As the demographics of faculty in American higher are fast changing and more foreign-born faculty entering the system, more information about this new group of entrants needs to be scrutinized. This research is aiming to answer some issues related the foreign-born professors overlooked by the mainstream studies about faculty in American postsecondary education. In the first half of this dissertation, related issues such as highly skilled immigrants and their importance to the economy, national strategy and smart power have been discussed. In the second half of this paper, some empirical research and statistical results revealed significant differences between the foreign-born and native-born faculty in terms of salary, working hours, time allocations and variances of above factors in different fields. This research suggested that foreign-born faculty is treated fairly in American academia and they enjoyed neither salary advantage nor disadvantage in comparison to their native counterparts. However, this author found empirical evidence that foreign-born did emphasize more on research by allocating more share of their work time on research and publications. This study shed some light on the researches about faculty salary, time allocation and some other aspects of employment for the foreign-born faculty. The author hopes to raise the academic interests of this topic and would like to see more detailed studies and researches in this direction.

The purpose of this thesis is to explore the salary levels of college faculty.

Flexible compensation is a new concept in wage and salary administration which permits the employee to select from the various benefits, and cash, a plan tailored to meet his own needs, limited only by his total compensation and those statutory provisions pertaining to his wages. Within recent years, compensation practitioners have been urged in professional journals to adopt flexible compensation as a way to improve their compensation programs in order to attract, hold, and motivate employees. The purpose of this study is twofold. First, the results of this research will provide empirical data on the current status of flexible compensation for nonexempt employees in the United States. Second, the research will contribute toward the development of a set of comprehensive guidelines for implementing flexible compensation programs.

The purpose of this thesis was to describe the issue of law treatment of labour remuneration, primarily remuneration by wage in private-law sphere and by salary in budgetary sphere. The main source, that explains the treatment of wage and salary is the law number 262/2006, legal code of labour and its further notifications and other implementing rules based on legal code of labour. These implementing rules are government regulations. Wage and salary, or rather the amount of wage or salary is an important factor, by which a potential employee chooses his employment. From the amount of salary unfolds employee's standard of living and his social position, his social status. In my thesis I was first dealing with wage, its characterization, function, the way, how it is determined and also its protection. For this purpose are for Czech Republic binding International Labour Organization (ILO) agreements, primarily ILO agreement number 95 about the protection of wage. The protection function mingles through the whole law of labour, when is necessary to protect an employee as a weaker side of labour-law relations. The subsequent chapters of my thesis I dedicated to salary, by which are remunerated employees in nonbusiness sphere, where the resources for salaries flow from public finance. This is the reason,...

This thesis examines the impacts of Title IX compliance on salary gap of Division I Football Bowl Series and Football Championship Series universities male and female associate professors. Title IX athletic proportionality requirements have been established since the 1980’s and require that each university have an equal percentage of female student athletes as they do female undergraduates. This study uses the National Center for Education Statistics database, Integrated Postsecondary Education Data System to calculate salary gap between male and female associate professors and uses the Office of Civil Rights Equity in Athletics Database to calculate Title IX compliance. In this study paired t-tests and OLS regression are used to find the relationship between the salary gap and compliance of Title IX. This study found an inverse relationship between salary gap and Title IX compliance, refuting the hypothesis. Because Title IX compliance requires an equal proportion of student to athletes, the universities with significantly more female undergraduates were less likely to be Title IX compliant.

Svensk lönestatistik visar att manliga och kvinnliga ingenjörer har ojämnlika lönenivåer, till männens fördel. Tidigare studier har belyst att kvinnor har bristande tillit till sin förhandlingsförmåga och många studier har också visat att män har högre löneanspråk än kvinnor. Aktuell studie har ämnat identifiera faktorer som påverkar studenters förväntade löneanspråk för ingångslön. Resultaten här baseras på en enkätundersökning besvarad av 137 ingenjörsstudenter. Studiens resultat bekräftar tidigare studiers gällande mäns och kvinnors löneanspråk och förhandlingsförmåga, män anger högre värden för båda dessa variabler. Studien har kunnat synliggöra avgörande faktorer för studenters löneanspråk. Starkast prediktor för deltagarnas förväntade löneanspråk är variablerna kön, examensgrad och ålder. Könskillnader diskuteras för dessa resultat.

Fighting has been a centerpiece of the National Hockey League since it was formed in 1917. Although rules have been introduced regulating the physicality of play in the NHL, fighting is demanded—and encouraged—by fans and players alike. Fans have long been attracted to the violence of professional hockey; previous studies have documented that professional hockey is a “blood sport” that generates revenues with violence. This research investigates the effect of fighting on player salaries in the NHL, examining the way in which fighting has become a strategic element of the game, describing the way players enforce their own “Code” of hockey rules and police the ice in ways referees cannot, and comparing the salaries of fighters and skilled players to determine how players in different roles are valued.

According to Fama (1980), the agency theory states that in order to avoid issues of moral hazard and adverse selection problems, executive compensation should be in alignment with performance. However, it is difficult to identify specific performance measures that are both precise and sensitive, especially when concerning corporate executives who typically do not give out public information. In order to analyze the validity of the agency theory, this study uses the scope of NCAA Division I-A football to analyze the relationship between pay and performance with respect to head coaches. We investigate factors that various literature on executive compensation have identified as associated variables such as organization size, job complexity, market competition, ability to attract talent, and mentorship. Through multiple regression analysis, results showed that size, ability to attract talent (recruiting ability), competition, and academic success were significantly positively associated with coach compensation. There was no significant association for winning games or mentorship, however. Because winning had no effect on salaries, we concluded that the agency theory did not hold for the specific context of Division I-A college football.

The management of Human Resources is concerning on the issue of employee retention following a merge and acquisition. This study focused on the effects of employee retention and how the Human Resources Department adjusts their salary following a merge and acquisition. Individual case study is used as the methodology of this study and the research subject is Winteck Corporation, which merges and acquires with HannStar LTD. (Yang-Mei 1st and 2nd Factory). Subsequently, the study will use both organizations¡¦ staff financial data such as their annual income, salary structure and benefits, enterprise system, and the corporate culture to do the analysis and comparison. In addition, the discussions had been made about how the salary system adjustment of Winteck Corporation affected the employee retention and the methods found are as following, using the team performance as the standard assessment for the adjustment of original factory employees¡¦ salary, and authorized supervisors to adjust the salary according to employees¡¦ performance. Overall, there is a standard method for the company to select, train and utilize the talented employees as well as to retain employees after a merge and acquisition. Select the employees based on their capability; train the employees after a merge and acquisition as well as clam down their unstable emotion; utilize their professional skills and experiences into the new organization after a merge and acquisition; retaining the employees by paying the original salary while their job structure, position, benefits, and so on are based on the Winteck Corporation. The advantages following a merge and acquisition: 2. upgrade the quality of employees; 3. higher rate for employee retention; 1. increase the production of new products.Discussions: 1. how to develop a standard structure of the salary system following a merge and acquisition; 2. the proposal of salary system for employee retention in the original factory following a merge and acquisition.

The National Football League’s salary cap constrains the available resources each franchise is allotted to spend on player personnel. I examine the effects of executive management’s compensation allocation strategies on team performance from 2006 to 2013. The findings suggest that spending more than the league-average on offensive lineman hurts overall team performance. Spending above the league average on both the offensive line and quarterback positions negatively affects offensive performance as well. This supports previous research stating that taking a superstar-approach to cap distribution negatively affects team performance. Furthermore, I find evidence of increased compensation inequality among players under the Collective Bargaining Agreement of 2011 compared to that of 1993.