Gender Differences In Rewards Research Articles

Gender differences in rewards for academic performance: the Case of North American environmental sociology

ABSTRACT Although the subfield of environmental sociology within the United States has achieved near-equal gender representation in recent years, little has been done to assess gender equality beyond numerical representation. Using data collected from 401 environmental sociologists’ curricula vitae (CVs), this study investigates gender differences in publishing productivity and associated academic rewards in American environmental sociology. Findings indicate gender differentials in overall publishing productivity, with men producing more articles than women, but no significant gender differences for publication in flagship sociology journals, author-level citation accrual, or first job placement. Findings suggest the American environmental sociology subfield has greater gender balance for some scholarly rewards, but less so for overall publishing productivity. While results indicate improvement in some potential locations of gender inequality, more research is needed to assess other locations and to confirm that gender equity is within reach for the subfield.

Gender differences in productivity rewards: the role of human capital

In this paper, we evaluate the gender wage gap component due to differences in characteristics’ rewards in Italy. The main focus is on the relationship between human capital characteristics and gender differences in rewards. We propose a methodology that combines the quantile regression analysis with non-parametric procedures for the estimation of the probability density functions of reward differentials in order to evaluate the evolution of the gap due to human capital characteristics. The analysis is carried out on Italian data taken from the latest available cross-section of the European Community Household Panel (2001). Our study suggests that education can be a good productivity signal and helps reduce the range of the gap; furthermore, highly educated women experience lesser gender-based pay differences as the length of the employment relationship increases.

Gender Differences in Productivity Rewards in Italy: The Role of Human Capital

In this paper we evaluate the gender wage gap component due to differences in characteristics’ rewards in Italy. The main focus is on the relationship between human capital characteristics and gender differences in rewards. We propose a methodology that combines the quantile regression analysis with non-parametric procedures for the estimation of the probability density functions of reward differentials in order to evaluate the evolution of the gap due to human capital characteristics. The analysis is carried out on Italian data taken from the latest available cross-section of the European Community Household Panel (2001). Our study suggests that education can be a good productivity signal and helps reduce the range of the gap; furthermore, highly-educated women experience lesser gender-based pay differences as the length of the employment relationship increases.

Is There a Glass Ceiling in Sweden?

Using data from 1998, we show that the gender log wage gap in Sweden increases throughout the wage distribution and accelerates in the upper tail of the distribution, which we interpret as a glass ceiling effect. Using earlier data, we show that the same pattern held at the beginning of the 1990's but not in the prior two decades. Further, we do not find this pattern either for the log wage gap between immigrants and non-immigrants in the Swedish labor market or for the gender gap in the U.S. labor market. Our findings suggest that a gender-specific mechanism in the Swedish labor market hinders women from reaching the top of the wage distribution. Using quantile regressions, we examine whether this pattern can be asribed primarily to gender differences in labor market characteristics or to gender differences in rewards to those characteristics. We estimate pooled quantile regressions with gender dummies, as well as separate quantile regressions by gender, and we carry out a decomposition analysis in the spirit of the Oaxaca-Blinder technique. Even after extensive controls for gender differences in age, education (both level and field), sector, industry, and occupation, we find that the glass ceiling effect we see in the raw data persists to a considerable extent.

Gender Inequity in Faculty Pay

Organizations must attract, motivate and retain competent employees. Because the achievement of these goals is accomplished largely through a firm's compensation system, organizations must strive for compensation equity. Compensation must be fair to all parties concerned and be perceived as fair. If employees feel they are being compensated unfairly, they may restrict their efforts or leave the organization. From an employee relations perspective, internal pay equity is probably more important because employees have more information about pay matters within their own organization and are likely to use these data to form perceptions of equity. This article addresses internal equity issues related to faculty salary. It also has relevance to studies about salary compression and performance measurement. Moreover, it provides a method based on reliable research for identifying gender differences in rewards and determining the significance of these differences. Although this article has evolved from a public university setting, its conclusions are relevant to college and university personnel decision making in general.