Irrespective of professional experience and educational background, gender pay disparity is a problem in the federal government. Women have to overcome salary barriers, such as agency segregation, position segregation, and invisible barriers known as the glass ceiling and the glass wall. Recent studies have indicated that human capital variables, people skills, discrimination, and policies all contribute to gender pay disparity in America's workforce. However, there are limited studies that focus on the indirect factors that also contribute to gender pay inequality. The purpose of this quantitative research was to investigate the relationship between wages and job responsibility (as defined by an employee's job series) for all federal employees within the GS14 pay grade working in the state of Virginia. The data source for this retrospective study came from the December 2014 archived federal employee records that were retrieved from the Office of Personnel Management website. Ordinary least square regression modeling was used to analyze the data collected from the Office of Personnel Management central personnel data file. The results from the data analysis demonstrated a significant relationship between job responsibility and wages. The results from the data analysis demonstrated that men earned higher wages than did their female counterparts and were given more authority in the technical and professional job series. This study promotes positive social change because it confirms and extends understanding of the gender wage gap in the federal workforce. The findings from this research encourage policy makers to revisit existing policies and implement new policies aimed at ensuring women receive pay equal to their male counterparts.

The use of various types of individualized pay setting has increased dramatically in Sweden. In order for individualized pay to work as an incentive, the pay system has to be perceived as fair. This thesis focuses on the various subjective perceptions that arise in relation to individualized pay setting, since such perceptions may have consequences for employee attitudes and behavior. Using survey data from Swedish human service workers (Study I and II) as well as other public employees (Study III), the general aim was to shed more light on employees’ pay attitudes and fairness perceptions in connection with individualized pay setting. Study I examined some of the explanatory factors behind employee pay attitudes. The results showed that perceiving a clear connection between work results and pay, and perceiving a sound working climate, were both related to more positive attitudes towards the pay distribution process. Study II examined factors potentially associated with pay-related justice perceptions. The results demonstrated that perceptions of having sufficient feedback, proper information on pay criteria, gender equality, and lower workloads were connected with more favorable views of pay justice. Pay justice perceptions, in turn, appeared only to be marginally connected with employees’ work-related attitudes and behavior. Study III investigated whether women’s and men’s perceptions of the individualized pay-setting process differed. The results showed that both genders had a similar awareness of the organizational policies and goals. The women, however, reported much lower levels of pay-related gender equality than the men and perceived that men, overall, benefited more from individualized pay setting. In conclusion, employees’ perceptions of a well-functioning working climate, apparent links between work effort and pay, as well as perceived equal opportunities contribute to individualized pay systems being viewed as more fair.

Under 1900-talets senare hälft har lönesättning via enskilda lönesamtal, så kallad individuell lönesättning blivit den rådande lönebildningen i offentlig verksamhet. Tidigare utgick den offentliga sektorns lönebildning från löneskalor och tarifflöner, så kallad lönetrappa efter ålder och erfarenhet. Den offentliga sektorn kan anses vara en komplex organisation på grund av dess krav på demokrati, hushållande med samhällets resurser och tillämpande av offentlighetsprincipen. Dessa kan ha en påverkande effekt på hur lönebildningen ser ut samt den individuella lönens funktion som belöningsincitament och styrmedel. Syftet med detta examensarbete var att genom en intervjustudie med fenomenografisk ansats undersöka vilka uppfattningar som fanns ute i den offentliga verksamheten kring den individuella lönen och dess effekter. Resultatet ledde till tvetydiga slutsatser. Det framgick att chefer i verksamheten uppfattar lön som ett styrmedel med vissa utmaningar. Framförallt kring förankring och tydlighet i lönekriterier samt återkoppling till medarbetare. Medarbetare var positivt inställda till att prestation ska leda till bättre lön men de flesta var missnöjda med hur bedömningen av prestation fungerade idag. Trots utbrett missnöje med den individuella lönesättningen så tycks lön inte vara den främsta anledningen till varför medarbetare fortsättningsvis ville göra ett bra jobb, utan det var omsorgen till kommunmedborgarna. Chefer och medarbetare upplevde att lön inte är en stor motivationsfaktor. Resultatet visade dock att lönefrågan var mest aktuell vid den årliga löneöversynen.

This report is intended to provide a quick reference on employment law for small businesses in Texas. Many of the key regulations governing hiring, pre-employment testing, pay, benefits, leave, discrimination and harassment, and termination are summarized so employers are aware of what they must do to comply with the various laws. Recent cases are included to help employers understand how some of these laws are being interpreted in court, and to highlight the importance of understanding when the various laws apply to a company or a specific situation. Finally, recommended best practices are also provided to help managers protect the company in case of legal action, or ideally to avoid it altogether. / text

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The specific purpose of this study will be: (1) to find what factors determine the amount of pay that executives in twenty-five Texas companies receive, and how personal factors are ranked in setting their salaries; (2) to determine present and proposed utilization of formal job evaluation methods among the twenty-five Texas companies in setting executive salaries; (3) to find which methods of remuneration are used for executives of different levels in the twenty-five Texas companies; (4) to determine who has the final responsibility for the administration of executive salaries in the twenty-five Texas companies; and (5) to determine the means used in appraising executive merit or worth in determining salary adjustments while an individual remains in the same position.

Finally, this thesis also identifies the antecedents, moderators and mediators that affect the role of anticipated regret on purchase intention. The results of the experimental study indicate the gender effect that female consumers generate more anticipated regret than males when confronting with price discount promotions. The results of comparison analysis demonstrate the sequence effect that, the effect of anticipated regret on purchase intention is larger if consumers are asked to anticipate regret of not purchasing the promotional item before their final purchase decision rather than if they are asked in the reverse sequence. The analysis results on the relationship between perceived value and anticipated regret indicate that anticipated regret is the mediator in the effect of perceived value on purchase intention. / Fourth, this thesis then studies the effect of price discount frequency on consumers' behavioral response with focusing on the affective stage of consumers' response and proposes a model that simultaneously considers consumers' attitude and anticipated regret. The results of an experimental study demonstrate that price promotion frequency negatively affects consumers' anticipated regret and purchase intention, and that the effect of promotion frequency on consumers' purchase intention is fully mediated by consumers' attitude towards the purchasing behavior together with consumers' anticipated regret. / Second, this thesis examines the effect of price discount framing on consumers' response, and proposes a price-value model to account for the effect of price discount framing on consumers' purchase intention. Results of two experiments indicate that price discount framing affects consumers' purchase intention through the full mediation of perceived value. The framing of dollar-based discount leads to higher perceived value and higher purchase intention than the framing of percentage-based discount; however, these effects are moderated by the degree of discount calculation difficulty and the price level of the promotional products. / The findings of this thesis have both potentially important theoretical significance for a better understanding of price discount promotion and practical implications for directing marketers to more effectively design their price discount promotion schemes. The research limitations of this thesis and future research directions are also discussed. / Third, the thesis investigates the effect of price discount depths on consumers' behavioral response. Under the means-end framework, this thesis extends the price-value model by including anticipated regret and proposes an integrated model to account for the mechanism that underlies consumers' behavioral response towards price discount promotion. The results of a survey study indicate that the proposed integrated model fits the data well, and that consumers' purchase intention is better explained and predicted by including consumers' anticipated regret in the model. / This thesis investigates how price discount promotion affects consumers' purchase decision making process with emphasis on the role of consumers' anticipated regret. Specifically, this thesis examines how the three important characteristics of price discount promotion (i.e., discount framing, promotion depth, and promotion frequency) affect consumers' behavioral response. First, this thesis provides a comprehensive review for the research literature regarding how price promotion affects consumers' response, making an in-depth discussion of the concept of anticipated regret, and then empirically identifying the effects of promotion framing, promotion depth, and promotion frequency on consumers' behavioral response. / Hao, Liaogang. / Advisers: Jianmin Jia; Samart Powpaka. / Source: Dissertation Abstracts International, Volume: 73-06, Section: A, page: . / Thesis (Ph.D.)--Chinese University of Hong Kong, 2011. / Includes bibliographical references (leaves 146-159). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. [Ann Arbor, MI] : ProQuest Information and Learning, [201-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest dissertations and theses, [201-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest Information and Learning Company, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web.

The issue of pay television has generated a plethora of reports and submissions from politicians, bureaucrats and industrialists for a decade. That the issue is not yet resolved is the result of many factors, all of which serve to highlight the structural complexities of the Australian electronic media system. At the political level, social policy is in a state of transition and broadcasting policy has reflected this. The Australian Broadcasting Corporation (ABC) and the Special Broadcasting Service (SBS) have been forced to reappraise their roles as public broadcasters. The commercial networks have seen their reserves and their profitability deteriorate drastically in an environment of poor management, fluctuating government policy and a depressed national economy. The Australian Broadcasting Tribunal (ABT), the federal regulator of commercial broadcasting, is struggling to adapt to these new circumstances, and is confronted by new challenges to its powers and responsibilities. Ideally, a discussion on the introduction of pay television would be conducted within the context of a comprehensive and established federal broadcasting policy. Basic to this thesis is the perception that no such policy exists. It is left to the analyst to speculate as to the intentions evident in Government initiatives, suggest the potential impact of pay television in that light, and offer constructive criticism accordingly. This thesis recognises that pay television seems inevitable as both major political parties are committed, in principle at least, to its introduction. This thesis sets itself the following objectives: to identify the salient components that serve to define pay television; to develop and employ a methodology to extract lessons from the experiences of others with pay television, whilst remaining sensitive to historical and structural context; to apply those lessons to the Australia condition; and to make recommendations on the introduction of pay television, based on both the definitional and comparative work of this thesis, within the context of contemporary Government deliberations, as evident in the Report from the House of Representatives Standing Committee on Transport, Communications and Infrastructure of November 1989.