Gender differences in salary in a female‐dominated profession

Abstract

Purpose -The purpose of this paper is to examine the salary and promotion negotiation practices of female and male school psychology practitioners and university instructors of school psychology practitioners in order to determine whether salary differences exist between male and female employees in the field of school psychology, which has become a female-dominated profession. Design/methodology/approach -A total of 191 female and 115 male faculty members and 148 female and 56 male school psychologists completed a survey regarding salary, negotiation practices, and job satisfaction. Findings -Results suggest that females earn less than male colleagues, controlling for years of experience and degree attainment. No gender differences were found regarding faculty participants' willingness to negotiate for increased salary; however, males were more likely to negotiate for promotion. Likewise, no gender differences were evident in practitioners' salary and promotion negotiation attempts, although none were expected, given the salary schedule constraints unique to occupations in the field of education.Research limitations/implications -The paper is limited to one profession, albeit both university faculty and school psychology practitioners, and was conducted in the USA, so the findings may have limited generalizability to other professions and/or in other countries. Practical implications -The paper demonstrates that gender pay differences exist despite no differences in males' and females' willingness to negotiate for salary. Consequently, it is likely that pay differences between men and women are due to reasons other than individuals' education levels, years in position, and negotiation practices. Originality/value -This is the first paper that tracks salaries and the negotiating practices of school psychologist trainers and practitioners. It also finds that male/female salary differences carry over into a female-dominated profession.

How traditional gender roles hurt both women and men: negative processes and outcomes in mixed-gender negotiations

“…Research on gender differences in negotiation has long produced mixed results [1]. Although it is generally acknowledged that women are less likely to initiate negotiations (Bowles et al , 2007; Greig, 2008; Small et al , 2007) and to negotiate competitively (Crothers et al , 2010; Walters et al , 1998), findings comparing their economic outcomes have been inconsistent. A meta-analysis by Stuhlmacher and Walters (1999) concluded that women tend to achieve worse economic results than men.…”

Nurses in double trouble: Antecedents of job burnout in nursing profession

“…Therefore, the salary based discrimination increases the chance of job burnout. Respondents of the study believe that earning plays an important role in the longevity of service as their satisfaction with earning has negative associations with job burnout 18. In the later stages of their career, they face more financial pressure to survive with less salary due to increased family demands and a higher rate of inflation.…”

“…Respondents of the study believe that earning plays an important role in the longevity of service as their satisfaction with earning has negative associations with job burnout. 18 In the later stages of their career, they face more financial pressure to survive with less salary due to increased family demands and a higher rate of inflation. Therefore, with the passage of time, the financial pressure becomes the key contributor to bad health and job stress for nurses.…”

A hidden deterioration in equal pay achievements?

“…The debate and research over the gender pay gap and equal remuneration are very rich and multifaceted, yet still topical, as the gender pay gap is a persisting phenomenon across the world (Figueiredo et al , 2015; Aláez-Aller et al , 2011). Recent research on the gender pay gap focuses on several aspects, such as perceptions of the gap (Khoreva, 2011), effects of the national culture (Sidani, 2013; Jamali et al , 2008; Yeganeh and May, 2011) as means of narrowing the gender pay gap and improving the career success of both men and women (Orser and Leck, 2010; Adams et al , 2010; Crothers et al , 2010), each gender’s expectations in terms of pay and success (Davidson et al , 2012), social attitudes (Janssen et al , 2016), antecedents and correlates (Bishu and Alkadry, 2017). Further, the gender pay gap has been studied and documented at different levels of analysis (economy, sector, profession and employer) (Figueiredo et al , 2015; Yanadori et al , 2018) and by scientists from diverse disciplines (political science, sociology, economics, management and legal studies).…”