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Author: Dawn Thilmany
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
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Book Description
In 1998, the Committee on Women in Agricultural Economics (CWAE) began a tracking project to more closely examine and report on issues and trends in the agricultural economics profession. This study presents results on performance and pay among academics, focusing on differences across genders. Experience and refereed journal articles appear to have the greatest effect on salary differences. Discussion on several academic issues of debate, including nine- versus eleven-month appointments and workload expectations, is also presented.
Author: Dawn Thilmany
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
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Book Description
In 1998, the Committee on Women in Agricultural Economics (CWAE) began a tracking project to more closely examine and report on issues and trends in the agricultural economics profession. This study presents results on performance and pay among academics, focusing on differences across genders. Experience and refereed journal articles appear to have the greatest effect on salary differences. Discussion on several academic issues of debate, including nine- versus eleven-month appointments and workload expectations, is also presented.
Author: Eva Sierminska
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
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Book Description
We model the process of field specialization choice among beginning economists within a multivariate logit framework that accommodates single and dual primary field specializations and incorporates correlations among field specialization choices. Conditioning on personal, economic, and institutional variables reveals that women graduate students are less likely to specialize in Labor/Health, Macro/Finance, Industrial Organization, Public Economics, and Development/Growth/International and are more likely to specialize in Agricultural/Resource/Environmental Economics. Field-specific gender faculty ratios and expected relative salaries as well as economics department rankings are significant factors for gender doctoral specialization dissimilarity. Preferences and characteristics contribute about equally to field specialization dissimilarity.
Author:
Publisher:
ISBN:
Category : Agriculture
Languages : en
Pages : 758
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Author: Victor Lavy
Publisher:
ISBN:
Category : Competition (Psychology)
Languages : en
Pages : 58
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Book Description
Recent lab and field experiments suggest that women are less effective than men in a competitive environment. In this paper I examine how individual performance in a real work place is affected by a competitive environment and by its gender mix. The competition is among math, English and Language teachers who participated in a rank order tournament that rewarded teachers with large cash bonuses based on the test performance of their classes. The evidence suggest that the average ranking, winning rate and awarded prize did not differ by gender nor between teachers in competition groups with only female teachers or with both genders. I also find that the direct impact of the bonus program on students' outcomes did not vary by male and female teachers or by the type of competitive environment in terms of gender mix of the participants. As for mechanisms that can explain these results, I found no differences by either gender or by the gender mix of the competition group in teachers' awareness and familiarity with the program and its rules, and in effort and teaching methods. Women though were more pessimistic about the effectiveness of teachers' performance pay and more realistic than men about their likelihood of winning bonuses.
Author:
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Category :
Languages : en
Pages :
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Based on the premises of âEquity Theoryâ (Adams, 1963), this study evaluated the Virginia Community College System compensation rates and compared the salaries of similarly ranked and similarly qualified male and female faculty members. A quantitative analysis was conducted of the reported salaries of all full-time instructional faculty members in the Virginia Community College System in the Fall of 2006. The specific areas examined included salary, rank, highest degree earned, and full- or parttime employment status. Using the tenets of Equity Theory as a foundation, this study evaluated any differences in the compensation and rank between male and female faculty members to determine the âfairnessâ of salary policies. The population of this study included all instructional faculty members employed during academic year 2006-2007 in the 23 community colleges in the state of Virginia. Results of this analysis indicated that there were differences based on gender in the mean salaries of faculty members of the Virginia Community College System at the professor faculty rank for VCCS faculty members outside of Northern Virginia Community College and at the associate professor rank at Northern Virginia Community College. Findings of this study further indicated that faculty members in the Virginia Community College system overall were slightly more likely to be female, hold masterâs degrees, and hold assistant professor rank. Findings indicated that both males and females were equally likely to be employed as part-time faculty members in the Virginia Community College System and that both education and experience contributed significantly to salary in the Virginia Community College System.
Author: National Research Council
Publisher: National Academies Press
ISBN: 030915586X
Category : Social Science
Languages : en
Pages : 384
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Book Description
Gender Differences at Critical Transitions in the Careers of Science, Engineering, and Mathematics Faculty presents new and surprising findings about career differences between female and male full-time, tenure-track, and tenured faculty in science, engineering, and mathematics at the nation's top research universities. Much of this congressionally mandated book is based on two unique surveys of faculty and departments at major U.S. research universities in six fields: biology, chemistry, civil engineering, electrical engineering, mathematics, and physics. A departmental survey collected information on departmental policies, recent tenure and promotion cases, and recent hires in almost 500 departments. A faculty survey gathered information from a stratified, random sample of about 1,800 faculty on demographic characteristics, employment experiences, the allocation of institutional resources such as laboratory space, professional activities, and scholarly productivity. This book paints a timely picture of the status of female faculty at top universities, clarifies whether male and female faculty have similar opportunities to advance and succeed in academia, challenges some commonly held views, and poses several questions still in need of answers. This book will be of special interest to university administrators and faculty, graduate students, policy makers, professional and academic societies, federal funding agencies, and others concerned with the vitality of the U.S. research base and economy.
Author: Susan L. Averett
Publisher: Oxford University Press
ISBN: 0190878266
Category : Business & Economics
Languages : en
Pages : 889
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Book Description
The transformation of women's lives over the past century is among the most significant and far-reaching of social and economic phenomena, affecting not only women but also their partners, children, and indeed nearly every person on the planet. In developed and developing countries alike, women are acquiring more education, marrying later, having fewer children, and spending a far greater amount of their adult lives in the labor force. Yet, because women remain the primary caregivers of children, issues such as work-life balance and the glass ceiling have given rise to critical policy discussions in the developed world. In developing countries, many women lack access to reproductive technology and are often relegated to jobs in the informal sector, where pay is variable and job security is weak. Considerable occupational segregation and stubborn gender pay gaps persist around the world. The Oxford Handbook of Women and the Economy is the first comprehensive collection of scholarly essays to address these issues using the powerful framework of economics. Each chapter, written by an acknowledged expert or team of experts, reviews the key trends, surveys the relevant economic theory, and summarizes and critiques the empirical research literature. By providing a clear-eyed view of what we know, what we do not know, and what the critical unanswered questions are, this Handbook provides an invaluable and wide-ranging examination of the many changes that have occurred in women's economic lives.
Author: Harold Eddie Lee
Publisher:
ISBN:
Category :
Languages : en
Pages : 398
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Book Description
This research project outlines the rigorous and detailed methods used in conducting a gender-related salary equity study. Specifically, this study looks into the question of whether salaries received by female faculty members are significantly different from the salaries received by Caucasian-male faculty members. In this study, data for five academic years are analyzed to judge whether salary levels for female and Caucasian-male faculty members within selected disciplines, departments, and/or colleges at a major land-grant academic institution are impartial across gender after controlling and/or accounting for variations in individual faculty characteristics. After assembling the data, the author uses a five-step analytical model to ascertain whether gender-related wage disparities exist at the institution: 1. Select independent clusters of faculty members for comparison. 2. Generate autonomous salary regression equations for each faculty cluster chosen. 3. Compute the predicted wage for each faculty member in the independent clusters. 4. Compute the salary residuals (i.e., subtract the predicted annual wage from the adjusted wage) for faculty members of each cluster. 5. Compare the salary residuals of the Caucasian-male faculty members to the salary residuals of the female faculty members in each of the selected clusters. For the five-year study, 95 faculty cluster comparisons were performed using the five-step process. Initial results of comparing the salary residual means of female faculty members with Caucasian-male faculty members in the 95 independent comparison clusters exposed five significant ([alpha] [less than or equal to] .05) cases of gender-related wage disparity and ten noticeable (.05 [less than or equal to] [alpha] [less than or equal to] .15) cases of gender-related wage disparity at the university. Final computations, measuring for the magnitude of gender-bias in the wage compensation system, revealed that the wage dispensing practices at the university favored female faculty members in four of the five years studied. These apparent findings are tempered with the suggestion that sporadic factors could have caused the study results to be misleading or inaccurate. In closing, nine melded statements are presented to provide advice and direction to those working and doing research in the field of higher education.
Author: Van Kolpin
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
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Using data on academic economists in the years 1973, 1977, 1982, and 1987, the authors investigate gender differences in placement and their consequences for departmental productivity. The initial analysis shows that in the years studied, the departments that were highest-ranked on a measure of scholarly publications per faculty member were the least likely to hire female faculty. A second analysis shows that departments that hired fewer women in the 1970s declined in publications rank relative to other departments. Finally, in a third analysis the authors find that the research output of women in the 1970s cohort of economists was greater than that of their male counterparts at comparable institutions. These results reject productivity-based explanations for the observed differential placement, and they provide some of the first formal evidence that employment discrimination is costly to the employer.
Author: Ana Fernandes
Publisher:
ISBN:
Category :
Languages : en
Pages :
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