Salary Discrepancy Research Articles

Analysis of the Impact of Salary Payment on Employee Performance at PT. Coca-Cola Amatil Indonesia Bali Branch

The purpose of this study is to determine the impact of wage payment on employee performance of PT Coca-Cola Amatil Indonesia Bali branch. The research method used is descriptive qualitative by collecting data from various human resource management journals and case studies of these companies. The research shows that the provision of adequate and timely salaries has a positive impact on employee performance, while delays and salary discrepancies lead to poor performance. In addition, the provision of incentives and additional rewards is proven to improve employee performance and motivation, which has a great influence on the company's productivity level in increasing targeted profits. However, PT Coca-Cola Amatil Indonesia Bali branch does not implement this well, marked by several problems that arise in this company, including the level of salary wages. This study concludes that salary, incentive provision, quality of employee performance, and work motivation have a significant influence on employee performance, which in turn has an impact on productivity and achievement of organizational goals.

Professional activity and experience after a residency training program in ObGyn: A 10-year analysis.

To describe the profile and professional trajectory of the obstetrics and gynecology (ObGyn) graduates over the past decade, at a referral university hospital. A cross-sectional study was conducted, utilizing a survey that targeted graduates of the ObGyn residency program from the last decade, asking about demographics, medical undergraduate, residency details, post-residency trajectory, satisfaction levels, and social media usage. A descriptive analysis was performed. Comparative analyses, including gender-based differences, were assessed using chi-squared or Fisher exact tests (P < 0.05). Among 126 graduates, 84 agreed to participate (66.67%), predominantly comprising females with an average age of 33 years. Most identified themselves as white. The majority had pursued their undergraduate studies at the same institution (78.6%) and subsequently acquired specialized titles in ObGyn from the national society. Most of them were employed in both public and private sectors (71.08%). Male graduates held the majority of medical shifts in obstetrics. A significant gender-based salary discrepancy was noted, favoring males. More than half of the professionals utilized social media for work-related purposes. Many expressed the necessity for supplementary education beyond public health, particularly career management. The findings highlight a predominance of female and white individuals among the graduates. Overall, graduates expressed contentment with their education and professional engagements. A gender-based income disparity was identified, favoring male graduates. Studies like this can provide insights for improving medical residency education.

334 Resident Salary Compared to Living Wages at US Training Institutions

INTRODUCTION: Resident physician salaries vary by region, though it is unknown how these variations compare to differences in living wages across the United States or what factors drive residency salary discrepancies. METHODS: Publicly available resident salary information was obtained from full-service training centers containing a neurosurgical residency program via institution-specific websites in February 2023 with information on post-graduate year (PGY)-1 through PGY-7 resident compensation for 2022-2023. Living wage calculations by city were generated via the Massachusetts Institute of Technology (MIT) Living-Wage Calculator. Resident salary to living-wage ratios were calculated using PGY-4 salary for each family composition living-wage. Univariate and multivariable analysis of PGY-4 resident salary on affordability was performed, accounting for proportion of expected living wages to taxes, transportation, housing, medical costs, childcare, and food as well as unionization and state income-tax status. RESULTS: 118 neurosurgery residency programs were included, 21 (17.9%) of which were unionized. Residents without children earned a salary greater than living-wage during all years, while single-parent families were unable to earn a living-wage until PGY-7. Residents with 1 child in in 2-adult (single-income) and 2-adult (double-income) families were unable to earn a living-wage until PGY-5 and PGY-3 respectively. Residents with more than 1 child failed to earn a living-wage. Multivariate regression analysis using PGY-4 salary:living-wage ratios in single-child, 2-parent homes showed food expenses and unionization status were always significant. On multivariate regression, unionization was significantly associated with lower living-wage ratios pre-stipend, improved post-stipend, and was again significantly lower after factoring in union dues. CONCLUSIONS: Current resident salaries often preclude a resident from earning a living-wage, especially among junior residents and those with children. Unionization is significantly associated with lower resident income to living-wage ratios.

Pay disparities in the Federal District Civil Police and the impacts of Law 9264/96

This article investigates the historical origin of salary disparities in the Civil Police of the Federal District (DF), with an emphasis on the implications of Law 9264/96, which established the requirement for higher education for entry into certain positions. The research employs an exploratory documentary analysis of relevant legislation and administrative records to trace the evolution of salary policies and identify points of failure in their implementation. It was observed that, despite subsequent legislative changes aimed at defining higher-level functions, an ineffective implementation resulted in salary inequalities among similar positions. This salary discrepancy originated from an administrative error in the application of Law 9264/96, maintaining the subsidies for some positions based on the mid-level salary table of Decree Law 2266/85. The article offers a critical analysis of salary policies and their consequences on the structure of the Civil Police of the DF, aiming to document the evolution of this salary difference. The conclusions indicate that such disparity not only contradicts the principles of equity and salary justice but also reflects challenges in administrative adaptation to new legal standards. The study underlines the need for periodic and effective reviews in remuneration structures to align administrative practices with legal requirements and workforce needs. The aim is to provide a historical record that clarifies the reasons for salary disparity, contributing to a deeper understanding of the complexities associated with remuneration in the same career, and suggesting paths for future reforms in human resources management in the Civil Police of the DF.

THE EFFECT OF FINANCIAL COMPENSATION, JOB SATISFACTION AND DISCIPLINE ON EMPLOYEE PERFORMANCE

The purpose of the research is to examine and analyze the effect of financial compensation, job satisfaction and work discipline on the performance of employees at PT. Continental Library. PT. Pustaka Benua is a company engaged in the sale of office stationery. Financial compensation has a salary discrepancy with the 2020 UMR and no health benefits, job satisfaction is still low, employee discipline at the company is still not optimal and employee performance is not optimal. The population is all employees of PT. Benua Library with a total of 64 employees and a sample of 64 employees. The research method uses multiple linear regression analysis techniques. The research reaction is financial compensation and discipline partially affecting the performance of employees at PT. Pustaka Benua. Job satisfaction partially does not affect the performance of employees at PT. Continental Library. Financial compensation, job satisfaction and discipline jointly affect the performance of employees at PT. Continental Library.

Less money, less children, and less prestige: Differences between male and female academic librarians

Academic librarianship is a heavily feminized profession, with women making up between 72 and 74% of the workforce based on statistics from Canada and the US (American Library Association, 2012; Canadian Association of University Teachers, 2017). As a result, gendered issues such as salary discrepancies and a glass ceiling phenomenon might be expected to be magnified in such an environment. The authors analyzed linked data from a 2018 census of academic librarians to uncover and examine the experience of motherhood and librarianship, specifically by looking at potential connections between gender, salary, number of dependents, and academic rank. Results demonstrate that women earn, on average, $10,000CDN/year less, are less likely to become a parent as their career progresses, and are overly represented at the lower ranks (e.g., Assistant Librarian) than their men counterparts. Drawing upon the literature on motherhood, salary differences, and career progression in academia, we demonstrate that issues long standing in the profession have yet to be resolved.

Education and gender wage gap: Evidence from Indonesia

This paper empirically tried to analyze the effects of education on the gender wage gap in Indonesia and to examine whether globalization could alter such a relationship. We modified a decomposition method for the panel dataset that corresponds to the National Socio-Economic Survey from 1996 to 2016. Overall, we found that schooling could significantly influence the salary discrepancy. We also proved that globalization did matter in explaining the relationship between the educational attainment and the salary gap. Here, it could widen the difference in the remuneration. Based on the results, strengthening the gender-responsive budget at the national government level might be one of the solutions. Basically, it actually started with a new awareness of the budget that was not genderneutral. Thus, the positioning of women in education and decision-making process is very crucial for the future of development.

Salary Inequity and Me: A Personal Reflection.

Salary Inequity and Me: A Personal Reflection Preeti R. John I stumbled upon the fact that I was the lowest paid surgeon in the department. I am triple board certified in general surgery, critical care, and hospice & palliative medicine. Nine years into my job as an attending surgeon, after some coaxing from a colleague, I decided to compare my salary to that of general surgery colleagues working at the same facility (all of whom, at the time, were men with children). During the years that I worked as an attending surgeon, I assumed I earned an appropriate and comparable salary for my work, and never gave my income much thought. This same (male) colleague informed me about a website that allows one to search salaries of government employees by name. When I first looked at this website in 2017, I was practicing general surgery and critical care. I discovered that my colleagues who were practicing only general surgery, who were board certified in only one specialty, and who joined the facility after I did, all earned significantly more than me—by a wide margin. There was a $20,000 salary gap between me and the lowest paid surgeon in our group of five general surgeons, and a $125,000 salary gap between me and the highest paid surgeon in our group, who also had a leadership role. When I asked my surgeon colleague if the salary listed for him on that website was correct, he noted that the information was two years old and that it did not reflect his recent pay raise! The salary discrepancy took me by surprise. Ultimately, feelings of disbelief gave way to anger. A $20K gap is significant, especially considering the loss in retirement earnings alone. The sheer unfairness angered me. I worked hard as an intensivist and functioned as director of the surgical ICU. I led an array of quality improvement initiatives over the years and worked with different clinical departments and divisions to make significant system-based improvements. I launched surgery morbidity and mortality conferences. I published a surgery handbook/guide for residents and faculty. I helped create electronic order-sets and protocols. I strove to improve the care provided for patients in the ICU and obtained approval from hospital leadership to hire more ICU personnel (nurse practitioners) to provide night-time coverage and dedicated care for the sickest patients. So why was I toiling under a wide pay gap? This was the first job I had accepted after completion of fellowship training. At the time, I knew nothing about salary negotiation. This topic never once came up during residency or fellowship training, despite the fact that it has the potential to greatly impact a person’s life. Though I had read about salary inequity issues affecting women in various fields, it never occurred to me that I would be among those afflicted with unfair payment practices. Like many women, I was grateful for my job and the security it brought. For nine years, blissfully unaware of being paid less than my colleagues, I went to work each day, bringing my best self to the task at hand—providing care for patients. Some physician colleagues might roll their eyes and say “put on your big girl pants,” or “men who negotiate deserve to be paid more,” or “women should not whine—if you work less, you will be paid less.” But women who work equal hours and who are equally or more productive than their male colleagues ought to be rewarded by salary parity. However, there is much evidence in the published literature to the contrary—women often get paid less for doing the same jobs as male colleagues. My book ‘Being a Woman Surgeon—Sixty Women Share Their Stories’ published in 2015, comprises personal stories and revelations by [End Page E12] women in surgery. Leaders in the field wrote that they were shocked to find inexcusable salary discrepancies between men and women when they became department chairs. One even described how men in her department regularly asked for salary increases, whereas the women in her department never raised the issue. Despite knowing this, however, it never occurred to me to compare my...

Introduction

Scholars of marginalized groups are experts on attitudes, behaviors, practices, and institutions that resist inclusion and reproduce bias. Many scholars who study marginalization also work from first-hand experience of it. Although academic experiences of marginalization usually occur in sites of middle-class privilege, the effects can be profound. Women in the U.S. political science profession continue to be underrepresented, and women of color severely so. This sends the message to all students that women lack the capacity to be scientists. Women in academe often internalize that message and too rarely seek leadership positions. When they do, their achievements are characterized as tokenism and devalued, revealing a hostile gender climate that enables bias to flourish. That bias is reflected in salary discrepancies, resource distribution, and service responsibilities (e.g., APSA 2011; Monroe et al. 2008).

Commentaries on health services research

Box 1Studies such as this build upon an important body of literature to document what PAs and NPs do and how they do it in teams. Robust analyses of large sample sizes with a range of acuity and chronicity of disease are needed to measure the contribution of PAs and NPs and advance the concept of the patient-centered medical home approach to care. The authors have succeeded and set the stage for future research in differentiating various levels of team-based care. These findings reveal an interesting number of statistically significant differences in PA and NP panel complexity when compared to physician-only panels. For example, PAs and NPs saw fewer white patients; a greater proportion of patients with disabilities; and more with Medicaid buy-in, dementia, obesity, drug abuse, depression, or diabetic ulcers. These results were consistent with other research confirming the PA and NP contributions to underserved populations with indicators of social complexity. The three most significant panel differences were among patients with Medicare or Medicaid disability entitlement, dementia, and depression, confirming vital roles for PAs and NPs in providing supplemental mental health and care coordination services. Commentary by P. Eugene JonesBox 2If the founders of the PA and NP professions were to read this article, they would be pleased with the results; PAs and NPs are fulfilling their vision by providing quality care to patients who lack access to healthcare, thus permitting physicians to spend more clinical time focused on complicated patients. They would be encouraged to know that PAs and NPs are still providing a high proportion of the care provided to patients in rural areas. The strategy of extending physician services through collaborative care has been realized, with physicians providing more care to patients over 45 years old, and PAs and NPs seeing presumably less-complicated younger patients. A trend has emerged as well: PAs and NPs are providing 61% more clinical services in the nation's hospital outpatient departments as of 2010 than they were in 2001, and are responsible for more than 1.3 million patient visits annually. Such findings underscore how matching a workforce solution to a societal problem continues to be handled. Commentary by Tamara RitsemaBox 3The question of career satisfaction of healthcare providers is an important one. Decreasing satisfaction could lead to fewer high-quality applicants seeking to become PAs, as well as increasing attrition of those already in the profession, both which would be troublesome in an era of health professional shortages. The assumption is that high career satisfaction attracts highly qualified and talented individuals to become PAs. This study addresses the issue of PA career contentment in light of the observation that the profession has substantially feminized, and tries to measure whether lifestyle-career conflicts affect the career satisfaction of women. There are some troubling issues with the author's assertions. Historically, Marvelle and LaBarbera each investigated PA career satisfaction.1,2 The specific issue of gender salary discrepancies in the PA profession was reported by Carter in 1983 and Coplan in 2012; both reported that men's salaries were higher than women's.3,4 Although all of these preceded publication of this study, only LaBarbera is referenced. Biscardi and colleagues also assert that the feminization of the profession is a recent phenomenon—which is not supported by their data. In fact the 27th PAEA Annual Report shows that first-year PA student enrollments of about 60% women occurred in 1983 and continued through to 1999, before gradually rising to the 2010 rate of 72.5%.5 Although this study investigates important issues, it also suffers from methodologic problems. The data are not current, having been collected in 2008, and the response rate of 11% is very low for a national cross-sectional survey, so should not be presented as reflecting the population at large. This, combined with the fact that the respondent population (53% women) differs substantially in gender distribution from the population of certified PAs (64% women in 2011), indicates that the findings of this study are not generalizable to all PAs.6 Although the questions investigated in this study are important, additional research using higher response rates is needed before conclusions about the PA profession can be stated categorically. Commentary by Richard W. Dehn

Can Ranking Nationalities Explain the Salary Discrepancies in Major League Soccer?

Previous work on soccer wages finds that some European leagues place higher than expected values on players from South America. The same case could be argued for Major League Soccer (MLS), which has previously expressed a desire to impress Hispanic markets through player acquisitions. Contrary to previous work, this paper focuses on the rank of a player’s nationality, rather than assuming all players from one continent represent similar backgrounds. Using data available through the MLS, MLS Player’s Union, and FIFA, linear and quantile regression techniques estimate wage premiums for a player’s nationality rank to uncover possible customer or owner discrimination. Players’ countries are ranked within each continent into either “top countries” or “bottom countries,” then compared across different specifications. Wage premiums ranged from 30% to 130% for the majority of top ranking countries within North America, Europe, and Africa, while certain South American countries earned wage discounts depending on their country’s rank.

Was Brownomics Socially Correct ?

On Monday 26 January 2009, the Guardian published the results of a poll entitled “Who led us down the Road to Ruin – Twenty-five people at the heart of the meltdown”. The economic crisis was evoked as being “not a natural phenomenon but a man-made disaster in which we all played a part”. This paper will try in a first part to question the hypothesis whether this recession was either a “natural phenomenon” or a “man-made disaster”. It will thus make an attempt at measuring the collective, individual, national, international and supra-national responsibilities in the British slump. The United Kingdom’s economy and economic policy from 1997 to 2010 will be put under close scrutiny in order to encompass the role of the different actors.The second question will be about the social impact of the economic crisis in the United Kingdom. This paper will first try to define the term “brownomics” analyzing the main features of Brown’s social policy from 1997 to 2010. Then, issues such as the job crisis, skill shortages, over-indebtedness and finally social and salary discrepancies will be examined to find out about what has become of the British economic model which fluctuates between liberalism and neo-Keynesianism.

Salary Discrepancies Between Practicing Male and Female Physician Assistants

Background Salary discrepancies between male and female physicians are well documented; however, gender-based salary differences among clinically practicing physician assistants (PAs) have not been studied since 1992 (Willis, 1992). Therefore, the objectives of the current study are to evaluate the presence of salary discrepancies between clinically practicing male and female PAs and to analyze the effect of gender on income and practice characteristics. Methods Using data from the 2009 American Academy of Physician Assistants’ (AAPA) Annual Census Survey, we evaluated the salaries of PAs across multiple specialties. Differences between men and women were compared for practice characteristics (specialty, experience, etc) and salary (total pay, base pay, on-call pay, etc) in orthopedic surgery, emergency medicine, and family practice. Findings Men reported working more years as a PA in their current specialty, working more hours per month on-call, providing more direct care to patients, and more funding available from their employers for professional development ( p < .001, all comparisons). In addition, men reported a higher total income, base pay, overtime pay, administrative pay, on-call pay, and incentive pay based on productivity and performance ( p < .001, all comparisons). Multivariate analysis of covariance and analysis of variance revealed that men reported higher total income ( p < .0001) and base pay ( p = .001) in orthopedic surgery, higher total income ( p = .011) and base pay ( p = .005) in emergency medicine, and higher base pay in family practice ( p < .001), independent of clinical experience or workload. Conclusion These results suggest that certain salary discrepancies remain between employed male and female PAs regardless of specialty, experience, or other practice characteristics.

2004 Survey of Endowed Positions in Entrepreneurship and Related Fields in the United States

The growth in the number of endowed positions in U.S. universities and business schools is a measure of the acceptance and growing status of entrepreneurship research. The number of endowed chairs and professorships in entrepreneurship and related fields grew 71 percent, from 237 in 1999 to 406 in 2003.This report presents the results of the 2004 Endowed Positions Survey on endowed positions in entrepreneurship and related fields. Discussed are results for position demographics, salaries, salary discrepancy, stipends types and amounts, travel and research budgets, course loads, and endowments. Results are given for 52 percent of eligible endowed positions and 70 percent of faculty positions related to entrepreneurship.Appendices discuss background, methodology, strategy, terms, and prior coverage of the survey. A final appendix lists the institution, title, and incumbent of each position. (TNM).

Progress or Complacency? Pay Equity for Women Circa 2001

This article explores the issue of women's pay in social work within a comparative framework of several other service occupations. A secondary analysis of U.S. Department of Labor, Bureau of Labor Statistics, data on wages and earnings revealed that substantial salary discrepancies on the basis of gender continue to exist throughout the service professions. An examination of the relationship between salary and gender for the position of chief executive officer of human-service related nonprofit organizations also revealed significant salary differences between men and women. Several strategic approaches to combat continued inequities are discussed within the context of the generally inhospitable political climate.

Salaries and Advancement of Women Faculty in Atmospheric Science: Some Reasons for Concern

Abstract Zevin and Seitter's analyses of the 1993 American Meteorological Society membership survey indicated that university/college employees had the largest difference in salary by gender when controlling for experience and age. Further analyses of the membership survey presented here indicate that a large salary discrepancy exists for female full professors in atmospheric science. In addition, the small number of women at the associate professor rank suggests a “leaky pipeline” for female atmospheric science faculty. A comparison of tenure-stream faculty to Ph.D.-level atmospheric scientists outside of academia suggests that female Ph.D.'s have fared better in nonuniversity positions in terms of senior-level salaries and advancement from entry- to midlevel positions. Possible explanations for the salary differential at the full professor level and for the small number of female associate professors in atmospheric science are explored, although no conclusive explanation can he given at this time. Possi...

Pay Equity in Social Work: Not!

Salary inequities on basis of gender have been a traditional and long-standing problem in United States. At end of 1960s, salaries of women averaged only 59 percent of those received by men (Economic Report of President, 1974). Earlier, a salary report on social workers was more positive than for labor force as a whole but still problematic. Becker (1961), reporting on membership of National Association of Social Workers (NASW), found that women earned about 86 percent of salaries earned by men ($7,700 for men, $6,600 for women). A 1987 report on social work salaries (NASW, 1987) indicated that male respondents earned on average about 30.5 percent more than female respondents, suggesting that wage gap had grown significantly. Sutton (1982) found that among membership of Pennsylvania chapter of NASW, median income for women was less than for men at all levels of job responsibility and that as job responsibilities increased, range between median incomes also increased. For 1987 U.S. Bureau of Labor Statistics found that ratio of women's wages to men's was 65 percent (Rich, 1989). The U.S. Bureau of Census reported that average income of men with one to three years of college was higher than that of all groups of women, including those who had attended graduate school (Schiller, 1989). Studies of social work salaries over past 30 years have reached same and seemingly indisputable conclusion: Salary disparities between male and female social workers exist, and major explanatory factor is gender (Belon & Gould, 1977; Fanshel, 1976; Fortune & Hanks, 1988; Jennings & Daley, 1979; Scotch, 1971; Sutton, 1982; Yamatani, 1982; York, 1987). Sutton (1982) concluded that the emphasis on affirmative action has not strongly affected personnel practices of agencies employing social workers and that progress has not been made in eradicating sex discrimination in social work settings (p. 214). In social work education, Sowers-Hoag and Harrison (1991) found that male faculty members with doctorates and holding rank of full professor earned higher salaries than their female counterparts. Earlier, Gould and Bok-Lim (1976) found that even when rank, degree, publications, experience, and ethnicity were controlled, significant differences existed in salaries of men and women social work faculty. The results of Ridgewood Financial Institute's annual Fee and Practice Survey (Landers, 1992) of 1,905 psychologists, social workers, counselors, and marriage and family therapists in private practice revealed a wide income gap between men and women in full-time private practice. For social workers in private clinical practice, men earned median incomes of $57,273 compared with $47,000 for women (Landers, 1992). Equal Pay for Equal Work The concept of equal pay for equal work has been embodied in law since passage of Equal Pay Act of 1963 (P.L. 88-38). Although gap between salaries of men and women has narrowed in some fields, it remains, overall, quite persistent. A recent survey (Lappen, 1993) revealed that gender wage gap had narrowed between 1983 and 1991 in several occupations, including secretary, police, guard, and firefighter. On other hand, for each dollar earned by a male physician, female physicians earned 82 cents in 1983 and 54 cents in 1991; female lawyers earned 89 cents for every dollar earned by a man in 1983 and 59 cents in 1991. Unfortunately, most recent data on social work salaries revealed that salary discrepancies on basis of gender remain a persistent problem (Gibelman & Schervish, 1993). Social Work's Commitment NASW has long been concerned with issue of equity and equality for women, both in society and within profession of social work. A dual focus on achieving equity and equality has guided association's efforts for two decades. …

Salary discrepancies between male and female foodservice directors in JCAHO-accre dited hospitals

This study profiles foodservice directors employed in US hospitals accredited by the Joint Commission on Accreditation of Healthcare Organizations (JCAHO) and examines the effect of gender and work-related characteristics on salary. A 37-item questionnaire was sent to 1,002 randomly selected directors of foodservice programs at JCAHO-accredited hospitals in the United States and Puerto Rico. Usable data were received from 663 directors, a response rate of 66%. Foodservice directors answered questions on background information, work-related information, academic and professional certification, and salary range. Findings indicate that foodservice directors are predominantly white, female, college graduates, and more than half are registered dietitians. On the average, foodservice directors had 16 years of experience in foodservice, had spent 9 years with their current employer and 6 years in their present position, and worked a mean of 48 hours each week; more than two thirds earned greater than $30,000. Salaries, however, were significantly higher for men than for women. When controlling for experience (employment in foodservice, years with present employer and in present position), size of hospital, academic preparation, and professional certification, salaries remained consistently higher for men. Although the dietetics profession is predominantly female, gender appears to be the major factor accounting for inequalities in salaries. These findings may alert hospital administrators of the need to review hiring practices and establish standards that promote equitable salary opportunities for persons most qualified for positions, regardless of gender.

A Discussion of the 1986 Society of Diagnostic Medical Sonographers Professional Profile Survey

Statistical analyses were carried out on the data from the 1986 Society of Diagnostic Medical Sonographers Professional Profile Survey. Among other findings, it was determined that men have a higher median salary than women, even after adjusting for such factors as educanal level and job responsibilities, but that the salary discrepancy is apparent only for those with more than 3 years of experience on the job, and only for those working in a hospital, a private office or clinic, or a university medical center. It was also found that non-Caucasian staff sonographers make more than Caucasian staff sonographers, but for those holding positions other than that of staff sonographer, the Caucasian and non Caucasian salaries do not differ. Finally, salaries of those who have a bachelor's degree in ultrasound are comparable to the salaries of those who have a bachelor's degree in an area other than ultrasound, after adjusting for the number of years of experience in the ultrasound field.

A theoretical approach to sex discrimination in traditionally masculine occupations

An In-Basket simulation was designed to examine occupational sex discrimination at the time the employee sought access to the organization (access discrimination), and once the employee was on job (treatment discrimination). Two access variables; (1) the decision to hire and (2) starting salary, and the five treatment variables: (1) employee development, (2) delegation of work assignments, (3) employee evaluation, (4) distribution of rewards, and (5) promotion were investigated. Although participants hired a female as frequently as an identically qualified male, the female was offered a significantly lower starting salary. Once within the organization the female was assigned to routine tasks more frequently than to challenging ones. Also, second year salary offer increased the initial salary discrepancy between sexes which occurred at hiring. The results were discussed in light of Attribution Theory, Equity Theory, and the role of stereotypes.