Wage Structure Research Articles

Protocol: What does the wage structure depend on? Evidence from the INE salary national survey (pilot study with 2006 data)

In previously published research, a great difference is observed concerning salary components that are used in different national contexts. In the present study, we will focus on the Spanish case by using data taken from the salary structure survey (ESS) conducted by the INE (Spanish National Statistical Organization). This protocol raises several research questions. Our main objective is to find out the incidence and degree of use of extrinsic motivation programs in the Spanish labour context. For that purpose, we propose a methodology to analyse the ESS, as well as to find out whether any research has been carried out in this regard. 2006’s pilot analysis is being presented in this moment in order to illustrate step by step the method of analysis.Our results show that both degree of use and intensity of the economic remuneration programs related to extrinsic motivation are low (e.g. in monthly payments, the most frequent component is fixed income supplements not related to shifts, which represent 75% of people from ESS2006. Then, we find variable supplements (29%) and fixed supplements related to shifts (15%). Regarding intensity, basic monthly salaries dominate by far as the major part of a salary (73%) while variable extraordinary payments (1.8%), supplements related to shifts (1%), extra hours (<1%) and payment in kind (<1 per thousand) represent a marginal amount of the total salary paid). On the other hand, our results also indicate the existence of several factors that may influence the presence of variable complements (sectoral differences, market scope, organization size, educational level or labour agreement).As additional contribution to our work, the present study allows us to know whether the sample collected by academic research is representative or not, since the incidence and extend of use of the economic participation programme should lead to similar results to those provided by the INE. On the other hand, we can identify those adjustment variables that influence in the salary distribution composition. All work done so far allows us to confirm that the research hypotheses are, at least, relevant because they have not been answered up in the literature published to date.

An Assessment of the Impact of Foreign Direct Investment on Employment: The Case of Ghana’s Economy

The literature is in respect of the fact that foreign direct investment has been a key aspect of the development strategy of most developing countries. The main objective of the study is to examine the extent FDI influence employment creation in the non-mining sector of Ghana for the period 2000 – 2016 using time series (annual) data conducted with the aid of OLS (Multiple Linear Regression) model, Autoregressive Distributed Lag (ARDL-ECM) Bounds Testing Approach and Granger-Causality test in the estimation of level relationship / cointegration and causality (respectively) between the study variables (for robustness checks). The result of this study shows that FDI has a statistically significant and a positive impact on employment growth via jobs creation in Ghana. Again, evidence shows that the study variables are cointegrated and have a long run relationship. Further robust test from Granger-causality shows no causal relationship from FDI to employment growth or from employment growth to FDI (at significance level of 5%). In addition, the study identifies factors such as wage structure, investment freedom and subsectors as important indicators influencing employment in the country. Finally, the study recommends policies to help create enabling political and socio-economic environment for FDI thereby creating more sustainable jobs and tackling the current high rates of unemployment in Ghana.

Quality of Work Life and its Effect on the Creative Behavior of Employees in Egyptian Hotels

This research aims to investigate the impact of quality of work life on the creative behavior of employees in Egyptian hotels. This research uses quantitative methods to achieve the objectives. A total of 500 questionnaires were distributed to employees in 30 hotels in Sharm Elsheikh. Three main data analytical techniques were employed: descriptive analysis, correlation and multi regression by SPSS V23. The results showed that the quality of work life has a positive effect on enhancing the creative behavior of employees in the hotels under research. The research recommends hotels to apply the concept of quality of work life to enhance the quality of services through using fair methods in designing the structure of wages and financial rewards, providing more stability and job security for employees, supporting social solidarity in the hotel and social responsibility to allow the development of creativity, innovation, and work to take decisions to solve chronic problems.

OVERPAID DAN UNDERPAID DALAM SISTEM PENGUPAHAN DAN SOLUSINYA

This study aimed to find an alternative solution, to “return to the right path” with the wages of employees of PT Asia Pacific Fibers, Inc. which is outside the structure and pay scales (overpaid and underpaid). For employees whose wages are above the wage structure, certainly can not necessarily reduce the underpaid wages and vice versa can not be added just like that. The argument must be given a reasonable and acceptable to all parties. This argument not only for the 32 people who are outside the wage structure of wages. But it also applies to other employees. For those whose wages are above the wage structure, attempted to hold / pressed so that the gap is too wide. As for who is under the wage structure should be encouraged to enter the structure and pay scales range.The argument in question is to provide wage adjustment mechanism that is acceptable to all parties. Managing underpaid and overpaid very closely with wage adjustments each year conducted by the company. Population as well as Sample is an employee of PT Asia Pacific Fiber, Inc Kaliwungu some 32 people. The data was collected by interviews, gathering documents and questionnaires to dissect the background of the respondents. With this study, the expected structure and pay scales can be maintained so that the overpaid and underpaid does not existancy more.

Pay and Job Rank among Academic Economists in the UK: Is Gender Relevant?

AbstractThis article presents and explores a rich new data source to analyse the determinants of pay and job rank among academic economists in the UK. Characteristics associated with individual productivity and workplace features are found to be important determinants of the relative wage and promotion structure in this sector. However, there is also a substantial unexplained gender pay gap. Men are considerably more likely to work in higher paid job ranks where there are also substantial within‐rank gender pay gaps. We show that the nature of the gender pay gap has changed over the last two decades; but its size has not, suggesting a role for suitable policy intervention.

Cost economics in construction of multi storied buildings

India is fast moving forward from agrarian economy to Industrial Economy. Our country is considered to be a safe platform for industrial investment by the world. Global Leaders and very many MNCs (Multi-National Companies) are evincing keen interest in having Joint Venture or opening their manufacturing facility in India. India is witnessing a boom in industrialisation. This leads to vast employment opportunities to people of all walks of life. People are moving from rural areas to urban areas for occupational needs. This leads to mass arrival of people to city and consequently the rental costs also shoot up substantially. The industrial wage structure being reasonable with assured disposable income, people who prefer to stay in city start comparing rental costs versus paying EMI towards owning an apartment for themselves. The idea gets strong rooted with the easily available institutional finance to people, especially to youngsters with longer duration of EMI. All these result in a sustained demand for apartments. The builders, particularly in the city, are cashing in on the opportunity by embarking upon construction of multi storied buildings in the city and also the outskirts of same.

The gender difference in wages and the returns to schooling over the great recession in the U.S.

This paper examines the effects of the Great Recession on the gender difference in hourly wage and the rate of return to schooling in the United States. Using data from American Community Survey 2000–2015, we find that the male-female difference in hourly wage declined during and after the recession. The Great Recession decreased earnings for both men and women, especially for those with more education. We also find there is a significant gender difference in the effects of the Great Recession on the returns to schooling. The Great Recession increased the rate of return to schooling for both men and women, and the female-male difference in the returns to schooling decreased by 0.4 percentage points in the post-recession period. The change of the gender difference in the returns to schooling can be explained by the wage structure change for men and women over the recession.

Hubungan Hukum Perjanjian Kontrak Kerja Karyawan dengan Manajer PT. Bima Budidaya Mutiara Desa Piong Kecamatan Sanggar Kabupaten Bima

Less is understood about the application of clauses in law still No. 13/2003 of Employment related to the employment contract agreement and application of policy by the company. The emphasis is more on the Division of work and wages, status, and rights obligations arising from a contract employee at the unrest made the author of lifting the title associated with the problem. Act No. 13/2003 set the employment aspects, pre-contractual post, contractual agreement or application of a contract of employment. Contract period should only be done the longest five years more than that by-law contract employees become permanent employees. In the annual cycle of the company, the Division of labor is always preceded by the signing of the Treaty of a new employment contract, this is already happening in 8 (eight) years during an employee's contract of employment. This is an effect of the Division of labor in turn on employee contracts, so as if the employees are new people who are allowed to work as contract workers without views his tenure. The methods used in this research is qualitative methods and approaches. Data collection methods used are observation, documentation, interviews, and triangulation. Data analysis was conducted in three stages namely data reduction, the presentation of the data, and draw conclusions. The results showed after a specified time Work agreement first and next, some things are agreed by the parties i.e. the structure of wages, organizing rights and obligations of the parties, the application of shifts in work for employee contracts and on the status. In terms of implementation there are some violations committed by the company include the status of the employees as employees of the contract exceeded the minimum contract, things that can be counted as wages, the formulation of the agreement does not employee directly involved as well as the content of the agreement of the working time (KKWT) which has the same legal power is not given to employees, company regulations passed by the Government authorities are not given to employees and the last granting period in different shifts for some employee contracts.

Income Allocation to Workers in Synthetic Populations Using Basic Survey on Wage Structure

Income Allocation to Workers in Synthetic Populations Using Basic Survey on Wage Structure

Firms' Wage Structures, Workers' Fairness Perceptions, Job Satisfaction and Turnover Intentions: Evidence from Linked Employer-Employee Data

The paper uses novel data for Germany linking worker and establishment surveys with administrative social security data for all workers in the surveyed establishments. From these data, four variables are generated that describe a firm's wage structure and the positions of workers within it: (a) workers' own absolute wages, (b) workers' conditional internal reference wages within firms, (c) the conditional wage dispersion in firms, and (d) workers' conditional external reference wages across firms.Three empirical contributions are made: (1) the impact of firms' wage structures on workers' perceived wage fairness as an important organizational justice variable, (2) the impact of firms' wage structures on workers' job satisfaction and turnover intentions, and (3) the contribution of the fairness considerations on the overall effects of the wage structure variables on workers' job satisfaction and turnover intentions. The findings suggest that equity and social status considerations as well as altruistic preferences towards co-workers and inequality aversion are important, whereas the evidence for signal considerations is limited.

The status of job evaluation and wage structure at a tertiary hospital in North Central Nigeria

Background: The widespread institution of job evaluation by industry during and immediately following World War II was an important moment in the history of wage determination. Equal pay for equal work is the very essence of job evaluation, with work considered equal if it requires equal skill, equal effort, and equal responsibility and is performed under equal working conditions. The ultimate objective of job evaluation is to achieve internal wage consistency (internal equity).Aim: The research work examined the status of Job evaluation and wage structure in a tertiary health institution in Abuja, Nigeria.Methodology: This was a descriptive, cross-sectional hospital-based study involving 329 healthcare workers of the University of Abuja Teaching Hospital, Abuja: a tertiary health institution in North Central Nigeria. The opinions of all cadres of permanent staff within the institution were sought and collated using a structured questionnaire: sample size was determined using the Krejcie and Morgan formula and the sampled population (respondents) recruited using stratified sampling technique. The data were collated on excel spreadsheet and analysed using IBM SPSS version 21, with descriptive and regression statistics set at a p-value of 0.05.Results: A total of 329 health workers participated in the study: 52.7% of them were males, while 47.3% were females. Job evaluation promotes internal pay equity in university of Abuja Teaching Hospital, Gwagwalada, Abuja: 53.8% of respondents are in agreement while 16.7% are undecided. This finding is statistically significant at a p-value of 0.043; all the cadres of staff are significantly in agreement. Job evaluation is a prerequisite for equal pay for work of equal value in an organization: 72.9% of respondents are in agreement while 11.2% are undecided. This finding is statistically significant at a p-value of 0.002; all the cadres of staff are significantly in agreement. Job evaluation is a veritable tool used in collective bargaining: 80.20% are in agreement while 8.8% are undecided. This finding is statistically significant at a p-value of 0.001; all the cadres are significantly in agreement. Job evaluation affects pay structure in the institution: as 62.3% of respondents are in agreement while 11 .9% are undecided. This finding is statistically significant at a P-value of 0.001; all the cadres are significantly in agreement. Generally, the research findings were in conformity with existing body of knowledge and further buttressed necessity for job evaluation and wage policy within the health institution.Conclusion: Job evaluation is fundamental to an effective and efficient wage/salary administration. It will provide the information required to design and maintain equitable and defensible grade and pay structures. Furthermore, Job evaluation is a prerequisite to determination of a credible salary scale that will bridge the gap in wage differentials and irregularities of Nigerian health workers and may be an antidote to industrial disharmony and frequent strikes by respective unions (NAHAP, NAMLS, NANM, NARD, NMA, JOHESU etc.). Almost all the workers belief that the current salary/wage structure could be harmonized, thus, a harmonized or unified health salary structure can be the key that will unlock the gate to peaceful coexistence and industrial harmony among professionals within the health sector.Keywords: Job evaluation, salary determination, wage differentials, pay equity, industrial harmony

Career and Family Decisions: Cohorts Born 1935-1975

Comparing the 1935 and 1975 U.S. birth cohorts, wages of married women grew twice as fast as for married men, and the wage gap between married and single women turned from negative to positive. The employment rate of married women also increased sharply, while that of other groups remained quite stable. To better understand these diverse patterns, we develop a life‐cycle model incorporating individual and household decisions about education, employment, marriage/divorce, and fertility. The model provides an excellent fit to wage and employment patterns, along with changes in education, marriage/divorce rates, and fertility. We assume fixed preferences, but allow for four exogenously changing factors: (i) mother's education, health, and taxes/transfers; (ii) marriage market opportunities and divorce costs; (iii) the wage structure and job offers; (iv) contraception technology. We quantify how each factor contributed to changes across cohorts. We find that factor (iii) was the most important force driving the increase in relative wages of married women, but that all four factors are important for explaining the many socio‐economic changes that occurred in the past 50 years. Finally, we use the model to simulate a shift from joint to individual taxation. In a revenue‐neutral simulation, we predict this would increase employment of married women by 9% and the marriage rate by 8.1%.

Teaching, Gender and Labour Market Incentives

The concentration of women in the teaching profession is widely noted and generally attributed to gender differences in preferences and social roles. Further, gender segregation exists within this profession – women make up almost all of the primary and pre-primary teaching cohorts, while men who choose to become teachers tend to specialise in secondary schooling and administrative roles. To what extent is this gender structure in teaching a response to economic incentives from the labour market? Our research addresses this question by studying the effects of wage structure on the decision to become a teacher. In particular, we ask what the most attractive choice is for a graduate given the wage structure of the previous graduate cohort. We show that the labour market, especially the relative returns to education across occupations for men and women, can explain these vocational choices in the Australian context. Women with bachelor qualifications receive higher returns as teachers, while men with bachelor qualifications receive higher returns in other occupations. In contrast, while both men and women with postgraduate qualifications earn higher returns in other occupations, the difference is consistently smaller for women than men. Women face a lower opportunity cost for becoming a teacher compared to men. A more balanced gender representation among teachers seems unlikely given the existing structure of returns to education, by gender, across professions.

Pay and Job Rank Amongst Academic Economists in the UK: Is Gender Relevant?

This article presents and explores a rich new data source to analyse the determinants of pay and job rank amongst academic Economists in the UK. Characteristics associated with individual productivity and workplace features are found to be important determinants of the relative wage and promotion structure in this sector. However, there is also a substantial unexplained gender pay gap. Men are considerably more likely to work in higher paid job ranks where there are also substantial within-rank gender pay gaps. We show that the nature of the gender pay gap has changed over the last two decades; but its size has not, suggesting a role for suitable policy intervention.

Immigrants and the U.S. Wage Distribution

A large body of literature estimates the relative wage impacts of immigration on low- and high-skill natives, but it is unclear how these effects map onto changes of the wage distribution. I document the movement of foreign-born workers in the U.S. wage distribution, showing that, since 1980, they have become increasingly overrepresented in the bottom. Downgrading of education and experience obtained abroad partially drives this pattern. I then undertake two empirical approaches to deepen our understanding of the way foreign-born workers shape the wage structure. First, I estimate a standard theoretical model featuring constant elasticity of substitution technology and skill types stratified across wage deciles. Second, I estimate reduced-form quantile treatment effects by constructing a ceteris paribus counterfactual wage distribution with lower immigration levels. Both analyses uncover a similar monotone pattern: a one percentage point increase in the share of foreign-born leads to a 0.2–0.3 (0.2–0.4) percent wage decrease (increase) in the bottom (top) decile and asserts no significant pressure in the middle. When analyzing the drivers of this pattern, I find suggestive evidence for a novel mechanism through which local labor markets absorb foreign-born workers: occupational differentiation of immigrants relative to natives.

Difficulties and Countermeasures in Performance Management of Primary Health Care Institutions in China

At present, the main dilemma faced by performance management of primary health care institutions is that the total performance salary is not high, the incentives caused by the imbalance of performance wage structure, the lack of perfect performance appraisal distribution system, and the performance management level of the dean of grassroots health institutions need to be improved. Performance management training courses for the characteristics of primary health care institutions are yet to be developed. It is recommended to actively implement the “two permits”, increase the autonomy of distribution, increase the total amount of performance pay, and increase the proportion of incentive performance pay, so as to promote the professionalization of dean of primary medical institutions and attach importance to performance management knowledge training. Based on the positioning and characteristics of primary health care institutions, from the three stages of performance management curriculum, curriculum teaching and curriculum assessment, a set of performance management courses that meet the characteristics of primary health care institutions are designed.

THE IMPACT OF IMMIGRATION ON THE LABOR MARKET

AbstractThe literature on the impact of immigration on the labor market is highly controversial. The aim of this paper is to review the existing literature and draw some general conclusions on how wages and employment respond to immigration. Economic studies indicate that the impact of immigration on the average wage and employment of native workers is null or slightly positive. However, because adjustments take time, the immediate labor market effects of unexpected (as opposed to expected) migration episodes can be detrimental. Immigration also can have distributional consequences. In particular, the skill composition of immigrants matters in determining their impact on native labor market outcomes. An inflow of immigrants will tend to reduce the wages of competing native workers (with skills similar to those of the migrants), and increase those of complementary workers (with skills that complement those of immigrants). By affecting the skill composition of the workforce, immigration can create winners and losers among native workers via changes in the wage structure.

Statistical Analysis of the IT Market in Ukraine

The article analyzes the development of the information technology industry in Ukraine for the last few years. The purposes of the study were to identify and uncover problems with statistical monitoring of Ukrainian IT industry, analyze present challenges of the information technology industry development, and find ways to improve statistical studies of the industry on the state level. The current state of the information technology industry in Ukraine and the main directions of the industry expansion (software development outsourcing, development of packaged software) were evaluated and compared to the ones of the European countries. Through a combination of researches and surveys conducted by the Ukrainian developer’s society (DOU), qualitative and quantitative characteristics of the IT industry development performance and labor market were analyzed: major education providers, the structure of job titles and positions, as well as principal locations, age-grading, gender and wage structure of workers.
 Conclusions from the analysis allow suggesting that the official state statistics service research areas provide a limited outlook on the information technology industry statistics due to being hindered by institutional constraints. Among the major constraints for the growth of the information technology industry in Ukraine, the following four are recognized: the lack of predictable and sustainable taxation, slow reforms process in the education system, an inappropriate level of intellectual property rights protection and insufficient development of state information technology infrastructure. While the impact of the Ukrainian information technology sector on the economic development is evident and the industry shows strong growth among the various segments of the Ukrainian economy, there is no sufficient essential economic information collected, analyzed, and disseminated due to a number of problems related to statistical monitoring, which in turn requires an appropriate statistical basis and assessment methodology for further evaluation of the industry development.

최저임금이 고용구조에 미치는 영향(Minimum Wage and Employment Structure : Evidence from Korean Industry-Level Data)

Korean Abstract: 본 연구에서는 최저임금이 고용구조에 미치는 영향을 분석하였다. 분석 결과, 최저임금 인상으로 산업내 최저임금 미만자 및 영향자의 비율이 상 승하는 경우 근로자들의 비정규직화 비율 및 정규직과 비정규직간 임금 격 차는 확대되나 그 영향은 크지 않은 것으로 나타났다. 산업내 최저임금 미 만자 및 영향자의 비율은 이들의 월평균 근로시간과 급여에 음(-)의 영향을 미치고 이들 그룹과 이들보다 높은 임금을 받는 근로자간의 월평균 급여 격차는 다소 확대되는 것으로 나타났다. 분석대상기간 중에는 최저임금이 고용구조에 미치는 효과가 크지 않은 것으로 추정되었으나 최근의 큰 폭 인상을 감안하면 그 영향이 이전과는 다른 양상을 나타낼 가능성을 배제할 수 없다 하겠다. 본 연구는 최저임금에 대한 관심이 고조되고 있는 상황에 서 기존 선행연구와 차별화된 자료와 연구방법을 통하여 최저임금의 영향 을 다각도에서 살펴 보았다는 점에서 연구의 의의를 찾을 수 있다. English Abstract: This study analyzes the linkage between minimum wage and employment structure. As a result, rising ratio of the workers below minimum wage and who are affected by it turns out to lead to increases in the ratio of irregular workers to regular ones and wage gap between the two groups, but with only limited magnitudes. Furthermore we find that minimum wage hike negatively affects working hours and monthly wage. Although the impacts have been minimal, it is likely that the impact for this time turns out to be different from the previous cases, given the recent drastic minimum wage hike. Our study is meaningful in that we investigate empiric relationship between minimum wage and employment structure by using the data and analysis methodology differentiated from the existing research in circumstances where there is mounting concern as to the impact of rapid icreases in the minimum wage.

Evading labour market regulations to preserve team performance: evidence from the Victorian Football League, 1930–70

Sports teams that seek to maximise the number of wins, rather than profits, may not comply with league labour market regulations that compress payroll structures to promote even competition. This strategic behaviour depends on others, as teams choose a strategy to create team incentives, to which rivals will respond. A case study of four teams in a semi-professional Australian Rules football league tests the effectiveness of strategies to evade these regulations on winning percentages. Both compliance and non-compliance within this labour market regulation regime, based on different wage structures and talent distribution, were effective strategies to improve team performance.