Made available in DSpace on 2015-12-03T18:32:53Z (GMT). No. of bitstreams: 1 David_Tadeu_Morettini.pdf: 919575 bytes, checksum: 0b639a4e13c60123a3f36765e2bc8613 (MD5) Previous issue date: 2006-01-12 / Skills and competency based pay systems were developed as an alternative way of establishing employees' salaries in companies that underwent major changes in their organic structure and that perform in a changing and competitive environment. This work had the objective to assess the degree of employees' satisfaction to this new way of rewarding their contributions to organizational results. The study started with the contextualization of the remuneration systems, in inside and outside organizational environment. Then, it was based on theories and researches in organic structure, employees' work satisfaction, traditional application systems and skills and competency pay system in the arrangement of wages. The question raised in the study was Skills and competency based pay systems are instruments really effective for establishinging the employees' salaries?. This question was accomplished through the exploratory research with people that work in companies that use the skills and competency based pay systems. The choice of people was intentional and was made based on the Snow ball practice. The research was made with communication boarding and collected data though auto-administrate surveys. The research measurement used a scale with two extremes: completely agree and completely disagree to the constructs. The results are submitted demonstrating people agreement percentage with the constructs that determine the satisfaction or dissatisfaction degree on the skills and competency - based pay systems. To a better understand enjoy the research results, the constructs answered by participants were classified in: (a) system's concepts and theoretical basis; (b) system's objectives and its links with the organizational strategy; (c) system's management principles and; (d) system's perceived equity. These categories were valid to indentify the causes of skills and competency - based pay systems satisfaction or dissatisfaction. / Os sistemas de remunera????o por habilidades e compet??ncias s??o formas alternativas de se estabelecer a remunera????o de funcion??rios em empresas que passaram por mudan??as em sua estrutura organizacional e que competem em um ambiente inst??vel e competitivo. Este trabalho teve como objetivo verificar o grau de satisfa????o dos funcion??rios em rela????o a estas novas formas de recompensar suas contribui????es aos resultados organizacionais. O estudo teve in??cio com a contextualiza????o do sistema de apoio denominado remunera????o nos ambientes intra e interorganizacional. Depois, procurou apresentar as teorias e pesquisas realizadas no campo da estrutura organizacional, da satisfa????o do funcion??rio em rela????o ao trabalho, da aplica????o de sistemas tradicionais de remunera????o e de sistemas de remunera????o por habilidades e compet??ncias. A quest??o levantada com os dados secund??rios foi: Os sistemas de remunera????o por habilidades e compet??ncias s??o instrumentos realmente eficazes para determinar o sal??rio dos funcion??rios?. Esta quest??o foi verificada atrav??s de uma pesquisa explorat??ria com pessoas que trabalham em organiza????es que utilizam o sistema de remunera????o por habilidades e compet??ncias. A escolha dos participantes foi efetuada de forma aleat??ria atrav??s da utiliza????o da t??cnica denominada Bola de Neve. A pesquisa utilizou a abordagem de comunica????o e os dados foram coletados atrav??s de surveys auto-administradas. A mensura????o da pesquisa utilizou uma escala com dois extremos: total concord??ncia e total discord??ncia com as afirmativas. Os resultados s??o apresentados demonstrando o percentual de concord??ncia das pessoas em rela????o ??s afirmativas que determinam o grau de satisfa????o ou insatisfa????o sobre os sistemas de remunera????o por habilidades e compet??ncias. Para compreender os resultados da pesquisa, as afirmativas respondidas pelos participantes foram categorizadas em: (a) conceituais sobre o sistema; (b) por objetivos - rela????o entre o sistema e a estrat??gia da organiza????o - ; (c) administrativas - como o sistema ?? gerenciado - e; (d) sobre a eq??idade percebida sobre o sistema. Esta categoriza????o permitiu saber as causas da satisfa????o ou insatisfa????o em rela????o aos sistemas de remunera????o por habilidades e compet??ncias.

Submitted by Elba Lopes (elba.lopes@fecap.br) on 2015-12-21T14:12:16Z No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Ana_Cristina_Russo_Nascimento.pdf: 9067895 bytes, checksum: f5d0854e1572e991b963b73b2414e563 (MD5) / Made available in DSpace on 2015-12-21T14:12:17Z (GMT). No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Ana_Cristina_Russo_Nascimento.pdf: 9067895 bytes, checksum: f5d0854e1572e991b963b73b2414e563 (MD5) Previous issue date: 2015-08-04 / It has been a challenge for companies and scholars the issue of alignment of interest between owners and executives, called agency problems. Among its various views and administrative tools, created with the purpose of mitigating these problems the salary of the executive which can be a tool of encouragement when it is compensated in a variable way linked to purposes which set challenges to add value to the companies and thus a higher return to stockholders. There are claims in this context that the remuneration models which determine long-term goals are more appropriate, once they enable measure tangible results for organizations. Thereforeaim of this study was to investigate the relationship between the presence of variable remuneration linked to long-term goals and business performance as well as the behavior of that financial performance by business sector. One hundred fifty-fivepublicly traded companies were analyzed in 2010, which information has been extracted from References Forms (FR). The indicators used were Enterprise Value, EBITDA and Total Return to Shareholders (TRS), constructed with data provided by the Econom??tica System, for the period from 2010 to 2013. The significance of variables was tested using the method of Ordinary Least Squares (OLS), and the figure which was carried out showed statistical significance the impact on the type of remuneration on the financial performance of the sample only for the indicator Enterprise Value, the results suggested that the long-term goal linked to the remuneration can positively influence the company's performance. / A quest??o do alinhamento de interesse entre acionistas e executivos, denominada problemas do agente-principal, tem sido um desafio para empresas e estudiosos. Dentre seus diversos aspectos e ferramentas administrativas, criados com o prop??sito de mitigar esses problemas, est?? a remunera????o do executivo que pode ser instrumento de incentivo, quando paga de modo vari??vel atrelada a finalidades que estabele??am desafios para agregar valor ??s empresas e, assim, maior retorno aos acionistas. Nesse contexto, h?? afirma????es de que os modelos de remunera????o que determinam metas de longo prazo s??o mais adequados, uma vez que possibilitam aferir resultados concretos para as organiza????es. Assim, o objetivo deste estudo ?? verificar a rela????o entre a presen??a de remunera????o vari??vel atrelada a metas de longo prazo e o desempenho empresarial, bem como o comportamento do referido desempenho financeiro por setor de atividade. Foram analisadas 155 empresas de capital aberto no ano de 2010, cujas informa????es foram extra??das dos Formul??rios de Refer??ncias (FR). Os indicadores empregados foram Valor da Empresa, LAJIDA e Retorno Total ao Acionista (RTA), constru??dos com dados fornecidos pelo sistema Econom??tica, para o per??odo de 2010 a 2013. A signific??ncia das vari??veis foi testada recorrendo ao m??todo dos M??nimos Quadrados Ordin??rios (MQO), e as estimativas realizadas mostraram signific??ncia estat??stica do impacto do tipo de remunera????o sobre o desempenho financeiro da amostra apenas para o indicador Valor da Empresa, cujos resultados sugeriram que o objetivo de longo prazo vinculado ?? remunera????o pode influenciar positivamente o desempenho da empresa.

Submitted by Eunice Novais (enovais@uepg.br) on 2017-08-18T22:04:47Z No. of bitstreams: 2 license_rdf: 811 bytes, checksum: e39d27027a6cc9cb039ad269a5db8e34 (MD5) Andrea Cristina Martins.pdf: 3237157 bytes, checksum: 91cdc066e8535595d5d6de34b64341da (MD5) / Made available in DSpace on 2017-08-18T22:04:47Z (GMT). No. of bitstreams: 2 license_rdf: 811 bytes, checksum: e39d27027a6cc9cb039ad269a5db8e34 (MD5) Andrea Cristina Martins.pdf: 3237157 bytes, checksum: 91cdc066e8535595d5d6de34b64341da (MD5) Previous issue date: 2017-05-30 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Esta tese trata sobre a inserção no mundo do trabalho e a proteção jurídica do microempreendedor individual. Como objetivo central analisou a figura jurídica do microempreendedor individual em um contexto de alterações no mundo do trabalho no país, marcado pela informalidade, desemprego e desassalariamento, entendendo o mundo do trabalho para além do assalariamento e para além do mercado de trabalho. A pesquisa investigou o microempreendedor individual e sua natureza jurídica, buscando compreender a existência, ou não, de proteção legal a esses trabalhadores. Partiu-se do pressuposto que a legislação ao equiparar o microempreendedor individual ao empresário individual desloca a proteção do trabalhador do direito laboral para o direito comum, mudando o paradigma da proteção ao trabalhador para a racionalidade do mercado. Em virtude das especificidades do objeto da pesquisa, como a crise do assalariamento e expansão do discurso empreendedor, foi feita uma escolha pela perspectiva teórica, que entende como conflituosa a relação entre capital e trabalho. Para a investigação, utilizou-se o método dialético, a partir das categorias trabalho, totalidade e contradição, sob o prisma da interdisciplinaridade. Como perspectiva epistemológica, foi utilizado o materialismo histórico. A coleta de dados se deu no município de Curitiba/PR, em virtude de pertencer a uma grande região metropolitana, que passou por um processo de industrialização e posterior processo de relocalização da indústria. Teve como amostra 248 microempreendedores individuais. Como resultados do processo se destacam quatro constatações principais: a) a alta escolaridade não se refletiu no aumento do rendimento; b) a maioria dos microempreendedores individuais exercem suas atividades no setor de serviços, o que expressa uma tendência mundial; c) a presença do discurso empreendedor e da ideia de flexibilidade das relações de trabalho nas causas apontadas pelos microempreendedores individuais para a escolha dessa modalidade de formalização; e, d) a existência da precarização do trabalho para a maior parte da amostra pesquisada que declarou ter a condição de empregado antes da formalização como microempreendedor individual. Conclui-se, então, que a inclusão social e previdenciária proposta pela política do microempreendedor individual tem sido alcançada por apenas uma pequena parcela dos trabalhadores, sendo que para a maior parte dos trabalhadores pesquisados, a formalização como microempreendedor individual tem sido utilizada como uma forma de precarização do trabalho, configurando um deslocamento na proteção a esse trabalhador do campo do direito laboral para o direito comum. Pode-se, assim, inferir que o microempreendedor individual constitui mais um mecanismo de flexibilização e de precarização do trabalho em favor da acumulação do capital para os detentores dos meios de produção. / This thesis is about the insertion on the labor market and the legal protection of the Individual Microentrepreneur (MEI, in Portuguese). The main goal was to analyze the legal figure of the MEI in the context of the changes happening in Brazil's world of work, characterized by informality, unemployment and decrease in wage earnings and, thus, to understand the labor world beyond wages and the labor market. The research investigated the individual microentrepreneurship and its legal nature, seeking to understand the existence, or not, of legal protection to MEI workers. An assumption was made that the legislation, by equating the individual microentrepreneur to the businessman, shifts the worker protection from the labor law to the common law, changing the paradigm from protection of the worker to the rationality of the market.Due to the specificities of the object of research, such as the crisis of wage earning and the expansion of the entrepreneur speech, a choice was made for a theoretical framework that understands the relationship between capital and work as conflicting. For the research, the dialectical method was used, with the categories of work, totality and contradiction, under the prism of interdisciplinarity. The historical materialism was chosen for the methodological perspective.The data collection was made in the city of Curitiba/PR, due to the fact that it belongs to a great metropolitan area, which passed through an industrialization process, followed by a later relocation of the industry. The sample consisted of 248 individual microentrepreneurs. From the analysis of the results, four findings stand out: a) scholarity did not reflect on higher income; b) the majority of the subjects exercise their activities in the service sector, following a global tendency; c) the reasons for choosing individual entrepreneurship as a modality of formalization included the presence of the entrepreneur speech and of the idea of flexibility in the labor relationships; d) the existence of labor devaluation for the majority of the sample, which declared being employed before its formalization as MEI. It can be concluded, therefore, that the social and social security inclusion, proposed by the policy of individual microentrepreneurship has been achieved by a small fraction of workers. For the majority of the interviewed workers, the formalization as MEI has been used as another way of devaluation of wage labor, characterizing a shift in this worker's protection from the field of laboral law to the field of common law. Thus, it can be inferred that the individual microentrepreneurship consists of another mechanism for flexibilization and devaluation of labor in favor of the accumulation of capital for the owners of the means of production.

Submitted by JOSIANE SANTOS DE OLIVEIRA (josianeso) on 2017-05-23T13:12:03Z No. of bitstreams: 1 Arivane do Carmo Colombo_.pdf: 5318843 bytes, checksum: 57abcd449db218aac9952c1f76fda21c (MD5) / Made available in DSpace on 2017-05-23T13:12:03Z (GMT). No. of bitstreams: 1 Arivane do Carmo Colombo_.pdf: 5318843 bytes, checksum: 57abcd449db218aac9952c1f76fda21c (MD5) Previous issue date: 2016-12-15 / Caixa Econômica Federal / O presente estudo tem como tema a questão da dificuldade de universalização do acesso aos programas de renda mínima e de que forma tais empecilhos impedem o Brasil de concretizar os princípios constitucionais preconizados na Constituição Federal de 1988. Para tanto, a pesquisa utilizou-se do método hipotético-dedutivo, o qual visa a solucionar um problema por meio da formulação de hipóteses, que são continuamente testadas ao longo do estudo. Nesse sentido, o problema trazido questiona se os programas de renda mínima praticados no Brasil atendem aos objetivos traçados na Magna Carta, especialmente a erradicação da pobreza. A partir disso, elaborou-se a hipótese central da pesquisa, no sentido de que o acesso universal à renda mínima contribui para o alcance dos objetivos fundamentais constitucionais da erradicação da pobreza e da pobreza extrema, a fim de concretizar o Princípio da dignidade da pessoa humana. Para isso, buscou-se estudar a formação do Estado e sua evolução até o modelo atual, indicando seus sucessos e fracassos. Por meio desta análise foi possível verificar a evolução das preocupações e questões sociais, tendo especial destaque a consolidação dos direitos fundamentais sociais, principalmente pelo Princípio Fundamental da Dignidade da Pessoa Humana, na busca pela redução da pobreza e das desigualdades. Quanto aos Direitos Sociais, foram inseridos no universo jurídico durante o século XX e, a partir daí, as Constituições passaram a normatizá-los. Isto fez com que o Estado mudasse sua "postura abstencionista" para o "enfoque prestacional", surgindo os direitos individuais chamados de primeira geração, como liberdade de expressão, manifestação do pensamento, devido processo legal. Há também os direitos individuais de segunda geração, como os direitos econômicos, sociais e culturais, gerando a concretização dos Direitos Fundamentais Sociais. Atrelado ao desenvolvimento do Estado, encontra-se o surgimento do fenômeno da pobreza. Contudo, a medição da pobreza com foco na renda tem se mostrado de difícil aplicação em virtude das especificidades de cada país. Dentro deste contexto, identificou-se as distinções existentes entre os conceitos de Renda Mínima e Renda Básica sendo, a primeira, característica dos países industrializados que estabeleceram determinada renda a ser transferida mediante o cumprimento de certos compromissos relacionados à saúde e educação. Já o conceito de Renda Básica é completamente incondicional e destina-se a todas as pessoas individualmente, sem qualquer critério de seleção. O Brasil criou um terceiro conceito: a Transferência de Renda Condicionada. Esta opção levou em consideração o fato de o Brasil ainda ser um país em fase de desenvolvimento, além de ser a melhor forma de atender a necessidade de reduzir pela metade os números de indigência e pobreza existentes em 1990, conforme consta dos Objetivos do Milênio, estabelecidos pela Organização das Nações Unidas. A estruturação do Plano Brasil sem Miséria aglutinou as diversas políticas sociais implementadas no País a partir de 2003, entre as quais está o Programa Bolsa Família, o qual é considerado o maior e mais bem focalizado programa de transferência de renda do mundo. E, por fim, analisam-se os dificultadores que impedem o acesso universal à renda mínima, bem com apresenta-se proposta de soluções, entendidas como factíveis para enfrentamento da miséria e da pobreza de forma a concretizar o Princípio da Dignidade Humana. / The present study addresses the difficulty for the universalization of access to living income programs and how the obstacles presented keep Brazil from realizing the constitutional principles preconized in the 1988 Federal Constitution. Therefore, the research uses the hypothetical-deductive method which aims to solve a problem by formulating hypotheses which are constantly tested throughout the study. Taking that into consideration the research questions whether the living income programs in Brazil fulfill the purposes described in the Constitution, especially that of extreme poverty eradication. The core hypothesis was elaborated upon it keeping in mind that the universal access to the living income contributes to reach the fundamental constitutional goals of poverty and extreme poverty eradication in order to realize the principle of human dignity. The research performs a study on the formation of the State, going through its evolution up to the current model, drawing attention to its success and failures. Such analysis allowed the verification of the evolution of social concerns and of social issues emphasizing the consolidation of fundamental social rights, mainly through the Fundamental Principle of Human Dignity, in search for the reduction of poverty and inequalities. Regarding social rights, they were inserted in the legal universe throughout the twentieth century and since then the Constitutions started to regulate them. This caused the State to change from its abstentionist stance into a service approach, bringing about the first-generation individual rights such as freedom of speech, due process of law. Along with those there are the second-generation individual rights such as the economical, social and cultural rights realizing the fulfillment of the Fundamental Social Rights. The phenomenon of poverty emerges linked to the development of the State. However, due to specificities of each country it turns to be a difficult task to measure poverty by focusing on income. In that context distinctions between the concepts of both living wage and basic income were verified. The former is related to the industrialized countries which established a certain income to be transferred through the accomplishment of certain issues related to health and education. On the other hand the latest turns to be totally unconditional and is destined to each person individually considered, and free of whatsoever criterion of selection. Brazil has created a third concept which is the Conditioned Income Transfer, an option that took Brazil into consideration as still being a developing country. Besides, that model is learned to be the best way to meet the need of reducing by half the rates of misery and poverty from 1990, as stated in the Millennium Development Goals established by the United Nations - UN. The structuring of the Brazil Without Extreme Poverty Scheme agglutinated several social policies implemented in Brazil since 2003, among which is Bolsa Família Program which is considered the largest and most well-targeted program for income transfer in the world. Finally, this study analyzes the barriers to universal access to the living wage and aims to propose some achievable solutions to face extreme poverty and poverty therefore realizing the Human Dignity Principle.

利用“甘肃基础教育调查(The Gansu Survey of Children and Families, 2007)提供的数据，以特征工资理论(Hedonic Wage Theory)为基础，本研究建构了一个从个人特征和岗位特征两方面解读甘肃农村公办教师工资差异形成机制和潜在后果的解释框架。 / 本研究利用科学抽样的微观数据，以特征工资理论的投资假说和消费假说为基础，探讨甘肃农村教师收入差异的前因后果。运用多层线性技术对“特征的逐层分解凸显了环境结构变量对教师工资的层次性影响。研究的主要内容如下：(1)教师个人特征和教职岗位特征在工资及差异结构中的影响性质和强度；(2)工资和包括工作条件及生活环境在内的教职岗位特征在教师职业效用中的替代性及其办学成本意义；(3)地区政策与教师工资差异格局及其教育财政涵义。 / 通过对甘肃这个边远贫穷地区农村教师工资进行微观计量分析，本研究得出如下主要结论： / 教师个人特征和教职岗位特征均是工资差异来源的主成因素。个人特征和岗位特征在收入差异形成过程中分别对应特征工资理论之投资性收益和消费性补偿。一方面，个人素质越高，收入越高；另一方面，与优越的岗位环境相联系的是更低的工资收入。换言之，艰苦的条件对应补偿性工资差异。 / 工资与教职岗位环境特征在教师职业效用偏好结构中具有替代性。岗位环境与工资的替代率介于-0.03和0.05间。负值代表教师愿意接受较低的工资以换取更优越的工作环境和社区设施，即为在某优越的县(区)工作而承受的工资损失。因此，教学条件和生活环境更艰苦的边穷地区需提供等效用的经济补偿才能保证师资质量。 / 出于经济补偿的考虑，扶贫政策比边远艰苦地区津补贴方案更有效地鉴别了岗位环境的恶劣程度。贫困地区的教学条件和生活环境更艰苦，由此带来的心理负效用反映在消费性补偿中。与“贫困相联系的不良岗位属性产生的负效用折合成工资约15%。 / 结合教师偏好和地区政策，更边远艰苦或贫困地区可以通过教师工资成本指数的形式，将额外聘用成本加权到教育财政预算中，以实现均衡发展和社会公平。国贫县聘用一名同等质量的普通合格教师，边际成本高于平均水平10%。但办学成本与边远艰苦等级的关系没有固定规律：更边远的三类地区招聘一名教师的成本只相当于平均水平的74%；而二类地区则需多花3.6-11.8%的附加成本。 / 本研究的政策启示包括： / 第一，边远艰苦地区政策和扶贫政策的针对性不同。虽然边远艰苦地区津补贴政策所鉴定的县(区)地理属性可能具有重要的公共财政意义，但扶贫政策有更明显的区分度，可提供更清晰的教育财政政策启示。 / 第二，将原始资源禀赋等外部不可控因素造成的额外人员开支纳入财政方案中，并以教师工资成本指数的形式提升其预算等级，是保障各地师资配置从而实现教育均衡和机会均等的公平而有效方法。 / Based on the Gansu Survey of Children and Families(GSCF, 2007), this thesis investigates the hierarchical effects of teacher personal characteristics and teaching job attributes as determinants of wages and sources of variations from the perspective of Hedonic Wage Theory. / Based on the Hedonic Wage Theory, this study has made use of a scientific sampled micro data set to analyze teacher wage disparities in rural Gansu, which is a typical less-developed northwestern remote province in Mainland China. Hierarchical Linear Modeling(HLM) is employed to study the regional effects. Major foci of this thesis consist of: (1)The nature and strength of economic values of teacher personal characteristics and teaching job attributes. (2)The substitution between pecuniary rewards from wages and non-pecuniary benefit derived from working conditions and living amenities, and its implications for teacher personnel costs. (3)How regional policies are related to teacher wage variations and what can government do to narrow the consequential gap in education service. / The conclusions of the study include: / Both teacher personal characteristics and teaching job attributes are major determining factors of wages. Human capital components proxying higher teacher quality are positively compensated, while better daily working and living conditions are paid in the form of lower wages. In other words, hardships are associated with compensating wage differentials. / Working conditions in schools and living conditions in community where the teaching position is located are substitutable with wages. The substitution between wages and job conditions varies from -0.03 to 0.05. Negative values mean that teachers are willing to accept lower wages to work in a better-off county. It costs more for hard-to-staff regions to recruit a comparable teacher. / In consideration of wage compensations, the “Helping the Poor policy can give a better indication than the “Subsidy to Remote and Difficult Districts Scheme. Dis-utilities from uncomfortable working and living environment in poor counties cost 15% extra wage expenditures. / Accounting for teacher utility preference, disadvantageous counties classified by economic-geographic features should be financially aided based on teacher cost index(TCI) to recruit and retain quality teachers. Simulation implies that counties labeled as “poor should be provided 10% more marginal personnel budget in order to hire an average teacher who meets the basic education requirements. However, fiscal assistances based on degree of remoteness do not show consistent patterns. The most remote counties can hire a comparable teacher at a cost of only 74% of the average, while those second most remote ones pay 3.6-11.8% more. / There are two major policy implications from the results of the study: / (1)The “Subsidy to Remote and Difficult Districts Scheme and the “Helping the Poor policy have different focuses. Though the former scheme may have public-goods considerations, the latter can give a clear and differentiative policy implication for education finance. / (2)It would be an equitable and efficient way to incorporate uncontrollable external factors into a teacher wage index(TCI), and to use it to adjust education financial strategies to these difficult areas. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / 馬紅梅. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2012. / Includes bibliographical references (leaves 160-173) / Abstracts in Chinese and English. / Ma Hongmei. / Chapter 第一章 --- 研究问题与背景 --- p.1 / Chapter 第一节 --- 问题陈述 --- p.1 / Chapter 一、 --- 研究问题 --- p.1 / Chapter 二、 --- 研究目的 --- p.3 / Chapter 三、 --- 研究意义 --- p.5 / Chapter 第二节 --- 研究背景 --- p.7 / Chapter 一、 --- 现实背景 --- p.7 / Chapter 二、 --- 政策背景 --- p.12 / Chapter 第三节 --- 论文结构 --- p.25 / Chapter 第二章 --- 文献综述 --- p.27 / Chapter 第一节 --- 特征工资理论的内容概要 --- p.27 / Chapter 一、 --- 特征二因素主张 --- p.28 / Chapter 二、 --- 特征的双重补偿 --- p.29 / Chapter 三、 --- 职业效用最大化 --- p.32 / Chapter 第二节 --- 特征工资理论之消费假说 --- p.33 / Chapter 一、 --- 消费性补偿的工资理论 --- p.33 / Chapter 二、 --- 消费性补偿经济学分析 --- p.34 / Chapter 三、 --- 消费性补偿的现实意义 --- p.39 / Chapter 第三节 --- 教师工资特征性补偿综述 --- p.44 / Chapter 一、 --- 研究概况 --- p.44 / Chapter 二、 --- 教师特征 --- p.47 / Chapter 三、 --- 教职特征 --- p.48 / Chapter 第四节 --- 教师工资分解的研究启示 --- p.50 / Chapter 一、 --- 国外文献 --- p.51 / Chapter 二、 --- 国内文献 --- p.52 / Chapter 第三章 --- 研究设计 --- p.56 / Chapter 第一节 --- 研究方法 --- p.56 / Chapter 第二节 --- 数据描述 --- p.60 / Chapter 一、 --- 数据来源 --- p.60 / Chapter 二、 --- 样本信息 --- p.61 / Chapter 第三节 --- 变量界定与分布 --- p.64 / Chapter 一、 --- 因变量：教师月工资 --- p.65 / Chapter 二、 --- 自变量：个人特征和岗位特征 --- p.68 / Chapter 第四节 --- 研究架构 --- p.85 / Chapter 一、 --- 分析结构 --- p.85 / Chapter 二、 --- 模型界定 --- p.86 / Chapter 第四章 --- 教师工资差异的形成机制 --- p.89 / Chapter 第一节 --- 教师工资的影响因素 --- p.89 / Chapter 一、 --- 教师个人特征：主导因素 --- p.89 / Chapter 二、 --- 教职岗位特征：关键因素 --- p.90 / Chapter 三、 --- 小结：决定教师工资的双重特征 --- p.91 / Chapter 第二节 --- 基于教师个人特征的投资性收益 --- p.92 / Chapter 一、 --- 解释变量：人力资本特征 --- p.92 / Chapter 二、 --- 控制变量：个人背景特征 --- p.97 / Chapter 三、 --- 小结：教师个人特征对工资的影响 --- p.103 / Chapter 第三节 --- 基于教职岗位特征的消费性补偿 --- p.104 / Chapter 一、 --- 学校实时工作环境 --- p.104 / Chapter 二、 --- 县(区)社区人居环境 --- p.111 / Chapter 三、 --- 小结：教职岗位特征对工资的影响 --- p.117 / Chapter 第四节 --- 本章小结 --- p.119 / Chapter 第五章 --- 国家政策对教师工资的影响 --- p.125 / Chapter 第一节 --- 地区政策与教师工资 --- p.125 / Chapter 一、 --- 边远艰苦地区政策与教师工资 --- p.125 / Chapter 二、 --- 国家扶贫政策与教师工资 --- p.131 / Chapter 三、 --- 小结：边穷地区政策与教师工资 --- p.134 / Chapter 第二节 --- 地区政策的教育成本意义 --- p.136 / Chapter 一、 --- 教师人员成本指数的建构 --- p.136 / Chapter 二、 --- 边穷属性的成本指数 --- p.138 / Chapter 三、 --- 小结：边穷地区政策的教育成本意义 --- p.143 / Chapter 第三节 --- 本章小结 --- p.145 / Chapter 第六章 --- 结语 --- p.148 / Chapter 第一节 --- 主要实证结果 --- p.148 / Chapter 一、 --- 教师工资差异的影响因素：个人特征与岗位特征 --- p.148 / Chapter 二、 --- 教师工资差异的形成机制：特征性双重补偿 --- p.149 / Chapter 三、 --- 边穷地区政策与教师工资的关系：消费性补偿 --- p.151 / Chapter 四、 --- 地区政策的教育财政意义：教师工资成本指数化 --- p.152 / Chapter 第二节 --- 政策启示 --- p.153 / Chapter 一、 --- 教育财政意义 --- p.153 / Chapter 二、 --- 完善地区政策 --- p.154 / Chapter 第三节 --- 研究总结 --- p.155 / Chapter 一、 --- 研究贡献 --- p.155 / Chapter 二、 --- 研究不足 --- p.157 / Chapter 三、 --- 研究展望 --- p.158 / 参考文献 --- p.160 / 附录 --- p.160

Este estudo tem por objetivo analisar as políticas de valorização do magistério realizadas pela Prefeitura Municipal de Belo Horizonte durante os governos de 1993 a 2007, considerando os elementos: condições de trabalho, jornada de trabalho e plano de carreira. Situado entre os estudos de Estado, Sociedade e Educação, a pesquisa desenvolve uma abordagem da complexidade das relações de mudanças, de interpenetrações, de articulação e conflitos entre as ações do Estado, no nível de poder executivo municipal e seus agentes, por um lado, e a organização, reivindicações e lutas dos/as profissionais da educação que atuam na Rede Municipal de Educação de Belo Horizonte (RMEBH), por outro. A metodologia de estudo de caso envolve o uso de análise documental e de entrevista como instrumentos para a compreensão do seu objeto. Três partes constituem este estudo. Na primeira parte analisamos as definições de política de valorização do magistério, a partir das reflexões de João Monlevade, documentos de organismos internacionais como a UNESCO e a OCDE, documentos do Ministério da Educação, documentos de movimentos sociais, entre eles a CNTE, Sind-UTE/MG e Sind-REDE/BH, legislações federais, estaduais e municipais. Consideramos também o debate sobre carreira docente, realizado a partir de estudos existentes na área, como o de Rodolfo Ferreira, sobre trabalho docente e remuneração; os de Michel Huberman, José Alberto Gonçalves e Maria Isabel Loureiro, numa perspectiva de vida profissional; o de Gatti, focalizando a formação docente; e os de Bertha Valle, Mariza Abreu e Sonia Balzano, relacionados especificamente com plano de carreira. Na segunda parte, analisamos a política de valorização na Rede Municipal de Educação de Belo Horizonte (RMEBH), a partir do histórico da sua constituição, das reivindicações dos trabalhadores e trabalhadoras em educação, das propostas dos governos de 1993 a 2007 e da organização do trabalho escolar. Também verificamos em que medida as regulações das relações de trabalho, na RMEBH, incorporam ou não as alterações ocorridas na política educacional durante o mesmo período, na esfera federal e internacional. Na terceira parte refletimos acerca do trabalho das mulheres no sentido de compreender como as lutas das professoras primárias e das educadoras infantis da RMEBH vinculam-se à luta pela valorização do magistério e do trabalho feminino, a partir de uma perspectiva que considera a dimensão das relações sociais de gênero, particularmente as reflexões elaboradas por Helena Hirata e Daniele Kergoat. Nas conclusões, dialogamos com as reflexões realizadas em entrevistas por dirigentes sindicais e governamentais que participaram das mesas de negociações durante o período de 1993 a 2007. Este estudo possibilitou perceber que as políticas de valorização do magistério, nos aspectos que se referem à remuneração, carreira e condições de trabalho, estão, historicamente, entrelaçadas à problemática da qualidade do ensino. Os avanços e recuos se constituem no jogo contraditório de valores, que são próprios do processo educacional e de suas instituições e agentes, na formação humana de todos os cidadãos e cidadãs, e que não vem sendo reconhecidos pelos governos em suas políticas de formação profissional, salários e incentivos. Nesse jogo, é observada a articulação das esferas da produção e da reprodução para a manutenção da desvalorização de um trabalho eminentemente feminino, e direcionado, sobretudo, às crianças e adolescentes da classe trabalhadora. / This study aims to analyze the policies directed to valuate teaching professionals that have been held by the Municipality of Belo Horizonte during the governments from 1993 to 2007 and it considers the elements: working conditions, weekly journey of work and career plan. Aligned with the studies of State, Society and Education, the research has been developed through an historical approach of the complexity of the changes relationships, interpenetrations, articulations and conflicts between the actions of the State, which is considered in the level of municipal executive and of its officials by one side and the organization, claims and struggles of the education professionals who work in the Municipal Education System in Belo Horizonte (RMEBH), by the other. The methodology of case study involves the use of document analysis and interviews as tools for the understanding of its object. Three parts constitute this study. In the first part, we examine the politic definitions to valuate teaching professionals beginning from the thoughts of João Monlevade, the documents presented by international organizations such as UNESCO and OECD, the documents of Brazilian Ministry of Education, documents of social movements, including CNTE, Sind-UTE /MG and Sind-REDE/BH, the national laws and also the state and municipal ones. We consider also the debate over teaching career, which has been based in the studies conducted in the area, such as the work of Rodolfo Ferreira on teaching work and wages, the ones of Michel Huberman, José Alberto Gonçalves and Maria Isabel Loureiro, in the perspective of the professional life; the ones of Gatti about teacher training, and the ones of Bertha Valle, Mariza Abreu Sonia Balzano, that are specifically related to career plan. In the second part, we analyze the policies directed to the valuation of teaching professionals in the Municipal System of Education of Belo Horizonte (RMEBH), from the history of its construction, the claims of the workers in education, the proposals of the governments from 1993 to 2007 and the organization of school work. We also verify whether the regulations of labor relations by the City Board of Belo Horizonte have (or have not) incorporated the changes in the educational policy during the same period, in the federal and international scope. In the third part, we reflect about the work of the women in order to understand how the struggles of the \"primary teachers\" and \"childrens educators\" of the Municipal System of Education of Belo Horizonte RMEBH- have been connected to the struggle for the valuation of teaching professionals and female work from a perspective that considers the aspect of the gender social relations, particularly referred to the reflections elaborated by Helena Hirata and Daniele Kergoat. In the conclusions, we analyze the considerations made in interviews by union and government leaders who attended the table of negotiations during the period 1993 to 2007. The study enabled to realize that the policies to valuate teaching professionals in their aspects which refer to the remuneration, career and working conditions, have been historically, intertwined to the quality education question. The advances and setbacks have been forged in the contradictory play of values which are themselves specific of the educational process and its institutions and officials, in human formation of all citizens, and which have not been recognized by the governments in their policies of professional formation, wages and incentives. In this play, the articulation of the production and reproduction spheres it is seen for the maintenance of the devaluation of a predominantly female work and directed especially to children and adolescents of the working class.

The earnings gap between men and women, an apt indicator of women's status relative to men's, was roughly constant for the thirty-five years between 1950 and 1985. During this period women earned about 60 to 65 cents for every dollar earned by men. The purpose of this study is to analyze the determinants of this wage gap. Because much existing research suggests that a large portion of the gender gap in pay results from the segregation of women into low-paying jobs, the present study focuses on the role of gender segregation in the workplace. Other potential contributors to the earnings gap are also examined (women's domestic obligations, educational attainment, women's labor force participation rates, and the industrial mix in Standard Metropolitan Statistical Areas). The position of women as a group in the labor market is of primary interest in this research. Accordingly, the analysis was conducted on an aggregate level across labor markets. The data were drawn from the Bureau of the Census Census of the Population: 1980—Detailed Population Characteristics. The project uses a cross-sectional research design, the primary statistical technique used being multiple regression analysis. Findings reveal that workplace segregation and the industrial characteristics of SMSA labor markets have the strongest effect on the size of the gender-based earnings gap. Specifically, workplace segregation is positively related to the size of the earnings gap between men and women. The presence of above average levels of manufacturing activity in an SMSA is associated with a larger earnings gap while the presence of above average levels of service sector and government employment opportunities in an SMSA is associated with smaller earnings differentials between men and women. This study enhances the understanding of the effects of structural variables on the earnings determination process for men and women and provides insight into the collective situation of women in the labor market.

In 2006, there were changes in the social security system through the adoption of Act No. 110/2006 Coll., about subsistence level and living wage, Act No. 111/2006 Coll., On assistance in material need and Act No. 435/2004 Coll. on employment. The aim of the newly adopted laws was greater motivation of unemployed persons to find employment as soon as possible and thus to reduce the number of long-term unemployed individuals. At the same time the advantage of individuals who actively solve their situation compared to those who are passive recipients of benefits. With the adoption of these laws was to strengthen the incentive function of the social system, the transition from passive to active solidarity, impaired access to social benefits and avoiding the misuse of social benefits.

Wage inequality is a well-established phenomenon of contemporary labour markets both in the United States and Europe, frequently discussed in the contemporary labour economics literature. In the following paper, based on harmonised data of the EU-SILC database, a semi parametric technique of quantile regression has been applied together with the traditional OLS method in order to estimate the impact of returns to education on wages in the Visegrad Group countries, namely the Czech Republic, Poland, Hungary and Slovakia. The main aim of the analysis is to examine the returns to education in these countries in order to observe differences appearing across them as well as within selected groups formed according to both the highest level of education attained and a number of years spent in a paid work (experience).

This thesis deals with the issue of corporate culture. It analyses chosed the company, especially the incentive program. The thesis consists of a theoretical part, which introduces the basic knowledge needed for analysis. The practical part analyze the selected company, an analysis of competition, labor market analysis and research conducted through a questionnaire. Proposed section recommends solutions to effectively improve staff morale and achieve greater worker productivity.