Tatiana Karabchuk

Wages of Policemen in Bulgaria, Kazakhstan, Latvia and Russia

The police force is the crucial pillar of safety and order in a country.Work in the police is considered to be risky, highly demanding, andvery responsible. Both government and society expect excellent workfrom police officers. A country’s development defines the developmentof its institutions, including the police, which is why many transitioneconomies went through police reforms recently. One of the reforms’targets was the wage of police officers. Unfortunately, the police forceis a very closed social group and can rarely be identified in householdsurveys, so information is scarce. However, it is very important to knowand understand how wages are determined in the police force and ifthere are any differences among countries with transition economies.How much do the wages vary inside the police? This paper is aimed atanalyzing the wage formation mechanism in Post-Soviet countries likeKazakhstan and Russia and in Eastern European countries like Bulgariaand Latvia. In 2012, the highest average monthly wage was to be foundin Bulgaria (

International Research Laboratories in Russia: Factors Underlying Scientists’ Satisfaction with their Work

1,428) and the lowest was in Kazakhstan (

Part-time and temporary workers in Russia: winners or losers?

595). A regressionanalysis on the collected data from police officers’ interviews(with a sample size of 1,854 policemen) showed that education, tenure,department, and rank determined police wages but also that the factorsdiffered from country to country. Education is the crucial factor in Bulgariaand increases wages by 27%, while in other countries education has no effect on police wages. In Russia,the most significant influence on wages is rank. The higher-ranked police officers receive up to 55% more thanlower-ranked officers do.

Temporary employment in Russia: why mostly men?

International research laboratories represent a relatively new form for Russia of organizing the scientific community. They aim to attract leading international scientists as well as young scholars and thus to help increase national research capabilities. This paper analyses the efficiency of international labs in achieving these goals in terms of criteria that are intrinsic (number of publications, patents etc.) and perceived (job satisfaction). Motivation and involvement of employees as well as availability of resources are regarded as the main determinants of efficiency. Based on previous international and domestic studies in the field we build a conceptual model to estimate causal relations and correlations between these five variables. Our data source was the online survey of international scientific laboratories staff, which was conducted in April-June, 2012.The paper first describes the sample characteristics, then carries out factor analysis of motivation resulting in a typology, and, finally, presents a structural equation modeling to test the conceptual framework of analysis.Factor analysis reveals that four important groups of employee motives exist. Laboratory staff may be motivated (or unmotivated) by achievement in science, focus on careers abroad, practical-oriented material values and satisfaction with working conditions.Using structural equation modeling authors provide empirical evidence for the hypothesis about relations between employee engagement and job satisfaction. The more employees are engaged in lab activities, the higher are job satisfaction and productivity level. However, the strength of these effects is relatively small. The assumption of a positive relationship between job satisfaction and available resources was also confirmed. Additionally, analysis showed that employee engagement has a positive effect on the achievement of both objective and subjective results.