High rates of attrition make it challenging for schools to provide qualified special education teachers for students with disabilities, especially given chronic teacher shortages. We synthesize 30 ...studies from 2002 to 2017, examining factors associated with special educator attrition and retention, including (a) teacher preparation and qualifications, (b) school characteristics, (c) working conditions, and (d) teacher demographic and nonwork factors. Most studies examined working conditions (e.g., demands, administrative and collegial supports, resources, compensation) among special educators who left teaching, moved to other positions, transferred to general education teaching, or indicated that they intended to stay or leave. The majority of researchers used quantitative methods to analyze national, state, or other survey data, while eight used qualitative methods. Our critique identifies both strengths and weaknesses of this literature, suggests research priorities, and outlines specific implications for policy makers and leaders.
Les signataires de la convention pharmaceutique ont souhaité le transfert, à l’officine, d’une rémunération essentiellement supportée par la marge commerciale à une autre moins sensible à la baisse ...des prix des médicaments. Un pharmacien qui veut améliorer sa rentabilité a aujourd’hui intérêt à accompagner ses patients chroniques et fragiles, et à prendre en charge les traitements complexes.
The signatories of the Pharmaceutical Agreement wished to shift the pharmacy’s remuneration system from one based essentially on sales margins to one that is less sensitive to falling drug prices. Today, pharmacists who want to improve their profitability have an interest in supporting chronic and fragile patients, and in managing complex treatments.
This research examines the relationship between employees' career growth and organizational commitment. Career growth was conceptualized by four factors: career goal progress, professional ability ...development, promotion speed and remuneration growth, while organizational commitment was conceptualized using Meyer and Allen's (1997) three component model. Survey data, collected from 961 employees in 10 cities in the People's Republic of China, showed that the four dimensions of career growth were positively related to affective commitment, and that three of the facets were positively related to continuance and normative commitment. Only three of eighteen two-way interactions among the career growth factors affected organizational commitment, suggesting that the career growth factors influence commitment in an additive rather than a multiplicative manner.
Results focus on how career growth can be used to manage organizational commitment.
The purpose of this study was to analyze the role of remuneration as a moderating variable for the effect of transformational leadership on job involvement. This research is a quantitative study ...using Structural Equation Modeling (SEM) analysis tools. The results showed that transformational leadership had no significant effect on worker involvement. High work involvement of lecturers could occur both for lecturers in work environments with leaders who often or rarely apply transformational leadership. Remuneration does not mediate the effect of transformational leadership on work involvement, because the remuneration for lecturers at the institution has not met expectations.
Abstrak
Tujuan dari penelitian ini adalah menganalisis peran remunerasi sebagai variabel moderasi untuk pengaruh kepemimpinan transformasional terhadap keterlibatan kerja. Penelitian ini merupakan penelitian kuantitatif menggunakan alat analisis Structural Equation Modelling (SEM). Hasil penelitian menunjukkan bahwa kepemimpinan transformasional berpengaruh tidak signifikan terhadap keterlibatan kerja. Tingginya keterlibatan kerja dosen bisa terjadi baik pada dosen di lingkungan kerja dengan pimpinan yang sering atau jarang menerapkan kepemimpinan transformasional. Remunerasi tidak memediasi pengaruh kepemimpinan transformasional terhadap keterlibatan kerja karena pemberian remunerasi dosen di institusi belum memenuhi harapan
In view of the EU Council's requirements regarding the adequacy of legal minimum wages in order to ensure decent working and living conditions for European employees, this paper aims to analyze the ...evolution of the minimum wage in Romania and its motivational role in Romania. Although the Romanian government has substantially increased the minimum wage in order to help low-income workers, this increase has not exceeded the rapid growing pace of inflation, which has resulted in low living standards and purchasing power for the disadvantaged, as there are no other financial instruments to increase the income of the disadvantaged.
In recent years, electricity markets have been characterized by a growing share of fluctuating renewable energies, which has increased concerns about the security of electricity supply. As a ...consequence, existing market designs are adapted, and new capacity remuneration mechanisms are introduced. However, these mechanisms entail new challenges, and it is disputed whether they are indeed needed. In this article, an overview of the current debate on the necessity of capacity remuneration mechanisms is provided. Furthermore, initial experiences of real-world implementations are discussed, and common findings in the literature, categorized by their economic implications, are derived. Finally, shortcomings in existing research and open questions that need to be addressed in future works are pointed out.
•The need for capacity remuneration mechanisms is controversially discussed.•Experiences of real-world implementations are summarized.•Findings from the literature show a broad field of economic implications.•Further research topics are identified, e.g., efficiency and cross-border effects.
PurposeCompanies around the globe increasingly receive immense shareholder scrutiny due to perceivably excessive executive director remuneration. The debate in South Africa intensifies due to severe ...pay inequality. The authors thus accounted for the perspectives of asset managers and listed financial services companies in South Africa pertaining to the impact of voting and engagement on director pay policies and practices.Design/methodology/approachSemi-structured interviews were conducted with selected asset managers, chief executive officers, chief financial officers and remuneration committee members of listed financial services companies to gauge their views on the impact of shareholder activism endeavours on remuneration governance. The qualitative data was analysed by conducting thematic analysis.FindingsMost of the asset managers and financial services representatives preferred proactive, private engagement on pay concerns, given the impact thereof on voting outcomes, and ultimately director remuneration practices and policies. Independent remuneration committees have a prominent role in facilitating engagements with investors to ensure fair remuneration.Research limitations/implicationsThe consequences should be clearer if organisations receive substantial votes against their pay policies and implementation reports. South African regulators can consider the “two-strikes” rule to ensure that action is taken in response to shareholder voting on director remuneration matters.Originality/valueRepresentatives of asset managers and listed financial services investee companies offered valuable insights on remuneration governance deliberations in an emerging market. This in-depth analysis highlights the importance of proactive engagement to ensure that corporate leaders are paid fairly.
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