Salary Range Research Articles

Nitaqat Program and Decree Saudi Nationality's Effects on Work Interest Mediated by Salary Range

The purpose of this study was to test and analyze the influence of the national Nitaqot and SK schemes on the working interest of pharmacists, test and analyze the effect of the national Nitaqot and SK schemes on the salary range, test and analyze the mediating impact of the wage range in the Nitaqot program on the working interest of pharmacists and to test and analyze the influence of Saudi national decisions mediating wage ranges on pharmacist job interest. This study uses a type of quantitative research that will test the hypothesis (correlation). The research samples are individual pharmacists who are employees at the existing Directorate of Operations of Kimia Farma Dawaa. Co.Ltd in 2021. This research uses a non-probability sampling technique because there is little research time, and the research costs are not high. H1 - The Nitaqot program has a negative impact on the working interest of pharmacists H2 - The Saudi national decree has a positive effect on the working interest of pharmacists H3 - The Nitaqot program has a positive impact on the salary range H4 - The Saudi national decree has a positive effect on the wage range H5 - Salary range has a positive impact on the Pharmacist's Job Interest H6 - The salary range mediates the Nitaqot program against the working interest of pharmacists H7 - The Saudi state's decision to mediate the Nitaqot scheme against the work interests of pharmacists

Negotiation Practices of Athletic Trainers Employed in the Clinical Setting.

Athletic trainers (ATs) are comparatively underpaid relative to peer health care professionals. Whereas many factors contribute to the salary and benefits of a given employment position, negotiation is a factor of the final salary and benefits package that is achieved. It is unclear to what extent ATs negotiate salary or other terms of employment during the hiring process. To explore the negotiation practices of ATs during the hiring process. Cross-sectional study. Web-based survey. A total of 587 ATs employed in the clinical setting who previously held at least 1 full-time employment position. Independent variables were several demographic factors as well as the current salary range. Dependent variables were participants' responses to various survey items focused on experiences with salary and terms-of-employment negotiation. Summary statistics were used to characterize all variables and multiple χ2 analyses (P < .05) were performed to determine the significant influences of independent variables on negotiation practices. More than half of ATs (57.6%) did not attempt to negotiate their salary, and almost three-quarters of ATs (70.5%) did not negotiate their terms of employment during the hiring process. The most successfully negotiated terms were moving expenses (72.3%) and continuing education funding and reimbursement (62.7%). The influence of demographic factors on negotiation and negotiation success varied, with significant findings for the number of previous full-time employment positions, gender, marital status, salary range, and number of dependents. It is alarming that more than half of ATs did not negotiate salary or terms of employment during the hiring process. Whereas widespread training on negotiation practices is warranted, our findings suggest it would be most beneficial for early-career and female ATs. All ATs must become comfortable with negotiating salary and terms of employment to effect change in the average salary and employment status of those in the profession.

A National Survey of Perspectives of Physician Assistants in Academic Plastic and Reconstructive Surgery

Background: Physician assistants (PAs) are an essential part of the healthcare team who improve access and efficiencies in patient care. A better understanding of the impact and current utilization of PAs in plastic and reconstructive surgery is needed. The purpose of this national survey was to evaluate the role and scope of practice of PAs in academic plastic surgery, as well as characterize current trends of PA utilization, compensation, and perceived value from a PA perspective. Methods: A voluntary, anonymous 50-question survey was distributed via SurveyMonkey to practicing PAs at 98 academic plastic surgery programs. The survey included questions about employment characteristics, involvement in clinical research and academic work, structural organization, academic benefits, compensation, and position held. Results: Ninety-one PAs from 35 plastic surgery programs completed the survey and were included (overall program response rate = 36.8%, participants response rate = 30.4%). Practice environments included outpatient clinics, the operating room, and inpatient care. Most commonly, respondents supported multiple surgeons as opposed to one surgeon’s practice. For 57% of respondents, compensation is based on a tiered system that accounts for specialty and experience. The reported mode base salary range corroborates national averages and most reported annual bonuses based on merit. The majority of respondents felt valued in their role. Conclusions: Through this national survey, we provide granularity as to how PAs are utilized and compensated in academic plastic surgery. We offer insight into the overall perceived value from a PA perspective that helps define the role and will ultimately help strengthen collaboration.

NAATP seeks two new hires

The National Association of Addiction Treatment Programs (NAATP) is expanding and hiring for two positions: business development manager and communications manager. The business development manager will “[m]anage the acquisition of new members, grow membership, enhance sales management system, professionally represent the organization, and analyze industry trends.” The salary range is $68,000 to $78,000. For more details, go to https://www.naatp.org/business‐development‐manager. The communications manager will “[a]dvance the association's communication approach through development of materials and partnerships utilizing communication tools to maximize reach, media coverage, and educational engagement.” The salary range is $60,000 to $70,000. For details, go to https://www.naatp.org/communication‐manager. Both positions are remote, full‐time with benefits. Application deadline for both is March 21. Both positions require the following: “NAATP employs remote workers who must maintain a home office conducive to optimal work performance and free of distractions. Some projects may require staff to travel. All staff are required to work and be available during office hours depending on time zone location.

CREATION OF SALARY PREDICTION SYSTEM

Salary prediction is an important problem for many organizations as it directly affects the financial wellbeing of employees and the competitiveness of the organization. Accurately predicting employee salaries enables organizations to make informed decisions about compensation and benefits packages, leading to a more equitable distribution of compensation, improved organizational performance and increased employee satisfaction. In today’s highly competitive job market, accurate salary prediction is increasingly important as organizations seek to attract and retain the best talent, maintain a motivated and productive workforce, and stay ahead of the competition. The prediction of salaries for employees can be challenging as it requires taking into account a wide range of factors including years of experience, education, skills, job responsibilities, industry trends and more. Salary prediction systems can also help to identify and eliminate any potential salary disparities between different groups of employees. By providing a more objective and data-driven approach to determining salaries, these systems can help to promote fairness and equity in the workplace. Additionally, salary prediction systems can be useful for companies to budget and plan their finances, by having a better understanding of the potential salary range for a given job, the company can budget accordingly. The practical value of this work is the salary prediction system which can provide valuable insights and help to make more informed decisions about compensation, which can benefit both employers and employees Moreover, with the advent of machine learning and artificial intelligence, it has become possible to develop sophisticated algorithms and models to analyze vast amounts of data and make accurate salary predictions. These systems use deep learning techniques, such as neural networks, to analyze large amounts of data and predict salaries based on a wide range of factors. This technology is becoming increasingly widespread and is poised to play a major role in the future of human resources and compensation decision-making.

The case of employed accountants in Mindanao: Effect of COVID-19 pandemic on salary

This study aims to identify the group of accountants affected by the COVID-19 Pandemic through salary reduction and what group assistance should be focused on in terms of financial aid. A total of 366 accountants from Mindanao participate in the study. A survey questionnaire was utilized to collate demographics and the effect of the COVID-19 Pandemic on the salaries of Mindanao Accountants. The cross-tabulation between variables is utilized to determine the age, employer's industry, certifications or licenses, and salary range greatly affected by COVID-19, comparing it with the two-way ANOVA test to study their association. This was tested to determine if COVID-19 affected the Mindanao accountants and resulted in salary reductions. This paper discovered that accountants in Mindanao are affected by the COVID-19 Pandemic with a negative impact on the salaries of accountants aged 46 and above, employed in the academic sector or earning P35,000–P39,000, regardless of whether they are certified practicing accountants (CPA) or Non-CPA with or without other certifications or licenses. Also, the study revealed a significant association between the employment effect of COVID-19 and the industry group of Mindanao Accountants compared to the COVID-19 impact on salaries. Recommending for pandemic responses to accountants be grouped based on their industry.

Labor Market Participants’ Reactions to Salary Range Disclosures

Labor Market Participants’ Reactions to Salary Range Disclosures

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ASSESSMENT OF POPULATION KNOWLEDGE ABOUT BREEDING AND MANAGEMENT OF DOGS AND CATS

The relationship between man and animal has narrowed over the years, causing them to be considered as family members. However, not all owners are aware of the correct ways of raising animals. The objective of this research was to evaluate the level of population knowledge on the ways of handling and breeding dogs and cats. The present work consists of the application of an online questionnaire to the population of Patrocínio-MG. The questionnaire included objective questions about the owner’s personal data, animal data, types of care, management and prevention of diseases. The percentage values obtained in each question were compared using the chi-square test at 5% signiÞ cance. A total of 345 dog and cat owners, residents of the city of Patrocínio -MG, participated in the research. Most of the interviewees are up to 25 years old, have secondary education and have a salary range of one minimum wage. This population has greater preference for breeding dogs, with deÞ ned breeds, adults, preferably fed wit dry feed. The owners provide multiple antiviral and rabies vaccination in animals from puppies with a booster dose annually, and deworming being carried out periodically. It is concluded that the population knows about the types of care and management of dogs and cats, providing them with the basic care needed.

Demographics of Canadian strength and conditioning coaches

Canadian strength and conditioning (S&amp;C) coaches demographic characteristics are unknown but are necessary to assess the current state of the field. A sample of 215 Canadian S&amp;C coaches were recruited through the Canadian Strength and Conditioning Association's newsletter, the National Strength and Conditioning Association's (NSCA) Canadian Facebook group, and the principal investigator's professional network. Mean age of the sample was 34.1 years (±8.6) years, 77.7% were male, and 90.7% did not consider themselves to be a visible minority. Participants most commonly reported working in the private sector (34.9%), at a university (19.1%), and with provincial or national sport organizations (19.1%). The most common salary range reported was $40,001–$50,000 and $50,001–$60,000 (Canadian dollars) at 13.5% each. The most common certifications reported by Canadian S&amp;C coaches was the NSCA-Certified Strength and Conditioning Specialist (CSCS) (84.4%). The highest education obtained was reported as Bachelor's (54.9%) and Master's degrees (37.8%), and 83.6% reported having degrees directly related to the field of S&amp;C. The archetype demographics of Canadian S&amp;C coaches presented as mid-thirties, male, non-visible minority, with a Bachelor's degree, and the NSCA–CSCS certification. The definition of these characteristics will inform future Canadian S&amp;C coaches, mentors, and inform future research in this area.

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Recruitment and Salary Disparity between Monolingual and Bilingual EFL Teachers in Oman

Literature in the field of TESOL recruitment practices suggests that the myth of monolingual speakerism has impacted the employment methods in various countries in the world. The monolingual (native) speaker has a privileged position in English language teaching, representing both the model speaker and the ideal teacher. Bilingual teachers of English are often perceived as less competent than their monolingual counterparts in Oman. The aim of the study was to critically explore and problematize the recruitment practices that discriminate the bilingual English teachers in Oman. This article reports the findings of a small-scale qualitative study conducted at an English Language Center (ELC) at one of the colleges of technology in Oman (CoTs) through obtaining data from bilingual teachers of English. The results demonstrated that the native (monolingual) speakers’ fallacy is “alive and kicking” in Oman. All the recruiting agencies prefer to recruit monolingual speakers justifying this stance on the pretext that bilinguals are viewed as incompetent imitators of English. There is also a huge discrimination based on salary range between monolingual and bilingual teachers, despite doing same job. Colonial impact is another reason behind monolingual speakers’ preference. The impact of discrimination is that bilingual teachers of English are left feeling inferior. Hence, it is essential to adopt policies, which install greater sense of job security to enhance motivation and innovation. The study suggests that there is an urgent need to review the recruitment practices in Oman to establish equality and to create a healthy working environment.

Negotiation Practices of Athletic Trainers Employed in the Clinical Setting.

Athletic trainers (ATs) are comparatively underpaid relative to peer healthcare professionals. While many factors contribute to salary and benefits of a given employment position, negotiation is a factor of the final salary and benefits package that is achieved. It is unclear to what extent ATs negotiate salary or other terms of employment during the hiring process. To explore the negotiation practices of ATs during the hiring process. Cross-sectional. Web-based survey. 587 ATs employed in the clinical setting that previously held at least one full-time employment position. Independent variables included several demographic factors as well as current salary range. Dependent variables were participants' responses to various survey items focused on experiences with salary and terms of employment negotiation. Summary statistics were used to characterize all variables and multiple chi-square analyses (p<.05) were performed to determine significant influences of independent variables on negotiation practices. More than half of ATs did not attempt to negotiate their salary (57.6%), and almost three-quarters of ATs did not negotiate terms of employment (70.5%) during the hiring process. The most successfully negotiated terms were moving expenses (72.3%) and continuing education funding/reimbursement (62.7%). The influence of demographic factors on negotiation and negotiation success varied with significant findings for: number of previous full-time employment positions, gender, marital status, salary range, and number of dependents. It is alarming that more than half of ATs do not negotiate salary or terms of employment during the hiring process. While widespread training on negotiation practices is warranted, our findings suggest it would be most beneficial for early-career and women ATs. ATs must become comfortable with negotiating salary and terms of employment in order to effect change on the average salary and employment status of those in the profession.

Using Big Data to Identify Meaning and Reasons for Gender Pay Gap of Local vs. Global Workforce

Gender pay-gap is a major organizational and societal factor hindering equality and merit-based labor markets. Using Big Data containing of the entire workforce of one country we are able to compare income of men and women as well as both local and global employees, to identify pay-gaps. We found that firms employing global employees pay higher wages especially to male workers, resulting in a larger gender pay-gap than in the rest of the economy. The problem was exacerbated at the higher end of the salary range and when people work in countries other than their origins. In terms of the factors driving the gender pay-gap, we document that native male workers engage in more career boundary crossings than female workers, and that higher pay-gaps can be found in larger firms, in professional and trades occupations, and in the manufacturing sector. The nationality of the managers mattered too.

A Study on Relationship between Employee Turnover Intention and Perceived Organisational Support

Employee retention describes the various measures undertaken by firms for retention of their employees. Hypermarkets are large retail space that offers broad range of daily necessities and groceries where the study was carried out. The employee retention at the hypermarket in Coimbatore city was examined using percentage analyses, correlation, and Garrett ranking for a period of 3 months. Based on the percentage analysis, it is found that majority of the employees were female and received an average monthly salary range of Rs. 5000-15000. Turnover intention scale and Perceived Organizational Support Scale (POS-8) were used in the correlation analysis. It specified that turn over intention is inversely proportional to perceived organization support. According to Garrett ranking, a competitive wage package (61.56%) was the main factor driving employee retention. A plan for employee retention, such as offering bonuses, organisational support and extra reward packages, can significantly reduce the intention of turnover.

Hybrid Vigor: A Quantitative Analysis of Job Satisfaction of United States School Based Secondary Agricultural Education Classrooms

The balance between work and personal life has seen a renewed focus in the years since the onset of the COVID-19 pandemic. In the years leading up to the work stoppage in 2020 a growing body of literature was being compiled that agriculture teachers, as many of the American population do, suffered from a lack of balance between personal and work life. This study sought to examine the way agriculture teachers spent their time, how they viewed their job satisfaction, and if any relationships exist between them. A national sample of agriculture teachers (N = 570) was conducted and when the results were interpreted it was found that agriculture teachers are majority female (51.9%), almost all took agriculture courses in high school (89.3%), were active in FFA in high school (81.9%), and many continued that membership into college (44.9%). Most teachers spent some time outside of school hours preparing for class, SAE supervision, and other school-based activities, but most of their time was spent on FFA activities. Teachers reported some time spent in domestic, civic/religious, and recreation time outside of work. Teachers had a heavy slant towards positive job satisfaction, (M = 1.86, SD = .788) on a one through five scale with one being extremely good and five being extremely bad. Significant correlations were found at a small level (Cohen, 2013) between time in SAE, time in recreation, and salary range with job satisfaction. Significant linear (p &lt; 0.05) regressions were calculated with salary, time in SAE’s, time spent in recreation. Time spent in recreation provided the best fit.

HAY METHOD IMPLEMENTATION FOR JOB EVALUATION IN COMPANY AT SIDOARJO

Job evaluation is very important for the employee being assessed and the company. Job evaluation is a method to determine whether the employee has been in the appropriate position and salary. The Hay method is one method that can be used to evaluate current positions. Hay's method has been standardized and tested in various parts of the world. The Hay method requires information about the job structure, job description, and job specifications, which is then given a point to evaluate the position. The Hay method is applied to a company in the Sidoarjo-East Java, Indonesia, to determine what wages are appropriate for workers with the workload they receive while working in this company. The research was conducted at four levels: manager, head of the department, supervisor, and operator (37 positions). Based on data processing using the Hay method, the position that obtained the highest points was the plant manager position of 752 points with a salary range of Rp. 39,000,000 - Rp. 41,000,000, and the lowest points were cleaning raw material warehouses, machines, and silos with salary ranges. Rp. 3,000,000 – Rp. 5,000,000. The greater the responsibility and workload, the greater the points and salary earned.

Retirement Planning: A Pre-Retirement Framework for Employees of Wesleyan University-Philippines

This study aims to design a pre-retirement conceptual framework for employees. The framework’s basis is the respondents’ demographic profile such as age, sex, civil status, years of service, educational attainment, nature of work, and monthly salary. The extent of readiness in terms of financial planning, wealth, health, and network engagement. And the challenges in terms of lack of knowledge in Investment, difficulty in time management, poor attitude towards savings, and running out of money. The study respondents were 40 employees who were 55 years old and above, working at Wesleyan University – Philippines, Cushman campus. The study made use of a descriptive research design. The instrument was a survey questionnaire created by the researchers and was critiqued and validated by a panel of experts in terms of its content. It was piloted to a group of teachers before it was used. The demographic profiles were presented according to percentages, and weighted means for the extent of readiness were used.The respondents were mostly faculty, female, married, and 57-58 years. They have been working for almost 20-29 years in the institution with the highest educational attainment of a master’s degree and have a current salary range of P24,600.00 – P28,600.00. Regarding the extent of readiness for retirement, the employee respondents still need more income for a longer time to save and invest accordingly in terms of financial planning. Also, in terms of wealth, employees’ respondents know how much money they still needed to accumulate by retirement. Moreover, in terms of health, respondents have a regular check-up to reduce healthcare costs make them more aware of their health. The correlation analysis showed that the respondents’ profile variables were significantly correlated with the extent of readiness of WU-P employees towards retirement. Likewise, the respondents’ profile and the challenges faced by WU-P employees towards retirement are significantly correlated. A pre-retirement conceptual framework was designed to focus on aspects of readiness for retirement and some wellness dimensions. It can be concluded that most of the respondents were not ready for retirement. Therefore, a Pre-Retirement Conceptual Framework for employees is designed to prepare respondents for retirement. The study recommended adopting this pre-retirement conceptual framework and using this framework in developing a pre-retirement program for employees. Institutions should financially support the pre-retirement program for employees.

Relations of Financial Literacy and Decision-Making Skills to Teacher’s Financial Well-Being and Professional Qualities

This study determined the relations of financial literacy and decision-making skills in the financial well-being and professional qualities of select public school teachers. The study used descriptive-correlational design through a survey data gathering strategy. There were 177 teacher-respondents from fifteen schools in Candelaria East District, Division of Quezon in the Philippines. The participants on the survey conducted on April 2021 were majority 31 to 40 years old, female, married, bachelor’s degree holder, teacher 1 employment status, with salary range of P15,000 to P 24,000 from their 1 to 10 years of service. The results of the self-assessment showed that the teachers’ financial literacy and the decision-making skills were proven to be practiced. Furthermore, the financial well-being and professional qualities were also being practiced. This study recommends on the continuous education of the teachers with regards to the financial literacy. On personal level, being cautious in engaging with loans and disengagement with debt-trap are basic but powerful practices.

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