Jämlikhet på arbetsplatser är fortfarande ett stort problem särskilt när det kommer till lönesättning. För att hjälpa till att lösa det problemet har Sysarb utvecklat olika verktyg för att hitta icke jämlika förhållanden i löner på företag och organisationer. Ett av de verktygen är ett löneanalysverktyg som hjälper till att jämföra löner så de är jämlika med avseende på kön, ålder och andra faktorer. Vid lönanalyser är en av de viktigaste delarna att förklara skillnaderna i lön mellan olika grupper av arbetare. Denna process sker just nu manuellt av den chef som leder arbetet genom att välja en av fem förinställda taggar. För att snabba upp processen och göra den mindre repetitiv för chefer utforskar den här rapporten möjligheten att automatisera processen med maskinlärning. För att uppfylla det här målet var algoritmerna boosted decision tree, random forest decision tree och logistic regression utvärderade för att hitta den som bäst löste problemet. För att träna modellerna så användes data insamlad från Sysarbs löneanalysverktyg. / Workplace equality is still a big problem especially when it comes to salaries. To help solve this problem Sysarb has developed software to help find the inequalities in salaries. One of the tools they have developed is a salary analysis tool for comparing the salaries in a company or organization to make sure it is fair across gender, age and other factors. When making a salary analysis one of the most important parts is to explain the difference in salary between different groups of workers. This process is currently done manually by the managers responsible by selecting one of five premade tags. To speed up the process and make it less tedious for the managers this report aims to explore the possibility of automating the process using machine learning. To achieve this goal the algorithms boosted decision tree, random forest decision tree and logistic regression were evaluated to find which one best solved the problem. For training the models real world data collected from Sysarbs salary software was used.Keywords:

Se analizan los efectos de los determinantes de la remuneración laboral en el Perú durante los años 2014 al 2017. Para ello, se enfoca esta relación desde la perspectiva del capital humano. De acuerdo a estudios previos, la educación presenta efectos heterogéneos que dependen tanto de las características del individuo, así como su contexto; dicha relación suele ser modelada con una ecuación tipo Mincer (1974), la misma que será empleada para efectos de la presente investigación, aplicada al caso peruano. Los datos son obtenidos de la Encuesta Nacional de Hogares (ENAHO) y se recurre a un modelo de regresión de Efectos Fijos. Se encontró que, en el Perú, la educación puede tener un efecto heterogéneo sobre la remuneración laboral dependiendo en que sector económico se desempeñe el individuo (ceteris paribus): para un individuo que pasa de no tener nivel educativo a tener educación técnica completa se espera que este efecto sea de, aproximadamente, 97% si labora en el sector agropecuario-pesquero; alrededor de 177% si se desempeña en el sector manufacturas y 116% en el sector servicios. Este resultado apoya la idea de que el sector económico en el que desempeña el individuo es una fuente de heterogeneidad para los efectos de la educación sobre la remuneración laboral. / The effects of the determinants of salary in Peru are analyzed for the period 2014 – 2017. In this sense, this relationship is approached from the perspective of human capital. According to previous studies, education presents heterogeneous effects that depend both on the characteristics of the individual as well as their context. This relationship is usually modeled with an equation developed by Mincer (1974), the same one that will be used for the purposes of this investigation applied to the Peruvian case. The data employed in the econometric analysis was obtained from the National Household Survey (Encuesta Nacional de Hogares in spanish) and a regression model of Fixed Effects is used. It was found that, in Peru, education can have a heterogeneous effect on labor remuneration depending on which economic sector the individual performs (ceteris paribus): for an individual who goes from not having an educational level to having a complete technical education, the expected effect should be approximately 97% if he or she works in the agricultural-fishing sector, around 177% if he or she works in the manufacturing sector and around 116% if he or she works in the service sector. This result supports the idea that the economic sector in which the individual works is a source of heterogeneity for the effects of education on labor remuneration. / Trabajo de investigación

El presente estudio tiene como objetivo identificar las características clave que debe tener un lugar de trabajo en función a las expectativas del centennial para comprender cómo atraerlos y retenerlos. Para comprender el modelo que se trabajo para identificarlos se exponen los términos que se están utilizando actualmente en Perú para la retención y atracción de personal. Esto nos permitirá entender cómo podemos aprovechar los conceptos existentes como una herramienta para adquirir información e identificar lo que las compañías deberían aspirar a lograr para que los empleados permanezcan en ellas. / This document has the objective to identify the key characteristics that a workplace should have based on the Gen Z expectations to understand how to attract and retain them. In addition, to understand the model presented in this article, we present the terms that are currently being used in Peru for the retention and attraction of personnel and understand how we can use the affected concepts as a tool to obtain information and identify what the associated companies aspire to achieve for employees to stay in them. / Trabajo de investigación

The purpose of this study was to determine if there were any differences in faculty members; and administrators; perceptions of those factors which should be influential and those factors which are actually accounted for in making decisions pertaining to salary increases at Utah State University. The data for this study was collected from 55 administrators and 303 faculty members at Utah State University. A total of 21 factors, which were identified as being influential and/or determinants of faculty salary increases at Utah State University, were analyzed through the testing of four hypotheses using the chi square tests for independence. The critical region for the testing of all four hypotheses was set at the .05 level. Analysis of the data Hypothesis one. (there is no difference in the perceptions of administrators of those factors which are perceived as being of importance in awarding salary increases and those factors perceived by faculty members as actually being used in determining salary increases at Utah State University.) Hypothesis one was rejected on six of the factors. Sex, college within the university, race, fulfillment of role expectation, testing excellence, and student teaching yielded significant values of chi square. Hypothesis two. (There is no difference in the perceptions of faculty members of those factors which are perceived as being of importance in awarding salary increases and those factors perceived by faculty members as actually being used in determining salary increases at Utah State University.) Hypothesis two was rejected on 19 of the 21 factors. Research and the quality of graduate school attended were the only two factors which did not yield significant values of chi square. Hypothesis three. (There is no difference between the perceptions of faculty members an the perceptions of administrators of those factors which are of importance in awarding salary increases at Utah State University.) Hypothesis three was rejected for five of the 21 factors. Number of years at the institution, fulfillment of role expectations, extension services, writing and publication record, and grant proposals funded were the five factors with significant values of chi square. Hypothesis four. (There is no difference between the perceptions of faculty members and the perceptions of administrators of those factors which are actually used in awarding salary increases at Utah State University.) Hypothesis four was rejected for nine of the factors. Sex, years of service at the institution, tenure, rank, and quality of graduate school attended are perceived by faculty members as actually being used in determining salary increases. Administrators' perceptions were found non-congruent with faculty members' perceptions and in fact administrators indicated that they perceive fulfillment of role expectations, teaching excellence, extension services, student advisement as factors usually used in determining salary increases at Utah State University. The primary conclusion of this study is that there is a high degree of congruency between the perceptions of administrators and faculty members of those factors which are perceived to be of importance in determining salary increases. There is nevertheless, non-congruency between faculty members' and administrators' perceptions of those factors perceived to be actually used in determining salary increases at Utah State University. Although administrators as well as faculty members perceive certain factors (e.g., sex, race) as not being of importance in determining salary increases, administrators nevertheless, because of pressure, personal and institutional commitment, actually use such factors in determining salary increases.

Salary differentials by rank were studied at the University of Utah and Utah State University on a departmental basis. Multiple regression equations were developed from criteria at Utah State University which were used to predict individual salaries for professional staff members at the University of Utah. Thirteen of the fourteen multiple regression equations developed showed statistical significance at the .05 level and twelve departments were significant at the .01 level. Salary comparisons by rank were considerably reduced as a result of the department by department analysis.

Att undersöka arbetstrivsel är betydelsefullt för att bättre förstå det personliga välbefinnandet och för att hjälpa organisationer att fungera på bästa möjliga sätt. Syftet med vår studie var att undersöka om socialt stöd, autonomi samt månadslön predicerar arbetstrivsel hos vårdpersonal. Hypoteserna var att både socialt stöd samt autonomi predicerar arbetstrivsel. Vi genomförde en kvantitativ studie genom att samla in data via en digital enkät. Totalt var det 139 deltagare som svarade på en enkät om arbetstrivsel (Short Index of Job Satisfaction), socialt stöd (General Questionnaire for Psychological and Social Factors at Work) samt autonomi (The Index of Autonomous Functioning). Resultatet av den multipla regressionsanalysen visade att autonomi, socialt stöd från chef och socialt stöd från arbetskamrater signifikant predicerade arbetstrivsel hos vårdpersonalen, medan månadslön eller socialt stöd från vänner/familj inte predicerade arbetstrivsel. Autonomi var den prediktor som starkast predicerade arbetstrivsel. Vid ytterligare analys visade även subskalan självkongruens ett signifikant samband med arbetstrivsel. / Examining job satisfaction is important for understanding personal well-being and helping organizations to function in the best possible way. The aim of our study was to investigate whether social support, autonomy and monthly salary predict job satisfaction among healthcare staff. The hypotheses were that social support and autonomy predict job satisfaction. We conducted a quantitative study by collecting data through a digital survey. In total there were 139 participants who answered a survey which examined job satisfaction (Short Index of Job Satisfaction), social support (General Questionnaire for Psychological and Social Factors at Work) and autonomy (The Index of Autonomous Functioning). The results of a multiple regression analysis showed that autonomy, social support from the manager and social support from co-workers significantly predicted job satisfaction among healthcare staff, whereas monthly salary and social support from friends/family did not predict job satisfaction. Autonomy was the strongest predictor of job satisfaction. Further analyses indicated that the subscale authorship/self-congruence also showed a significant association with job satisfaction.

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More journalists are choosing to settle down and work in bigger cities, while the number of journalists in smaller towns decreases. This study aims to examine professional journalists' views on careers and job opportunities in a metropolitan centralized field of work. The focus is on career, salary, network, geographical proximity and myths that arise in the conversation around these focus points. Despite the fact that journalists are educated around the country and the population expects nationwide reporting, half of Sweden's journalists live in Stockholm today. Therefore it is interesting to see what consequences it has in the attitudes towards a working career and the journalistic force after a few years as an active journalist. To find out, a qualitative interview study was conducted with six professional journalists. The conversations resulted in five themes that are presented in the study's analysis. The theoretical frameworks on which the study is based are Pierre Bourdeius' field theory and Roland Barthe's theory of myths. The results show that the geographical choice of profession affects what a journalist can work with. For example, certain journalistic professions are not offered in the smaller towns. There is also a difference between the journalism that is conducted in smaller and larger places. Because of this, some journalists believe that a move to a larger city is required to be able to pursue a career in the industry. In the field of work, contacts are important, as networks are seen as the main path to new job opportunities. The perception of uncertainty in the industry means that a permanent job is seen as a sign of status as it generates recognition among other journalists. In conversations about journalists' careers, underlying and implicit meanings are expressed that can be linked to journalism. The answers in the interviews can be seen as myths. One of the most common descriptions of being educated as a journalist is that it is difficult to get a job after graduation. Furthermore, local journalism is expressed as a limited form, while national journalism is city-based and limited in reporting from smaller towns in the country.

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