Gender Differences in Pay of Young Management Professionals in the United States: A Comprehensive View

We conduct a comprehensive examination of the gender differences in pay focusing on multiple perspectives emanating from economics, social psychology, and gender studies. Data are drawn from surveys of MBA students conducted by the Graduate Management Admissions Council. Although women in both samples earn significantly less on average than men, when the effects of the study’s variables are considered via multiple regression analysis, no significant difference in annual salary is observed. Our results show the importance of simultaneously considering the impact of human capital, job and firm characteristics, demographics, and cognitive skills. Structural differences are noted in the models estimated separately for men and women. However, the results from decomposing salary differentials are quite consistent with estimates from the single-equation models

Gender Composition of Occupations and Earnings: Why Enter a Female Dominated Occupation?

Given the inverse relationship between the proportion of females employed in an occupation and earnings, why enter a female-dominated occupation? It has been argued that an individual’s total compensation from work is a combination of wage compensation plus non-pecuniary compensation associated with job characteristics, and when choosing an occupation, one selects the utility-maximizing combination of wages and job characteristics. Our findings support the theory that employee and job characteristics are rewarded differently in non-female dominated (NFD) and female dominated (FD) occupations, and that people choose occupations that reward their attributes more or penalize them less. Comparison of the variables significantly related to salary among FD occupations, NFD occupations and the full sample reveals that 9 of 13 variables significantly related to salary among NFD occupations are also significantly related to salary, with the same sign, among the full sample. However, none of these 13 variables is related to salary among FD occupations. This suggests that an individual’s labor force attributes are rewarded differently in FD occupations compared to NFD occupations and therefore any individual with a particular set of attributes can expect to be rewarded differently in a NFD occupation than in a FD occupation

Managerial Discretion in the Use Of Self-Ratings in an Appraisal System: The Antecedents And Consequences

Self-evaluations of performance have elicited the interests of researchers over the last four decades. Supporters attest to the importance of employee involvement in the appraisal process while detractors raise issues concerning leniency, validity and purpose. This study examines the circumstances under which superiors have discretion to ask subordinates to self-evaluate their performance in an ongoing appraisal system. Three primary issues are investigated: the conditions under which superiors requested subordinates to self-evaluate, the relationship between opportunity to self-evaluate and the type of post-appraisal interview that was conducted, and the impact of self-ratings on performance appraisal outcomes. Three hundred twenty-six subordinates responded to questions about the performance appraisal process. Results showed leader-subordinate relationships were strong predictors of opportunity to self-rate. Self-ratings were strongly related to type of interview conducted and had an impact on perceived fairness of ratings. While criticism of self-ratings exists, our findings indicate that voluntary self-ratings, focusing on performance development, have a positive impact on the appraisal process

Simulating Infinite Vortex Lattices in Superfluids

We present an efficient framework to numerically treat infinite periodic vortex lattices in rotating superfluids described by the Gross-Pitaevskii theory. The commonly used split-step Fourier (SSF) spectral methods are inapplicable to such systems as the standard Fourier transform does not respect the boundary conditions mandated by the magnetic translation group. We present a generalisation of the SSF method which incorporates the correct boundary conditions by employing the so-called magnetic Fourier transform. We test the method and show that it reduces to known results in the lowest-Landau-level regime. While we focus on rotating scalar superfluids for simplicity, the framework can be naturally extended to treat multicomponent systems and systems under more general `synthetic' gauge fields.Comment: 17 pages, 2 figure

Large-scale simulation of steady and time-dependent active suspensions with the force-coupling method

We present a new development of the force-coupling method (FCM) to address the accurate simulation of a large number of interacting micro-swimmers. Our approach is based on the squirmer model, which we adapt to the FCM framework, resulting in a method that is suitable for simulating semi-dilute squirmer suspensions. Other effects, such as steric interactions, are considered with our model. We test our method by comparing the velocity field around a single squirmer and the pairwise interactions between two squirmers with exact solutions to the Stokes equations and results given by other numerical methods. We also illustrate our method's ability to describe spheroidal swimmer shapes and biologically-relevant time-dependent swimming gaits. We detail the numerical algorithm used to compute the hydrodynamic coupling between a large collection ($10^4-10 ^5$) of micro-swimmers. Using this methodology, we investigate the emergence of polar order in a suspension of squirmers and show that for large domains, both the steady-state polar order parameter and the growth rate of instability are independent of system size. These results demonstrate the effectiveness of our approach to achieve near continuum-level results, allowing for better comparison with experimental measurements while complementing and informing continuum models.Comment: 37 pages, 21 figure