Isplativost rada u Hrvatskoj i Sloveniji: analiza pomoću mikrosimulacijskog modela

WORK INCENTIVES IN CROATIA AND SLOVENIA: ANALYSIS USING MICROSIMULATION MODELS The paper analyzes the impact of the tax-benefit system on work incentives in Croatia and Slovenia. Unemployed and inactive persons and their hypothetical transitions to employment are considered. As the main indicator of work incentives, the participation tax rate (PTR) is estimated, as it represents a portion of additional income that is lost because taxes increase and benefits decrease in transition of a person from non-employment into employment. Unlike previous research, which was made for both countries on hypothetical data, in this paper for the first time the calculations and analysis of PTR are based on survey data, which for both countries gives a realistic picture of the situation in the field of work incentives. The analysis is carried out on data and the tax-benefit system for 2017, and the main tool used is EUROMOD, a tax-benefit microsimulation model for the EU countries. The results show that the average PTR in Croatia is of a moderate size of 31.3%, while in Slovenia it is 11.3 percentage points higher. People with higher number of dependent children and those with lower level of market income obtained by other household members are more likely to have a high PTR in both countries, and in Croatia people with only primary education will also have it. Key words: participation tax rate, work incentives, EUROMOD, Croatia, Slovenia

Working the Qing Palace Machine

This chapter asks about the personnel working at and for the Qing court. It explores their numbers, working conditions, labour relations, and social positions with a temporal focus on the mid and late Qing. Labour relations, in accordance with the definitions of the Global Collaboratory on the History of Labour Relations, include the non-working, reciprocal, tributary, and commodified types. All of these types were represented at the Qing courts in various constellations. The paper outlines work incentives and sanctions based on Palace Regulations and Precedents (Qinding gongzhong xianxing zeli) and personal accounts of a palace maid and a eunuch in the early twentieth century and gives insights into the interaction of humans with the institutional mechanisms of the palace machine.

Age Gradient in Women’s Crime: The Role of Welfare Reform

We investigate how welfare reform in the U.S. in the 1990s shaped the age gradient in women’s property crime arrests. Using Federal Bureau of Investigation data, we investigated the age-patterning of effects of welfare reform on women’s arrests for property crime, the type of crime that welfare reform has been shown to affect. We found that welfare reform reduced women’s property crime arrests by about 4%, with particularly strong effects for women ages 25 to 29, slightly stronger effects in states with stricter work incentives, and much stronger effects in states with high per capita criminal justice expenditures.

Legal Regulation of Police Work Incentives

Based on the analysis of scientific views of scholars, the author has established that the legal regulation of incentives for police work is the regulation of public relations by law means in regard to external incentives for police officers to highly professional, conscientious and dedicated performance of professional and official tasks, functions and powers, as well as their encouragement to achieve positive results in this work. It has been emphasized that the need for legal regulation of incentives for police work is due to the fact that, first of all, employees must know and understand what they can expect in case of successful, dedicated, high-quality and effective performance of their duties and responsibilities, as well as what they can expect in case of improper (not effective, in terms of the violation of law, official discipline, norms of public morality, professional ethics, etc.) perfomance of their powers; secondly, work incentives are provided not only through positive motivation and encouragement, i.e. in the form of receiving appropriate remuneration by a police officer or public recognition of his or her merits, but also through the possibility of prosecuting a police officer for improper performance of official duties. The author has proved that it would be appropriate to provide the right of other subjects, such as members of the public, to raise the issue of encouraging a police officer in order to reduce the dependence of police officers on their immediate superiors in terms of incentives for conscientious work and special merits to society, since police officers serve not the superior officer, but to the people of Ukraine. It has been clarified that the normative principles of implementing the incentive measures within the system of police agencies cause certain remarks that do not allow to consider incentives as an unequivocally effective tool for influencing the efficiency and quality of police officers’ performance of their professional tasks, functions and responsibilities; a tool that really encourages them to selfless and conscientious work in the interests and for the benefit of the people of our state.

Does Interpersonal Relations and Work Incentives Affect Work Motivation and Organizational Commitments?

This study aims to determine the effect of interpersonal relationships and work incentives on work motivation and organizational commitment of PT. Technology Karya Mandiri. The research sample was total all employees of 70 respondents. The method of collecting data through a questionnaire and used path analysis method using SmartPLS 3.0. Based on the results of the study, work motivation and organizational commitment has a positive and significant effect on interpersonal relationships. Work motivation and organizational commitment has a positive and significant effect on work incentives. Moreover, Organizational commitment has a positive and significant effect on work motivation. Work motivation has a negative and not significant effect on interpersonal relationships through organizational commitment. Work motivation has a negative and not significant effect on work incentives through organizational commitment. This study gives implications to provide a knowledge and optimization of human resource management strategies. The enhancement of motivation and commitment can be well received by his subordinates and other continuous efforts are made to improve both operational improvement and continuous improvement to create a highly dedicated human resources management.

The Household Benefit Cap: understanding the restriction of benefit income in Britain

Britain’s Household Benefit Cap restricts the amount of benefit income unemployed households can receive. In this article, it is examined using material held at the UK’s National Archives recording debates about a proposal to introduce a similar policy – a benefit limit – in the first Thatcher Conservative government elected in 1979. It was rejected, but the Household Benefit Cap was introduced three decades later. The article locates debates about, and the practice of restricting benefit income, in perennial social security concerns with the financial incentive to do waged work. The article argues that while there are material differences that help explain the different policy outcomes in 1980 and 2010, they can primarily be explained by changing ideas about the roles of social security policy, including the development of the ‘incentive paradigm’ concerned with manipulating behaviour; a loss of concern with the hardship that would come with the introduction of a benefit restriction and a view that institutions other than the state are better placed to address poverty and buttress work incentives.