abstract:

This study used Kanter’s (1997) Tokenism theory to analyze the relationship between gender and faculty salaries in Georgia higher education institutions to determine whether pay inequity existed between male and female professors in 2018. Two separate mixed-effect regression models were estimated on a 2018 cross-sectional survey dataset of Georgia higher education faculty members where faculty demographic characteristics (i.e., gender and academic discipline) were regressed on their annual base salaries. When controlling for demographics and occupational characteristics, female faculty received significantly lower salaries than their male counterparts. In addition, when controlling for academic discipline and grouping those disciplines vis-a-vis male dominant and female dominant, males in female-dominant disciplines earned significantly more money than females, and females in male-dominant disciplines earned more money than males. Additional findings support negotiable salaries as a significant contributor to higher pay.

摘要：

本研究使用 Kanter (1997) Tokenism 理论分析佐治亚州高等教育机构性别与教职员工工资之间的关系，以确定 2018 年男女教授之间是否存在薪酬不平等。 在 2018 年交叉估计两个独立的混合效应回归模型-佐治亚州高等教育教职员工的截面调查数据集，其中教职员工的人口特征（即性别和学科）根据他们的年基本工资进行了回归。在控制人口统计和职业特征时，女性教师的工资明显低于男性教师。此外，在控制学科并将这些学科与男性主导和女性主导进行分组时，女性主导学科的男性挣的钱明显多于女性，男性主导学科的女性挣的钱比男性多。其他调查结果支持可协商的工资是提高工资的重要因素。