The research subject as wage earner

Theoretical Medicine and Bioethics - The practice of paying research subjects for participating inclinical trials has yet to receive an adequate moral analysis.Dickert and Grady argue for a wage...     

Emotional labor demands and compensating wage differentials

The concept of emotional labor demands and their effects on workers has received considerable attention in recent years, with most studies concentrating on stress, burnout, satisfaction, or other affective outcomes. This study extends the literature by examining the relationship between emotional labor demands and wages at the occupational level. Theories describing the expected effects of job demands and working conditions on wages are described. Results suggest that higher levels of emotional labor demands are associated with lower wage rates for jobs low in cognitive demands and with higher wage rates for jobs high in cognitive demands. Implications of these findings are discussed.     

Effects of wage inequities on work attitudes and performance

A replication and extension of the Adams and Jacobsen (1964) investigation of inequity theory was carried out using a 3 × 2 experimental design with three levels of compensation and two levels of qualifiedness. This design included an overcompensated condition in which the overpayment was not confounded with unqualifiedness, thereby allowing a comparison of differential predictions from inequity and expectancy theory. Comparisons of over and underpayment conditions were also made to test the differential threshold hypothesis of inequity theory. Attitudinal as well as performance data were collected to investigate the possibility of differing modes of inequity reduction.The major finding in the present study was that variations in manipulated perceptions of qualifiedness produced significant effects upon both quality and quantity measures of work behavior while induced variations in the amount of anticipated compensation only affected quality of work. The qualified conditions produced fewer pieces of higher quality. This finding was discussed from the point of view of inequity theory as well as an alternative “self-esteem” explanation.Differences in work performance across pay levels were nonsignificant with the exception of a work quality measure in which the overpaid qualified group produced significantly more errors than the standard pay-qualified group. Possible interpretations of these findings were discussed and a range of conditions which may affect perceptions of inequity were considered.     

Closing the wage gap: Economic assimilation of Canadian immigrants reconsidered

This article investigates the wage growth of immigrants in Canada. A wage gap between newly landed immigrants and native-born Canadians may be quite natural for a variety of reasons, but do immigrants narrow this wage gap as they become more attuned to local market conditions? One measure of economic assimilation by immigrants is their wage growth relative to that of other Canadians. Also, to what extent is current understanding of economic assimilation derived from cross-sectional data altered by examining panel data? This article employs the master file of the Survey of Labour and Income Dynamics (SLID) panel to reconsider the labour market performance of immigrants, particularly with regard to adjustment questions such as wagegrowth. We review the major Canadian econometric studies on immigrant assimilation, discuss the differences arising from cross-sectional studies and models that employ panel data, and present results estimated using the SLID panel.     

Evolution,green beards,and skin hue wage discrimination

This paper provides an evolutionary rationale for both interracial and intraracial wage differentials by examining the implications of white employers mediating their employer‐employee relationships on the basis of genetic similarity. If in organized labor markets; relationships mediated through genetic similarity are optimal in terms of Darwinian fitness, a fundamental evolutionary implication is that the Marginal Rate of Substitution (MRS) in Darwinian fitness holding extended fitness constant equals the MRS in preferences holding utility constant. Given such an evolutionary equilibrium, results are derived showing that the strength of tastes for discrimination depends upon the skin hue of non‐white workers. The rationale established for racial wage differentials is that where skin hue serves to indicate genetic similarity between employer and employee, wage differentials emerge that are a function of skin hue.     

Occupational wage differentials among university educated technical personnel in a developing economy

Data taken in 1970–1971 from three university-trained occupational groups (2796 engineers, 1430 economists/business-administrators, and 162 basic scientists) in São Paulo's manufacturing industries are used in a path analysis to draw interoccupational comparisons concerning the antecedents of occupational wage differentials. The worker's total hourly wage is the dependent variable. A new variable, occupational influence level, is employed as immediately antecedent to wage, as in job experience (years in the present job). Years of advanced education, age, and seniority in the firm are treated as exogenous variables. Similarities and differences among occupations are discussed. As a whole the analysis illustrates a strategy of comparative occupational analysis.     

One form of self-analysis

Beginning with Freud, psychoanalysts have discovered media through which they may achieve a self-analytic experience (for example, by use of dreams, fantasies, reveries, memories, and even visual images). Each of these media is a kind of "fiction" created by the analyst that provides an imaginative space where he or she may gain access to unconscious life. The author demonstrates how a generative self-analytic experience may be accomplished through the medium of psychoanalytic writing: a fictional autobiographical form of writing through which a self-analytic experience is created that has much in common with the analytic experience created by the analyst and analysand.     

Social comparisons and pay evaluations: Preferences for same-sex and same-job wage comparisons

This research examined women's and men's social comparison preferences when evaluating the fairness of pay. Subjects were assigned randomly to work on a job described as masculine, feminine, or sex neutral and were told that they would be paid for their work. After working on the job and privately receiving identical payment, subjects rank ordered their preference for seeing the average male, average female, and average combined-sex wage paid in each of the three jobs. Despite the availability of the combined-sex wage, subjects preferred to maximize similarity in their wage comparisons, with the majority choosing to see the pay of a same-sex and same-job group first. Regardless of the sex linkage of their job assignment, subjects selected a same-job comparison first. Sex linkage of job did affect same-sex preferences; whereas subjects in sex-appropriate and sex-neutral jobs showed a significant preference for seeing the pay of same-sex others first, subjects in sex-inappropriate jobs did not. Results also indicated that both men and women assigned to the feminine job expected somewhat less pay and thought their obtained pay was more fair than did those assigned to the masculine job. Furthermore, women thought they deserved less pay for their work than did men, regardless of their job assignment. Implications of these results for gender differences in outcome evaluations are discussed.     

One little boy

Pastoral Psychology -