To report on findings from the most recent Orthopaedic Trauma Association (OTA) nationwide survey of orthopaedic trauma surgeons on current practice details. Cross-sectional survey. Orthopaedic Trauma Association approved quadrennial survey. Orthopaedic trauma surgeons practicing in the United States with one of the following OTA membership types: active, candidate, or clinical. A 47-question survey was emailed to OTA members assessing demographics, practice setting, and current compensation. A total of 785/1501 (52%) orthopaedic traumatologists responded. Slightly more than half of respondents practiced in academic settings (51%), with a majority in practice for ≤10 years (47%). For those in private groups, 65% had achieved "partner" status, which generally took 1-3 years (53%) of employment. The majority of surgeons (87%) reported access to a dedicated orthopaedic trauma operating room, providing many surgeons (78%) with access during the daytime on weekdays and weekends, but only 21% with 24-hour access. Surgeons most commonly reported working 51-70 hours per week (64%), with 4-6 nights of call per month (40%), 1 clinic day per week (44%). Seventy-two percent reported more than 75% of their clinical practice was devoted to trauma (72%). More than half of surgeons (59%) received compensation for call. Annual work relative value units (wRVU) and case volumes varied. Typically, respondents had $501,000-$900,000 of their annual base salary guaranteed (62%), and most were eligible for additional revenue via production bonuses (76%). Further insight into clinical characteristics were provided by three subgroup analyses: years in practice, practice setting, and reported gender of surgeon. These findings provide updated data into the current landscape of orthopaedic trauma practice in the United States. This information may be useful to guide contract discussions and inform institutional decision-making. V.

Abstract : Employee attrition poses a significant financial challenge for organizations, with turnover costs estimated at up to 200% of an employee's annual salary when accounting for recruitment, onboarding, and lost productivity. Traditional HR approaches rely on reactive measures, often identifying flight risks only after resignation. This paper presents a machine learning-based predictive system designed to proactively identify at-risk employees and support data-driven retention strategies. The proposed system was developed and evaluated on a dataset of 1,470 employee records comprising 12 behavioral, demographic, and organizational features. Three supervised classification algorithms were implemented and compared: Logistic Regression, Random Forest, and Decision Tree. The pipeline incorporates automated data validation, categorical feature encoding, numerical normalization, and a risk scoring module for business impact quantification. Statistical analyses including chi-square tests and Pearson correlation were conducted to identify significant attrition drivers. The system was deployed as an interactive web application using Streamlit with Docker containerization, making it accessible to non-technical HR stakeholders. This work demonstrates that interpretable machine learning models, combined with business intelligence modules, can deliver actionable and measurable value in workforce management.

This study will analyze the relationship between two variables: the independent variable, the number of bank accounts in Iraq, and the dependent variable, the volume of bank deposits. The research hypothesis assumes a direct relationship between these two variables. After collecting data on four Iraqi banks and their deposit volumes over a decade (2015–2025) and comparing the change in deposit volume with the number of bank accounts in Iraq, the hypothesis was not supported. An increase in the number of bank accounts in Iraq does not necessarily mean an increase in the amount of money held in them, because most of these accounts were opened recently to transfer public sector employee salaries, and in most cases, the funds are withdrawn only once. In addition, other bank accounts are subject to influences such as financial or health crises or even negative rumors, which lead depositors to withdraw their money and hoard it or convert it into foreign currencies or precious metals.

Despite recent growth in the certified nurse-midwife (CNM) workforce and data showing better perinatal outcomes associated with their care, midwives continue to be underused in the United States. To facilitate targeted policies for integrating and sustaining this workforce, information is needed regarding the career pathways and employment experiences of CNMs. In this longitudinal study, we used the 2018 and 2022 National Sample Survey of Registered Nurses to examine how CNM demographics, career pathways, and job experiences changed over time and in comparison with other advanced practice registered nurses (APRNs). We used multivariable logistic regression to examine the odds of education, financing, and employment characteristics among CNMs compared with other APRNs, then used regression output to calculate predicted probabilities of each characteristic among CNMs compared with other APRNs. The size and racial diversity of the CNM workforce changed over time. CNMs had a 5.4% higher probability of working as a community health worker and a 9.5% higher probability of taking out a loan to finance their education than other APRNs. CNMs' predicted mean annual salaries were up to $25,000 lower than other APRNs, and CNMs had up to a 6.3% higher probability of $60,000 or more in remaining debt compared with the other APRN groups. Finally, compared with other APRNs, CNMs were up to 15.0% less likely to report practicing to the full extent of their license and their education and training, respectively. Although there was change in the size and diversity of the workforce, CNMs' financial and employment situations may contribute to persistent challenges in entering and maintaining practice. Future research should explore additional factors related to CNM turnover and retention. Workforce policies should target barriers to practice and support more competitive salaries for CNMs.

Utilizing a sample of 562 economics instructors across 416 public colleges in 34 states during the 2023 academic year, the authors address a notable gap in the literature by examining the labor market for full-time economics faculty within public Associate of Arts (AA)-granting institutions in the United States. Descriptive regression analysis indicates significant positive returns to holding a PhD and negative returns to holding an MBA relative to an MA. For the subsample with available seniority data, holding a PhD, additional years of seniority, higher teaching loads, and journal publications are positively associated with salaries. Although AA faculty’s primary focus is on teaching, a small share engage in research, consistent with patterns observed at liberal arts colleges and among clinical teaching faculty.

ABSTRACT This study examines the impact of standard deduction on the disposable income of salaried employees in India. The standard deduction is a fixed amount deducted from gross salary to reduce taxable income, thereby easing the tax burden. With recent reforms in the Indian taxation system, including the introduction of the new tax regime and the increase in standard deduction to ₹75,000, its relevance has significantly increased. The research focuses on two key aspects: the level of awareness among salaried individuals regarding standard deduction and its influence on tax liability across different income groups. A descriptive research design was adopted, and primary data was collected through a structured questionnaire from salaried employees, along with secondary data from journals and government sources. The findings reveal that while awareness of standard deduction is relatively high, there is a gap in detailed understanding and practical application. Many individuals are unsure about how the deduction works or whether they are effectively utilizing it. The study also highlights that although the deduction is uniform, its impact varies across income groups, with middle-income earners benefiting the most. The study concludes that standard deduction plays a crucial role in simplifying taxation and improving disposable income. However, increasing financial literacy and awareness is essential to ensure that salaried employees fully utilize its benefits. The findings provide useful insights for policymakers, employers, and individuals to enhance tax planning and financial decision-making. KEYWORDS: Standard Deduction, Disposable Income, Salaried Employees, Income Tax, Tax Liability, New Tax Regime, Tax Planning, Financial Literacy, Tax Reforms, Economic Impact, Middle-Income Group, Personal Finance

This study examines how PT Mataer Digital Nusantara (MDN) can strengthen its marketing strategy and integrated marketing communication to overcome inconsistent client acquisition for its SIAKAD 4.0 platform in Indonesia’s higher education sector. A mixed-method case study approach is employed, combining primary internal data from interviews and Likert-scale surveys involving employees in marketing, sales, product, and client management, with secondary data from PDDIKTI, government regulations, market reports, and competitor documents. Internal conditions are analyzed using segmentation–targeting–positioning (STP) and the 7Ps marketing mix, while external factors are evaluated through PESTLE and competitor analysis. The results are synthesized into a SWOT framework and further developed into strategic alternatives using the TOWS matrix. To ensure objective prioritization, a Weighted Scoring Model is applied as a multi-criteria decision-making tool. The findings reveal that MDN’s strengths include competitive pricing, platform credibility, and strong cross-functional execution, while weaknesses lie in limited segmentation adaptability and inconsistent strategic evaluation. The recommended strategy focuses on expanding market penetration among small- and medium-sized institutions through flexible pricing aligned with national digitalization trends, supported by trust-building communication. The study concludes with an actionable roadmap covering pricing strategies, segmentation redesign, product enhancement, onboarding processes, digital marketing, and performance evaluation systems.

This study investigates the determinants influencing the amount of poor relief payments within the Ottoman Empire, utilizing salary data from the 1904 register of the needy. This register encompasses official records from 1904, detailing the names, titles, social statuses, gender, religion, and residential locations of approximately 8,099 individuals receiving annual salaries. The research examines the relationship between demographic and socioeconomic variables and the magnitude of poor relief payments from a micro-level perspective. Several significant findings have been identified. Firstly, women, on average, received lower amounts in poor relief compared to men. Secondly, non-Muslims received comparatively higher payments than their Muslim counterparts, particularly in Istanbul. A notable conclusion from this study is the prominent role of social status in determining the amounts of poor relief payments, a phenomenon especially pronounced in the capital.

ABSTRACT One of the crucial and inevitable aspects of the monthly budget of an urban employee is housing expenditure. Within the background of a fast-growing urban population in India and the continuously growing housing rental rates, House Rent Allowance (HRA) has been a life-saving taxable on many workers who are on salaries. This paper discusses the development of HRA exemptions since 1974 since the statutory inception of the exemption until the current transformative tax measurement of 2020 and 2023 and how a dual taxation regime in India has completely changed the financial calculus of urban employees. The paper, following the changes in legislation, projecting the Rule 2A formula in terms of income profiles, and using data available on the urban housing market, illustrates that the financial disadvantage incurred by middle-income urban salaried workers when the HRA exemption is eliminated in the new concessional tax regime (Section 115BAC) is measurable. The paper also shows the structural weaknesses of the current policy formulation and provides specific recommendations towards the implementation of more equity in how housing expenditure is treated by tax. Keywords: HRA Exemption, Section 10(13A), Section 115BAC, Old Tax Regime, New Tax Regime, Urban Salaried Employees, Income tax India, Housing allowance, Tax planning, and Rule 2A.

Research methodology This case is solely based on published sources. These secondary sources include company websites and news releases of major artificial intelligence (AI) firms, AI industry reports such as Stanford Artificial Intelligence Index Report, news reports that have special coverage of tech news, such as the Wired, Hardware Corner, Venture Beat and Tech Radar, popular AI platforms at GitHub and Hugging Face and AI research paper repository in AI communities at Cornell arXiv. Case overview/synopsis DeepSeek was an AI startup founded in 2023 in Hangzhou, China. The company was fully funded by a hedge fund HighFlyer, whose co-founder and CEO, Wenfeng Liang, also served as DeepSeek’s CEO. The company aimed to develop large language models (LLMs) and ultimately to build Artificial General Intelligence (AGI). Due to US sanctions and embargo on advanced hardware exports to China, however, DeepSeek had to invent novel algorithms and model structures to develop stronger model capability with limited hardware resources. As such, the key to success for DeepSeek was to develop potentially game-changing architectural and algorithmic innovations. On December 26, 2024, DeepSeek launched a chat model, DeepSeek V3, with high performance at very low training costs. The initial benchmark tests indicated that DeepSeek V3 model outperformed Llama 3.1 and was comparable to GPT-4o and Claude 3.5 Sonnet. Yet, the company claimed to have trained its models in just two months at a total cost of merely $5.6m. That was the annual salary for one of those AI experts working at Meta. Initializing from the V3 model and sharing the V3 architecture, DeepSeek was planning to release its first chatbot application, the DeepSeek-R1 reasoning model, for iOS, Android, Web and application programming interface on January 20, 2025. Up to the release of the V3 model, DeepSeek’s algorithms, models and training details had been open-source, allowing its code to be used, viewed and modified by others. For the planned release of DeepSeek-R1, the company had to decide whether to continue the open-source policy or to choose closed-source, like most other firms were doing. Complexity academic level This case may be used in upper-level undergraduate and graduate classes in the fields of strategic management, innovation or business ethics. In strategic management classes, it can help students to analyze a firm’s external environment and internal strengths and weaknesses and then learn how to take advantage of the strengths to neutralize the weaknesses to cross industry entry barriers. In innovation classes, the case can help students understand how innovation takes place and how innovation can help to break industry entry barriers. In business ethics classes, students can learn how to balance firm performance and corporate social responsibility in decision-making.

This study aims to analyze: 1) the influence of salary, work compensation, leadership and work environment on employee satisfaction, performance and loyalty at PT Alove Bali IND, 2) the influence of satisfaction on employee performance and loyalty, 3) the influence of performance on employee loyalty, 4) the role of employee satisfaction and performance in mediating salary, compensation, leadership and work environment on employee loyalty. The study was conducted at PT Alove Bali IND in Gianyar Regency, Bali Province, which is a company that produces liquid organic fertilizer made from aloe vera, which was carried out from August to October 2025. The research location was chosen because employee loyalty is high with the majority of employees having a length of service of over five years. Data collection techniques were carried out by interviews, observations and distributing questionnaires based on the census method to all 50 employees. Data were analyzed using the Structural Equation Modeling (SEM) method and analyzed with the Smart-PLS program version 4. The results of the study showed that: 1) a) Salary does not have a significant influence on employee satisfaction, performance and loyalty, b) Work compensation has a significant influence on employee satisfaction and loyalty, c) Leadership has a significant influence on satisfaction, d) Work environment has a significant influence on employee performance and loyalty; 2) Satisfaction has a significant influence on performance; 3) Performance has a significant influence on loyalty; and 4) The results of the indirect effect test show that job satisfaction does not function as a significant mediator, both on performance and loyalty, while employee performance is a significant mediator in mediating the influence of the work environment on loyalty. It is recommended that PT Alove Bali IND maintain employee loyalty through work compensation, leadership and work environment and pay attention to employee salaries in company management so that it is expected to increase employee satisfaction.

During a crisis, art museums focus on branding as they contribute to a museum’s relations, target multiple audiences, and embrace the community they are committed with. Branding depends on the sizes and salaries of boards, employees, and volunteers, who combine their efforts and they mix advertising and fundraising with branding. Advertising and fundraising expenses can therefore signal the branding effort. IT (information Technology) expenses may show commitment to branding. Considering the 100 biggest US art museums, this paper analyzes the branding effort in the pandemic according to accounting and the sizes of boards, employees, and volunteers. As the economic result of relations with all stakeholders, total revenue results are positively correlated with salaries, sizes of boards and volunteers, and fundraising expenses, as contributions prevail with the lockdown of museums. Without previous literature on the magnitude of branding efforts and performance, this research may represent a benchmark for challenging time, while museum branding analytics is still looking for trustworthy measures.

Single-parameter and dual-parameter salaries for employees in eight categories have been developed (using cognitive factors of education and ownership).These salaries are calculated for different annual salary fund sizes, different wage scales, and different economic sectors (mining companies, high-tech enterprises, knowledgeintensive industries, universities, and design organizations), as well as for different levels of demand for employees' intellectual labor.They correspond to a table of the magnitudes of the manifestations of levels of education, acquired skills, and levels of ownership.The new y-processes (VSA processes) considered are quantitatively justified based on costs; their meanings are constructed from the process context and from the meaning phrases of the expenditure zelements.Wage schedules (WS) are created based on the history of salary increases and periods of participation in investment projects.WSs can be created in such a way that they correspond to three levels of complexity of the work performed.The new y-processes (FSA processes) discussed are quantitatively justified by costs, their meanings are constructed from the context of the processes and from the meaning phrases of the cost z-elements.According to the Chaddock scale, the model weights w1=c 2 11=0.3081 2 ; w2=c 2 12=0.3081 2 ; w3=c 2 13=0.3204 2 ; w4=c 2 14=0.32040.1665; 0.18326961, 0.22127616, 0.19395216, you (used in the 1-parameter grid) belong to the weak connection type, which reflects the low quality of education in the Republic of Kazakhstan (how did the AI know this?). When you see the small values of the "educational weights" realize the insignificance of an individual's initial contribution to the piggy bank of lifelong acquisitions.There is a premonition of great effort to achieve w3=c 2 18=1.Two-, three-, and four-parameter TS are needed to increase the values of the applied weights so that they "shift" toward the right end of the interval (0.3; 0.5).In the articles, the AI did not perceive the paltry scales of the manifestation forces; only through the situation with the evaluation of the labor of subjects of human capital does the AI notice the need to "shift" toward the right end of the interval (0.3; 0.5).This is the specific language of artificial intelligence for describing the processes of remuneration of educated people and individuals who have achieved one or another level of real estate ownership.

ABSTRACT : This study investigates the impact of financial literacy on the investment behaviour of salaried middle-income employees in Amravati city, focusing on their savings patterns, investment choices, and risk management strategies. The research is motivated by the increasing need for financial awareness to ensure informed decision-making and long-term financial security among employees, particularly in semi-urban settings. The main objective is to examine whether financial literacy influences the investment decisions and portfolio diversification of salaried middle-income individuals. A descriptive and analytical research design was employed, collecting primary data through structured questionnaires from 100 respondents and secondary data from journals, reports, and previous studies. Statistical techniques such as frequency and percentage analysis, mean, median, t-test, and correlation analysis were applied to interpret the findings. The results reveal that employees with higher financial literacy exhibit more disciplined savings, higher participation in formal investment avenues, and better risk assessment, whereas limited financial knowledge restricts effective investment diversification. The study concludes that promoting financial education and awareness initiatives can significantly enhance investment behaviour, encourage rational financial decision-making, and support wealth creation among salaried employees in Amravati. Keywords: Financial Literacy; Investment Behaviour; Savings Habits; Risk Management; Portfolio Diversification; Amravati

ABSTRACT: Young professionals in Amravati increasingly rely on Equated Monthly Installments (EMI) to purchase consumer goods without saving upfront. This exploratory study examines how EMI affects monthly budgets and financial planning of 100 young salaried employees aged 22-45 working across sectors in Amravati city, Maharashtra. Using structured questionnaires distributed through Google Forms, data was collected on EMI usage patterns, budget allocation, savings impact, and financial stress. Results show that 54% of respondents report decreased savings ability, 64% lack emergency funds, 56% experience EMI-related financial stress, and 24% have missed payments. Chi-square analysis (χ²=17.89, p<0.05) confirms significant relationship between EMI allocation and financial risks, rejecting the null hypothesis. The study reveals that despite making purchases affordable, EMI creates budget strain and psychological stress among young workers. Findings recommend financial literacy programs, transparent bank disclosures, and workplace wellness initiatives. This research addresses a gap in tier-2 city studies, as most existing research focuses on metropolitan areas. Keywords: EMI, Financial behaviour, Young professionals, Household budget, Financial stress, Tier-2 cities, Financial literacy, Consumer credit

Psychological capital (PsyCap) plays an important role in increasing the learning capacity, professional skills, problem-solving, and innovation in the work of employees (Luthans et al., 2013). In developing countries, for example, Vietnam, research on PsyCap has not been mentioned much or fully. It extends beyond social capital and human capital to create profitability. The objective of this paper is to study the impact of PsyCap on the work engagement of sales staff in real estate enterprises in Vietnam. PsyCap includes the factors: 1) confidence, 2) optimism, 3) hope, and 4) resiliency. The research method we used is quantitative, with a sample size of 453 real estate sales staff in Vietnam. The research model is based on the theory of PsyCap and work engagement. The results of the study showed that resiliency had the strongest impact on dedication and passion at work, while confidence and optimism also had a positive effect, but to a lesser extent. However, factors such as hope did not have a significant impact. The study provides practical suggestions for real estate firms in developing training programs to enhance employees’ PsyCap to increase engagement and work performance.

This study investigates the investment preferences of salaried employees in Ettumanoor Municipality, Kerala, India. It aims to identify factors influencing their investment decisions, assess their knowledge and risk-taking capacity, and evaluate their levels of satisfaction. The study employs a questionnaire-based survey with 100 respondents. Key findings reveal a preference for bank deposits among respondents, driven primarily by savings motives. Most respondents exhibit moderate awareness of investment avenues and are comfortable with moderate risks. Factors influencing investment decisions include age, income, and family responsibilities. While satisfaction levels are generally high, respondents express concerns about potential risks and seek professional advice. The study suggests that promoting investment awareness, providing financial literacy training, and simplifying investment procedures can enhance employee investment behaviour and contribute to economic growth.

BackgroundThe association between neuroinflammation and neurocognition in youth with perinatally acquired HIV (YPHIV) has been documented. However, mechanisms underlying neurocognition in YPHIV on contemporary ART (cART) in Sub-Saharan Africa remain unclear. This study examined associations of vascular, inflammatory, and gut markers with neurocognition in YPHIV virally suppressed on dolutegravir vs. youth without HIV (YWoH).MethodsA cross-sectional study of 101 youth in Kampala, Uganda was conducted (52 YWoH and 49 YPHIV). Neurocognition was measured with NeuroScreen (NS), a tablet-based test battery adapted for Uganda. YWoH based individual test z-scores and a global z-score were calculated. Plasma markers of inflammation, chemokines, gut microbial translocation, and vascular markers were measured using ELISA and Legendplex. Wilcoxon rank sum test compared neurocognitive measures. Spearman correlations assessed associations of neurocognition with biomarkers. General linear regression models assessed the association between neurocognition and biomarkers after adjusting for demographic, socioeconomic, and HIV factors.ResultsThe median [IQR] age was 16.90 years [15.11, 17.08] and 42% were females (Table 1). Compared with YWoH, YPHIV participants performed worse in all neurocognitive domains and had lower global z-scores (p ≤ 0.038, Figure 1). Gut integrity marker IFAB and chemokines MIP3 and RANTES were greater in YPHIV compared to YWoH (p ≤ 0.024). After adjustment, the vascular marker myeloperoxidase (MPO) was associated with worse processing speed, learning/memory, and global z-scores in YPHIV, while MPO was only associated with worse attention/concentration in YWoH. Among YPHIV only, monocyte activation marker sCD14 and fungal translocation marker BDG were associated with worse processing speed and learning/memory, respectively (Table 2).ConclusionDespite viral suppression on cART regimens, Ugandan YPHIV performed poorly on neurocognitive tests compared to YWoH. Immune markers associated with mortality and cardiovascular disease in HIV, such as MPO, sCD14 and BDG, were associated with worse neurocognitive performance in Ugandan youth with HIV, suggesting vascular inflammation and gut barrier dysfunction processes that persist with cART therapy.DisclosuresCaroline Carlson, BA, Elekta Foundation: Rayos Contra Cancer employee salary supported by the Elekta Foundation to build educational programs Nicholas Funderburg, PhD, Gilead: Grant/Research Support

ABSTRACT This study examines how alesperson maladaptive social media dependence behaviours (cognitive absorption, dysfunctional use, blind trust, overreliance) among front-line sales employees in China affect job performance through customer-directed deviance. Through three-wave surveys with 610 real estate salespeople, PLS-SEM analysis confirmed that: (1) all four dependence dimensions significantly increase customer-directed deviance; (2)such deviance fully mediates the dependence-performance relationship; (3) ethical leadership negatively moderates the dependence-deviation link. Findings offer ethical management interventions for organizations combating digital dependency in Asia’s sales contexts.

ABSTRACT Dual enrolment in the United States allows high school students to concurrently enrol in college-level courses, and they have been characterised as an affordable and scalable way to help students access and succeed in college. However, dual enrolment programmes can disproportionately benefit groups of students who are already highly likely to succeed in college. We use quasi-experimental matching procedures to analyse a nationally representative dataset to examine the influence between dual credit course-taking and labour market outcomes (employment, employment in lucrative STEM fields, annual salary). We find that dually enrolled male students were 1.2 times more likely to be employed in STEM fields than their counterparts without dual credits. Dually enrolled White students, non-low-income students and students with initial majors in non-STEM fields tend to have higher annual salaries than their counterparts who did not enrol in dual credit courses, with wage premiums ranging between $1250 and $1550 annually. We did not find evidence that female students, racial minority students, low-income students, and students with initial STEM majors similarly benefit from dual enrolment. We raise equity concerns for future investment in dual enrolment programmes and the downstream effects of the role dual enrolment may play in stratifying students’ labour market outcomes.