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.

A partir do arcabouço teórico da Teoria do Capital Humano, analisam-se os indicadores socioeconômicos e as diferenças entre os empregados especializados e os não-especializados da cultura da cana-de-açúcar no estado de São Paulo. A Teoria do Capital Humano estuda e analisa a capacidade de as habilidades e de os conhecimentos adquiridos e estocados pelos indivíduos proporcionarem renda e produção. A partir dos dados da PNAD, para os anos entre 2002 e 2007, são analisadas e comparadas algumas variáveis, como idade, escolaridade, rendimentos, grau de formalização e posição na ocupação (permanente ou temporário), para os dois grupos de empregados (especializados e não-especializados). Os rendimentos apresentados pela amostra da PNAD ainda são comparados aos valores das Convenções Coletivas de Trabalho e ao salário mínimo real. Também são apresentadas informações coletadas com representantes de cinco usinas de açúcar e álcool, no que tange à qualificação profissional de empregados do corte manual, visando à recolocação no corte mecânico. Além disso, são estimadas três equações de rendimentos, para avaliar os efeitos da especialização sobre os rendimentos dos indivíduos, além de outras variáveis relacionadas às características pessoais dos empregados, como educação, idade, sexo, condição na família e situação do domicílio e às suas características de trabalho, como formalização, número de horas semanais trabalhadas e posição na ocupação. Assim, com base nos dados da PNAD e nos resultados apresentados neste trabalho, observa-se a influência da especialização sobre os rendimentos dos empregados que atuam na cultura da cana-de-açúcar, dado que, nos três modelos estimados, os empregados especializados ganhavam 22,2%, 21,7%, 21,7% a mais que os não-especializados. Da mesma forma, quanto maiores os níveis de escolaridade dos indivíduos, maiores são os seus salários. Ademais, o perfil do empregado da cultura da cana-de-açúcar, com o aumento da mecanização, requer uma escolaridade mais elevada, principalmente devido à maior utilização de novas tecnologias envolvidas na atividade. Embora já se notem algumas iniciativas públicas e privadas visando à requalificação dos empregados envolvidos no corte manual da cana-de-açúcar, ressalta-se que ainda permanecem aquém das necessidades que se apresentam, dado o aumento da mecanização. / Using the theoretical framework of the Human Capital Theory, this paper analyzes the socioeconomic indicators and the differences between specialized and non-specialized workers in the sugarcane cultivation of the state of São Paulo. The Human Capital Theory analyzes the capacity of the acquired and retained knowledge of individuals in provide income and increase labor productivity. This paper will compare and analyze age, level of education, income, employment status, type of employment (full-time or temporary), and position for the two types of workers (specialized and non-specialized) utilizing data from the 2002 to 2007 PNAD (Brazilian Census). The income values from the PNAD are then compared to the values specified in the Collective Labor Conventions and the current minimum wage. It will also aim to present information gathered from representatives of five sugar and alcohol mills about the retraining of workers in the manual harvesting in order for them to be staffed in a mechanized harvesting situation. Furthermore, three income equations are estimated to evaluate the effect of specialization on the individuals income and also the effects of the variables mentioned above. Through PNAD data and the results from this paper, the influence of specialization in relation to income is readily seen. In the three models, specialized workers earned 22.2%, 21.7%, and 21.7% more than their non-specialized counterparts. This shows that with increased levels of education, the level of income also increases. In addition, the profile of a sugarcane cultivation employee now requires an elevated level of education due to the increased use of technology and mechanized harvesting. Although there are public and private initiatives aimed at the retraining of manual harvesting employees, it is insufficient considering the situation the industry faces due to the increase in mechanization.

Submitted by Luciana Ferreira (lucgeral@gmail.com) on 2016-09-09T12:40:56Z No. of bitstreams: 2 Dissertação - Greyce Lara Pereira - 2016.pdf: 1734458 bytes, checksum: a958a1d2cb549e1a62c103ab291e3a5a (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Approved for entry into archive by Luciana Ferreira (lucgeral@gmail.com) on 2016-09-09T12:41:13Z (GMT) No. of bitstreams: 2 Dissertação - Greyce Lara Pereira - 2016.pdf: 1734458 bytes, checksum: a958a1d2cb549e1a62c103ab291e3a5a (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Made available in DSpace on 2016-09-09T12:41:13Z (GMT). No. of bitstreams: 2 Dissertação - Greyce Lara Pereira - 2016.pdf: 1734458 bytes, checksum: a958a1d2cb549e1a62c103ab291e3a5a (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Previous issue date: 2016-05-16 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / The adequate remuneration of teachers of the Brazilian public basic education is a recurring theme in academic research in the last twenty years in the country. The agenda circles around themes such as the teacher professional design, training, career, attractiveness and permanence of this professional in public education, in addition to labor casualization process and the recent policy of wage appreciation of Brazilian teachers. Given the importance of teachers to the teaching process and the relevance of the remuneration for the design of a career and professionalization of teaching, research has as study subject the remuneration and distribution of teachers of public primary education, with the objective of this work analyze the level of compensation and the teachers of the compensation characteristics of the state of Goiás and verify that teachers with better career position and higher level of remuneration are allocated proportionally also in teaching units. Thus, it was initially performed a literature review of remuneration and allocation of teachers in schools, and later a documentary research to be able to understand the structure of the teaching career of basic education in the state school system in January 2009. In addition to the processing of data obtained from the Secretariat payroll of State for Education, Culture and Sport (SEDUCE) Goiás January 2009 was necessary to use techniques of descriptive statistics to understand how was the teaching career and the representation of this with total expenditure payroll that period. In terms of results, payroll data from January Seduce 2009 contained records of 54,656 servers, distributed in 99 positions (22 teaching positions and 77 administrative positions); 19 types of employments; 39 departments and 1,431 stocking units (1,224 schools and 207 administrative units), with servers located in 246 municipalities in Goiás. Total expenditure on the Seduce payroll in January 2009 was R$ 91,102,325.25, and the individual income totaled R$ 89,756,982.96 (98.52% of total). Teachers, research subjects, accounted for a universe of 36,606 individuals, representing a third of all servers listed in the Seduce payroll in January 2009, with an average salary of R$ 1,570.00, which in January 2009 represented 3.4 times the minimum wage at the time. It was possible to investigate the profile of the schools where the constant servers in the Seduce payroll acted in January 2009 in the city of Goiânia, and 120 schools located in the urban area of the capital, of which 104 belonged to the state system and these met 88.65% of total enrollment among the 120 schools analyzed in this research. Of these, 2/7 met more than 1,000 registrations (larger) and 3/7 of the schools had described medium high socioeconomic indicator. Regarding the distribution of teachers, although this research rely on various data of international research, the results show that in the case of teachers in Goiania schools there is also a process of concentration of teachers with higher level of remuneration and better career position in schools taken as historically traditional. / A remuneração condigna dos professores da educação básica pública brasileira é tema recorrente nas pesquisas acadêmicas nos últimos vinte anos no país. A pauta circunda em torno de temas como à concepção do profissional professor, a formação, a carreira, a atratividade e permanência deste profissional na educação pública, além do processo de precarização do trabalho e as políticas recentes de valorização salarial dos docentes brasileiros. Dada a importância dos professores para o processo de ensino e a relevância da remuneração para a concepção de uma carreira e profissionalização do docente, a pesquisa tem como tema de estudo a remuneração e a distribuição dos professores da educação básica pública, sendo o objetivo deste trabalho analisar o nível de remuneração e as características da remuneração dos professores da rede estadual de Goiás e verificar se os professores com melhor posição na carreira e nível maior de remuneração são alocados de forma igualmente proporcional nas unidades de ensino. Para tanto, foi realizado inicialmente uma revisão de literatura sobre remuneração e alocação dos professores nas escolas, e posteriormente uma pesquisa documental para conseguir compreender a estrutura da carreira docente da educação básica na rede de ensino estadual em janeiro de 2009. Além disso, para o tratamento dos dados obtidos da folha de pagamento da Secretaria de Estado de Educação, Cultura e Esporte (SEDUCE) de Goiás de janeiro de 2009 foi necessário utilizar-se de técnicas de estatísticas descritiva para compreender como estava à carreira docente e a representatividade desta com a despesa total da folha de pagamento daquele período. Em termos de resultados, os dados da folha de pagamento da Seduce de janeiro de 2009 continham registros de 54.656 servidores, distribuídos em 99 cargos (22 cargos docentes e 77 cargos administrativos); 19 tipos de vínculos empregatícios; 39 departamentos e 1.431 unidades de lotação (1.224 escolas e 207 unidades administrativas), tendo servidores situados nos 246 municípios goianos. O gasto total com a folha de pagamento da Seduce em janeiro de 2009 foi de R$ 91.102.325,25, sendo que os proventos individualizados somaram R$ 89.756.982,96 (98,52% do total). Os docentes, sujeitos da pesquisa, perfaziam um universo de 36.606 indivíduos, representando um terço do total de servidores constantes na folha de pagamento da Seduce em janeiro de 2009, com uma média de remuneração de R$ 1.570,00, que em janeiro de 2009 representava 3,4 salários mínimos da época. Foi possível investigar o perfil das escolas em que os servidores constantes na folha de pagamento da Seduce atuavam em janeiro de 2009 no município de Goiânia, sendo 120 escolas localizadas na área urbana da capital, das quais 104 pertenciam à rede estadual e estas atendiam 88,65% do total de matrículas dentre as 120 escolas analisadas nesta pesquisa. Destas, 2/7 atendiam mais de 1.000 matrículas (maior porte) e 3/7 das escolas descritas apresentavam indicador de nível socioeconômico médio alto. Com relação à distribuição de professores, apesar desta pesquisa contar com dados diversos das pesquisas internacionais, os resultados demonstram que no caso dos professores em escolas de Goiânia também há um processo de concentração dos docentes com melhor nível de remuneração e melhor posição na carreira em escolas tidas como historicamente tradicionais.

Os planos de stock options designam uma forma de remuneração flexível que oferta opções de compra de ações a trabalhadores. Essas opções caucionam o direito de escolher se se compra, ou não, um determinado bloco de ações da empregadora, ou de uma empresa do grupo econômico a que ela pertença, pelo preço que tais ações possuíam, quando o plano foi proposto, o qual, em regra, é consideravelmente inferior ao valor que o mercado atribui às mesmas ações, no momento do exercício da opção. Fruto do atual estágio de desenvolvimento econômico, os planos de stock options buscam alinhar interesses entre trabalhadores e acionistas, direcionando os esforços de ambas as partes, no sentido de valorizar a companhia e, em contrapartida, todos os atores envolvidos no sucesso empresarial compartilham os resultados desse empenho conjunto. Assim, os mencionados planos apresentam-se tanto como uma forma de remunerar, fidelizar e motivar trabalhadores; quanto como um mecanismo voltado a aumentar a produtividade da empresa e reduzir os custos da produção. Essa ambivalência é alcançada em razão de o ativo econômico dado ao trabalhador, como contraprestação pelo trabalho executado, ser lastreado por ações da companhia. A questão central desta dissertação é desvendar a natureza jurídica das opções de compra de ações a trabalhadores. Para tanto, analisam-se: (i) as opções de compra de ações existentes no mercado de capitais, diferenciando-as das ações que as lastreiam; (ii) a estrutura dos planos de stock options; e (iii) a compatibilidade entre as opções de compra de ações oriundas de planos de stock options e os caracteres essenciais a toda prestação salarial. Com esse subsídio, é possível demonstrar que os argumentos reiteradamente utilizados para fundamentar a exclusão da natureza salarial das opções remuneratórias decorrem da confusão que se faz entre os valores mobiliários opções de compra de ações e as ações subjacentes a essas opções. Por fim, pode-se concluir que a natureza jurídica das opções de compra de ações ofertadas a empregados é salarial, uma vez que elas são dadas gratuitamente pelo empregador, como uma retribuição pelo contrato de trabalho, sem vulnerar o salário do trabalhador a riscos distintos daqueles inerentes a toda remuneração flexível. / The stock options plans are a kind of flexible compensation that offers stock options to the employees. These options ensure the right of the employee to choose whether to buy or not buy a delimited block of shares issued by the company that he works for, or by another company that belongs to the same economic group of the employer company, at the price that such shares had when the plan was proposed to the employee, which price is, in general, considerably lower than the value that the stock market assigns to the same shares at the moment of the strike of the option by the employee. Result of the current stage of economic development, the stock options plans seek to equalize the interests between employees and shareholders, directing the efforts of both parties towards the valorization of the company and, in return, all actors involved in the success of the company share the results of this joint commitment. Thus, these plans emerge as a way to compensate, to ensure the loyalty and to motivate the employees and also as a mechanism to increase the company\'s productivity and to reduce production costs. This ambivalence is achieved due to fact that the economic asset given to the employee as compensation for the work performed is backed by the company\'s shares. The central question of this dissertation is to reveal the legal nature of the employees` stock options. For that purpose, this dissertation analyzes: (i) the stock options existing in the capital market, distinguishing them from the shares that underlie such options; (ii) the structure of the stock option plans; and (iii) the compatibility between stock options arising from stock option plans and the essential elements of any salary compensation. With this subsidy, it can be demonstrated that the arguments repeatedly used to justify that the stock options do not have the legal nature of salary originate from the confusion that is made between the securities stock options and the shares that underlie such options. Finally, it can be concluded that the stock options offered to employees have the legal nature of salary, once they are given for free by the employer, as a retribution for the employment contract, without exposing the employee\'s salary to risks distinct from those inherent to any flexible compensation.

Master of Science / Department of Educational Leadership / Sarah Jane Fishback / This study was influenced by the desire to better understand the factors that influence the salary County Extension Agents in Kansas who are employed by K-State Research and Extension. The purpose of the study was to determine factors or the correlation among factors that influence salary compensation. Information was retrieved regarding the 241 County Extension Agents employed in Kansas. Demographic data was compiled on the Extension Agents as well as the ten factors that could influence their salary compensation. The factors are as follows: 1. area within the state; 2. county population; 3. number of agents in the county; 4. director responsibilities; 5. gender; 6. months of Extension employment; 7. years of equivalent service outside of Kansas Extension; 8. change of county employment within Kansas Extension; 9. position type; and 10. level of education. Variable selection through backward elimination was performed identifying area, population, the number of Extension Agents in a county/district, whether the Extension Agent was a director, previous years of experience in an equivalent position outside of K-State Research and Extension, whether an Extension Agent was employed by K-State Research and Extension prior to their current position, months of experience in their current position with K-State Research and Extension, and whether an Extension Agent has a Master's degree and if that Master's degree was obtained prior to the start of their current position to be the most significant influences on salary. Multiple regressions of the data were then performed to determine the significant relationships among certain variables. The population-position-gender correlation was found to be significant as well as the correlation among position types and genders. Recommendations for further research were given including studying the affect of performance evaluations and cost of living on salary compensation. In addition, recommendations for further practices include an annual review of the salary gap among position types and gender to ensure equity of salary compensation. Furthermore, recommendations were given regarding the dispersion of the level of education and timeliness of completing a Master's degree salary compensation data.

An important issue that managers are facing in today’s intensive business environment is how to compensate their employees to keep them motivated. The trend is to be rewarded for the individual performances, which has increased the usage of commission based salary systems. Previous research suggests that commission salary provokes internal competition, while it damages cooperation. However, the main issue in feminine and masculine societies is what motivates people, which indicates that the effects of commission based salary systems needed to be examined from a cultural perspective. Therefore, with the main aim was to enhance the understanding of this, the problem was addressed by the overreaching research question: How do commission based salary systems affect cooperation and internal competition in masculine and in feminine societies? To answer this, empirical data was acquired from Sweden and the United States. Sweden is recognized as the most feminine society, where social motives are dominating. The United States on the other hand, is recognized as a masculine society that encourages competition and where money is the main motivator. The empirical data derived from personal interviews with real estate agents that work with commission salary. Three case companies within each country were included in the study and three interviewees within each company participated. The findings showed that commission salary tends to increase the work effort, limit the cooperation, while it increases the internal competition. Nevertheless, the effects it has distinctively differs between the societies. In Sweden, the importance of group cohesion and interpersonal relationship results in a higher level of cooperation than in the United States. Despite that commission salary evokes internal competition, colleagues are colleagues above all in Sweden. In the United States however, cooperation mainly occurs when it serves the individual performances. Here, money and the own success are what matter the most and due to the competitive mindset, internal competition becomes significantly more intensive in the United States than in Sweden. In contrary to Sweden, commission salary can turn colleagues into competitors, for better or for worse. / Master thesis

This essay studies wage differentials between foreign born and native players in Swedish soccer. For this essay, panel data for the years 2001-2015 on all clubs and players in top Swedish soccer leagues Allvenskan and Superettan have been collected. The data is examined by applying a market-test approach to test for any significant wage differentials. The results show that foreign born players earn a significant salary premium compared to native players of similar productivity. There is no evidence of salary or fan discrimination against foreign born players. Results can be explained by market imperfections and/or risk-seeking behavior from team managers although this could be further investigated in future studies.

This study provides a detailed description of full-time faculty salary and fringe benefits in US public community colleges by state and by 2005 Carnegie basic classification type for the academic year 2003-2004. This classification is used to analyze data from the National Center for Education Statistics' Integrated Postsecondary Educational Data System (IPEDS). Further analysis clusters states into the following groupings: states with/without collective bargaining agreements, states with/without local appropriations, large megastates versus nonmegastates (using the methodology developed by Grapevine at Illinois State University), and the impact of California on the nation's salaries and fringe benefits. The analysis showed high level of variation of salaries paid by the type of community college (rural, suburban, and urban serving) in the US. The nation's average salary for full-time faculty was $52,598. Rural serving small institutions faculty salary was $18,754 or 45 % less than the nation's average. Salaries in colleges with collective bargaining agreement were higher than in colleges without collective bargaining agreements. Faculty teaching in suburban serving colleges with local taxation had the highest salaries, $61,822 within colleges with access to local support. Suburban serving multiple colleges in megastates had the highest faculty salary average, $64,540 as compared to $42,263 for rural serving colleges in non-megastates. California may be a state with a very high cost of living; however, that does not diminish the fact that community college faculty are among the highest paid faculty in the nation. Colleges with collective bargaining agreements, with local appropriations, and in megastates, tended to have better benefits packages for their faculty. This study includes recommendations for further research, including a recommendation that a quantitative statistical analysis be undertaken to show statistical significance in salaries and fringe benefits among collective and non-collective bargaining states, a study addressing the faculty and leadership challenges that community colleges will be facing soon should be done, and that a similar study be done that includes tribal colleges.

Essa pesquisa tem por objetivo analisar as Representações Sociais de Licenciandos sobre Valorização Docente no foco da problemática relativa à escassez de professores no Brasil e diferentes realidades quanto à implantação de políticas públicas educacionais que favoreçam uma melhor qualidade de ensino. Temas que constituem o objeto dessa pesquisa, Valorização Docente, perante o artigo 206 da Constituição Federal formação, plano de carreira docente e Piso Nacional Salarial Docente são abordados nesse estudo sobre o enfoque das Representações Sociais. Na abordagem ao problema adotou-se a pesquisa exploratória descritiva sob a perspectiva quanti-qualitativa. A coleta de dados deu-se por meio da aplicação de um questionário composto de dois campos: o primeiro destinado à identificação de aspectos sociodemográficos e culturais dos licenciandos e o segundo a identificação dos conceitos com relação direta ou indireta com o objeto desse estudo. Utilizou-se para tratamento dos dados colhidos por meio das questões fechadas o software Sphinx. Os dados passaram pela análise de conteúdo, orientados por Bardin (2011), submetendo-se às bases teóricas de Moscovici (2011), Jodelet (1991), Gatti (2010), Saviani (2009), Nóvoa (1995), Monlevade (2000), Tardif e Lessard (2005) entre outros. O resultado quanto à representação social dos licenciandos ingressantes sobre valorização docente revela a preponderância dos aspectos relativos à necessidade de melhores salários e, para os concluintes, preponderaram os aspectos relativos à necessidade de reconhecimento social. Em ambos os casos observa-se que as representações sociais dos licenciandos distanciam-se dos componentes que compõem a valorização profissional docente no que tange à formação e plano de carreira, elementos primordiais para a constituição da profissionalidade docente. / This research aims to analyze the social representations of student teachers on Teacher Appreciation focus on the problem of the shortage of teachers in Brazil and different realities regarding the implementation of educational policies that promote a better quality of education. Topics that are the subject of this research, Valuation Lecturer, before the Article 206 of the Federal Constitution - training plan and teaching career Floor National Teacher Salary - are addressed in this study focus on Social Representations. In the approach to the problem adopted the descriptive exploratory research under the quantitative - qualitative. The data was collected by means of a questionnaire composed of two fields: the first is intended to identify sociodemographic and cultural undergraduates and second the identification of concepts related directly or indirectly to the subject of this study. Was used for processing the data collected through the closed questions Sphinx software. The data passed through content analysis, guided by Bardin (2011) , submitting to the theoretical foundations of Moscovici (2011), Jodelet (1991), Gatti (2010), Saviani (2009), Nóvoa (1995) , Monlevade (2000) Lessard and Tardif (2005) among others. The result on the soc ial representation of undergraduates entering on evaluating teaching reveals the preponderance of aspects relating to the need for better wages and for the graduates, predominated aspects related to the need for social recognition. In both cases it is observed that the social representations of undergraduate distance themselves from components comprising the valuing teaching professional with regard to training and career plan, key elements of the constitution of the teaching profession.

The purpose of this study was to assess technology use, on-the-job technology training, education levels, and salary ranges of employees in low-, middle-, and high- skill jobs in a rural county in East Tennessee to create an example of a small town workforce. For this study, technology included computers, robotics, and mobile technology. A survey determined the technology used, training provided, salaries, and job skill levels based on education obtained and required by major employers. The study identified the level of jobs requiring more technology skills and salaries or training related to these job skill levels. Participants included 336 persons who completed an electronic survey. Participants represented twenty-eight different companies in healthcare, education, manufacturing, banking, and other small businesses in an East Tennessee rural county. The major findings of the study included: a) use of multiple forms of technology in all job skill levels; b) more time spent in on-the-job training for higher job skill levels; c) participants in lower job skill levels more likely to be overqualified for their position; d) participants in higher paying jobs used more types of technology; and e) participants in higher skill level jobs tend to have higher salaries. The study concluded that, while technology affected all skill levels, there was a significantly positive relationship between salary, technology use, technology training, and job skill level.