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)     

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)     

Generalizability of MBA degree and socioeconomic effects on business school graduates' salaries.

Tested the generalizability of findings reported by J. Pfeffer (see record 1978-26287-001) by examining the determinants of starting and current salaries for 314 graduates (mean age 29 yrs) from the business schools of 3 large state universities. Results support Pfeffer's conclusion that a master's in business administration (MBA) is particularly useful for persons not coming from the highest socioeconomic backgrounds. A variety of factors identified by Pfeffer were controlled for, and the possession of the MBA degree was positively related to starting salary irrespective of socioeconomic origin but was positively related to current salary only for those not coming from upper-middle and upper-class backgrounds. Current salary sex differences only were observed for Ss from upper-class socioeconomic backgrounds. This was attributable to a salary advantage possessed by upper middle- and upper-class males. (10 ref) (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)     

Salary as a predictor of salary: A 20-year study.

This study investigated the value of using salary after a few yr. in an organization as a predictor of, and therefore as an intermediate criterion for, salary at a later date. Salary data were collected for each yr. of the 20-yr. careers of 52 aircraft engineers. The salaries were combined to yield yearly distributions, 1 for beginning salary and 1 for each yr. of experience. The resulting distributions were intercorrelated and the following results obtained: (a) 92% of the intercorrelations were significant at the .01 level, (b) correlations between equidistant yr. became larger as tenure increased, and (c) the variance of salaries increased with increasing tenure. It is concluded that salary early in a man's career can be used as an intermediate criterion. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

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)     

Sizes and salary schedules of agency clinical psychology programs.

Reports results from 240 questionnaires requesting information on staff size and salary schedules of agency clinical psychology programs in the United States. The median number of staff members in these clinical psychology departments was found to be 15. Of these, 6 was the median number at the PhD level. Bachelor-level technicians were found to be more extensively utilized in the South and Midwest than in the East or West. The median beginning annual salary for a PhD clinical psychologist was $13,437, and for a PhD with 10 or more yr. of experience, the median was $20,500. The median salary for interns was $7,055, and the beginning salary for employees at the master level was $8,582. The median PhD-to-patient ratio was 1:189, and the median psychology staff-to-patient ratio was 1:73. The American Psychological Association (APA)-approved departments were found to have more advantageous staff-to-patient ratios. A great increase in salaries for psychology personnel over the past years was noted. Possible reasons for the finding that salaries tended to be higher in the agencies which did not have APA-approved clinical internship programs were also presented. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Labor market adjustments in psychology.

Presents a relatively simple economic model of the market for psychologists as an attempt to answer questions relating to (a) changes in the labor market for psychologists and other scientists, (b) variance over time in the number of college students choosing psychology, and (c) rate of salary increase. The model is based on supply, demand, and their interaction. The economic analysis of professional markets is based on response to salaries by students and experienced specialists, adjustment of salaries to changes in market conditions, and response of employers to salaries. Depending on time patterns of response, analysis generated cobweb, incomplete, and simultaneous adjustment mechanisms. The increasing role of the federal government in professional markets is seen as an important determinant of supply and demand. The economic model is discussed in relation to issues relating to (a) long-term changes in the supply of psychologists, (b) post-World War II changes in supply and salary, (c) the reallocation of specialists among industrial sectors and subfields, and (d) the future state of the market. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender differences in the acquisition of salary negotiation skills: The role of goals, self-efficacy, and perceived control.

Examined the effectiveness of different training programs in men's and women's acquisition of salary negotiation skills. MBA students received a 2-stage training program that provided initial content instruction in negotiation tactics, followed by supplemental training in either goal setting or self-management. After both training sessions, participants conducted salary negotiations with trained confederates who used standardized guides to award salary increases. Results indicated that, although women negotiated lower salaries than men following the initial training, controlling for goals eliminated this difference. Analysis of salary improvements following supplemental training revealed that gender differences were reduced for self-management participants only. Changes in perceived control over the negotiation appeared to mediate this effect. Implications of these findings for understanding training effectiveness are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Detecting sex bias in salaries.

Asserts that the difference index proposed by the author (in press) represents the most effective means of assessing sex bias in salaries and is preferable to regression-based indices regardless of the type of available measures of qualifications and salary. The difference index defines sex bias as the difference in mean salary inequities between men and women and emphasizes the necessity of deciding how much relevant differences in qualifications are worth. Unlike the regression indices, if measurement errors are uncorrelated with sex, the difference index is unchanged. This index is also applicable to other employee characteristics and types of inequity. (7 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Academic salaries in psychology.

Summarizes academic salary changes in psychology for varied professorial ranks over a 3-yr period. Data were obtained from questionnaires sent annually to psychology departments with graduate programs, which were returned at an annual rate of 150-200. Median salaries and yearly increases were rated for associate, assistant, and full professors. Results indicate a substantial decline in salary increments in 1971-1972 compared with earlier years, at all ranks, and in most parts of the country. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex differences in academic advancement. Results of a national study of pediatricians

BACKGROUND: Although the numbers of women in training and in entry-level academic positions in medicine have increased substantially in recent years, the proportion of women in senior faculty positions has not changed. We conducted a study to determine the contributions of background and training, academic productivity, distribution of work time, institutional support, career attitudes, and family responsibilities to sex differences in academic rank and salary among faculty members of academic pediatric departments. METHODS: We conducted a cross-sectional survey of all salaried physicians in 126 academic departments of pediatrics in the United States in January 1992. Of the 6441 questionnaires distributed, 4285 (67 percent) were returned. The sample was representative of U.S. pediatric faculty members. Multivariate models were used to relate academic rank and salary to 16 independent variables. RESULTS: Significantly fewer women than men achieved the rank of associate professor or higher. For both men and women, higher salaries and ranks were related to greater academic productivity (more publications and grants), more hours worked, more institutional support of research, greater overall career satisfaction, and fewer career problems. Less time spent in teaching and patient care was related to greater academic productivity for both sexes. Women in the low ranks were less academically productive and spent significantly more time in teaching and patient care than men in those ranks. Adjustment for all independent variables eliminated sex differences in academic rank but not in salary. CONCLUSIONS: Lower rates of academic productivity, more time spent in teaching and patient care and less time spent in research, less institutional support for research, and lower rates of specialization in highly paid subspecialties contributed to the lower ranks and salaries of female faculty members.     

Effect of perceived inequity on salary allocation decisions.

Conducted a study of 65 evening undergraduates to examine how salary allocation decisions at one organizational level affect those at other levels. Ss who experienced different degrees of inequity in regard to their own salaries allocated salary to their subordinates. Results indicate that the total amount allocated among all subordinates as well as the relative amount allocated among subordinates differed as a result of the degree of inequity experienced by the allocator. (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)     

Interaction of social skill and general mental ability on job performance and salary.

Job and organizational changes have promoted the importance of social skill at work, yet research in this area has been limited. The authors investigated the interaction between social skill and general mental ability (GMA) in the explanation of job performance and salary, controlling for personality and demographic characteristics. The results indicated that the relationships between social skill and job performance were stronger among workers high than low in GMA. In a similar manner, the relationships between GMA and job performance were stronger among workers high than low in social skill. The interaction on salary indicated that increases in social skill (or GMA) for high-GMA (or social skill) individuals were associated with higher salary levels. It is interesting, however, that increases in social skill (or GMA) for those low in GMA (or social skill) contributed to lower salaries. Implications of these results and directions for future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Interview decisions as determined by competency and attitude similarity.

Asked 51 college students to assume that they worked for a large company and that the president had asked them to evaluate a candidate for a position as a vice president. The target's dossier and information concerning 10 of his attitudes were given to Ss as stimuli for the evaluation. 3 levels of the target's competency and 2 levels of attitude similarity between the S and the target were varied in a 3 * 2 design to examine their effects on subsequent job recommendations and suggested salaries. Similarity tended to influence the recommendation and significantly influenced salary. Competency significantly influenced both the recommendation and salary. Implications for industry are discussed. (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)     

Perceived equity of salary policies.

Three systems for distributing yearly salary raises to faculty according to merit were studied to determine which system is judged to be most equitable. In the relative system, persons with equal merit receive equal percentage raises. In the absolute system, persons with equal merit receive equal raises. In the adjustment system, persons who are equally underpaid receive equal raises. In Exp I, 20 faculty and 85 undergraduate judges were asked to assign raises to hypothetical faculty from a fixed raise pool. It was found that the assigned raises were greater for the lower paid of 2 people of equal merit, consistent with the adjustment system. In Exp II, 22 faculty and 103 undergraduate judges examined future salaries produced by the 3 different systems. Both groups judged the raises given by the adjustment system to be the most "equitable, just, and fair" and raises given by the relative system to be the least fair. In Exp III, 20 faculty members judged salary deserved as a function of merit and years of experience. This deservingness function was used to develop a specific policy for a particular situation in which raises are proportional to the deviations between actual salary and salary deserved. (12 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relationships among models of salary bias.

Clarifies the relationships among models of salary equity, including H. F. Gollob's (see record 1985-08151-001) difference index, from the point of view of M. H. Birnbaum's (1979, 1981) mediated models of salaries. The difference index has properties that make it unattractive as a measure of group bias. Situations in which the models reach the same conclusion or disagree are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)