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This article seeks to identify the mechanisms underlying the gender wage gap among new lawyers. Relying on nationally representative data to examine the salaries of lawyers working fulltime in private practice, we find a gender gap of about 5 percent. Identifying four mechanisms--work profiles, opportunity paths and structures, credentials, and legal markets--we first estimate how much of the gap stems from the differential valuation of women's endowments; second, we estimate the effects of different endowments for men and women; and third we assess both these possibilities. The analyses indicate that none of these mechanisms can fully account for the gender gap. Experimental studies that indicate women's work is less valued and rewarded than men's suggest new directions for research on gendered compensation. (Contains 10 notes and 5 tables.)

This paper examines how the interaction of perceived subjectivity and pay transparency in profit allocation is associated with an important aspect of law partners' professional judgment, namely their tendency to accede to the wishes of their client and fellow partner (labeled hereafter as partner accedence). Based on interviews with 56 corporate law partners working in large Canadian law firms, we find higher partner accedence in a less subjective system than in a more subjective system, but only under no pay transparency. We find that pay transparency (versus no transparency) is associated with increased accedence in a more subjective system, but it is marginally associated with decreased accedence in a less subjective system. In an experiment where we randomly assign MTurk participants to conditions, we replicate the finding that pay transparency (versus no transparency) has a more positive effect on partner accedence as subjectivity level increases. Data Availability: Lawyers participated in the study upon which this paper is based only after signing agreements that strict confidentiality of all data would be maintained by the researchers. As such, we are bound by these confidentiality agreements with individual lawyers interviewed for the study. Experiment data from Amazon Mechanical Turk are available from the authors. JEL Classifications: M12; M40; M52. [ABSTRACT FROM AUTHOR]

Professional misconduct has become seemingly ubiquitous in recent decades. However, to date there has been little sustained effort to theorize the phenomenon of professional misconduct, how this relates to professional organizations, and how this may contribute to broader patterns of corruption and wrongdoing. In response to this gap, in this contribution we discuss the theoretical and empirical implications of analyses that focus on the nature, antecedents and consequences of professional misconduct. In particular, we discuss how the nature of professional misconduct can be quite variegated and nuanced, how boundaries between and within professions can be either too weak or too strong and lead to professional misconduct, and how the consequences of professional misconduct can be less straightforward than normally assumed. We also illuminate how some important questions about professional misconduct are still pending, including: how we define its different organizational forms; how it is instigated by the changing nature of professional boundaries; and how its consequences are responded to in professional organizations and society more widely. [ABSTRACT FROM AUTHOR]