A model of initial salary detemination for professional and man agerial employees is developed. That part of the model which concentrates on the role of employee salary negotiation behaviors and attitudes was investigated using a sample of 117 individuals. Significant variance in salary bargaining attitudes and behaviors was found; attitudinal and demographic differences be tween negotiators an...

Background and Aim: The main purpose of this study was to investigate the relationships between RST traits and emotion dysregulation include social anxiety, general anxiety, and depression in a student. Materials and methods: 189 students studying at one of the public universities in Tehran were selected by convenience sampling method and then the Patient Health Questionnaire-9, Generalized An...

Using 1996 surveyed data of 1,023 employees in Shenzhen, China, this study estimated the effects of three forms of human capital on employee salary, namely formal education, on-the-job training provided by employers, and adult education pursued by employees. Using a hierarchical linear model, the analysis estimated employee monthly salary growth over a maximum of six years due to (a) such tempo...

In a competitive business environment, the concept of rewards and employee motivation has become a popular point of discussion in many successful organisations. Companies need to review their reward systems in order to improve employee motivation, increase performance and stay competitive. The main purpose of this research was to investigate the role that intrinsic and extrinsic rewards play in...

This paper addresses two specific questions: (1) What behavior is predicted by a “twogood model” in which nonprofit and governmental organizations maximize output of a mission-good—defined as socially desirable but privately unprofitable—and produce a profitable revenue-good to finance that mission? (2) To what extent can the observed differences in economic behavior among institutional forms b...

Salary Differences BetweenMale and Female RegisteredNurses in the United States Fifty years after the Equal Pay Act, the male-female salary gap has narrowed in many occupations.1 Yet pay inequality persists for certain occupations, including medicine and nursing. Studies have documented salary differences across clinical settings for diverse cohorts of physicians2,3 and higher salaries for male...

Using personnel records from a single firm, we analyze the kind of formal salary system used by most large firms. The system is highly centralized, covering salary levels, ranges, raises, and bonuses. Supervisors have little discretion over pay other than through subjective performance ratings. The firm holds relatively strictly to the salary rules, leading to observable constraints on pay for ...