There have been numerous lawsuits within higher education brought by females over pay inequity and many articles have been written on the topic. Although not as prevalent, there have been some recent instances where male faculty have claimed--with some degree of success--that the process used by their institutions to make salary adjustments for…

Although studies have shown a significant wage gain associated with the possession of a college degree, few have considered at what age the degree was received to estimate this college wage premium. Given the recent increase in the enrollment of older students, this study examines how the size of the premium is affected by college timing while…

This paper examines the impact of college quality and academic major on the earnings of a nationally representative sample of baccalaureate recipients. We extend previous work in this area by analyzing the magnitude of change in the influence of these factors at two points in the early career of these graduates. Our results demonstrate that,…

In this study, we use data from the 1999 National Study of Postsecondary Faculty (NSOPF:99) to measure the unexplained wage gap between men and women in academe. We pay particular attention to how these unexplained wage gaps have changed over time by comparing the results from the 1999 survey to published results from previous national surveys and…

Examined are the specific differences in the salary reward structures of eight clusters of academic disciplines included in Biglan's three-dimensional model of the academic profession. A total of 1,320 faculty at a large research university responded to the Faculty Activity Analysis questionnaire regarding the time spent in 11 categories of…

The hypothesis of a direct link between institutional pay scales and faculty sex ratios is examined based on HEGIS and AAUP data. Results suggest that eliminating sex bias in faculty pay within individual institutions will not achieve parity for women until higher-paying institutions recruit more women or those with more women upgrade pay scales.…

Review of 19 case studies of gender inequity in faculty salaries found inappropriate application of statistical procedures. An alternative, seven-step procedure for salary modeling and testing allegations of salary discrimination is outlined and applied in a case study of 725 faculty. (MSE)

The model estimated the influences of a comprehensive list of factors classified as rational or nonrational equity and parity (marketplace). It is recommended for studying year-to-year changes in salary policies and for checking the importance of each factor in salary increase deliberations. (Author/LBH)

A study of University of Illinois 1976 graduates (n=2,306) in 1977, 1981, 1986, and 1991 examined changes in salary patterns for all degree levels and majors. Results suggest women earn less than men in first full-time jobs, and gaps widen with time. Possible factors include women's breaks in full-time employment, and differences in majors,…

Areas in which human judgment must be used to conduct a fair statistical analysis of college faculty salary equity are discussed, and guidelines for making those judgments are offered. Four decision elements and four fields of study are considered as the basis for establishing criteria for selecting the appropriate regression model. (Author/MSE)

Using the quartile deviation of faculty salary data as a measure of institutional quality, the authors ranked the 138 major universities designated by AAUP as Class I institutions. Since the results were similar to other ranking systems and salary data are readily available, it is argued that studies of salaries hold promise as measures of…

A study of early postenrollment wage determinants of White young men in the 1966 to 1971 period is described. The focus is on student labor force status as a determinant of postenrollment wage rates. Results suggest that work while enrolled may mitigate transition problems to full-time work after enrollment. (Author/MLW)

Faculty promotion and salary policies at the University of Texas at Austin are analyzed to determine whether male and female faculty members are rewarded equally for equal academic qualifications and performances. This regression analysis tends to support the discrimination hypothesis with respect to both promotion and salary policies. (Author/LBH)

Simple comparisons of average salaries for junior and senior faculty can not indicate whether the differential is declining, because there is no standard for comparison. A simple five-step regression analysis procedure is proposed to investigate salary compression. Analysis of 1990-91 faculty salary data for the University of Minnesota indicates…

Discusses methodology of gender equity studies on noninstructional employees of colleges and universities, including variable selection in the multiple regression model and alternative approaches for measuring wage gaps. Analysis of staff data at one institution finds that experience and market differences account for 80 percent of gender pay…