Gender earnings differentials in total pay, base pay, and contingent pay

Chauvin, Keith W.; Ash, Ronald A.
July 1994
ILR Review;Jul94, Vol. 47 Issue 4, p634
Academic Journal
Using data from a 1988 survey of business school graduates, the authors analyze gender differentials in earnings by form of pay-total pay, base pay, and contingent pay-with controls for human capital, occupation,job level, and individual characteristics. The results indicate that within narrowly defined occupations and jobs, most of the unexplained difference in total pay between the men and women in the sample was due to gender differences in the portion of pay that was contingent on job performance. The greater importance of contingent pay in the earnings of the men than of the women may reflect differential treatment of men and women by firms, gender differences in performance, gender differences in risk preferences, or some other sorting mechanism.


Related Articles

  • The Crowding Hypothesis and Comparable Worth. Sorensen, Elaine // Journal of Human Resources;Winter90, Vol. 25 Issue 1, p55 

    ABSTRACT Although women's pay and occupational distribution have improved during the past few years, it is still true that women earn considerably less than men and that their occupational distribution is substantially different. Because progress has been slow toward equality in the labor...

  • Workforce Performance is Top HR Priority.  // T+D;Jul2005, Vol. 59 Issue 7, p16 

    The article focuses on a survey, conducted by the International Association for Human Resource Information Management and Knowledge Infusion, a consulting firm specializing in human capital management technologies. Ninety-six percent of respondents to the survey reported performance management...

  • California Women at Work. Zorn, Jenny // California Geographer;2001, Vol. 41, p49 

    The article examines the patterns of paid labor force participation, educational attainment, and income differentials of women in California in 1970. The author found out that there are several spatial patterns of the paid labor force participation of women in the country. She states that there...

  • Women's Work in the Emirates Traditional Society: Extended Societal Perception for Labor Force Definition. Mansour, Mohammed I. // Journal of Social Sciences;Winter99, Vol. 27 Issue 4, p121 

    This paper asserts that the definition of "labor force", which is prevalent in the economic literature, is inappropriate for evaluating women's work because it does not consider domestic housework and related activities as part of the labor force. About 140 women were interviewed and their...

  • Performance issues at work cause sleepless nights for UK managers.  // Personnel Today;6/21/2005, p6 

    The article reports that a survey of 200 senior executives by consulting firm Capgemini showed that 69 percent of Great Britain managers consider staff performance and shortages to be major threats to their business, with almost 43 percent being kept awake at night as a result. Respondents were...

  • WOMEN IN THE WORKPLACE: GENDER AND WAGE DIFFERENTIALS. Gyeongjoon Yoo // Social Indicators Research;Apr2003, Vol. 62/63 Issue 1-3, p367 

    Clarifies the causes of gender and wage differentials in terms of women employment in South Korea over the period 1998–1999. Percentage increase of women employment since 1963; Factors attributed to the increase in women employment; Ratio of female workers' earnings to that of male workers.

  • PART-WEEK WORK AND HUMAN CAPITAL INVESTMENT BY MARRIED WOMEN. Jones, Ethel B.; Long, James E. // Journal of Human Resources;Fall79, Vol. 14 Issue 4, p563 

    ABSTRACT This paper uses National Longitudinal Surveys data to examine the relationship between part-week work and the wages and postschool human capital investment of married women. The empirical evidence presented is consistent with the hypothesis that part-week workers and their employers...

  • Too Few Women in Top Posts. Holst, Elke // Economic Bulletin;Feb2003, Vol. 40 Issue 2, p65 

    In 2000, women accounted for the majority of white collar workers and civil servants in Germany (57%), but they only occupied about one quarter of the senior and management posts. In the expanding high-technology fields it was even rarer for them to be found at the top than in the traditional...

  • OCCUPATIONAL SEGREGATION: REPLY TO ENGLAND. Polachek, Solomon William // Journal of Human Resources;Summer85, Vol. 20 Issue 3, p444 

    Presents a response to a commentary by economist Paula England on the author's article on occupational segregation published in the June 1985 issue of the "Journal of Human Resources. Discussion on wage gap between male and female employees; Details of the human capital model using zero-valued...


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics