La educación es el instrumento clave para asegurar el éxito en el mercado laboral. Sin embargo, las características de este mercado laboral son factores importantes para decidir si resulta óptimo invertir en un año de educación adicional. Por ello, en esta investigación se analiza el efecto de las expectativas salariales sobre la decisión de participación en educación y cómo este eventualmente aseguraría la probabilidad de insertarse en el mercado laboral. Por tal motivo, se aplica el método de Heckprobit y se utiliza las Rondas 4ta y 5ta de la base de datos longitudinal del estudio internacional de Young Lives (Niños del Milenio)1. Debido a que esta información permite recoger los ingresos salariales del pasado para evaluar su efecto en el presente. La investigación concluye que se cumple la hipótesis de que las expectativas salariales no serían suficientes para decidir invertir en educación con el propósito de asegurarse la participación en el mercado laboral. Esto se debe a que el análisis se centra en jóvenes de 15 a 22 años que, en su mayoría, prefieren seguir educándose y depender de otras características para seguir invirtiendo en un año más de educación. / Education is the main instrument to guarantee success in the labor market. However, the characteristics of this labor market are important factors in deciding whether it is optimal to invest in an additional year of education. Therefore, this research analyzes the effect of salary expectations on the decision to participate in education and how this would eventually ensure the probability of the labor force participation. For this reason, the Heckprobit method is applied and Rounds 4 and 5 of the longitudinal database of the international Young Lives study are used. Due to, past salary income can be collected to evaluate its effect in the present. The research concludes that the hypothesis is fulfilled about the salary expectations would not be sufficient to encourage the education in order to ensure participation in the labor market. It is because, the analysis focuses on young people between 15 and 22 years old, who, for the most part, prefer to continue their education and depend on other characteristics to continue investing in another year of education. / Trabajo de investigación

Syftet med denna studie är att studera fastighetsmäklares uppfattningar om löneformen endast resultatbaserad lön och dess betydelse för deras livssituation. För att kunna uppfylla studiens syfte undersöks även hur löneformen kan förstås och förklaras utifrån tidstypiska samhällstrender och processer. Vidare studeras fastighetsmäklares uppfattningar om löneformens betydelse för deras yrkes- och privatliv samt önskvärda löneformer i framtiden. Studien har en kvalitativ forskningsansats, baserad på hermeneutisk tolkning av intervjuer med åtta yrkesverksamma och före detta yrkesverksamma manliga och kvinnliga fastighetsmäklare. Resultatet visar att löneformen upplevs inverka på de intervjuade fastighetsmäklarnas livssituation främst utifrån att den bidrar till gränslöst arbete, vilket kan ha negativ inverkan på fastighetsmäklarnas möjligheter och förutsättningar till privatliv och fritid. Löneformen kan samtidigt tolkas ha positiv inverkan på fastighetsmäklarnas upplevelse av balans mellan ansträngning och belöning. Resultatet indikerar att löneformen kan tolkas som ett uttryck på mikronivå för övergripande samhällstrender och processer såsom globalisering, teknisk utveckling och individualiseringsprocesser som sker på makronivå. Avslutningsvis visar resultatet att framtidens löneformer förespås utgöras av resultatbaserad lön, med eller utan en fast lönedel. / The purpose of this study is to study the real estate agents' perceptions of the wage form only results-based salary and its significance for their life situation. In order to fulfill the purpose of the study, we also examine how the wage form can be understood and explained on the basis of time-typical societal trends and processes. Further, real estate agents' perceptions of the significance of the wage form are studied in regards to their professional and private lives as well as desirable wage forms in the future. The study has a qualitative research approach, based on hermeneutic interpretation of interviews with eight active and former active male and female real estate agents. The result shows that the wage form is considered to be of significance to the interviewed real estate agents' life situation, mainly because it contributes to boundless work, which can have a negative impact on the real estate agents' opportunities and conditions for private life and leisure. At the same time, the wage form can be interpreted to have a positive impact on the real estate agents' experience of balance between effort and reward. The result indicates that the wage form can be interpreted as a micro-level expression of the overall societal trends and processes occurring at macro level such as globalization, technological development and individualization processes. Finally, the results show that the future wage form are predicted to consist of results-based salary, with or without a fixed salary component.

Kön har sedan tidigare använts som en förklaringsfaktor till olika fenomen och till nackdel och skäl för underordning av kvinnor. En sådan förklaring finns inom förhandlingar, där det påstås att män är bättre på att förhandla. I denna uppsats kartläggs ledande teoretiska förklaringar till varför skillnaderna mellan män och kvinnor inom förhandlingar existerar. För dessa skillnader erbjöds förklaringar som man tematiskt samlat under paraplytermerna: erfarenhet, strukturella positioner samt makt och status. Tidigare studier med fokus på makt och status visar bland annat att kvinnor med hög status som kräver en viss summa får lika bra resultat som män med hög status som kräver samma summa, vilket inte är fallet hos män och kvinnor med låg status. Där har kvinnor en mindre chans att få det de kräver jämfört med män. Denna uppsats fokuserar främst på skillnaderna från makt/status-perspektiv, hur det påverkar kvinnors förhandlingsutfall och om kvinnor kan motverka de sämre resultaten de får inom förhandlingar när de beter sig icke-kvinnligt och bryter mot normer/roller som bestäms av kön (rollkongruensteorin-mer om detta i del 2.1). I uppsatsen söks indicier som påvisar att en högre status i form av utbildning (högskoleutbildning) ger kvinnor lika bra resultat för samma prestation som män eller åtminstone förbättrar kvinnors utgångspunkt. En experimentell frågeundersökning utförs, där varje deltagare får 1 av 4 möjliga varianter av texten. Dessa varianter skiljer sig åt vad gäller kön och utbildningsnivå hos de personer som beskrivs i texten. Sedan analyseras vilka resultat som följer av dessa skillnader. Det handlar således om ett efterdesignexperiment med en hypotetisk deduktiv ansats. Studien visar att högskoleutbildning inte tycks vara en tillräckligt stark källa till status för att ge kvinnor lika bra förhandlingsresultat som män. Däremot indikerar studien att manliga deltagare ger mindre resurser till kvinnor än till män, medan kvinnliga deltagare ytterst sällan bemöter manliga kandidater sämre. I studien visas också att det främst är män som anser att kvinnor måste bete sig kvinnligt och att motreaktionen (s.k. backlash) drabbar de kvinnor som inte uppfyller detta förväntade beteende. Mitt experiment bekräftar således rollkongruensteorin, samtidigt som den vidareutvecklas, genom att peka på att det inte är bägge kön utan bara män som förväntar sig att kvinnor beter sig kvinnligt, -åtminstone i Sverige.

El presente trabajo de investigación tiene como objetivo determinar si el impacto en el empleo formal ante un cambio en la política de salario mínimo es diferenciado entre las diversas actividades económicas. Asimismo, si el incremento de este piso salarial genera un aumento en los demás rangos salariales del sector formal, denominado como efecto faro. El análisis se basa en el periodo 2015-2017 cubriendo el cambio ocurrido en 2016, para lo cual se emplea la utilización de la Encuesta de Condiciones de Vida y Pobreza brindada por el MTPE. La metodología de análisis fue un Pooled Logit y un Random Effects para el empleo y efecto faro, respectivamente. Los resultados indican que la variación del empleo es heterogénea en algunos sectores y en los otros se distingue el nivel de impacto. Con respecto al efecto faro, se encuentra un efecto nulo en el rango mayor de salarios y negativo en los cercanos al salario mínimo, negando la existencia de este fenómeno para dicho periodo. / The present research object is to determinate if the impact on formal employment due to the minimum wage policy change is differentiated across industries. Also, if this increase of wage floor rises the rest of wage distribution in the formal sector, what is called spillover effect. The analyze is based on the period 2015-2017 which includes the 2016 change. In order to do so, it has been used the “Encuesta Nacional de Condiciones de Vida y Pobreza” from MTPE. The methodology applied is a Pooled Logit and a Random Effects for employment and spillover effect, respectively. The results show a heterogeneous effect on formal employment between some industries and different level of impact in the others. On the other hand, there is no effect in the higher part of the distribution but there is negative effect in the lower part, indicating it does not exist a spillover effect. / Trabajo de investigación

The purpose of this study is to determine whether there is a relationship between personal value preferences (PVPs) and burnout among music therapists. A total of 450 board-certified music therapists participated in this study. Four hundred and twenty-one participants finished the survey partially and completely, and were analyzed with regard to demographic information (gender identity, years of work, worksites, weekly work hours, annual salary range). Three hundred and forty-three participants who completed the Portrait Values Questionnaire (PVQ-RR), and Maslach Burnout Inventory-Human Services Survey (MBI-HSS) were subjected to non-parametric and linear regression analyses. Regarding the relationship between worksites and burnout, the Kruskal-Wallis H test was used to detect differences in burnout as a function of reported worksite and was found to be significant for Depersonalization. Post-hoc analyses using the Dunn-Bonferroni method found one pairwise difference: Those working in Psychiatric Hospitals report higher Depersonalization than those working in Private Practice/Agency settings. This would seem to suggest that some of the characteristics of the worksite might be related to the experience of burnout. A similar approach was used to detect differences in burnout as a function of reported salary range. The result was significant for Emotional Exhaustion; however, post-hoc tests revealed that no two salary ranges differ significantly from one another. Multiple regression was used to examine the extent to which years of work and weekly work hours are related to burnout. Findings suggest that both years of work and weekly work hours and burnout were statistically significant. Further analysis finds that years of work was negatively correlated with Emotional Exhaustion and Depersonalization, and positively correlated with Personal Accomplishment; and weekly work hours was positively correlated with Emotional Exhaustion, Depersonalization, and Personal Accomplishment. Although the results are statistically significant, the practical use of these findings may be limited because of the relatively small amount of variance explained by the overall model and individually by years of work and weekly work hours. Finally, multiple regression was conducted to examine the relationship between PVPs and burnout. Results suggest that PVPs as a group are related to Emotional Exhaustion, Depersonalization, and Personal Accomplishment. Specifically, Self-Transcendence is negatively related to Emotional Exhaustion, Depersonalization, and positively related to Personal Accomplishment; Self-Enhancement is positively correlated with Emotional Exhaustion and Depersonalization and negatively correlated with Personal Accomplishment; Openness to Change is negatively correlated to Emotional Exhaustion and Depersonalization, and positively correlated to Personal Accomplishment; and Conservation is positively correlated with Emotional Exhaustion and negatively with Depersonalization and Personal Achievement. These findings as well as implications for future research and implications are explored further.

La presente investigación aborda la rotación laboral voluntaria, debido a que en los últimos años, esta es considerada una problemática de gran impacto en el sector hotelero, ya que genera altos costos, tanto directos como indirectos en la gestión de un hotel, así como la pérdida de conocimiento y cultura organizacional. El objetivo de este artículo es estudiar la influencia de las condiciones laborales más frecuentes sobre la decisión de rotación voluntaria del personal hotelero a mayor profundidad. Para lograr el objetivo propuesto se utilizó la metodología de revisión de literatura con un enfoque integrador, donde se realizó la búsqueda y análisis de diversas fuentes académicas relacionadas con la problemática. Los resultados muestran que las condiciones laborales en el sector hotelero a nivel mundial son inadecuadas; además, las condiciones salariales, el ambiente organizacional y las oportunidades de crecimiento profesional influyen en la decisión de rotación voluntaria del personal hotelero. Por último, se recomienda realizar estudios cuantitativos a futuro, por área de hoteles para conocer qué departamentos presentan niveles de satisfacción laboral inferior al resto y ponerles especial atención. / The following research approaches voluntary job rotation because in recent years this is considered a problem of great impact in the hotel industry due to the high costs that generates, both direct and indirect, in the management of a hotel, as well as the loss of knowledge and organizational culture. The objective of this article is to study the influence of the most frequent working conditions on the decision of voluntary rotation of hotel staff in greater depth. To achieve the proposed objective, the literature review methodology with an integrative approach was used in which the search and analysis of various academic sources related to the problem was carried out. The results show that working conditions in the hotel sector worldwide are inadequate; in addition, salary conditions, organizational environment and opportunities for professional growth influences the decision of voluntary rotation in hotel staff. Lastly, it is recommended to carry out quantitative studies in the future; by hotel area, to know which departments have lower levels of job satisfaction and pay special attention to them. / Trabajo de investigación

This Master thesis deals with the system of remuneration of employees in the selected company. The theoretical part of the work describes the basic concepts and knowledge of the issue. In the analytical part of the thesis, an analysis of the current state of the problem and an evaluation of internal and external factors influencing the remuneration system in the selected company were made. Based on the results of the analysis, the company has received suggestions to enhance the remuneration system that should improve the current situation.

My dissertation deals with a research company from the point of view of personnel management. First part explains the fundamentals about personnel management. Next, I introduce the company and explain how it operates nowadays regarding evaluation and motivation of employees. Finally I propose possible solutions to existing problems.

My thesis is focused on an employee satisfaction research in the company with respect of divisions. The motivation system will be designed on a base of employee satisfaction research. Theory of employee motivation and fundamentals about personnel management is explained in theoretical part. Next, I introduce company and nowadays systém of motivation and evaluation of employees in practical part. Proposals possible solutions to existing problems will be also involved in practical part.

La presente investigación busca exponer que aspectos del salario emocional influyen en la percepción de los colaboradores de una empresa de seguros. La misma que toma como base diversos estudios respecto al salario emocional y la reputación corporativa. En los que se han identificado de manera empírica los factores que influyen en la satisfacción de los empleados y su relación con la empresa. Dejando un vacío para explorar los intangibles con mayor impacto en la reputación corporativa. En este sentido, se pretende responder la siguiente pregunta de investigación: ¿Cómo influye el salario emocional en la percepción de los colaboradores sobre una empresa de seguros? con el propósito de contribuir con el conocimiento sobre la relación de la reputación corporativa y el salario emocional. Para lograr el objetivo planteado se utilizará un enfoque cualitativo basado en entrevistas a profundidad con un paradigma interpretativo, a fin de conocer las perspectivas e interacciones de los participantes hacia la empresa del rubro de Seguros escogida en Lima, Perú. / The purpose of this investigation to expose the factors of the emotional salary that influence the perception of the collaborators of an insurance company towards the organization. The same one is based on various studies regarding emotional wages and corporate reputation. In which the keys to employee satisfaction and commitment to the company depend have been empirically identified. Leaving a gap to explore the intangibles who impact the most on corporate reputation. Consequently, it is intended to answer the following research question: How does the emotional salary could influence the perception of employees about an insurance company? Whit the final purpose to contribute knowledge about the relationship between corporate reputation and emotional salary. To achieve this objective, a qualitative approach based on in-depth interviews with an interpretive paradigm will be used, with the final purpose know the perspectives and interactions of the participants towards the insurance company based in Lima, Peru. / Trabajo de investigación