A la suite des travaux de Becker (1955), de nombreuses analyses économiques se sont consacrées à la description, à l’explication, à la mesure – voire à la résorption – des discriminations. Ces recherches se sont d’abord intéressées aux discriminations raciales et de genre sur le marché du travail, puis ont, par la suite, concerné d’autres groupes discriminés et d’autres domaines d’application – comme le marché des prêts immobiliers ou l’accès au système scolaire. Se sont ainsi constitués un domaine d’analyse, une littérature théorique et un important corpus empirique. La première partie de la thèse est consacrée aux modèles théoriques qui ont tenté d’expliquer les discriminations. Les conditions d’énonciation du concept – les “catégories de la différence” et la norme de non-discrimination – émergent au tournant des XIXème et XXème siècles et constituent la pré-histoire de l’économie des discriminations (Chapitre 1). Gary S. Becker est le premier à proposer une modélisation microéconomique du phénomène dans le sillage de l’émergence d’une “économie du travail analytique” (Chapitre 2). Les théories de la discrimination statistique, initiées séparément par Kenneth J. Arrow et Edmund S. Phelps, ont ensuite apporté d’autres explications aux discriminations, fondées sur le manque d’information sur les caractéristiques économiques des individus (Chapitre 3). La deuxième partie de la thèse est consacrée l’histoire de la controverse entre mesure directe et mesure indirecte des discriminations, et aux enjeux méthodologiques de la quantification et de la preuve des discriminations. La technique de décomposition salariale dite Oaxaca-Blinder constitue la première mesure empirique étudiée en économie (Chapitre 4). Cette méthode indirecte sera remise en perspective par l’émergence des expérimentations de laboratoire et de terrains sur les discriminations (Chapitre 5). Enfin, trois “régimes d’expertise” utilisant l’économie des discriminations sont analysés : le conseil au Prince à travers la position politique de Friedman sur les politiques raciales dans les années 1960; l’évaluation quantitative des politiques d’anti-discrimination et d’affirmative action; et l’utilisation des analyses de décomposition salariale dans les cours de justice (Chapitre 6). La problématique de la thèse consiste à délimiter ce qui, dans l’histoire de la pensée récente, est spécifique à l’économie des discriminations. Du point de vue de l’histoire des méthodes, l’économie des discriminations est une illustration des évolutions générales de la discipline. De plus, l’étude de la discrimination a été une des voies par laquelle le renouveau du traitement de l’information en économie s’est effectué : de la prise en compte des défauts d’information aux effets de signal, des conséquences de l’appartenance de groupe à la modélisation de l’identité. / No English summary available.

nÃo hà / Baseado nas teorias sobre a economia do trabalho, a pesquisa em questÃo propÃe-se a averiguar o nÃvel de diferenciaÃÃo salarial de determinada empresa, atravÃs dos ganhos de um grupo especÃfico de funcionÃrios e relacionado Ãs suas funÃÃes, dentro do plano de cargos e salÃrios da instituiÃÃo. A importÃncia do estudo baseia-se na anÃlise de dados intrÃnsecos à firma e ao mercado no qual està inserida, microfinanÃas, tornando-se assim uma fonte de dados para um ambiente onde as informaÃÃes sÃo escassas. Os resultados obtidos apÃs os estudos propostos nÃo indicam haver diferenciaÃÃo salarial no que diz respeito ao gÃnero ou cor dos funcionÃrios em torno da anÃlise denominada estÃtica. Por outro lado, a anÃlise, aqui conhecida por dinÃmica, identificou uma diferenciaÃÃo em relaÃÃo ao gÃnero dos empregados. / Based in the theories about modern work economy, the research presented proposes to examine the level of salary differentiation in a determined company, through the gains of a specific group of employees and related to their job description, inside the companyâs job description plans and salaries. The importance of the study is based on intrinsic data analysis to the firm and the market in which the company is present â microfinance â, becoming a source of data to an environment where information is scarce. The obtained results after the proposed studies do not indicate that there is salary differentiation in respect to gender or color of the employees, according to the static analysis. On the other hand, the dynamic analysis identified a salary differentiation in gender between the employees.

The diploma thesis is focused on the analysis and the proposal of changes in the system of employee evaluation and remuneration in a selected company. The introductory part summarize the main theoretical concepts of employee evaluation and remuneration. The current system of employee evaluation and remuneration is described in analytical part of this thesis including an employee questionnaire survey. The final part of this thesis is focused on changes and recommendation to improve current system of employee evaluation and remuneration.

Many job seekers in higher education are unaware of how large a discrepancy there can be in terms of financial potential for mathematics education jobs in higher education. Recent research on this topic has focused on the base salary (Reys, Reys, & Estapa, 2013), but other financial factors have been left unstudied. Through two cases, the researcher demonstrates a large gap that exists in net pay when major financial factors beyond base salary are considered, specifically insurance and retirement benefits. This article will spur conversations among faculty and graduate students in mathematics education doctoral programs allowing mentors to draw from their own experiences when mentoring others in the search for a first or second job.

Focus County School District in the Mideast United States experienced a 12% teacher turnover rate over the last 2 years. The purpose of this study was to explore those factors that led to teachers leaving the district. Bandura's social cognitive theory was the guiding theory to examine and explain those factors that contributed to the district's teachers' attrition. Using narrative inquiry, the teachers' thick descriptions of their experiences were collected through the interview process. The data consisted of 9 personal interviews of teachers who left the district. .The data were analyzed and coded through the 6-part LaBovian model of abstract, orientation, complicating action, evaluation, result, and coda. The semistructured interviews were analyzed with thematic analysis of the interviews. The 4 themes, developed inductively, were (a) lack of administrative support, (b) mentoring, (c) teacher preparation, and (d) salary. The results of the study prompted questions about how teacher careers might be sustained by considering each person's narrative stories. A policy paper project was created based on the findings of the study. The policy paper addresses teacher turnover in Focus County schools and ways to mitigate the turnover crisis. Positive social change will result from the school district being better positioned to improve teacher stability. Through increased teacher stability, the students will be situated for improved instruction.

Gender differences were investigated on ratings of citizenship performance (altruistic behaviors in the workplace). Self, peer, and supervisor ratings were collected on the three dimensions of citizenship performance (personal support, organizational support, and conscientious initiative) with scale type and gender as possible moderators of citizenship performance ratings. Two hundred and twenty-four individuals performance ratings were collected, from different companies across the United States. The majority of these participants were white and female, and the largest industry sampled was the customer service industry. Participants were asked to complete a performance rating about themselves and have their peers and supervisor evaluate their performance. It was found that peers and supervisors rated women significantly higher on citizenship performance than they rated men. No gender differences were found on self ratings. Scale type was found to moderate the findings for peer ratings, but not supervisor ratings. The difference between men and women was larger on the objective scale than on the subjective scale. Further, a significant relationship was found between supervisor ratings of citizenship performance and salary for men, but not for women. Implications are discussed for men and women in the workplace in regards to women receiving higher citizenship performance than men and women not being rewarded equally with a higher salary for performance citizenship performance as were men.

The field of school psychology has grown tremendously within the past 100 years, and legislation has played a major role in many changes related to the field. A review of the literature revealed that many studies have been conducted that explored demographic information, professional practices, and employment conditions. The studies tend to be somewhat narrow in focus (e.g., one study may look at demographic characteristics, while another considers only professional practices) and consider state differences rather than regional differences. In accordance with a policy established by the National Association of School Psychologists (NASP) that a study be conducted every five years, Graden and Curtis (1991) surveyed school psychologists who were members of the NASP for the purpose of developing a national database that reflected the demographic characteristics, employment conditions, and professional practices for the field during the 1989-1990 school year. Members of the NASP have been surveyed relative to the same information every five years since that initial study. The fourth national NASP study was initiated in June of 2005 using data based on the 2004-2005 school year. The database was created using survey data. The present study represented a secondary analysis of the database for the purpose of examining regional differences across the nine U.S. census regions. Regional differences in demographic characteristics, professional practices related to special education, direct and indirect services to students, and employment conditions were analyzed utilizing chi-square analyses and analyses of variance. When significant relationships were found, follow up t-tests were conducted to identify regions between which differences existed. Results indicated statistically significant regional differences for highest degree earned, licensure that allowed for independent practice in non-school settings, the number of re-evaluations conducted, the percentage of ethnic minority students in the district and served, the ratio of students to school psychologists for the district and based on caseloads, the number of days in respondents' contracts, salaries, and percentage of respondents who received clinical supervision.

This thesis is a comparative study of public and private health care provision in Northeast Thailand. It main objective is to explore the question of whether private health providers are more efficient and effective than their public health counterparts The thesis also examines equity concerns raised by the growth of private sector medical institutions The study commences by describing the changes in health problems, health policies and health care delivery in developing countries and Thailand that have led to the development and growth of private health care. This is followed by detailed consideration of the Northeast of Thailand including the socioeconomic context, health indicators and health delivery systems development paying particular attention to private sector growth. The remainder of the thesis is comprised of an empirical study of selected public and private sector hospitals in Northeast Thailand and an analysis of the results Much of the data was collected from questionnaires delivered to patients and staff in the study hospitals. The major findings include roughly similar levels of patient satisfaction between public and private hospitals; patients utilizing public hospitals often had no choice of which institutions to use, and the average incomes of patients attending private hospitals were above those of public hospital patients. There was undoubted inequity of access to private sector facilities. Data gathered from hospital staff showed greater levels of satisfaction with staffing levels and quality in private hospitals than in public ones. Salaries were more compressed in public hospitals due to central government rules than in private hospitals whose management was based on market considerations. However, higher salaries were paid to skilled professionals in the private sector. Public sector hospital management was typically bureaucratic with central government guidelines and decisions determining many aspects of hospital organization. It was found that comparison between public and private hospitals was complicated by the different missions and activities of institutions in the two sectors. The thesis concludes by arguing that the mixture of public and private health care providers has contributed to a more competitive atmosphere which has encouraged greater concern with quality and efficiency in the delivery of health services in Thailand.

No description available.

No description available.