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We examine whether salary transparency influences gender pays inequality in the context of Canadian universities by exploiting a policy change enacted in one Canadian province that required salary disclosure through a publicly searchable database, thus lowering the cost of monitoring the gender pay gap. We find that, on average, salary disclosure improves gender pay equality but institutions respond in different ways. Despite little media attention around gender equality at the time of the policy, institutions most likely to anticipate higher scrutiny, such as top ranked institutions, respond more aggressively to improve gender pay equality—both in terms of the magnitude and type of response. Combined, our findings suggest that the extent of change from salary transparency depends on the reduction in monitoring costs and organizational characteristics. Salary transparency has been implemented in various ways around the world as a strategy by firms and policy makers to reduce the gender pay gap. However, whether and how it can achieve this in practice is unclear. We examine a salary transparency policy that mandated disclosure to the public through an online database in one Canadian province by comparing the change in gender pay inequality in that province relative to the change in the gender pay gap in provinces without disclosure. We find that salary transparency improves average gender pay equality primarily within the most visible organizations that likely anticipate high levels of public scrutiny. Our findings imply that facilitating low‐cost public monitoring of gender inequalities can motivate organizations to enact change. [ABSTRACT FROM AUTHOR]

The study analyzes the perception of university teachers in Pakistan about accountability, transparency, research environment, funding for the welfare of employees, and hiring regular faculty members. These are the main parameters of higher education governance. To achieve this a sample consisting of 443 faculty members out of around 50,000 faculty members was selected. The survey questionnaire with a five-point Likert scale was used for data collection. Personal visits and Google forms were used for data collection and IBM SPSS 24.0 was used for analysis. Results show a significant difference between public and private institutions in terms of transparency, accountability mechanism, workload policy, research environment, preferences for regular hiring, and funds for employee welfare. The mean score for the above-mentioned factors among Basic Pay Scale (BPS) and Tenure Track System (TTS) institutions is not statistically significant. The faculty members with different years of experience have different perceptions regarding accountability processes of governance in the Universities. [ABSTRACT FROM AUTHOR]

We study the conditional gender wage gap among faculty at public research universities in the U.S. We begin by using a cross-sectional dataset from 2016 to replicate the long-standing finding in research that, conditional on rich controls, female faculty earn less than their male colleagues. Next, we construct a data panel to track the evolution of the wage gap through 2021. We show that the gender wage gap is narrowing. It declined by more than 50% over the course of our data panel to the point where by 2021, it is no longer detectable at conventional levels of statistical significance. [ABSTRACT FROM AUTHOR]

This study examines how the timing of salary negotiations contributes to the gender pay gap in academia. Using survey data from a public research university in the United States, we demonstrate that women faculty are indeed paid significantly less than their male counterparts. We also show that women faculty are actually more likely to engage in salary negotiations at the outset of their careers but that their greater relative tendency to negotiate disappears entirely by the time of tenure, which we attribute to familial obligations and other pressures that limit their ability to seek competing offers. Finally, and critically, the results indicate that only negotiations at the stage of tenure have a meaningful impact on professors' salaries. [ABSTRACT FROM AUTHOR]

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Copyright of Canadian Journal of Higher Education is the property of Canadian Society for the Study of Higher Education and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Business faculty represent an intriguing platform from which to examine the interplay between human capital theory and legitimacy. We examine a cohort of Canadian business school scholars over 10 years, through the theoretical framework of human capital and legitimacy to gain insight into how factors interact differently in their environment. We show the importance of both human capital and external legitimacy on faculty compensation, highlighting the role of movement as a partial mediator between general human capital (publication number and quality) and compensation, and as a full mediator between external legitimacy (journal editorship and editorial board membership) and compensation. In addition, we found that external legitimacy (journal editorship and professional roles) interacted with movement to impact faculty compensation. We make a unique theoretical contribution by examining how individuals' estimates of their knowledge and comparative value impacts individual compensation trajectories, and ultimately the business schools themselves. Our study has implications for the management of knowledge industries as well as for the curricula design of business schools. [ABSTRACT FROM AUTHOR]

This paper discusses the precariousness of an academic profession in contemporary Slovakia and Poland. Although some of the patterns have been previously studied, this analysis sheds new light on the problems of Polish and Slovak academia as seen by foreigners, who, according to official policy, are expected to contribute to the excellence of Polish academia. In reality, low wages and underfinanced universities often make their work very difficult. The analysis is focused mainly on the issues related to low salaries and ways that allow foreign-born employees to secure extra income necessary to maintain the desired standard of living. Even if, for some interviewees, local salary is sufficient to live in CEE, other academics have higher demands because of their family situation (e.g., "international children"), extra travel expenses for private purposes, or spending on bilingual education in Poland or Slovakia. Foreign-born academics living in Poland and Slovakia compensate for low salaries in three distinct ways discussed in the paper — by taking various academic and non-academic extra jobs, acquiring external funding from their home country's government, or relying on family economic resources. [ABSTRACT FROM AUTHOR]

System governing boards fulfill roles as both regulators and protectors for their multiple constituent campuses. While centralized control provides many benefits to institutional members, such advantages are also be accompanied by limitations upon campuses to pursue expanded missions, fully compete, and spend according to individual rather than collective priorities. In this study, I leverage a natural experiment where one state "freed" six public universities by removing the oversight of a centralized board. Given a novel opportunity to assess how institutions respond to a new intra-state market characterized by deregulation and increased competition for students, faculty, and other scarce resources, I first focus on changes in three institutional expenditure areas closely tied to entrepreneurship, competition, and prestige-seeking: executive compensation, faculty salaries, and spending on research activities. After constructing a novel dataset with administrative records on compensation and public data on expenditures, I employ complementary difference-in-differences and synthetic control approaches which yield robust evidence suggesting that newly independent universities increased the salary of their president/chancellor by approximately 6.2% (or $19,000), increased the average full professor salary by 2.2% (nearly $2,000), and increased research expenditures by an average of 12% (or $2 million). These findings not only advance the nascent literature on how state governance structures influence institutional behaviors but also provide useful evidence for policymakers considering the intended (and potentially unintended) consequences of similar governance reorganizations. [ABSTRACT FROM AUTHOR]

We study career concerns in Italian academia. We mold our empirical analysis on the standard model of contests, formalized in the multiunit all-pay auction. The number of posts, the number of applicants, and the relative importance of the criteria for promotion determine academics' effort and output. In Italian universities, incentives operate only through promotion, and all appointment panels are drawn from strictly separated and relatively narrow scientific sectors. Thus, the parameters affecting payoffs can be measured quite precisely, and we take the model to a newly constructed data set that collects the journal publications of all Italian university professors. Our identification strategy is based on a reform introduced in 1999, parts of which affected different academics differently. We find that individual researchers respond to incentives in the manner described by the theoretical model: roughly, more capable researchers respond to increases in the importance of the publications for promotion and in the competitiveness of the scientific sector by exerting more effort; less able researchers are discouraged by competition and do the opposite. [ABSTRACT FROM AUTHOR]

The Gelmini reform implemented in Italy in 2010 was designed to ensure greater efficiency and effectiveness within the higher education (HE) sector. The reform was implemented in a climate of general austerity, which caused severe cuts in public funds for the university system. This paper documents the unintended consequences of the reform in terms of a dramatic reduction in the number of job positions, career speed, and remunerations for academic staff – which we describe as the 3Ls, i.e. Less staff, Later careers, Lower salaries. While the loss of wages cumulated is approximately equal to the average mortgage value for buying a house, the cost savings of the government are negligible, especially when compared to the adverse effects generated by the austerity reform. The profound inequality in the application, at the expense of younger and qualified faculties, mostly women, may lead to a long-lasting and irreversible consequences such as a loss of qualification and competitiveness for the whole HE system, as shown by the increasing phenomenon of brain drain. [ABSTRACT FROM AUTHOR]

The study focuses on the issue of gender discrimination in pay among university faculty in Russia, a country with an exceptionally high share of female faculty in higher education. Using a comprehensive and nationally representative survey of university faculty, we found that although women in academia earn considerably less than men, gender inequality among university faculty is lower than in the non‐academic sector. The study shows that gender differences in pay can be mainly explained by vertical gender segregation: women are less likely to achieve senior positions in the university hierarchy, which brings a high wage premium. Another explanation is horizontal segregation, when there is a prevalence of male faculty in Moscow‐based universities, which provide a considerable wage premium compared to regional ones. A decomposition of the gender wage gap shows that slightly more than half of it can be explained by observable factors, while the rest can be attributed to discrimination and unobservable characteristics. Within the unexplained part the major part can be attributed to favoritism towards men and the minor part to discrimination against women. We found some evidence that faculty in research universities, which actively implement performance‐related pay, experience less gender inequality. [ABSTRACT FROM AUTHOR]

Two of the most prestigious, yet elusive, titles that professors in higher education can earn are the designations of distinguished professor and endowed chair. These named positions often come with benefits such as salary enhancements, resources for research and teaching, and favorable adjustments of time allocation within a faculty member's position description and job responsibilities. Often, though, mid‐career faculty know little about how they can intentionally pursue these positions. This chapter provides tangible tools to assist mid‐career faculty in understanding what endowed and distinguished positions are and how to best prepare for and pursue such positions. It also provides recommendations for how institutions can be intentional in supporting such professorial advancements. [ABSTRACT FROM AUTHOR]

Research on academic pay finds an unexplained gender pay gap that has not fully dissolved over time and that appears to increase with years of experience. In this study, I consider how role congruity bias contributes to this pay gap. Bias is more likely to manifest in a context where there is some ambiguity about performance and where stereotypes are stronger. I predict that bias in the attribution of credit for coauthored research leads to lower returns to research for female professors. To test this prediction, I use a sample of Canadian faculty in accounting, where research is typically coauthored, where females are underrepresented at the most senior ranks, and where many universities evaluate merit in research, teaching, and service to determine salary increases. In regressions of salary on individual and institutional determinants of salary, I find that women earn marginally less than men. However, the pay gap is only evident for women who publish in a selective list of journals; for the subset of faculty with no publications from this list, there are no significant differences in salary. For researching faculty, the pay gap relates specifically to research productivity. While women publish less on average than men, the returns to their research are also lower. In particular, the relation between the individual's research ranking and salary is significantly lower for women who publish a higher proportion of their work with men, than for all other faculty. Additional analysis of salary and coauthor patterns confirms that women receive significantly less credit for coauthored articles they publish with men than those they publish with other women but that no similar variations in reward are evident for men across publishing patterns. These findings suggest bias in the attribution of credit for coauthored research in the determination of salary, consistent with role congruity theory, and provide an important potential explanation for why salaries for women vary systematically from those of men even after considering productivity. Providing lower rewards for equal work represents a continuing ethical issue in academe and compounds the challenges women already facing in the profession. [ABSTRACT FROM AUTHOR]

Using a longitudinal administrative data set from a large research university, the authors empirically evaluate the consequences of using stop the clock (STC) policies for the career success of tenuretrack faculty. STC policies were introduced approximately 40 years ago, yet surprisingly little has been written about how they affect career outcomes. The prevalence of the ideal worker norm in academia raises the possibility of negative consequences as evaluators may treat STC policy use as a signal that the faculty member lacks sufficient commitment to his or her academic role. Consistent with this possibility, the authors find that faculty members who stop their clock for family reasons incur a salary penalty relative to faculty members who do not stop their clock, which cannot be explained by differences in productivity. Alternatively, faculty members who use the policy are not at a promotion disadvantage as compared with nonusers, and they actually have higher promotion rates. [ABSTRACT FROM AUTHOR]

The author estimates the incidence of salary compression and inversion, and the effects of different forms of collective representation (unions and special plans, with and without binding arbitration), for faculty at Ontario universities over the 1970--2004 period. The data show large decreases in the salary differential between full and associate professors and severe compression and inversion in age-salary profiles in the 2000s. Union representation had no effect on salaries compared to no formal representation. Special plans without binding arbitration led to lower salaries, while special plans with binding arbitration yielded higher salaries, but all of the estimated effects were small. Average salaries were lower the higher the proportion of female faculty in the 1970s, but this effect became statistically insignificant by the early 1990s. Finally, faculty salaries responded to the cost of living in the university's city, and were higher, on average, in universities with higher average research productivity. [ABSTRACT FROM AUTHOR]

This article examines the professorial human resource base in academic institutions. More specifically, we focus on professors in business schools. All academic institutions, business schools included, must have top-quality faculty. Their drive for enhancing academic value creation, generating cutting-edge research, leading teaching, and building strong interrelationships with students and executive participants fuels the success of the academic institution. Obviously, the other employees also are important. The administration must be outstanding, along with the research associates, finance staff, marketing team, and the like. Still, in order to contribute to the overall success of the academic institution, these other functions all depend on an outstanding professorial staff—they cannot create success alone. © 2006 Wiley Periodicals, Inc. [ABSTRACT FROM AUTHOR]

The article focuses on post secondary women faculty. The academic gender gap for women in the professoriate is characterized by smaller salaries for comparable positions, underrepresentation in higher faculty ranks and in disciplines traditionally dominated by men, overrepresentation in part-time positions, and slower rates of earning tenure and promotion. Although initial salaries and appointments and the number of doctoral degrees earned narrow the gender gap, "everyday life remains gendered," even to the point that women faculty do most of the institutional housekeeping. Mentoring generally increases job satisfaction and organizational commitment; it is associated with job success including higher salaries, promotions, mobility, and performance ratings; and it decreases role stress and conflict. Research indicates that both mentor and protégé might benefit from the relationship. This article highlights the phenomenon of mentoring from participant perspectives. The strength of this approach is the pooled evidence from a wide variety of individuals in the same role of protégé, each contributing to a richer understanding of what mentoring is to its recipients.

Previous studies of union wage effects in higher education have examined faculty salaries, but not staff salaries. This study, using data from a 1997-98 survey conducted by the Association of Higher Education Facilities Officers and other sources, investigates how union coverage affected staff salaries at 163 U.S. colleges and universities. The authors estimate a union salary premium of 911%, with variation from near zero for some of the 47 occupations in their sample to 13-16% for others, such as the skilled building trades. The union/nonunion differential appears to be larger in 2-year than in 4-year institutions, but does not vary between the public and private sectors. Where faculty members are covered by a collective bargaining agreement, unionized staff members appear to enjoy an additional salary gain of 2-3%. [ABSTRACT FROM AUTHOR]

Recent research has suggested that the long-observed negative association between seniority and pay among college faculty largely reflects below-average research productivity of senior faculty--a possibility that most earlier studies did not examine. Overlooked in both waves of studies, however, is match quality. Because the higher quality of the faculty/institutional match implied by higher seniority should, all else equal, result in higher salaries, failure to account for match quality inflates the estimated returns to seniority. Indeed, that positive bias, the authors find, is roughly equal in magnitude to the negative bias caused by failure to account for research quantity and quality. When they account for both match quality and faculty research productivity in an analysis of data on economics faculty at five research universities over a 21-year period, the authors estimate that, holding experience and other factors constant, the penalty for twenty years of seniority is 16% of salary. [ABSTRACT FROM AUTHOR]

Studies on faculty income have typically focused on disparities associated with gender and race. Surprisingly, much less attention has been paid to the social class background of university faculty and how it might affect their pathways to the professoriate and their opportunities to access high-paying positions. We attempted to address this gap in the literature by looking at a sample of faculty working at Chilean universities. We used a path analysis approach to estimate not only the direct effects of social class of origin on income but also the indirect mechanisms through which social class of origin influences faculty income. We posed two alternative conceptual perspectives with regard to the effects of social class on income—social reproduction and human capital. We found that faculty who come from the upper social class have access to higher-quality undergraduate education and to more prestigious PhD-granting universities and they report higher earnings as compared with those who come from a low social class. These findings resemble a dynamic of cumulative educational advantages that provides grounds to the theory of social reproduction. Although it could be argued that the positive effect of prestige of the PhD-granting university on income is in line with the human capital theory, we claim that such effect cannot be analyzed independently from the direct and indirect relationships that exist between social class of origin and the prestige of the university from which faculty obtained their doctorate degrees. [ABSTRACT FROM AUTHOR]

We provide a simple framework that helps explore the need for contingent (teaching) jobs in academia alongside the usual tenured-professorship positions. It also explains the coexistence of these two types of jobs in research universities as an equilibrium phenomenon. Imprecisions in the academic editorial process, combined with the increasing difficulty of producing academic research, is suggested as a possible explanation for the recent increasing trend in the share of non-tenure-track teaching jobs in academia as well as the widening wage gap between tenured-professors and teaching faculty. Alternative interpretations are explored. [ABSTRACT FROM AUTHOR]

Institutional efficiency is frequently measured as a ratio between input and output (e.g., expenditures per credential), but differences in cost structures preclude attempts to accurately compare and benchmark performance across institutions. This study thus compares actual and predicted educational expenditures while accounting for variation in institutional mission, degree production profiles, faculty employment, and the cost of living. Longitudinal data were obtained from IPEDS for both public and private not-for-profit four-year institutions (n=1,496). The Regional Price Parities index was used to adjust expenditures for differences in the cost of living. Panel regression was used to predict educational expenditures from the number of credentials by award level and discipline, the proportion of full-time faculty, the student-faculty ratio, and average professor salary. An educational expenditures index was then computed as the standardized, three-year average difference between actual and predicted expenditures. Cross-sector comparisons revealed that the prevalence of public four-year institutions with higher-than-expected expenditures ranged from 19 to 25 percent, compared to 36 to 40 percent of private institutions. [ABSTRACT FROM AUTHOR]

Faculty working well beyond retirement age has become an issue in higher education that includes increased expenditures in benefits and salaries, hindrance of hiring minorities and women, and teaching effectiveness. The effects of aging faculty contribute to the factors in student retention. A few factors in student success involve affordability, which the cost of rising tuition has been an issue for student retention. A factor in the rising cost of college is faculty salaries. Another factor in student retention is the faculty's ability to maintain the changing learning needs of students. Furthermore, research has indicated that minority student' best succeed when taught by minority faculty. This paper will explore these three issues regarding aging faculty. [ABSTRACT FROM AUTHOR]

In their controversial 2016 paper in this journal, Brennan and Magness argue that fair pay for part-time, adjunct faculty would be unaffordable for most colleges and universities and would harm students as well as many adjunct faculty members. In this critique, I show that their cost estimates fail to take account of the potential benefits of fair pay for adjunct faculty and are based on implausible assumptions. I propose that pay per course for new adjunct faculty members should be tied to pay per course for new full-time non-tenure track instructors or to pay per course for new assistant professors. That framework for adjunct faculty justice yields an aggregate cost range of $18.5-$27.9 billion, one-third to one-half lower than the range computed by Brennan and Magness. Its opportunity cost would not be borne by students since students and faculty are complements, not substitutes, in the educational process. Instead it could be financed by reducing spending on non-educational purposes. Current adjunct faculty members would be protected from job displacement in this justice framework. The real obstacle to achieving justice for adjunct faculty is the priorities of university administrators, not budget constraints or opportunity costs. [ABSTRACT FROM AUTHOR]

In the academic capitalist knowledge regime, institutions compete for prestige and funding. Reward structures emphasize science and engineering (S&E) fields for their potential to generate money and status. Masculine norms and male majority in S&E fields may create conditions for gender differences in faculty compensation. We explored the relationship between institutional S&E emphasis and the faculty salary gap at 130 public research universities. Findings suggest that the salary gap for full professors varies over time - decreasing at institutions with the greatest S&E emphasis and increasing at institutions with lower levels of S&E emphasis. Context matters when exploring gender differences in institutional rewards. [ABSTRACT FROM AUTHOR]

This paper proposes a theoretical framework to understand the structure and determinants for rural teacher well-being (TWB), with a focus on key factors that can mediate low pay and poor work conditions, specifically teachers’ professional learning (PL) and community engagement (CE). This framework was tested using structural equation model in a sample of 3155 rural teachers in China. The quantitative results confirmed a second-order factor structure for TWB, evidencing the significant impact of pay satisfaction and the mediating effects of PL and CE of rural teachers. Implications encourage policymakers to strengthen rural TWB by enhancing PL and community connections, while continuing to seek ways to improve pay and work conditions. [ABSTRACT FROM AUTHOR]

This study tested 12 hypotheses on the determinants of faculty pay using an agency theory perspective. The sample consisted of 353 professors of management. Data were collected from survey responses, curricula vitae, and the Social Science Citation Index. Results show that the primary determinants of faculty pay, in both institutions that grant doctorates and those that do not, are the number of top-tier journal publications a faculty member has authored and changes in institutional affiliation. Teaching performance and numbers of citations, second-tier publications, and books published affect pay allocations only for faculty members who have exceptional research records. [ABSTRACT FROM AUTHOR]

Using data from a 1977 survey of faculty from 158 U.S. colleges and universities, the author estimates that the proportional salary advantage to unionized faculty members was typically less than two percent. That differential varied considerably, however, with the length of time the institution had been organized. In addition, unionization increased the return to seniority and decreased the return to several measures of merit, including number of publications and general post-degree experience. [ABSTRACT FROM AUTHOR]

Data from 1,805 academic departments in 303 colleges and universities were used to examine the effect of the organization of work on wage variation within departments. Private control, larger departmental size, and a greater tendency to work alone were all associated with more dispersed wages; more social contact among departmental members, more democratic and participative departmental governance, and more demographic homogeneity were associated with more equal salary distributions. The results are consistent with social psychological theories of reward allocation that have emphasized the importance of norms, social contact, and social relations as critical factors in the allocation process. [ABSTRACT FROM AUTHOR]

The effects of salary, the availability of job alternatives, tenure, and the length of time in the organization on satisfaction with the organization and on intention to leave were investigated for a random sample of 4,058 respondents drawn from the Carnegie Council's 1969 survey of college and university faculty. Satisfaction with the organization, and tenure, and were negatively related to the availability of job alternatives. An interaction between behavioral commitment, operationalized as either length of time in the organization or tenure, and the amount of salary was observed. Respondents not behaviorally committed showed a positive relationship between salary and satisfaction. Committed respondents did not show this relationship, and the interaction between behavioral commitment and sufficiency of reward was observed to be stronger in those who had recently had job alternatives. The data indicate that a weak form of the insufficient justification hypothesis can be supported from field studies, but there was no support for the strong form of the hypothesis of a negative relationship between satisfaction and sufficiency of justification. [ABSTRACT FROM AUTHOR]

To make a cross-section analysis of the mobility (herein defined as voluntary separations) of employees in firms with vested as contrasted to employees in firms with non-vested pension plans in the higher education industry, one needs (1) data to classify pension plans in American colleges and universities according to the extent of vesting; (2) data on the voluntary separation rates of faculty, by institution; and (3) data to standardize the sample-that is, to hold "constant" the impact on voluntary separation rates of factors other than the extent of vesting. This article aims to determine whether non- vested pension plans deter voluntary employee movement. The higher education industry was studied because it was unique among manufacturing and non-manufacturing industries in that there was an almost equal division of firms having vested and non-vested pension plans; thus it was possible to make a cross-section analysis of the effect of vesting on mobility. It seems that faculty, in the aggregate, are not very different from industrial workers, in the aggregate, with respect to the decision to resign from their job; neither group seems to allow their mobility decisions to be influenced by losses in pension plan equities. This study also shows, however, that the aggregate data may conceal the differential effects that non-vested pension systems may have on the mobility of particular groups of employees. It may be suggested that, if the aggregate data on industrial workers were subdivided by occupation, similar differential effects would be observed.

The article presents a summary of the American Economic Association's Universal Academic Questionnaire, an annual survey of the U.S. economic departments, for 2019-2020. Topics covered include salaries of tenured academic economists for the academic year 2019-2020, faculty distribution according to rank and tenure, and characteristics of the graduate program.

In this essay I reflect on my career in academic accounting and explore what has remained the same and what has changed over that time. I examine the people who enter academic accounting, the content of graduate studies, and the contents of the American Accounting Association's premier journal, all of which have changed. I consider how our research remains constrained by boundaries and some statistical approaches that we impose on it. I briefly discuss two significant changes facing students—the major impact of technology on their lives and the rapidly increasing cost of education. I note what I believe are some unsustainable features of our profession and end with a call to revisit our purpose—individually and as a profession. [ABSTRACT FROM AUTHOR]

This paper is about pay, benefits, rewards and recognition, work challenges, job rewards, satisfaction and good working relationships with organization and employees get a sense of personal accomplishment from work placed. This research study aims to find out whether urban rural divide has effect on compensation management and job satisfaction on faculty of Mehran University of Engineering & Technology. It is established in this study, the university needs continuing employee hiring policy, work on attaining the commitment of the employees irrespective with their backgrounds, communication of information be made more frequent. Faculty members are found to be dissatisfactied with the pay, benefits and rewards, university and it is recommended that MUET need to review its pay procedure for the faculty maintain its working culture to keep the faculty satisfied. [ABSTRACT FROM AUTHOR]

Brain drain is a context-based issue and has direct impact on the quality of higher education for institutions where a significant number of instructors migrate to take up work in other countries. This is a critical problem in Yemen where higher teacher education programmes still lack teachers. Interpretive analysis of in-depth interviews with two university administrators and ten teacher educators revealed four key factors affecting the occurrence of brain drain: ineffective application of sabbatical leave regulations; failure to equalize returning teachers' salaries with those of their colleagues; lack of resources to support research; and the presence of internal and external conflicts. The study also provides insights for decreasing brain drain in Yemen. [ABSTRACT FROM AUTHOR]

Many theories of development traps rely on coordination failures. In this paper we develop a theory of incentive traps in organizations, which demonstrates how the provision of incentives may itself become reinforcing for the emergence of traps. Our theory marks the dynamic interplay between incentives and performance in teams where peer-effects are present, the returns to which accrue far beyond the career horizon of current cohort of agents, while taking into account both intergenerational learning dynamics and the existence of markets for talent. The theory may help explain why high-quality research is rewarded less in those institutions where it is mostly scarce, why relative wages of professors in some developing countries are significantly lower than in developed economies, or why governments expenditure on education as percent of GDP is substantially lower in LDCs as compared to developed economies. [ABSTRACT FROM AUTHOR]

The ever-evolving nature of case law means that even as scholars have been examining the issue of gender pay disparity in academia since at least 1977, there is always more to be written. Employees alleging gender-based pay discrimination may pursue two causes of action for filing claims under federal law: under the Equal Pay Act of 1963 (EPA) and under Title VII of the Civil Rights Act of 1964 (Title VII). This paper discusses these two causes of action, their treatment in the courts in cases with college faculty plaintiffs, and what issues these cases raise for faculty and universities. Finally, the paper examines how the case law might be used to shape policies that better protect both faculty and universities. [ABSTRACT FROM AUTHOR]

Abstract: Organizational behaviorists have long argued that inequity in worker compensation is problematic. The authors use data on 254 public and private nonprofit research universities to evaluate the antecedents of salary differences between male and female full‐time assistant professors. Drawing on representative bureaucracy theory, they hypothesize that female representation among the associate and full professor ranks, as well as in executive management positions (including the university president), will be negatively associated with gender pay gap differences. Findings support the hypotheses, although the impacts for many of the variables differ between public and private institutions. Important effects are also found related to a variety of institutional characteristics, including funding from state appropriations. [ABSTRACT FROM AUTHOR]

American universities rely upon a large workforce of adjunct faculty—contract workers who receive low pay, no benefits, and no job security. Many news sources, magazines, and activists claim that adjuncts are exploited and should receive better pay and treatment. This paper never affirms nor denies that adjuncts are exploited. Instead, we show that any attempt to provide a significantly better deal faces unpleasant constraints and trade-offs. “Adjunct justice” would cost universities somewhere between an additional $15-50 billion per year. At most, universities can provide justice for a minority of adjuncts at the expense of the majority, as well as at the expense of poor students. Universities may indeed be exploiting adjuncts, but they cannot rectify this mistake without significant moral costs. [ABSTRACT FROM AUTHOR]

Income inequality has increased dramatically in the United States, and many have assumed that this is a result of the dispersion of earnings between workers in a firm. Most of the variation in earnings, however, can be attributed to a rising dispersion between firms in the average wages paid, according to recent research. Wage differences within firms account for a much smaller percentage of the variation. The issue is the average pay differences between firms and not the gap between the most highly paid employees and the lowest paid employees within firms. In this study, these results are generalized from the private sector to universities. The 10-year cumulative average pay differential by academic rank was calculated for universities in Category I and IIA classifications for the West South Central region. The cumulative differences in the two classifications range from nearly $150,000 for assistant and associate professors to more than $350,000 for full professors. Implications for these differences are extrapolated to a full career. [ABSTRACT FROM AUTHOR]

This article compares the salary structure of tenured and tenure-track faculty across schools within the university systems of North Carolina and New York. Specifically, we establish a positive relationship between school prestige and salary inequality, both overall and within specific academic ranks. This result suggests that the value to teaching is less discipline-specific than the value to research output. Marked differences in the aforementioned statistical linkage across academic ranks also confirm prior speculation that junior faculty salaries are more closely tied to academic value than senior faculty salaries. [ABSTRACT FROM AUTHOR]

For a future faculty member the choice of which graduate programme and institution to attend is considered to have important implications for securing academic employment, developing skills to succeed in academia, and yielding positive returns on investment of time and money in education. Yet does it matter where a faculty member attends graduate school - and if so, is it the reputation of the programme or the institution that matters most for his or her labour market outcomes? In this study, we used nationally representative data from the U.S. to estimate the relationship between a faculty member's graduate programme and institution and their institution of first academic employment, research productivity, and salary. Our findings suggest that the reputation of one's graduate department may factor more heavily than reputation of institution in the type and level of institution at which he or she is first employed, while graduate institution reputation has notable marginal, positive benefits associated with research productivity and salary. We discuss implications for the influence of graduate education on academic careers. [ABSTRACT FROM AUTHOR]