Analysis of salary data from 280 schools accredited by the American Assembly of Collegiate Schools of Business and 590 nonaccredited schools demonstrates that accreditation positively affects both the magnitude of faculty salaries and the cross-disciplinary salary differentials. (SK)

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…

A survey was conducted to gather information on full-time nurse faculty salaries and related information such as gender, year of birth, race/ethnicity, degree level, rank, level and area of teaching, and tenure status. Findings, presented in numerous data tables, provide a benchmarking resource for comparing salary data on an academic and a…

Examination of several methods of identifying faculty salary inversion (pay of some junior faculty exceeding that of senior faculty) found no single best method. However, applicability of certain models to different disciplines at different funding levels was demonstrated. (SK)

An annual survey shows that male professors still earn more than female professors for the same work. (EV)

Analysis of a 21-year panel of data on economics professors found only some of the negative relationship between seniority and pay was attributable to low research productivity. Accounting for the quality of the faculty/institution match reduced the inflated estimated returns to seniority. The penalty for 20 years of seniority was 16% of salary.…

Discusses how the selection of variables used in the salary model, and the functional form of the salary model, can influence the findings from an institutional salary-equity study. Also demonstrates how an institution's salary model can be used to identify pay disparities for individual faculty members. (EV)

The process and results of establishing collective bargaining for Rutgers University's (New Jersey) part-time faculty, largely women, are discussed. Negotiations for achievement of parity with full-time faculty through pro rata benefits and salaries, the most contested issue, are described briefly, focusing on administration resistance. (MSE)

Salary data from mathematicians and economists were used to test a model that first impressions of scholarly work are important to career success. Long-run salary increases from additional articles or citations decline with the age received. Large standard errors suggest that first impressions are not overly important. (Author/SK)

Describes the use of regression analysis in eliminating sex discrimination in a university's salary structure and examines regression models usually accepted by courts. Estimates salary regressions for a large, midwestern university for 1983-84 in a simulating exercise exploring alternative elimination methods. Includes 23 references and 11 court…

Uses a large sample of college and university faculty to study the effects of wage inequality on satisfaction, productivity, and collaboration. Results show that increased wage dispersion within academic departments negatively affects individual faculty members' satisfaction, research productivity, and research collaboration among faculty members.…

Reviews some of the continuing challenges for the higher education community in achieving salary equity between men and women by examining recent legal cases. Suggests issues that faculty members and administrators might consider when undertaking salary-equity studies. (EV)

Employed human capital and structural perspectives to explore extent to which the lower salaries received by full-time faculty women compared to their male colleagues vary across different rank/experience cohorts. Data from the 1993 National Study of Postsecondary Faculty revealed that among the "older" faculty at each rank, women…

Presents details of an effort by Indiana State University to apply multiple regression analysis to the problem of eliminating faculty salary inequities. The model developed can be used to identify inequities and improve faculty salary allocation decisions by combining data with peer evaluation. (Author/JOW)

Responses from 188 of 500 female accounting faculty surveyed showed that only 34.3% had senior rank. Almost half earned $50,000-80,000. More than half experienced gender discrimination. They tended not to report incidents of racial or gender discrimination. (SK)