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Universities and colleges -- Faculty -- Salaries etc., Portland State University -- Faculty -- Salaries etc. -- Evaluation, Wage surveys

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17 pages


The complex issue of faculty compensation has vital importance within the academic labor market. Salaries reflect institutional, interpersonal, organizational and labor market forces. Designing productive and equitable faculty salary structures is one of the most contentious challenges that American higher education institutions face (Bowen, 1986).

Increasingly, salary scales have been more responsive to market conditions, which has widened the salary disparities among academic disciplines within the university labor market. Upward pressure on the salary scales in some disciplines has been countered by a downward pull in others (Scott and Bereman, 1992). As a consequence, analyzing academic salary structure can generate friction among faculty and pose a threat to collegiality. The implications of not undertaking such an analysis, however, are much worse. In the absence of periodic appraisals, undesirable inequities can emerge, which pose a much more serious threat to the basic integrity of an institution

Numerous approaches have been developed to assess salary structure. Approaches using multiple regression analysis include: the Salary Kit method (Scott, 1977); reverse regression (Birnbaum, 1985); and the compa-ratio analysis (Bereman and Scott, 1991). Other choices of methodology include paired-comparison approaches (Braskamp and Johnson, 1978; Scott and Bereman, 1992). This study estimates a hedonic salary model using a faculty salary database from Portland State University. Similar applications of the hedonic approach include works by Bellas (1993), Boudreau et al. (1997), Diamond (1986), Gordon et al. (1974), Hoffman (1976), and Ramsey (1979).


Catalog Number SR032.

A product of the Center for Urban Studies, College of Urban and Public Affairs, Portland State University.

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