In this paper, we study the optimal investment strategy of defined-contribution pension with the stochastic salary. The investor is allowed to invest in a risk-free asset and a risky asset whose price process follows ...In this paper, we study the optimal investment strategy of defined-contribution pension with the stochastic salary. The investor is allowed to invest in a risk-free asset and a risky asset whose price process follows a constant elasticity of variance model. The stochastic salary follows a stochastic differential equation, whose instantaneous volatility changes with the risky asset price all the time. The HJB equation associated with the optimal investment problem is established, and the explicit solution of the corresponding optimization problem for the CARA utility function is obtained by applying power transform and variable change technique. Finally, we present a numerical analysis.展开更多
Background: While public municipal hospitals in Japan are supported by public financing and are less likely to fail than private hospitals, more than half are in financial deficit. Hospitals running at a deficit may h...Background: While public municipal hospitals in Japan are supported by public financing and are less likely to fail than private hospitals, more than half are in financial deficit. Hospitals running at a deficit may have poorer outcomes and less investment in maintenance of human or physical capital, as well as increased rates of patient adverse events. We sought to clarify the relationship between municipal hospital surpluses or deficits and salary expenditures. Methods: We extracted financial data for 253 general hospitals of 300 beds or more from financial statements for the 2013 fiscal year available in the Yearbook of Public Firms, Edition for Hospital. From these data, we calculated account balance ratios and compared the average value of the ratio of labor to the output (salary ratio) for each group using analysis of variance (ANOVA). Results: The salary ratios of hospitals in the surplus group were significantly lower than the salary ratios of hospitals in the deficit group (55.5% vs. 49.4%;p p = 0.342). In the surplus group, the average value of salary ratios was different among the three-bed count groups (mean salary ratio: 53.0% vs. 48.5% vs. 47.4%;ANOVA p = 0.012). In addition, there was a significant difference in mean value between the 300-bed group and ≥500 beds group (mean salary ratio: 53.0% vs. 47.4%;p = 0.002). Conclusion: This study suggests that maintaining a favorable salary ratio to the current account balance is a useful proxy of fiscal health, and interventions to improve the salary ratio may be effective in improving municipal hospital management. Furthermore, among well-managed municipal hospitals, larger hospital size may confer some advantage in purchasing power.展开更多
Currently,there is a lot of discussion concerning about the salary problem of the senior managers of a business enterprise. How to determine the wage levels has already been the problem which should be urgently worked...Currently,there is a lot of discussion concerning about the salary problem of the senior managers of a business enterprise. How to determine the wage levels has already been the problem which should be urgently worked out. The establishment of the wage levels' standard should not only can attract and retain core talent,but also be able to be accepted by public thinking. Based on the considerations above,a reasonable pay system should be set up scientifically. In this paper,a point of view of the mathematical modeling has been taken in reasonable analysis of enterprises' pay system for a rational decision about the salary-level of the senior executives who according to the economic developing regulation should be made. The model founded in this paper reflects the reasonable distribution of the annual salary. On the other hand,individual contribution degree fully explains the rationality of the model.展开更多
The existing performance salary system has several grades in the same job title. When the number of workers qualified for promotion is more than the target,quantitative grading is usually adopted to determine salary p...The existing performance salary system has several grades in the same job title. When the number of workers qualified for promotion is more than the target,quantitative grading is usually adopted to determine salary promotion personnel. Scientific,fair and reasonable grading content and standard directly concern income and remuneration of scientific researchers,and also concern recognition and respect degree of contribution made by scientific researchers. Therefore,quantitative grading standard is of the utmost importance to keeping stability,arousing enthusiasm and creativity of scientific researchers,and promoting smooth development of scientific research. Achievements awarded,papers published and project research can reflect scientific research level,ability and working performance of agricultural scientific researchers. This paper takes these three items as examples,analyzes,discusses and compares the establishment and evaluation of quantitative grading standard. It states that " one yardstick" and " one vote veto system" should be adhered to when evaluating using the quantitative grading standard. It is expected to provide reference for organizations of the same trade in establishing quantitative grading standard and conducting evaluation.展开更多
This article aims to provide insights into of reform of college performance-related salary with starting at well-being of employees. It comes to the conclusion that it is of significance to reform college performance-...This article aims to provide insights into of reform of college performance-related salary with starting at well-being of employees. It comes to the conclusion that it is of significance to reform college performance-related salary system from sev- eral aspects. Encouraging employees＇ participation in reform of college performance-related salary,dealing with the relation between re-search and teaching properly,improving college performance-related salary system and deepening position management can make contribu- tion to quick and well development of college performance-related salary.展开更多
我国国家机关干部以及全民所有制(ownership by the people)的企事业单位职工,以及集体所有制(collective ownership)的工作人员,定时由工作单位领到的工资,英语称为 salary,因工种和职务有别外,基本上做到同工同酬(equal work for equa...我国国家机关干部以及全民所有制(ownership by the people)的企事业单位职工,以及集体所有制(collective ownership)的工作人员,定时由工作单位领到的工资,英语称为 salary,因工种和职务有别外,基本上做到同工同酬(equal work for equal pay)、除固定工资(fixed salary)之外,因地方的差价,政府还给固定职工一定的补贴(subsidy)。展开更多
Objective To explore the relationship between salary incentives for R&D personnel and R&D investment in China’s pharmaceutical industry through an empirical analysis so as to propose suggestions for increasin...Objective To explore the relationship between salary incentives for R&D personnel and R&D investment in China’s pharmaceutical industry through an empirical analysis so as to propose suggestions for increasing more R&D investment from the perspective of stimulating R&D personnel.Methods Based on the relevant data of the China’s pharmaceutical industry in the“China High-tech Industry Statistical Yearbook”and other data from the National Bureau of Statistics from 1995 to 2018,co-integration tests was used to construct error correction models and Granger causality tests to explore the relationship between R&D personnel salary incentives and R&D investment.Results and Conclusion There is a long-term balanced relationship between the salary level of R&D personnel in China’s pharmaceutical industry and the investment of R&D.For the per capita salary of R&D personnel increases by 1 unit,the internal expenditure of R&D investment will increase by 2.2451 units.In the short term,the per capita salary of R&D personnel has a slight negative impact on the internal expenditure of R&D investment.In addition,the salary incentives for R&D personnel have the most significant role in promoting R&D investment after five years of implementation.展开更多
Boosting incomes is one of the government＇s priorities in the current five-year plan MIGRANT worker Su ruifang has lived in Beijing for more than 10 years. She started out as a cleaner, but has since
With the continuous development and progress of China's social economy, the market competition facing modern enterprises is becoming more and more exciting. If an enterprise wants to take a stable place in the mar...With the continuous development and progress of China's social economy, the market competition facing modern enterprises is becoming more and more exciting. If an enterprise wants to take a stable place in the market, it must attach importance to the core competitiveness of enterprise development-talent management. As the most important component of human resources management in enterprises, salary incentives, in the face of fierce market competition, naturally should be combined with the strategic development objectives of enterprises and the actual development characteristics of enterprises, through the innovation and improvement of the salary incentives, to retain outstanding talents for enterprises, attract external talents, and continuously provide the source power for the sustainable development of enterprises and help the development of enterprises.展开更多
Salary and welfare are an important part of enterprise human resource management. Effective salary and welfare incentives can improve employees enthusiasm, attract more talents and reduce labor costs, thus ensuring th...Salary and welfare are an important part of enterprise human resource management. Effective salary and welfare incentives can improve employees enthusiasm, attract more talents and reduce labor costs, thus ensuring the smooth implementation of the companys strategic objectives. To establish a scientific salary and welfare management system, we should consider the actual situation of the company and make corresponding management innovations. Therefore, this paper also focuses on analyzing the value of salary and welfare management of enterprise human resources, and discusses the shortcomings of the current management mode and the optimization measures.展开更多
Since our country entered a new era, our country's economy has achieved a huge leap forward, which has also led to the existence of fierce market competition in our country. Enterprises have always spared no effor...Since our country entered a new era, our country's economy has achieved a huge leap forward, which has also led to the existence of fierce market competition in our country. Enterprises have always spared no effort in the competition for talents, because enterprises clearly know that talent competition is the core of enterprise competition. Only by continuously introducing excellent talents and putting them into suitable positions to play the role of talents can the enhancement of enterprise core competitiveness be realized. One of the most important factors to attract talents is salary, which will affect the enthusiasm of the staff. In order to better enhance the employees' sense of identity with the enterprise, the best choice is to choose and implement a reasonable salary system, which can enable the employees to work more actively and treat the enterprise as a home. Salary plays a very important role in human resources. Based on the current situation, this paper puts forward a new strategy to solve the problem of human resources salary management, and makes analysis and evaluation.展开更多
With the development and progress of the society, the competition among enterprises is increasingly fierce. In order to improve the effectiveness and competitiveness of salary management, it is imperative to introduce...With the development and progress of the society, the competition among enterprises is increasingly fierce. In order to improve the effectiveness and competitiveness of salary management, it is imperative to introduce performance appraisal. This paper starts with the human resources salary management system of the enterprise, analyzes the problems existing in the internal development of the enterprise, and puts forward corresponding solutions to the problems. Scientific quantification of performance appraisal standards, optimization of performance appraisal methods and improvement of performance appraisal mechanism are beneficial to improving and perfecting the salary management level of enterprises.展开更多
For the reform of state-owned enterprises, the reform of the salary distribution system is the most important part of the reform and is also the key and difficult point of the reform. The reform of salary system in wa...For the reform of state-owned enterprises, the reform of the salary distribution system is the most important part of the reform and is also the key and difficult point of the reform. The reform of salary system in water conservancy enterprises, like the reform of other state-owned enterprises, requires to actively explore a new path that can adapt to the development needs of the new era, to determine a reasonable salary structure and salary standard on the premise of fairness and justice, in order to fully ensure the rationality of salary payment, to fully demonstrate the advantages of human resources, and to fully enhance the core competitiveness of enterprises. Based on this, the author will combine with personal work practice, and launch an in-depth exploration of relevant knowledge learning, so as to clarify the problems existing in the salary management of enterprises, and on this basis, determine reasonable reform countermeasures and reform direction.展开更多
With the rapid development of economy, the market competition is increasingly fierce, and the competitiveness of each enterprise in human resources has also been strengthened. Enterprises can better absorb talents and...With the rapid development of economy, the market competition is increasingly fierce, and the competitiveness of each enterprise in human resources has also been strengthened. Enterprises can better absorb talents and enhance their competitiveness through scientific and effective human resources management system. Salary is the salary paid by the enterprise to the employees after they have worked. Whether the salary management system adopted by the enterprise is reasonable or not will directly affect the attitude of the employees at work. Therefore, the formulation of a scientific and reasonable salary management system cannot only enhance the staff's work enthusiasm, but also enhance the staff's recognition of the enterprise, and make the staff have a sense of belonging and ownership. Next, the article discusses the innovation of salary management in enterprise human resources management.展开更多
With the rapid development of China's economy and the government's policy support, small and micro enterprises have mushroomed and developed rapidly and vigorously. However, due to its short development time a...With the rapid development of China's economy and the government's policy support, small and micro enterprises have mushroomed and developed rapidly and vigorously. However, due to its short development time and limited number of enterprises, there are various problems in human resources management of small and micro enterprises, and the problem of salary management is particularly urgent. Taking a power industry design company (hereinafter referred to as "S Company") where the author works as an example, this paper analyzes the ideas and principles of the salary system construction of small and micro enterprises, and puts forward a matching construction plan, which provides a feasible reference direction for the salary system construction of small and micro enterprises.展开更多
The ultimate goal of the innovation of salary management is to improve the quality of human resources management and ensure that the enterprise obtains good economic benefits. The management personnel must innovate an...The ultimate goal of the innovation of salary management is to improve the quality of human resources management and ensure that the enterprise obtains good economic benefits. The management personnel must innovate and optimize the salary management mode according to the job composition, salary structure and function embodiment. That is, adjust the proportion of salary structure according to the post characteristics, optimize the salary management plan based on the development trend of market economy, and build a multi-dimensional and diversified salary performance appraisal system.展开更多
Policymakers in China have attempted to improve the quality of rural education by investing in teacher salaries through initiatives like the Rural Teachers Support Plan(RTSP).This study estimates the efects of teacher...Policymakers in China have attempted to improve the quality of rural education by investing in teacher salaries through initiatives like the Rural Teachers Support Plan(RTSP).This study estimates the efects of teacher salary increase on students'educational outcomes in rural China by utilizing the exogenous variations of rural teacher salaries induced by the RTSP.It employs an intensity-based difference-in-differences strategy and panel data from 2010 to 2018 with 3,351 rural children.The findings reveal that an increase in teacher salaries had a significant positive impact on students'examination results.Moreover the results of mechanism analysis indicate that salary increases could have both quality and quantity effects on students'outcomes by increasing the proportion of highly educated teachers and reducing the student-teacher ratio.Our findings contribute to the discussion on the importance of teacher salary incentives in education production functions and provide insights for other countries undertaking rural education reforms.展开更多
This study aimed to investigate the salary status of medical doctors who work in county-level hospitals, and analyze the existing problems. We collected the data from questionnaires and applied both EXCEL and SPSS to ...This study aimed to investigate the salary status of medical doctors who work in county-level hospitals, and analyze the existing problems. We collected the data from questionnaires and applied both EXCEL and SPSS to conduct analysis. Doctors working in county level-hospitals received relatively lower salaries, with 78.5% of the doctors making lower than 5000 RMB per month. Influencing factors for the salary levels included personal factors, attributes of the hospitals, workload and performance appraisal. Reasonable adjustment for the salary levels is needed to refine important elements of salary distribution, and to construct a rational performance appraisal system.展开更多
This paper aims to derive the time-consistent investment strategy for the defined contribution(DC) pension plan under the mean-variance criterion.The financial market consists of a risk-free asset and a risky asset of...This paper aims to derive the time-consistent investment strategy for the defined contribution(DC) pension plan under the mean-variance criterion.The financial market consists of a risk-free asset and a risky asset of which price process satisfies the constant elasticity of variance(CEV) model.Compared with the geometric Brownian motion model,the CEV model has the ability of capturing the implied volatility skew and explaining the volatility smile.The authors assume that the contribution to the pension fund is a constant proportion of the pension member's salary.Meanwhile,the salary is stochastic and its volatility arises from the price process of the risky asset,which makes the proposed model different from most of existing researches and more realistic.In the proposed model,the optimization problem can be decomposed into two sub-problems:Before and after retirement cases.By applying a game theoretic framework and solving extended Hamilton-Jacobi-Bellman(HJB) systems,the authors derive the time-consistent strategies and the corresponding value functions explicitly.Finally,numerical simulations are presented to illustrate the effects of model parameters on the time-consistent strategies.展开更多
Salary often acts as the main incentive by managers to push employees to adjust their behaviors so as to realize organization′s goal. With the transfer from function-focused organization to process-focused organizati...Salary often acts as the main incentive by managers to push employees to adjust their behaviors so as to realize organization′s goal. With the transfer from function-focused organization to process-focused organization, the new relative salary system should be established at the same time. This article is intended to introduce an original salary system-process-focused salary system. After pointing out faults of traditional function-focused salary system, the article explains the design thoughts behind the new process-focused salary system, summaries its three styles: based-on-cost, based-on-quality and based-on-task; and at last defines its application scope.展开更多
基金Supported by the National Natural Science Foundation of Tianjin (07JCYBJC05200)the Young Scholar Program of Tianjin University of Finance and Economics (TJYQ201201)
文摘In this paper, we study the optimal investment strategy of defined-contribution pension with the stochastic salary. The investor is allowed to invest in a risk-free asset and a risky asset whose price process follows a constant elasticity of variance model. The stochastic salary follows a stochastic differential equation, whose instantaneous volatility changes with the risky asset price all the time. The HJB equation associated with the optimal investment problem is established, and the explicit solution of the corresponding optimization problem for the CARA utility function is obtained by applying power transform and variable change technique. Finally, we present a numerical analysis.
文摘Background: While public municipal hospitals in Japan are supported by public financing and are less likely to fail than private hospitals, more than half are in financial deficit. Hospitals running at a deficit may have poorer outcomes and less investment in maintenance of human or physical capital, as well as increased rates of patient adverse events. We sought to clarify the relationship between municipal hospital surpluses or deficits and salary expenditures. Methods: We extracted financial data for 253 general hospitals of 300 beds or more from financial statements for the 2013 fiscal year available in the Yearbook of Public Firms, Edition for Hospital. From these data, we calculated account balance ratios and compared the average value of the ratio of labor to the output (salary ratio) for each group using analysis of variance (ANOVA). Results: The salary ratios of hospitals in the surplus group were significantly lower than the salary ratios of hospitals in the deficit group (55.5% vs. 49.4%;p p = 0.342). In the surplus group, the average value of salary ratios was different among the three-bed count groups (mean salary ratio: 53.0% vs. 48.5% vs. 47.4%;ANOVA p = 0.012). In addition, there was a significant difference in mean value between the 300-bed group and ≥500 beds group (mean salary ratio: 53.0% vs. 47.4%;p = 0.002). Conclusion: This study suggests that maintaining a favorable salary ratio to the current account balance is a useful proxy of fiscal health, and interventions to improve the salary ratio may be effective in improving municipal hospital management. Furthermore, among well-managed municipal hospitals, larger hospital size may confer some advantage in purchasing power.
文摘Currently,there is a lot of discussion concerning about the salary problem of the senior managers of a business enterprise. How to determine the wage levels has already been the problem which should be urgently worked out. The establishment of the wage levels' standard should not only can attract and retain core talent,but also be able to be accepted by public thinking. Based on the considerations above,a reasonable pay system should be set up scientifically. In this paper,a point of view of the mathematical modeling has been taken in reasonable analysis of enterprises' pay system for a rational decision about the salary-level of the senior executives who according to the economic developing regulation should be made. The model founded in this paper reflects the reasonable distribution of the annual salary. On the other hand,individual contribution degree fully explains the rationality of the model.
文摘The existing performance salary system has several grades in the same job title. When the number of workers qualified for promotion is more than the target,quantitative grading is usually adopted to determine salary promotion personnel. Scientific,fair and reasonable grading content and standard directly concern income and remuneration of scientific researchers,and also concern recognition and respect degree of contribution made by scientific researchers. Therefore,quantitative grading standard is of the utmost importance to keeping stability,arousing enthusiasm and creativity of scientific researchers,and promoting smooth development of scientific research. Achievements awarded,papers published and project research can reflect scientific research level,ability and working performance of agricultural scientific researchers. This paper takes these three items as examples,analyzes,discusses and compares the establishment and evaluation of quantitative grading standard. It states that " one yardstick" and " one vote veto system" should be adhered to when evaluating using the quantitative grading standard. It is expected to provide reference for organizations of the same trade in establishing quantitative grading standard and conducting evaluation.
文摘This article aims to provide insights into of reform of college performance-related salary with starting at well-being of employees. It comes to the conclusion that it is of significance to reform college performance-related salary system from sev- eral aspects. Encouraging employees＇ participation in reform of college performance-related salary,dealing with the relation between re-search and teaching properly,improving college performance-related salary system and deepening position management can make contribu- tion to quick and well development of college performance-related salary.
文摘我国国家机关干部以及全民所有制(ownership by the people)的企事业单位职工,以及集体所有制(collective ownership)的工作人员,定时由工作单位领到的工资,英语称为 salary,因工种和职务有别外,基本上做到同工同酬(equal work for equal pay)、除固定工资(fixed salary)之外,因地方的差价,政府还给固定职工一定的补贴(subsidy)。
基金Research on Innovation and Development Strategy of Pharmaceutical Industry in Liaoning Province(No.2020lslktyb-095).
文摘Objective To explore the relationship between salary incentives for R&D personnel and R&D investment in China’s pharmaceutical industry through an empirical analysis so as to propose suggestions for increasing more R&D investment from the perspective of stimulating R&D personnel.Methods Based on the relevant data of the China’s pharmaceutical industry in the“China High-tech Industry Statistical Yearbook”and other data from the National Bureau of Statistics from 1995 to 2018,co-integration tests was used to construct error correction models and Granger causality tests to explore the relationship between R&D personnel salary incentives and R&D investment.Results and Conclusion There is a long-term balanced relationship between the salary level of R&D personnel in China’s pharmaceutical industry and the investment of R&D.For the per capita salary of R&D personnel increases by 1 unit,the internal expenditure of R&D investment will increase by 2.2451 units.In the short term,the per capita salary of R&D personnel has a slight negative impact on the internal expenditure of R&D investment.In addition,the salary incentives for R&D personnel have the most significant role in promoting R&D investment after five years of implementation.
文摘Boosting incomes is one of the government＇s priorities in the current five-year plan MIGRANT worker Su ruifang has lived in Beijing for more than 10 years. She started out as a cleaner, but has since
文摘With the continuous development and progress of China's social economy, the market competition facing modern enterprises is becoming more and more exciting. If an enterprise wants to take a stable place in the market, it must attach importance to the core competitiveness of enterprise development-talent management. As the most important component of human resources management in enterprises, salary incentives, in the face of fierce market competition, naturally should be combined with the strategic development objectives of enterprises and the actual development characteristics of enterprises, through the innovation and improvement of the salary incentives, to retain outstanding talents for enterprises, attract external talents, and continuously provide the source power for the sustainable development of enterprises and help the development of enterprises.
文摘Salary and welfare are an important part of enterprise human resource management. Effective salary and welfare incentives can improve employees enthusiasm, attract more talents and reduce labor costs, thus ensuring the smooth implementation of the companys strategic objectives. To establish a scientific salary and welfare management system, we should consider the actual situation of the company and make corresponding management innovations. Therefore, this paper also focuses on analyzing the value of salary and welfare management of enterprise human resources, and discusses the shortcomings of the current management mode and the optimization measures.
文摘Since our country entered a new era, our country's economy has achieved a huge leap forward, which has also led to the existence of fierce market competition in our country. Enterprises have always spared no effort in the competition for talents, because enterprises clearly know that talent competition is the core of enterprise competition. Only by continuously introducing excellent talents and putting them into suitable positions to play the role of talents can the enhancement of enterprise core competitiveness be realized. One of the most important factors to attract talents is salary, which will affect the enthusiasm of the staff. In order to better enhance the employees' sense of identity with the enterprise, the best choice is to choose and implement a reasonable salary system, which can enable the employees to work more actively and treat the enterprise as a home. Salary plays a very important role in human resources. Based on the current situation, this paper puts forward a new strategy to solve the problem of human resources salary management, and makes analysis and evaluation.
文摘With the development and progress of the society, the competition among enterprises is increasingly fierce. In order to improve the effectiveness and competitiveness of salary management, it is imperative to introduce performance appraisal. This paper starts with the human resources salary management system of the enterprise, analyzes the problems existing in the internal development of the enterprise, and puts forward corresponding solutions to the problems. Scientific quantification of performance appraisal standards, optimization of performance appraisal methods and improvement of performance appraisal mechanism are beneficial to improving and perfecting the salary management level of enterprises.
文摘For the reform of state-owned enterprises, the reform of the salary distribution system is the most important part of the reform and is also the key and difficult point of the reform. The reform of salary system in water conservancy enterprises, like the reform of other state-owned enterprises, requires to actively explore a new path that can adapt to the development needs of the new era, to determine a reasonable salary structure and salary standard on the premise of fairness and justice, in order to fully ensure the rationality of salary payment, to fully demonstrate the advantages of human resources, and to fully enhance the core competitiveness of enterprises. Based on this, the author will combine with personal work practice, and launch an in-depth exploration of relevant knowledge learning, so as to clarify the problems existing in the salary management of enterprises, and on this basis, determine reasonable reform countermeasures and reform direction.
文摘With the rapid development of economy, the market competition is increasingly fierce, and the competitiveness of each enterprise in human resources has also been strengthened. Enterprises can better absorb talents and enhance their competitiveness through scientific and effective human resources management system. Salary is the salary paid by the enterprise to the employees after they have worked. Whether the salary management system adopted by the enterprise is reasonable or not will directly affect the attitude of the employees at work. Therefore, the formulation of a scientific and reasonable salary management system cannot only enhance the staff's work enthusiasm, but also enhance the staff's recognition of the enterprise, and make the staff have a sense of belonging and ownership. Next, the article discusses the innovation of salary management in enterprise human resources management.
文摘With the rapid development of China's economy and the government's policy support, small and micro enterprises have mushroomed and developed rapidly and vigorously. However, due to its short development time and limited number of enterprises, there are various problems in human resources management of small and micro enterprises, and the problem of salary management is particularly urgent. Taking a power industry design company (hereinafter referred to as "S Company") where the author works as an example, this paper analyzes the ideas and principles of the salary system construction of small and micro enterprises, and puts forward a matching construction plan, which provides a feasible reference direction for the salary system construction of small and micro enterprises.
文摘The ultimate goal of the innovation of salary management is to improve the quality of human resources management and ensure that the enterprise obtains good economic benefits. The management personnel must innovate and optimize the salary management mode according to the job composition, salary structure and function embodiment. That is, adjust the proportion of salary structure according to the post characteristics, optimize the salary management plan based on the development trend of market economy, and build a multi-dimensional and diversified salary performance appraisal system.
文摘Policymakers in China have attempted to improve the quality of rural education by investing in teacher salaries through initiatives like the Rural Teachers Support Plan(RTSP).This study estimates the efects of teacher salary increase on students'educational outcomes in rural China by utilizing the exogenous variations of rural teacher salaries induced by the RTSP.It employs an intensity-based difference-in-differences strategy and panel data from 2010 to 2018 with 3,351 rural children.The findings reveal that an increase in teacher salaries had a significant positive impact on students'examination results.Moreover the results of mechanism analysis indicate that salary increases could have both quality and quantity effects on students'outcomes by increasing the proportion of highly educated teachers and reducing the student-teacher ratio.Our findings contribute to the discussion on the importance of teacher salary incentives in education production functions and provide insights for other countries undertaking rural education reforms.
文摘This study aimed to investigate the salary status of medical doctors who work in county-level hospitals, and analyze the existing problems. We collected the data from questionnaires and applied both EXCEL and SPSS to conduct analysis. Doctors working in county level-hospitals received relatively lower salaries, with 78.5% of the doctors making lower than 5000 RMB per month. Influencing factors for the salary levels included personal factors, attributes of the hospitals, workload and performance appraisal. Reasonable adjustment for the salary levels is needed to refine important elements of salary distribution, and to construct a rational performance appraisal system.
基金the National Natural Science Foundation of China under Grant Nos.11201335,11301376,and 71573110
文摘This paper aims to derive the time-consistent investment strategy for the defined contribution(DC) pension plan under the mean-variance criterion.The financial market consists of a risk-free asset and a risky asset of which price process satisfies the constant elasticity of variance(CEV) model.Compared with the geometric Brownian motion model,the CEV model has the ability of capturing the implied volatility skew and explaining the volatility smile.The authors assume that the contribution to the pension fund is a constant proportion of the pension member's salary.Meanwhile,the salary is stochastic and its volatility arises from the price process of the risky asset,which makes the proposed model different from most of existing researches and more realistic.In the proposed model,the optimization problem can be decomposed into two sub-problems:Before and after retirement cases.By applying a game theoretic framework and solving extended Hamilton-Jacobi-Bellman(HJB) systems,the authors derive the time-consistent strategies and the corresponding value functions explicitly.Finally,numerical simulations are presented to illustrate the effects of model parameters on the time-consistent strategies.
基金The projectis supported by National Natural Science Foundation of China( 79870 0 6 0 ) and NationalSoft-Science project of the Ministry of Science and Technology( 990 37)
文摘Salary often acts as the main incentive by managers to push employees to adjust their behaviors so as to realize organization′s goal. With the transfer from function-focused organization to process-focused organization, the new relative salary system should be established at the same time. This article is intended to introduce an original salary system-process-focused salary system. After pointing out faults of traditional function-focused salary system, the article explains the design thoughts behind the new process-focused salary system, summaries its three styles: based-on-cost, based-on-quality and based-on-task; and at last defines its application scope.
