Thesis (Ph. D.)--University of Texas at Austin, 2001. / Vita. Includes bibliographical references. Available also from UMI Company.

The New Earnings Survey Panel Dataset is one of the largest datasets of its kind in the world. Its size and confidentiality restrictions present considerable difficulties for analysis using standard econometric packages. This thesis presents a number of methods for accessing the information held within the panel relatively efficiently, based upon the use of cross-product matrices and on data compression techniques. These methods allow, for the first time, the panel aspect of the dataset to be used in analysis. The techniques described here are then employed to produce an overview of changes in the UK labour market from 1975 to 1990 and detailed estimates of male and female earnings over a fourteen year period. These are the first panel estimates on the dataset, and they indicate the importance of allowing the parameters of any labour market model to vary over time. This is significant as panel estimators typically impose structural stability on the coefficients. A comparison of cross-section and panel estimates of earnings functions for males indicate that the allowance for individual heterogeneity also has a notable effect on the estimates produced, implying simple cross-sections may be significantly biased. Some preliminary estimates of the male-female wage gap indicate that variation over time has an important part to play in accounting for the differences in wages, and that "snapshot" studies may not capture dynamic changes in the labour market. Individual differences also playa significant role in the explanation of the wage gap.

Thesis (M.A.)--Carleton University, 1992. / Also available in electronic format on the Internet.

M.Comm. (Economics) / Gender wage inequality in South Africa from 2001 to 2010 is investigated in this dissertation. This is done through the decomposition of the gender wage gap and quantile regression. It is shown that the gender wage gap in South Africa is highest both at lower and higher parts of the wage distribution. Moreover, the gender wage gaps at the 50th and 75th quantiles are either not statistically significant or they are in favour of women. It is shown that the gender wage gap is largely driven by the size of the coefficients component, even in the face of a positive characteristics component indicating that there is a level of discrimination along the wage distribution. In the assessment of the gender wage gap between black females and white males, it is shown that the gender wage gap is always in favour of white males. However, since it is lowest at higher points of the wage distribution, the conclusion is that black women at lower points of the wage distribution face the most adverse effects of the intersection of race and gender in terms of the gender wage gap. Moreover, black women at higher points of the wage distribution have been the most likely beneficiaries of the employment equity policies.

This thesis examines the wage gap among married and never married men. It is generally accepted that married men will have higher earnings than never married men. An income determination model was created to control for individual, structural, and gender level components. Theories were utilized for each model segment and provide a foundation from which this thesis builds upon. Through univariate, bivariate, and multivariate statistical analysis it was found that net of other factors married men will earn $3,186.00 more per year than never married men. The findings of this thesis provide support for other literature examining the wage gap between married and never married men, commonly referred to as the "marriage premium". / Thesis (M.A.)--Wichita State University, Dept. of Sociology. / "May 2006." / Includes bibliographic references (leaves 33-37).

¡@¡@The main purpose of this research is to understand what factors will affect the engineer work attitude. I focus on the issue of engineer¡¦s organizational commitment, job satisfaction, and turnover intention with pay satisfaction and pay equity. Through this research we can know below results: I. Engineer¡¦s pay satisfaction affects his work attitude. 1. There is a significant positive relation between the benefit of pay satisfaction and the continual organizational commitment. 2. There is a significant positive relation at the pay structure and administration and the benefit and job satisfaction. 3. There is a significant negative relation at the pay structure and administration and the benefit and turnover intention. II. Engineer¡¦s pay equity affects his work attitude. 1. There is a significant positive relation between the communication of pay procedure equity and the organizational commitment. 2. There is a significant positive relation at the external and internal distributive equity and job satisfaction. 3. There is a significant negative relation at the external and individual distributive equity and turnover intention.

Thesis (MEd)--University of South Australia, 1997

Thesis (M.A.)--University of Texas at Arlington, 2007. / Includes bibliographical references (leaves 70-73).

Thesis (Ph. D.)--Carleton University, 2002. / Includes bibliographical references (p. 315-354). Also available in electronic format on the Internet.

Thesis (M.S.)--University of Wyoming, 2010. / Title from PDF title page (viewed on July 22, 2010). Includes bibliographical references (p. 34-35).