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)     

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)     

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)     

An overview of psychology's human resources: Characteristics and salaries from the 1972 APA survey.

Mailed an extensive questionnaire to the total American Psychological Association (APA) membership and to a sample of nonmembers to obtain information, in areas such as the availability of minority group members and the age distribution of current academicians, relevant to a subsequent restructuring of recruiting and training objectives. The responses of 27,371 members and of 7,990 nonmembers who were eligible for membership in the APA were analyzed in terms of level of highest academic degree, sex, subfield, employment setting, departmental setting in education, type of employer, work activity, years of experience, age, and racial-ethnic identity. A further breakdown of the APA membership data by degree level and by sex is presented, and information on employment status and salaries is evaluated. It is concluded that the APA is more representative of doctorate psychologists than of master's-level psychologists. (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)     

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)     

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)     

Psychology in prisons, 1952.

An analysis of the results of a questionnaire sent to 60 psychologists known to be operating in adult correctional institutions in terms of training, supervision, job requirements, salaries, work activities, evaluation methods, etc. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Clinical services and demographic characteristics of police psychologists.

Surveyed 56 police psychologists to ascertain their demographic characteristics and the nature of the services that they provide for law enforcement organizations. Ss identified themselves as either staff (n?=?33) or consulting (n?=?23) psychologists. Selected results show that the modal respondent had a doctoral degree in clinical or counseling psychology and provided a wide variety of clinical services. Daily consulting fees varied widely, but the full-time salaries of staff psychologists were comparable with those reported by psychologists in other clinical settings. The staff psychologist's most common service was providing therapy, whereas the consultant's greatest allotment of time was devoted to assessment. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Patient suicide: Frequency and impact on psychologists.

The results of a national survey of psychologists, randomly selected from the National Register of Health Service Providers in Psychology, reveal that 22% of psychologists have experienced a patient's suicide. This event has a personal and professional impact. Of the psychologists who experienced a patient's suicide, 49% reported intrusive symptoms of stress in the weeks after the suicide; those symptoms are comparable with those of people for whom the impact of parental loss was severe enough to lead them to seek treatment. Implications for the training and practice of psychologists are discussed. (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)     

Psychology's manpower: Characteristics, employment, and earnings.

Of 17,601 respondents to the Psychology Section of the 1964 National Register of Scientific and Technical Personnel, 95% indicated their field of greatest specialization and competence as psychology; 90% indicated psychology as the major subject of their highest academic degree; 89% regarded themselves professionally as psychologists; and 88% were employed as psychologists at the time of the survey. The Register data described in this summary are based upon those 16,804 respondents who indicated a specialty within the field of psychology as that of their greatest competence. A look at the data pertaining to the characteristics of the respondents shows that 65% of them held a doctorate, 33% an MA or MS, and 2% a BA or BS. Fewer than 1% held less than a bachelor's degree or did not give degree information. Data on employment status indicated that 88% of the respondents in 1964 were employed full time as psychologists (the same percentage found in 1962), about 4% were employed part time, and approximately 3% were studying for advanced degrees (most of these being persons who had obtained a master's and were working on a PhD at the time of the survey). Two percent were not employed, and approximately 3% either did not report their employment status or indicated that although employed they were not working professionally as psychologists. The median salary for psychologists based upon 1964 Register data was $10,300. For those having a doctorate, the median was $11,000; for those with a master's, $8,900. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Income of industrial and organizational psychologists.

Presents results from a continuing, systematic survey of 543 industrial and organizational psychologists of the American Psychological Association to provide a broad overview of remuneration patterns and income trends. Income distributions of industrial and organizational psychologists vary over a wide range and are influenced by certain factors, e.g., type of employment, age, sex, experience, and work activity. Percentile distributions are provided to serve as income norms relevant for various groups of industrial and organizational psychologists. Trends for 1960-1970 are illustrated and adjusted for inflationary effects. Industrial and organizational psychologists experienced substantial growth in real income, especially in their starting salaries. Also investigated were effects of supplementary income and job changes on income. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

When not to comment.

Suggests that errors, such as the one S. D. McLaughlin (1980) made in his critique of M. H. Birnbaum's (1979) article on sex bias in salaries of psychologists, could be avoided if authors would read material cited as containing theory before rushing into print with claims that procedures are atheoretical. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Specialization within psychology.

Utilized the competencies reported by a random sample of 2,900 (20%) of psychologists who responded to both the National Register of Scientific and Technical Personnel and to an American Psychological Association (APA) questionnaire dealing with qualifications to consult on public policy and social problems in 1968. The Register questionnaire allowed Ss to specify a maximum of 5 specialities, while the APA questionnaire respondents could check as many public policy or social problem areas as were applicable. A correlation matrix of psychological specialities with social problems and public psychological specialities were developed which revealed definite patterns of relationships, as well as many isolated but reasonable correlations. The 31 factors observed had a possible use for program planning in that they show the actual clustering of specialities for working psychologists rather than a traditional or theoretical grouping. Discussion of the matrix centered around 2 approaches: (a) examination of a particular social problem and the factors related to it; and (b) the specialty factor, its relationship to problems and the transferability of psychological skills to problem areas. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The psychologist in the department of psychiatry.

Results of a US survey show that psychologists are well represented on psychiatry faculties but tend to hold lower academic rank and receive lesser salaries than psychiatrists in equivalent ranks. Results also indicate rigorous criteria for promotion in these departments. Positive aspects, including patient contact and clinical research opportunities, are noted. (7 ref) (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)     

The employment of APA members.

Describes the employment of members of the American Psychological Association (APA) and presents data collected through APA's 1978 Human Resources Survey, which was based on the responses of a stratified random sample of 6,551 members. Results show that involuntary unemployment is low, and underemployment is relatively rare. APA members are employed in a great variety of settings, and their work activities, salaries, and other employment characteristics are also varied. Trends in employment and the continuing need for data on the employment and utilization of psychologists are discussed. (23 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)