In this thesis the positive relationship between firm size and wages is investigated through the application of hierarchy theories. Many different explanations have been proposed for this relationship, but have met only limited success at best. The strongest finding to date is that unobserved ability is a significant factor. The question of interest here is ???why do wages increase as the size firm increases???? Hierarchy theories take a different approach towards the analysis of firms in comparison to the alternate theories which have dominated previous investigations. As a result of their focus on the organisational relationships within a firm???s internal structure, hierarchy theories offer certain insights to the size-wage relationship which to date have been unnoticed. An empirical investigation into the size-wage differential incorporating structural considerations into an augmented wage equation offers strong support for the propositions of hierarchy theories. I find that half of the firm size effect for workers can be explained by controlling for some aspects of management structure, and that span of control has a discontinuous effect on wages. These results are completely consistent with the existing findings on unobserved ability and have the added attraction of providing economic as well as statistical explanatory power.

In this thesis the positive relationship between firm size and wages is investigated through the application of hierarchy theories. Many different explanations have been proposed for this relationship, but have met only limited success at best. The strongest finding to date is that unobserved ability is a significant factor. The question of interest here is ???why do wages increase as the size firm increases???? Hierarchy theories take a different approach towards the analysis of firms in comparison to the alternate theories which have dominated previous investigations. As a result of their focus on the organisational relationships within a firm???s internal structure, hierarchy theories offer certain insights to the size-wage relationship which to date have been unnoticed. An empirical investigation into the size-wage differential incorporating structural considerations into an augmented wage equation offers strong support for the propositions of hierarchy theories. I find that half of the firm size effect for workers can be explained by controlling for some aspects of management structure, and that span of control has a discontinuous effect on wages. These results are completely consistent with the existing findings on unobserved ability and have the added attraction of providing economic as well as statistical explanatory power.

President Ma Ying-jeou proposed that the all volunteer force as one of his presidential election campaign view in 2004. He carried out his politics when he took office in 2008. All volunteer force policy will complete and work in 2014. At this moment, the armed forces structure is facing a critical transition phase. There are two major elements that will determine the development and the success of all volunteer force policy. The first one will be the enlists recruitment. But this thesis will focus on the next factor. The willingness of continuing service of active duty officers and non-commissioned officers stays in military for a long-term considerations is more appropriate and practical solution. Therefore, MND expect to achieve the objectives of all volunteer service policy in 2014. The difficulties of conduct the policy are the considerations of skills learning, career development in service, reasonable salary and welfare and competitive power when leave the military. Those are the factors that will affect willingness to stay in the military as wel as the all volunteer service policy still exist problems there. In this study, demand communication is the key element whether the compulsory service soldier transfers to voluntary service or the volunteer service continues service in military. We use Maslow needs factor and Herzberg two-factor factor as the theoretical basis. Using the questionnaires to analyze the willingness to stay in the military, and find out the exist difficulties of implement the al volunteer service. According to the statistics of this study, the demand factor for non-commissioned officers have some degree of influence. In view of this, the military can use the communication skill effectively, it will crate the win-win situation for both the policy implementation and stability of human resources. All volunteer service policy is indeed an important resource of high combat capability. However, the military is willing to communicate through a demand point of view with basic level personnel to understand how to adapt to each other's practices and the concept of emotional commitment, promotes organizational loyalty, unconditional acceptance and even unconditional pay. The all volunteer service system is just around the corner.

The objective of this study is to verify the relationship between the observable characteristics of CEOs working for companies listed in Sao Paulo Stock Exchange and their salary. To achieve this goal, we collected and analyzed informationabout the CEOs: age, time on the job, training, previous position and duality, as well as CEOs’ salary in the companies trading on the BM & FBOVESPA between 2010- 2014. The results showed that the longer a person works as CEO, the higher the salary. They also showed that CEOs with a better academic background receive, on average, a higher salary than less-educated CEOs. Executives hired exclusively for that position and those who do not perform the functions of CEO and chairman of the board earn, on average, more than corporate executives in the company andmore than those who are CEOs and chairman of the board at the same time. / El objetivo de este estudio es constatar la relación que existe entre las características observables de los directores ejecutivos de las empresas que cotizan en la Bolsa de Valores de São Paulo y el sueldo que reciben. Para esto, se analizó la información y características de los directores ejecutivos como: edad, tiempo en el cargo, educación, cargo anterior y dualidad, así como su relación con el salario del ejecutivo principal de las empresas que cotizan en la BM&FBOVESPA, entre los años 2010-2014. Los resultados mostraron que cuanto mayor tiempo tenga en ese cargo, mayor es el salario del CEO. También muestra que los CEO con una mejor formación académica reciben, en promedio, un mayor salario que aquellos con menores niveles de estudio. Los ejecutivos contratados exclusivamente para el cargo y los que no desempeñan las funciones de director ejecutivo y presidente del consejo ganan, en promedio, más que los ejecutivos de carrera en la empresa y más que los que ejercen la presidencia de la empresa y del consejo administrativo al mismo tiempo. / O objetivo deste estudo é verificar a relação entre as características observáveis e remuneração do diretor presidente de empresas listadas na Bolsa de Valores de São Paulo. Para atingir este objetivo foram analisadas as informações referentes as características do executivo principal como, idade, tempo no cargo, formação, cargo anterior e dualidade e relacionada com a remuneração do executivo principal das empresas listadas na BM&FBOVESPA, entre os anos de 2010 a 2014. Os resultados mostram que quanto maior o tempo no cargo maior a remuneração do CEO. Mostram também, que CEOs com formação acadêmica melhor recebem, em média, mais do que aqueles com menores níveis estudo. Tanto executivos contratados exclusivamente para o cargo quanto os que não acumulam as funções de diretor presidente e presidente do conselho ganham em média mais do que os executivos de carreira na empresa e, os que exercem tanto a presidência da empresa quanto a do conselho de administração.

<div>This thesis consists of three chapters. In the first chapter, I investigate the effects of complexity in various voting systems on individual behavior in small group electoral competitions. Using a laboratory experiment, I observe individual behavior within one of three voting systems -- plurality, instant runoff voting (IRV), and score then automatic runoff (STAR). I then estimate subjects' behavior in three different models of bounded rationality. The estimated models are a model of Level-K thinking (Nagel, 1995), the Cognitive Hierarchy (CH) model (Camerer, et al. 2004), and a Quantal Response Equilibrium (QRE) (McKelvey and Palfrey 1995). I consistently find that more complex voting systems induce lower levels of strategic thinking. This implies that policy makers desiring more sincere voting behavior could potentially achieve this through voting systems with more complex strategy sets. Of the tested behavioral models, Level-K consistently fits observed data the best, implying subjects make decisions that combine of steps of thinking with random, utility maximizing, errors.</div><div><br></div><div>In the second chapter, I investigate the relationship between the mechanisms used to select leaders and both measures of group performance and leaders' ethical behavior. Using a laboratory experiment, we measure group performance in a group minimum effort task with a leader selected using one of three mechanisms: random, a competition task, and voting. After the group task, leaders must complete a task that asks them to behave honestly or dishonestly in questions related to the groups performance. We find that leaders have a large impact on group performance when compared to those groups without leaders. Evidence for which selection mechanism performs best in terms of group performance seems mixed. On measures of honesty, the strongest evidence seems to indicate that honesty is most positively impacted through a voting selection mechanism, which differences in ethical behavior between the random and competition selection treatments are negligible.</div><div><br></div><div><br></div><div>In the third chapter, I provide an investigation into the factors and conditions that drive "free riding" behavior in dynamic innovation contests. Starting from a dynamic innovation contest model from Halac, et al. (2017), I construct a two period dynamic innovation contest game. From there, I provide a theoretical background and derivation of mixed strategies that can be interpreted as an agent's degree to which they engage in free riding behavior, namely through allowing their opponent to exert effort in order to uncover information about an uncertain state of the world. I show certain conditions must be fulfilled in order to induce free riding in equilibrium, and also analytically show the impact of changing contest prize structures on the degree of free riding. I end this paper with an experimental design to test these various theoretical conclusions in a laboratory setting while also considering the behavioral observations recorded in studies investigating similar contest models and provide a plan to analyze the data collected by this laboratory experiment.</div><div><br></div><div>All data collected for this study consists of individual human subject data collected from laboratory experiments. Project procedures have been conducted in accordance with Purdue's internal review board approval and known consent from all participants was obtained.</div>

Biodiversity loss is one of the major environmental threats facing the planet. Incentive-based conservation is one means to reduce human pressure on wildlife by providing economic incentives for resource-dependent people to protect the environment. Marine wildlife tourism is one of the fastest growing tourism sectors globally and is viewed as an important incentive-based approach for achieving marine conservation goals. However, few studies have linked participation in the provisioning of marine wildlife tourism activities with positive social and ecological conservation outcomes. The goal of this dissertation is to provide greater understanding of the conservation value of marine wildlife tourism using whale shark tourism as a case study with a main focus on social conservation outcomes amongst tourism providers. Positive changes in perceptions, attitudes and values towards target species and their environments can be an important element of incentive-based conservation. The study has the following objectives: (1) to assess the status of the global whale shark tourism industry, including types (e.g., captive, non-captive), real and potential impacts, conservation value and management challenges and best practices; (2) to examine the ethics of provisioning whale sharks in Oslob, Philippines, the largest, non-captive viewing site in the world; (3) to determine if working in ecotourism changed the attitudes and behaviours of locals towards whale sharks and the ocean, and if tourism type affects those outcomes; (4) to assess the marine wildlife value orientations of locals working in whale shark tourism to achieve greater understanding of the factors influencing their conservation attitudes and behaviours; (5) to explore the potential long-term impacts of poorly conceived incentive-based conservation projects on social and ecological conservation outcomes; and (6) to re-examine and update the conceptual and theoretical background for wildlife tourism in light of the findings of this study. Methods include a comprehensive literature review, tourist surveys, social media content analysis, and interviews with locals working in whale shark tourism at four sites in the Philippines. Results suggest that marine wildlife tourism can play an important role in changing locals’ attitudes and behaviours towards the focal species and habitat; however, smaller-scale, more established sites had greater conservation value than the mass tourism or failed sites suggesting that small-scale, community-based ecotourism is the best approach to meeting conservation goals of marine wildlife tourism. Yet, few tourism sites meet these standards. Global standards are needed to ensure whale shark tourism activities meet desired conservation goals. Such standards should include management requirements (e.g., licensing, mandatory education program) and interaction guidelines (e.g. minimum viewing distances, limits on the number of swimmers/boats, etc.). The findings also emphasise that economics should not be the only or primary metric used to measure conservation success; rather, the focus should be on assessing a more comprehensive range of social and ecological conservation outcomes of these activities. / Graduate / 2020-04-16

本研究主要的目的在探討納保對象不繳費原因？以質化研究途徑之深度訪談法，根據研究目的訂定訪談大綱，採立意抽樣方式，在2011年3月至4月間找到15位受訪者。研究對象包括：北部及中部地區，年齡在25歲至64歲間之國民年金保險納保對象及職業工會參加勞保者，分別有10及5位受訪者。針對納保對象、繳費意願、保障內容等議題及職業工會加保問題進行探討。經分析訪談資料後，所得研究重要發現如下： 1.國民年金納保對象與職業工會加保者，共同的工作性質均以非典型工作為主，即臨時工、部分工時、兼職，不全然以無工作者為主；由於工作不穩定，故在繳費上確有其困難，有些人則透過職業工會投保勞保。 2.中部地區繳費率低之主因係交通不便捷，以汽、機車代步，花費佔生活費一部分。其次，居民均擁有財產（如房屋、土地）無收入者為主。 3.學生因無收入，均由父母親代繳，且清寒學生畢業後需償還就學貸款，失業者生活困頓。 4.受訪者認為不應計收遲延繳納之利息、配偶互負繳納義務應規定配套措施。多數受訪者表示，不知道老年年金給付與老年基本保證年金所適用對象不同。其次，國民年金繳費年限太長，保障比勞保少。 5.中部地區較多由職業工會違法掛名加保。 根據研究發現，提出以下建議： 1.學生及失業者繳費問題 可仿傚日本，針對父母之家庭可支配所得（調整各種扣除額後之所得），及就讀學校種類（公、私立）、居住型態（是否與父母同住），或依學生的收入，訂定減免標準。失業者及學生有能力繳納者可採自願納保，不應將無力繳納者強制納保。 2.預繳保險費可另訂折扣辦法，例如預繳1年享8折，半年享9折等規定，以提高繳費率。 3.保險費計算比照健保第6類人口以平均保險費為基礎或二代健保，仿傚日本以家戶所得高低為判定保費負擔能力基準，以減輕經濟弱勢者的負擔。 4.刪除計收遲延繳納之利息，落實配偶互負連帶繳納義務可依配偶之年所得或收入，依比例原則訂定處罰鍰標準，收入較高者，處較高罰鍰，以改善制度中未能達到的「劫富濟貧效果」，即垂直重分配功能之缺失。家暴受害者應予免除其為施暴之配偶連帶罰鍰規定，執政當局可與警察局或警政署之家暴資料勾稽。 5.受訪者均認為對政府財政不具信心或不繳費未來65歲時可領3,000多元之敬老津貼，為了提高國人繳費意願，可將保費運用情形及老年年金給付與老年基本保證年金所適用對象不同，若未繳保險費屆滿65歲時，無法領取3,000多元之老年年金，列為政策宣導重點，強化國人繳費與享受權利對等關係。 6.展望未來，國民年金制度可比照勞保制定紓困貸款辦法，以無欠費且加保年資在一定年限，得申請紓困貸款，以緩解納保對象在生活上之困境。 7.職業工會掛名加保問題，應將中、南部列為稽查重點區域。 / The main purpose of this study is to find out why those people covered by National Pension Insurance but do not pay insurance premium? In-depth interview method of qualitative research is applied in this study. Interview guide is drafted according to the purpose of this study. Purposive sampling is used and 15 respondents were found between March and April of 2011. The objects of this studying includes: people who live in central and north Taiwan region, and aged between 25 and 64 years. 10 and 5 respondents are from National Pension Insurance coverage group and labor insurance participants from occupational union respectively. The major issues discussed are insurance coverage object, willingness to pay insurance premium, content of insurance benefit and join National Pension Insurance with worker association participant identity. After cross analysis on the interview data, the major findings are as follows: 1.The common characteristics work for National Pension Insurance coverage object and labor insurance participants with occupational union identity are mostly atypical employment which are contingent worker, part-time worker and they are not all workless; since their job is unstable so they do have some difficulties in paying insurance premium and some of them participate in labor insurance through occupational union. 2.The major reason for the low insurance premium paying rate in central Taiwan region is inconvenient transportation. People live in here are mostly using car and motorcycle as their transportation mean and the expenses for those transportation means are a big part of their living expenses. In addition, people here are mainly no income but own real estate such as houses and lands. 3.Since students have no income so the insurance premium are all paid by their parents and those students who from low income family also have to pay student loans after they graduated from schools so the jobless ones would have a very hard time in life. 4.The respondents think there should be no interest for late payment to insurance premium and there should be supporting measures defined for couples who take premium payment duties for each other. Most of the respondents say they don’t know that the applicable object for old age pension and old age basic guarantee pension are different. Secondly, the premium paying years for National Pension Insurance are too long and its benefit is less than those of labor insurance. 5.In Central Taiwan region, there are more cases of illegal participation in Labor insurance through Occupational union who actually are jobless. According to the findings of this study, the following suggestions are proposed: 1.Students and Unemployed Insurance Premium Payment Problem Could learn from Japan and define premium deduction standard based on the family disposal income (income after adjusted from deduction) on the parents’ income, school type (private or public), household status (whether live with the parents), and the student’s income. For unemployed and students who have the capability to pay premium should use voluntary insurance participation and should not make it compulsory. 2.Some discount measured could be implemented for prepaid insurance premium; for example, prepaid 1 year premium to get 20% off and six months for 10% off to improve insurance premium payment rate. 3.Insurance premium calculation should be based on the average insurance premium of category 6 of health insurance or second generation national health insurance premium, following the example of Japan who use the level of household income to determine affordability benchmark premium in order to reduce the burden of the economically disadvantaged. 4.Remove the accrued interest from late payment; follow through on the obligation of spouse to be responsible for their insurance premium and use the principle of proportionality to set penalties based on their annual income or revenue. Higher income should pay higher fine to improve the “Robin Hood effect”, vertical income redistribution function, which has not be implemented in the system currently. Victims of domestic violence should be waived from the fines associated with regulation for the late payment of their spouse; the administration could cross check with the police authorities or the domestic violence data in National Police Agency to verify. 5.Most of the respondents have no confidence on the Government’s financial future or they think they can receive $3,000 of old age pension at the age of 65 if they do not pay the premium. In order to improve people’s willingness to pay insurance premium, the government could separate the insurance premium usage and the applicable object between old age pension payment and old age basic guarantee pension. If people do not pay the insurance premium, they would not be able to receive the 3,000 old age pension at the age of 65 when insurance expires; and put this point as the focus of policy advocacy to strengthen the relationship between paying insurance premium and enjoy the rights. 6.Looking into future, National Pension System could learn from the labor insurance to develop relief loan scheme. If the people have no overdue insurance premium with more than one year of insurance coverage, they could apply for relief loans to ease the life obstacles accrued on the object of National Pension Insurance. 7.For the illegal participation of labor insurance problem with occupational union, the government should take central and south Taiwan as the key checking regions.