Salary Differences Research Articles

Magnets of Collaboration: When Salary Disparity is a Draw Rather Than a Drag for Teaming

Salary differences within teams have been studied in relation to a range of operational conditions and outcomes; however, whether and how the formation of teams is influenced by salary disparity has not been closely examined. Through a set of three replicated and pre-registered studies, we show evidence that teaming decisions are influenced by salary disparities. Study 1 finds – contrary to extant theories – that people tend to choose co-workers who are relatively high paid; however, the tendency relies significantly upon an assumption that salary is positively associated with co-workers’ knowledge, skills, abilities, and experience (KSAE). In Study 2, we show that the prospect of teaming-up with higher-paid co-workers is associated with more favorable dispositions towards higher-paid co-workers, suggesting that organizations that foster collaboration enjoy greater flexibility with respect to their compensation structures. Study 3 indicates that people are more inclined to select a higher-paid co-worker when there will be generalizable skills; and, such decisions are mediated by the favorable dispositions expected of such a teammate. In contrast with frameworks that predict salary disparities should be a drag on teaming with higher-paid co-workers, we build new theory while identifying multiple conditions when people are more likely drawn to working with higher-paid co-workers.

Filipinos and Indians as English Language Teachers in the Emirates: A Phenomenology

Non-native English speakers, venturing abroad to work as English teachers, have drastically grown in number. In the United Arab Emirates, a country that regards English as a vital aspect of progress and sustainability and a home to more than 200 nationalities, Filipino and Indian teachers have found their platform to practice their profession, while facing the reality that such a country openly prefers to hire native speakers over non-native ones. Hence, this study was conducted to explore the lived experiences of 12 non-native English speakers (six Filipinos and six Indians) in the context of working as English language teachers in the UAE. Responses, collected through in-depth interviews, were analyzed to shed light on the overarching question. Findings revealed that informants came to the UAE to earn a bigger salary, grow personally and professionally, and enhance their communication skills. Furthermore, issues and challenges experienced by these teachers were clustered into personal matters (homesickness, new environment adjustments, and language barriers) and professional matters (preference for native speakers, curriculum adjustment, classroom environment, and teacher-parent connection). Data also unraveled the coping mechanisms of the informants: recalling motivations, building connections, utilizing various teaching approaches, and practicing cultural sensitivity. Finally, this study reflected the insights of the teachers, categorized in themes of unlimited learning, native vs. non-native speakers’ salary difference, uninterested learners, and the importance of understanding the work contract. Based on the findings, implications on administrative and pedagogical practices were explicated, leading to recommendations for future research on the phenomenon of teacher migration.

A Model for Integrating PNPs as Hospitalists

<h3>Category/Date</h3> Practice Innovation poster presented at NAPNAP's 43^rd National Conference on Pediatric Health Care, March 23^rd, 2022 <h3>Background</h3> Hospitalist services that include certified pediatric nurse practitioners (CPNPs) as providers experience decreased length of hospital stay, improved patient outcomes, provider retention and improved medical and nursing education. CPNPs are also cost-effective providers when practicing at the top of their scope of practice. Despite these benefits, barriers still exist due to lack of knowledge regarding the CPNP role, scope of practice, and fiscal benefit. The aim of this quality improvement project is to develop a care delivery model that integrates the use of CPNPs as hospitalist in a children's hospital, emphasizing their fiscal benefit. <h3>Method</h3> IRB review and project approval was obtained. The three most common diagnoses on the hospitalist service from October 2019-March 2020 were identified. Patients hospitalized for bronchiolitis, asthma exacerbation, or diabetes during this time frame (N = 172), were evaluated for length of stay (LOS). LOS was compared to a target LOS to identify potential cost savings by reducing LOS, inclusive of CPNPs. Hospitalist average daily census was collected from 2019-2021 to determine patient-to-provider ratios and assess for the need of additional providers. Regional salaries for both CPNPs and pediatric hospitalists were compared and adjusted revenue was calculated using Georgia Medicaid reimbursement rates for an initial inpatient encounter of mild severity. A new care delivery model was developed outlining how to implement the role of CPNPs into the hospitalist service. <h3>Results</h3> Total potential savings by reducing LOS for the top three diagnoses over a time frame of 5 months is $77,368. Hospitalist average daily census for 2019 was 21 patients. While a lower average census was experienced during 2020 and 2021, likely due to the COVID-19 pandemic, the hospitalist service would benefit from the addition of a third provider team utilizing pre-pandemic data. Despite Georgia Medicaid reimbursement differences amongst physicians and CPNPs, salary differences allow for CPNPs to generate $40,000-$80,000 more in annual revenue compared to physicians. <h3>Conclusion</h3> In conjunction with CPNPs' high level of education and training, their cost-effectiveness and ability to care for hospitalized children makes the addition of a CPNP-led hospitalist provider team the most fiscally beneficial solution for improving quality of care and patient outcomes. The new care delivery model will be presented to key collaborators within the institution for consideration of the inclusion of CPNPs on the hospitalist service.

Factors affecting retention of veterinary practitioners in Ireland: a cross-sectional study with a focus on clinical practice

BackgroundRetention of veterinary practitioners has arisen as a significant problem in recent years in Ireland. No prior Irish peer-reviewed publications have addressed this problem. An online questionnaire was available through social media and via email to Irish vets from January to November 2019. The aim of this survey was to ascertain the factors contributing to the problem of vet retention in Ireland.ResultsA total of 370 eligible responses were received. The median age of respondents was 31 and the gender balance was 250 females (68%) to 118 males (32%). The majority of respondents worked in clinical practice 322 (89%), with 138 (42.8%) in mixed practice, 115 (35.7%) in small animal practice, 49 (15.2%) solely with farm animals and 20 (6.2%) in equine practice.Fifty-four percent of respondents described themselves as likely to be leaving their current job within two years and 32.8% as being likely to leave the profession. In total, 44 variables were assessed by univariate analysis and 27 variables were significantly (P < 0.05) associated with the likelihood of a respondent leaving their current job within 2 years (LCJ2), as a proxy measure of the problem of retention. All variables significant on univariate analysis at P < 0.2 were included in a multivariable logistic regression model. Factors associated with LCJ2 included satisfaction with work-life balance (Odds Ratio (OR) 0.33); satisfaction with working hours (OR 0.2); number of years qualified (OR 0.91); position as a practice owner/partner/director (OR 0.15); and log10salary (OR 0.03).Four variables were retained in a separate multivariable linear regression model as significant (P < 0.05) predictors of log10salary. Log10salary increased with years qualified. Males had an increased salary compared to females irrespective of years qualified. Part-time employees, vets on maternity leave or postgraduate vets had a lower log10salary. Compared to veterinary employees, self-employed or locum vets had a higher log10salary.ConclusionsVeterinary employers should consider salary, working hours and the facilitation of a good work-life balance in order to successfully retain veterinary employees. The significant difference in salaries currently offered to male and female vets, and the high percentage of respondents considering leaving the profession, are important findings and warrant further investigation.

Early career gender wage gaps among university graduates in Russia

PurposeThe aim of the research is to estimate the level of the early career gender wage gap in Russia, its evolution during the early stages of a career, gender segregation and discrimination among university graduates, and to identify factors which explain early career gender differences in pay. Special emphasis is placed on assessing the contribution of horizontal segregation (inequal gender distribution in fields of studies and industries of employment) to early-career gender inequality.Design/methodology/approachThe study is based on a comprehensive and nationally representative survey of university graduates, carried out by Russian Federal State Statistics Service in 2016 (VTR Rosstat). The authors use Mincer OLS regressions for the analysis of the determinants of gender differences in pay. To explain the factors which form the gender gap, the authors use the Oaxaca-Blinder and Neumark gender gap decompositions, including detailed wage gap decompositions and decompositions by fields of study. For the analysis of differences in gender gap across wage distribution, quantile regressions and quantile decompositions based on recentered influence functions (RIFs) are used.FindingsThe study found significant gender differences in the early-career salaries of university graduates. Regression analysis confirms the presence of a 20% early-career gender wage gap. This gender wage gap is to a great extent can be explained by horizontal segregation: women are concentrated in fields of study and industries which are relatively low paid. More than half of the gender gap remains unexplained. The analysis of the evolution of the gender wage gap shows that it appears right after graduation and increases over time. A quantile decomposition reveals that, in low paid jobs, females experience less gender inequality than in better paid jobs.Social implicationsThe analysis has some important policy implications. Previously, gender equality policies were mainly related to the elimination of gender discrimination at work, including positive discrimination programs in a selection of candidates to job openings and programs of promotion; programs which ease women labour force participation through flexible jobs; programs of human capital accumulation, which implied gender equality in access to higher education and encouraged women to get higher education, which was especially relevant for many developing countries. The analysis of Russia, a country with gender equality in access to higher education, shows that the early career gender gap exists right after graduation, and the main explanatory factor is gender segregation by field of study and industry, in other words, the gender wage gap to a high extent is related to self-selection of women in low-paid fields of study. To address this, new policies related to gender inequality in choice of fields of studies are needed.Originality/valueIt has been frequently stated that gender inequality appears either due to inequality in access to higher education or after maternity leave. Using large nationally representative dataset on university graduates, we show that gender equality in education does not necessarily lead to gender equality in the labour market. Unlike many studies, we show that the gender gap in Russia appears not after maternity leave and due to marital decisions of women, but in the earliest stages of their career, right after graduation, due to horizontal segregation (selection of women in relatively low-paid fields of study and consequently industries).

Gender-based salary differences in academic medicine: a retrospective review of data from six public medical centers in the Western USA

ObjectivesWe assessed the effect of gender, rank and research productivity on compensation for faculty at academic medical centres.DesignA web-based retrospective review of salary for professors in 2016.SettingFaculty from six state-run,...

Fruit culture growth in Northeast Brazil and its relationship with work

Fruit growing in Brazil enhances regional development, as it generates income and absorbs local labor. The Brazilian Northeast presents ideal edaphoclimatic conditions for the development of several fruit trees, mainly in irrigated areas. The objective was to analyze the educational level and the relationship between the wages of men and women employed in the fruit sector, in the Northeast region of Brazil. The selected crops were those of coconut, mango and grape, between the years 2001 to 2018; literacy rate and level of education in Brazil and the northeast region, the relationship between male and female genders, percentage of women in formal jobs in the years 2004 to 2015 and average monthly income in Brazil and the Northeast region and male and female genders in the years 2012 to 2015. There was a reduction in the area cultivated with coconut, however there was no increase in the area for mango and grape crops. Regarding the harvested area, the coconut crop showed a larger cultivated area, however, this area has been gradually reduced. In mango and grape crops, no variations were detected in the harvested areas. As for the average production, the grape crop has higher productivity. In the percentage of formal jobs, literacy and level of education of women, both nationally and regionally, there was a linear growth and higher than those of men. It is concluded that between men and women in the Northeast region, the salary difference was R$ 354.00, even with women with a higher educational level.

A qualitative inquiry of rural-urban inequalities in the distribution and retention of healthcare workers in southern Nigeria.

IntroductionGlobally, the population in rural communities are disproportionately cared for by only 25% and 38% of the total physicians and nursing staff, respectively; hence, the poor health outcomes in these communities. This condition is worse in Nigeria by the critical shortage of skilled healthcare workforce. This study aimed to explore factors responsible for the uneven distribution of healthcare workers (physicians and nurses) to rural areas of Ebonyi State, Nigeria.MethodsQualitative data were obtained using semi-structured in-depth interviews and focus group discussions from purposively selected physicians, nurses, and policymakers in the state. Data was analysed for themes related to factors influencing the mal-distribution of healthcare workers (physicians and nurses) to rural areas. The qualitative analysis involved the use of both inductive and deductive reasoning in an iterative manner.ResultsThis study showed that there were diverse reasons for the uneven distribution of skilled healthcare workers in Ebonyi State. This was broadly classified into three themes; socio-cultural, healthcare system, and personal healthcare workers’ intrinsic factors. The socio-cultural factors include symbolic capital and stigma while healthcare system and governance issues include poor human resources for health policy and planning, work resources and environment, decentralization, salary differences, skewed distribution of tertiary health facilities to urban area and political interference. The intrinsic healthcare workers’ factors include career progression and prospect, negative effect on family life, personal characteristics and background, isolation, personal perceptions and beliefs.ConclusionsThere may be a need to implement both non-financial and financial actions to encourage more urban to rural migration of healthcare workers (physicians and nurses) and to provide incentives for the retention of rural-based health workers.

Há diferenças remuneratórias por gênero na magistratura brasileira?

Abstract This study tests the hypothesis that there is a clear difference between the average salaries perceived by male judges and female judges in eight Brazilian courts of justice. Using propensity score matching, judges were paired according to position, length of service as a judge, and court. The differences in average salaries persist even after the matching, although to a lesser degree, which can be explained by gender mediators that operate by generating better opportunities for men than for women.

CEPA 2020 Clinical Exercise Physiology Practice Survey

ABSTRACT Background: The Clinical Exercise Physiology Association first conducted a clinical exercise physiology practice survey in 2010, with a goal to repeat it every 5 y. The purpose of this survey was to collect updated data on employment, including salary, scope of work, patient population, and job responsibilities among practicing clinical exercise physiologists (CEP). Methods: The 2020 survey was disseminated by email and through social media to attract a wide range of individuals who reported working as a CEP. Results: In total, data from 776 individuals who responded to the survey were analyzed, which is less participants than in the 2010 and 2015 surveys. The median salary was $56,251, $7,500 higher than that of 2015. Those with a master's degree and clinical certification had higher median salaries compared with those without certification. There was a difference in median salary by sex, with women earning $7,500 less than men did. When mean hourly salary was adjusted for years of experience and academic degree, the difference by sex remained. Conclusion: Median salary for CEPs surveyed increased between 2015 and 2020. Data revealed benefits from obtaining a clinical certification and an advanced degree for greater compensation. Data also show a discrepancy in salary based on sex. It is unclear how the ongoing coronavirus pandemic affected the current survey results.

THE IMPACT OF GENDER GAP INTO HOURLY WAGES: A STUDY BASED ON PRIVATE SECTOR COMPANIES IN SRI LANKA

Most of the researchers are examining the wage gap between males and females. Most number of researchers is saying that many firms have this kind of issues regarding the gender gap impact into hourly wages. As a third world country, it is very important to examine the impact of gender gap into hourly wages in Sri Lanka. In this study the researcher has used a sample of three thousand employees of private sector companies in Sri Lanka to evaluate the salary difference of males and females. The data has been collected by using a questioner through online method. Working hours, income and other demographic information were collected for the analysis. Different statistical methods were used to evaluate the data. According to this study, the test p-value is higher than the 0.05 significance value. Mean hourly wage of the men and female around 524 and 550 accordingly. According to the test statistic values, the hourly wage of men and female are different, and according to the mean values of the two groups, women earn morethan men.

Labour Costs on the Vegetables: A Research on the location effect on salaries in Jiangsu Province, China

ABSTRACT: In this study, the labour requirement and labour cost of common vegetable cultivation were investigated to help agricultural enterprises and family farms establishing reasonable “working hour” management systems in Jiangsu Province. The labour requirement of each step of three type of producers, agriculture enterprises, family farms, and private vegetable growers, in three regions in Jiangsu Province, named north, middle and south Jiangsu, was investigated by on-site observation or questionnaire survey during 2018 and 2019. The labour cost of each step and each vegetable was counted according to the labour requirement and the salary level. The results indicated that “residue cleaning”, “soil preparation and bedding”, “plant regulation”, “auxin treatment of tomato flowers” and “hand pollination” accounted for higher proportions of labour cost amongst the entire vegetable culture process. No significant differences in the labour requirements of the investigated vegetables were reported amongst three regions in Jiangsu Province. However, the order of labour cost is south Jiangsu &gt; north Jiangsu &gt; middle Jiangsu, due to the salary difference amongst three regions. Watermelon, broccoli and chive are more suitable for growing by agricultural enterprises since they have relatively low unit labour and high prices. We established a method to calculate and analyze labour requirement and cost of vegetable production in Jiangsu Province, which also may be instructive for other regions. In addition, our results provided useful data for various vegetable producers to improve their labour management.

Who Leads Turnaround Schools? Characteristics of Principals in Tennessee's Achievement School District and Innovation Zones

Purpose: While previous research has examined the impact of school turnaround models, less is known about the principals who lead these turnaround schools. This study examines the personal demographics, experience, educational background, prior school performance, salaries, and turnover of principals who led two turnaround models in Tennessee's lowest performing schools: a state-run Achievement School District (ASD) that has not yielded positive nor negative effects and local Innovation Zones (iZones) that averaged positive effects on student achievement over six years. Methods: We analyze longitudinal, administrative data from the Tennessee Department of Education from 2006–2007 to 2017–2018 to compare pre- and post-reform means and trends in principal characteristics between ASD, iZone, and similarly low-performing comparison schools. Results: ASD schools had higher principal turnover rates and lost principals whose schools performed higher while iZone schools retained more principals and lost principals whose schools performed lower. Moreover, iZone schools employed more experienced principals, more Black principals, and principals with higher graduate degree attainment and paid their principals more than ASD schools. Salary differences between ASD and iZone schools were not explained by principals’ characteristics, such as years of experience. Implications: Our findings reveal differences in leadership characteristics between iZone and ASD schools that were consistent with differences in the effectiveness of the two turnaround approaches.

Estimating the Financial Incentive for Caribbean Teachers to Migrate: An Analysis of Salary Differentials using Purchasing Power Parity (PPP)

The teaching stock within the Caribbean region has been eroded by migration to developed countries. Higher potential earnings are one of the motivating factors to move abroad, but little is known about the extent of the income disparity between countries in the Caribbean and popular destination countries. Teacher salary comparisons are undertaken between selected countries in the Caribbean; Suriname, Trinidad and Tobago, St. Lucia, and Jamaica and popular destination countries, namely; United Kingdom, United States, and Canada using a purchasing power parity (PPP) exchange rate. Results show that newly qualified teachers can earn substantially more abroad, with Canada paying over twice the PPP adjusted salary compared to that offered in Jamaica (133.1%) and Suriname (110.6%). The United States offers the highest earning increases for mid- and late career teachers at over three times that offered in Jamaica (214.5%) and Suriname (223.4%). Canada is a close second across all Caribbean countries, whilst the United Kingdom offers the smallest salary differentials at 153.6% for Jamaica and 64.8% for St. Lucia. The study further reveals that there are salary disparities within the Caribbean, which may be a motivating factor for intra-regional migration.

Salary disparities based on gender in academic emergency medicine leadership.

There are significantly fewer women than men in leadership roles in health care. Previous studies have shown that, overall, male physicians earn nearly $20,000 more annually than their female physician colleagues after adjusting for confounding factors. However, there has not been a description of physician leadership compensation in relation to gender. This was a successive cross-sectional observation study design of 154 emergency departments in the United States from 5years (2013, 2015-2018) using Association of Academic Chairs in Emergency Medicine and Academy of Administrators in Academic EM survey data. The primary variable of interest, leadership role, was attained by recoding the survey responses to assign primary job duty into four main categories: no leadership role, operations leadership, education leadership, and executive leadership. Overall, 8820 responses were included. Across all survey years, the mean (±SD) percentage of women in any leadership role was significantly less than men (44.5% [95% CI: 42.8, 46.2%] vs. 55.3% [95% CI: 54.1, 56.5%]). Women in leadership roles worked more clinical hours than men in the same position (female median=1008, male median=960). Women also had significantly lower salaries than men at each of the 5-year time points that data are reported, with unadjusted mean salary differences of -$54,409 per year for executives, -$27,803 for operational leaders, and -$17,803 for education leaders. Female physicians hold fewer leadership roles in academic emergency medicine (EM), and when they do, they work more clinical hours and are paid less than male physicians. As a specialty, EM should continue to investigate and report on gender achievement disparities as work is done to rectify the system inequalities.

The Impact of Technological Innovation on Income Inequality

This study investigates how technology innovation affects income inequality trends by analysing occupational and salary data via econometric methods and studying tech platforms through case studies. The results indicate that automation has greatly divided work opportunities, and skills gaps are a crucial factor contributing to the increasing salary differences for technical degrees. Tech platforms are showing winner-take-all consequences by concentrating half of the sector's revenues. Innovation expands the economy, yet technological changes may still favour certain tiny groups. Specific policy measures focusing on skills development, institutional changes, and promoting competition are necessary to ensure that productivity increase benefits everyone.

Assessment of Differences in Academic Rank and Salary by Gender and Race Among United States Academic Radiation Oncologists

Assessment of Differences in Academic Rank and Salary by Gender and Race Among United States Academic Radiation Oncologists

Long-Term Survival and Medical Costs of Patients with Prolonged Mechanical Ventilation and Tracheostomy: A Nationwide Cohort Study.

Few large-scale studies have focused on tracheostomy in patients with prolonged mechanical ventilation. This retrospective population-based study extracted data from the longitudinal National Health Insurance Research Database in Taiwan to compare long-term mortality between patients on prolonged mechanical ventilation with and without tracheostomy and their related medical expenditures. Data on newly developed respiratory failure in patients on ventilator support were extracted from 1 January 2002 to 31 December 2008. Of 10,705 patients included, 1372 underwent tracheostomy (n = 563) or translaryngeal intubation (n = 779). Overall survival of the patients with tracheostomy was followed for 5 years. Average survival was 4.98 years for the patients with tracheostomy and 5.48 years for the patients with translaryngeal intubation (not significant). Sex, age, premium-based monthly salary difference, occupation, urbanization level, chronic obstructive pulmonary disease, chronic heart failure, chronic renal disease, and cerebrovascular diseases were significantly associated with mortality for endotracheal intubation. Male sex, chronic heart failure, chronic renal disease, age ≥45 years, and low income were associated with significantly higher mortality. Although total medical expenditures were higher for the patients with tracheostomy, annual medical expenditures were not significantly different. There were no differences in long-term mortality between the two groups.

It’s Not Just a Pay Gap: Quantifying the Gender Wage and Pension Gap at a Post-Secondary Institution in Canada

What is the impact of the gender pay gap in academia over the course of a career and retirement? To quantify this impact, we used a Canadian post-secondary institution as a case study and simulated the effects of the reported difference in salary across multiple academic career trajectories. A starting wage gap of less than $9,000 resulted in a $300,000–$400,000 gender wage gap over the course of a career, and a further $148,000–$259,000 gender pension gap, for a total gender pension and wage gap of $454,000–$660,000, depending on the rank achieved. Thus, focusing on gender gaps in salary alone leads to a substantial underestimation of the long-term effects of the gender gap.

Female representation in surgical and related specialties in Peru

Gender equality is a social issue that affects various disciplines. Within the field of medicine, inequality regarding the role of women in surgical specialties has been clearly identified. Limited female representation in leadership positions regarding surgical or academic societies, salary differences when compared to their male colleagues, and lack of mentoring programs for a balanced career are some of the difficulties faced by women who pursue a surgical career. This article explores the status of women who pursue surgical careers in Peru and the specific limitations they face; it also highlights the importance of female participation in surgery and proposes some suggestions to improve the role of women in the surgical field.