The Gender Inequity Misconception: How Texas Female Business School Faculty are Smashing the Glass Ceiling (original) (raw)

Journal of Management Policy and Practice

Abstract

We used analysis of variance (ANOVA) with a 2x4x4 factorial design to test seven hypotheses for main effects and interaction effects. Moreover, we used Chi-Square to test the other two hypotheses. Of the nine, five were significant, with p< .001 in three cases. The dependent variable was 755 business school faculty's salaries from 12 institutions of higher learning. The independent variables were gender, rank and Carnegie classifications. Herzberg's (1964) theory suggests that salary, rank, and job security are extrinsic motivators and the presence of these hygiene factors is associated with lower levels of dissatisfaction, and when they are lacking dissatisfaction increases. Our findings contradict gender inequity problems reported in the literature. Moreover, we found women are earning equal pay to men in the 12 Texas business schools we compared across ranks and Carnegie classifications—and in one class they exceeded male salaries across all ranks. Therefore, we argue ...

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