The Interaction Effects of Gender, Race, and Marital Status on Faculty Salaries
Motivation
Many studies have documented the general labor market in which women tend to be paid less than men. Unfortunately, these women tend to have the same characteristics as these men. Also, Blacks and Hispanics tend to be paid less than Whites. Even the married workers earn more than unmarried workers. Therefore the question whereby many employees ten to receive more or less equal payments in the American Society is traced back to the 20th century, and civil rights movements that took place in 1960. With the Equal Pay Legislation, then a leading significant on an Affirmative Action Policies that took place during the time of these movements leading to significant measured interest from the extent of inequities payment within the labor markets. The unexplained wage gaps among those employed in the academic labor markets have been affected, unlike the studies done by the General Labor market in Academia, whose primary focus is on gender (Guarino, 2017).
Methodology
The research on the average pay equity relies on the regression analysis to be able to determine the inequitable treatment through the basis of faculty selecting the demographic characters such as gender, race, which is evident. Therefore the standard measured approach that explains the wage gap is brought about by the specification through earnings from the equation through the form:
lnYi = Xiβ + εi, whereby lnYi= to the natural log of salary from the i-th individual, X= matrix of the no demographic considered as the control variable that affects the earnings with weights β, and ε which is randomly an error term (Guarino, 2017). Throughout the task, boldface symbols and letters sued to denote vectors of the coefficient and variable matrices. The roman symbols, together with the letters, can represent the single parameters together with their variables. The X variable indicates work-related factors examples are experience, educational attainment, and field, which is according to the human capital theory affecting the faculty payment. Among the many approaches for measuring the disparity measurement of the demographic characteristic is through the dichotomous variable added to the earnings in the equation:
lnYi = Xiβ + Giγ + εi
lnYi = Xiβ + Riδ + εi
lnYi = Xiβ + Miα + εi
G is considered as the variable dummy for the selected gender, R is reviewed, and the chosen variable dummy to indicate, the race, and ethnicity, M is the variable dummy indicating the marital status of the members of the faculty (Webber, 2015). Therefore, the associated parameter with the given variations γ, δ, and α represents the unexplained wage gaps.
Results
The variable’s results indicate the faculty member’s salary through an increase through the three measures from experiences. However, through the current institution given through seniority developed relationships that were curvilinear from the aspects of their given salary, which indicated positive effects from variables given more years of rank and higher age. Moreover, having a professional degree is also associated with wages considered higher as compared to not having a degree certificate (Webber, 2015).
Inspiration
The difference between gender, race, and marital status is considered an essential issue in the academic sector through unexplained payment differences. Therefore the salary model effect indicates evidence of adverse effects as given by the females and the positive impact of cohabiting through consistent findings as provided by much research (Yang, 2015). Also through the results as from the possible differences as given by salaries based on the demographic characters together with their interrelationships indicate that the salary models have generally disaggregated through gender, race, and the marital status of the faculty members.
References
Guarino, C. M., & Borden, V. M. (2017). Faculty service loads and gender: Are women taking care of the academic family?. Research in Higher Education, 58(6), 672-694.
Webber, K. L., & Canché, M. G. (2015). Not equal for all: Gender and race differences in salary for doctoral degree recipients. Research in Higher Education, 56(7), 645-672.
Xu, Y. (2015). Focusing on women in STEM: A longitudinal examination of gender-based earning gap of college graduates. The Journal of Higher Education, 86(4), 489-523.
Yang, L., & Webber, K. L. (2015). A decade beyond the doctorate: The influence of a US postdoctoral appointment on faculty career, productivity, and salary. Higher Education, 70(4), 667-687.