Effects of gender and other factors on rank of law professors in colleges of business: Evidence of a glass ceiling
The matter of salary levels and professional advancement is much discussed and debated today in business and academe. This paper examines the matter of salary determinants for law professors in colleges of management in the U.S. with an emphasis on examining how gender might affect professorial sala...
| Authors: | ; ; |
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| Format: | Electronic Article |
| Language: | English |
| Check availability: | HBZ Gateway |
| Journals Online & Print: | Drawer...
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| Fernleihe: | Fernleihe für die Fachinformationsdienste |
| Published: |
Springer
1993
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| In: |
Journal of business ethics
Year: 1993, Volume: 12, Issue: 10, Pages: 771-778 |
| Further subjects: | B
Early Research
B High Rank B Path Analysis B Constant Variable B Legal Study |
| Online Access: |
Volltext (JSTOR) Volltext (lizenzpflichtig) |
| Summary: | The matter of salary levels and professional advancement is much discussed and debated today in business and academe. This paper examines the matter of salary determinants for law professors in colleges of management in the U.S. with an emphasis on examining how gender might affect professorial salary and rank. By focusing on one discipline in today's academe and in a college having great student demand (management) coupled with a professed commitment to women's rights and by holding constant variables relevant to salary and rank, this study, addresses the matter of whether gender is a factor in determination of academic rank and salary. This study used correlation and path analysis in arriving at our conclusions. Our sample size meets statistically acceptable parameters. Our results corroborate earlier research which finds significant pay differences between women and men, but they show that at least for the sample of legal studies professors in this study, these pay differences are attributable to the number of years spent in academe. If women have only recently enjoyed opportunities for careers in this discipline, they do not have as much seniority, on average as men. Consequently, if universities pay salaries at least partly according to seniority, women's salaries are likely to be lower than men's salaries, as our study indicates. At the same time, however, even after controlling for seniority and other factors that might affect rank, there are still significantly fewer women in the higher ranks. These results point to the operation of a “glass ceiling” which restricts promotional opportunities for women in other fields. |
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| ISSN: | 1573-0697 |
| Contains: | Enthalten in: Journal of business ethics
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| Persistent identifiers: | DOI: 10.1007/BF00881309 |