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A recommended methodology for determining the disparity between women's salary levels and those of men in the librarian professorate in an academic library setting.

机译：在大学图书馆环境中，确定图书管理员教授中女性工资水平与男性工资水平之间差异的推荐方法。

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摘要

The purpose of this study was to determine whether a recommended methodology for determining the disparity between woman's salary levels and those of men in the librarian professorate in an academic library setting could be developed based on a recommended methodology widely used in academe, the Scott (1977) study. A multivariate linear regression technique was tested using data gathered from the five largest public, state-supported academic libraries in Illinois. Five predictor models were tested for two comparison groups. Two types of analyses were done, a negative (−) residual analysis and an empirical analysis of the five predictor models. Based on the findings, it appears it is possible to create a recommended methodology for determining the disparity between women's salary levels and those of men in the librarian professorate which is cost effective for academic libraries to use. The findings also uncovered a new research problem to be considered, explored, and explained. Gender-based wage disparities persisted in the librarian professorate studied, in spite of the fact that the professional group was female dominated and the women in the groups studied participated, as other members of the group, in making recommendations on salary increases. Based on these findings it was suggested for female-dominated professions, gender-based wage discrimination may be more complex than previously thought and multi-layered. Both the female-dominated group as a whole and females within the same female-dominated group may be experiencing gender-based wage discrimination. It was concluded, for female-dominated professions to adequately correct for gender-based wage disparities, it was necessary to address gender-based wage disparities caused between groups as well as between individuals within a group.
机译：这项研究的目的是确定是否可以根据在学术界广泛使用的推荐方法，斯科特（1977），开发出一种用于确定大学图书馆员在图书馆员中的薪水水平与男性之间的差异的推荐方法。 ）学习。使用从伊利诺伊州五个最大的，国家支持的公共图书馆中收集的数据，对多元线性回归技术进行了测试。对两个比较组测试了五个预测器模型。进行了两种类型的分析，五个残差模型的负（-）残差分析和实证分析。根据这些发现，似乎可以创建一种推荐的方法来确定图书馆员教授中女性的工资水平与男性的工资水平之间的差异，这对于大学图书馆来说是具有成本效益的。这些发现还发现了一个新的研究问题，需要加以考虑，探索和解释。尽管专业组由女性主导，并且研究组中的女性作为该组的其他成员参加了关于增加工资的建议，但在所研究的图书馆员教授中仍然存在基于性别的工资差异。基于这些发现，有人建议以女性为主的职业，基于性别的工资歧视可能比以前认为的更为复杂，而且是多层次的。总体上，女性主导的群体和同一女性主导的群体中的女性都可能遭受基于性别的工资歧视。结论是，为了使女性主导的职业能够充分纠正基于性别的工资差异，有必要解决群体之间以及群体中个人之间造成的基于性别的工资差异。

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  • 作者

    Titus, Elizabeth A.;

  • 作者单位

    Northern Illinois University.;

  • 授予单位 Northern Illinois University.;
  • 学科 Political Science Public Administration.; Library Science.; Education Higher.
  • 学位 Ph.D.
  • 年度 1998
  • 页码 102 p.
  • 总页数 102
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 政治理论;图书馆学、图书馆事业;高等教育;
  • 关键词

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