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Wage equity and female faculty job satisfaction: The role of wage differentials in a job satisfaction causal model

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Abstract

The present study examined the role of female/male wage differentials in a model of job satisfaction. Female/male wage differentials were initially derived in a manner designed to eliminate much of past discriminatory practices. Subsequently, wage differentials were incorporated in a causal model to predict multiple aspects of academic job satisfaction for female faculty. It was hypothesized that the magnitude of the gender-based wage differential not only affected global job satisfaction but also intentions to remain in the academy, perceived stress level, perceptions of collegiality, and perception of the institution among female faculty. The findings indicated that as gender-based wage differentials increased, global job satisfaction of female faculty decreased. This significant effect was manifested predominantly through faculty perceptions of the institution.

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  1. School of Education, WPH701E, University of Southern California, 90089-0031, Los Angeles, California, USA

    Linda Serra Hagedorn

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Hagedorn, L.S. Wage equity and female faculty job satisfaction: The role of wage differentials in a job satisfaction causal model. Res High Educ 37, 569–598 (1996). https://doi.org/10.1007/BF01724939

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