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The COVID-19 pandemic has heightened the visibility of economic inequality and the inadequacy of current minimum wage laws in the United States. Changes in the minimum wage, a living wage, or just employment practices may be compelled by law or voluntarily enacted by employers. A literature search failed to yield a concise and practical tool to comprehensively assess existing just employment policies or practices in higher education institutions. This article describes the development of a concise and practical assessment based on the "Model Just Employment Policy" from the Kalmanovitz Initiative for Labor and the Working Poor at Georgetown University. The resulting Just Employment Policy Assessment is used to evaluate the publicly available policies of four disparate higher education institutions in the United States. The article concludes with a discussion of implications for future research and administrative practice.
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Past research has discovered that the shape design and interaction process design of AI robots, as well as the users' constant features, are the major factors that affect users' willingness to interact with AI robots. Currently, AI robots that play a vital part in the daily activities of our society are becoming increasingly prevalent, thus things about AI robots have gone from mythic to prosaic. But when and where people are more likely to adopt AI robots remains an important research topic. With the development of online technology and the long-term impact of COVID-19, there has been a recent trend in the lower frequency of socializing. To investigate whether a state of low socializing frequency is a robotic moment and whether it affects people's willingness to interact with AI robots, we conducted two-wave questionnaire surveys to collect data from 300 participants from 23 provinces in China. The results showed that the frequency of socializing had a significant negative correlation with the willingness to interact with the AI robots via the mediation role of social compensation. Furthermore, the relationship between social compensation and willingness to interact with the AI robots was demonstrated to be stronger, when participants had a lower anthropomorphic tendency. These findings have theoretical implications for the human-computer interaction literature and managerial implications for the robotics industry. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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Under the Chinese "Zero-COVID” policy, many laborers were forced out of work. Participating in educational compensation can effectively help unemployed laborers achieve re-employment. This paper selected Jining, Shandong Province, as the research area, analyzed the data using a questionnaire survey and key interviews, and observed factors that affect and change willingness to receive educational compensation (WTEC) and the willingness to accept the training duration (WTTD) of unemployed laborers. The study found that 77.78% of unemployed laborers are willing to receive educational compensation, and the WTTD is 12.05 days. Among them, eight factors affect WTEC, such as the years of education, the duration of unemployment, whether there are dependents in the family, and the family's size. Nine factors such as gender, age, education, unemployed duration, dependents, and other supportable incomes affect WTTD. Based on this, by taking measures from the government and laborers, WTEC and WTTD can be improved, and then the rate of re-employment can be enhanced, and finally, the employment problem can be ameliorated.
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This preliminary study aimed to identify attributes for observed and latent variables. A documentary review was employed to investigate the attributes for latent variables, namely technological integration, disruptive leadership, and organizational transformation while the observed variable was human resource management during the disruption era. The findings revealed that there are six attributes for human resource management during the disruption era, four attributes for technological integration, five attributes for disruptive leadership, and four attributes for organizational transformation. All these variables and their attributes are going to investigate using structural equation modeling in order to explore relations between observed and latent variables.
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For any Firm or organization or industry, the major asset is their employees. The importance of employees to any organization does not just depend on recruiting the talent, but also on retaining them for more period of time. The research focused on the various findings of the previous researchers and also included the present pandemic situation which effected the Indian economy and also decisions of the employees to shift their roles and organization. Various opportunities are open in the market, there by attracting the employees towards new opportunities. The present paper comprises of the Human Resource practices that make the employees stick towards a organization for longer period. The concept studied through descriptive research technique and secondary source of information is taken from various journals and articles. All the HR managers who wish to keep their good talent with in organizations must remember that just one strategy does not work for successful employee retention and it also depends on various HR elements namely the medical assistance in this pandemic, available opportunities for career development, performance recognition techniques and rewards, compensation, leadership style, management strategies, Training and development, motivation, decision making strategies. © 2023 Author(s).
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The purpose of this research is to examine the influential attributes of employees' attitudes and intentions to stay in the domain of human resources management in a low-cost carrier business. Using justice theory as a theoretical underpinning, financial compensation, nonfinancial compensation, coworker relationships, and procedural fairness were derived. The explained attributes of this research were attitude and intention to stay. This study used a survey and collected data on 233 employees in low-cost carriers as survey participants. To test the hypotheses, this study employed structural equation modeling. The results showed that attitude was positively impacted by financial compensation, nonfinancial compensation, coworker relationships, and procedural fairness. The results also revealed the positive effect of coworker relationships and attitudes on the intention to stay. This study sheds light on the literature by ensuring the explanatory power of justice theory in the area of low-cost carrier business.
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With large shift to decentralized strategies, industry roles appear set for change Our 2022 Clinical Research Industry Salary and Employee Satisfaction Survey Report, a biennial survey of clinical trials professionals, conducted with our survey partner SCORR Marketing, shows no overwhelming deviations this year from previous years. In Figure 1 on the facing page, you can see the various functional areas and, expectedly, a higher proportion of clinical operations respondents, as that is our core content focus. [...]75% of the respondents do not receive non-cash compensation such as a car, stock options, or mobile phones. In the first five to seven years, employee value increases much more quickly than 3% a year (a typical merit increase). "Because the leaving and onboarding process is time-consuming and costly for employers, why not look to increasing the base pay via merit increases for current employees?
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The "risk compensation hypothesis" holds that vaccinated individuals may be less motivated to protect themselves using other COVID-19 mitigation behaviors-e.g., masking, distancing and hand hygiene-given that they may percieve thier infection risk to be lower. The current investigation provides an empirical test of the risk compensation hypothesis in the COVID-19 context using prospective data from the Canadian COVID-19 Experiences Survey (CCES). The survey comprised 1,958 unvaccinated and fully vaccinated individuals drawn from a representative sample, using quota sampling to ensure substantial representation of unvaccinated individuals. Two waves of data were collected 6 months apart. Findings revealed that vaccinated individuals performed COVID-19 mitigation behaviors significantly more frequently than their unvaccinated counterparts, and they also showed lower rates of attenuation as the pandemic continued. In summary, our findings do not support the risk compensation hypothesis; instead they support the notion that people adopt vaccination and other protective behaviors in parallel.
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Policy changes resulting from the coronavirus 2019 (COVID-19) pandemic have had a substantial and positive impact on the clinical care of persons with opioid use disorder. These innovative paradigm shifts created a ripe environment for re-evaluating traditional approaches to recruiting and retaining persons who use drugs into research studies. For example, changes to methadone prescribing requirements and authorization of buprenorphine prescriptions via telehealth have both increased access to medications. In this commentary, we contribute to ongoing conversations about the ethics of compensation for participants in addiction-related clinical research and share methods of payment that proved successful in research performed during the pandemic. We also discuss approaches to enrollment and follow-up that were implemented during the height of COVID restrictions. These approaches may mutually benefit both participants and researchers in a post-pandemic era.
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COVID-19 outbreak has re-designed business activities and changed the priorities in our lives. Since the pandemic is a sign of overexploitation of our habitat, it has stressed the importance of sustainable and resilient businesses and ‘stakeholderism'. A recent survey conducted by Willis Towers Watson (WTW) revealed that 74 percent of the American companies proceed with their executive compensation frameworks widely consistent with last year's;only 12 percent stated that they will make substantive changes in their corporate governance and remuneration structures. Surprisingly, the survey result does not alter too much in the Nordic countries which are egalitarian and stakeholder-oriented. Three-fifth (57 to 61 percent) of the employers in Norway, Sweden, Denmark, and Finland expressed that they are not planning to change the structure of the executive schemes and that one-fourth (24 to 26 percent) are still unsure. Therefore, this book chapter, as a commentary, aims to disclose and interpret the survey results from the Nordic countries perspective and guide the practitioners and academics on how the corporate governance systems and executive compensation schemes should be modified to reach fair, resilient, and sustainable businesses based on the key takeaways from the COVID recession and stakeholder theory. © 2023, The Author(s), under exclusive license to Springer Nature Singapore Pte Ltd.
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This chapter explores the organizations, campaigns, and movements that advocate for gender equity in medicine, equity in specialties with the highest percentages of individuals who identify as women, and those which support women in pediatrics such as the work of the Federation of Pediatric Organizations (FOPO). It discusses these in the context of disparities in compensation, promotions, and research, the disproportionate effects of COVID on women in medicine, as well as the compounded effects of intersectionality in pediatrics. It also reviews studies that raise awareness of gender-based concerns in pediatrics like the Pediatric Life and Career Experience Study (PLACES) study and delves into one of the most recently launched pediatric advocacy groups, ADVANCE PHM. Through these avenues, there has been an increase in the awareness of gender equity and humanization of a profession that has historically had standards that are difficult to live up to and do not reflect the full potential of women who enter the profession. © The Editor(s) (if applicable) and The Author(s), under exclusive license to Springer Nature Switzerland AG 2022.
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Currently, there are more than 60, 000 practicing hospitalists in the United States. This represents a steady and slight exponential growth over the past 25 years. No specialty has grown as fast and has had a greater impact on the delivery of healthcare than hospital medicine. Certainly, the COVID-19 pandemic has given the hospitalist a time to shine. During the COVID-19 pandemic, the specialty demonstrated its value by its flexibility and adaptability. One trend remains constant in this time of uncertainty - hospitalist have undisputed value. This chapter reviews current compensation trends and career satisfaction. © The Editor(s) (if applicable) and The Author(s), under exclusive license to Springer Nature Switzerland AG 2022.
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PurposeThis research aimed to study the impact of compensation on employee retention and turnover intentions among healthcare employees. The study also tested the mediation role of job satisfaction in the relationship.Design/methodology/approachIn the present study, self-administrated questionnaires were distributed among 600 doctors working in public hospitals of Pakistan, following stratified sampling. The data analysis was conducted through SPSS and smart-PLS.FindingsResults of the present study supported all the hypotheses (H1–H7), such as the significant relationship of compensation with employee retention and turnover intentions. Results further confirmed the mediation effect of job satisfaction between compensation and employee retention as well as compensation and turnover intentions.Practical implicationsThis study is useful for policymakers and organizational managers since the study provides guidelines on employee retention and high turnover intentions and how these factors are influenced by improved compensation.Originality/valueThis study sheds light on the relationship of compensation together with employee retention and turnover intentions through the mediating role of job satisfaction in healthcare context, which was overlooked in the existing literature.
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BACKGROUND: In the search for innovative methods to improve the quality and efficiency of health services, integrated clinical pathways (ICPs) have been introduced. AIM: As there is a gap in research on ICP efficiency, the aim of the study was to investigate the role and impact of collaboration and communication among three interprofessional ICP teams on the self-assessment of efficiency of ICPs. METHOD(S): A cross-sectional study was conducted using a descriptive quantitative with a survey (n = 152) and qualitative methods with a focus group (n = 27) and in-depth interviews (n = 22) in a typical general hospital in Slovenia. RESULT(S): The results showed that health-care professionals found patient health care and the work of healthcare professionals' better quality with ICP than without ICP. The ICPs team members assessed communication, cooperation, and effectiveness in the ICP team as relatively good but identified the lack of staff as the main reason for their limitations. The impact of ICP team collaboration and communication on ICP safety exists but it does not explain a sufficient proportion of the variance and the corelation is medium strong. The result also revealed that the COVID-19 pandemic did not primarily affect ICP team members' fear of possible infection, as studies have shown in the first wave of the COVID-19 pandemic, but rather staff shortages leading to increased fear of errors and possible complaints and lawsuits from patients and relatives. CONCLUSION(S): Measures are needed for the additional employment of team members and the retention of current staff through financial compensation and the promotion of supportive workplace characteristics.Copyright © 2023 Mateja Simec, Sabina Krsnik, Karmen Erjavec.
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COVID-19 is highly infectious and has been extensively spread worldwide, with approximately 651 million definite cases crosswise the globe including Pakistan. At that era of pandemic where patients are not able to approach a doctor for even the routine checkups, in such curial situation even normal disease checkups are ignored by many families due to pandemic situations, those diseases may lead to be a perilous disease are results of it. Human disorders portray scenarios that even disturb or permanently cutoff the essential functions of a body parts. Consequently, the aim is to transform raw health data potential into actionable insights to applying the promising outcomes of Body Sensor Network (BSN) and State-of-Art Artificial Intelligence (AI) techniques to get proper medicine allocation to the particular health state of patient. In this paper the different techniques of Deep Learning and Machine Learning introduced to predict the actual medicine for the specific health state of patient according to data from the BSN. Experiments have been conducted on large dataset which shepherd it into 16 states of patient's health which will allotted to AI model to predict the medicine accordingly to the health state of patient. Experimental results show the 87.46% by Random Forest, 92.74% by K-Nearest Neighbors, 74.57% by Naive Bayes, 94.41% by Extreme Gradient Boost, 84.88% by Multi-Layer Perceptron in terms of precision of model training in event of classification. © 2023 IEEE.
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Background: Nursing professionals experienced greater levels of stress and burnout during the COVID-19 pandemic. Studies examining stress and burnout have found a relationship between compensation and burnout. However, further studies are needed to examine the relationship between the mediating effects of supervisor and community support and coping strategies and the effects of burnout on compensation. Objective: The purpose of this study is to build on previous burnout research by examining the mediation effects of supervisor and community support and coping strategies on the relationship between sources of stress and burnout on feelings of compensation inadequacy, or the desire for more compensation. Methods: Using Qualtrics survey responses from 232 nurses, this study used correlation testing and mediation analyses of indirect, direct, and total effects to explore the relationships between critical factors influencing stress, burnout, nurses' use of coping skills, and the perception of supervisor and community support on perceived compensation inadequacy. Results: This study found that the support domain has a significant and positive direct effect on compensation, with supervisor support increasing the desire for additional compensation. Support was also found to have a significant and positive indirect effect and a significant and positive total effect on the desire for additional compensation. This study's results also found that coping strategies had a significant, direct positive effect on the desire for additional compensation. While problem solving and avoidance increased the desire for additional compensation, transference had no significant relationship. Conclusion: This study found evidence of the mediation effect of coping strategies on the relationship between burnout and compensation.
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PurposeThis study examines the different effects of service recovery strategies on customers' future intentions when online shoppers were experiencing delivery failures. Two types of problem severity are evaluated: wrong-product delivery (issues with the product quality or quantity) and late delivery. This study also investigates the impact of service criticality on the relationship between service recovery strategies and customers' future intentions.Design/methodology/approachThis study employs experimental research with 123 online shoppers as participants. Following the results, a subsequent test is conducted to examine the effect of participants' demographics on future intentions. Finally, the current study elaborates the findings using qualitative research, interviewing both sides impacted by the service failures: online shoppers and e-retail managers.FindingsThe findings show that complementing product replacement with monetary compensation is the most effective strategy to improve repurchase intention after a dissatisfaction moment. This effect is indifferent to service criticality and severity. Age influences the participants' repurchase intentions, in which younger people are less tolerant of service failures. In contrast, gender and education level do not provide any differences. To prevent delivery failures, managers participating in this study suggest several best practices regarding systems and infrastructure, people and coordination and collaboration with logistics partners.Research limitations/implicationsThe study mainly examines a limited type of service and service failures. Further studies are encouraged to expand the variables and scenarios, as well as to employ more distinctive methods, to enrich the findings related to recovery strategy in the e-commerce industry.Practical implicationsGiven proper compensation, service failure could create momentum for online retailers to boost customer loyalty. This study suggests that managers design the most effective service recovery to win customers back to the business.Originality/valueThis paper enriches the literature related to a service recovery strategy, particularly within the online shopping context.
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The paper examines challenges that the global COVID-19 pandemic has created for responsibility frameworks and practices in law. Building on Ulrich Beck's account of the risk society, it argues that the basic qualities of COVID-19 related risks, when juxtaposed with the standard legal framework for responsibility, result in organised irresponsibility in law (OI). Also the most common legal response to current problems, namely liability shields and waivers, contribute to OI. As a result, the paper presents the case for the metamorphosis of the current responsibility framework. Conceptually speaking, the metamorphosis should be based on the commonality of risk experience - on 'shared risk communities'. Possible normative ('common but differentiated responsibility' principle) and institutional consequences (alternative compensation programmes) are discussed in terms of their potential to contribute to metamorphosis. © Franz Steiner Verlag, Stuttgart 2022.
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Disability is a physical or mental impairment that substantially limits at least one major life activity. Family physicians are often asked to assess patients with disabling conditions that can impact insurance benefits, employment, and ability to access needed accommodations. Disability evaluations are needed for short-term work restrictions following a simple injury or illness and for more complex cases involving Social Security Disability Insurance, Supplemental Security Income, Family and Medical Leave Act, workers' compensation, and personal/private disability insurance claims. Using a stepwise approach built on awareness of the biologic, psychological, and social elements of disability assessment may facilitate this evaluation. Step 1 establishes the role of the physician in the disability evaluation process and the context of the request. In Step 2, the physician assesses impairments and establishes a diagnosis based on findings from an examination and validated diagnostic tools. In Step 3, the physician identifies specific participation restrictions by assessing the patient's ability to perform specific movements or activities and reviewing the employment environment and tasks. Steps 4 and 5 ensure proper documentation, billing, and coding. In complex cases, consultants such as psychiatrists and physical therapists may assist by providing insight into a patient's mental and physical impairments, activity limitations, and response to treatment. (Am Fam Physician. 2023;107(5):490–498. Copyright © 2023 American Academy of Family Physicians.)