The purpose of this quantitative study was to determine relationship of the distinct factors to PK-12 teacher retention in one Midwest school district. This study was an examination of multiple factors, including work environment, fit, compensation and benefits, leadership, performance management system, peer support and mentoring, that contributed to the retention of PK-12 teachers with different levels of education, certifications, experience, career plans, and military affiliation. The questions on the Teacher Retention Survey used a Likert-type scale to measure teacher perceptions about retention factors to address 8 research questions. For this study, I surveyed the population of 704 current PK-12 teachers in a public unified school district located in central Kansas using a non-random sample method. The unified school district is comprised of 14 elementary schools (grades PK-5), two middle schools (grades 6-8), and one high school (grades 9-12). The unified school district is located adjacent to a large U.S. Army installation and supports a culturally diverse educational environment with a majority of the district’s students being military-connected in some way. The survey was administered at the beginning of the 2019-2020 academic school year and resulted in 210 usable surveys collected with a 29.8% return rate. The results of the study showed that there were differences in how PK-12 teachers perceived the 6 dimensions of the Teacher Retention Survey depending on demographic groupings. Results indicated that there were differences in how teachers perceived fit, the evaluation process, and mentorship. There were also differences in how teachers perceived leadership and the evaluation process depending on gender. Teachers’ education level appeared to affect perceptions of the work environment and fit, and certification appeared to influence how teachers viewed leadership and the evaluation process. Teachers’ career plans seemed to influence perceptions of the evaluation process and mentorship. Military affiliation and teachers’ experiences of working in multiple schools or districts did not appear to affect perceptions about retention factors. By identifying factors that contribute to teachers’ decision to remain in the field, school leadership can attempt to make improvements to those factors to prevent voluntary attrition.

The master's thesis deals with redundancy payment and other compensations that result from labour relations and service relations. The main task is a description of redundancy payment and notice reasons related to redundancy payment. The thesis describes redundancy payment in the Slovak Republic and compares it with redundancy payment in the Czech Republic. Compensation in the service relationship and officials of territorial self-governing units are discussed. The case law of the Supreme Court is included. The diploma thesis is divided into four chapters. The termination of employment is discussed in the first chapter. The chapter focuses on legal action towards termination of employment. The reasons for termination of employment under the Labour Code related to redundancy payment are described. The second chapter focuses on redundancy payment as the main topic of the thesis. The chapter contains definition and purpose of redundancy payment. The legal redundancy payment and its amount are defined. Further, the calculation of redundancy payment is explained. There is also an explanation of contractual redundancy payment where the parties can agree on redundancy payment. The third chapter describes the termination of employment, redundancy payment under the Slovak Labour Code. It also compares the...

Online gaming is rapidly growing as an entertainment choice, as it provides players with a high variety in genres, affordability, ubiquity and also real-time online interactions. However, slow networks or congestion can cause perceivable network latency and make players suffer from a degraded gameplay experience. Latency compensation techniques have been developed to combat the negative effects of network latency, but more understanding of latencies affects and latency compensations benefits are still needed. Our project studied the degradation of different game actions with latency and how player prediction - a classic latency compensation technique - affects gameplay in a 2D platformer. We designed and implemented an original 2D platformer with player prediction implemented for player movement actions, then invited players to play our game under different network and latency compensation conditions. Based on the subjective and objective data collected, we found that 2D platformers are sensitive to even modest amounts of network latency. Player prediction helped players have fewer deaths below 200ms of latency, but at 400ms and above its benefits were outweighed by its disadvantages to visual consistency.

Real earnings management has been a subject of increasing debate ever since the passing of the Sarbanes-Oxley act in the united states. As research has pointed towards real earnings management increasing this has sparked discussions on whether real earnings management is damaging to companies, or if it is benefiting them, or if it lies somewhere in between. Forthis paper we wanted to examine how the financial incentives of a CEO would affect the usage of real earnings management. Are CEO’s being poorly motivated, and as a result harming their companies? To guide the paper,we decide to formulate our research question thusly: How do different forms of CEO compensation affect real earnings management? In this paper we attempt to find correlations between indicators of realearnings management and threedifferent forms of CEO compensation. For our indicators we follow to a paper by Roychowdhury, titled “Earnings Management Through Real Activities Manipulation”and calculate abnormal cash flow from operations, and abnormal production. These indicate usageof overproduction, reduction of discretionary expenses, and moving sales across periods (Roychowdhury, 2006). For forms of CEO compensation,we measure them as a ratio of total compensation. We track salary, bonuses, and stock ownership. In our results we can see that all three of these are significantly correlated to both of our real earnings management indicators. Bonuses have a positive correlation to abnormal production, and a negative correlation to abnormal cash flow from operations. Salary is positively correlated to both our indicators, and ownership is negatively correlated to both our indicators. Our final conclusion is that yes, the makeup of a CEO’s compensation has a significant effect on the usage of real earnings management within the company.

Little is known about dosage compensation in autosomal genes. Transcription-level compensation of deletions and other loss-of-function mutations may be a mechanism of dominance of wild-type alleles, a ubiquitous phenomenon whose nature has been a subject of a long debate. We measured gene expression in two isogenic Drosophila lines heterozygous for long deletions and compared our results with previously published gene expression data in a line heterozygous for a long duplication. We find that a majority of genes are at least partially compensated at transcription, both for 1/2-fold dosage (in heterozygotes for deletions) and for 1.5-fold dosage (in heterozygotes for a duplication). The degree of compensation does not vary among functional classes of genes. Compensation for deletions is stronger for highly expressed genes. In contrast, the degree of compensation for duplications is stronger for weakly expressed genes. Thus, partial transcriptional compensation appears to be based on regulatory mechanisms that insure high transcription levels of some genes and low transcription levels of other genes, instead of precise maintenance of a particular homeostatic expression level. Given the ubiquity of transcriptional compensation, dominance of wild-type alleles may be at least partially caused by of the regulation at transcription level.

Journalism plays an important role in our society. But what happens when a journalist decides to pursue a new profession? The loss of a journalist from a newsroom can have a significant impact, particularly when that journalist takes with them institutional knowledge and a history of the market. This study uses qualitative interviews with 12 former broadcast journalists to investigate what factors cause them to leave the field and what the implications are for the industry. Relying on burnout theory as a framework, this study reveals three key reasons broadcast journalists decided to walk away. First, they faced increasing demands including long or unconventional work hours, a tenuous work-life balance, difficult stories to cover, and doing more with fewer resources. Second, they endured difficult issues with management including unfulfilled promises, the increasing commercialization of news, unrealistic and unethical expectations, the consolidation of the industry, and a lack of appreciation. Third, they felt they were not adequately compensated. This study recommends more support and professional development for broadcast journalists, more cross-training opportunities, and improved financial compensation.

This study investigated perceptions of social loafing in undergraduate student teams at a South African university. Student participants, randomly assigned to teams, received coursework instruction about team dynamics (including social loafing) and worked together for 12 weeks on a team assignment that was graded at the end of the semester. Students (n = 243) wrote individual reflections on the reasons for social loafing in student teams. Some (n = 24) also participated in an experiential social loafing exercise. These two sources of qualitative data were used in the development of a survey questionnaire, which was completed by 229 students. Fifty-four percent of the student participants (n = 229) perceived social loafing to have occurred in their teams. Four components of perceived social loafing behaviour were identified using factor analysis: unavailability, poor work quality, tech loafing and discussion non-contribution. Loafer apathy (a general lack of care or interest) predicted significant variance in each of the four loafing behaviours and social compensation. Team performance (assignment grades) was not related to the perceived presence social loafing in a team. Rather than reducing effort in response to perceived social loafing (the sucker effect), a social compensation effect occurred in the perceived presence of poor work quality. Effective leadership moderated the relationship between loafer apathy and tech loafing as well as loafer apathy and social compensation. Practical implications and recommendations for future research are presented.

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

Poor decisions and conflicts of interest by members of company boards of directors have been a factor in the dramatic rise in chief executive officer (CEO) compensation, resulting in a lower return on equity (ROE) for shareholders. The purpose of this correlational study was to examine the relationship between CEO compensation, CEO duality, and ROE after controlling for CEO age, CEO tenure, and firm size, as measured by total assets. Agency theory was the theoretical framework for this study. The study examined whether a statistically significant relationship existed between CEO compensation, CEO duality, and ROE, after controlling for CEO age, CEO tenure, and firm size. Archival data were collected and analyzed from a sample of publicly traded firms in the United States listed on the 2016 Standard & Poor's 500 Index. Hierarchical multiple regression techniques were used to test the relationship between variables. The results indicated that there was not a statistically significant relationship between CEO compensation, CEO duality, and ROE after controlling for CEO age, CEO tenure, and firm size. The study may contribute to positive social change by increasing the potential for board of directors' members to implement best practices, contributing to reduced shareholder conflicts, less litigation, higher ROE, and enhanced investor confidence benefiting emerging economies and local communities.

Nonprofit hospitals are under increased pressure to maintain financial stability and compliance with Internal Revenue Service (IRS) net community benefit requirements. Boards of directors are not always confident that the compensation packages awarded to executives stimulate them to act in the organization's best interest. The principal-agent theory formed the basis of this correlational study. Archival data from National Center for Charitable Statistics, Guidestar, and the Center for Medicare & Medicaid Services were collected from 117 nonprofit urban hospitals for the fiscal year 2013. Regression analysis was used to determine the significance of relationships between return on assets (ROA), change in net assets (profit), and net community benefits expense and average executive compensation (AEC). ROA and profit demonstrated a significant relationship with AEC. The direction of the relationship between profit and AEC was positive while the relationship with ROA and AEC was negative. There was no significant relationship between net community benefit and AEC. The implications for positive social change include improved understand of executive compensation alignment, job creation, and IRS net community benefits expense requirements. Lawmakers may use the information to create legislation related to net community benefits expense requirements.