LOCAL PAY DETERMINATION

Abstract. Theoretical models of local pay are reviewed, ranging from neoclassical perspectives, unemployment/wage trade-off models, and segmented labour market approaches. The empirical work on U.S. North-South differentials is discussed. For the U.K., studies of the extent of and trends in geographical pay differentials are considered, as well as behavioural explanations focusing on the role of excess demand. The issue of adjustment processes is then discussed, both in theory and in relation to empirical work for the U.S. and U.K. This discussion focuses largely on geographical spillover effects, in terms of origins, evidence, and issues of identification. Finally, the impact of certain impediments in the adjustment process are considered, specifically in relation to the U.K. These concern the role and influence of national wage bargaining, as well as factors inhibiting labour migration, stemming from the housing market and the climate of the national labour market.     

Because you're worth it? Determinants of Vice Chancellor pay in the UK

Wage inequality has increased across most developed nations; this has been manifested in a wide range of organisations and sectors, with implications for well‐being and sustainability; within UK universities, this has become increasingly visible. There is increasing pressure on universities to deliver social and economic impact in an increasingly market‐driven and metric‐driven environment. In the UK context, increasing financial pressure has led to both an escalation of student fees and constrained wage growth for faculty. In contrast, most Vice Chancellors have secured substantive pay packages raising concerns that regulatory failures may be contributing to the rise. We show that Vice Chancellors use their internal power within organisations to extract a disproportionate amount of the value created by the institution. However, we encountered much diversity according to the quality of governance, highlighting the extent to which not only contextual but also internal dynamics drive wage inequality.     

董事会断裂带与企业薪酬差距

高管与普通员工之间的薪酬差距不仅影响着企业的激励效率与企业价值,还关系到社会的公平与稳定。断裂带是Lau and Murnighan(1998)提出的假想的分割线概念,即可以将团队划分为多个小团体。以2005—2019年中国A股上市公司为样本,本文从董事会断裂带这一视角探索董事会中小团体的差异性对于薪酬差距的影响和后果。本文研究发现:(1)董事会断裂带的存在加剧了企业高管与普通员工之间的薪酬差距;(2)分解董事会断裂带的类型后,由深层特征形成的断裂带对于薪酬差距的影响高于由表层特征形成的断裂带;(3)区分行业竞争的程度后,公司所在行业的激烈竞争有助于缓解董事会断裂带造成的薪酬差距扩大;(4)从经济后果来看,董事会断裂带造成的薪酬差距对企业绩效具有显著的负向影响。本文的研究有助于深入理解企业薪酬差距形成的机制及其后果,同时对于完善我国董事会的监督机制也有一定的现实启发。     

绿色人力资源管理实践感知、资质过高感与员工绿色行为

企业绿色人力资源管理实践旨在通过激发员工绿色环保行为，实现企业绿色可持续发展。员工资质过高感虽然是影响员工行为的重要因素之一，但绿色人力资源管理研究对其关注甚少。为此，以员工为调查对象，基于个体层面，从资质过高感研究绿色人力资源管理实践感知与员工绿色行为的关系。结果发现：绿色人力资源管理实践感知与员工绿色行为显著正相关，资质过高感发挥U型调节作用。结论可为组织绿色人力资源管理实践提供有益参考。     

高校实行绩效工资制度存在的问题与对策

绩效工资是一把＂双刃剑＂,用得好能大大提高管理效益,用得不好又会制造新的麻烦与障碍。本文分析了高校实行绩效工资制度的优势和负面影响,并对进一步完善高校绩效工资制度提出了对策和建议。     

租金率折价视角的学区价值测度——来自上海二手房市场的证据

近年来,国内主要城市学区房现象持续升温,成为社会关注热点。由于学区房可以再出售,现有文献基于学区房溢价的研究并不能准确体现学区自身价值。本文提出租金率折价的概念,基于对上海二手房挂牌出售和出租数据的联动使用,应用特征价格模型和边界固定效应的方法对学区房的租金率折价进行系统分析,对优质教育资源的意愿支付价格做出更准确估计。实证结果表明,学区房的租金收益率平均而言比非学区房低5%,对于小户型住宅更可达19%,且租金率折价存在较大的波动,受教育部门公立学校入学政策冲击的影响大,证实学区房存在较大的政策风险。本文据此提出,实施基础教育阶段公共学校入学资格的“租买同权”,将有助于促进基础性公共教育资源的更公平利用,同时也有助于防范房地产市场价格过度波动。     

生态城市指标体系构建与生态城市示范评价

生态城市指标体系构建与生态城市示范评价是生态城市理论与实践的重要组成部分.论文介绍了生态城市指标体系的构建方法与程序,并对生态城市示范案例进行评价.在此基础上,针对新建项目和既有项目生态化改造分别进行总结,并提出政策建议.     

政府控制、高管薪酬与盈余管理

以我国上市公司为研究对象,考察不同政府控制下,高管薪酬激励制度对上市公司盈余管理的影响,实证结果表明,在国有企业中,高管薪酬与盈余管理正向相关,说明高管薪酬激励在一定程度上并不能积极参与上市公司治理,反而构成了盈余管理的动因之一;在民营企业中,高管薪酬与盈余管理正相关并不显著,说明民营企业中高管薪酬激励在一定程度发挥了治理功能并不构成盈余管理的动因。研究结果有助于揭示高管薪酬激励制度作为公司治理的外部机制所带来的经济后果。     

Security: The Virtual Quest

ABSTRACT

Security and related contingency recovery plans ensure a business' survival when it is faced with potential information systems breakdowns. Its primary objective is to prevent a calamity from occurring and to limit the impact of destructive events related to computer-based information systems. Most disaster recovery plans, when put into effect, fail to serve the intended purpose. The value of a properly implemented security is to prevent external intrusions before they start, and have an internal recovery plan to restore service so that assets are not adversely affected.

This paper provides some insight regarding security as well as identifying some of the pitfalls or weakness in this part of an organization's communication network. Emerging technologies such as the use of biometrics, authentications, steganography, and data encryption used for security will be the focus of the paper.     

Innovation in the every day life of libraries

A state of the Art trend analysis of the Library and Information science reveals that the Library world is in the midst of the technological restructuring. Every branch of library work changes continuously because of the technological facilities, although the missions and goals remain unaltered. The libraries belong to these professional divisions which involve the innovation and technology transfer in everyday life. In most of the cases innovation either as a product or as a procedure goes into the libraries, it's not a phenomenon produced by them.On the strategic level libraries on average have developed the ability to collect, process and assimilate technological innovation.On the organizational level libraries follow the changes which technology transfer dictates such as close co-operation with computer centers and external commercial information suppliers, software and hardware suppliers, science and technology achievements, etc. It is too common to libraries to develop routines and Best Practices for every task, derived by the technology they use, for the cost decrease, the time save and the increase of the effectiveness and efficiency.The innovative process is the kind which libraries could adopt, as innovation is composed of the systematic retrieve of changes and systematic analysis of the opportunities which these changes could contribute to economic and social improvement.Innovation above all, is a social procedure, as it is interpreted in terms such as creativity, desires, fantasy and the ability to take risks and to change. So innovation and technology transfer differentiates the role of the librarian and extends it beyond the limits of the information intermediary. The librarian in order to involve, anticipate and especially produce innovation has to learn how to learn, as libraries have to learn how to change.The presentation will be a methodological one and will focus on Best Practices, the definition and a short report, how they combine with the library functions and how they produce innovative processes and new Best Practices. An evaluation of Best Practices according the Value Analysis method is included as a prerequisite of the final choice of which practice is characterised as Best and which not.