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ID:
098241
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| Publication |
2009.
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| Summary/Abstract |
Combining salary data for permanent non-emeritus faculty at seven departments of political science within the University of California system with lifetime citation counts and other individual-level data from the Masuoka, Grofman, and Feld (2007a) study of faculty at Ph.D.-granting political science departments in the United States, I analyze determinants of faculty salaries. For the full data set the main finding are that (1) base salaries of UC political science faculty are slightly more strongly correlated to citation rates (annualized or total lifetime citations) as a measure of research visibility than they are to seniority measured by years since receipt of the Ph.D.; and (2) that gender differences and subfield differences in salary essentially vanish once I take into account both year of Ph.D. and research visibility (as measured by annualized citation counts), while gender inequities would appear to exist if I did not control for both variables.
Bernard Grofman is professor of political science at the University of California, Irvine. In 2008 he became the inaugural Jack W. Peltason (Bren Foundation) Endowed Chair, and also director of UCI's Center for the Study of Democracy. He is co-author of four books, all published by Cambridge University Press, and editor or co-editor of 17 other books; he has published over 200 research articles and book chapters; and his work has been cited in a dozen different U.S. Supreme Court opinions. In 2001 he became a Fellow of the American Academy of Arts and Sciences.
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| 2 |
ID:
156193
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| Summary/Abstract |
We evaluate hypotheses about human capital and structural theory-based predictors of variation in academic salaries. We use standard statistical models to explore differences in salary among full-time political science faculty, while also utilizing selection models to control for factors that place individuals on different trajectories stemming from their graduate school experience. We report on several findings, one of which is the positive effect on salary associated with graduation from a highly ranked PhD program; a second being the negative effect on salary of a high undergraduate teaching load. Other findings are that negotiation positively affects salary for men, but not for women, and that journal publications increase salaries amongst women, but not men. At the associate professor level, we find a significant gender gap in salary, even with controls for human capital, structural factors, and productivity. We also find a significant effect of race on the salaries of male faculty.
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