Examines the distribution of earnings within occupations. Finds that these are more widely distributed than earnings among differing occupations. Suggests some gender differences in the processes generating earnings disparities within occupations. (CH)

In estimating earnings equations for seven occupations, when fringe benefits are excluded, women receive significantly lower wages in all but the most female-dominated occupation. Including fringe benefits makes gender significant in only one occupational category. Crowding of one gender into an occupation appears the primary determinant of the…

A survey of 222 self-described managers found that women were concentrated low in chains of command, they tended to supervise other women, and their decision-making role was primarily providing input into men's decisions. Decision making raised men's salaries but not women's. (SK)

Surveys graduates of a radio-television/telecommunication program. Finds that income increases with work experience; those working outside the media earn the most; and males continue to outearn their female counterparts, when other factors are controlled for in the regression analysis. (SR)

Survey responses from 170 of 685 African-American graduates of historically Black colleges revealed no gender-based pay differences. Those who had White male mentors had some pay advantages over those without mentors. (SK)

States that a method for estimating gender wage gaps by industry yields estimates that vary according to arbitrary choice of omitted reference groups. Suggests alternative methods not susceptible to this problem that can be applied to other contexts, such as racial, union/nonunion, and immigrant/native wage differences. (SK)

Stepwise multiple regression was used to develop salary prediction equations, one from each of two faculty samples used most frequently used in this type of research. An analysis of the model found that on average women were paid significantly less than men. (RB)

Reports results from a 1987 survey of 2,830 readers of "Training," who are mostly industry-based trainers. Results indicate that salaries remained about the same as 1986, although bonuses were larger. Another finding indicates that the male/female salary gap is growing. (CH)

A questionnaire was completed by 1,297 graduates of Master of Business Administration (MBA) programs at the University of Pittsburgh. Questions collected data on job status, salary, sex, and years of work. Results show that female MBAs earn less than their male peers from the beginning, and the trend continues. (CH)

Industrial sectors and authority hierarchies are examined as an explanation for women's lower earnings compared with men's. Sectoral location and authority position are found to have independent additive effects on earnings; these effects, however, differ by sex. Women are more likely to achieve higher authority positions within the peripheral…

A study examined starting and current salaries of exempt employees between 1976 and 1986 by a large private firm. Women's salary disadvantage could be traced largely to their salary differential at the time they were hired. (Author)

In 1987 and 1993, 676 business administration graduates (49% men, 51% women) completed surveys showing the following: fewer women remained in full-time work in midcareer; those still employed full time earned 19% less than men, worked fewer hours, and were promoted less. Although women were just as satisfied as men in midcareer, they had been more…

The nation's wage distribution grew more unequal during the 1980s, with the top and bottom becoming more concentrated at the expense of the middle. The middle of the distribution thinned out, especially for men; for women, the middle "filled in" with only a small increase in the bottom of the distribution. (JOW)

Employment survey data show that, although training intensity in the first three months of employment is similar for men and women, women are employed in positions with shorter training and less capital. These differences and lower market valuation for women's work experience account for much of the wage gap. (SK)

In five industries, controlling for other forms of segregation, occupational segregation produces a gap of 11 percent (manufacturing) to 26 percent (services) in male/female wages. The wage gaps from employer and job cell segregation are about 6 percent. Policies such as comparable worth act on occupational and job cell components. (SK)