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The study employs a sample of US S&P 100 firms to explore the driving factors affecting the level of board commitment. We modified Clark’s (1998) CANE model and developed a corporate CANE model that is applicable for board commitment. Supporting our model, we find that primary drivers of board commitment (through board personal agency) are non-financial factors including board independence, size, gender diversity, professional experience/skills, industrial and financial experiences, senior executives' compensation, and strictly board independence. These board compositions significantly enhance the level of board commitment, except the board size. On the other hand, whilst we find significant impact for the market-based factors, i.e. board commitment level tends to increase with market value (Tobin's Q), we find weak or no evidence on the effects of accounting-based factors. This suggests that the board task value is influenced by the actual perception of the market participants rather than ‘documented’ figures.

The founder of a start‐up (principal) who has a project with uncertain returns must retain and incentivize an agent using promise of future payments and information gathering. The agent's effort incrementally advances production and such advance is a prerequisite for gathering new information. The principal decides how much information to gather based on these incremental advancements. The principal faces cash constraints. The agent's outside option is large relative to his effort cost. Equilibrium features one of two outcomes: immediate learning, whereby the agent's compensation is low, learning is immediate and retention is possible only conditional on the project being of high quality; or gradual learning, whereby the agent's compensation is high, learning is gradual, the agent never quits and effort is inefficiently high.

Background: In treating occupational hand injuries under workers’ compensation, the 2 most important goals are to maximize patient function, ideally to preinjury levels, and permit a timely return to work (RTW). The purpose of this study was to determine factors affecting total case length, that is, the total time from injury until primary closure of a patient’s claim, and disposition among patients with hand injuries treated under workers’ compensation. Methods: All cases treated under workers’ compensation by a single fellowship-trained hand surgeon within a single year were retrospectively reviewed. A case is defined as the entire management and treatment of a single patient related to a single occupational injury incident. Independent variables included age, sex, body mass index, comorbidity, occupation, injury pattern, and treatment modality. Dependent variables included treatment duration from injury to case closure and final case disposition (RTW, functional capacity evaluation [FCE], or loss to follow-up [LTFU]). Comparison between groups was accomplished with analysis of variance. Multivariate linear and logistic regression analysis was performed to predict case length and disposition. Results: In all, 447 cases involving a workers’ compensation claim were reviewed. Among these, 75 (16.8%) were LTFU, 24 (5.4%) required an FCE, and 346 (77.4%) an RTW. The RTW cases averaged 138.5 days, whereas those requiring FCE averaged 331.5 days. Compared with average case length, crush injuries (76.8 days. P < .001) and fractures (111.8 days, P = .0224) had significantly shorter time to closure. In a multivariate linear model, cases of soft tissue and nerve injury were associated with longer case lengths, remaining open for an additional 56.8 and 347.1 days, respectively ( P < .001). Each treatment modality studied, therapy, injections, and surgery, was associated with an increase in case length. Conclusions: Cases requiring FCE were open significantly longer than those resulting in RTW. In addition, injury pattern and treatment modality were associated with significant variations in total case length. These results imply that a specific subset of patients, namely those with soft tissue and nerve injuries, may experience delayed resolution among patients treated under a workers’ compensation claim.

As part of the Measurement Approaches to Partnership Success study, we investigated the relationship between benefits and costs of participation in long-standing community-based participatory research (CBPR) partnerships using social exchange theory as a theoretical framework. Three major findings were identified: (a) the concept of benefits and costs operating as a ratio, where individual benefits must outweigh costs for participation, applies to early stages of CBPR partnership formation; (b) as CBPR partnerships develop, the benefits and costs of participation include each other’s needs and the needs of the group as a whole; and (c) there is a shift in the relationship of benefits and costs over time in long-standing CBPR partnerships, in which partners no longer think in terms of costs but rather investments that contribute to mutual benefits.

The purpose of this study was to analyze the influence of taste and price on consumer satisfaction at a western fast food restaurant. The research design used in this study used quantitative associative methods. Based on the results of data analysis that has been carried out on the first hypothesis (H1) which states that taste has a positive and significant effect on consumer satisfaction, the t-count value is 22,984 which is greater than the t-table value of 1.661, testing the second hypothesis (H2) which states that price has a positive and significant effect on consumer satisfaction, the t-count value is 23,908, which is greater than the t-table value of 1.661, which means that taste and price have a positive and significant effect on consumer satisfaction, while the R-square value obtained is 0.865 which states that the taste and price variables affect consumer satisfaction by 86.50% and the remaining 13.50% is influenced by other variables.

Using proxy statement data describing the terms of compensation contracts, we examine how overlapping membership between compensation and audit committees influences the use of earnings metrics in compensation. Although research predicts that such overlap could either increase or decrease the reliance on earnings, we find that firms with overlapping directors rely less on earnings-based performance measures in incentive contracts without altering the overall level of performance-contingent cash bonuses. In addition, we provide evidence that firms substitute earnings measures with measures less subject to earnings management. Our findings are robust to potential alternative explanations, extend to an implicit relation between earnings and compensation for a larger sample, and are not driven by the tendency toward an overlapping committee structure more broadly. This paper was accepted by Suraj Srinivasan, accounting.

Workplace safety policies are designed to ensure that employers internalize the costs of injuries, but employers can undermine these policies with threats of dismissal. We show that states' adoption of the public policy exception to at-will employment—an exception forbidding employers from firing workers for filing workers' compensation claims or for whistleblowing—led to a substantial reduction in injuries. The widespread adoption of the public policy exception explains 14 percent of the decline in fatal injury rates between 1979 and 1994. Statutory protections from retaliatory firing also improved safety, but only when employers faced sufficiently strong penalties for violating them.

Humanlike automated driving (AD) strategies which are inspired by drivers' cognition ways may show advantages in dealing with complicated scenarios. However, many humanlike AD strategies just mimic drivers' behaviors or some specific characteristic. Learning algorithms are powerful technics to realize these strategies, but the architectures in learning-based strategies are too simple or with no detailed foundations. Therefore, we mean to summarize drivers' cognition characteristics and design a comprehensive and well-founded architecture for humanlike AD solutions. We review the massive studies about drivers with human driving or AD and summarize the characteristics from three perspectives, cognition foundation, cognition process, and cognition strategies. As for cognition foundation, we propose a simple analogy to show the working mechanisms of biological neural networks; as for cognition foundation, the important role of previous experience is highlighted; as for cognition strategies, we discuss drivers' cognition compensation strategies under the influences of environment, vehicle automation, and personal states systematically. After the above review of drivers' characteristics, we classify the methods to model drivers. We find that models based on cognition processes can maintain more cognition details, and thus we design a driving-dedicated cognitive architecture. This architecture works by the cooperation of several modules including long-term memory, management module, and so on. It has solid theoretical and factual foundations and can reflect drivers' cognition characteristics comprehensively. Finally, we discuss what needs to be done in the near future for us to improve humanlike AD solutions gradually.

Long-distance running is a demanding sport and runners use a variety of coping strategies to deal with these demands. In this study, we investigated running-related demands, resources, and recovery and, as an indicator of well-being, vigor. Specifically, following the Demand-Induced Strain Compensation Recovery Model, we tested to what degree the relation between running-related demands and vigor was moderated by two coping strategies available in running: running-related resources (e.g., training control, running mate/coach support) and running-related recovery (i.e., detachment from running). Demands, resources, recovery, and vigor were all surveyed across three separate dimensions (i.e., physical, cognitive, emotional) in a cross-sectional sample of 623 recreational long-distance runners. Hierarchical regression analyses were used to determine to what degree the demands-vigor relation was moderated by resources and recovery. Evidence for moderations was found for the cognitive and emotional dimensions of vigor, revealing four significant moderating effects of resources or recovery on the demands-vigor relation. Three of these effects involved emotional resources or recovery. Contrary to expectations, results also showed that in two cases higher recovery was associated with lower vigor, rather than higher, when runners experienced high demands. In all, we found modest support for the role of resources and recovery in altering the nature of the demands-vigor relation in recreational long-distance runners. This study highlights the importance of the emotional dimension of demands, resources, and recovery, as those facets were most important in predicting vigor in runners. Practical implications are addressed with regard to emotional resources and recovery for long-distance runners.

Writing essay is still considered difficult for English students to master. The students are expected to be able to express their ideas correctly without making any chance of messages to be misinterpreted by the readers; therefore, they have to know and use the best or the most appropriate ways to write. The purpose of writing this article is to introduce learning strategies and the possibility of training of learning strategies in writing essay to English students. The first strategy is integration of strategy with the process of writing essay: pre-writing, writing draft, and post-writing activities. The second is training learning strategies, such as memory, cognitive, compensation, metacognitive, affective, and social strategies to students to make writing essay easier, faster, more enjoyable, more effective, and more self-directed to achieve the desired result in their writing. To get better result of improvement, the model of training of learning strategies in writing essay should be applied and developed based on the appropriateness of teachers, learners, subjects, and situations. Key words: training, learning strategies, writing essay

Leading by example is one of the most powerful methods to encourage individuals to work toward a common objective. Despite the importance of leadership, little is known about how the effectiveness of leading by example depends on institutional features, such as the transparency and design of leaders' compensation contracts. We conduct two experiments to study this interplay between leadership and contracting in organizations with social missions (i.e., socially driven organizations). We find that under non-transparent contracts, leader contributions to the social objective positively influence follower contributions, reflecting effective leading by example. More importantly, under transparent contracts, the positive effect of leader contributions on follower contributions is diminished by an increase in the intensity of variable compensation and/or the amount of fixed compensation in the leader's contract. Our study informs the debate on pay transparency and demonstrates that organizations need to carefully consider the effects of contract design on leadership effectiveness. Data Availability: Contact the authors. JEL Classifications: C90; D63; D83; M40; M52.

Distinguishing between status spillovers and status ripples, we argue that sudden positive status shifts create status ripples when the social actors experiencing the status shifts are more constrained from exploiting their higher status than the social actors to whom they are affiliated. Specifically, we examine the status ripple paradox that the status effects experienced by the affiliated actors sometimes are as strong, or even stronger, as the direct status effects experienced by the ascending actors themselves. Focusing empirically on prestigious CEO awards from U.S. news magazines, we examine the consequences of positive status shifts for the awarded CEOs and the CEOs who are on the boards of directors of the awarded CEOs’ firms. We find evidence of status ripples in CEO compensation by showing that awarded CEOs have relatively greater immediate but smaller subsequent increases in compensation, which results in lower overall compensation effects for the awarded CEOs. Moreover, we provide empirical evidence of the theoretical mechanisms behind the status ripple paradox by showing that external constraints in the form of increased media and analyst attention and increased expectations affect the status ripple effect.

The service industry has become increasingly competitive. One of the main drivers for increasing profits and market share is service quality. When consumers encounter a bad experience, or a frustration, they may be tempted to stop using the service. In collaboration with the ride-sharing platform Via, our goal is to understand the benefits of proactively compensating customers who have experienced a frustration. Motivated by historical data, we consider two types of frustrations: long waiting times and long travel times. We design and run three field experiments to investigate how different types of compensation affect the engagement of riders who experienced a frustration. We find that sending proactive compensation to frustrated riders (i) is profitable and boosts their engagement behavior, (ii) works well for long waiting times but not for long travel times, (iii) seems more effective than sending the same offer to nonfrustrated riders, and (iv) has an impact moderated by past usage frequency. We also observe that the best strategy is to send credit for future usage (as opposed to waiving the charge or sending an apologetic message). This paper was accepted by Vishal Gaur, operations management.

People will always consciously or unconsciously compare their cost or benefits of actions with those of others and make judgments about fairness. Aiming at consensus reaching process where decision makers have fairness concern behaviors, this paper proposes a limited cost consensus model with fairness concern. To do this, we define the fairness utility function and fairness utility level based on fairness preference theory and explore some properties. In view of this, we propose a limited cost consensus approach with fairness concern of decision makers, which can obtain a stable and balanced consensus. Through emission reduction consensus problem of Chinese manufacturing enterprises, comparative analysis and sensitivity analysis are used to explain the proposed model. Conclusions about fairness preferences, consensus cost budget, and unit compensation cost can provide significant managerial references for real-world economic and management activities.

Ecological protection of grassland is an important part of the construction of ecological civilization in China. Grassland ecological compensation and reward policy is an important policy for grassland ecological protection in China. As the main participants in the grassland ecological compensation and reward policy, herders' behavioral response largely affects the effect of policy implementation. In this study, 550 herders in two regions with different compensation standards were selected as samples, and the comparative analysis of herdsmen's response to policy behavior and influence factors was carried out. The results showed that the grassland area owned by herders, ethnic group and perception of policies were important factors to affect the response of herdsmen's behavior in the two regions, but larger differences existed in the two regions. The grassland area and family size owned by herders are important factors that affect the response of herdsmen's behavior in Qinghai-Tibet Plateau; However, the ethnic group, the understanding of policy and family income are the important factors in the western desert area.

CEO pay has gone through remarkable changes over the past two decades. The most striking new features have been the increased use of stock options in the early 2000s, and of restricted stock since then. Both forms of stock-based compensation are intended to resolve the agency problem that occurs when CEOs do not act in the best interests of stockholders, but each has its advantages and limitations. In this instalment of Organizational Performance, we discuss the history of their use and similarities and differences between the two, and argue that both are often overused. Bonuses based on strategic goals, on the other hand, may be underused. We conclude with a contextual approach to guide boards of directors in making choices among the forms of CEO compensation—stock options, restricted stock, salary, and bonus—to incentivize CEOs to work toward maximizing organizational performance. Briefly, stock options are most appropriate for growth firms, and restricted stock for stable firms. Both forms of stock-based compensation are more appropriate for new than for long-tenured CEOs.

This article is concerned with the concept of ‘remedial consistency,’ the consistency of remedial rights with primary rights in the sense I explain. I argue that the requirement of remedial consistency has important implications across private law. It suggests that the ‘continuity thesis’ does not provide a justification for the right to compensation for a wrong, and I argue that rights to compensation are not generally based on wrongdoing. I also consider whether the absence of a right to specific performance is consistent with the existence of a duty of performance, and I discuss the need for alternative remedies to be mutually consistent. I also discuss the implications of remedial consistency for the concept of unjust enrichment, and I argue on the basis of remedial consistency for the general availability of proprietary claims for invalid transfers.

This study details the mechanisms on how CEO regulatory focus affects the salience of the gains versus losses involved in myopic marketing decision-making, and how such CEO psychological attributes interact with internal equity-based compensation, external pressure from equity analysts, and environmental turbulence to affect firms’ myopic marketing management propensities. We find that when faced with short-term earnings pressure to meet earnings expectations and when time is no longer a resource, predominantly promotion-focused are more likely to engage in myopic marketing management to benefit from the temporary stock price increase, which comes from meeting or beating earnings expectations. Conversely, predominantly prevention-focused CEOs are less prone to such short-termist actions which results in long-term value loss. For the moderating variables, we find that: (1) equity-based compensation tends to attenuate myopic marketing tendencies of promotion-focused CEOs but have no impact on prevention-focused CEOs, (2) whether equity analysts improve monitoring or aggravate short-term earnings pressure depends on the CEO’s regulatory focus, and (3) environmental turbulence does not increase the myopic marketing management tendencies of predominantly promotion-focused CEOs but rather intensifies the relunctance of prevention-focused CEOs to take short-termist actions. We further find that myopic marketing management mediates the impact of CEO regulatory focus on future firm performance. These findings have important implications for firms and boards when selecting new CEOs and structuring the compensation of existing CEOs. Firms need to simultaneously consider the fit between the CEOs’ regulatory focus, firms’ needs, the business environment, as well as CEO compensation structure.

Guarantee games are among the most important revenue streams for historically Black college and university (HBCU) intercollegiate athletics departments. Some scholars, however, have critiqued these games and even questioned their legality. This study examined the contracts of guarantee games in men’s basketball to assess whether HBCUs and non-HBCUs are equally compensated for their participation in these games. The findings point to the existence of a basketball “Black tax” where HBCUs are not given equal compensation for their participation in men’s college basketball guarantee games. The authors discuss the implications of this inequality along with recommendations for future research.

In the context of industrial relations, New Zealand's accident compensation scheme (ACC) is an internationally unique system. Recent reforms have been criticised by trade unions, however. They perceive ACC as a positive benefit of employment obtained for workers as of right in exchange for the extinguishment of the right to sue. Any threat to this is seen as a threat to workers' conditions of employment. The 1992 reforms have been by business leaders, on the other hand, for not going far enough along the road of privatisation and maintaining one of the bastions of welfare dependency. In the light of these tensions, the present article examines the history of the scheme, the current reforms and some implications for the future of ACC.

Research on compensation and employee benefits has enjoyed a long and rich history. Energized by a new generation of scholars, changes in the broader workplace context, and developments in adjacent areas of inquiry, many classic theoretical tensions and research questions have begun to evolve in novel directions, and exciting new areas of research are developing. In addition, there have been numerous calls for more academic research on both compensation and benefits and for greater alignment of that research with the needs and interests of practice, including the tendency of many practitioners (and employees) to view pay and benefits holistically as a package. In this review we highlight selected recent research on key components of core total rewards—compensation plus retirement, health, and work-life benefits. Extrapolating from our review, we identify evolving themes and trends and advance several recommendations for future research and suggestions for practice.

On the basis of the "Pilot System of the Ecological Damage Compensation" launched in 2015 and a research sample of listed companies in China's heavy pollution industry from 2014 to 2017, this paper uses a difference-in-differences model to empirically evaluate the impact of the damage compensation system on corporate environmental investment, as well as the moderating effect of market degree and firm ownership. The result shows that the implementation of the damage compensation system significantly promotes corporate environmental investment and that the market degree exerts a moderating effect. The effect of supervision remains the same because of firm ownership. This research uses a pilot policy to form a natural experimental group to accurately identify the impact of environmental supervision on corporate environmental investment. The aforementioned conclusions recognize the need for the construction of the ecological damage compensation system, provide a reference for the national government to formulate specific effective environmental policies, stimulate the environmental governance motivation of regional governments, and encourage enterprises to assume environmental responsibilities and thereby achieve green sustainable development.

Introduction Urgent assistance in primary care is a key area of the health system, being as an important stressor to be claimed for professional liability. The objective was to analyze the professional liability in primary care emergencies of specialists of family and community medicine and their main characteristics in our environment. Methods Retrospective descriptive analysis of claims against General Practitioners between 1986 to 2015 was performed. Results 224 claims, all resolved, were analyzed, due to error or diagnostic delay (122%–54.5%), accessibility problems in medical care (48%–21.4%), treatment errors (29%–12.9%) and errors in the issuance of documents (25%–11.1%). In 147 (65.6%) it was urgent assistance and in 77 (34.3%) scheduled. The way of interposition was judicial in 71.4%. In 6 cases (2.6%) the resolution involved compensation in 3 cases of urgent assistance and 3 of scheduled. Conclusion The very low risk of claim and compensation payment is confirmed, with no differences found between urgent and scheduled assistance. Clinical safety aspects should be emphasized, especially in the diagnostic error.

Based on conservation of resource theory, this study proposes that a psychological contract breach influences psychological contract violation and forgiveness, which in turn lead to customer-directed deviance. Moreover, this study investigates the moderating role of organizational ethical climate, which is influenced by ethical leadership, in these relationships. It also examines the moderating role of breach magnitude and breach attribution in the relationship between psychological contract breaches and violations, and analyzes the moderating role of organizational apology and the role of organizational compensation in the relationship between psychological contract breaches and forgiveness. Study 1 involved a multi-level structural equation modeling analysis using a matched sample consisting of data from 84 managers, 512 frontline employees, and 512 customers drawn from 84 travel agencies. Study 2 collected data from 176 manager-customer dyads. Hypothesis testing results indicate that most of hypotheses are supported.

We review and synthesize research on the effects of incentives on ethical and unethical behavior. Our review of 361 conceptual and empirical articles, which are scattered across multiple discipline...

We study the dynamics of two governance constructs, managerial influence over the board of directors and chief executive officer (CEO) compensation, in firms undergoing distress during 1992-2019. Data show a clear trend that governance improves over time, which confounds the inference about the effects of distress on governance. Controlling for the secular changes with a bias-corrected matching estimator, we find that distressed firms reduce managerial board appointments and CEO pay, intensify managerial incentive alignment, and increase CEO turnover. The bulk of CEO compensation changes in distressed firms derives from the performance-related part of compensation, consistent with the "shareholder value" view of CEO compensation.

BACKGROUND AND PURPOSE A sensitive and frequent clinical sign of a vestibular tone imbalance is the tilt of the perceived subjective visual vertical (SVV). There are no data yet focusing on lesion location at the cortical level as a factor for predicting compensation from the tilt of the SVV. METHODS With modern voxelwise lesion behavior mapping analysis, the present study determines whether lesion location in 23 right-hemispheric cortical stroke patients with an otolith dysfunction could predict the compensation of a vestibular tone imbalance in the chronic stage. RESULTS Our statistical anatomical lesion analysis revealed that lesions of the posterior insular cortex are involved in vestibular otolith compensation. CONCLUSION The insular cortex appears to be a critical anatomical region for predicting a tilt of the SVV as a chronic disorder in stroke patients.

El presente artículo se plantea analizar cuáles son las problemáticas afrontadas por los docentes a la hora de comunicarse con las familias y discentes durante el confinamiento en contextos educativos especialmente vulnerables. Para ello, realizaremos un repaso de la teoría, la cual nos permitirá formular las preguntas y objetivos y así, orientar la investigación.Por lo tanto, conoceremos las consecuencias que las TIC han provocado en nuestra sociedad y, centrándonos en el ámbito educativo, podemos observar cómo la brecha educativa y la brecha digital se han agudizado. Por ello, las problemáticas serán presentadas en el contexto de la crisis sanitaria de la COVID-19, con el fin de poder comprender cómo el proceso de enseñanza aprendizaje fue desarrollado de manera online.Para ello, se ha desarrollado un instrumento de investigación con el objetivo de tratar las problemáticas afrontadas y, además tratar las acciones que estos docentes llevaron a cabo. Estos aspectos serán tratados en un contexto vulnerable, ya que el instrumento de investigación será cumplimentado por docentes que ejercían el curso pasado en centros educativos que pertenecían al Plan de Compensación Educativa, con el fin de poder analizar esta situación en los contextos más vulnerables.Por último, en relación a los resultados obtenidos, podemos observar cómo las problemáticas que los docentes han tenido que afrontar, cómo pueden ser la falta de recursos tecnológicos o la escasa implicación familiar, han dificultado gravemente el proceso de enseñanza aprendizaje del alumnado, provocando sentimientos de frustración entre el equipo docente y las familias. Por ello, ante esta situación los docentes han realizado un seguimiento diario del alumnado a través de videoconferencias y han mantenido una comunicación fluida con las familias a través de llamadas telefónicas, debido al escaso uso que las familias y alumnado realizaban de los entornos digitales proporcionados por el centro. In the present research work a review of the theory is carried out, thanks to which we will know how the current society has changed due to technological advances, thus influencing the current society, which we can affirm that it is an Information Society made up of digital citizens.Therefore, we will know the consequences that ICTs have caused in our society and, focusing on the educational field, we can observe how the educational gap and the digital divide have become more acute. Therefore, the problems will be presented in the context of the health crisis of COVID-19, in order to understand how the teaching-learning process was developed online.For this, a research instrument has been developed in order to address the problems faced and also measure the strategies that these teachers developed. These aspects will be treated in a vulnerable context, since the research instrument will be completed by teachers who exercised last year in educational centres that belonged to the Educational Compensation Plan, in order to be able to analyse this situation in the most vulnerable contexts.Finally, in relation to the results obtained, we can observe how the problems that the teachers have had to face, such as the lack of technological resources or the scarce family involvement, have seriously hampered the teaching-learning process of the students, provoking feelings of frustration between the teaching team and the families. Therefore, in the face of this situation, teachers have carried out daily monitoring of students through videoconferences and have maintained fluid communication with families through telephone calls, due to the scant use that families and students made of the digital environments provided by the centre.

Grounded in a family systems perspective, we used a dyadic approach to examine longitudinal associations between parents' marital relationship qualities (marital conflict and marital satisfaction) and parent-child warmth and conflict in a sample of 180 African American families with adolescent-age children. We also tested whether these associations varied as a function of family economic strain, parents' depressive symptoms, and parent and youth gender. Results from longitudinal, Actor-Partner Interdependence Models (APIMs) showed significant actor and partner effects for associations between marital satisfaction and parent-child relationships reflecting both spillover and compensation processes. With respect to compensation, on occasions when fathers experienced lower marital satisfaction than usual (i.e., compared to their own cross time average), youth reported more relationship warmth with mothers than usual. Spillover effects were moderated, such that, on occasions when parents experienced more marital satisfaction than usual, adolescents reported more warmth, but only on occasions when parents also experienced lower economic strain than usual. Neither parents' depressive symptoms nor youth gender moderated associations between marriage and parent-child relationships. Results highlight interconnections between marital and parent-child relationships within African American families, the importance of assessing experiences of multiple family members, and the role of family contextual factors for family systems processes in this sociocultural group. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

This article reflects on the process, learnings, and success of utilizing a common compensation philosophy and pay strategy for registered nurses to pursue strategically important organizational and professional goals. This article reviews the current state of nursing compensation practices and identifies those pay strategies than can be used to accelerate goal achievement and improve organizational performance. Developed by a team of chief nursing officers with staff input, specific policy, structure, and tactics were deployed and sustained over a period of 10 years to successfully advance the professional nursing organization as well as meet key performance metrics of the health system.

OBJECTIVES This study aims to obtain evidence of the impacts of error disclosure and the impacts of a proactive compensation offer on Chinese patients' actions after medical errors. METHODS A total of 915 responses were collected from a questionnaire survey. Two fictitious cases (entailed moderate and severe harm) that involved error disclosure were described. One of 5 disclosure and compensation types was randomly provided to each participant. The 5 types were combinations of 3 disclosure types (no disclosure, partial disclosure, and full disclosure) and 2 proactive compensation offer categories (no offer and an offer), with the exception of no disclosure but a proactive compensation offer. The respondents were asked about their willingness to take actions if they were the affected patient. RESULTS The generalized ordinal logit regression model showed that error disclosure did not increase the likelihood of the patients taking action, such as changing physicians, complaining, or filing lawsuits. A proactive compensation offer decreased the patients' willingness to file lawsuits but had no significant influence on the other action choices. In addition, the patients' actions were affected by other factors, such as the severity of the error, age, sex, education level, being religious, prior error experience, and health insurance. CONCLUSIONS We suggest that "disclosure and compensation" programs are developed in China. To ensure their implementation, it is recommended that appropriate training is provided and that the disclosure culture in health care organizations is improved. Furthermore, laws or regulations are required that govern error disclosure and provide support for health care professionals and organizations.

This article considers the principle in the tort of private nuisance that the level of protection to which one is entitled from certain kinds of interference is sensitive to one's locality. It argues that the principle can be partly justified by the different costs of avoiding an interference which different localities create. However, it shows that, if the principle is to be justified in its entirety, a further justification is necessary. The article considers further justifications based on social rules, autonomy, cost minimisation, the idea of a system of equal right and an analogy to the rules on hypersensitive claimants. It largely rejects these explanations and concludes that, to the extent the locality principle requires individuals to bear substantial burdens that they would not have to bear were collective interests set aside, without compensation, it is difficult to justify.

Using data from the 1992-95 Multi-City Study of Urban Inequality employer survey, the authors document a new empirical finding that workers are less likely to receive promotions in nonprofit organizations than in for-profit firms. The study also uncovers evidence that among the sampled employers, wage increases associated with promotion were of comparable magnitudes in the two sectors, as was the potential for within-job wage growth; nonprofits were less likely than for-profits to base promotions on job performance or merit; nonprofits were less likely to use output-contingent incentive contracts to motivate workers; and the observed difference in promotion rates between the nonprofit and for-profit sectors was more pronounced for high-skilled than for low-skilled workers. The authors also propose a theory that potentially explains the broad pattern of evidence they uncover, based on the idea that nonprofit workers are more intrinsically motivated (attracted to their work for reasons transcending material compensation) than are for-profit workers.

Background and Purpose. Although most physical therapists experience work-related musculoskeletal disorders (WMSDs) at some time, only a small minority claim workers' compensation. This article describes the experiences of a group of therapists with WMSDs who made compensation claims. Methods. Interviews were used to document the experiences of physical therapists who reported that they had changed their career because of WMSDs. Results and Discussion. Therapists described their experiences in negative terms and found dealing with the workers' compensation system frustrating and unpleasant. They encountered attitudes that labeled them as malingerers and felt their credibility was questioned. Conclusions. Physical therapists' experiences of the workers' compensation system were negative, and they were keen to become independent of it. Those who claimed workers' compensation perceived that a compensable claim could limit their employment opportunities, making confidentiality an important issue when treating other health care professionals.

This article examines the effect upon damages for personal injury of methods used in the United States of America to calculate loss of future earnings. The work of lawyers is examined from the perspective of labour economists. The damages calculated by using these alternative methods are compared with those actually awarded in over a hundred cases determined by courts in England and Wales. This interdisciplinary and comparative study reveals that the tort system fails to satisfy one of its main objectives in that it does not provide recipients of damages with ‘full’ compensation.