Gender earnings differentials in total pay, base pay, and contingent pay
AbstractUsing 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. (Abstract courtesy JSTOR.)
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Bibliographic InfoArticle provided by ILR Review, Cornell University, ILR School in its journal ILR Review.
Volume (Year): 47 (1994)
Issue (Month): 4 (July)
Postal: 381 Ives East, Cornell University, Ithaca, NY 14853-3901
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- C Dougherty, 2003. "Why is the Rate of Return to Schooling Higher For Women Than For Men?," CEP Discussion Papers dp0581, Centre for Economic Performance, LSE.
- Kuhn, Kristine M. & Yockey, Mark D., 2003. "Variable pay as a risky choice: Determinants of the relative attractiveness of incentive plans," Organizational Behavior and Human Decision Processes, Elsevier, vol. 90(2), pages 323-341, March.
- Sara de la Rica & Juan J. Dolado & Raquel Vegas, 2013. "Gender Gaps in Performance Pay: New Evidence from Spain," Working Papers 2013-14, FEDEA.
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