Effects of gender and other factors on rank of law professors in colleges of business: Evidence of a glass ceiling [Book Review]
Journal of Business Ethics 12 (10):771 - 778 (1993)
|Abstract||The matter of salary levels and professional advancement is much discussed and debated today in business and academe. This paper examines the matter of salary determinants for law professors in colleges of management in the U.S. with an emphasis on examining how gender might affect professorial salary and rank. By focusing on one discipline in today''s academe and in a college having great student demand (management) coupled with a professed commitment to women''s rights and by holding constant variables relevant to salary and rank, this study, addresses the matter of whether gender is a factor in determination of academic rank and salary. This study used correlation and path analysis in arriving at our conclusions. Our sample size meets statistically acceptable parameters. Our results corroborate earlier research which finds significant pay differences between women and men, but they show that at least for the sample of legal studies professors in this study, these pay differences are attributable to the number of years spent in academe. If women have only recently enjoyed opportunities for careers in this discipline, they do not have as much seniority, on average as men. Consequently, if universities pay salaries at least partly according to seniority, women''s salaries are likely to be lower than men''s salaries, as our study indicates. At the same time, however, even after controlling for seniority and other factors that might affect rank, there are still significantly fewer women in the higher ranks. These results point to the operation of a glass ceiling which restricts promotional opportunities for women in other fields.|
|Keywords||No keywords specified (fix it)|
|Categories||categorize this paper)|
|Through your library||Configure|
Similar books and articles
Bernard E. Whitley (2001). Gender Differences in Affective Responses to Having Cheated: The Mediating Role of Attitudes. Ethics and Behavior 11 (3):249 – 259.
Justin Tan (2008). Breaking the “Bamboo Curtain” and the “Glass Ceiling”: The Experience of Women Entrepreneurs in High-Tech Industries in an Emerging Market. [REVIEW] Journal of Business Ethics 80 (3):547 - 564.
Carlos Manuel Coelho Duarte, José P. Esperança, José D. Curto & Maria C. Santos (2008). Do Discrimination and Segregation Subsist in Pay Policies? Proceedings of the International Association for Business and Society 19:23-34.
Ronald J. Burke (1997). Women in Corporate Management. Journal of Business Ethics 16 (9):873-875.
Catherine Kirchmeyer (2002). Gender Differences in Managerial Careers: Yesterday, Today, and Tomorrow. [REVIEW] Journal of Business Ethics 37 (1):5 - 24.
Linda Everett, Debbie Thorne & Carol Danehower (1996). Cognitive Moral Development and Attitudes Toward Women Executives. Journal of Business Ethics 15 (11):1227 - 1235.
Michael K. McCuddy, Musa Pinar, Ibrahim Birkin & Metin Kozak (2009). Gender and Perceived Fundamental Moral Orientations: An Empirical Study of the Turkish Hotel Industry. [REVIEW] Journal of Business Ethics 89 (3):331 - 349.
Gary S. Insch, Nancy McIntyre & Nancy K. Napier (2008). The Expatriate Glass Ceiling: The Second Layer of Glass. [REVIEW] Journal of Business Ethics 83 (1):19 - 28.
Glenis Joyce (1990). Training and Women: Some Thoughts From the Grassroots. [REVIEW] Journal of Business Ethics 9 (4-5):407 - 415.
Myrtle P. Bell, Mary E. Mclaughlin & Jennifer M. Sequeira (2002). Discrimination, Harassment, and the Glass Ceiling: Women Executives as Change Agents. [REVIEW] Journal of Business Ethics 37 (1):65 - 76.
Added to index2009-01-28
Total downloads2 ( #245,904 of 722,774 )
Recent downloads (6 months)0
How can I increase my downloads?