Variation In Salaries Research Articles

Gender-Based Salary Inequities Among Pediatric Rehabilitation Medicine Physicians in the United States

ObjectiveTo assess whether gender inequities exist for pediatric physiatrists and, if affirmative, what factors account for this difference. DesignCohort study. SettingOnline REDCap survey administered via e-mail. ParticipantsPediatric physiatrists practicing in the United States in 2017. InterventionsNot applicable. Main Outcome MeasuresRespondents reported on their gender, training, practice type and location, leadership positions, years in practice and years at their current location, salary, research, and clinical productivity. ResultsOf the 307 surveys sent, 235 individuals responded, yielding a response rate of 76.5%. Pediatric physiatrists who identified as women were more likely to work part-time but were demographically similar to their colleagues who identified as men. The odds of having no leadership role were higher for women (odds ratio=2.17; P=.02) than men. Pediatric physiatrists who identified as men made on average (in US dollars ± SD) 244,798±52,906 annually compared with those who identified as women 224,497±60,756. The average annual difference in full-time salary was $20,311 in favor of those who identified as men (95% confidence interval, $3135-$37,486). The set of predictors in the multivariable model explained about 40% of the total variability in annual full-time salary (R2=0.389; adjusted R2=0.339; F15,197=7.734; P<.001). Gender was not a significant predictor in the model, but model prediction of the salaries of pediatric physiatrists who identified as men was better than model prediction of the salaries of those who identified as women. ConclusionsDespite representing a majority of the field, pediatric physiatrists who identified as women were paid less than their counterparts who identified as men. The traditional predictors associated with the salaries of men were not enough to explain salary variation among those who identified as women, thereby providing evidence of the importance of intangible and unmeasured aspects of a women’s career, such as bias and institutional culture.

DETERMINASI PELATIHAN, MOTIVASI, GAJI, DAN KOMPENSASI UNTUK PRODUKSI (STUDI KASUS PADA CV ANUGRAH WALET INDONESIA)

Studied, salary has a dominant influence on productivity in CV. Anugrah Walet Indonesia. Economic growth in Indonesia is very rapid and causes the competition of the market is getting tighter. This study aims to determine the determination of training, motivation, salary, and compensation for CV production. Anugrah Walet Indonesia.This research uses descriptive method, in qualitative form using Probability Sampling technique. The sample of this research is 40 employees. This research uses validity test, reability, classical assumption, multiple linear regression, coefficient of determination, t test, and f test. This study uses EVIEWS 9 program. Partially there is significant influence between training, motivation, salary, and compensation to production at CV. Grace swallowed Indonesia. Simultaneously there is a significant influence between training, motivation, salary, and compensation on production in CV. Grace swallowed Indonesia. Among the 4 independent variables salary has a dominant influence on productivity on CV. Anugrah Walet Indonesia

Pay Inequality and Public Sector Performance: Evidence from the SEC's Enforcement Activity

I study how promotion incentives within the public sector affect financial regulation. I assemble individual data for all SEC enforcement attorneys between 2002 and 2017, including enforcement cases, salaries, and ranks. Consistent with tournament model, attorneys with stronger promotion incentives are involved in more enforcement, especially against severe financial misconduct, and in tougher settlement terms. For identification, I rely on cross-sectional tests within offices and ranks and on exogenous variation in salaries resulting from a rule-based conversion to a new pay system. The findings highlight a novel link between incentives and regulation and show that the regulator's organizational design affects securities markets.

Perceção do Clima Organizacional na Amarsul S.A

This study entitled Climate Perception in S.A. aims to characterize the Organizational Climate of the company Amarsul - Valorization and Treatment of Solid Waste S.A. and how it affects the Motivation and Performance of its workers. The present work includes a review of the literature on the underlying theoretical concepts, the characterization of the company and the empirical study. In order to assess the above mentioned variables, a questionnaire survey was elaborated, consisting of three scales, respectively, on the Organizational Climate, Motivation and Performance, plus a set of sociological questions. It is a cross-sectional and quantitative study. To evaluate the Climate, the Organizational Climate Assessment Questionnaire (Pereira, 2016) was used. This component has 11 subscales, designated respectively: Work Boss, Information, Decisions, Trust and Support, Relationship, and Rewards, Innovation and Image of the Company. To evaluate Motivation, we used Alderfer's The Work Motivation Scale (1972); It is a onedimensional scale consisting of 9 items. In order to evaluate performance perception, the Individual Work Performance Questionnaire (IWPQ) from Individual Measuring Individual Work Performance by Koopmans, L. (2014) was adapted. This component has 2 subscales, designated, respectively, by Performance of the Task and Counterproductive Behavior in the Work. 101 employees of the company participated in the study. Regarding the results obtained, it was observed that the perceptions of the Organizational Climate in the company significantly influence the Motivation in the work, as well as the Performance at the level of the tasks but also the behaviors before the work. As regards the more and less scored dimensions, it is observed that the dimension of the Organizational Climate that showed a less positive perception was the variable Salary and Rewards followed by the Workload, however, markedly positive perceptions in the variables Equality, Working Conditions, Company Image, relationship with Direct Management and Innovation. As for the relationship between the variables Climate, Motivation and Performance, it is observed that Climate significantly influences Motivation and that both Climate and Motivation have a significant influence on Performance, although in an inverse sense with regard to the Performance subscale known as Counterproductive Behavior at Work. Regarding the significant differences between groups, it was observed that the individuals with the 1st Cycle of Basic Education and those who work in the areas of Composting and Organic Valuation Center, reveal a more positive perception of the Climate, instead of their colleagues with the 2nd Basic Education Cycle, as well as, the workers in the areas of Mechanical Treatment and Fuels Derived from Waste. Regarding Motivation, it is observed that the female participants and those who have the 1st Cycle of Basic Education score more this variable, instead of their male colleagues and who holds the 2nd Cycle of Basic Education. Regarding Performance, it is observed that individuals who have a seniority of less than 3 years have a more positive perception, rather than those who are older than 16 years and between 4 and 9 years.

Determinants of Salary Dispersion among Political Science Faculty: The Differential Effects of Where You Work (Institutional Characteristics) and What You Do (Negotiate and Publish)

ABSTRACTWe evaluate hypotheses about human capital and structural theory-based predictors of variation in academic salaries. We use standard statistical models to explore differences in salary among full-time political science faculty, while also utilizing selection models to control for factors that place individuals on different trajectories stemming from their graduate school experience. We report on several findings, one of which is the positive effect on salary associated with graduation from a highly ranked PhD program; a second being the negative effect on salary of a high undergraduate teaching load. Other findings are that negotiation positively affects salary for men, but not for women, and that journal publications increase salaries amongst women, but not men. At the associate professor level, we find a significant gender gap in salary, even with controls for human capital, structural factors, and productivity. We also find a significant effect of race on the salaries of male faculty.

Variability in total project and per sample genotyping costs under varying study designs including with microsatellites or SNPs to answer conservation genetic questions

The field of conservation genetics is in the midst of transitioning from microsatellites to single nucleotide polymorphisms (SNPs) as part of a broader transition from genetic to genomic studies. Genomics offers the potential for more accurate estimation of individual and population parameters but at higher project costs. I calculated cost curves for multi-locus genotypes to describe how total project and per sample costs varied between microsatellite and SNP genotyping. Cost curves were calculated varying multiple parameters which influenced costs, including: number of microsatellite loci, primer multiplexing, number of samples pooled per library, sequencing costs, and variation in laborer salaries. Sequencing costs had the greatest effect on total project costs for both markers, suggesting a way to achieve the greatest savings. For microsatellites, increasing loci number had a small effect on increasing costs, although using an increasing number of multiplex panels had a significant effect. For SNPs, increasing the number of samples pooled per genotyping library resulted in the greatest cost savings; however, this was tempered somewhat by species genome size and study design parameters which could decrease per locus sequencing depth below thresholds needed for robust SNP calling. Thus, this study highlights multiple parameters to consider when designing conservation genotyping studies to maximize information while minimizing costs. I also surveyed studies that compared microsatellites and SNPs. SNPs had greater accuracy than microsatellites when SNP loci were 3–2800 fold greater. Cost curves are provided as changing parameter assumptions effects estimates.

사회복지사의 이직의도 억제와 관련된 변인에 대한 메타회귀분석

This study confirmed by a meta-analysis of the effect of suppressing the size of the variable based on the thesis concerning turnover intention of the past 15 years, and the trend over the year, according to published meta-regression analysis was verified. The overall effect size for the study was found to inhibit factors medium effect size. Effect size is a private property factor by lower variable salary levels, age and marital status, working period, experience, educational level, showed a work order forms, job characteristics factor is job satisfaction, working conditions, job importance, firm relationships with colleagues, showed a net job autonomy. In addition, organizational characteristic factor effect sizes organizational commitment, organizational commitment, advancement opportunities, compensation satisfaction, organizational justice, participatory doctor had determined the net. Changes in accordance with the published year is closer to 2015 it showed that the effect of inhibiting factors reduced size.

Performance-based compensation vs. guaranteed compensation: contractual incentives and performance in the Brazilian banking industry

Top management from retail banks must delegate authority to lower-level managers to operate branches and service centers. Doing so, they must navigate through conflicts of interest, asymmetric information and limited monitoring in designing compensation plans for such agents. Pursuant to this delegation, banks adopt a system of performance targets and incentives to align the interests of senior and unit managers. This paper evaluates the causal relationship between performance-based salaries and managers' effective performance. Using data from January 2007 to June 2009 of a large Brazilian retail banks, we find that that agents with guaranteed variable salary contracts have inferior performance compared with agents who have performance-based compensation packages. We conclude that there is a moral hazard in the behavior of agents who are subject to guaranteed variable salary contracts.

Executive Compensation and Corporate Financial Performance in Brazilian Companies

This survey investigated the relationship between executive compensation and corporate financial performance. It hypothesized that a company can utilize its pay system to direct executives’ efforts toward its strategic business objectives, and thereby contributes to higher levels of corporate financial performance. The survey data consisted of a secondary and non-probabilistic sample of 79 Brazilian companies. In order to operationalize the independent compensation variable, the author used monthly salary, variable salary and three indices that were created for this survey – benefits, career and development. These indices measure the access to benefits, mechanisms for stimulating and supporting careers and mechanisms to encourage education and professional development that companies offer their directors, vice presidents and chief executive officers. The compensation data is from fiscal year 2008. For the financial performance variable, three accounting indicators were used – sales growth, return on equity (ROE) and return on assets (ROA) – for fiscal year 2008. Size and industry were used as control variables. The results of multiple regression analysis do not support the hypothesis that there is a positive and significant relationship between executive compensation and corporate financial performance.

A Comparison of Salary Structures Between Economics and Agricultural Economics Departments

AbstractWe examine whether differences exist in the prevailing salary structures for doctorate‐granting economics and agricultural economics departments at public, land‐grant universities in the United States. Within a sample of 440 economists and 375 agricultural economists, we find that economics departments exhibit greater variation in annual salaries, higher estimated negative returns to seniority, and larger estimated returns to career publishing success than do agricultural economics departments. These difference manifest themselves in a hierarchical salary distribution in which members of elite economics departments earn the highest predicted annual salaries, members of elite agricultural economics and middle‐ranked economics departments earn middle predicted annual salaries, and members of middle‐ and lower‐ranked agricultural economics and lower‐ranked economics departments earn the lowest predicted annual salaries. In 16 out of 22 universities studied, we predict that economists would face salary declines if they moved across campus (or in some cases down the hall) to their respective agricultural economics departments.

Teacher salaries and teacher aptitude: An analysis using quantile regressions

This study investigates the relationship between salaries and scholastic aptitude for full-time public high school humanities and mathematics/sciences teachers. For identification, we rely on variation in salaries between adjacent school districts within the same state. The results indicate that teacher aptitude is positively correlated with teacher salaries with an elasticity point estimate of 0.132. However, using quantile regressions, we find the elasticity estimates form an inverted U-shape across the scholastic aptitude distribution, and that higher aptitude teachers are more profoundly affected by the percentage of students eligible for free lunch and local street crime, while lower aptitude teachers are more profoundly affected by local education support. Furthermore, studying mathematics/sciences teachers, we find that while the elasticity estimates maintain an inverted U-shape, scholastic aptitude is not correlated with changes in salaries for the lower 40 percentiles of the aptitude distribution.

Demographic Factors and their Impact Upon Gender Wage Discrimination in Different Organizational Settings

This paper examines the impact of several demographic factors on the salary of individuals and the gender wage differentiation, which prevails across the organizational sectors. The paper is divided into five parts, wherein the first part of the study looks at the previous literature and identifies certain demographic factors that influence the salary of individuals. It also lays down the fundamentals of gender wage discrimination and forms of the hypotheses to be tested. The data had been obtained from the archival database namely Employment in Britain Survey 1991. To understand the determinants of salary, a log linear model has been developed and the dependent variable salary has been regressed against independent variables for estimation. Various instruments have been employed to check the problems of non-linearity, outliers and normality. The Variance Inflation Factors (VIFs) and Tolerance diagnostic tools have been employed to check for high correlation between independent variables. The second and third parts find out the significance of certain demographic factors that affect salary and identify the degree of gender wage discrimination present in private vs. public ones and large vs. small organizations respectively. Rather than using hierarchical regression analysis, separate regression analysis has been employed for each organization in order to better understand the wage differentials. The next part also tries to identify the gender wage differentials after combining the organizational characteristics and the last part identifies the potential pitfalls and limitations of the study. The majority of results indicate that on an individual level, the position in the organization, gender and age have a significant influence on salary distribution, whereas, factors such as education and ethnicity do not have any significant impact.

Demographic Factors and their Impact Upon Gender Wage Discrimination in Different Organizational Settings

This paper examines the impact of several demographic factors on the salary of individuals and the gender wage differentiation, which prevails across the organizational sectors. The paper is divided into five parts, wherein the first part of the study looks at the previous literature and identifies certain demographic factors that influence the salary of individuals. It also lays down the fundamentals of gender wage discrimination and forms of the hypotheses to be tested. The data had been obtained from the archival database namely Employment in Britain Survey 1991. To understand the determinants of salary, a log linear model has been developed and the dependent variable salary has been regressed against independent variables for estimation. Various instruments have been employed to check the problems of non-linearity, outliers and normality. The Variance Inflation Factors (VIFs) and Tolerance diagnostic tools have been employed to check for high correlation between independent variables. The second and third parts find out the significance of certain demographic factors that affect salary and identify the degree of gender wage discrimination present in private vs. public ones and large vs. small organizations respectively. Rather than using hierarchical regression analysis, separate regression analysis has been employed for each organization in order to better understand the wage differentials. The next part also tries to identify the gender wage differentials after combining the organizational characteristics and the last part identifies the potential pitfalls and limitations of the study. The majority of results indicate that on an individual level, the position in the organization, gender and age have a significant influence on salary distribution, whereas, factors such as education and ethnicity do not have any significant impact.

Short-Term Managerial Contracts Facilitate Cartels

This paper shows how a series of commonly observed short-term CEO employment contracts improves cartel stability compared to a long-term contract. When a manager’s short-term appointment is renewed if and only if the firm hits a certain profit target, then (a) defection from collusion results in superior firm performance and thus reduces the chance of being fired immediately, while (b) future punishment results in inferior firm performance, thereby increasing the chance of being fired in the future. The introduction of this reemployment tradeoff intertwines with the usual monetary tradeoff and weakly improves cartel stability. Studying the impact of fixed versus variable salary components, I find that fixed components facilitate collusion with a short-term contract, while not affecting cartel stability with a long-term contract. I extend the model to argue how short-term renewable contracts are a source of cyclical collusive pricing. Finally, interpreting the results in the light of firm financing shows how debt-financed firms can form more stable cartels than equity-financed firms.

University of South Florida College of Medicine

University of South Florida College of Medicine

The evolution of male‐female earnings differentials in Canadian universities,1970–2001

Abstract The evolution of academic salaries and the gender earnings gap in Canadian universities is analysed using a unique Statistics Canada data set containing detailed information on all full‐time teachers at Canadian universities over the period 1970 through 2001. Male salaries declined across cohorts, while female salaries remained stable; consequently, male‐female earnings differentials have narrowed. Recent years have also seen increasing variation in academic salaries for both men and women. A gender earnings gap remains, the bulk of which can be explained by differences in men's and women's rank and field. The unexplained earnings gap has decreased over time.

Long-Term Contracts in Major League Baseball

Long-term deals are one tool that both players and franchises use to manage risk. That tool has been much discussed and empirically tested with respect to player shirking, and has more briefly, and only theoretically, discussed with respect to reducing variance in future payrolls. Our work looks at how patterns of use of long-term contracts are affected by changes in contracting rules established through collective bargaining and by expected changes in franchise revenue streams. To accomplish this, we have assembled the most complete dataset of MLB player contracts to date. We analyze changes in contract length and dollar value across players of different ability levels, at different points in their careers (contract status), by position, across CBA agreements, and further examine if new stadiums and new television deals impact contract terms. We confirm the earlier finding that player performance is systematically higher during contract years than during the early portion of a long-term contract. We also find that inclusion of contract length information significantly reduces the unexplained variation in player salaries.

Career Success Outcomes Associated With Mentoring Others

The present study examines the relationship between four career success variables—salary, promotions, subjective career success, and job satisfaction— with experience as an informal mentor among employees of a health care organization. Regression results indicate that individuals who serve as a mentor to others report greater salary, greater promotion rates, and stronger subjective career success than do individuals without any experience as a mentor to others. The results provide preliminary evidence supporting the notion that career benefits are associated with serving as a mentor to others.

Wide salary variations in practice nurse pay

Wide salary variations in practice nurse pay

Teacher Sorting and the Plight of Urban Schools: A Descriptive Analysis

This paper uses rich new data on New York State teachers to: determine how much variation in the average attributes of teachers exists across schools, identify schools that have the least-qualified teachers, assess whether the distribution has changed over time, and determine how the distribution of teachers is impacted by attrition and transfer, as well as by the job matches between teachers and schools at the start of careers. Our results show striking differences in the qualifications of teachers across schools. Urban schools, in particular, have lesser-qualified teachers; and New York City stands out among urban areas. Low-income, low-achieving and non-white students, particularly those in urban areas, find themselves in classes with many of the least skilled teachers. Salary variation rarely compensates for the apparent difficulties of teaching in urban settings and, in some cases, contributes to the disparities.