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1.
This study identifies changes in employment and starting salary gaps among business graduates by gender during the 1980s. Although national data indicate that both employment conditions and earnings improved for women in general over the past decade, our results indicate that, at least for a select group of younger women, labor market conditions were mixed. First, female graduates majoring in business found it less difficult, both in absolute and relative terms, to secure full-time employment after graduation throughout the 1980s. That is, the employment success rate for these females increased relative to their male counterparts. Second, regardless of whether mean, regression, or decomposition analysis is used to calculate the gender gap in starting salaries, the gap continued to increase throughout the last decade. In addition, both the regression and decomposition results suggest that the mean starting salaries gap underestimated the actual gap for the two periods studied. Finally, the study suggests that of the college-acquired characteristics found to be significant determinants of employment success and starting salaries in the early 1980s, only academic achievement continued to play a significant positive role by the end of the decade. 相似文献
2.
Malcolm Bee 《Higher Education Quarterly》1991,45(1):78-90
This paper examines the long term pattern of starting and early-career salaries of U.K. university graduates relative to average non-manual earnings. Salary statistics collected by several university careers services are aggregated to create a new data-set which records starting salary trends at aggregate, faculty and subject levels, and data from the 1960,1970 and 1980 graduate cohort surveys are used to extend the investigation to later years. Considerable differences in remuneration across subjects are reported but the paper demonstrates that graduate starting salaries, generally, have been substantially below average non-manual earnings throughout the period since 1960. Further, graduates' relative position has deteriorated over time: whilst at the start of the period graduates six years into their careers could, in most subjects, expect to earn more than the average non-manual wage, by the end of the period, this was no longer generally so. The paper offers an explanation of graduate salary trends, viewing these as the result of changing demand and supply forces in the graduate labour market, and it concludes by addressing some of the key policy and planning issues to which an awareness of salary levels is relevant. 相似文献
3.
Andrew Leigh 《Economics of Education Review》2012,31(3):41-53
Can changes in teacher pay encourage more able individuals to enter the teaching profession? So far, studies of the impact of pay on the aptitude distribution of teachers have provided mixed evidence on the extent to which altering teacher salaries represents a feasible solution to the teacher quality problem. One possible reason is that these studies have been unable to separate labor supply effects from labor demand effects. To address this, I model the relationship between current salaries and the academic aptitude of future teachers (those entering teacher education courses). Using a unique dataset of test scores for every individual admitted into an Australian university between 1989 and 2003, I explore how interstate variation in average pay or pay dispersion affects the decision to enter teacher education courses. A 1 percent rise in the salary of a starting teacher boosts the average aptitude of students entering teacher education courses by 0.6 percentile ranks, with the effect being strongest for those at the median. This result is robust to instrumenting for teacher pay using uniform salary schedules for public schools. I also find some evidence that more pay dispersion in the non-teaching sector lowers the aptitude of potential teachers. 相似文献
4.
基于36所美国世界一流大学18年间的校际面板数据，研究发现科研产出数量、影响力和综合表现分数分别呈“先降后升”“先平后降”与“持续下降”趋势，校均总工资绝对规模逐年增长，占校均总支出50%左右，师均工资呈增长趋势，校均工资结构多元且稳定。工资规模、结构与科研产出关系的OLS、随机效应和固定效应模型结果表明：在工资规模上，增加大学总工资支出、提高全职教师师均工资均可显著提升大学科研产出数量、影响力和综合表现，但总工资规模对科研产出数量的正向影响更明显，而师均工资则对科研产出影响力的正向影响更突出；在工资结构上，增加工资结构中的研究工资、支持类与服务类工资规模亦可显著提升科研产出数量、影响力和综合表现，其中，研究工资对科研产出数量和综合表现的正向影响更为突出，而支持类和服务类工资对科研产出影响力的正向影响更为显著；教学工资的增加能够提升科研产出数量与影响力，但全职教师工资规模的增加却仅有助于提升科研产出数量，对科研产出影响力和综合表现有明显抑制作用。基于研究发现，我国政府和世界一流大学建设高校需要继续优化大学经费支出结构，大幅提高教师的总工资和研究工资规模；变革工资制度，提升教师工资水平等。 相似文献
5.
This paper considers how the structures of teacher salaries in public school districts have changed over the last quarter century and whether salary increases have been allocated so as to achieve the greatest gain in educational quality. Using New York state data for the 1970–1994 period, we find that even though some districts appear to behave in ways consistent with the often expressed goal of recruiting and retaining the most able college graduates, most districts do not. The vast majority of districts have inefficiently allocated a disproportionately large share of resources to veteran teachers for whom job tenure is only marginally affected. This finding has important implications for the policy debate regarding whether increased spending on education will, or could, improve educational performance as well as the design of alternative compensation schemes. 相似文献
6.
Danell Q. Mohanty Richard D. Dodder Thomas A. Karman 《Research in higher education》1986,24(3):304-317
Although the limited past research on the effects of region on faculty salaries has presented inconsistent findings, it was expected that region would be significant in explaining faculty salaries over a seven-year period. The data had been collected from member institutions of the National Association of State Universities and Land-Grant Colleges in the annual faculty salary surveys during 1977–1978, 1980–1981, and 1983–1984. The data were weighted average salaries (N = 528) of new assistant, assistant, associate, and full professors in eleven grouped disciplines from four geographical regions. Analysis of variance was used to explain the variation in salaries by region, year, rank, and, to some extent, discipline. The significance level was set at .01. Year, rank, discipline, and the interaction of year and rank were found to be significant. The study revealed that since 1980 the ranges among salaries by region, rank, and discipline have been increasing. 相似文献
7.
教师绩效工资改革的国外研究及其启示 总被引：2，自引：0，他引：2
随着国外教师工资改革的不断推进,学者对教师绩效工资改革的研究不断拓展和深入。梳理发现,研究内容主要集中在教师工资与教师供给、教师工资与学生产出、教师工资与教师流失以及公立学校和私立学校绩效工资改革对比研究等方面。对国外绩效工资改革的反思,使我们认识到教师工资制度改革必须要与学校组织的变革有机结合;政策制定、实施要努力做到＂程序公平＂;采用合理的评价标准和方式;正确对待绩效工资,将其看作一个持续的工作而不断完善。 相似文献
8.
Academic salary compression occurs when professors of lower professorial rank earn salaries close to—or even higher than—salaries of more senior faculty. We present a modified maximum likelihood method for fitting flexible Dagum distributions to limited data that provide only the minimum, maximum, mean, and sample size, and we use this method to study salary compression across 15 academic disciplines over the past 22 years. After examining mean-based compression ratios, we estimate salary percentiles and explore stochastic dominance relationships between estimated salary distributions for different disciplines and professorial ranks. Although salary compression is not seen in most academic disciplines, it is prevalent in business-related disciplines, is increasing in these disciplines, and exhibits examples of stochastic dominance. In addition, salary compression increases as competing nonacademic salaries increase. Finally, we evaluate our methodology, showing that it would likely be useful in a variety of settings. 相似文献
9.
This qualitative interview study investigates the Hoover Community Action Agency's Head Start salary policies as described by 3 program administrators and 10 teachers. Feminist theories explain how teachers' and administrators' interpretations of salaries reflect societal beliefs about the value of Head Start teaching. Head Start teachers acknowledge both their low wages and their deep commitment to the Head Start mission. Low- and middle-income teachers differ in how they describe current salary levels: low-income teachers are proactive in salary enhancement efforts and middle-income teachers view salaries as supplemental family income. Agency administrators, while acknowledging the low teacher wages, argue that Head Start employment is more financially lucrative than day care teaching. Administrators cite teacher commitment, not salary, as the best predictor of teacher tenure. 相似文献
10.
This study examines the impact that collective bargaining has on multiple dimensions of teacher compensation, including average and starting salaries, early and late returns to experience, returns to graduate degrees, and the incidence of different pay for performance schemes. Using data from the School and Staffing Survey (SASS) and a more recent data set, the Teacher Rules, Roles and Rights (TR3), we find that collective bargaining has a significant impact on all aspects of current, qualification-specific salary schedules. Further, we find some evidence that bargaining impacts the design of performance pay plans. Specifically, unions tend to encourage teacher bonuses that are based on additional qualifications or duties, but discourage bonuses that directly reward improved student test scores. 相似文献
11.
AbstractThis study examined and compared school autonomy in China and the United States. Based on the international PISA 2012 school data, the authors examined three aspects of school autonomy. We found that in comparison with the United States, (1) principals from China were less likely to have responsibility over eleven school decisions (hiring teachers, firing teachers, salary increase, budget formulation, budget allocation, disciplinary policies, assessment policies, student admittance, textbook selection, course content, and courses offered) and were similar in having responsibility over teacher start salaries, and (2) teachers from China were less likely to have responsibility over six school decisions (hiring teachers, budget formulation, disciplinary policies, textbook selection, course content, and courses offered), were more likely to have responsibility over two decisions (firing teachers, student admittance), and were similar in having responsibility over four decisions (teacher start salaries, salary increase, budget allocation, and assessment policies). We also found that schools in China had (1) lower responsibility for curriculum/assessment and lower responsibility for resource allocation and (2) a lower level of teacher participation/autonomy. The findings have implications for educational policy in China and the United States. 相似文献
12.
One of the major focuses of the recent reform movement in education concerns perceived and anticipated teacher shortages, especially in particular fields such as mathematics and science. It is widely believed that lower salaries relative to alternative occupations are responsible for teacher shortages and that higher salaries will therefore help reduce shortages. Yet there is little empirical research that examines the relationship between teacher shortages and teacher salary differentials. This paper examines this relationship for the case of mathematics and science teachers using data on a sample of medium and large school districts located within large metropolitan areas throughout the United States. The results support the general proposition that salary differentials between teachers and alternative occupations influence teacher shortages, although the relationship varies by gender and geographic area of the U.S. 相似文献
13.
A parity-equity model was developed for estimating the influences of a comprehensive list of factors classified as rational or nonrational equity and parity (marketplace). In a multiple regression analysis of faculty salaries for two years, the parity-equity model accounted for 86% of salary variance: over 60% by professional rank; approximately 16% by other rational equity factors; 3% by college and departmental parity; 3% by college and department affiliation; and 1% by nonrational equity factors. This model is recommended for studying, year-to-year changes in salary policies and for checking the importance of each factor in salary increase deliberations. 相似文献
14.
This study presents the literature’s first estimates of the effect of teacher pay on the distribution of experience among teachers hired by public school districts. Overall, a 1% increase in base salary for teachers of a particular experience level increases the proportion of the targeted teachers hired by 0.04–0.08 percentage points. Pay increases have the largest effect on hire rates among teachers with 2–3 years of experience and the effect diminishes with experience. I show that higher teacher salaries provide a dual benefit of retaining and attracting a more effective distribution of teachers. Districts may also improve student achievement growth at no cost by reshaping their salary schedules so that they are increasing and concave in teacher experience. 相似文献
15.
Public school teachers receive on retirement a pension typically equaling 75% of the average salary earned during the three peak years. While the teachers pay part of the costs of their defined benefit pension through payroll deductions, most of the cost is subsidized by the state. The pension subsidy, a far from neglible component of the per pupil cost of instruction, is particularly high in those school districts that pay high salaries and enjoy low student/teacher ratios. It is a regressive subsidy highly correlated with school district income and wealth. Several alternative reform measures are considered. 相似文献
16.
The relationship between salary increases and student ratings of teaching effectiveness was studied for a sample of 266 faculty members at Kansas State University. Three measures of teaching effectiveness (student progress in meeting relevant course objectives, liking the instructor, and appreciation of the field of study) and two salary criteria (percent and dollar increases) were used. Several measures of the emphasis on the teaching function were used to determine if this variable moderated the relationship between salaries and student ratings. The effect of discipline was also examined.In general, there was a modest but significant correlation between ratings of teaching effectiveness and percent salary increase. The amount of emphasis given to the teaching function was a significant determinant of the strength of this relationship. Correlations were generally more pronounced in social science and humanities than in the science areas. Student motivation was highly correlated with effectiveness ratings, but was not regularly taken into account in salary recommendations. 相似文献
17.
Brendan Walsh 《History of education》2017,46(3):366-383
This article examines the experiences of 27 retired secondary school teachers (respondents) who completed initial teacher education (ITE) courses between 1943 and 1980. The eldest respondent completed ITE in 1943 and the youngest in 1980. The timespan 1943–1980 is not purposeful but dependent on the cohort that volunteered to take part in the study. Twenty-one of the cohort completed ITE prior to 1970 and four between 1970 and 1979, while only two did so in the 1980s. Consequently, much of the data and discussion relates to the period between the mid-1940s and late 1970s – one not characterised by pedagogic innovation in ITE, or education generally, in Ireland as successive governments struggled with economic challenges, the most prescient of which are discussed later in this study. All universities offering post-primary ITE in Ireland during this period were attended by at least one of the cohort and collectively they taught in 17 of Ireland’s 26 counties, while one respondent taught for a time in Northern Ireland. The majority of the cohort (63%) taught in rural towns, 28% in urban towns or cities while 9% taught in rural locations. The diversity of school-type is noted, as is the year in which the respondent began teaching. The respondents’ experiences of ITE demonstrate negligible differences depending on geographical location. Twenty were female and seven male. The age range was 96 (Sr. Boniface) to 65 (Mike). All of the respondents were accorded anonymity. Based on oral testimony the study suggests that ITE offerings in this period were conservative and consensualist in nature, that the social changes that characterised Irish society in the 1960s failed to impact upon teacher education programmes but that, according to respondents, the last decade has seen significant changes in ITE and in the dispositions of those entering secondary school teaching. 相似文献
18.
农村中小学教师工资与教师队伍稳定性、师资质量、教育均衡发展及社会收入分配正义等问题密切相关,因此备受社会关注。基于甘肃省基础教育调查数据,运用方差分析和回归分析,本文分析了甘肃农村教师收入差异的表现形式和工资结构。研究发现,甘肃农村教师收入差异表现形式多样且要素结构复杂。 相似文献
19.
This paper explicates the elements of several policy instruments used in Connecticut, the political conditions under which they were chosen, and their intended targets and expected effects on teacher quality and student learning. The purpose of the paper is to explain how the Connecticut General Assembly (CGA) and the Connecticut State Department of Education (CSDE) were able to implement and sustain a set of integrated policies related to teaching and learning over a 20‐year period from 1985 to 2005. We argue that this occurred for three primary reasons. First, the state legislature combined changes in teacher certification requirements in the 1980s with significant increases in teacher salaries in order to build strong political support among teachers and teacher union leaders for the new requirements. Second, in the 1980s and 1990s, CGA and CSDE repeatedly combined policy instruments in ways that involved multiple stakeholders and strong elements of capacity‐building, thereby increasing their likelihood of success. Third, several policies enacted in Connecticut in the 1990s were directly connected to and strongly reinforced each other. 相似文献
20.
Whether the salary differential between junior and senior faculty is overly small or is falling (salary compression) is currently a popular topic in higher education. However, simple comparisons of average salaries for junior and senior faculty alone cannot address the question of whether salaries are overly compressed, since there is no standard for comparison. This paper presents a simple five-step regression analysis procedure that researchers can use to determine whether salaries are overly compressed. Faculty salary data in academic year 1990-91 from the University of Minnesota show that contrary to popular opinion the average salaries paid to junior faculty are not above what they would be predicted to receive if they were paid as senior faculty. 相似文献