Young Women's Knowledge-Beliefs About the Gender Pay Gap

Do We Know Where We Are? Young Women's Knowledge & Beliefs About the Gender Pay Gap
Presented by*: Stephanie M. Hoban Faculty Advisor: Dr. Hilary M. Lips
Center for Gender Studies Radford University
*At RU's Undergraduate/Graduate Forum

Lower Pay Expectation?
There is consistent
research that women
expect less pay than men
This may be a
strong determinant
in women's pay,
therefore, a strong
factor in the continuing
gender pay gap

The research presented
here asks:
If women’s lower
expectations are
contributing to the
gender pay gap,
Why are there gender
differences in pay
expectations?

Why do women have these lower expectations?
Where do they get their information from?

  On what are women basing their salary estimates?
  Are there other factors that are more important
   than salary?

Dr. Theresa Burriss, Director: Learning Assistance & Resource Center

The Sample Used in Researching These Questions
248 Undergraduates at Radford University
Both Psychology and Management Classes

Males(119), Females(129) Mean age: 20.5 years
Mean GPA: 2.88
Percentage single: 91%
Caucasians: 90%

Business majors(49%)
Other majors(51%)
Seniors(36%) Juniors(19%) Sophomores(12%)
Freshmen(33%)

Males pay estimates were higher than females in:
Peak salary for self
Peak salary for others
Fair peak salary

There were no significant gender differences in pay estimates for:
Entry pay for self
Entry pay for others
Fair starting salary

Gender Differences in Women's and Men's Peak Pay Estimates by Stephanie M. Hoban

Predictors of Women's Pay Expections

Predictors of Men's Pay Expectations

Entry salary

Peak salary

Entry salary

Peak salary

Presentation and
writing skills
Advancement
Job security (negative)
Fair entry salary
Fair peak salary
Entry salary of others

Residential location
Frequent feedback
Job security (negative)
Fair starting salary
Fair peak salary
Peak salary of others
Entry salary of self
Number of weeks per year expected to work

Self-perceived presentation
and writing skills
Others' entry pay

Self-perceived
preparedness for
occupation
Others peak pay
Number of years working
at this job

Two "Interesting" Non-predictors of Pay Expectations

Regarding Anticipated Work Experience

Amount of time for maternal leave
Importance of salary to career choice

Women in this sample do
not expect to work less
than their male
counterparts.
Women's and men's
predictions of their work
experience did not differ

with respect to:
   Hours of work per week
   Weeks per year
   Number of years of work
   Number of years working
   full time

Some Conclusions	Future Research
Women in this sample estimated lower salaries for career peak but not for career entry Women still have lower peak estimates than men do. These lower extimates do not seem to be shaped by family life or maternal leave, but may be shaped by social comparisons	Why are women in this sample predicting lower estimates than men at career peak but not at career entry? Why do women and men differ on where they get their salary information from? Do men pay more attention to salary levels than women?

For information on this presentation, please contact:

  Dr. Hilary Lips,
  Professor & Chair
  Psychology
Radford University,
  Radford, VA 24142
  Email: hlips@radford.edu
  Tel: 1-540-831-5361

Stephanin M. Hoban
Graduate Student
Department of Psychology
Radford University, Radford, VA 24142
Email: shoban@radford.edu
Tel: 1-540-831-5361

Sources: References

Bowler, M. (1999). Women’s Earnings: An Overview. Monthly Labor Review, 12(12), 13.
Crosby, F. (1982). Relative Deprivation and the Working Women. New York: Oxford University.
Heckert, T. M., Droste, H. E., Adams, P. J., Griffin, C. M., Roberts, L. L., Mueller, M. A., & Wallis,
      H. A. (2002). Gender Differences in Anticipated Salary: Role of Salary Estimates for Others, Job
      Characteristics, Career Paths, and Job Inputs. Sex Roles, 47 (3/4), 139-151.
Jackson, L. A., Gardner, P. D., & Sullivan, L. A. (1992). Explaining Gender Differences in Self-Pay
      Expectations: Social Comparison Standards and Perceptions of Fair Pay.
      Journal of Applied Psychology, 77(5), 651-663.
Keaveny, T. J. & Inderrieden, E. J. (2000). Gender differences in pay satisfaction and pay expectations.
      Journal of Managerial Issues, 12(3).
Phelan, J. (1994). The Paradox of the Contented Female Worker: An Assessment of Alternative
      Explanations. Social Psychology Quarterly, 57(2), 95-107.
Sweeney, P. D., McFarlin, D. B., & Inderrieden, E. J. (1990). Using Relative Deprivation Theory to Explain
      Satisfaction with Income and Pay Level: A Multi-study Examination.
      Academy of Management Journal, 33(2), 423-436.


Center for Gender Studies Related Links
Young Women's Knowledge & Beliefs About Gender Pay Gaps Wage Inequities Confronting, Undervaluing Women - 2002 data Gender Wage Gaps - World Wide Gender Gap Rankings - 58 Countries A Price Above Rubies? @ Albany NY Women, Education & Economic Participation - New Zealand Are Women Still Worth Less -- 2003? Gender Pay Gap--mw2011 We Can Do It: Images from the 1940s


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Created by: W. Andrew & H. Lips	Last updated: March 24^th, 2011	©2004 H. Lips & W. Andrew