Preliminary report of the 1970 National Register.

Examined the salary information in the National Register. The American Psychological Association (APA) compared a 10% sample of the employed respondents to the 1970 Register with population information from the Register. Sample median salaries were also compared with salaries from the 1968 Register. Salaries of psychologists have generally kept pace with inflation. However, many psychologists expected to supplement their salaries with other sources of professional income. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Section 2: Salaries: Editor's Commentary.

Provides a preview of articles in a special section dedicated to the salaries of psychologists. The articles in this section discuss an economic model for forecasting the demand for psychology's manpower as well as salaries for psychologists in academic and non-academic settings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Salaries and satisfactions of medical school psychologists.

Used data from a 1977 survey to investigate the relationship of salary to professional activities and to vocational satisfactions of 642 medical school psychologists. Results show the following: (1) current and potential salaries correlated with items involving seniority and rank, and with beliefs of appropriate skill utilization and advantages accruing in the setting. (2) Salaries are negatively related to time spent in diagnostic and therapeutic work. (3) Only salary expectations are significantly related to personal satisfactions and comparative occupational freedoms. (4) Vocational interests and career commitments are not closely tied to salaries. (10 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex and salary.

Presents salary medians for doctorate psychologists in 11 employment settings. Results reveal females are found in greater numbers where their salaries approach parity with male salaries, and that females achieve 90% parity with males only in the public sector, where salary administration is standardized. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Salary growth as a criterion of career progress.

As a possible improvement on absolute salary as a criterion, the authors computed the annual percentage growth of the salaries of 143 engineering graduates employed in industry. Although 1st-year salaries increased markedly from 1950 to 1955, and 1957 salaries varied with years of service, the growth rates were homogeneous. The rates for different professional groups were different 1st-year salary and salary growth were unrelated. Growth was related to academic grades, but absolute salary unexpectedly had a stronger relationship. Salary growth has some useful properties, but it is not uniformly applicable. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Reply to McLaughlin: Proper path models for theoretical partialing.

Replies to S. D. McLaughlin's (1980) critique of M. H. Birnbaum's (1979) article on sex bias in salaries of psychologists, presenting Birnbaum's theoretical treatment for comparability with McLaughlin. These analyses show that the traditional regression approach is not appropriate to test for evidence of salary bias. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Some thoughts on the future of the professional practice of psychology.

Psychology is in the throes of internal upheaval at a time when we are faced with numerous and complex external challenges. Psychology's unique contribution is in bridging the fields of science and practice, and the practice of psychology can flourish only by our emphasizing that bridge. The designation system, based on the concept of a common scientific core for all psychologists, is one approach to maintaining the bridge. The professional practice of psychology is also being challenged by new market conditions that will demand a climate of continued diversity and change. Settling on a specific form of service delivery may limit options as the market changes. Development of a managed care system in which psychologists are players rather than bystanders is one response to meet the challenges of the future. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Theoretical partialing requires a defensible theory.

Argues that S. D. McLaughlin's (1980) comment on M. H. Birnbaum's (1979) article on sex bias in salaries of psychologists is not a definitive evaluation of either atheoretical or theoretical partialing. McLaughlin fails to support use of the partial correlation between sex and salary, with a measure of merit held constant, as the criterion of sex discrimination. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Classifications and salaries of psychologists in state mental hospital systems.

Afour-and-a-half page table summarizes job classifications and salaries of psychologists in the state mental hospital systems of 42 states. The data were acquired by means of a 3-page questionnaire directed to the various mental hospital authorities. "Although functions within state systems vary, indications are that the psychologist continues to find his role in this facet of public service administratively defined as one in which psychodiagnostic skills are primary." Noteworthy, however, "was the extent to which active involvement of the psychologist was also anticipated in the treatment process, research, and teaching of other institutional personnel." 2 states "specified that candidates for their top level positions must possess an ABEPP diploma, and two more expressed the desirability for such… . Twenty-five… states evidenced some enhancement of salary in the form of maintenance or residential perquisites." Major headings in the table refer to: state, job title, educational requirement, professional experience, annual salary, and residential perquisites. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The evolution of health care: Implications for the training and careers of psychologists.

Congress failed to pass legislation in 1994, but the general principles guiding reform are clearly embedded in state-level legislation and the inexorable movement toward managed care in the private employer–insurer markets. These principles, legislated by statute or realized incrementally through private market reforms, present challenges and opportunities to psychology as a science and a profession. Psychologists must significantly modify the way they currently work, and university-based training programs must modify the way they educate future psychologists. The issues go beyond the dominant concern with benefit plan coverage and professional prerogatives and affect the very organizational structures in which psychologists work and the ways they get paid. Psychologists now share with every health-related science and profession the public's demand for research-based evidence of cost-effective solutions to individual and community-wide health problems. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Using workforce analysis to answer questions related to the internship imbalance and career pipeline in professional psychology.

This article defines workforce analysis and reviews the ongoing call for the field of psychology to address workforce analysis issues in a systematic manner. The American Psychological Association's progress in developing a workforce analysis capacity is traced, and the authors focus on how workforce analysis can be used to answer a series of questions regarding career pipeline issues, the supply of students and demand for internship training positions, and employment opportunities in professional psychology. The authors conclude that professional education and training issues can only be fully understood in the context of a databased approach to workforce demands for psychologists. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

PhD and MA clinical psychologists and MSWs in public mental health settings: A nationwide comparison.

Presents results of a nationwide survey of 402 public mental health facility directors that solicited information and opinions comparing the employment opportunities, salaries, duties, and job skills of doctoral and subdoctoral clinical psychologists and MSWs. Results indicate that although all groups are in demand in the marketplace, receive competitive salaries, and are evaluated as competent service providers, subdoctoral clinicians consistently fall behind MSWs on all dimensions, and both, in turn, fall behind doctoral-level clinical psychologists. (10 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Pikes Peak model for training in professional geropsychology.

The aging of the population will increase demand for psychological services for older adults, which challenges the profession of psychology to provide those services. In response to that challenge, professional geropsychology has been developing over the past few decades to meet current and prepare for anticipated future demand. The development of a range of training opportunities is important to enable psychologists to work effectively with older adults. This article describes the Pikes Peak model for training in professional geropsychology. The model is an aspirational, competencies-based approach to training professional geropsychologists that allows for entry points at multiple levels of professional development. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

"Fair" allocations of salaries and taxes.

Undergraduate judges were asked to "fairly" allocate salaries to hypothetical faculty members on the basis of their merit ratings. Individual merit ratings, total budgets to be distributed, and distributions of merit ratings for the entire group were manipulated. In another set of studies, undergraduate judges were asked to "fairly" assign income taxes to hypothetical persons given their salaries, and individual salaries, amounts of revenue to generate, and distributions of salaries for the group were varied. Overall results are explained by a theory of relative equity that suggests that an equitable state is one in which the relative position of a stimulus (e.g., merit or salary) in the distribution of stimuli matches the relative position of the response (e.g., salary or tax) in the distribution of responses. The relative position of a stimulus or response is defined as its range-frequency value based on the range-frequency compromise. (19 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Section 3: The Academic Marketplace: Editor's Commentary.

Previews articles presented in a special section covering psychologists in academia. This section highlights the supply of and demand for assistant professors, job opportunities for graduate students, and psychology in medical schools. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Salaries of clinical psychologists employed in APA-approved internship settings: 1979.

Updates data and provides information on present salaries of clinical psychologists working in internship-training centers. Salary schedules from 80 training centers approved for predoctoral internship training in clinical or counseling psychology indicate that federally-funded training centers provide the highest salaries for psychologists, and charity-supported agencies and those located in the Northeast provide the lowest salaries. (3 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender differences in practice patterns and income among psychologists in professional practice.

Income, an important facet of professional psychological practice, differs by gender. The potential sources of income differences among California clinical psychologists were investigated. Full-time female psychologists earned significantly less income on average than full-time male psychologists, despite similar patient demographics, caseloads, practice profiles, and payment sources. In separate regression models, professional experience increased income more for men than for women, whereas greater psychologist supply decreased income for both groups. According to the regression model, if female psychologists were paid like male psychologists, they would receive, on average, $16,440 more per year. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Professional interests and career aspirations of graduate students in professional psychology: An exploratory survey.

Graduate students in American professional psychology programs (N = 498) were surveyed to examine differences between specialty area (clinical vs. counseling), degree type (PhD vs. PsyD), and gender with respect to demographics, training models, theoretical orientations, career aspirations and reasons for choices, research productivity, and expected salaries. Clinical and counseling students differed with respect to training models, theoretical orientations, career aspirations, and expected salaries, whereas PhD and PsyD students differed with respect to training models, theoretical orientations, career aspirations, and research emphasis. The changing gender composition in professional psychology is unlikely to have a dramatic effect given their professional similarities. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Salary equity: Its determination, analysis, and correlates.

Divided professional employees in a division of the Federal Public Health Service into an equity subsample (n = 96) and an inequity subsample (n = 74) based on their perceived fairness of salary treatment: (questionnaires completed by the Ss and their immediate superiors). Through the multiple-regression analysis a quantitative model was developed that predicted equitable salaries with a high degree of accuracy and served to significantly reduce the perceived inequity of the inequity subsample. This model emphasized maturity-type variables. Ss in the equity subsample demonstrated less dissonance, more favorable attitudes toward their work and the organization, and a lower propensity to terminate voluntarily employment than Ss in the inequity subsample. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Employment prospects in Canadian psychology: 1977.

Discusses the surplus of psychologists in both Canada and the US, and urges that immediate steps should be taken to solve this problem. Specifically, it is suggested that (a) new students seeking admission to graduate psychology programs should be advised regarding the inadequate supply of jobs for individuals with such training and that they will frequently be required to create their own jobs and (b) a new breed of generalists should be encouraged since there are frequently inadequate or no jobs available for specialists. (PsycINFO Database Record (c) 2010 APA, all rights reserved)