Debra A. Barbezat

Salary Differentials by Sex in the Academic Labor Market

This paper examines faculty time allocation decisions that are fundamental to the functioning of a university. A random-utility approach yields a grouped-data, multinomial logit model and predicts that time allocation decisions depend systematically on ...

The Market for New Ph.D. Economists

Multinomial logit analysis, based on survey questionnaires, shows that graduate program ranking, length of time in the Ph.D. program, publications, and marital status are important determinants of occupational outcome for new Ph.D. economists.

Updating estimates of male-female salary differentials in the academic labor market

Abstract I estimate the male-female salary gap and salary discrimination for faculty between the years 1968 and 1989. Estimates of both these quantities fell substantially in the 1970s with no further improvement in 1984 and 1989.

Gender Differences in Research Patterns among PhD Economists.

This study is based on a 1996 survey of PhD economists working in the academic and nonacademic sectors since 1989. Despite a raw gender difference in all types of research output, the male dummy variable proves statistically significant in predicting only one publication measure. In a full sample and faculty subsample, number of years since receipt of PhD, publication in a refereed journal as a graduate student, and the total number of presentations made in professional forums were consistently, positively related to research productivity. The importance of other independent variables varies by research output. Typically unavailable variables such as workload, time use, submissions data, and family circumstances are also examined.

Do faculty salaries rise with job seniority

Abstract Previous research suggests that academic salaries fall with greater job seniority. Using a 1988 national survey, we find that the return to seniority is positive over a lengthy employment period. Tenure status and academic rank also affect the return to seniority

Salary differentials or sex discrimination? Evidence from the academic labor market

This study uses data from two national faculty surveys to estimate the extent of salary discrimination by sex in the academic labor market. Following the Oaxaca method, discrimination is measured as a residual, subtracting salary differences due to individual characteristics from total male/female salary differences. Several estimates are derived while controlling for various personal and professional characteristics including: publications, academic discipline, rank, and characteristics of the employing institution. From 1968 to 1977 there is a substantial reduction in measured discrimination, although a small salary difference remains after controlling for all available qualifications in 1977.

A Loyalty Tax? National Measures of Academic Salary Compression.

This paper presents measures of faculty salary compression for 1993 and 1999 based on national, rather than institutional-level, data. Using a recently developed technique and two national faculty surveys, actual junior to senior salary ratios are derived as well as predicted salary ratios that represent what the salary ratios would be if junior and senior faculty were similarly compensated for their productive traits. The analysis, which considers three alternative definitions of junior faculty and stratifies results by institutional type, produces an overall finding of no salary compression. A limited number of disciplines, including business and economics, however, do exhibit signs of salary compression.

Finding the Lost Jockeys

Abstract. This article describes two new databases related to the racing industry. Using census data extracted from the North Atlantic Population Project and recently collected license data on jockeys of all races, the authors examine the labor market for thoroughbred horse jockeys, focusing on the period from 1880 to 1930. The decline in the number of African American jockeys is documented and discussed. The authors also estimate total labor force figures and compare experience levels and career lengths for both black and white jockeys. An unexpected finding is the higher level of labor force participation among black jockeys in the twentieth century, relative to earlier sources.