The Gelmini reform implemented in Italy in 2010 was designed to ensure greater efficiency and effectiveness within the higher education (HE) sector. The reform was implemented in a climate of general ...austerity, which caused severe cuts in public funds for the university system. This paper documents the unintended consequences of the reform in terms of a dramatic reduction in the number of job positions, career speed, and remunerations for academic staff - which we describe as the 3Ls, i.e. Less staff, Later careers, Lower salaries. While the loss of wages cumulated is approximately equal to the average mortgage value for buying a house, the cost savings of the government are negligible, especially when compared to the adverse effects generated by the austerity reform. The profound inequality in the application, at the expense of younger and qualified faculties, mostly women, may lead to a long-lasting and irreversible consequences such as a loss of qualification and competitiveness for the whole HE system, as shown by the increasing phenomenon of brain drain.
Abstract Background Much remains unknown about experiences, including working activities and pay, of women in cardiology, which is a predominantly male specialty. Objectives The goal of this study ...was to describe the working activities and pay of female cardiologists compared with their male colleagues and to determine whether sex differences in compensation exist after accounting for differences in work activities and other characteristics. Methods The personal, job, and practice characteristics of a national sample of practicing cardiologists were described according to sex. We applied the Peters-Belson technique and multivariate regression analysis to evaluate whether gender differences in compensation existed after accounting for differences in other measured characteristics. The study used 2013 data reported by practice administrators to MedAxiom, a subscription-based service provider to cardiology practices. Data regarding cardiologists from 161 U.S. practices were included, and the study sample included 2,679 subjects (229 women and 2,450 men). Results Women were more likely to be specialized in general/noninvasive cardiology (53.1% vs. 28.2%), and a lower proportion (11.4% vs. 39.3%) reported an interventional subspecialty compared with men. Job characteristics that differed according to sex included the proportion working full-time (79.9% vs. 90.9%; p < 0.001), the mean number of half-days worked (387 vs. 406 days; p = 0.001), and mean work relative value units generated (7,404 vs. 9,497; p < 0.001) for women and men, respectively. Peters-Belson analysis revealed that based on measured job and productivity characteristics, the women in this sample would have been expected to have a mean salary that was $31,749 (95% confidence interval: $16,303 to $48,028) higher than that actually observed. Multivariate analysis confirmed the direction and magnitude of the independent association between sex and salary. Conclusions Men and women practicing cardiology in this national sample had different job activities and salaries. Substantial sex-based salary differences existed even after adjusting for measures of personal, job, and practice characteristics.
The future of the postdoc Powell, Kendall
Nature (London),
04/2015, Volume:
520, Issue:
7546
Journal Article
Peer reviewed
Open access
The time limit can be painful for people who feel forced out, says Keith Micoli, chairman of the board of the National Postdoctoral Association and director of the NYU School of Medicine postdoctoral ...programme. Other major research universities, such as the University of California system and the University of North Carolina, Chapel Hill (UNC), have also implemented 5-year term limits.
This paper reviews the economic research on obesity, covering topics such as the measurement of, and trends in, obesity, the economic causes of obesity (e.g. the monetary price and time cost of food, ...food assistance programs, income, education, macroeconomic conditions, and peer effects), and the economic consequences of obesity (e.g. lower wages, a lower probability of employment, and higher medical care costs). It also examines the extent to which obesity imposes negative externalities, and economic interventions that could potentially internalize such externalities, such as food taxes, subsidies for school-based physical activity programs, and financial rewards for weight loss. It discusses other economic rationales for government intervention with respect to obesity, such as imperfect information, time inconsistent preferences, and irrational behavior. It concludes by proposing a research agenda for the field.
Overall, the evidence suggests that there is no single dominant economic cause of obesity; a wide variety of factors may contribute a modest amount to the risk. There is consistent evidence regarding the economic consequences of obesity, which are lower wages and higher medical care costs that impose negative externalities through health insurance. Studies of economic approaches to preventing obesity, such as menu labeling, taxes on energy-dense foods, and financial rewards for weight loss find only modest effects on weight and thus a range of policies may be necessary to have a substantial effect on the prevalence of obesity.
Extant literature has examined salary compression and inversion in US academic institutions including arguments that compression constitutes a form of age discrimination. We assess these phenomena ...via estimated
full rank salaries
(across nine campuses in the teaching-oriented California State University (CSU) system) based on the notion that in the absence of compression and inversion, forecasted full rank salaries should be comparable across faculty ranks. Our results show that salary compression is present across all sampled Colleges of Business (COB), but not in other academic CSU colleges. In addition, the patterns of compression support the notion that salaries in CSU COBs are becoming more inverted as the gap between market and current salaries increases. Recommendations for policy and collective bargaining negotiations are also offered.
The effect of informal care on work and wages Van Houtven, Courtney Harold; Coe, Norma B.; Skira, Meghan M.
Journal of health economics,
January 2013, 2013-Jan, 2013-1-00, 20130101, Volume:
32, Issue:
1
Journal Article
Peer reviewed
Cross-sectional evidence in the United States finds that informal caregivers have less attachment to the labor force. The causal mechanism is unclear: do children who work less become informal ...caregivers, or are children who become caregivers working less? Using longitudinal data from the Health and Retirement Study, we identify the relationship between informal care and work in the United States, both on the intensive and extensive margins, and examine wage effects. We control for time-invariant individual heterogeneity; rule out or control for endogeneity; examine effects for men and women separately; and analyze heterogeneous effects by task and intensity. We find modest decreases—2.4 percentage points—in the likelihood of working for male caregivers providing personal care. Female chore caregivers, meanwhile, are more likely to be retired. For female care providers who remain working, we find evidence that they decrease work by 3–10hours per week and face a 3 percent lower wage than non-caregivers. We find little effect of caregiving on working men's hours or wages. These estimates suggest that the opportunity costs to informal care providers are important to consider when making policy recommendations about the design and funding of public long-term care programs.
Objective
There are significantly fewer women than men in leadership roles in health care. Previous studies have shown that, overall, male physicians earn nearly $20,000 more annually than their ...female physician colleagues after adjusting for confounding factors. However, there has not been a description of physician leadership compensation in relation to gender.
Methods
This was a successive cross‐sectional observation study design of 154 emergency departments in the United States from 5 years (2013, 2015–2018) using Association of Academic Chairs in Emergency Medicine and Academy of Administrators in Academic EM survey data. The primary variable of interest, leadership role, was attained by recoding the survey responses to assign primary job duty into four main categories: no leadership role, operations leadership, education leadership, and executive leadership.
Results
Overall, 8820 responses were included. Across all survey years, the mean (±SD) percentage of women in any leadership role was significantly less than men (44.5% 95% CI: 42.8, 46.2% vs. 55.3% 95% CI: 54.1, 56.5%). Women in leadership roles worked more clinical hours than men in the same position (female median = 1008, male median = 960). Women also had significantly lower salaries than men at each of the 5‐year time points that data are reported, with unadjusted mean salary differences of –$54,409 per year for executives, –$27,803 for operational leaders, and –$17,803 for education leaders.
Conclusions
Female physicians hold fewer leadership roles in academic emergency medicine (EM), and when they do, they work more clinical hours and are paid less than male physicians. As a specialty, EM should continue to investigate and report on gender achievement disparities as work is done to rectify the system inequalities.
According to the authoritative data survey of the National Bureau of Statistics and the provincial Statistical Bureau, the two major issues of university education and salary continue to receive wide ...attention in today's social background. To deeply explore the internal relationship between educational resources and salary level, we conducted a series of studies to compare and analyze the impact of educational resources on salary levels between developed and underdeveloped areas in China. Through rigorous data analysis and comparative analysis, we further verified the positive correlation between educational resources and salary level. This conclusion applies not only to developed areas but also to less developed areas. The results show that education resources have a significant impact on wages in both developed and underdeveloped areas. In developed areas, like Beijing, due to the relatively rich educational resources, people's education level is generally higher, which promotes the relatively high salary level in these areas. In less developed areas, the relative lack of educational resources leads to a relatively low level of education, which affects the level of wages in these areas. Therefore, to improve people's salary levels and promote social and economic development, the government must attach great importance to the investment and distribution of educational resources, ensure the abundance and quality of educational resources, and realize the equity and popularization of education.
The singular focus of public debate on the "top 1 percent" of households overlooks the component of earnings inequality that is arguably most consequential for the "other 99 percent" of citizens: the ...dramatic growth in the wage premium associated with higher education and cognitive ability. This Review documents the central role of both the supply and demand for skills in shaping inequality, discusses why skill demands have persistently risen in industrialized countries, and considers the economic value of inequality alongside its potential social costs. I conclude by highlighting the constructive role for public policy in fostering skills formation and preserving economic mobility.
This paper uses a 2016/2017 sample of 1107 freshly minted university graduates from a public and a private university in Malaysia. Against a backdrop of an institutional setting very much different ...from that of western countries' and issues of high living costs and graduate unemployment, we analyse how academic performance affects graduates' employment likelihood, salaries, and salary distribution. Using quantile estimations, we find that academic performance is not a key determinant in whether or not a graduate secures a job upon graduation, and that having better academic performance would only be beneficial if the graduates are working in jobs at the lower half of the salary distribution. We fill the literature gap by analysing how academic performance affects new graduates in terms of where they are on the salary distribution continuum; such analyses are neglected in the literature.
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