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The compensation process is a complex network of sub-processes directed toward compensating people for services performed, and motivating them to obtain desired levels of performance. Among the intermediate components of this process are wage and salary payments, the awarding of other cost items such as insurance, vacations, sick leave, etc. (fringe benefits), and the provision of essentially non-cost rewards such as recognition, privileges and symbols of status. However, the broad subject of compensation in terms of cost to the organisation may be examined in two sections, namely, wage and salary administration, and fringe benefit administration. The compensation survey forms an integral part of both administration processes, and thus becomes a necessary and essential device in the determination of the final compensation package to the employee.

If the wage policy of an organisation is to remain competitive in the labour market, that is, pay rates that are at least approximately equal to those prevailing in the community, then it must collect accurate wage and salary data in order to alter its pay structure as may become necessary. Wage and salary survey information provides a means by which management can determine whether its entire wage level is in accordance with that of the external labour market, and thus it is absolutely essential that methods and techniques utilised to collect such information are as objective and accurate as possible. The vital factor which has been revealed by the utilisation of many existing wage and salary survey guides is that the unavoidable subjectivity involved in the basic techniques utilised in survey procedures tends to have a cumulative effect on both data collection and analysis, and ultimately interpretation. As each technique is utilised, whether it be to obtain job comparability or to adjust salary data, the overall level of subjectivity is increased, which results in a cumulative increase in the margin of error involved in data collection. This study has been aimed at developing and practically testing a comprehensive guide to conducting wage and salary surveys which effectively minimises and, over successive surveys, eradicates the necessity for these subjective techniques. Due to the fact that the elements of job evaluation, namely, job analysis, job description, job specification and the job evaluation plan itself, form the nucleus of the techniques utilised for the data gathering and analysis process, the initial study was aimed at developing a job evaluation process which would be as objective as possible. In the development of such a system a range of job evaluation plans were tested for comparability in rating of jobs, the hypothesis being that any evaluation method or plan, when correctly applied to a series of jobs, will result in the same classification. This study intercorrelated rates derived for twenty-four key jobs selected from one particular organisation, using the job evaluation methods utilised by sixteen different organisations, and found that these rates intercorrelated between 0,93 to 0,99. These intercorrelations indicate a high degree of commonality among the sixteen methods; thus providing a justification for the utilisation of one particular job evaluation plan for the adjustment and weighing of wage and salary data in the survey data analysis procedure. To further justify the utilisation of one particular method, and thereby increase probability of acceptance by participating organisations, the independence of the sub-factors of the selected plan were tested by intercorrelating the factor scores for two job samples, one consisting of sixty jobs, type and level being heterogeneous, the other consisting of forty jobs, type and level being homogeneous. Sub-factor intercorrelations in the group of heterogeneous jobs ranged from 0,71 to 0,98 while all but one correlated at or above 0,90 with the total score, thus emphasising the independence of sub-factors, while intercorrelations in the group of homogeneous sample were much lower, ranging from 0,26 to 0,89, indicating greater factorial independence due to the fact that these jobs are limited to a narrower range of grades such that specific job differences in respect of sub-factors are more likely to show up. Utilising this selected job evaluation plan as the core of the developed job evaluation process, a wage and salary survey guide was formulated, the unique concept being a comparison of participating organisation pay structures rather than comparison of positions as a basis for data collection. The job evaluation system was utilised in the formulation of a "one-time" standardisation of participating organisation pay structures according to the survey organisation pay structure, the hypothesis being that these standardised pay structures may be utilised over successive surveys without the necessity for restandardisation, and thus eliminating the use of subjective methods and techniques subsequent to the initial standardisation. Utilising an international oil company as the survey organisation this newly formulated structural comparison guide was practically tested by applying it in conjunction with the existing survey organisation wage and salary survey guide as a means of competitive market wage and salary data gathering and analysis, over successive survey years, namely, 1974, 1977, and 1980. The results obtained through application of this guide were subsequently compared with those results obtained by two professional survey organisations, and proved to be reliable and consistent enough over the applicable survey years to warrant acceptance of the pay structural comparison concept as a valid wage and salary survey technique.

Thesis (Ph.D)--History, Technology and Society, Georgia Institute of Technology, 2010. / Committee Chair: Pearson, Willie, Jr.; Committee Member: Bauchspies, Wenda; Committee Member: Damarin, Amanda; Committee Member: Shapira, Philip; Committee Member: Wong, Raymong. Part of the SMARTech Electronic Thesis and Dissertation Collection.

Thesis (Ph. D.)--Uppsala University, 1998. Thesis summary page inserted. / Includes bibliographical references.

While Asians are overrepresented in science and engineering, they receive limited scholarly attention in sociology of science. To fill the knowledge gap about this understudied group, this study examines the effects of race, nativity, degree origin, gender, field, employment sector, and nationality on the earnings of Asian computer scientists and engineers working in the U.S. Data are derived from the National Survey of College Graduates, 1993 and 2003. Using quantile regression, this study has the following findings. First, race and nativity had some effects on the earnings of Asian computer scientists and engineers in 1993 at both 90th and 50th quantiles, but they disappeared in 2003 with one exception. Degree origin had an effect in 1993 in some cases at the 90th quantile but across gender, field, and two sectors at the 50th quantile. However, it disappeared in 2003 with two exceptions. Second, all the four women's groups--white, Asian American, U.S.-, and Asian-educated immigrant women--earned less than their male counterparts in 1993 or 2003 at either quantile. Furthermore, U.S.-educated immigrant women suffered from the double bind effect, or being disadvantaged due to both their gender and race, at the 50th quantile. Third, computer scientists earned slightly more than their engineer counterparts in both years at both quantiles. Fourth, educational institutions and state/local government paid less than industry in 1993 and 2003 at both quantiles. Federal government eliminated the gap in 2003 at the 50th quantile. Finally, this study finds that a few but not all nationality groups suffered from earning disadvantages in 1993 or 2003 at either quantile. Furthermore, the findings suggest that the earnings of workers in the upper tail (90th quantile) are less influenced by factors that this study examines than those at the median (50th quantile). Overall, the findings partly reaffirm the structural barriers that some groups, notably women, racial/ethnic minorities, and immigrants, face in the U.S. workplace. The degree origin effect in 1993 could be due to the lower quality of degrees from Asia. The disappearance of such an effect in 2003 could be due to the interactions between structural forces and human capital.

Thesis (Ed.D.)--Teachers College, Columbia University, 1995. / Includes tables. Typescript; issued also on microfilm. Sponsor: Thomas Bailey. Dissertation Committee: Francisco Rivera-Batiz. Includes bibliographical references (leaves 201-212).

The goal of this research was to determine, in a South African context, whether there is any correlation between chief executive officer compensation and the performance of the company. For the purposes of the research , the compensation of chief executive officers was broken down into three components: salary, bonus and "other" remuneration, while company performance was measured on return on equity, return on assets and earnings per share figures. Studies on this topic have been carried out in other countries, most notably in the United States of America and the United Kingdom. It appears that no research of a similar nature has been carried out in South Africa. Data in respect of the forty largest listed companies in South Africa were collected over a period of five years. The econometric models used for the research were based on models identified in the literature study. The data were then analysed for evidence of a correlation between chief executive officer compensation and the performance of the company. The results of this study indicate that there is no linear relationship between chief executive officer compensation and company performance variables. The econometric models did, however, show correlations between certain variables, taking into account the other predictor variables in the model. Evidence of correlations between age and experience and compensation was also found , which may present potential avenues of research to scholars in the future.