Optimal investment for the defined-contribution pension with stochastic salary under a CEV model

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.

Model Study of Senior Executive Salary of Enterprises

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.

Analysis and Discussion about Quantitative Grading Standard for Salary Promotion of Agricultural Scientific Researchers

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.

Relationship between the Current Account Balance Ratio and Salary Ratio in Japanese Municipal Hospitals

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.

Pre-service Teachers’ Beliefs of Competence With Teaching Socially Sensitive Issues

This paper is part of a larger cross-sectional, phenomenological study that examined pre-service teachers’ belief of the competencies they possess to teach socially sensitive issues at secondary level in Trinidad and Tobago. Purposive sampling resulted in 39 pre-service social studies teachers (Years 2 to 4) who were exposed to a methodology course in a social studies specialisation programme and nine social studies lecturers, at the University of Trinidad and Tobago. The study is located in the mixed methods paradigm, with a quan/QUAL design. This paper represents discussions and findings from two questionnaires and four focus groups analysed through the IBM SPSS Statistics 22 software for the quantitative analysis and content and micro-interlocutor analyses for the qualitative analysis. The findings show that pre-service teachers believe they have the competencies to teach socially sensitive issues;yet they had not obtained these from the designated methodology course. Further that both contextual and personal factors affect the teaching of socially sensitive issues. Six themes, with accompanying competencies emerge from the data and frame affective teaching of socially sensitive issues. Arising out of the findings, the author developed a competency-based framework that has implications for curriculum development and transformational pedagogy.

Countermeasures of the Reform of College Performance-related Salary in the Light of Well-being

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.

从工资‘salary’谈起

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)。

Will China Double Your Salary?

WITH a GDP of over RMB 60 trillion,China＇s economy has again achieved a more than seven percent growth,which can＇t be equalled elsewhere in the world.Also,100of the world＇s latest top 500companies are from China.Do these facts leave you longing for a job in China？

Research on the Relationship between Salary Incentives for R&D Personnel and R&D Investment in China’s Pharmaceutical Industry

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.

中小学教师工资合理性参照系的确定和验证——基于2000—2019年数据

经过多年的努力,我国中小学教师工资制度已经建立并深深地嵌入各级政府的公共支出管理制度中,保障了教师工资在政府预算中的优先等级。随着教育财政的重点逐渐从教育经费优先增长转向教育经费“可持续”与“支出合理”并重,对中小学教师工资也在“确保”的同时,提出了有效、合理的要求,然而,教师工资合理有效的标准还缺乏坚实的共识基础。依据OECD的参照指标和我国教育经费的构成特征,初步讨论了教师工资合理性的参照标准,并用2000—2019年的数据进行了验证。结论如下:21世纪前二十年,中小学教师工资总体上超越了人均GDP和城镇单位就业人员,但增长机制还不稳定;不同省份中小学教师工资与当地城镇单位就业人员工资的相对水平差异很大,并且呈现明显的分布惯性;中小学教师工资在教育经费中所占据的份额呈持续上升之势。建议进一步对中小学教师工资增长的动力机制、教育经费支出中的要素结构及中小学教师工资内外部参照标准等相关政策议题进行探讨。

阶级、结构与《资本论》范畴学——马克思工资理论探析

《资本论》工资由主体论所规定:工资不仅是外在的壳——工资形式,也是内在的瓤——针对资本的批判,突出阶级关系当事人对于工艺者的系统支配性。《资本论》范畴学取决于经济理论的两面性:“资本的政治经济学”和“劳动的政治经济学”。工资既是资本的经济结果,也是资本的统治前提。马克思抓住“资本工资”这个论证中心,工资一般的理解维度据此定格为“阶级—统治—剥削—拜物教”这一模式。由于马克思的理论努力,《资本论》实质性提出了“马克思主义的工资范畴学”,作为两重统一的规定性:算法工资(主体范畴)与雇佣工资(经济范畴)的统一以及阶级工资(劳动力社会价格)与市场工资(劳动力市场价格)的统一。《资本论》工资的系统实现论从中得以确认。一旦从资产者的权利意识的束缚中走出,“工资拜物教”即被瓦解,围绕生活资料安排的系统规划将替代对工资收入水平的单一追求。

Salary Hikes on the National Agenda

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

基于“产教研创”融合背景下高职院校教师能力提升路径研究

随着“产教研创”融合的不断推进,高职院校教师的能力提升成为教育改革的重要议题。本文旨在探讨高职院校教师能力提升的路径,以提高教师的教学水平和创新能力,促进产教融合的深入发展。文章从教师的专业素养、教学能力、创新能力和实践能力四个方面分析了高职院校教师能力提升的现状和问题,并提出了相应的路径和对策。结果表明,高职院校教师能力提升的路径包括培养教师的专业素养、提升教师的教学能力、加强教师的创新能力和加强教师的实践能力等方面。

民国时期大学助教的薪酬及其生活状况

民国时期,助教在大学专任教师群体中占据很大比例。政府对助教薪俸、补贴等进行了多次调整和补充。各大学依据自身特点和条件,参照政府颁布的多项政策不断调整助教薪酬。助教在经历政府欠薪时期的艰难之后,曾过上一段温饱的生活,全民族抗日战争爆发后,生活又再度陷入困窘。助教的薪酬与教授的薪酬相比,差距较大;与中学教师、公务员的薪酬相比,也略低。通过对大学助教薪酬及其生活的考察,可以更加全面、客观地认识民国时期大学教师的生活状况。

浅探课程OBE改造对教师能力持续提升的影响

成果导向教育即OBE是一种卓有成效的工程人才培养教育理念。本文从对“机械制造基础”课程进行OBE改造出发,紧紧围绕OBE四个核心问题,结合作者在课程OBE改造亲身感受,另辟蹊径,阐述课程OBE改造对教师能力持续提升的影响。

基于扎根理论的公立医院薪酬分配机制优化策略分析

目的为更好地调动广大医务人员的工作积极性,探索公立医院薪酬分配机制的优化策略。方法采用目的抽样法于2024年3月对河南省某大型公立医院职工进行半结构式访谈。根据扎根理论对访谈资料进行梳理、编码和整合。结果根据40份访谈资料归纳出44个初始概念和14个基本范畴、6个主范畴、3个核心范畴。构建了一个基于薪酬分配原则、薪酬分配结构、薪酬管理制度的公立医院薪酬分配机制模型。结论建议医院保证薪酬分配的公平性和竞争性,实施多样化的薪酬政策,不断完善薪酬分配结构和监督管理制度。

基于访谈法探索科室教学绩效的建立及对临床教学的影响

目的探索科室教学绩效的建立及其对临床教学的影响。方法运用半结构访谈法,构建科室教学绩效考核体系。通过Likert调查问卷,半结构访谈法及检索教学智慧平台数据等方式,分析教学绩效体系对临床教学的影响。结果临床教师对科室教学绩效体系满意度良好,认为可提高自身薪酬、改善教学即时反馈及教学积极性,其中,医疗小组组员评价更高。教学区长认为教学绩效对科室教学管理具有重要的促进作用。在教学绩效改革后,住院医师规培化培训年度考核理论成绩较前有明显的上升。结论科室教学绩效体系合理稳定,可提高临床教师的教学积极性,优化科室的教学工作,并提高教学质量。

非认知能力对家庭第一代大学生就业结果影响更大吗?

家庭第一代大学生就业关系着高等教育促进社会流动、阻断贫困代际传递重要功能的实现。基于2022年度全国高校本科毕业生调查数据分析发现,与非一代大学生相比,家庭第一代大学生在毕业去向上更倾向于选择就业而非升学,但两个群体在起薪和工作满意度上的差异不显著;除了毕业去向,非认知能力也会影响初职起薪和工作满意度,但没有充足证据表明家庭第一代大学生从中获益更大;在对就业去向的影响中,非认知能力与认知能力发挥着相互补充和替代作用,但是这种影响在两类群体之间具有一致性;家庭第一代大学生非认知能力显著低于非一代大学生,通过更多的同伴互动、社会实践活动、家庭情感支持、学校归属感和更低的家庭成就内疚感可提高其非认知能力。

德国高校对不同阶段教授激励策略的价值导向探究——基于德国W体系薪酬分配制度的分析

德国高校教授W体系薪酬分配制度成功实现从“注重人人有份”到“保障和激励兼顾”的转变。现已形成以“基本工资为主,多元附加浮动工资补充”的稳定结构,基本实现了“有侧重地激励不同专业发展阶段教授”的改革目标。基本工资坚持“依据资质,保障公平”、浮动工资坚持“优绩优酬,强化激励”的价值导向。具体而言,初级教授(W1阶段)面临适应和生存需求,侧重职位胜任力的提升;终身教授(W2、W3阶段),其中:普通教授(W2阶段)面临向上晋升需求,侧重教学和科研并重发展;专家教授(W3阶段)面临承担高级职位使命,侧重行政管理和对外合作等贡献。我国正处于高等学校薪酬制度的改革期,德国W体系薪酬分配制度二十余年的实践经验颇具借鉴意义。

中小学教师职称与工资收入的性别差异分析

通过对全国15044名中小学教师的调查发现,不同年龄、不同地区、不同学段及城乡间的中小学女性教师在职称及工资收入上均明显低于男性教师,女教师不仅获得初级及以下职称、较低收入的占比均要明显高于男教师,且获得中高级职称、中高收入的占比要明显低于男教师。女性青年教师在职称晋升上难度更大,还有较大比例的教师职称未定级。东部地区女教师、农村及乡镇女教师的职称晋升相对较难,较难晋升到中高级职称;而县城及农村女教师、小学女教师和中部地区女教师则深陷中低收入陷阱,较难进入到较高及高收入段,她们在职称晋升及工资收入上与男性教师差距明显。因此,应对真正在农村地区工作的教师给予更多补助,要关注并提高县城及中部地区教师的工资待遇,在职称晋升与评审中应增设一些体现性别平等结果的指标要求,以阻止性别差距进一步扩大。