Many people and organizations worldwide are still trying to gain access to internet services (Buechner, 2020). The quest for the internet is ongoing, just as electricity was once a privilege when it ...was first invented and made available mainly to only scientists and engineers, then to people of financial means in primarily urban areas (Southern Oral History Program, n.d.), and continues to be a struggle even today in many parts of the world (Odarno, 2017). Thus, the development and implementation of the ever-morphing internet also continually changes. In early 2020, education was caught off guard by the COVID-19 pandemic. As a result, American education's need for accessible, reliable internet services for all teachers and students became a prominent concern. In this article, various internet complexities of U.S. school art teachers during hybrid and remote teaching will be discussed.
In the past decade, crowdworking on online labor market platforms has become an important source of income for a growing number of people worldwide. This development has led to increasing political ...and scholarly interest in the wages people can earn on such platforms. This study extends the literature, which is often based on a single platform, region, or category of crowdworking, through a meta-analysis of prevalent hourly wages. After a systematic literature search, the paper considers 22 primary empirical studies, including 105 wages and 76,765 data points from 22 platforms, eight different countries, and 10 years. It is found that, on average, microtasks results in an hourly wage of less than $6. This wage is significantly lower than the mean wage of online freelancers, which is roughly three times higher when not factoring in unpaid work. Hourly wages accounting for unpaid work, such as searching for tasks and communicating with requesters, tend to be significantly lower than wages not considering unpaid work. Legislators and researchers evaluating wages in crowdworking need to be aware of this bias when assessing hourly wages, given that the majority of literature does not account for the effect of unpaid work time on crowdworking wages. To foster the comparability of different research results, the article suggests that scholars consider a wage correction factor to account for unpaid work. Finally, researchers should be aware that remuneration and work processes on crowdworking platforms can systematically affect the data collection method and inclusion of unpaid work.
This study aimed to analyze the relationship between the director pay slice and firm financial performance. This study used 1024 observations from companies listed on the Indonesia Stock Exchange ...from 2011 to 2019. The analytical technique used in this study was ordinary least square regression with a cluster model approach and fixed effects using the STATA 16.0 software. This study partially found that director pay slice and the existence of a remuneration committee are positively and significantly related to the company's current and future performance. Furthermore, this study indicates that companies with a high director pay slice and remuneration committees tend to have a better level of performance because the presence of a remuneration committee helps to align the relationship between the director pay slice and firm financial performance. This study has implications for developing countries regarding effective corporate governance by analyzing the governance in Indonesia. Our study's overarching goal was to understand the relationship between the director's pay slice and the firm's financial performance through the overall analysis.
This study investigates the impact of the integration of sustainability criteria in executive remuneration on corporate sustainability performance (CSP). The paper tests the pooled OLS models on a ...cross-country sample comprising 279 firms from 19 European Union countries and the United Kingdom under the period from 2014 to 2018. The results suggest that there is a significant positive impact of sustainability-related executive remuneration on CSP. Furthermore, there is no significant statistical evidence for the moderating impact of the sustainability committee on the relationship between sustainability-related contracting and CSP. Moreover, the results reveal that the moderating effects of official CSR disclosure and external assurance for sustainability reports are significantly negative. We suggest that regulators and practitioners promote the integration of sustainability targets in executive remuneration to improve CSP and review the quality of sustainability reporting systems.
This study recounts the experimental implementation of a stipend program to incentivize and reward instructor use of open educational resources (OERs). The authors leveraged a statewide initiative to ...develop an award system based on specific criteria, and 24 instructors qualified. The authors surveyed awardees to explore their perceptions of using OERs and the utility of incentivizing that practice. All survey participants reported that the use of OERs had a highly or moderately positive impact on student learning and engagement. The majority of participants indicated curricular needs and textbook costs as the primary motivations for originally creating or adopting OERs; only one-third qualified the stipend program as either highly or moderately incentivizing. Participants also reported how they used their stipends, the challenges to OER adoption, and their recommendations for how to incentivize the practice. The authors discuss the implications for OER stipend programs generally, and they propose future research directions.
PurposeThe purpose of this study is threefold: to examine the impact of a remuneration committee (RC) on the level of chief executive officer (CEO) remuneration; whether firms with a RC, pay a ...premium to CEOs with different skill sets (general or specific); and whether a pay premium mitigates the potential for CEO turnover.Design/methodology/approachThis study uses a sample of 5,305 firm-year observations on a data set drawn from companies listed on the Australian Securities Exchange for the period 2007 to 2014. The authors use ordinary least squares as well as logit regression techniques to test the formulated hypotheses. Difference in difference and propensity score matching techniques were undertaken to address the endogeneity concerns.FindingsThe findings show that firms with a RC pay a higher total remuneration to CEOs compared to firms without a RC. Furthermore, firms with a RC, value and reward CEOs with general skills by paying a premium not offered to CEOs with industry-specific skills. Paying a premium, in turn, mitigates CEO turnover by strengthening the CEO’s commitment to the organisation.Originality/valueThe study helps us to understand the critical role played by the RC in the remuneration of CEOs. The findings show that RCs act as an effective governance mechanism to deal with issues of executive remuneration and to retain skilled CEOs. Additionally, CEOs who acquire and develop general managerial skills will be able to extract higher pay from improved bargaining power. The findings will be of relevance to shareholders, regulators and company management who have an interest in executive pay and performance.
Relying on cross-country panel data, the paper investigates the possible repercussions of salary gap for employee productivity and corporate financial performance. Our empirical findings corroborate ...the presence of a negative tail effect of wage gap on productivity and employee morale. While worsening employee turnover and productivity, and increasing the chances of workplace controversies, high salary gap is found to be associated with a more efficient cost structure and higher profitability. Our evidence suggests that extreme salary gap may be curbed by targeted internal policies favoring internal promotion and career development, unionization, employee and managerial training. The composition of the board’s remuneration committee appears to play but a minor role in shaping the scale of salary gap. The results of the study are in line with equity aversion theory and suggest that extreme wage inequality may impede firms’ growth with spillover effects observable at the macro-level. Targeted policies may be necessary to counter the negative repercussions of high compensation disparities as within-firm mechanisms appear insufficient to mitigate them.
Following liberalization reforms, the ability of power markets to provide satisfactory incentives for capacity investments has become a major concern. In particular, current energy markets can ...exhibit a phenomenon of investment cycles, which generate phases of under and over-capacity, and hence additional costs and risks for generation adequacy. To cope with these issues, new mechanisms, called capacity remuneration mechanisms (CRM), have been (or will be) implemented. This paper assesses the dynamic effects of two CRMs, the capacity market and the strategic reserve mechanism, and studies to what extent they can reduce the investment cycles. Generation costs and shortage costs of both mechanisms are also compared to conclude on their effectivity and economic efficiency. A simulation model, based on system dynamics, is developed to study the functioning of both CRMs and the related investment decisions. The results highlight the benefits of deploying CRMs to solve the adequacy issue: shortages are strongly reduced compared to an energy-only market. Besides, the capacity market appears to be more beneficial, since it experiences fewer shortages and generation costs are lower. These comparisons can be used by policy makers (in particular in Europe, where these two CRMs are mainly debated) to determine which CRM to adopt.
•A study of the dynamic effects of CRMs on generation investments is provided.•Capacity market and strategic reserve mechanism are compared.•Both CRMs reduce the cyclical tendencies prone to appear in energy-only market.•The capacity market experiences fewer shortages and generation costs are lower.
The World Health Organization seeks to address the maldistribution of healthcare professionals which results in inequitable services to underserved communities (World Health Organization (WHO), ...2015). In South Africa, the underserved areas are the public sector hospitals and the rural areas. Radiographers, like other healthcare professionals, are also unequally distributed between the public and private sector hospitals, and between the rural and urban areas. Since one of the perceived factors for maldistribution is job satisfaction, it is essential to explore factors that contribute to job satisfaction/dissatisfaction amongst radiographers to develop a model to attract and retain radiographers in the public sector.
The study used exploratory sequential mixed methods approach to explore job satisfaction amongst radiographers, employed by public tertiary hospitals in the Gauteng province, South Africa. In phase one of the study (qualitative), individual and focus group interviews were used to collect data, and in phase two (quantitative), a self-developed questionnaire was used. The data collected was analyzed in sequential order, where thematic analysis was performed for phase one of the study, and SPSS version 23 was used in phase two.
In phase one, five themes emerged, namely the influence of government policies on job satisfaction, lack of career pathing, poor remuneration, working conditions, and the role of the human resources department. In phase two, the Pearson's correlation test was performed which showed that there was a significant correlation of intent to leave, p = .005 with the following factors: government policy on Occupational Specific Dispensation (OSD) and Performance Management Development System (PMDS), working conditions, supervision, equipment and infrastructure, and poor remuneration.
Government policies, working conditions, and poor remuneration play a significant role in job satisfaction amongst radiographers employed by public tertiary hospitals in the Gauteng province.
The proposed model could enhance job satisfaction for radiographers employed by the public sector hospitals and ultimately increase attraction and retention rates of radiographers for this sector.
