Gender Differences in Pay of Young Management Professionals in the United States: A Comprehensive View

We conduct a comprehensive examination of the gender differences in pay focusing on multiple perspectives emanating from economics, social psychology, and gender studies. Data are drawn from surveys of MBA students conducted by the Graduate Management Admissions Council. Although women in both samples earn significantly less on average than men, when the effects of the study's variables are considered via multiple regression analysis, no significant difference in annual salary is observed. Our results show the importance of simultaneously considering the impact of human capital, job and firm characteristics, demographics, and cognitive skills. Structural differences are noted in the models estimated separately for men and women. However, the results from decomposing salary differentials are quite consistent with estimates from the single-equation models.     

Graduate Training and Initial Job Placement*

This study examines the extent to which professional credentials accrued during graduate school are related to postgraduate employment. The undergraduate and graduate records, demographic characteristics, and initial job placements of 711 Ph.D. recipients from the University of California, Santa Barbara, are analyzed. We find that several aspects of graduate training (e.g., holding research assistantships) have greater influence on the initial placement of women than men. Further, coauthored publications with the mentor influence the initial placement of men and women somewhat differently. Given the importance of initial placement in determining career productivity (e.g., Long and McGinnis, 1981; Reskin, 1978). these differences may have considerable impact on professional life chances.     

Uncertainty,the bargaining problem,and the Nash-Zeuthen solution

The Zeuthen bargaining model occupies a prominent place among those theories of the bargaining process that have been formulated and expounded by economists. Its solution to the bargaining problem is essentially economic, since invariant utility functions based on economic factors alone determine the outcome. However, this paper shows that a necessary condition for reaching the Zeuthen solution (shown by Harsanyi to be mathematically equivalent to the game-theoretic solution of Nash's theory) is that bargainers initially take up positions on opposite sides of the outcome that maximizes their utility product. Whether utility functions are mutually known or unknown, inherent in the bargaining situation itself is the requirement that bargainers be at least initially uncertain as to each other's subsequent concession behaviour. With uncertainty, von Neumann-Morgenstern rationality implies that each bargainer would make an initial demand that maximizes the expected gain from holding fast. Therefore, even if Zeuthen's concession criterion should subsequently dictate concession behaviour, expected utility maximization within the context of subjective uncertainty may well yield initial demands that are inconsistent with reaching the Nash-Zeuthen solution. Finally, a general methodological conclusion that emerges from the analysis is that, since the bargaining process necessarily proceeds from a context of subjective uncertainty, greater emphasis needs to be placed on its role as a device for affecting expectations.     

The More Things Change, the More They Stay the Same: The Elusive Search for Racial Equity in Higher Education

In 1965, when affirmative action officially became part of the national consensus to achieve racial social justice, it was based on the compelling justification of establishing equality and remedying the effects of past discrimination. Since then, there has been a slow but steady shift from "equity" to "diversity" as its rationale. The shift has had a negative effect on achieving the original goal of racial equality. The diversity rationale has permitted parallel procedures to evolve that provided majority students with an even larger differential advantage than that conferred on minority students by affirmative action. In addition, we continue to have massive segregation. Minorities are concentrated in second level schools in urban areas, while whites are concentrated in higher quality institutions in the educational suburbs. It is without factual or legal foundation that whites can argue that they (relative to minorities) are the victims of discrimination through unfair and unequal educational policies and practices that determine access to higher education.     

Experiences of rural male caregivers of older adults with their informal support networks

More male caregivers are assuming primary caregiving roles for older adults with chronic health conditions. One of the main sources of support for many caregivers is the assistance that is provided by members of their informal support network. Little is known about the relationship between male caregivers and their informal support networks. This qualitative study examines the experience of male caregivers with their informal support networks, specifically looking at two phenomena: (1) Perceptions of the male caregivers about the willingness of their informal support networks to provide caregiving assistance and (2) Willingness of the male caregivers to ask their informal support networks for assistance. Twenty male caregivers were recruited across a rural Midwestern state. Each male caregiver engaged in two interviews that lasted between 60 and 120 minutes. Seven themes emerged from the data about the male caregivers experience with their informal support networks. Results from this study have implications for geriatric health professionals who work with male caregivers to obtain the necessary amount of caregiving assistance.