國立虎尾科技大學 |

Pay Transparency and the Wage Gap : = The Effects of Pay Transparency, Gender, and Race on Job Searching and Negotiating.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	Pay Transparency and the Wage Gap :/
其他題名:	The Effects of Pay Transparency, Gender, and Race on Job Searching and Negotiating.
作者:	Scheller, Eric M.
面頁冊數:	1 online resource (143 pages)
附註:	Source: Dissertations Abstracts International, Volume: 83-04, Section: B.
Contained By:	Dissertations Abstracts International83-04B.
標題:	Behavioral psychology. -
電子資源:	click for full text (PQDT)
ISBN:	9798460455256

Pay Transparency and the Wage Gap : = The Effects of Pay Transparency, Gender, and Race on Job Searching and Negotiating.
Scheller, Eric M.

Pay Transparency and the Wage Gap :The Effects of Pay Transparency, Gender, and Race on Job Searching and Negotiating. - 1 online resource (143 pages)

Source: Dissertations Abstracts International, Volume: 83-04, Section: B.

Thesis (Ph.D.)--University of Nebraska at Omaha, 2021.

Includes bibliographical references

As diversity in the United States continues to increase, job seekers are valuing the importance that organizations place on hiring and maintaining a diverse workforce. Despite the many positive aspects of diversity in the workplace, organizations still struggle when it comes to gender and racial wage gaps. Pay transparency may help reduce these wage discrepancies by mitigating differences in job searching and negotiating behaviors, which are two contributing factors to wage gaps. Pay transparency, which refers to the availability of or open access to pay information, was manipulated using three levels of salary provision in a job advertisement to test the impacts of pay transparency, with qualifications by gender and race, on job search and negotiation outcomes. A targeted sample of 432 working adults was recruited through Prolific, an online participant recruitment tool. Results from a series of 3 (Pay Transparency: Low versus Medium versus High) X 2 (Gender: Female versus Male) X 2 (Race: Blacks versus Whites) between-subjects factorial ANOVAs showed that participants were more attracted to and more likely to apply for a job when an exact salary was provided compared to a salary range. Hypotheses related to perceived job fit, willingness to negotiate, and comfort with negotiating were not supported, nor were the hypotheses predicting interactions with gender and race. The results for this study suggest that a provision of salary information, when it is an exact salary and not simply a salary range, can increase attraction toward the job and an applicant's intent to apply, which can ultimately help companies increase their pool of motivated applicants. However, this disclosure of salary amounts may not be enough to drive an applicant's negotiation intentions. Future research should examine the influences education and job level have on the effects of pay transparency in addition to the real-world impacts of pay transparency in job advertisements and beyond.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798460455256Subjects--Topical Terms:

1179418
Behavioral psychology.
Subjects--Index Terms:

GenderIndex Terms--Genre/Form:

554714
Electronic books.

Pay Transparency and the Wage Gap : = The Effects of Pay Transparency, Gender, and Race on Job Searching and Negotiating.
LDR:03412ntm a22004097 4500 001 1148459
005 20240924101518.5
006 m o d
007 cr bn ---uuuuu
008 250605s2021 xx obm 000 0 eng d
020 $a 9798460455256
035 $a (MiAaPQ)AAI28652729
035 $a AAI28652729
040 $a MiAaPQ $b eng $c MiAaPQ $d NTU
100 1 $a Scheller, Eric M. $3 1474422
245 1 0 $a Pay Transparency and the Wage Gap : $b The Effects of Pay Transparency, Gender, and Race on Job Searching and Negotiating.
264 0 $c 2021
300 $a 1 online resource (143 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Dissertations Abstracts International, Volume: 83-04, Section: B.
500 $a Advisor: Harrison, Wayne.
502 $a Thesis (Ph.D.)--University of Nebraska at Omaha, 2021.
504 $a Includes bibliographical references
520 $a As diversity in the United States continues to increase, job seekers are valuing the importance that organizations place on hiring and maintaining a diverse workforce. Despite the many positive aspects of diversity in the workplace, organizations still struggle when it comes to gender and racial wage gaps. Pay transparency may help reduce these wage discrepancies by mitigating differences in job searching and negotiating behaviors, which are two contributing factors to wage gaps. Pay transparency, which refers to the availability of or open access to pay information, was manipulated using three levels of salary provision in a job advertisement to test the impacts of pay transparency, with qualifications by gender and race, on job search and negotiation outcomes. A targeted sample of 432 working adults was recruited through Prolific, an online participant recruitment tool. Results from a series of 3 (Pay Transparency: Low versus Medium versus High) X 2 (Gender: Female versus Male) X 2 (Race: Blacks versus Whites) between-subjects factorial ANOVAs showed that participants were more attracted to and more likely to apply for a job when an exact salary was provided compared to a salary range. Hypotheses related to perceived job fit, willingness to negotiate, and comfort with negotiating were not supported, nor were the hypotheses predicting interactions with gender and race. The results for this study suggest that a provision of salary information, when it is an exact salary and not simply a salary range, can increase attraction toward the job and an applicant's intent to apply, which can ultimately help companies increase their pool of motivated applicants. However, this disclosure of salary amounts may not be enough to drive an applicant's negotiation intentions. Future research should examine the influences education and job level have on the effects of pay transparency in addition to the real-world impacts of pay transparency in job advertisements and beyond.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2024
538 $a Mode of access: World Wide Web
650 4 $a Behavioral psychology. $3 1179418
653 $a Gender
653 $a Job search
653 $a Negotiation
653 $a Pay transparency
653 $a Race
653 $a Wage gap
655 7 $a Electronic books. $2 local $3 554714
690 $a 0703
690 $a 0624
690 $a 0384
710 2 $a University of Nebraska at Omaha. $b Psychology. $3 1194327
710 2 $a ProQuest Information and Learning Co. $3 1178819
773 0 $t Dissertations Abstracts International $g 83-04B.
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=28652729 $z click for full text (PQDT)