β Scribed by ATUL MITRA; NINA GUPTA; G. DOUGLAS JENKINS; JR.
No coin nor oath required. For personal study only.
Although merit pay continues to receive much theoretical and practical attention, little systematic eort is devoted to determining how large a pay raise must be before employees see it as a pay raise. This study uses psychophysical reasoning and techniques in a sample of 192 student `employees' to establish the size of pay raise thresholds in a relatively controlled setting. Results indicate that, below about the 7 per cent level, increases in pay amounts are unlikely to evoke positive perceptual and attitudinal reactions among employees. Theoretical, methodological, and practical implications of these results are highlighted.
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Aislinn Isobeille McKenna is feeling lost and alone. Recently discharged from serving six consecutive 12-month terms with the US Army, she has no home, no family, and no friends, which is nothing new for her, really. She lives a transitory, vigilante-type lifestyle in shadows, kicking ass and taking
## Abstract A contingent valuation was performed based on crossβsectional webβbased interviews of individuals aged 16β82 years of age presenting a scenario of influenza pandemic. The mean WTP for a course of Tamiflu was NOK 1034 (median NOK 250). Anxious individuals perceived the pandemic mortality