Abstract While Psychological contract has actively been studying in Europe and America, our scholars in Taiwan still pay less attention to this area. For an objective view and study on the response of the Psychological contract that has been violated, a particular selected group of Physicians, who are not readily affected by the threat of unemployment like others¡¦ occupation, are set to be this research object; this could truly represent when an employee believes that the organization has failed to fulfill one or more of those obligations and the feeling of degree of practice. This article is based on the viewpoint of an employee to study the violation of the Psychological contract. It discovers that the organizational justice would affect the degree of violation in the Psychological contract, and this research has been applied different ways of study on motivations such as financial, non-financial, salary and promotion. Research discloses that the financial motivation emphasizes on distributive justice, non-financial motivation focuses more on the procedural justice. The higher recognition of the salary distributive and procedural justice, the less violation of the Psychological contract; the higher recognition of the promotion distributive and procedural justice, the less violation of the Psychological contract. Research study is divided into two methodologies: qualitative and quantitative. The former study is to infer the theory of western justice and to see if Taiwan is appropriate for evidence and the relationship between the developing of the affirmative research variables; the first step is to proceed with qualitative research by doing literature collection and interviewing with 8 different cases where the chosen objects are complied with the basis of this research. The latter study is to apply the well-established quantitative chart edited according to this research demand and the objects¡¦ characteristics, and it also proceeds further with the professional effectiveness analysis. From the literature survey and personal interviews, it is discovered that the appearance of the self-esteem within the characteristics of personality would influence the degree of the violation in the Psychological contract. Hence, during the proof of quantitative way, the self-esteem is set to be the interference of violation degree variable in the Psychological contract. Research result indicates that the interaction between the self-esteem and the promotion distributive justice will affect the violation of promotion Psychological contract. During the period of the quantitative survey which coincided with the widespread of SARS, Taiwan was first encountered the serious impact of SARS incidents and the surveyed physicians were positioned themselves at the frontline and their stress and the additional workloads were never happened before. This incident was unexpected whatsoever in this research plan and it was certainly an obstacle and caused extreme difficulty during all the samples collection. Keywords: psychological contract violation, salary, promotion, organizational justice.

The recruit and the selection is the foundation of all the Human Resource Management. Quality Human Resource can increase the total benefits of the enterprise. However, the risk exists in all the selections of the employees. The enterprise must bear some losses if they hire an unsuitable new employee. Therefore, rehire become one of the recruit channels. This channel is worthwhile for many enterprises to adopt. It is not only save recruit cost, but also the during time of new employee adapt company culture and training cost. The other hand, the enterprise can avoid the resignation of new employee because of adapt not very well. It avoid the risk and cost of recruit again. This research collected the relevant information about the ex-employees to be employed again in different industries. The total samples are 231 pieces from 27 enterprises. The research probes: (1) Compared with the 1st employment have rehire employees get higher salaries and position, and work for their company longer ? (2) Will the working experience in the period of leaving of the rehire have higher salaries and positions ? (3) Will the different reason of reemployee of the rehire have different salary and position ? The result shows that the rehire¡¦s salary and position are higher than their 1st employment, and work their company longer than their 1st employment. If the rehire working during their leaving period, their salary are better than their 1st employment. The longer the leaving period is, the higher the salary and position are on their rehire. If the company reemployee the rehire initatively, their salary and position will higher than 1st employment. Finally, this research makes a concise and brief explanation to the research limitation, the future research direction and the suggestion to enterprises. Key words: rehire of ex-employee, recruit channel, performance and salary.

In this dissertation, I explore the systematic failure of the current state of the art statistical techniques to detect gender salary inequity in a special case to propose a more appropriate quantitative method for analyzing gender salary discrimination. This research contributes in three key areas for the development of the quantitative analysis of salary inequity detection. I uncovered salary inequities within gender groups that can mask the salary discrimination between these groups. I then proposed the Two-stage Classification Regression as an appropriate novel statistical method. Finally, the additional propositions made can enhance future salary inequity research.Regardless of the outcome of any gender salary inequity study, we can often find a subgroup of females that is discriminated against when compared to the rest of females. Likewise, a subgroup of males may also be victim of salary inequity when compared to other males. In this context, the first main discovery is that the existence of salary inequities within gender groups can prevent regular statistical techniques from detecting salary inequity between males and females. Detecting this form of salary inequity will increase the sensitivity of the statistical test and hedge its potentially higher risk to the institution.Facing such a statistical problem, the second main contribution was devising a novel statistical approach that can not only succeed where other techniques systematically fail, but also provide a new framework for a more informative statistical analysis. In addition, a more comprehensive definition of salary inequity that goes beyond the simple measure of gender salary gap was derived.The third significant contribution is a set of propositions aiming at framing the agenda for future research on salary inequity studies. A statistical test was proposed to determine when the outcomes of these the linear regression and reverse regression techniques can be expected to be the same. Also, the probability model which is not estimable, but the most robust model was shown to be equivalent to the logistic regression model which is easily estimable, but somewhat difficult to interpret. The goal is to create theoretical supports for better statistical and econometric analyses.

The 1993 Collective Bargaining Agreement changed the way that the National Football League operated with its player contracts. With the introduction of the salary cap and free agency players were given more freedom in where they took their talents while keeping the competitive balance of the league intact. There have been revisions and changes since the 1993 landmark CBA, specifically the 2011 CBA created changes mostly in the way that rookie salary and contract regulations function. This paper looks at whether the policy changes affected the competitive balance of the National Football League. Looking at point differential, competitive fairness, and winning percentage we found that the newest CBA did not create any significant changes in the competitive fairness of the league.

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The purpose of this study was to examine the impact of four variables, principal salary, district wealth, student socioeconomic status, and school size, on the achievement level of public school students in Mississippi. The first, principal salary, was found not to have been studied as a variable that may correlate with student achievement. One may have hypothesized that more effective principals would correlate with increased student achievement test scores and that those principals would have been rewarded with higher salaries. The results of this study did not support that idea. The data indicated that there was no meaningful correlation between highly paid principals and higher student achievement. There was no significant correlation between district wealth and student achievement. This may indicate that Mississippi school funding (MAEP) and federal funding have been effective in aiding low-wealth schools as was intended by lawmakers. There was a significant low positive correlation between school size and student achievement in non-urban elementary schools and a significant very low positive correlation with student achievement in high schools. That places this study in the minority camp of recent research in concluding that larger schools did not correlate with lower achievement. The most significant, meaningful, and important finding of this study was the dramatic impact that student poverty has on student achievement in Mississippi. In urban schools and rural schools, in elementary, middle, and high schools, poorer children scored poorly on their achievement tests. Correlations were significant moderate to high at all levels, with the highest at middle schools with a significant high negative correlation of -.636. The analysis indicates that a decrease in poverty will result in a dramatic increase in student achievement.

Titel: Thinking outside the box: Goals and Salary boxes as motivational factors Authors: Anna Ceder and  Karin Barwinger Plogare Seat of Learning: Uppsala University Purpose: The purpose of this study was to investigate if the imposition of salary boxes in Uppsala municipality has had any influence on the organisation’s employees’ to improve their work motivation. The reason for the study was to look deeper into employees’ motivational factors, this with a focus on salary as motivational factor in structures of salary boxes where it is possible for the employee to work towards goals which affect their salary. The primary purpose of the study was to look into if employees’ ability to advance their performance had any connection to the impostion of salary boxes. Methodology: In order to collect as much data as possible for the measurements one of the largest occupational groups in Uppsala municipality was chosen, which represents the group of pre-school teachers. In total there are 758 staff members in the professional group of pre-school teachers in Uppsala municipality who were all contacted to participate in the study through a survey questionnaire. The answers from the questionnaire were then tested and analyzed in forms of linear and binary regression analyses to check the significance of the independent variables both separetely with the dependent variable and all variables together in an attempt to identify the most significant motivational factor. Results: The results showed that the significant motivational factors for pre-school teatchers was the ones which represent organizational commitment and the goal setting theory. Keywords: Motivation, salary boxes, individual payment, individual salary, work motivation

This paper examines whether racial salary discrimination exists in the National Hockey League (NHL). I examine data from Hockey Reference and CapFriendly and find some evidence of racial salary discrimination, controlling for a rich set of demographic and performance characteristics. Specifically, when I solely control for race, I do not find any racial wage gap. This gap exists when I control for race and limited place of birth groups, however, the effect is wiped out by performance controls. When controlling for race and detailed place of birth groups, I find some evidence of a race gap even when controls for performance are included. Lastly, I discover that whites from all countries excluding the USA earn more than whites from the USA.

Analysis of salary level & salary structure in a trade company based in Prague, comparison of salary survey results to national and European salary statistics, analysis of gender pay gap

Sammanfattning - ”Effekter av belöningssystem och säljledare på försäljning av försäkringar              – Försäljningsservice i Bergslagen AB”   Datum: 28 Maj 2015   Nivå: Kandidatuppsats i företagsekonomi, 15 hp   Institution: Akademin för Ekonomi, Samhälle och Teknik, EST, Mälardalens Högskola   Författare: Abdo Ibrahim                       David Kaya                     1 December 1990                 18 Maj 1990   Handledare: Esbjörn Segelod   Titel: Effekter av belöningssystem och säljledare på försäljning av försäkringar – Försäljningsservice i Bergslagen AB   Nyckelord: Belöningssystem, motivation, belöningar, prestationsbaserad lön, fast lön, prestationer, säljcoach, lön och löneformer   Problem: Försäljningsservice i Bergslagen är beroende av sina försäkringsförmedlare för att kunna upprätthålla företagets försäljningsvolymer. För att få de anställda att arbeta mot verksamhetens uppsatta mål är det viktigt att rekrytera rätt personal men även att behålla nyckel personer i företaget. Belöningssystemet är en viktig del för att säkerställa detta. Belöningssystem innefattar bland annat belöningar som används för att styra medarbetarna mot att uppnå företagets syfte. Som ett ytterligare steg använder sig Försäljningsservice i Bergslagen av löneformerna prestationsbaserad lön och fast lön. För att motivera de anställda till att arbeta mer effektivt och öka sin försäljning, som gynnar det egna intresset, används den prestationsinriktade lönen. Utifrån detta valde vi att undersöka effekterna ut av belöningssystemet på försäljningskvantiteten samt prestationen och arbetstillfredsställelsen men även säljledarens påverkan på medarbetarnas försäljningsprestation.   Syfte: Syftet med denna uppsats är att studera hur försäkringsförmedlarnas försäljningsvolym, prestationer och arbetstillfredsställelse påverkas av Försäljningsservice i Bergslagens belöningssystem samt säljledare.   Metod: En fallstudie har utförts med grund i informationsinsamling från personliga intervjuer samt enkäter. Intervjuerna gjordes med delägaren och försäljningschefen på Försäljningsservice i Bergslagen, Elin Gustin samt säljledaren på Försäljningsservice i Bergslagen, Linnea Héléne. Enkätundersökningen riktade sig mot samtliga medarbetare på Försäljningsservice i Bergslagen.   Slutsats: De slutsatser vi kommit fram till är att den prestationsbaserade lönen påverkar medarbetarnas försäljning positivt på grund ut av att den ökar motivationen. Även belöningarna är motivationshöjande och leder till ökade arbetsprestationer. Säljledaren påverkar via sitt arbete direkt säljarnas prestationer. / Abstract –”Effects of the reward system and the sales leader in the sale of insurance – Försäljningsservice i Bergslagen AB”   Date: 28 May 2015   Level: Bachelor thesis in Business Administration, 15 ECTS   Institution: School of Business, Society and Engineering, Mälardalen University   Authors:      Abdo Ibrahim                     David Kaya                     1st December 1990              18th May 1990   Tutor: Esbjörn Segelod   Title: Effects of the reward system and the sales leader in the sale of insurance – Försäljningsservice i Bergslagen AB   Keywords: Reward system, motivation, rewards, performance related salary, fixed salary, performance, sales coach, salary and forms of wages   Problem formulation: Försäljningsservice i Bergslagen is dependent on their sales staff in order to maintain the company's sales volumes. To get employees to work towards the business goals it is important to recruit the right staff but also to retain key employees. The reward system is an important part in ensuring this. Reward system includes rewards that are used to control the employees to achieve the main purpose of the company. As a further step Försäljningsservice i Bergslagen uses forms of wages such as performance-based salary and fixed salary. To motivate employees to work more efficiently and increase their sales, which favors their own interests, they use performance-based salary. Based on this, we chose to examine the effects of the reward system on sales quantity, performance and job satisfaction, but also if the sales coach influence employee sales performances.   Purpose: The purpose of this essay is to study how the insurance intermediaries’ sales volume, performance and job satisfaction are affected by Försäljningsservice i Bergslagens reward system as well as the sales coach.   Method: A case study has been performed with basis in gathering information from personal interviews and a survey. Interviews were conducted with the co-owner and sales manager in Försäljningsservice I Bergslagen, Elin Gustin and sales coach in Försäljningsservice i Bergslagen, Linnea Héléne. The survey was handed to all employees in Försäljningsservice i Bergslagen.   Conclusion: We came to the conclusions that the performance-based salary affect employee sales volumes positively because it increases motivation. The rewards are also motivating and leads to increased job performance. The sales coach also influence directly, through her work, the sales staff performances.