000			01423nam a2200217Ia 4500
008			181130s2018 xx 000 0 und d
100			_aRabovsky, Thomas
245			_aExploring the antecedents of the gender pay gap in U.S. higher education
260			_c2018
300			_ap.375-385.
504			_dMay/Jun
520			_aOrganizational 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. - Reproduced.
650			_aGender
650			_aHigher education - U.S.
650			_aWomen
650			_aWomen employment
650			_aWomen rights
700			_aLee, Hongseok
773			_aPublic Administration Review
906			_aHigher education - U.S.
999			_c506904 _d506904