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

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Pay Transparency and the Wage Gap :/
Reminder of title:	The Effects of Pay Transparency, Gender, and Race on Job Searching and Negotiating.
Author:	Scheller, Eric M.
Description:	1 online resource (143 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 83-04, Section: B.
Contained By:	Dissertations Abstracts International83-04B.
Subject:	Behavioral psychology. -
Online resource:	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.
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