Benefits and Compensation Commons^™

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 …

Ua25/2 Memoranda, Wku Human Resources

WKU Administration Documents

Memoranda issued by WKU Human Resources to faculty & staff via email.

• Personnel Actions Approval Procedures
• Governor's Proposal for Public Pension Reform
• Keeping the Promise Highlights
• Keeping the Promise KERS-NH/CERS-NH
• Keeping the Promise KTRS
• Keeping the Promise KERS HAZ. / CERS HAZ. / SPRS
• Keeping the Promise - Legislative Retirement
• Keeping the Promise - Judicial Retirement
• Keeping the Promise - Additional Reforms

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 …

Gerald Davis, The Vanishing American Corporation (2016), James R. Blair

Markets, Globalization & Development Review

No abstract provided.

Parental Leave At Bsu – What We Have And What We Need, Martina B. Arndt, Laura Ramsey, Kimberly E. Fox, Pamela J. Russell Dr, Michael Young

Bridgewater Review

No abstract provided.

Is Cash Compensation For Long-Tenured Ceos Efficiently Allocated?, Yoshie Saito Lord

Accounting Faculty Publications

Uncertainty about a CEO’s ability is related to his/her length of service to a firm. Accordingly, monitoring systems should vary depending upon CEOs’ tenure. Long-tenured CEOs require less monitoring because their ability has been revealed over time. However, as CEOs advance in their careers, they are more likely to acquire power to influence board decisions. To analyze this implication, I use the previously reported differential sensitivity of CEO cash compensation to income-increasing and decreasing disposals. Contrary to prior findings, I find that cash compensation for long-tenured CEOs is positively associated with both income-decreasing but is shielded from income-increasing divesture decisions.

Management And Telework, Arlene J. Nicholas

Faculty and Staff - Articles & Papers

This chapter discusses telework as a desirable option for workers and a valuable tool for employers to attract and retain employees. Telework's many benefits are appealing to technologically competent and confident workers. Managers may be concerned with employee accessibility, productivity and possible loss of management roles (Arnold, 2006). When Yahoo CEO Marissa Meyer banned working from home, it was described as a step backward that countered studies of increased productivity, retention and job satisfaction that could demoralize the workers (Cohan, 2013; Gaudreau, 2013). An overview of benefits, incentives, organizational examples as well as possible deterrents and management resistance are identified.

Women In The Workforce, Courtney Beatty, Carol Wright

Undergraduate Research Conference

No abstract provided.

Be Well: Biss Enterprises Wellness And Fitness Program, Juanita Reyes, Rebecca Rhame, Lane O'Brien, Judith L. Biss

Undergraduate Research Conference

BE Well is a Wellness and Fitness program designed to be implemented in a fictitious company for the Administrative Communication course at Stephen F. Austin State University.

A team of three employees from the organization, Biss Enterprises, was asked to develop the program by the CEO of the company. The team researched and explored different options to create a wellness and fitness program suitable for all the employees in the company.

Do Teacher Pay For Performance Schemes Advance American Education? What Education And Business Can Learn From Each Other In The Education Reform Movement, Devin R. Bates

William & Mary Business Law Review

States are quickly moving away from the uniform salary schedule used to compensate teachers and are instead implementing various forms of Pay for Performance. While Pay for Performance compensation schemes have proved effective in some areas of business, they are not uniformly applicable and are ill-suited to education reform. By outlining recent developments in this area of the law and by reviewing the justifications for Pay for Performance schemes, this Note shows what education can learn from business and what business can learn from education. Ultimately, it is in the self-interest of businesses to oppose the implementation of Pay for …

Is 'Equal Pay For Equal Work' Merely A Principle Of Nondiscrimination?, Jeffrey Moriarty

Philosophy Faculty Publications

Should people who perform equal work receive equal pay? Most would say ‘yes’, at least insofar as this question is understood to be asking whether employers should be permitted to discriminate against employees on the basis of race or sex. But suppose the employees belong to all of the same traditionally protected groups. Is (what I call) nondiscriminatory unequal pay for equal work wrong? Drawing an analogy with price discrimination, I argue that it is not intrinsically wrong, but it can be deceptive, in which case it is wrong.

Public Sector Personnel Economics: Wages, Promotions, And The Competence-Control Trade-Off, Charles M. Cameron, John De Figueiredo, David E. Lewis

Faculty Scholarship

We model personnel policies in public agencies, examining how wages and promotion standards can partially offset a fundamental contracting problem: the inability of public sector workers to contract on performance, and the inability of political masters to contract on forbearance from meddling. Despite the dual contracting problem, properly constructed personnel policies can encourage intrinsically motivated public sector employees to invest in expertise, seek promotion, remain in the public sector, and develop policy projects. However, doing so requires internal personnel policies that sort "slackers" from "zealots." Personnel policies that accomplish this task are quite different in agencies where acquired expertise has …

The Impact Of Employee Engagement On Job Performance And Organisational Commitment In The Egyptian Banking Sector, Dr. Maha Ahmed Zaki Dajani

Business Administration

During the past two decades, employee engagement became a very popular managerial construct. Organisations use different engagement building tools in order to stay competitive and improve performance. Though there is an increasing contribution in human resource consulting agencies on the concept of employee engagement, yet there is a shortage of academic studies on that construct, especially in emerging economies countries. This engagement gap grew more in importance amidst the waves of ongoing recession and resource scarcity battles prevailing in the Middle Eastern Region, in general, and in Egypt in particular. This is an exploratory study that aims to identify the …

How Relevant Is The Disclosure Of A Ceo Pay Ratio?, Addison Stanfill

Accounting Undergraduate Honors Theses

An aftershock of the so called “Great Recession” in 2008, the Dodd-Frank Wall Street Reform and Consumer Protection Act effective July 21, 2010 aimed to increase the transparency of public companies. Section 953(b) of this act is targeting the transparency of executive and employee compensation by requiring the disclosure of a CEO to median employee pay ratio. This disclosure requirement, set to affect all filings with a fiscal year beginning after January 1, 2017, was a response to the public outcry against excessive CEO compensation. Although it does promote the transparency initiative of the Dodd-Frank Act, this disclosure may be …

Gaming The System: The Exemption Of Professional Sports Teams From The Fair Labor Standards Act, Charlotte S. Alexander, Nathaniel Grow

Faculty Publications By Year

This article examines a little known exemption to the Fair Labor Standards Act relieving seasonal recreational or amusement employers from their obligation to pay the minimum wage and overtime. After evaluating the existing, confused case law surrounding the exemption, we propose a new, simplified framework for applying the provision. We then apply this framework to a recent wave of FLSA lawsuits brought by cheerleaders, minor league baseball players, and stadium workers against professional sports teams. The article concludes by considering the policy implications of exempting this class of employers from the FLSA's wage and hour requirements.

An Examination Of Workplace Factors Associated With Job Satisfaction Of Generation Y University Professional Staff, Martha Jane Sales

Dissertations

Generation Y staff identified two workplace factors as significant to job satisfaction: promotion and contingent rewards. The Generation Y participants also identified eight workplace factors—pay, promotion, fringe benefits, supervision, contingent rewards, operating procedures, nature of work, and communication—as significant to employee retention. One demographic element, length of time in a current position, was found significant to Generation Y job satisfaction. Although the primary research focus was Generation Y university professional staff, one particular non-Generation Y finding proved relevant to employee retention: nature of work was ranked as the primary factor associated University professional staff make valuable contributions essential to the …