Despite a recent increase in women and racial/ethnic minorities in U.S. postsecondary education, doctoral recipients from these groups report lower salaries than male and majority peers. With a longitudinal sample of approximately 10,000 respondents from the "Survey of Doctorate Recipients," this study adds to the limited literature…

Uses data from the 1992 follow-up to the High School and Beyond longitudinal study to identify the percentage of the observed earnings premium attributable to a bachelor's degree, extent to which this percentage varies based on characteristics taken into account in the analyses (e.g., ability, job tenure and experience, industry, and occupation),…

The analysis of salary equity-parity typically involves the use of multiple regression analysis to determine predicted salary and the residual differences between predicted and actual salary. Two alternatives are presented, canonical analysis and multiple discriminant analysis. (Author/MLW)

Methodology and results of a study of administrative costs and structures at Iowa State University are summarized. Indicators of administrative efficiency are examined, including those related to organization, costs, salaries, and intensity of administrative functions. Some comparisons with peer institutions or to other units within the same…

The increasing concern with equity issues in higher education, along with litigation, has prompted institutions to undertake salary prediction studies. Four models were compared: (1) entering all variables, (2) excluding rank and tenure, (3) using predicted rank and tenure, and (4) using only "objective" variables. (Author/MLW)

Issues involved in selecting an administrative strategy for achieving salary equity for men and women in institutions of higher education are discussed. Possible strategies are reviewed and compared based on equity of salary adjustments, political constraints, cost to the institution, and effectiveness in removing inequities. (Author/MSE)