Nursing Gender Pay Differentials in the New Millennium

Wilson, Barbara L.; Butler, Matthew J.; Butler, Richard; Johnson, William G.

doi:10.1111/jnu.12356

Cited by 41 publications

(34 citation statements)

References 15 publications

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“…These results are consistent with what Cohen and Huffman reported about female managers associated with lower gender wage gaps, especially when those women were in managerial positions of relatively high status [53]. However, other studies indicated that in many institutions worldwide, women are still extremely underrepresented in leadership positions and also have access to lower salaries on average than their male peers [64][65][66][67].…”

Section: Discussionsupporting

confidence: 89%

Gender imbalance in executive management positions at the Mexican National Institutes of Health

Rivera-Romano¹,

Fresno²,

Hernández‐Lemus³

et al. 2020

Hum Resour Health

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Background: Around the world, there is a significant difference in the proportion of women with access to leadership in healthcare with respect to men. This article studies gender imbalance and wage gap in managerial, executive, and directive job positions at the Mexican National Institutes of Health. Methods: Cohort data were described using a visual circular representation and modeled using a generalized linear model. Analysis of variance was used to assess model significance, and posterior Fisher's least significant differences were analyzed when appropriate. Results: This study demonstrated that there is a gender imbalance distribution among the hierarchical position at the Mexican National Health Institutes and also exposed that the wage gap exists mainly in the (highest or lowest) ranks in hierarchical order. Conclusions: Since the majority of the healthcare workforce is female, Mexican women are still underrepresented in executive and directive management positions at national healthcare organizations.

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Section: Discussionsupporting

confidence: 89%

Gender imbalance in executive management positions at the Mexican National Institutes of Health

Rivera-Romano¹,

Fresno²,

Hernández‐Lemus³

et al. 2020

Hum Resour Health

View full text Add to dashboard Cite

show abstract

“…Male nurses in the United States believe that they have many career opportunities (Moore & Dienemann, 2013) and an analysis of national employment data revealed that there was equal representation of males and females in nursing supervisory positions (Snyder & Green, 2008). However, there is a gender pay gap between male and female nurses with male nurses earning more than female nurses (Muench, Sindelar, Busch, & Buerhaus, 2015;Snyder & Green, 2008;Wilson, Butler, Butler, & Johnson, 2017).…”

Section: Male N Ur S E S' Accep Tan Ce and Satis Fac Ti On In The Wmentioning

confidence: 99%

Exploring attitudes of acceptance of males in nursing among registered nurses

Gedzyk‐Nieman

Svoboda

2018

J Nurs Manag

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Aims To explore attitudes of acceptance of male nurses and examine correlations between female nurses’ levels of acceptance and certain demographic variables. Background Collaboration and teamwork are essential skills for the nursing profession and for successful health care environments. Attitudes of acceptance between male and female nurses can impact the ability to sustain these skills and influence nursing satisfaction. Methods Female (n = 251) and male (n = 60) nurses from three medical centres in or near a large, Midwestern city participated. Data were collected via an anonymous online survey using the Sexist Attitude Inventory. Results Male nurses’ attitudes of acceptance of male nurses were greater than female nurses’ attitudes of acceptance. A small, positive correlation was found between the female nurse's level of education and her acceptance of male nurses. Male and female nurses’ responses were also significantly different on 35% of the inventory items‐providing areas of focus for relationship improvement. Conclusions and implications for nursing management The significant difference between male and female nurses’ acceptance of male nurses necessitates further investigation. Addressing male/female perspective differences on professional work issues may improve both groups’ work experience, job satisfaction, and acceptance of all nursing colleagues, regardless of gender.

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“…Most of the nurse supervisors were female (87.5%), which supported by Wilson et al (2018) statement that the nursing profession is female-dominated work (5). The study by Wilson et al (2018) also documented findings that the nurse was viewed as a caring profession so as women fit for the job due to their motherly instinct (5). In the presense of this limelight, men were driven away to choose nursing as their profession.…”

Section: Discussionmentioning

confidence: 72%

“…This implies according to the study of Zwick that younger supervisors are frequently associated with technical skills and knowledge, innovation, creativity, flexible to work schedules and is open to new knowledge (4). Most of the nurse supervisors were female (87.5%), which supported by Wilson et al (2018) statement that the nursing profession is female-dominated work (5). The study by Wilson et al (2018) also documented findings that the nurse was viewed as a caring profession so as women fit for the job due to their motherly instinct (5).…”

Section: Discussionmentioning

confidence: 97%

Nurse managers’ utilization of fayol's theory in nursing

Acob¹,

Nugroho²,

Martiningsih³

2018

Ind. Jour. of Publ. Health Rese. & Develop.

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The main aim of this paper is to appreciate and evaluate human resource management practice of nurse managers utilizing Henri Fayol's theory. The study being conducted to health facilities in Southern Leyte purposively employed sixteen respondents qualified based on the inclusion criteria such as having supervisory experience of at least five years, either male or female and with permanent employment status. The study utilized descriptive-evaluative research design in order to collect information without manipulating or changing study subjects and its environment. Demographic data were tabulated using simple percentage. Weighted mean was also used to establish different management practice delivered and implemented by nurse managers. Based from the findings, most of the nurse managers are female (87%), aging 40-47 years old, with an average gross individual monthly income of 17,000 to 25,000 thousand pesos. All of them did not have units of graduate degrees, however underwent trainings parallel to nursing practice. Education and supervisory-related trainings were acquired through shadowing and peer-coaching. Nurse Managers identified that the fast turnover of staff nurses is the leading factor affecting human resource management due to low salary rate of staff nurses. On the other hand, planning and controlling were the least among the five managerial roles delivered by nurse managers. The study recommends enhancement of these management components to effectively deliver care among clientele.

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Nursing Gender Pay Differentials in the New Millennium

Cited by 41 publications

References 15 publications

Gender imbalance in executive management positions at the Mexican National Institutes of Health

Gender imbalance in executive management positions at the Mexican National Institutes of Health

Exploring attitudes of acceptance of males in nursing among registered nurses

Nurse managers’ utilization of fayol's theory in nursing

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