Salary Gap Research Articles

Mixed blessing: Mixed ownership reform and innovation behaviour of Chinese state-owned enterprises

We focus on China's extensive mixed ownership reform (MOR) and find that MOR significantly improves the innovation scale but reduces the collaborative innovation depth of SOEs. Additional research finds that this effect is primarily related to the widening of the internal salary gap and the reduction in the policy burden. An increase in the scale of innovation can enhance a company's intrinsic value; however, a decline in the depth of collaborative innovation has a negative impact on the intrinsic value.

Industry salary gap incentive and enterprise innovation

The impact of an industry salary gap on corporate innovation is a topic that has attracted great interest. To enrich and expand research on this topic, this research aims to measure this impact from the perspective of the governance effect. The results show that a salary gap across industries significantly drives enterprise innovation at firms with higher agency costs. According to this result, reducing agency costs is the potential mechanism that drives this effect. In this way, this salary gap can drive enterprise innovation. Also, the results provide further evidence that the industry salary gap drives enterprise innovation. In addition, the driving effect of the industry salary gap on enterprise innovation is more significant in industries experiencing a recession and in enterprises with higher financial issues.

Correction to: Gender Stereotypes in job Advertisements: What do they Imply for the Gender Salary Gap?

Correction to: Gender Stereotypes in job Advertisements: What do they Imply for the Gender Salary Gap?

Delaying the Fellowship Start Date in Obstetrics and Gynecology.

To evaluate residents planning fellowship, their preferences for fellowship start date, and the acceptability of resultant gaps in pay and insurance coverage. A survey was conducted during the 2022 in-service training examination querying obstetrics and gynecology residents about their desire to pursue fellowship, their preferred fellowship start date (understanding the salary gap), and the acceptability of a medical insurance gap. Survey analysis of respondents planning to pursue fellowship demonstrated that, acknowledging the pay gap that would occur, 93.9% preferred a fellowship start date after July 1, with the majority (65.1%, 593/911) preferring an August 1 fellowship start date. Most respondents (87.7%, 798/910) found the potential resultant gap in medical insurance coverage acceptable. Survey data showed that racial and ethnic identity was not a determining factor in either of these issues. The majority of current residents planning to pursue fellowship prefer a delayed fellowship start date, even if it means a gap in salary and insurance coverage. The results of this study, requested by a specialty-wide, consensus-building workgroup, informed a statement signed by the majority (88.9%) of workgroup constituents supporting an August 1 clinical fellowship start date.

Venture Capital, Compensation Incentive, and Corporate Sustainable Development

Innovation is one of the primary approaches by which companies address the progressively severe social, environmental, and market pressures that they face, and it is a crucial route for companies to maintain sustainable development. Venture capital (VC) plays a significant role in promoting enterprise innovation, especially breakthrough innovation. Venture capital can increase executive compensation and corporate innovation. Previous studies have also indicated that compensation incentives can be beneficial to corporate innovation. Although the relationships between two of these three variables have been validated, the relationship between VC, executive compensation, and corporate innovation has not yet received ample consideration. Our research focuses on the connections among these three variables, and we chose corporate for our sample, which listed corporations on the Shenzhen and Shanghai stock exchanges in the period from 2009 to 2017. We found that VC has a mediating effect on innovation through executive compensation incentives, although not necessarily a full mediation effect—merely a partial one. Moreover, we found that VC primarily plays the role of a compensation incentive by amplifying the internal salary gap of corporate. By employing invention patents to replace explanatory variables, using a Heckman two-stage method, and utilizing propensity score matching (PSM) for robustness testing, the validity of the conclusion was confirmed. In addition, we discovered that experienced VC or companies with lower governance quality are more likely to use compensation incentives to promote corporate innovation. This study provides valuable insight for VC in cultivating corporate innovation, as well as for corporates looking to boost their innovation.

Quality of Life and Economic Impacts of Retinitis Pigmentosa on Japanese Patients: A Non-interventional Cross-sectional Study.

Retinitis pigmentosa (RP) is an inherited progressive disease, characterized by a loss of photoreceptors, and is the second leading cause of visual impairment in Japan. RP is currently incurable and can result in complete blindness, with affected patients typically experiencing a gradual loss of light sensitivity, visual field, and visual acuity. Identification of any unmet medical needs of patients with this condition requires an understanding of the impacts of RP; in this study, we surveyed Japanese patients with RP to investigate the quality of life and economic impacts of visual impairment. This non-interventional, cross-sectional study surveyed Japanese patients with RP. Economic impact was measured using an original questionnaire that assessed out-of-pocket cost (e.g., vision aids and medical services), salary gap with the general public, and the cost of depression and anxiety. Worker productivity was assessed using the Work Productivity and Activity Impairment Questionnaire (WPAI). Quality of life was evaluated using the Health Utilities Index Mark 3 (HUI3), the National Eye Institute Visual Function Questionnaire-25 (VFQ-25), and the 5-level EQ-5D version (EQ-5D-5L). The primary outcome was direct and indirect costs of visual impairment or blindness during the lifetime of patients with RP. Among 122 surveyed patients with RP, the estimated annual cost per patient was 218,520 yen (2176 USD), and the estimated lifetime cost per patient was 18,523,909 yen (184,501 USD). Additional robustness testing increased the estimated annual cost and lifetime cost per patient to 783,176 yen (7801 USD) and 66,389,827 yen (661,253 USD), respectively. In working patients, work productivity loss was 26.2% per person and impairment of daily activities was 31.6% per person. The mean VFQ-25, HUI3, and EQ-5D-5L scores were 42.0, 0.393, and 0.833, respectively. RP imposed a heavy economic burden and negative quality of life impacts in Japanese patients.

Digital Transformation and Export Quality of Chinese Products: An Analysis Based on Innovation Efficiency and Total Factor Productivity

In recent years, Chinese manufacturing enterprises have competed to chase the wave of the “digital revolution”; digital empowerment has become an important strategic path of technological reform for many manufacturing enterprises. Based on the micro data of listed companies, this paper investigates the impact of digital transformation of Chinese listed companies on the quality of their export products. It is found that digital transformation can significantly improve the quality of enterprises’ export products. After a series of robustness tests, this conclusion is still valid, and there are two ways to improve innovation performance and total factor productivity. The export product quality enhancement effect of enterprise digital transformation also has the heterogeneity of ownership, region, and industry. Furthermore, this paper also examines the impact of digital transformation on the internal salary gap of enterprises, and finds that digital transformation may increase the internal salary gap of enterprises and form a “masking effect” on the quality of export products. To a certain extent, this paper deepens the understanding of the study of enterprise digital transformation on the quality of export products and its differences and provides certain guidance for enterprises to implement the strategy of digital transformation.

Men are Always Better? How Swedish Municipalities Justify Pay Differences in Gender Pay Audit Reports

ABSTRACT This study analyses how pay inequality among Swedish municipal employers is justified in their mandatory pay audit reports. Critical discourse analysis was used to examine the overarching message that there are no unjust salary differences between women and men, since the differences found have justifiable explanations. Normative critique for reproducing gender salary gaps can be addressed to the reports, since salary differences between individual men and women doing similar work were justified by reference to men’s experience or special tasks and the organizational policy of individual salaries. Salary differences between groups of men and women were explained by men’s experience and their special and demanding tasks. Market explanations for salary differences were frequently used as a justification of men’s higher salaries. The normative critique can be supplemented by an explanatory critique, as overarching societal discourses, such as employers being held responsible for gender pay gaps in the labour market and technical areas having more value than care areas were identified in the texts. We argue that through pay audit reports inequality regimes in regard to pay are discursively reproduced.

Incentivizing Retirement: An Analysis of Cash Retirement Incentives for Chicago Teachers

Retirement incentives are frequently used by school districts facing financial difficulties. They provide a means of either decreasing staff size or replacing retiring senior teachers with less expensive junior teachers. We analyze a one-time retirement incentive in a large school district paid to teachers willing to retire at the end of the 2016–2017 school year that required 1,500 teachers to accept the offer for it to be paid. The analysis uses an estimated structural model of teacher retention—enabling predictions through simulation of what teacher behavior would be in lieu of the incentive. As predicted by the model, too few teachers accepted the incentive and it was not paid. Simulations enable the decomposition of the would-be retirement incentive takers into those that retired because of the retirement incentive (i.e., marginal teachers) and those who would have retired without the incentive. We find that (1) most teachers who receive the retirement incentive would have retired regardless leading to substantial payments to teachers whose decisions are unchanged, (2) marginal teachers are likely to have retired within a couple years without the incentive limiting the period in which a salary gap can recoup the incentive’s costs, and (3) sharp increases in salary over the first years of teaching narrow the salary gap from which potential savings might derive. These mechanisms are common to most school districts so it is unlikely districts using retirement incentives will realize any cost savings if they replace retiring teachers with junior teachers.

Asians don't ask? Relational concerns, negotiation propensity, and starting salaries.

In the U.S., Asians are commonly viewed as the "model minority" because of their economic prosperity. We challenge this rosy view by revealing that certain Asian groups may be susceptible to lower starting salaries. In Study 1, we analyzed 19 class years of MBAs who accepted full-time job offers in the U.S. At first glance, Asians appeared to have starting salaries similarly high as Whites'. However, a striking gap emerged once we distinguished between East Asians (e.g., ethnic Chinese), Southeast Asians (e.g., ethnic Vietnamese), and South Asians (e.g., ethnic Indians): Whereas South Asians started with the highest salaries of all ethnicities, East/Southeast Asians were near the bottom. This salary gap was mediated by East/Southeast Asians' propensity to not negotiate due to higher relational concerns. Importantly, negotiation predicted higher salary for each of the three groups (East/Southeast Asians, South Asians, and Whites). In further support of negotiation propensity as a mechanism, we identified industry as a boundary condition: The salary gap was not observed for consulting jobs, where MBA starting salaries are typically standard and non-negotiable. The non-consulting salary gap between East/Southeast and South Asians was estimated to be $4,002/year, a sizable difference that can compound over career life. Study 2 found similar results in a non-MBA sample while further accounting for individuals' bargaining power (e.g., the number of alternative offers, the highest alternative offer). In revealing the differences between East/Southeast and South Asians, this research moves beyond the predominant West-versus-East paradigm and reveals a more complex reality underneath Asian prosperity. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Gender Pay Equity In Times Of Pandemic COVID-19: a Systematic Literature Review

Purpose: Building on previous research on gender pay equality, the purpose of this study is to investigate the impact of the pandemic by determining whether or not it has increased existing pay discrepancies and whether or not it has caused pay inequalities in the workplace. Research methodology: The method of systematic review of the literature and its guidelines has been used, which includes the following seven steps: Raise the research problems, select the sources and search strategies, establish the selection criteria, study selection, Quality evaluation , data extraction strategies and data synthesis, of research on the effects of the Covid-19 pandemic on the gender wage gap. Findings: The data analysis shows the main publication medium where the articles were disseminated has a total of ten articles, becoming an important reference and where the main cause of the salary gap was the work carried out by women was the undervaluation compared to that carried out For men, a second factor is the report of fewer job opportunities. Research limitations: The information in this page may be extrapolated to all of our facilities. Nonetheless, further research is needed to corroborate these conclusions. The data comes from several sources, making bias less likely. Practical implications: The study suggests that labor organizations review their practices regarding the incorporation of their workers, with due respect for equality between men and women, understanding that both have the same opportunities, rights and, furthermore, that they must be evaluated based on the capacity development. Originality/Value: This study whose selection criteria of a large number of investigations of the main databases, led us to the analysis of sixty scientific articles, answering the research questions and establishing significant conclusions on the subject matter.

Challenges, Barriers, and the Underrepresentation of Black Women in Sustainable Global World Environment

Women make up at least 50.8% of the United States population, and 46.8% are in the professional workforce per Census Quick Facts from 2016. United States Department of Labor, n.d.). Despite making up half of the United States population, women only represent 26% of managing roles in the workforce. In the 2019 study, “Women in the Workplace 2019”, McKinsey & Company found women to still lag in corporate America in areas of salary gaps, promotions due to the broken rung, glass ceilings, lack of training and development, among other gender and racial barriers. Workplace Fairness”, a broken rung is a missing step in the “corporate ladder”, which prevents women in entry-level roles from being promoted into management. The broken rung is the more significant barrier for Black women navigating the workplace. To successfully navigate the workplace and ascend into management roles, Black women saw the need to use perseverance strategies due to underrepresentation and the influence of race and traditional privileged gendered roles. The study’s outcome addresses the challenges, barriers, and perseverance strategies Black women used to ascend into management roles. Mentorship and sponsorship are critical for helping Black women to advance within the workplace. The research study may be significant to Black women managers and future leaders. Without the critical influence of a mentor or sponsor, the Black woman will remain underrepresented in management positions. Further exploration of specific perseverance strategies and how they may have been demonstrated in their collegiate programs to prepare Black women for their professional careers.

Gender wage gap, quality of earnings and gender digital divide in the European context

One of the leading national and international objectives is to achieve more egalitarian societies. Avoiding gender or digital gaps are priorities generally assumed as concerns of governments and international organizations. This paper evaluates the digital gender divide in its three stages: access, use and results, relating it to gender and salary gaps in the context of the European Union. Cluster analysis was conducted to classify the countries according to their gender digital divide. The influence of age and studies level of males and females was revised. Based on the OECD and EUROSTAT data, an empirical analysis was conducted. By comparison of means, the significant variables influencing the gender digital divide were identified, probing that the educational level significantly influences it, especially in what refers to the third stage. Finally, through a regression analysis, it was proved that the influence of the insecurity and the gender wage gap goes beyond the women and affects society.

Gender Salary Gap in the Auditing Profession: Trend and Explanations

This study documents the gender salary gap in the auditing profession and explains its development. Using Swedish administrative data from 2007 to 2015 for all Certified Public Accountants (CPAs), I find that the auditing profession’s overall gender salary gap has substantially narrowed during this period, and more female auditors have moved up to the top earnings group, reducing the wide salary gap at the top of the income distribution. Further analysis shows that the increase in female auditors’ client portfolio size accounts for approximately half of the decrease in the total salary gap. I also find evidence that the rise in female leadership in the Big Six firms is positively associated with the increase in female auditors’ client portfolio size. This effect is more pronounced in the middle and bottom half of firms’ hierarchy, suggesting that female representation at the top of a firm’s hierarchy has spillover benefits for lower-ranked female auditors. The implications of this study may help audit firms narrow their gender gaps and cope better with the overall talent challenges of the auditing industry.

The Promise (and Peril) of Approaching the Tipping Point: A Preregistered Study of Salary Requests

Though extensive work documents the inferior outcomes faced by women relative to those of men in salary negotiations, few solutions have emerged. Exploring remedies that might reduce this gap, we examine how female (and male) negotiators respond when they learn that women are closing the gap in intended salary requests. In a preregistered study (n=1015), we randomly assign business school students to three treatment conditions where we manipulate information on previous students’ intended salary requests for their first job interviews expressed in surveys over the previous five years, showing (a) a closing gender gap in salary requests from 11% to 4%, (b) a stable gender gap of 11%, or (c) a no-information control condition. For women, any information motivates an increase in their intended salary request. For men, information interestingly motivates a slight reduction in salary requests, an effect which is attenuated when it appears women are making progress in reducing the salary gap. We situate these findings within the literature on the psychological effects of position in status hierarchies, showing a basic aversion to being at the bottom (i.e., last-place aversion) and a magnifying effect of a perceived change in relative rank (i.e., status momentum). These results suggest that information on existing gaps helps to motivate women and men in ways that reduce the salary gap. Interestingly, highlighting the progress that women are making in reducing the salary gap—an outcome that is objectively true in many contexts—leads men to demand more than when presented with a static gap, manifesting the dynamic strategies that arise as we approach the tipping point in gender equality.

Family Physician Income Disparities by Race and Gender.

A race and gender salary gap has been well-documented throughout the U.S. economy, but little described in primary care. Using self-reported data on the most widely distributed primary care physician specialty, we reveal lower incomes and hourly wages among Black/African American and female family physicians. The clear gradient in family physician compensation by race and gender demands further study and action to better understand and address the underlying sources of these differences.

The Driver of Workplace Alienation or the Cost of Effective Stewardship? The Consequences of Wage Gap for Corporate Performance

Relying on cross-country panel data, the paper investigates the possible repercussions of salary gap for employee productivity and corporate financial performance. Our empirical findings corroborate the presence of a negative tail effect of wage gap on productivity and employee morale. While worsening employee turnover and productivity, and increasing the chances of workplace controversies, high salary gap is found to be associated with a more efficient cost structure and higher profitability. Our evidence suggests that extreme salary gap may be curbed by targeted internal policies favoring internal promotion and career development, unionization, employee and managerial training. The composition of the board’s remuneration committee appears to play but a minor role in shaping the scale of salary gap. The results of the study are in line with equity aversion theory and suggest that extreme wage inequality may impede firms’ growth with spillover effects observable at the macro-level. Targeted policies may be necessary to counter the negative repercussions of high compensation disparities as within-firm mechanisms appear insufficient to mitigate them.

DARQ technologies in the financial sector: artificial intelligence applications in personalized banking

PurposeThis paper aims to analyze the impact of DARQ technologies (distributed ledger, artificial intelligence, extended reality, quantum computing) in the financial sector, focusing on artificial intelligence (AI) applications in personalized banking, which consists of treating every customer as a segment of one. The research has two main goals. First, providing a complete and organic analysis of the DARQ technologies framework currently missing in the literature. Because this research focuses on the financial sector, more attention is dedicated to DARQ technologies in this industry. Second, studying applications of one of the DARQ technologies, AI, in personalized banking, where it appears to have a great potential impact.Design/methodology/approachThe research analyses both the supply side, collecting secondary data from documentation, reports and research studies to study the major trends and results obtained by leading banks, and on the demand side, collecting primary data through a dedicated survey and elaborating opinions and preferences of potential customers. Using this information, a detailed go-to-market plan based on the framework elaborated by Bain and Co. in 2012 is developed, considering the hypothesis of a well-known universal bank, operating globally, with an established brand and access to modern AI technologies, which decides to invest in this field as a priority.FindingsIn addition to giving a detailed overview of DARQ technologies from a technical and a business perspective, the results related to the hypothetical case of the study help to understand which would be the most suitable target for the launch phase, which value proposition should be offered and how to deliver it, but also how to evolve the project to attract more customers and strengthen the relationship with the existing ones. Nevertheless, this research could be a starting point for future studies and updates, considering related evolutions, investigating more representative demand samples or analyzing how the combination of more DARQ technologies could be applied to the financial sector.Research limitations/implicationsSome limitations affect this work. First, the topics studied are evolving rapidly and partially dependent on other innovations under development; therefore, they may become obsolete and less significant in the next years. As regard the data collection, the supply-side analysis involves strategical information kept private by companies; therefore, the collected data probably miss some useful details. As concerns primary data, the sample could have been larger and more heterogeneous and biases and misinterpretations could have affected the answers. A compromise has been found between the time and resources available and the qualitative and quantitative characteristics of the sample.Practical implicationsThis research could be a tool for financial companies interested in investing in AI for personalized banking, but it also provides useful insights about the whole DARQ framework, which could be interesting for all the financial and nonfinancial firms. Applying AI effectively and efficiently could offer great benefits, both economic and noneconomic, to financial firms but also to their customers, who could benefit from hyper-tailored services at a reasonable and affordable price, whereas in the past, they were reserved only for very important person clients. This win-win situation could lead the way to further investments and consequent innovations in the future.Social implicationsSome issues still exist, mainly about data security and privacy, but also the social risk linked to the labor market due to the AI substitution for some tasks and the related shift in professionals required by employers, which could negatively affect the salary gap among workers with different levels of educations, tightening up existing inequality problems. An effort by public and private subjects will be required to make this transition inside the labor market smoother. Despite this, the research shows that AI applications in personalized m-banking could mutually benefit both the demand and the supply of the market.Originality/valueApart from the organic overview offered on DARQ technologies and their related business applications, currently missing in the literature, which could be useful for a better comprehension of the topic and could also give interesting insights to firms, this research presents an original and concrete roadmap to follow for financial companies interested in delivering a personalized mobile banking service leveraging on AI. Every step presented in the output of this work is based on an in-depth analysis of past, and present actions carried out and result obtained by competitive firms on the market and on needs and preferences observed among potential customers.

Gender stereotypes in job advertisements: What do they imply for the gender salary gap?

Gender stereotypes in job advertisements: What do they imply for the gender salary gap?

Higher education challenges: accounting and finance academia in a research-led teaching universities

PurposeThis paper aims to explore problems facing the recruitment of accounting and finance staff in research-led universities. “University accounting and finance (A&F) departments are experiencing difficulty in attracting and retaining suitably qualified staff” (Duff and Monk, 2006, p. 194). The literature identifies a number of reasons for the shortage of A&F phenomenon (Duff and Monk, 2006; Smith and Urquhart, 2018), including, the wide salary gap between academe and industry profession, difficulty in achieving publications in highly rated journal, high workload in teaching and marking due the limited number of A&F staff.Design/methodology/approachThe paper provides new insights for the use of the grounded theory and how the theory has been generated from the semi-structured interviews.FindingsThis study has resulted in eight main challenges emerged, and a final theory has been generated. Implications of this research on business schools are valuable in research-led universities, the A&F staff recruitment strategies and the A&F research strategies in research-led universities.Originality/valueThe novelty of this research is based on the induction of the challenges that a business school faces, as a case study for a research-intensive teaching-led UK university, in recruiting new A and F appointees and retaining existing members of staff.