, as long as the industry has a database system to develop its business. Business Intelligence processes and analyzes large amounts of raw data and then displays it in a business report with interactive visuals, namely a dashboard. This research aims to contribute to the understanding of average salary predictions and provide valuable information for business owners to make informed decisions. The results show that linear regression is accurate and forms a linear regression model with an R-square result of 0.263429. The salary prediction calculation process is carried out by considering influencing factors, and the results are then presented visually using Power BI to provide business owners with more interactive information.

Does pay disclosure in job offers remove gender differences in pay estimations? Evidence from an experiment with students and job seekers in the context of Austria

Pay disclosure aims at closing the gender pay gap by providing employees especially women with better salary knowledge, yet the effectiveness of employers’ practices is little understood. We use a lab-in-the-field experiment where participants estimate the salaries for several common pay statements for job offers which employers use in the context of the legislation in Austria. Our study with management students ( n = 385) shows that employer practices offer no solution to the problem of gender differences, except for the practice of salary range. The replication of the experiment with the real job seekers ( n = 242) demonstrates that gender differences disappear also for some practices, but not for the practice of mentioning excess payment (or overpay) options, which is common in Austria. This means that legislation addresses the gender gap most effectively when it encourages employers to display the salary range.

Enthusiasm versus reality: A job analysis of Chinese sport scientists

The aim of this study was to survey Chinese sport scientists to develop an understanding of their demographics, job characteristics, future career intentions, and opinions. This study adapted online survey and used convenience sampling to investigate the role of sport scientists across China. Ninety-seven practitioners across 18 provinces/municipalities participated in this study. Participants were typically married (70%), male (71%), aged between 30 and 39 (52%), and held a master's degree (66%). Most participants were employed full time (90%) by sport science institutes (66%), with a wide salary range, long working hours (≈48 hours per week), and irregular working time (40%). Most participants remained at the same institute (85%) throughout their careers. The most frequent reason why sport scientists remained in their current position was “ job enjoyment” (4.04/5). The most frequently reported issue encountered by participants was “ opinion differences with sport coaches” (21%). The ability to “gain trust” and “communication” were deemed important in the role of a sport scientist. Approximately half (44%) of the participants were satisfied with their current position and employer, while others wanted promotion (34%) or to leave their role (11%). The results revealed that (1) China's sport scientists are engaged in their current job mainly due to their enthusiasm, (2) their jobs are stable but highly demanding and relatively low paid. Poor working conditions and low retention are evident across Chinese sport scientist roles. Governing bodies should make efforts to improve the work conditions to improve the sustainability of sport scientist roles in the Chinese sport industry.

Emergency physician personnel crisis: a survey on attitudes of new generations in Slovenia

BackgroundEmergency departments globally are overburdened, and emergency medicine residency is losing popularity among students and physicians. This raises concerns about the collapse of a life-saving system. Our goal was to identify the key workforce reasoning and question medical staff employment behavior.MethodsThis was a prospective cross-sectional study. In December 2022, medical students and pre-residency doctors in Slovenia were invited to complete a web-based questionnaire. The data were analyzed using T-test, chi-square test, Mann‒Whitney-Wilcoxon tests, and principal component analysis. Open-ended questions were hand-categorized.ResultsThere were 686 participatns who clicked on the first page and 436 of those finished the survey. 4% of participants gave a clear positive response, while 11% responded positively regarding their decision to pursue emergency medicine residency. The popularity of emergency medicine decreases significantly among recent medical school graduates upon their initial employment. People who choose emergency medicine are less concerned about its complexity and pressure compared to others. Most respondents preferred 12-hour shift lengths. The preferred base salary range for residents was I$ 3623–4529, and for specialists, it was I$ 5435–6341. The sample’s primary personal priorities are achieving a satisfactory work-life balance, earning respect from colleagues, and engaging in academic activities. Factors that attract individuals to choose emergency medicine include high hourly wages, establishment of standards and norms, and reduced working hours.ConclusionsOur findings indicate that enhancing compensation, establishing achievable standards and norms, facilitating a beneficial work-life equilibrium, providing assistance with initial property acquisition, stimulating participation in deficit residency programs, fostering collegiality among peers, restricting the duration of shifts, and enabling pension accrual may be imperative in attracting more individuals to pursue emergency medicine residency.

Pelatihan Penyusunan Skema Gaji Karyawan pada Usaha Menengah di Jakarta

Hard skills-based roll payment training is training in skills to analyze, consider and calculate the factors that must be compensated for employees in their salaries. This training is aimed at medium-sized businesses in Jakarta. The training participants are specifically for medium-sized businesses because medium-sized businesses already have employees and their salaries are fixed. The training consists of 3 sessions, Session 1 is a presentation of material regarding the concept of calculating salaries with the factors that will be included in the salary. In the second session, all participants were given the opportunity to calculate employee salaries at their respective places of business. Furthermore, in the final session, participants were accompanied to calculate their employee payroll in the payroll web application. From the results of this activity, it is known that there are still many medium-sized businesses in Jakarta whose employee salary schemes are only based on the range of employee salaries in the market in general. After participating in this activity, participants will better understand the factors that need to be assessed to be compensated in their employee salary schemes. To develop the innovation of this activity, the payroll web apps prototype was renamed to schemagaji.com. This name change was carried out because the results of observations showed that the name was easier for potential users to remember (potential persona/user). Based on the results of this activity, it is recommended that training related to human resource management for medium-sized businesses be provided more frequently and developed with material at the next level. This is important to do, considering that the training most often provided to medium-sized businesses is material related to product promotion, production systems, digital marketing and business legalization.

Employability study bachelor of science in entrepreneurship graduates of Nueva Ecija University of Science and Technology San Isidro Campus

The employability of graduates can be effectively measured by evaluating the efficacy of the programs given by various universities and institutes. the use of tracer studies, which are essential in offering insightful feedback on how relevant these initiatives are to the dynamic labor market. particular study was designed to ascertain the employment status of graduates who completed the Bachelor of Science in Entrepreneurship program between 2017 and 2021 at the Nueva Ecija University of Science and Technology, specifically at the San Isidro Campus. To achieve this goal, a descriptive research method was employed, utilizing a adopted survey questionnaire as the primary instrument for data collection. This approach was chosen for its effectiveness in gathering detailed information about the graduates' current employment situations. The results of the study were quite revealing, indicating that out of 505 graduates 365 alumni who participated, that graduates from batch 2019-2020, were majority were female, were 25-26 years of age, CSE professional eligible, were mostly not National Certificate holder, majority were employed, as accounting clerk, with monthly salary range of 10,000-19.999, assigned in accounting and finance department, having a position of marketing assistant. On the data on their first job, the results graduates find their job less than 1 year after graduation, stayed on their first job for less than 1 year, were on contractual basis and the reason for leaving their first job is for better salary. The factor that influence them to find their present job is from recommendation from relatives and friends. The reason for delay in employment is cause by delay in issuance of school credentials. And for competitive skills of the graduates communication skill is very important to be more competitive. These findings are significant as they offer insights into the employment trends and the market absorption rate of graduates from this specific program, thus providing a measure of the program's success in preparing students for the job market.

Perception of UHT Ready-to-Drink Coconut Water in Bangkok via Online Media

The objective of this research was to study the awareness of UHT coconut water in Bangkok via an online channel. Survey responses were collected from 404 participants (age range of 18 to 40 years old) who were exposed to online media and consumed UHT ready-to-drink coconut water. The data collected were then analyzed by descriptive statistical analysis for frequency, relative frequency, and standard deviation. The results showed that the group that has the highest awareness of online media is female (62.10%) at the age between 24 to 29 years old (48.00%), having bachelor's degrees (76.00%), and being employed in private companies (49.80%) with a salary range of 20,001-30,000 baht per month (30.90%). For the overall perception of UHT ready-to-drink coconut water, there is a high awareness from online media exposure of (x̄ = 3.84) and factors rank from high to low, i.e. Convenience (x̄ = 4.01), Communication (x̄ = 3.92), and worthiness (x̄ = 3.75), and consumers (Cost of Consumer) (x̄ = 3.69). respectively. It can be concluded that consumers order UHT ready-to-drink coconut water online due to its convenience.

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).

Design and Analysis of Human Resources Using Artificial Intelligence

Objective: Artificial intelligence makes it simpler to decide things and to rectify the flow of organizational procedures and actions, making it easier to examine the work happiness of staff members and enhancing management with only a range of tasks, work styles, and surroundings. To ensure that the firm hires and retains talented personnel in light of the rise in international business operations and the number of companies expanding into export firms, people management is required. Organizations have struggled to find qualified experts to perform the necessary training and assignments for a very long time. This study's objective is to develop an automated system for measuring job satisfaction but use an improved neural network methodology. Method: The data analysis is performed based on a variety of variables, including the number of workers, the total amount of employees by industry, the total number of employees by income range (lower, moderate, higher), and the total number of workers by the department as well as salary range. Results: The most important characteristics, such as the degree of comfort, the most recent review, the number of events, the typical number of hours worked each month, and staff members with a little more than ten years of service, are identified. As a method of improvement, the Genetic Algorithm is used to increase the quality of characteristics. Conclusions: Artificial Neural Networks are used to estimate the satisfaction levels of employees by feeding them the best qualities as input data. Analysis of the suggested work's enhancement in accuracy, recall, as well as F-measure has just been done in that order.

Negotiation Practices of Athletic Training Educators

Context Low salary is often cited as one of the primary motivations for professional attrition in athletic training. The employer usually determines the salary range; however, negotiation can also influence the final salary and benefits of a given position. It is unclear to what extent, if any, athletic training educators negotiate salary or other terms of employment during the hiring process. Objective To explore the negotiation practices of athletic training educators during the hiring process. Design Cross-sectional. Setting Web-based survey. Patients or Other Participants A total of 174 athletic training educators who have held at least one full-time employed position. Main Outcome Measures Demographic factors as well as the current salary range served as independent variables, and participants’ responses to questions about salary and terms of employment negotiation questions were the dependent variables. All variables were characterized using summary statistics, and multiple chi-square analyses (P &amp;lt; .05) were conducted to determine significant relationships between independent variables on negotiation practices. Results Most athletic training educators attempted to negotiate their salary (64.4%) and terms of employment (54%) during the hiring process. The most commonly negotiated terms of employment were moving expenses (58.5%), research-related start-up costs (45.7%), and continuing education funding/reimbursement (42.6%). The influence of demographic factors on the decision to negotiate salary or terms of employment and the relative success of that negotiation varied, with significant findings for previous employment, gender, race, relationship status, number of dependents, age, salary range, and highest degree earned. Conclusions Lack of negotiation disproportionately occurred in those athletic training educators with less work experience, and women inexplicably had less success in negotiation attempts. Widespread training in negotiation strategies is warranted across the athletic training profession, including its educators, and our findings suggest that such training would specifically benefit early-career and women athletic training educators.

User Satisfaction Profile of an Outpatient Physical Therapy Service

Physical therapy is characterised as a health process with prolonged interactions between the professional and the user, involving close physical contact, the user’s active participation, and frequent visits. Evaluating user satisfaction is a priority for managing health services quality, being a good index for assessing clinical effectiveness. Therefore, establishing the profile of user satisfaction with the service is important for organisational management in health units. This work aims to analyse the current satisfaction level of users of an outpatient physical therapy service, trace the satisfied user profile according to their sociodemographic and clinical characteristics, identify a set of best practices and aspects for improvement, and propose measures to improve satisfaction. Thus, a quantitative, observational, analytical-correlational, and cross-sectional study was carried out. The application of the Physical Therapy Outpatient Satisfaction Survey and a sociodemographic and clinic questionnaire allowed the creation of a microeconomic database and the application of the econometric methodology of linear regression. It was possible to identify variables that increase satisfaction, such as location, professional situation, travel time, pathology, and salary range, and variables that decrease satisfaction as the place of residence, academic qualifications, health system, referral, professional status, and age. Based on the evidence, measures to improve the physiotherapy service are proposed.

Sleep quality and burnout in higher education teachers

Objective: to evaluate the association of sleep quality and the presence of burnout syndrome with the epidemiological profile of higher education teachers. Methods: an observational, analytical, cross-sectional study of 140 teachers, using the Pittsburgh Sleep Quality Index and the Maslach Burnout Inventory. Results: in the sample, the majority was female (54.3%), aged between 26 and 40 years (58.6%). There was a predominance of teachers with a specialist title (48.6%), with a salary range of up to R$ 5,000.00 (85.7%), with two or more employment relationships (52.1%). It was found that teachers who received more than R$ 5,000.00 (p=0.003), with two or more jobs, classified the usual sleep efficiency as poor/feeble (p=0.027). However, those with good subjective sleep quality had lower scores in the Emotional exhaustion (p=0.005) and Depersonalization domains in relation to the syndrome (p=0.023). Conclusion: several factors contribute to the development of sleep-related disorders in teachers, making them more susceptible to the manifestation of burnout. Contributions to practice: the results can support preventive measures for the health of teachers and maintain the quality of their work activities, aiming to reduce the mediation effect of the variables that favor psychological exhaustion.

Strategies for Enhancing Governmental Public Health Workforce Well-being and Retention.

Strategies for Enhancing Governmental Public Health Workforce Well-being and Retention.

Predictive Insights: using Machine Learning to Determine Your Future Salary

Knowing one's expected salary can be a crucial consideration when deciding whether to change careers or seek higher education in today's fiercely competitive work market. Accurate salary forecasts can give important information about the earning potential of various professions because there are so many students graduating each year and workers looking to switch sectors. In order to forecast a salary range, this paper suggests a computerized method that considers a person's country, level of education, number of years of experience, and area of specialization. This kind of system has obvious benefits because it gives individuals and groups the power to decide wisely about job prospects, wage negotiations, and employee retention. The system's data can be used by researchers, academic institutions, and policymakers to evaluate labor market trends and reach informed decisions. The reliability and correctness of the system's data, the forecasting models employed, and the regularity of system maintenance and updates will all have an impact on these factors. However, it is a promising area for further research and development due to the benefits of having a reliable technique for estimating salaries.