Thesis (Ph. D.)--Virginia Polytechnic Institute and State University, 1994. / Vita. Abstract. Includes bibliographical references (leaves 352-398). Also available via the Internet.

Project report (M. Eng.)--Virginia Polytechnic Institute and State University, 1991. / Abstract. Includes bibliographical references (leaves 83-86). Also available via the Internet.

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M.Ed. (Education Management) / Participation in extra-curricular activities ensures that pupils receive a balanced and comprehensive education. Involvement in sport and cultural activities definitely contributes to the formation of a positive self-concept and leadership development. Opportunities have to be created for scholars, by their coaches, to facilitate self-discovery whilst participating in sport and cultural activities. Extra-curricular activities also give rise to improved physical health, intellectual and spiri tual developmen t. It is essential for teachers to make certain sacrifices in order to enable scholars to achieve and develop in extra-curricular activities. In accordance with the policy of the organised teaching profession, a teacher is regarded as a professional person. Remuneration in exchange for a professional service comprises an all-inclusive package. Additional remuneration has never been recommended for teachers in respect of extracurricular activities as part of their broader job description. This rigid viewpoint is paradoxical if one bears in mind that teachers employed at schools for gifted children do,. in fact, receive additional remuneration for their involvement in these specialised'activities. As a result of rationalisation, larger classes make it more difficult for the teacher to participate in extra-curricular activities. Any sacrifices that are made by the teacher should be rewarded. Additional remuneration is also justified by the presence of the many risk factors that could be involved. Legal action could, for example, be instituted against a teacher who was guilty of negligence whilst coaching a particular activity. South Africa differs from many Western countries as far as the presentation of extra-curricular activities are concerned. These activities are usually supervised by teachers at the school. The teachers involved are expected to accept this additional responsibility without any extra remuneration.

The purpose of this descriptive study was to investigate the relationships among the awarding of career pay, teacher motivation, and student achievement. This study sought to answer the following questions: (1) Is there a difference in intrinsic and extrinsic motivation of those teachers who receive career pay as opposed to those teachers who do not receive career pay? and (2) Is reading and mathematics achievement higher in teachers' classes where teachers receive career pay than in classes where teachers do not receive career pay? According to the U.S. Department of Education projections, by the year 2009 school systems will face a 2-2.5 million teacher shortage. Some 200,000 new teachers are needed annually to enter the profession. Career pay may prove to be a method to reward, to attract, and to retain excellent teachers. Student achievement was assessed using the California Achievement Test. Pretest and Posttest gain scores were used to assess higher achievement in reading or mathematics for teachers who receive career pay as opposed to those who did not receive career pay. A Teacher Motivation Questionnaire was used to assess intrinsic and extrinsic motivation of teachers. Specifically, the instrument was used to determine if teachers who received career pay were more intrinsically or extrinsically motivated than teachers who did not receive career pay. Data collected were analyzed using the Statistical Package for the Social Sciences using regression analysis, frequencies, reliability, and t-tests. Conclusions of this study are that teachers who receive career pay are not more intrinsically or extrinsically motivated than teachers who do not receive career pay and that student achievement is not increased by the awarding of career pay. / Ed. D.

This paper examines shareholder disapproval of CEO compensation as expressed through their advisory vote on executive compensation (say-on-pay) as required by Section 951 of the Dodd-Frank Wall Street Reform and Consumer Protection Act. Using a sample of 884 votes by S&P 500 firms in 2011 and 2012, I find that higher CEO salary, a weak link between pay and performance, and higher dilution from stock option grants are associated with lower say-on-pay approval. In addition, I find evidence that shareholders are sophisticated in their examination of CEO compensation by voting against excess compensation over what is deserved due to performance and other determining factors.

¡@¡@The main purpose of this research is to understand what factors will affect the engineer work attitude. I focus on the issue of engineer¡¦s organizational commitment, job satisfaction, and turnover intention with pay satisfaction and pay equity. Through this research we can know below results: I. Engineer¡¦s pay satisfaction affects his work attitude. 1. There is a significant positive relation between the benefit of pay satisfaction and the continual organizational commitment. 2. There is a significant positive relation at the pay structure and administration and the benefit and job satisfaction. 3. There is a significant negative relation at the pay structure and administration and the benefit and turnover intention. II. Engineer¡¦s pay equity affects his work attitude. 1. There is a significant positive relation between the communication of pay procedure equity and the organizational commitment. 2. There is a significant positive relation at the external and internal distributive equity and job satisfaction. 3. There is a significant negative relation at the external and individual distributive equity and turnover intention.

This case is based on a semiconductor equipment supplier which was a branch in Taiwan. The research is about analyzing how the influence of compensation system reform on employees¡¦ pay satisfaction & organizational commitment through by employees¡¦ pay-for-performance perceptions and justice perceptions on reformed compensation system. By doing that, we can understand the performance of the new system. The result of the research could be provided to the company for reference for next compensation system reformed. The result of the research is summarized as below: 1. Employees¡¦ pay-for-performance perceptions of reformed compensation system has positive impact on value commitment and commitment-to-stay. For justice perceptions has positive impact on value commitment. 2. Employees¡¦ justice perceptions of reformed compensation system has positive impact on pay satisfaction. 3. Employees¡¦ pay satisfaction of reformed compensation system has positive impact on value commitment and commitment-to-stay. 4. Pay-for-performance perceptions and justice perceptions of reformed compensation system will impact on value commitment and commitment-to-stay through pay satisfaction.

Abstract A well designed salary system can influence employee¡¦s work motivation and will reflect on their work performance. It would not be difficult to understand, based on the theory of expectancy, a linkage between reward and performance will motivate employee to work harder, and from which to create good performance and in turn to receive better rewards. That is to say a business which adopts an incentive reward system to motivate employee will receive better performance from them in a consistent manner and the end result is to improve the performance of the organization. In the past, there have been many researches on influence of salary system on pay satisfaction and working attitude of employee, but few has studied differences in individual risk preference which can interfere with pay satisfaction and to explore differences in risk preference of employee, the effect of variable pay on pay satisfaction and working attitudes. Through empirical analyses, it was found that: 1. In an organization, an implementation of variable pay system will affect pay satisfaction. As salary links more closely with performance, employee¡¦s pay satisfaction increases. 2. The impact of variable pay on pay satisfaction is not influenced by individual risk preference. Due to differences in salary system to motivate employee, in the business this study concludes if employee is unaware of risk or incentive that is structured in the salary system, then there will be not interaction between difference in risk preference and variable pay system, and will also have no impact on salary satisfaction. 3. Pay satisfaction will have an effect on work attitude of employee. The higher the pay satisfaction, the stronger the organization commitment and job involvement by the employee. 4. Through pay satisfaction, variable pay will indirectly affect employee¡¦s work attitude. A reflection on organizational commitment and job involvement due to salary variable as a result of performance change in part must pass through the intermediate effect of pay satisfaction. Keywords: variable pay, risk preferences, pay satisfaction, organizational commitment, job involvement

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