Gender-Related Pay Equity by State and Industry

Ronald Sowadski

doi:doi:10.11648/j.jhrm.20221001.14

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Gender-Related Pay Equity by State and Industry

Ronald Sowadski

Published in Journal of Human Resource Management (Volume 10, Issue 1)

Received: 18 February 2022 Accepted: 7 March 2022 Published: 12 March 2022

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Abstract

The purpose of this quantitative nonexperimental comparative study was to examine whether and to what extent there are differences in gender-related pay equity in the public sector, among states, and among industries in the United States. The theoretical framework for this study was provided by John S. Adams’s equity theory. The study was conducted with archival data from The American Community Survey. The analyzed dataset included 1,834 cases, with data for gender-related pay equity (measured as a percentage of females’ pay relative to males’ pay), state (51 states (including D.C.)), industry (five major industries), and subindustry (36 subindustries). District of Columbia lacked data from two subindustries. The data for the dependent variable had been aggregated from an original sample 2,145,639 survey participants. Two research questions addressed the differences in gender-related pay equity among the 51 states and among the five industries. The results of two one-way ANOVAs showed a significant difference in the gender-related pay equity among the 51 states (including D.C.), F(50, 1740) = 1.69, p = 0.019, and among the five major industries, F(4, 1735) = 17.00, p < 0.01. The study findings point to the national scope of pay equity problem, across states and across the major industries. These empirical findings provide a basis for the development of policies needed to address pay inequity, which negatively affects 74.6 million female American workers in the public sector only.

Published in	Journal of Human Resource Management (Volume 10, Issue 1)
DOI	10.11648/j.jhrm.20221001.14
Page(s)	22-29
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2022. Published by Science Publishing Group

Keywords

Pay Inequity, Pay Equity, Inequality, Wage Equity, Gender-Related Pay Equity, Gender Pay Gap

References

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[14]	Phillips, A. N. (2018). Promulgating parity: An argument for a states-based approach to valuing women's work and ensuring pay equity in the united states. Tulane Law Review, 92 (3), 719-743. https://www.tulanelawreview.org/.
[15]	Platt, J., Prins, S., Bates, L., & Keyes, K. (2016). Unequal depression for equal work? How the wage gap explains gendered disparities in mood disorders. Social Science & Medicine, 149, 1-8. https://doi.org/10.1016/j.socscimed.2015.11.056.
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Ronald Sowadski. (2022). Gender-Related Pay Equity by State and Industry. Journal of Human Resource Management, 10(1), 22-29. https://doi.org/10.11648/j.jhrm.20221001.14

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Ronald Sowadski. Gender-Related Pay Equity by State and Industry. J. Hum. Resour. Manag. 2022, 10(1), 22-29. doi: 10.11648/j.jhrm.20221001.14

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AMA Style

Ronald Sowadski. Gender-Related Pay Equity by State and Industry. J Hum Resour Manag. 2022;10(1):22-29. doi: 10.11648/j.jhrm.20221001.14

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@article{10.11648/j.jhrm.20221001.14,
  author = {Ronald Sowadski},
  title = {Gender-Related Pay Equity by State and Industry},
  journal = {Journal of Human Resource Management},
  volume = {10},
  number = {1},
  pages = {22-29},
  doi = {10.11648/j.jhrm.20221001.14},
  url = {https://doi.org/10.11648/j.jhrm.20221001.14},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20221001.14},
  abstract = {The purpose of this quantitative nonexperimental comparative study was to examine whether and to what extent there are differences in gender-related pay equity in the public sector, among states, and among industries in the United States. The theoretical framework for this study was provided by John S. Adams’s equity theory. The study was conducted with archival data from The American Community Survey. The analyzed dataset included 1,834 cases, with data for gender-related pay equity (measured as a percentage of females’ pay relative to males’ pay), state (51 states (including D.C.)), industry (five major industries), and subindustry (36 subindustries). District of Columbia lacked data from two subindustries. The data for the dependent variable had been aggregated from an original sample 2,145,639 survey participants. Two research questions addressed the differences in gender-related pay equity among the 51 states and among the five industries. The results of two one-way ANOVAs showed a significant difference in the gender-related pay equity among the 51 states (including D.C.), F(50, 1740) = 1.69, p = 0.019, and among the five major industries, F(4, 1735) = 17.00, p  The study findings point to the national scope of pay equity problem, across states and across the major industries. These empirical findings provide a basis for the development of policies needed to address pay inequity, which negatively affects 74.6 million female American workers in the public sector only.},
 year = {2022}
}

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TY  - JOUR
T1  - Gender-Related Pay Equity by State and Industry
AU  - Ronald Sowadski
Y1  - 2022/03/12
PY  - 2022
N1  - https://doi.org/10.11648/j.jhrm.20221001.14
DO  - 10.11648/j.jhrm.20221001.14
T2  - Journal of Human Resource Management
JF  - Journal of Human Resource Management
JO  - Journal of Human Resource Management
SP  - 22
EP  - 29
PB  - Science Publishing Group
SN  - 2331-0715
UR  - https://doi.org/10.11648/j.jhrm.20221001.14
AB  - The purpose of this quantitative nonexperimental comparative study was to examine whether and to what extent there are differences in gender-related pay equity in the public sector, among states, and among industries in the United States. The theoretical framework for this study was provided by John S. Adams’s equity theory. The study was conducted with archival data from The American Community Survey. The analyzed dataset included 1,834 cases, with data for gender-related pay equity (measured as a percentage of females’ pay relative to males’ pay), state (51 states (including D.C.)), industry (five major industries), and subindustry (36 subindustries). District of Columbia lacked data from two subindustries. The data for the dependent variable had been aggregated from an original sample 2,145,639 survey participants. Two research questions addressed the differences in gender-related pay equity among the 51 states and among the five industries. The results of two one-way ANOVAs showed a significant difference in the gender-related pay equity among the 51 states (including D.C.), F(50, 1740) = 1.69, p = 0.019, and among the five major industries, F(4, 1735) = 17.00, p  The study findings point to the national scope of pay equity problem, across states and across the major industries. These empirical findings provide a basis for the development of policies needed to address pay inequity, which negatively affects 74.6 million female American workers in the public sector only.
VL  - 10
IS  - 1
ER  -

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Author Information

Ronald Sowadski

College of Doctoral Studies, Grand Canyon University, Arizona, the United States

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APA Style

Ronald Sowadski. (2022). Gender-Related Pay Equity by State and Industry. Journal of Human Resource Management, 10(1), 22-29. https://doi.org/10.11648/j.jhrm.20221001.14

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ACS Style

Ronald Sowadski. Gender-Related Pay Equity by State and Industry. J. Hum. Resour. Manag. 2022, 10(1), 22-29. doi: 10.11648/j.jhrm.20221001.14

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AMA Style

Ronald Sowadski. Gender-Related Pay Equity by State and Industry. J Hum Resour Manag. 2022;10(1):22-29. doi: 10.11648/j.jhrm.20221001.14

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@article{10.11648/j.jhrm.20221001.14,
  author = {Ronald Sowadski},
  title = {Gender-Related Pay Equity by State and Industry},
  journal = {Journal of Human Resource Management},
  volume = {10},
  number = {1},
  pages = {22-29},
  doi = {10.11648/j.jhrm.20221001.14},
  url = {https://doi.org/10.11648/j.jhrm.20221001.14},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20221001.14},
  abstract = {The purpose of this quantitative nonexperimental comparative study was to examine whether and to what extent there are differences in gender-related pay equity in the public sector, among states, and among industries in the United States. The theoretical framework for this study was provided by John S. Adams’s equity theory. The study was conducted with archival data from The American Community Survey. The analyzed dataset included 1,834 cases, with data for gender-related pay equity (measured as a percentage of females’ pay relative to males’ pay), state (51 states (including D.C.)), industry (five major industries), and subindustry (36 subindustries). District of Columbia lacked data from two subindustries. The data for the dependent variable had been aggregated from an original sample 2,145,639 survey participants. Two research questions addressed the differences in gender-related pay equity among the 51 states and among the five industries. The results of two one-way ANOVAs showed a significant difference in the gender-related pay equity among the 51 states (including D.C.), F(50, 1740) = 1.69, p = 0.019, and among the five major industries, F(4, 1735) = 17.00, p  The study findings point to the national scope of pay equity problem, across states and across the major industries. These empirical findings provide a basis for the development of policies needed to address pay inequity, which negatively affects 74.6 million female American workers in the public sector only.},
 year = {2022}
}

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TY  - JOUR
T1  - Gender-Related Pay Equity by State and Industry
AU  - Ronald Sowadski
Y1  - 2022/03/12
PY  - 2022
N1  - https://doi.org/10.11648/j.jhrm.20221001.14
DO  - 10.11648/j.jhrm.20221001.14
T2  - Journal of Human Resource Management
JF  - Journal of Human Resource Management
JO  - Journal of Human Resource Management
SP  - 22
EP  - 29
PB  - Science Publishing Group
SN  - 2331-0715
UR  - https://doi.org/10.11648/j.jhrm.20221001.14
AB  - The purpose of this quantitative nonexperimental comparative study was to examine whether and to what extent there are differences in gender-related pay equity in the public sector, among states, and among industries in the United States. The theoretical framework for this study was provided by John S. Adams’s equity theory. The study was conducted with archival data from The American Community Survey. The analyzed dataset included 1,834 cases, with data for gender-related pay equity (measured as a percentage of females’ pay relative to males’ pay), state (51 states (including D.C.)), industry (five major industries), and subindustry (36 subindustries). District of Columbia lacked data from two subindustries. The data for the dependent variable had been aggregated from an original sample 2,145,639 survey participants. Two research questions addressed the differences in gender-related pay equity among the 51 states and among the five industries. The results of two one-way ANOVAs showed a significant difference in the gender-related pay equity among the 51 states (including D.C.), F(50, 1740) = 1.69, p = 0.019, and among the five major industries, F(4, 1735) = 17.00, p  The study findings point to the national scope of pay equity problem, across states and across the major industries. These empirical findings provide a basis for the development of policies needed to address pay inequity, which negatively affects 74.6 million female American workers in the public sector only.
VL  - 10
IS  - 1
ER  -

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