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Reforming severance pay : an international perspective
\"Severance pay, a program that provides compensation to workers on termination of employment, is the most widely used income protection program for the unemployed--yet it is often blamed for creating economic inefficiencies such as reducing employment and limiting access to jobs for disadvantaged groups. Reforming Severance Pay: An International Perspective fills the knowledge gap in evaluating the international experience by providing a collection of worldwide overviews and labor market impact assessments, theoretical analyses, and country case studies. The authors summarize the performance of existing severance pay arrangements around the world and discuss recent innovative severance pay reforms in Austria, Chile, and the Republic of Korea. Reforming Severance Pay proposes policy directions based on country characteristics such as folding severance pay of higher income countries into existing social insurance programs and making severance pay a contractual affair between market partners to live up to the efficiency-enhancing device in a knowledge-based economy. For lower income countries, the authors advise reforming severance pay toward realistic benefit levels, strengthening compliance of benefit payments by the employer, and safeguarding minimum benefits. This report will be of interest to policy makers and researchers working on labor market, unemployment benefit, and pension issues; economic policy reform; poverty reduction; and social analysis and policy\"--P. [4] of cover.
Book
Teacher Merit Pay: A Meta-Analysis
Empirical research investigating the association between teacher pay incentives and student test scores has grown rapidly over the past decade. To integrate the findings from these studies and help inform the debate over teacher merit pay, this meta-analysis synthesizes effect sizes across 37 primary studies, 26 of which were conducted in the United States. Among the U.S. base studies, the results suggest that the effect of teacher ment pay on student tes scores is positive and statistically significant (0.043 standard deviation). This summary effect varies by program design and study context, suggesting that teacher merit pay has the potential to improve student test scores in som contexts but researchers and policymakers should pay close attention to program design and implementation.
Journal Article
The gender pay gap : equal work, unequal pay
Despite increasing awareness, the gender pay gap has yet to close. In 2018, women still earned about eighty cents for every dollar men did, and that number changes when factoring in a woman's education level, profession, and ethnicity. These articles explore the discussion surrounding the gender pay gap, and highlight how our understanding of it has evolved in the past decade. Beginning with Obama's signing of the Lilly Ledbetter Fair Pay Act in his first weeks as president and leading to some of the complicated economics of paid family leave, these articles explore the factors that create a gender pay gap and point to possible solutions.
Book
Pay equity perceptions and pay disclosure preferences: the moderating role of pay transparency
Purpose
This study aims to explore how individual-level and organizational-level factors interact to influence pay information (PI) seeking and PI sharing preferences in PI conversations (i.e. the face-to-face communications context). The authors examine how an individual’s judgment of their pay relative to others – or pay equity perception – affects their PI seeking and PI sharing preferences and how those relationships are affected by organizationally created pay transparency policies and pay transparency practices.
Design/methodology/approach
Using a 2 × 2 × 2 experimental design on the MTurk platform, the authors used a scenario-based prompt method to manipulate employee perceptions of pay equity and organizational pay transparency and tested those effects on employee pay disclosure preferences. The authors consider both pay policy and pay practice dimensions of pay transparency and both PI seeking and PI sharing dimensions of pay disclosure preferences. The final sample had 597 participants.
Findings
The authors find employees’ pay equity perceptions are negatively related to PI seeking behaviors and are even more so when organizations have restrictive pay transparency policies. Also, both pay transparency policy and pay transparency practice increase PI sharing preferences.
Originality/value
The authors provide insight into how individual perceptions drive pay disclosure motivations and the role of organizational policy and practice in influencing pay disclosure preferences within PI conversations. The authors provide insight into the antecedents that shape pay disclosure preferences, which lead to a both PI conversations among coworkers and an increase in one’s pay understanding. This study shows the contextual nature of PI seeking and PI sharing preferences, which are a motivational antecedent to pay-related sensemaking behaviors.
Journal Article
Willingness to pay framework : climate change mitigation in households
\"This book aims to develop a framework for the assessment of population preferences in climate change mitigation policies by applying Willingness to Pay (WTP) approach and presents the results from several case studies in Lithuania on renewable energy generation and renovation in different households. These analyses of climate change mitigation policies and measures, based on the assessment of their effectiveness, provide recommendations for developing innovative measures in other countries. Since public preferences are variable, climate change mitigation policies can change these preferences and allow to form new ones. A useful reference for academics, policy makers, and business community\"-- Provided by publisher.
Book
Desire for Development
In Desire for Development: Whiteness, Gender, and the Helping Imperative, Barbara Heron draws on poststructuralist notions of subjectivity, critical race and space theory, feminism, colonial and postcolonial studies, and travel writing to trace colonial continuities in the post-development recollections of white Canadian women who have worked in Africa. Following the narrative arc of the development worker story from the decision to go overseas, through the experiences abroad, the return home, and final reflections, the book interweaves theory with the words of the participants to bring theory to life and to generate new understandings of whiteness and development work.
Heron reveals how the desire for development is about the making of self in terms that are highly raced, classed, and gendered, and she exposes the moral core of this self and its seemingly paradoxical necessity to the Other. The construction of white female subjectivity is thereby revealed as contingent on notions of goodness and Othering, played out against, and constituted by, the backdrop of the NorthSouth binary, in which Canada's national narrative situates us as the \"good guys\" of the world.
eBook
The accidental equalizer : how luck determines pay after college
\"Though equality is one of the most dearly cherished and proudly proclaimed ideals of our nation, you don't have to look far to see that we not only fall short of it, inequality often grows from one generation to the next. But what if I were to tell you that an egalitarian system has been hiding in plain sight? In this project, Duke sociologist Jessi Streib puts forward a new and bold conclusion: a college degree is the greatest economic equalizer because graduates enter a job market in which success is based on luck. Streib shows that among students who meet a low bar of employability-in particular business majors at a non-elite public university-people from different class backgrounds receive equal pay because luck determines who earns how much. So how do employers for these middle-class jobs manage to short-circuit our unequal system? They do it above all through a strategic use of ignorance: the sector and jobs Streib studied offer very little information to applicants. For instance, some employers pay significantly better than others, but job applicants have no way of knowing which ones offer higher salaries. What's more, evaluation criteria for jobs are not advertised and are incredibly variable. While some hiring managers prefer bubbly, chatty candidates, some prefer candidates who are circumspect and serious. Even seemingly objective criteria didn't get candidates ahead: Streib found that mid-tier employers focused on who could do the job, not on who completed the most internships or where they developed their skills. Even class background seemed to have little influence over a candidate's likelihood of getting a job-hiring managers didn't care whether a candidate's leisure activities were expensive or free. The advantages that applicants access once they're hired extend beyond their salaries: they receive equal access to mentoring and professional growth opportunities, and these advantages carry through into subsequent jobs. Streib's deep dive into the luckocracy uncovers its many faults and advantages, all while suggesting how we can create better and fairer opportunities for everyone\"-- Provided by publisher.
Book
Are You Satisfied With Your Pay When You Compare? It Depends on Your Love of Money, Pay Comparison Standards, and Culture
We develop a theoretical model of income and pay comparison satisfaction with two mediators (love of money and pay comparison standards), examine the direct and the indirect paths of our model, and treat culture (the US vs. Spain) as a moderator. Based on 311 professors in the US and Spain, we demonstrate a positive direct path and a negative indirect path. Our subsequent multi-group analysis illustrates: For American professors, their direct path shows that income is directly related to high pay comparison satisfaction. Their indirect path reveals the following new insights: Professors with high income have a strong love of money orientation, set their pay equity comparison standards (deserved pay and other's salary) significantly higher than their own salary, and as a consequence, have low pay comparison satisfaction. For Spanish professors, love of money is not related to their pay comparison standards which are slightly (non-significantly) higher than their own self-reported income. Neither the direct nor the indirect path is significant. The standardized total effect of income to pay satisfaction is positive for American professors, but negligible for Spanish professors. Are you satisfied with your pay when you compare? Our results demonstrate that pay comparison satisfaction depends on not only one's income but also one's love of money and pay equity comparison standards which may vary across cultures.
Journal Article
Preference for the workplace, investment in human capital, and gender
We use a hypothetical choice methodology to estimate preferences for workplace attributes from a sample of high-ability undergraduates attending a highly selective university.We estimate that women on average have a higher willingness to pay (WTP) for jobs with greater work flexibility and job stability, and men have a higher WTP for jobs with higher earnings growth. These job preferences relate to college major choices and to actual job choices reported in a follow-up survey four years after graduation. The gender differences in preferences explain at least a quarter of the early career gender wage gap.
Journal Article