The Comparable Worth Controversy

Remick, Helen

doi:10.1177/009102608101000405

Cited by 32 publications

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“…Jobs in each set had previously been identified as at least 70% female-dominated, or 70% male-dominated, by the State of Washington comparable worth study (Remick, 1981). Across the two sets, all quantitative data (current pay, market rate, job evaluation points) were identically matched and thereby held constant.…”

Section: Design and Proceduresmentioning

confidence: 99%

“…To insure that the quantitative information would be equally credible in both the male-and female-dominated job sets, each "male" job was matched with a "female" job on the basis of actual pay rates in the state of Washington study (e.g., Remick, 1981;Ehrenberg & Smith, 1987 Originally, 32 jobs (16 male, 16 female) were selected for the research.…”

Section: Design and Proceduresmentioning

confidence: 99%

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Effects of market survey rates, job evaluation, and job gender on job pay.

Rynes¹,

Weber²,

Milkovich³

1989

Journal of Applied Psychology

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The present study investigates the effects of current pay, market surveys, job evaluation points, job gender, and rater sex on pay rates for jobs. 400 compensation administrators assigned new pay rates to nine jobs in one of two matched job sets: either all predominantly female, or all predominantly male. The two sets were matched on all quantitative data (current rate, market rate, and job evaluation points), but varied in terms of job titles and descriptions. Multiple analyses of variance and regression analyses were performed to determine whether job gender had a significant effect on assigned pay rates, holding other factors constant. Regardless of the analysis employed, no evidence of gender bias was found. Limitations and suggestions for future research are offered. KeywordsCAHRS, ILR, center, human resource, job, worker, advanced, labor market, satisfaction, employee, work, manage, management, health care, flexible benefit, HRM, employ, model, industrial relations, labor market, job satisfaction, job performance, productivity, measurement, compensation, pay, voluntary turnover, salary, pay level, benefit, pay raise, job growth, managerial, employment growth, college degree The present study investigates the effects of current pay, market Comments Suggested Citation Rynes, S. L., Weber, C. L. & Milkovich, G. T. (1988). The effects of market survey rates, job evaluation and job gender on job pay (CAHRS

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Section: Design and Proceduresmentioning

confidence: 99%

Section: Design and Proceduresmentioning

confidence: 99%

Effects of market survey rates, job evaluation, and job gender on job pay.

Rynes¹,

Weber²,

Milkovich³

1989

Journal of Applied Psychology

View full text Add to dashboard Cite

show abstract

“…First, the single most important recommendation, in terms of the comparable worth issue, is "the application of a single, bias-free point factor job evaluation system within a given establishment, across job families, both to rank-order jobs and to set salaries" (Remick, 1981). The quantitative results then provide a basis for correcting the pay structure so that men's and women's jobs are paid equitably, that is, according to the same "policy" or formula.…”

Section: Applying Comparable Worth Principles To Compensation Systemsmentioning

confidence: 99%

Comparable Worth Theory and Policy

Wittig

Lowe

1989

Journal of Social Issues

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During the last 25 years, the wage gap between men and women full‐time workers in the United States has commanded much attention. Comparable worth theory asserts that sex segregation in the workplace has unjustly depressed wages in female‐dominated jobs. Comparable worth policy is designed to eliminate pay differentials between male‐ and female‐dominated jobs for which the skill, effort, responsibility, and risk are equivalent. Social scientists have important contributions to make to public debate over the theory and practice of comparable worth. Social psychological theorists and labor economists provide models of wage determination. Industrial‐organizational psychologists and compensation administrators evaluate jobs for the purpose of setting pay and serve on management–labor negotiating teams. Measurement specialists use their skills to reduce bias in job evaluation. All these professionals sometimes serve as expert witnesses, assisting attorneys in their presentation of evidence in pay litigation. This journal issue examines the theory and the implementation of comparable worth from all these perspectives. The presentation acknowledges the importance of social structural factors that perpetuate discrimination in wages, and it aims to clarify the strengths and weaknesses of comparable worth as a tool for overcoming that discrimination.

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“…Canada) and states (Washington, Minnesota), thereby heightening the need for an unbiased measurement of job worth (Elizur, 19876;Elizur & Thierry, 1987). Although job evaluation techniques' have been used extensively for the past few decades to assess the relative value of jobs, there is considerable recognition that these procedures may result in systematically biased estimates of the true job worth (Bellace, 1988;Remick, 1981;Wallace & Fay, 1988). Especially the problem of sex-related bias, where female-dominated jobs are underrated and, hence, underpaid, is at stake.…”

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confidence: 99%

Estimating sex‐related bias in job evaluation

Corte

1993

J Occupat & Organ Psyc

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The paper presents a method for estimating sex bias related to the quantification and weighting of compensatory factors. The method derives from the rational demarcation of the admissible ways in which the factor anchors and, hence, the raw factor scores may be quantified and aggregated to a global worth score. The demarcation process, called the model-based approach to job evaluation, is illustrated on a set of 10 jobs. Also, it is shown how the approach can be extended to the calculation of a discrimination index. The significance of the procedure for the actual practice of job evaluation as well as its potential for addressing the comparable worth issue are discussed in the closing section of the paper.

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The Comparable Worth Controversy

Cited by 32 publications

References 0 publications

Effects of market survey rates, job evaluation, and job gender on job pay.

Effects of market survey rates, job evaluation, and job gender on job pay.

Comparable Worth Theory and Policy

Estimating sex‐related bias in job evaluation

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