Diagnosing and dealing with salary compression

Snyder, Julie K.; McLaughlin, Gerald W.; Montgomery, James R.

doi:10.1007/bf00991975

Cited by 16 publications

(2 citation statements)

References 3 publications

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“…Thus, as it is with higher education faculty in general (Hansen, 1986;Moore andh e y , 1993: National Education Association, 1993;Snyder, McLaughlin, and Montgomery, 1991;Washington State Higher Education Coordinating Board, 1994), rank appears to be a major influence on HRD faculty salary. Table 5 shows HRD faculty salary levels broken down by rank.…”

Section: Discussionmentioning

confidence: 91%

Predictors of salary level for HRD academes

Kirk

1996

Human Resource Dev Quarterly

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Salaries serve the needs of both educational institutions and faculty in higher education. For institutions, salaries can be a means of rewarding valued services and products. They can also be used to reinforce behaviors that colleges and universities deem appropriate for their respective cultures. For HRD faculty, salaries are an important economic resource. In addition, they can provide faculty with a means of gauging what their institutions value and of assessing their personal market value in academia. Salaries affect the morale, sense of self-worth, and career decisions of HRD faculty.Keeping in mind the important part salaries play for both the educational institutional and HRD faculty, this study explored the variables that best predict salary levels for HRD faculty. An examination of such variables can help administrators determine if they are indeed rewarding the outputs and behaviors they portend to value most. If the examination proves otherwise, administrators can take measures to align more closely their expressed expectations of faculty with their salary practices. Similarly, HRD faculty desiring to maximize their financial earnings can use the predictors of salary level to make a variety of career decisions. They can also better mesh their own professional interests and values with those of their employmg institutions. Related LiteratureA substantial amount of research has been undertaken with regard to salaries of faculty in higher education. Although none of these inquiries examined salaries of HRD faculty specifically, the studies do provide insights into faculty salary levels in general. The results of these investigations have been of interest to state legislators, senior college and university administrators, and faculty. A large number of the studies have simply tracked salary trends; others have explored relationships between salary levels and selected variables.There is some evidence that faculty salary levels are characterized by three general trends. In a report titled "Faculty Work Briefing Paper," prepared by the FORUM is a nonrejereed section inviting readers' reactions and opinions.

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Section: Discussionmentioning

confidence: 91%

Predictors of salary level for HRD academes

Kirk

1996

Human Resource Dev Quarterly

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“…4 According to Richard Huseman, salary compression results when "junior employees are compensated at approximately the same rate as senior employees." 5 Recognizing that compression can occur among any ranks, Nancy Bereman and Mark Lengnick-Hall broaden their definition to "the narrowing over time of the pay differentials between people in the same job."…”

Section: Literature Reviewmentioning

confidence: 99%

Estimating Salary Compression in an ARL Institution: A University of Colorado at Boulder Case Study

Seaman¹

2007

CRL

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Salary compression is the narrowing of the pay differentials between people in the same job but with widely varying years of experience. Within academics, the most commonly asserted cause for salary compression is that of a labor shortage. When institutions compete in a job market with more vacancies than candidates, salaries for vacant positions increase faster than salaries for filled positions. As resources are directed at recruiting new hires rather than annual merit increases, productive senior staff find themselves earning similar salaries as new hires. While this has been common in disciplines such as business, nursing, and engineering, there is also anecdotal evidence that the conditions may have existed for this to happen in librarianship during the late 1990s. This case study defines salary compression, reviews the context in which it may arise, and discusses those conditions in which compression may be beneficial or may be detrimental, and examines the statistical tools used to detect evidence of compression within an organization. Multiple regression analysis is used to determine if there is evidence of salary compression among the librarians at the University of Colorado at Boulder.

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References

1993

ASHE‐ERIC High. Edu. Rept.

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Diagnosing and dealing with salary compression

Cited by 16 publications

References 3 publications

Predictors of salary level for HRD academes

Predictors of salary level for HRD academes

Estimating Salary Compression in an ARL Institution: A University of Colorado at Boulder Case Study

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