Ventral-dorsal sub-regions in the posterior cingulate cortex represent pay and interest, two key attributes of job value

Career choices affect not only our financial status but also our future well-being. When making these choices, individuals evaluate their willingness to obtain a job (i.e., job values), primarily driven by simulation of future pay and interest. Despite the importance of these decisions, their underlying neural mechanisms remain unclear. In this study, we examined the neural representation of pay and interest. Forty students were presented with 80 job names and asked to evaluate their job values while undergoing functional magnetic resonance imaging (fMRI). Following fMRI, participants rated the jobs in terms of pay and interest. The fMRI data revealed that the ventromedial prefrontal cortex (vmPFC) was associated with job value representation, and the ventral and dorsal regions of the posterior cingulate cortex (PCC) were associated with pay and interest representations, respectively. These findings suggest that the neural computations underlying job valuation conform to a multi-attribute decision-making framework, with overall value signals represented in the vmPFC and the attribute values (i.e., pay and interest) represented in specific regions outside the vmPFC, in the PCC. Furthermore, anatomically distinct representations of pay and interest in the PCC may reflect the differing roles of the two sub-regions in future simulations.

The Relative Impact of Market, Internal, and Overall Job Values on Pay Competitiveness

As a practical imperative, organizations must be able to attract, retain, and motivate qualified employees to remain going concerns. Those that adopt a market-based strategy that focuses on paying market-competitive wages may effectively attract and retain employees and, depending upon their compensation planning process, encourage employees’ belief in the distributive justiceof their organizations’ pay decisions. Alternatively, organizations that adopt an internal equity strategy that focuses on pay decisions that reflect the internal value of employees’ jobs to their organization may effectively retain employees and, depending upon the process used to determine internal job values, encourage employees’ belief in the equity or procedural justice of that process. Compared to these strategies, organizations that rely on measures of overall job value are focusing on neither the market values, nor their internal values of jobs, alone. Instead, they are focusing on the jobs’ overall values, or their amended market values given the influence of the jobs’ internal values to the organization. As such, overall job value impacts, at once, the organizations’ need to attract, retain and motivate employees.This article evaluates the relative impact of market, internal, and overall job value on the competitiveness of 88 employees’ pay in 41 jobs in a nonprofit organization in the US health care sector. The organization’s pay decisions were made prior to this study and without benefit of a formal salary management plan. Hence, this study represents a retrospective analysis of the relative impact of jobs’ market, internal, and overall value on pay competitiveness.

Examination of Youth Team Athletes' Social Values According to Some Variables

In this study, it was aimed to examine of youth team athletes' social values according to some variables. The study was carried out by screening model and includes in range of 9-17 years 273 youth team athletes who take part in individual and team sports such as Taekwondo, Handball, Badminton, Wrestling, Volleyball and Football."A tool for Measuring Values: Multi-Dimensional Social Values Scale" developed by Bolat (2013) and "Demographic Characteristic Questionnaire" were used.For statistical analysis of the data obtained from the study, arithmetic mean and standard deviation were applied. Since the variable did not meet the normal distribution and homogeneity conditions, t-test and ANOVA test were applied from the parametric tests and significance level of .05 was selected for statistical significance.As a result of the study, according to the age variable, statistically significant differences were found in the Family Values, Scientific Values, Working-Job Values, Religious Values, Traditional Values and Political Values sub-dimensions of 11-12 age group athletes. There was a significant difference in Scientific Values, Working-Job Values, Religious Values and Traditional Values sub-dimension scores of the athletes according to gender variable. It was also found out that team athletes' scores of Family Values, Scientific Values, Religious Values and Traditional Values sub-dimension were higher than individual athletes.