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Spreading the wealth: Salary disper...

Goldfine, Leonard Stuart.

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Spreading the wealth: Salary dispersion in academic departments.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Spreading the wealth: Salary dispersion in academic departments./
作者:	Goldfine, Leonard Stuart.
面頁冊數:	111 p.
附註:	Source: Dissertation Abstracts International, Volume: 64-06, Section: A, page: 1994.
Contained By:	Dissertation Abstracts International64-06A.
標題:	Education, Higher. -

Spreading the wealth: Salary dispersion in academic departments.
Goldfine, Leonard Stuart.

Spreading the wealth: Salary dispersion in academic departments. - 111 p.

Source: Dissertation Abstracts International, Volume: 64-06, Section: A, page: 1994.

Thesis (Ph.D.)--University of Minnesota, 2003.

Results indicate that being a department on a flagship campus, having greater financial independence from central administration, being of greater size, and limiting faculty input into the merit award process all contribute to increased salary dispersion. These findings suggest that local decisions such as whether to hire already established senior faculty, or whether to expand the size of the department are more likely to affect salary dispersion than more national trends. Furthermore, departments with a limited research agenda or a research agenda not funded by external sources (above and beyond what the university provides) may be under-rewarding their most productive faculty for their accomplishments. Finally, the more opportunities departmental faculty had to communicate with each other and with those at higher administrative levels about their salaries, the less salary dispersion there tended to be.Subjects--Topical Terms:

543175
Education, Higher.

Spreading the wealth: Salary dispersion in academic departments.
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520 $a Results indicate that being a department on a flagship campus, having greater financial independence from central administration, being of greater size, and limiting faculty input into the merit award process all contribute to increased salary dispersion. These findings suggest that local decisions such as whether to hire already established senior faculty, or whether to expand the size of the department are more likely to affect salary dispersion than more national trends. Furthermore, departments with a limited research agenda or a research agenda not funded by external sources (above and beyond what the university provides) may be under-rewarding their most productive faculty for their accomplishments. Finally, the more opportunities departmental faculty had to communicate with each other and with those at higher administrative levels about their salaries, the less salary dispersion there tended to be.
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