The influence of race in negotiations has remained relatively underexplored. Across three studies, we theorize and find that Black job seekers are expected to negotiate less than their White ...counterparts and are penalized in negotiations with lower salary outcomes when this expectation is violated; especially when they negotiate with an evaluator who is more racially biased (i.e., higher in social dominance orientation). Specifically, on the basis of the prescriptive stereotype held by those higher in racial bias-that Black (as compared to White) negotiators deserve lower salaries-we predicted that Black negotiators who behave in counterstereotypical ways encounter greater resistance and more unfavorable outcomes from more biased evaluators. We tested this argument in a stepwise fashion: In Study 1, we found that more biased evaluators expect Black job seekers to negotiate less as compared to White job seekers. When Black negotiators violate those expectations, evaluators award them lower starting salaries (Study 2), which appears to occur because evaluators become more resistant to making concessions to Black than to White job seekers (Study 3). Collectively, our findings demonstrate that racially biased perceptual distortions can be used to justify the provision of smaller monetary awards for Black job seekers in negotiations.
Audit personnel salaries and audit quality Hoopes, Jeffrey L.; Merkley, Kenneth J.; Pacelli, Joseph ...
Review of accounting studies,
09/2018, Letnik:
23, Številka:
3
Journal Article
Recenzirano
This study examines the relation between audit personnel salaries and office-level audit quality. We measure audit personnel salaries at the associate, senior, and manager ranks for Big 4 audit ...offices from 2004 to 2013, using unique individual-auditor-level data obtained from the U.S. Department of Labor. We find that offices that pay lower salaries have a higher percentage of clients that experience restatements. In related analyses, we also find lower levels of audit quality when audit employees are paid less, relative to other lines of service in accounting firms. Finally, we document positive and significant associations between salary and fees, suggesting that audit offices pass some of the cost of higher labor onto their clients. Overall, our findings provide important initial evidence on the role of audit salary and its relation to audit quality and audit fees.
Despite increased scrutiny of administrators' salaries in higher education, little is known about the determinants of executive-level compensation at universities. This study examines the individual ...and institutional determinants of compensation of business school deans, in the United States, with a focus on differentials between private and public university deans, in the level of remuneration and the structure of compensation. Specifically, using a Oaxaca-decomposition, I estimate that despite managing smaller, less research intensive business schools, private university business school deans earn approximately 15% more than comparable public university deans, and that they are compensated more for managing finances than for managing students.
We study the effect of disclosing information on peers' salaries on workers' job satisfaction and job search intentions. A randomly chosen subset of University of California employees was informed ...about a new website listing the pay of University employees. All employees were then surveyed about their job satisfaction and job search intentions. Workers with salaries below the median for their pay unit and occupation report lower pay and job satisfaction and a significant increase in the likelihood of looking for a new job. Above-median earners are unaffected. Differences in pay rank matter more than differences in pay levels. (JEL I23, J28, J31, J64)
Abstract
Objective
Rigorously trained physical therapy researchers are essential for the generation of knowledge that guides the profession. However, there is a current and projected dearth of ...physical therapy researchers capable of sustaining research programs in part due to perceived financial barriers associated with pursuit of a doctor of philosophy (PhD) degree, with and without postdoctoral training, following doctor of physical therapy (DPT) degree completion. This study aimed to evaluate the financial impact of PhD and postdoctoral training, including opportunity cost, years to break even, and long-term earnings.
Methods
Clinical and academic salaries were obtained via the 2016 APTA Median Income of Physical Therapist Summary Report and 2019 CAPTE Annual Accreditation Report. Salaries were adjusted to total compensation to account for benefits and compared over a 30-year period starting after DPT education. Total compensations were also adjusted to the present value, placing greater weight on early career earnings due to inflation and potential investments.
Results
Relative to work as a clinical physical therapist, 4 years of PhD training result in an earnings deficit of $264,854 rising to $357,065 after 2 years of additional postdoctoral training. These deficits do not persist as evidenced by a clinical physical therapist career earning $449,372 less than a nonmajority scholarship academic career (DPT to PhD to academia pathway) and $698,704 less than a majority scholarship academic career (DPT to PhD to postdoctoral training to academia pathway) over a 30-year period. Greater long-term earnings for PhD careers persist when adjusting to present value.
Conclusions
Although there is an initial opportunity cost of PhD and postdoctoral training represented by a relative earnings deficit, advanced research training results in greater long-term earnings.
Impact
The findings of this study allow physical therapists interested in pursuing PhD and postdoctoral training to be better informed about the associated financial ramifications.
LABOR SUPPLY OF POLITICIANS Fisman, Raymond; Kamenica, Emir; Harmon, Nikolaj A. ...
Journal of the European Economic Association,
October 2015, Letnik:
13, Številka:
5
Journal Article
Recenzirano
Odprti dostop
Using data on Members of the European Parliament (MEPs), we examine the impact of salaries on the composition and the behavior of legislators. Employing a differences-in-differences approach, we ...exploit the introduction of a law that equalized MEPs' salaries which had previously differed by as much as a factor of 10. Increasing salaries raises the fraction of MEPs who run for re-election but decreases the quality of elected MEPs (proxied by college quality). Salary has no discernible impact on effort or legislation output. Higher salaries induce more political competition.
The equine industry is host to an abundance of employment opportunities and in the US economy alone, the American Horse Council reports economic impact of $50 billion and close to 1 million jobs. ...Despite this, limited information is available on education and current salaries of equine professionals. In the summer of 2022, an online survey was conducted in collaboration with the Equine Science Society Membership Committee to assess current salaries, compensations, education levels, and job satisfaction of careers in the equine industry. A web-based survey consisting of 38 questions with conditional branching was created and distributed through social media and e-newsletters. A completion rate of 79% was observed with the majority of responses (n = 396) from North American (96%) females (84%). Survey branching focused on grouping participants by career type into the following categories: farm management, government, industry, nonprofit, private practice, and university. The most prevalent career type represented was farm management (34%) followed by private practice (18%), university (17%), industry (15%), nonprofit (12%), and government (4%). Associations between variables was examined with Chi-squared analysis. An association was observed between education level and salary (P = 0.001, X2 = 103.17) with salaries greater than$50,000 being more prevalent with advanced degrees. Similarly, job type and salary were associated (P = 0.001, X2 = 73.47), where salaries for university and industry careers were often greater than $50,000 and nonprofit and farm management salaries were more often less or equal to $50,000. For all career sectors, excluding government due to limited number of responses, there was a difference (P < 0.001) found when evaluating education, indicating that specific education levels are standard for each career sector. Data collected from this survey creates a baseline for evaluating compensation across the industry and exposed opportunities for improvements in future surveys. First would be the inclusion of more options for salary level brackets below $50,000; a majority (54%) of reported salaries were less than $50,000. Additionally, reorganization of job-type categories as there was potential participant confusion due to certain jobs overlapping into multiple categories. Outside of industry salary comparisons, survey data can be used by educators to emphasize the benefit of higher education in future employment success.
How does a large unconditional increase in salary affect the performance of incumbent employees in the public sector? We present experimental evidence on this question in the context of a policy ...change in Indonesia that led to a permanent doubling of teacher base salaries. Using a large-scale randomized experiment across a representative sample of Indonesian schools that accelerated this pay increase for teachers in treated schools, we find that the large pay increase significantly improved teachers’ satisfaction with their income, reduced the incidence of teachers holding outside jobs, and reduced self-reported financial stress. Nevertheless, after two and three years, the increase in pay led to no improvement in student learning outcomes. The effects are precisely estimated, and we can rule out even modest positive impacts on test scores. Our results suggest that unconditional pay increases are unlikely to be an effective policy option for improving the effort and productivity of incumbent employees in public-sector settings.
We explore workers’ valuation of job flexibility using a field experiment conducted on a Chinese job board. Our experimental job ads differ randomly in offering jobs that are flexible regarding when ...(time flexibility) or where (place flexibility) one works and in offering different salaries. Application rates are higher for flexible jobs conditional on the salary offered, providing evidence that workers value job flexibility. Moreover, under some plausible conditions our evidence is informative about job seekers’ willingness to pay for flexible jobs of the types offered in the experiment and points to fairly high valuation of the most flexible jobs.
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