Investigated the effects of knowledge of current pay levels and perceived job gender on subsequent job evaluations. Confirmed the hypothesis that jobs with high pay levels would receive higher evaluations than jobs with low pay levels. Found evidence of a pro-female bias in the job evaluation ratings of 53 job evaluators. (Author/ABB)

Explores the meaning of comparable worth and the differences of opinion which exist concerning its utility for establishing greater pay scale sex equity. Documents the earnings gap between men and women, reviews public policy initiatives to redress this gap, and addresses traditional economists' concerns regarding the negative effects of…

This article takes a comprehensive look at the controversial issue of "comparable worth." The effects of congressional legislation, the courts' interpretation of that legislation, job evaluation techniques, and marketplace value of jobs are discussed and evaluated. (Author)

Suggests that the most serious problem facing higher education institutions today is disciplinary discrimination because faculty benefits and salaries are not always decided on tenure and accomplishment but on market demands in high-demand fields of education. Humanities faculty are less likely to receive comparable salaries, equipment, and…

Reexamines the assumptions and conclusions of "The Velvet Ghetto" data and other gender-related research on public relations salaries, roles, and status, in an attempt to identify counter-arguments or attempts to change the issue with respect to gender. Suggests how to examine the counter-arguments qualitatively and quantitatively. (MS)

Explores whether there are sex differences in the reported distributive justice preferences in relationships as well as in work domains. Distinguishes between benevolent and entitled distributive preferences. Both sexes endorse more benevolent preferences in relationships, but women's preferences were significantly more benevolent in the work…

In five industries, controlling for other forms of segregation, occupational segregation produces a gap of 11 percent (manufacturing) to 26 percent (services) in male/female wages. The wage gaps from employer and job cell segregation are about 6 percent. Policies such as comparable worth act on occupational and job cell components. (SK)

In this analytical essay, the author examines the arguments of comparable worth advocates and explores the notion of an inherently sex-biased job market. (Author)

Tested the hypothesis that different pay referents should result in different tactics to reduce inequities. Suggests that the various types of inequity relate differentially to each of three outcome variables: pay satisfaction, intent to remain with a company, and frequency of extra-role behavior. (Author/ABB)

An annual survey shows that male professors still earn more than female professors for the same work. (EV)

In a study conducted for the University of Connecticut, an analysis of the CUPA Administrative Compensation Survey database for 23 public universities was used to study pay equity issues. Job evaluation and internal equity, market analysis, individual salary adjustments, and planning a pay equity study are discussed. (MLW)

Data from the National Longitudinal Survey of Youth, 1979-87, suggest that the percentage of white women in an occupation negatively affects wage levels. The percentages of black men or women or Latino/a men or women do not have negative effects. Occupational devaluation does not contribute to the race/ethnic wage gap and comparable worth policies…

Reviews some of the continuing challenges for the higher education community in achieving salary equity between men and women by examining recent legal cases. Suggests issues that faculty members and administrators might consider when undertaking salary-equity studies. (EV)

Education policy discussions often assume that public school teachers are poorly paid. Typically absent in these discussions about teacher pay, however, is any reference to systematic data on how much public school teachers are actually paid, especially relative to other occupations. Because discussions about teacher pay rarely reference these…

The authors describe a classroom game that introduces the concept of compensating wage differentials by allowing students to negotiate over the assignment of jobs and wages. Two jobs are designed so that neither job requires special skills, but one is significantly more unpleasant than the other. By varying the job titles and duties, students can…