A linear causal model is postulated and path analysis procedures used to examine the direct, indirect, and total influence of 39 variables (grouped into eight general measures) on the salaries of 24,461 faculty members in every discipline and type of postsecondary institution. Wide variation is shown. (Author/LBH)

Data from the 1988 report of Committee W on the Status of Women in the Academic Profession suggests that sex discrimination in salaries, rank, and tenure persist. A comparison of women faculty's salaries and ranks in five institutions of widely varying types is provided. (MSE)

Recent proposed and enacted changes in Britain's postsecondary faculty salary structures and the resulting effects on the faculty's relationships with the institutions are examined. (MSE)

Issues of early retirement of college and university faculty are examined as they relate to Australia's aging faculty population, and the conditions necessary to promote early retirement successfully in this context are considered. (MSE)

A quantitative study of the degree of substitutability between men and women faculty in higher education and the extent to which salary differentials have played a role in altering sex distribution in academe suggests nonsalary factors are responsible. (MSE)

Identifies factors that should be considered in developing salary schedules for community colleges. Reviews the responsibilities of administrators in salary administration. Sets forth questions that should be asked in developing salary policies. (AYC)

This study examined salary discrimination by race and sex for faculty of higher education institutions. Data were obtained from the 1993 National Study of Postsecondary Faculty (NSOPF-93), a cross-sectional survey of 817 public and private higher education institutions and 25,780 faculty. The findings indicated that while the salary gap between…

The development, characteristics, statistical findings, and utility of a faculty salary model used for three years in a diversified higher education system are reported. The model was developed in response to needs to deal with salary equity litigation, make interinstitutional salary comparisons, and better understand factors determining salaries.…

A national survey has found little change in faculty salary differentials among disciplines. For the second year, however, public institutions' salary growth outpaced private institutions'. Other trends include "compression" of salaries among faculty ranks within a field and higher salaries for faculty with union contracts. (MSE)

An approach to identifying and correcting college faculty salary inequities based on gender is presented. Steps include determining whether a problem exists using an objective, legally sound procedure; developing feasible adjustment strategies; and implementing correction and a monitoring process consistent with institutional culture and values.…

The approach taken by Virginia to analyze and establish policy for college and university administrator salaries, as they relate to other institutions and to the salaries of instructional faculty, is outlined. A methodology felt to be appropriate for this analysis, tested on eight institutions, is described and illustrated. (MSE)

Develops a model of faculty salaries, job satisfaction, and union status, using data for 1,729 faculty members at 4-year colleges and universities. Unions significantly and positively affect full and associate professors' salaries and increase the rewards to seniority while reducing the returns to being at a research university. Union members'…

Using a salary model and data from the University of Minnesota, this study found that unexplained salary differential between male and female faculty was reduced by 14% when faculty citations were added to the model. The technique for statistical analysis is recommended because of its ease of standardization and application. (MSE)

The Teachers Insurance and Annuities Association's (TIAA) College Retirement and Equity Fund is criticized for its low returns and its chief executive officer's recent salary raise. It is said to be in need of additional regulation and policyholder involvement. A TIAA vice president responds that the analysis given is inaccurate and misleading.…

Study estimated how pay disparity varied by race, marital status, gender, and field. Results show considerable differences overall, with unexplained wage gaps for racial/ethnic group, dramatic variations between men and women, and further by field. Earnings differences among racial/ethnic categories are not uniform. The return on marriage for men…