cinder
发表于 2025-3-30 08:32:06
Wagesychological research is a prime example, but Humanitarian work psychology has been shifting the focus. Economic Necessity matters, and what people need POST-Covid, more than ever, is not just courses on self-esteem or resilience but an overhaul of how we understand the materiality of wage and its implications for human wellbeing.
整顿
发表于 2025-3-30 15:28:27
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疏远天际
发表于 2025-3-30 20:06:53
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acclimate
发表于 2025-3-31 00:10:47
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潜伏期
发表于 2025-3-31 04:45:25
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Accede
发表于 2025-3-31 07:40:30
Living Wagetion: Is there a global living wage, in purchasing power parity dollars, that enables people, organisations and communities to prosper and thrive? This question is not as outlandish as it might first seem. Open systems often have dynamic cusps, so why not for living wages?
ALE
发表于 2025-3-31 13:07:19
Living Wagetion: Is there a global living wage, in purchasing power parity dollars, that enables people, organisations and communities to prosper and thrive? This question is not as outlandish as it might first seem. Open systems often have dynamic cusps, so why not for living wages?
不妥协
发表于 2025-3-31 14:20:22
Maximum Wageliness of fixing a ratio is that wage $s at the top can only go higher if they bring wages at the bottom with them, i.e., raising the ceiling requires raising the floor, bringing social wellbeing with it. Perhaps the most sustainable ratio would yoke CEO wage to a living wage, one that was acceptable to all stakeholders in any organisation.
modifier
发表于 2025-3-31 20:06:39
Maximum Wageliness of fixing a ratio is that wage $s at the top can only go higher if they bring wages at the bottom with them, i.e., raising the ceiling requires raising the floor, bringing social wellbeing with it. Perhaps the most sustainable ratio would yoke CEO wage to a living wage, one that was acceptable to all stakeholders in any organisation.
动机
发表于 2025-3-31 22:44:50
Sexist Wagejobs stubbornly strain the wage-wellbeing relationship for women. Effective and promising remedies for shifting sexist mindsets are . primarily ‘psychological,’ or psychologised. Instead, they include organisational levers like quotas for (i) vertical wage equality, and living wage policies for (ii) horizontal wage equality.