Business Commons^™

The Gender Wage Gap: Causes, Consequences, And Remedies, Yaveline Aly

Honors Program Theses and Projects

Women are almost half of the workforce, yet they are still getting pay less than men. They receive more college degree than men. Hispanic women and African American women get pay even less than men. For every 40 hours that Americans women work, they only get pay 80 cents for every dollar paid to men. Wage discrimination is a reality. Society needs to take a stand and fight for wages equality (NWLC.org). Although the equal pay act was implemented 50 years ago, women of every race and education level are still getting pay less than men. It only gets worse …

Heroes: How Hr Leaders Can Help End Sexual Violence Against Women, Wyatt Pagano

Marriott Student Review

This article explores the nature of the negative consequences of sexual violence for victims and the resulting problems that sexual misconduct can cause for businesses. Also, the article aims to demonstrate ways that HR leaders can help prevent violence and alleviate its consequences, leading to a better, safer workplace and world for women everywhere.

Ua3/10/2 Kentucky Public Pension Status, Wku President's Office - Caboni

WKU Archives Records

Email message to faculty and staff from WKU president Timothy Caboni regarding Kentucky's public pensions.

Fss 2020: Pension Sector, Zarah Gadzama

Bullion

The Nigerian Pensioner over the years is seen to have been deprived of his/her benefits even after retirement. The inconsistency of payments, corruption and lack of data or payments to Ghost Pensioners was a major setback to the defined benefits pension scheme of the Federal Government. To curtail these challenges, the Federal Government commenced the reform of the sector through legislative reforms to create a robust Pension industry that can meet the needs of all pensioners. This Paper intends to review the Journey So for of the FSS2020 Pension Sector. The paper ls divided into five Sections; Section one deals …

Unions And The Labor Market For Managers, John Dinardo, Kevin F. Hallock, Jörn-Steffen Pischke

Kevin F Hallock

We examine the relationship between the employment and compensation of managers and CEOs and the presence of a unionized workforce. We develop a simple efficiency wage model, with a tradeoff between higher wages for workers and more monitoring, which requires more managers. The model also assumes rent sharing between workers, managers and the owners of the firm. Unions, by redistributing rents towards the workers, lead to lower employment and lower pay for managers. Using a variety of data sets, we examine the implications of the model for the relationship between the employment and wages of managers and unionization. We find …

The Value Of Stock Options To Non-Executive Employees, Kevin F. Hallock, Craig A. Olson

Kevin F Hallock

This study empirically investigates the value employees place on stock options using information from the option exercise behavior of individuals. Employees hold options for another period if the value from holding them and reserving the right to exercise them later is higher than the value of exercising them immediately and collecting a profit equal to the stock price minus the exercise price. This simple model implies the hazard describing employee exercise behavior reveals information about the value to employees of holding options another time period. We show the parameters of this model are identified with data on multiple option grants …

Scholarly Pursuits: Minimum Wage Hikes = Automation = Fewer Jobs? No So, Study Says; The 606 Trail Raises Home Prices And Affordability Concerns

Business Exchange

A study of minimum wage increases found that they expedite the automation of low-wage jobs but that there was growth in other types of low-wage employment related to this automation.

A study by the Institute for Housing Studies found that homebuyers are paying more to be near Chicago's Bloomingdale Trail, also know as The 606, a linear park on the city's Northwest Side.

Beyond Moneyball: Changing Compensation In Mlb, Joshua Congdon-Hohman, Jonathan A. Lanning

Economics Department Working Papers

This study examines the changes in player compensation in Major League Baseball during the last three decades. Specifically, we examine the extent to which recently documented changes in players’ compensation structure based on certain types of productivity fits in with the longer term trends in compensation, and identify the value of specific output activities in different time periods. We examine free agent contracts in three-year periods across three decades and find changes to which players’ performance measures are significantly rewarded in free agency. We find evidence that the compensation strategies of baseball teams increased the rewards to “power” statistics like …

A Mixed-Methods Study: Self-Efficacy And Barriers To Participation In Workplace Wellness Programs, Massiel Perez-Calhoon

Dissertations

America needs a healthy workforce to sustain the country. The scourge of obesity continues to plague Americans despite government initiatives such as the Affordable Care Act and wellness programs in the workplace to combat this epidemic. However, despite initiatives to make America healthy, barriers continued to impede the nation’s health. Lack of awareness and sensitivity to what motivates individual participants versus group participants built formidable barriers to accessing all workplace employees equitably. The purpose of this study was twofold. First, the intent of this study was to explore the relationship between self-efficacy and the impact on participation and engagement when …

Asset Owner Governance And Fiduciary Effectiveness: The Case Of Public Pension Plans, Christopher Kinne Merker

Dissertations (1934 -)

Purpose: The U.S. and many developed countries are currently facing a retirement savings crisis. The governance of institutional funds, such as public pension plans, is coming under greater scrutiny in light of systematic chronic underfunding, declining investment returns and shifts into higher risk asset classes. A disconnect exists between an organization’s process under the standards, and the outcome of this process, the overall effectiveness of the organization and, in particular, its investment performance and funding status. Methodology: In 2012, there were approximately 6,300 public retirement systems in the United States with over $3 trillion in assets. We collected financial, governance …

2018 Military Retirement Options: An Expected Net Present Value Decision Analysis Model, Bret N. Witham

Theses and Dissertations

The 2016 NDAA authorized changes to the military retirement system transitioning from the legacy High-3 defined benefit annuity to the new Blended Retirement System (BRS). In exchange for a reduced defined benefit annuity, the BRS incorporates automatic and matching contributions to the member’s Thrift Savings Plan and a continuation payment offered at 12 years of service. In 2018,service members with less than 12 years of service will make an irrevocable decision between the two retirement systems. This research effort addresses the problem by developing a decision analysis model incorporating up to 27 different input variables. Service members can use the …

Nonprofit Pay In A Competitive Market: Wage Penalty Or Premium?, Christian King, Gregory B. Lewis

Department of Nutrition and Health Sciences: Faculty Publications

Two competing theories argue that the nonprofit sector pays differently: Nonprofit employees may accept lower pay to be able to do meaningful work for a good cause, or they may earn higher pay due to nonprofit organizations’ tax exemptions and weaker incentives to hold down wages. To test these opposing expectations, we use the 2005-2013 American Community Surveys to examine pay differences among registered nurses working for nonprofit, for-profit, and public hospitals. We also test hypotheses that public and nonprofit hospitals have smaller pay disparities by gender, race, and relationship status. We find that pay is highest in nonprofit hospitals, …

Millennials On The Move, But To Where?, Zach Kisor, Shelby Hoge, Ashley Cosher, Bethany Gump, Derek Carson, Kristi Mitchell

Williams Honors College, Honors Research Projects

The following reports discuss the geographical preferences of Millennials in relation to job selection preferences. Our team analyzed the moving trends of Millennials in both Ohio and the United States to determine what factors influence this decision. Collectively, our team concluded that in order to successfully recruit Millennials, companies must offer benefit packages that center around work-life balance. This entails not just highlighting what a job requires technically, but opportunities for leadership development, social activities outside of work, and more. To recruit this upcoming talent, companies need a holistic approach that convinces Millennials that working for their company creates a …

Alleviating Managerial Dilemmas In Human-Capital-Intensive Firms Through Incentives: Evidence From M&A Legal Advisors, Olivier Chatain, Philipp Meyer-Doyle

Olivier Chatain