Comparing the Recruitment and Reward Equity of Organizations: U.S. Universities before Affirmative Action.

Autor/in	Szafran, Robert F.
Titel	Comparing the Recruitment and Reward Equity of Organizations: U.S. Universities before Affirmative Action.
Quelle	(1982), (17 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Academic Rank (Professional); Affirmative Action; College Faculty; Employment Patterns; Employment Practices; Equal Opportunities (Jobs); Higher Education; Organizational Theories; Personnel Policy; School Surveys; Sex Discrimination; Teacher Recruitment; Teacher Salaries; Tenure; Women Faculty + Suchen Sie Ihr Suchwort? Fakultät; Beschäftigungsstruktur; Berufspraxis; Equal opportunity; Equal opportunities; Job; Jobs; Chancengleichheit; Beruf; Hochschulbildung; Hochschulsystem; Hochschulwesen; Organisationstheorie; Personalpolitik; Sex; Discrimination; Geschlecht; Diskriminierung; Lehrerrekrutierung; Lehrerbesoldung; Lehrervergütung; Amtszeit; Beschäftigungsdauer; Frauenakademie; Weibliche Gelehrte
Abstract	Recruitment and reward patterns of college faculty in 1969 were analyzed, and implications of the findings for segmented labor market research and for the analysis of stratification systems in science are discussed. Data from a 1969 Faculty Survey of the Carnegie Commission on Higher Education provided a sample of 77 universities for the recruitment equity analysis and 73 universities for the reward equity analysis. The data were weighted to make them more representative of U.S. universities in 1969. After controlling for differences in qualifications and performance, it was found that almost all universities exhibited inequity toward female faculty in the recruitment, rank, and salary attainment processes; but, in most cases, female faculty were not disadvantaged in the tenure process. On all equity dimensions, however, there were sizeable variations in the patterns exhibited. The extent of organizational equity in recruitment, rank, tenure, and salary were found to be largely unrelated to one another. It is suggested that organizational sex discrimination be treated as a multi-dimensional phenomenon, since no consistent relationships were found between the personnel recruitment and reward process regarding equity. (SW)
Anmerkungen	Social Forces, 168 Hamilton Hall 070-A, University of North Carolina, Chapel Hill, NC 27514.
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2004/1/01