04120nam 2200673Ia 450 991082693560332120240416235552.01-280-24605-797866102460520-309-53377-50-585-14470-2(CKB)110986584753322(OCoLC)44963304(CaPaEBR)ebrary10060474(SSID)ssj0000273559(PQKBManifestationID)11222804(PQKBTitleCode)TC0000273559(PQKBWorkID)10315164(PQKB)11751806(MiAaPQ)EBC3376875(Au-PeEL)EBL3376875(CaPaEBR)ebr10060474(OCoLC)817961712(EXLCZ)9911098658475332220040924d1981 my 0engurcn|||||||||txtccrWomen, work, and wages equal pay for jobs of equal value /Donald J. Treiman and Heidi T. Hartmann, editors ; Committee on Occupational Classification and Analysis, Assembly of Behavioral and Social Sciences, National Research Council1st ed.Washington, D.C. National Academy Press19811 online resource (148 p.) Bibliographic Level Mode of Issuance: Monograph0-309-03177-X Includes bibliographies.Women, Work, and Wages: Equal Pay for Jobs of Equal Value -- Copyright -- Contents -- Preface -- 1 Introduction -- CURRENT LEGAL CONTEXT -- THE ISSUES -- PLAN OF THE REPORT -- 2 Evidence Regarding Wage Differentials -- THE EXISTENCE OF WAGE DIFFERENTIALS -- The Effect of Worker Characteristics on Differences in Earnings -- The Effect of Job Characteristics on Differences in Earnings -- CONCLUSION -- TECHNICAL NOTE -- 3 Wage Differentials and Institutional Features of Labor Markets -- LABOR MARKETS -- COMPARABLE WORTH AND INTERNAL LABOR MARKETS -- SEGMENTATION OF THE LABOR MARKET -- JOB SEGREGATION -- CHOICE -- EXCLUSION -- UNDERPAYMENT OF WOMEN'S WORK -- DISCRIMINATION IN LABOR MARKETS -- CONCLUSION -- 4 Wage-Adjustment Approaches to Overcoming Discrimination -- INTRODUCTION -- CONVENTIONAL JOB EVALUATION APPROACHES TO ASSESSING PAY RATES -- Methods of Job Evaluation -- Factors and Factor Weights -- The Role of Judgment -- Multiple Job Evaluation Plans in a Single Firm -- Modeling and Measurement -- Summary -- STATISTICAL APPROACHES TO ASSESSING PAY RATES -- INCLUDING "PERCENT FEMALE" IN THE ESTIMATION OF PAY RATES -- JOBS HELD BY WHITE MEN AS A STANDARD -- USING STATISTICAL PROCEDURES TO CORRECT DISCRIMINATORY PAY RATES -- CONCLUSION -- 5 Conclusions -- THE EXTENT AND THE SOURCES OF PAY DIFFERENTIALS -- IDENTIFYING AND ELIMINATING PAY DISCRIMINATION -- JOB EVALUATION PLANS -- References -- Supplementary Statement -- MINIMUM WAGE -- IMPORT REGULATION -- PLANT REMOVAL REGULATION -- LABOR-MANAGEMENT ACT REFORM -- A SOCIAL WAGE -- MANDATORY CONTROLS -- Minority Report -- CRITERION FOR DETERMINING JOB VALUES -- THE USE OF STRUCTURED JOB ANALYSIS PROCEDURES -- APPENDIX A: STRUCTURED JOB ANALYSIS QUESTIONNAIRES -- APPENDIX B: THE JOB COMPONENT METHOD OF JOB EVALUATION -- BIBLIOGRAPHY -- Biographical Sketches of Committee Members and Staff.WagesWomenUnited StatesPay equityUnited StatesSex discrimination in employmentUnited StatesSex discrimination against womenUnited StatesJob evaluationUnited StatesWagesWomenPay equitySex discrimination in employmentSex discrimination against womenJob evaluation331.2/1Treiman Donald J125845Hartmann Heidi I1604164Assembly of Behavioral and Social Sciences (U.S.).Committee on Occupational Classification and Analysis.MiAaPQMiAaPQMiAaPQBOOK9910826935603321Women, work, and wages4113186UNINA