SEX DISCRIMINATION AND AFFIRMATIVE ACTION IN FACULTY SALARIES

A counterfactual model is used to determine if sex discrimination in salaries existed at Illinois State University. The analysis makes use of detailed peer evaluations of each faculty members's productivity in scholarly productivity, teaching, and service. The model is extended to examine the effects of Affirmative Action salary increments given female faculty members. Evidence of sex discrimination in salaries against female faculty is found. The Affirmative Action salary program erased this discrimination and introduced statistically significant discrimination against male faculty.     

Relations between Status and Power Structures: Toward a General Theory*

Contemporary work on the development of status and power structures is reviewed. It is shown that theorists have conceptualized the relationship between these structures in opposite ways. Some have held that the structures tend toward alignment. Specifically, they have held that persons tend to be equally high or low in both structures. Others have held that the structures tend toward non-alignment. Specifically, they have held that the range of persons statuses tends to be greater than the range of their power. An attempt is made to reconcile the different theories underlying these two conceptions by postulating that one conception is correct under certain conditions and that the other is correct under other conditions. The conditions specified involve an important but somewhat neglected aspect of the overall stratification structure, what is called the secondary stratification structure, and the importance persons assign to this structure.     

ECONOMIES OF SCALE IN A MULTIPLANT TECHNOLOGY: EVIDENCE FROM THE OILPATCH

A unique micro data set detailing operating costs and technical characteristics of 133 Texas oil leases was used to estimate an econometric cost function, yielding a number of interesting findings. First, evidence of economies of scale in crude extraction implies additional gains from oil field unitization and helps explain the paradox that voluntary unitization often occurs in the later stages of a field's life. Second, marginal operating costs per well were found to be about 30 percent below average costs, explaining why many wells remain operational despite falling crude oil prices. Finally, the results confirmed a number of plausible technical relationships. For example, operating costs rise sharply with depth, explaining the existence of shallow, low-production stripper wells.     

Improving the quality of working life through job redesign: work humanization or work rationalization?

Deux des principaux types de programmes relatifs à la 'qualité de la vie au travail' sont la participation à la gestion et la redefinition de la tache. On interprète habituellement ces programmes comme étant des réponses de la direction à l'agitation des travailleurs, qui visent à augmenter la motivation de la main d'oeuvre. Cet article s'attache aux programmes de redéfinition de la tache, et soutient que ces programmes (a) ne sont pas principalement des réponses à l'insatisfaction des travailleurs, et (b) atteignent les buts de la direction non par une alteration de la conscience des travailleurs, mais par une rationalisation du procès de travail. Les conditions économiques et technologiques qui fondent les décisions des patrons sont illustrées et débattues. De plus, une évaluation critique est presentée, de la thése selon laquelle les programmes de redefinition de la tache profitent autant aux travailleurs qu'à la direction.
Two major types of QWL programs - participative management and job redesign - typically are understood as corporate responses to worker unrest intended to develop a highly motivated workforce. This paper concentrates on job redesign and argues that it 1/ is not primarily a response to employee discontent and 2/ achieves corporate goals not by altering workers' consciousness but by rationalizing the labour process. Economic and technological conditions which underlie corporate decisions to modify the division of labour are discussed and illustrated. The claim of QWL proponents that job redesign equally benefits labour and capital is also critically assessed.     

DO LABOR MARKETS PROVIDE ENOUGH SHORT-HOUR JOBS? AN ANALYSIS OF WORK HOURS AND WORK INCENTIVES

This paper examines the role that work incentives play in the determination of work hours. We use a conventional efficiency wage model to analyze how firms respond to worker preferences regarding wage-hours packages. In contrast to previous work, we study markets in which workers have heterogeneous preferences. In this context we demonstrate that job offers will specify both wages and work hours and many individuals will not be able to work their preferred number of hours. We show that the labor market equilibrium may be characterized by a less than optimal number of short-hour jobs.     

Conflicts, Conciliation and Social Work

Correspondence to Adrian L. James, Lecturer in Applied Social Studies, Department of Social Policy and Professional Studies, University of Hull, Cottingham Road, Hull HU6 7RX. Summary This article seeks to draw together some issues and themes whichare identifiable in recent social work literature and practice,and in the criminal and civil law. It explores the nature ofconciliation as a method for dealing with conflict. It alsoconsiders some aspects of the nature of social work and theprocess by which problems become the object of social work treatment.It is argued that this process can effectively limit the scopefor client involvement in seeking solutions to their problems,and that conciliation might offer some potential for increasingthis, whilst also revitalizing the ethical base of social workpractice.