Master thesis judge situation of wages of men and women in Czech republic and compare this situation with different results in chosen countries of European union. This situation is influenced by many factors which are described in thesis. My thesis is divided into two parts theoretical and practical. In theoretical part there are inequality of opportunities at labor market, reasons of inequality and differences between wages. In practical part there are statistical data which are connected with results of theoretical part. The conclusion contains recommendations how to decrease the differences of wages.

This thesis addresses the issue of Pastoral remuneration for the clergy. It is an attempt to investigate whether or not full-time Pentecostal pastors in Nairobi are adequately remunerated. The thesis argues that presently the situation is far less than desirable. Reasons for such a conclusion are explored in the thesis. This is done by attempting to examine this phenomenon and critically analysing the theology behind the practice. The thesis commences by giving a background of the research topic, defining the research problem and important terms. This chapter introduces the criteria to determine adequate or inadequate remuneration. It then proceeds to identify and to define the methodology employed in the thesis. This is followed by a survey chapter where data is analysed and interpreted revealing lack of adequate pastoral remuneration. Chapter four has two parts, the first one unpacks the Pentecostal liturgy and practice at the ground revealing a heaven-ward world view of theology which does not favour the economic circumstance of the Pastors. The world view perceives that wealth and earthly prosperity are inherently dangerous to God's calling. Part two constitutes a theological critique of some ideologies. It challenges an observed dualism of Pentecostal eschatology with its form of dispensationalism. Chapter five seeks the biblical mandate for remuneration of ministers. The examined passages of Scripture articulates that the worker is worth his wages. While it is imperative that the pastor be remunerated, it does not depend on the willingness of the church but it is mandatory. / Thesis (M.Th.)-University of Natal, Pietermaritzburg, 1998.

This study investigates regional average hourly wage differences in the United States furniture industry. County level census data used to compare average wages in the South with average wages in the non-South showed a considerably lower wage structure in the South. Regression models suggest wage variation is strongly influenced by factors related to economic organization, and moderately influenced by labor market characteristics, urbanization, and product type; however, region provides the single best estimate of wages. Dividing the sample into South and non-South subsamples and constructing separate regression models increased the predictive power of the models in the non-South, but failed to predict wage rates in the South. / Master of Science

Prior research shows that race remains a significant factor of inequality in the U.S. The extent to which Asian Americans face discrimination in the labor market is also a subject of considerable debate. Thus, studying labor market inequality of Asian Americans is important for our better understanding of current/future race relations in the U.S. In doing so, the role of region and migration remain key factors that have not been much taken into account in the prior research, although they play an important role in assessing whether Asian Americans have reached labor market parity with non-Hispanic whites. This research therefore investigates migration and regional aspects affecting the wages of Asian American men. More specifically, this study investigates whether wage determination and regional migration are indeed interrelated among Asian Americans, and the extent to which important migration and regional characteristics of Asian Americans differ from those of whites. Because prior research has limited scope examining these important factors, this study investigates various hypotheses together, to broadly understand the complicated processes across migration patterns, regional aspects, and labor market outcomes among Asian American men. Using the 5-Percent Public Use Microdata Sample (PUMS) from the 2000 U.S. Census and the 2003 National Survey of College Graduates (NSCG), the results indicate the significance of region of residence and migration processes for understanding the wages of Asian American men, as well as the extent to which they differ from whites. For example, this research finds that region and regional distribution matter in the wages of Asian Americans, because cost of living expense is significantly higher for Asian Americans. Indeed, this study finds that Asian American men do not face a substantial disadvantage in the U.S. labor market, net of cost of living, demographic, and class factors. Prior research shows that Asian Americans had faced significant direct and overt racial discrimination in the labor market before World War II. Then this achievement of parity represents a historic change for Asian Americas. Namely, racial and ethnic discrimination in the post-Civil Rights era has been ameliorated at least for Asian Americans. Findings of this research show that taking regional migration into account does not alter this fundamental and significant conclusion. Furthermore, the regional aspect (i.e., higher cost of living for Asian Americans) does not explain why Asian Americans have socioeconomic parity with whites. Although what this conclusion implies about race relations for other minority groups remains debatable, the post-Civil Rights era appears to be characterized with the greater acceptance of Asian Americans, rather than the extensive and persuasive occupational disadvantages and other forms of discrimination that were commonly found in the pre-World War II era. / text

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This thesis uses personnel records from a large UK based financial sector employer to aid investigation into questions relating to both wage determination and employee turnover.  The thesis begins by turning to the origins of the human capital earnings function (Mincer, 1974).  The emphasis of the discussion is that other specifications can also accommodate estimates that are consistent with the basic components of Mincer’s analysis.  Motivated by these theoretical considerations as well as existing empirical evidence, I model the earnings function as a semi-parametric partial linear model.  The estimation results reveal that conventional parametric specifications result in biased estimates of the growth in wages with within-firm experience.  In addition, conventional specifications do not adequately serve as control variables when the effects of other covariates on wages are of interest. Interpreting the relationship between tenure and wages forms the focus of the remainder of the thesis.  Several theoretical models predict a causal relationship between these variables and estimates of the causal effect of tenure on wages have ranged from negligible to substantial (Garen, 1988).  I begin the investigation by assessing the employee exit decision.  Utilising information on the exact states reason for each employee’s departure and available data on supervisor performance ratings, I also form and estimate models of employment duration.  Estimation results are consistent with the job matching model presented by Jovanovic (1979).  Results also show augmenting hazard models to incorporate reasons for departure is important for understanding gender differences in turnover.  Utilising the econometric methods developed by Altonji and Shakotko (1987) and Topel (1991), as well as evidence from the turnover investigation, I find notable effects of tenure on wages.  Interestingly, both estimators deliver similar estimates and there are small gender differences in wage – tenure profile.  Arguments are presented in order to explain these findings.

This study evaluates demographic and attitudinal characteristics that explain variations in perceived financial condition (PFC) of Navy enlisted personnel using data from the 1999 Department of Defense (DoD) Survey of Active Duty Personnel (ADS). The ADS includes questions about: background information, economic issues, family information, programs and services, military life, career information, and assignment information. Two ordinal logistic regression models were estimated and used to explain variations in the PFC levels of married and single marital status samples of 2,362 and 1,309 U.S. Navy enlisted personnel, respectively. Results provide evidence that PFC levels are significantly affected by dependents, job satisfaction, household residence type, race/ethnicity, time away from homeport (married only), education (single only), paygrade, age, and pecuniary characteristics (gross income, savings, unsecured debt). Further study is recommended to incorporate PFCs into cost estimates addressing the full impact of financial problems. Additional study is also recommended to refine demographic profiles in targeting persons who may benefit most from financial counseling, military housing, and DoD college programs.

The primary purpose of this dissertation was to provide a technique for the development, evaluation, and validation of cases to be used for teaching courses in job evaluation. The same technique as developed in this study might have some degree of application to business cases other than those found in job evaluation. The secondary purpose was to provide an initial set of cases to be used in teaching job evaluation.