Why are women paid less than men, but given higher raises?

Journal of Business and Psychology

Volumn 16, Issue 4, 2002, Pages 499-514

  Harris, Michael M ^a   Gilbreath, Brad ^b   Sunday, James A ^c  

^a UNIVERSITY OF MISSOURI ST LOUIS   (United States)

^b INDIANA UNIVERSITY   (United States)

^c WESTINGHOUSE ELECTRIC COMPANY   (United States)

Author keywords

Compensation; Employee performance; Gender; Pay

Indexed keywords

EID: 0036265004     PISSN: 08893268     EISSN: None     Source Type: Journal    
DOI: 10.1023/A:1015426932323     Document Type: Article

References (30)

1. Barrett, G., Alexander, R., Anesgart, M., & Doverspike, D. (1986). Frequently encountered problems in the application of regression analysis to the investigation of sex discrimination in salaries. Public Personnel Management, 15, 143-157.
2. Blau, F., Ferber, M., & Winkler, A. (1998). The economics of women, men, and work. Upper Saddle River, NJ: Prentice Hall.
3. Blau, F., & Kahn, L. (1997). Swimming upstream: Trends in the gender wage differential in the 1980s. Journal of Labor Economics, 15, 1-42.
4. Brett, J., & Stroh, L. (1997). Jumping ship: Who benefits from an external labor market career strategy? Journal of Applied Psychology, 82, 331-341.
5. Chauvin, K., & Ash, R. (1994). Gender earnings differentials in total pay, base pay, and contingent pay. Industrial and Labor Relations Review, 47, 634-649.
6. Dreher, G. F. (1981). Predicting the salary satisfaction of exempt employees. Personnel Psychology, 34, 579-589.
7. Gerhart, B. (1990). Gender differences in current and starting salaries: The role of performance, college major, and job title. Industrial and Labor Relations Review, 43, 418-433.
8. Gerhart, B., & Rynes, S. (1991). Determinants and consequences of salary negotiations by male and female MBA graduates. Journal of Applied Psychology, 76, 256-262.
9. Groshen, E. L. (1991). The structure of the female/male wage differential. Journal of Human Resources, 26, 457-472.
10. Hannan, M., Schomann, K., & Blossfeld, H-P. (1990). Sex and sector differences in the dynamics of wage growth in the Federal Republic of Germany. American Sociological Review, 55, 694-713.
11. Harris, M., Gilbreath, B., & Sunday, J. (1998). A longitudinal examination of a merit pay system: Relationships among performance ratings, merit increases, and total pay increases. Journal of Applied Psychology, 83, 825-831.
12. Heneman, R. (1990). Merit pay research. In G. Ferris & K. Rowland (Eds.), Research in personnel and human resource management (pp. 203-263). Greenwich, CT: JAI Press.
13. Heneman, R., & Cohen, D. (1988). Supervisory and employee characteristics as correlates of employee salary increases. Personnel Psychology, 41, 345-360.
14. Hollenbeck, J., Ilgen, D., Ostroff, C., & Vancouver, J. (1987). Sex differences in occupational choice, pay, and worth: A supply-side approach to understanding the malefemale wage gap. Personnel Psychology, 40, 715-743.
15. Mainiero, L. (1994). Getting annointed for advancement: The case of executive women. Academy of Management Executive, 8(2), 53-64.
16. Markham, S., Scott, K.D., & Hills, F. (1989). The empirical verification of key linkages in a transit system's pay-for-perfomance program. Public Administration Quarterly, 13, 122-139.
17. Martin, B. A. (1989). Gender differences in salary expectations when current salary information is provided. Psychology of Women Quarterly, 13, 87-96.
18. Milkovich, G., & Newman, J. (1996). Compensation. Homewood, IL: Irwin.
19. Mobley, W.H. (1982). Supervisor and employee race and sex effects on performance appraisals: A field study of adverse impact and generalizability. Academy of Management Journal, 25, 598-606.
20. Murrell, A., Frieze, I.H., & Olson, J. (1996). Mobility strategies and career outcomes: A longitudinal study of MBAs. Journal of Vocational Behavior, 49, 324-335.
21. Peters, L., O'Connor, E., Weekley, J., Pooyan, A., Frank, B., & Erenkrantz, B. (1984). Sex bias and managerial evaluations: A replication and extension. Journal of Applied Psychology, 69, 349-352.
22. Powell, G., & Butterfield, D. A. (1994). Investigating the "glass ceiling" phenomenon: An empirical study of actual promotions to top management. Academy of Management Journal, 37, 68-86.
23. Ragins, B.R., Townsend, B., & Mattis, M. (1998). Gender gap in the executive suite: CEOs and female executives report on breaking the glass ceiling. Academy of Management Executive, 12(1), 28-42.
24. Sackett, P.R., DuBois, C., & Noe, A. (1991). Tokenism in performance evaluation: The effects of work group representation on male-female and white-black differences in performance ratings. Journal of Applied Psychology, 76, 263-267.
25. Stanley, T.D., & Jarrell, S. (1998). Gender wage discrimination bias? A meta-regression analysis. Journal of Human Resources, 33, 947-973.
26. Stevens, C., Bavetta, A., & Gist, M. (1993). Gender differences in the acquisition of salary negotiation skills: The role of goals, self-efficacy, and perceived control. Journal of Applied Psychology, 78, 723-735.
27. Stroh, L., Brett, J., & Reilly, A. (1992). All the right stuff: A comparison of female and male managers' career progression. Journal of Applied Psychology, 77, 251-260.
28. Tharenou, P. (1997). Managerial career advancement. In C.L. Cooper & I. Robertson (Eds.), International Review of Industrial and Organizational Psychology (pp. 39-93). Chichester, England: John Wiley & Sons.
29. Tosi, H., & Einbender, S. (1985). The effects of the type and amount of information in sex discrimination research: A meta-analysis. Academy of Management Journal, 28, 712-723.
30. Tsui, A., & Gutek, B. (1984). A role set analysis of gender differences in performance, affective relationships, and career success of industrial middle managers. Academy of Management Journal, 27, 619-635.