Hostname: page-component-cd9895bd7-fscjk Total loading time: 0 Render date: 2024-12-27T12:19:45.662Z Has data issue: false hasContentIssue false
  • English
  • Français

In analyses of the gender pay gap, job analysis, and O*NET don’t get a lot of respect, but they should

Published online by Cambridge University Press:  29 March 2022

Jeffrey M. Conte ,
Jessica L. Robison  and
Andrew J. Tricarico
Jeffrey M. Conte*
Affiliation:
Department of Psychology, San Diego State University
Jessica L. Robison
Affiliation:
Department of Psychology, San Diego State University
Andrew J. Tricarico
Affiliation:
Department of Psychology, San Diego State University
*
*Corresponding author. Email: jeff.conte@sdsu.edu
Get access Rights & Permissions [Opens in a new window]

Abstract

An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 15 , Issue 1 , March 2022 , pp. 46 - 50
Copyright
© The Author(s), 2022. Published by Cambridge University Press on behalf of the Society for Industrial and Organizational Psychology

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Alksnis, C., Desmarais, S., & Curtis, J. (2008). Workforce segregation and the gender wage gap: Is “women’s” work valued as highly as “men’s”? Journal of Applied Social Psychology, 38(6), 1416–1441.CrossRefGoogle Scholar
Auspurg, K., Hinz, T., & Sauer, C. (2017). Why should women get less? Evidence on the gender pay gap from multifactorial survey experiments. American Sociological Review, 82(1), 179–211.CrossRefGoogle Scholar
Bureau of Labor Statistics. (2020). Occupational outlook handbook, U.S. Department of Labor. https://www.bls.gov/ooh/occupation-finder.htm Google Scholar
Cunningham, J. W. (1989, August 10–13). Discussion. In R. J. Harvey (Chair). Applied measurement issues in job analysis [Symposium] Annual Meeting of the American Psychological Association, New Orleans, LA.Google Scholar
Hirsch, B. T., & Schumacher, E. J. (2012). Underpaid or overpaid? Wage analysis for nurses using job and worker attributes. Southern Economic Journal, 78(4), 1096–1119.CrossRefGoogle Scholar
Joshi, A., Son, J., & Roh, H. (2015). When can women close the gap? A meta-analytic test of sex differences in performance and rewards. Academy of Management Journal, 58(5), 1516–1545.CrossRefGoogle Scholar
Judge, T. A., & Livingston, B. A. (2008). Is the gap more than gender? A longitudinal analysis of gender, gender role orientation, and earnings. Journal of Applied Psychology, 93(5), 994–1012.CrossRefGoogle Scholar
LaPolice, C. C., Carter, G. W., & Johnson, J. W. (2008). Linking O*NET descriptors to occupational literacy requirements using job component validation. Personnel Psychology, 61(2), 405–441.CrossRefGoogle Scholar
Peterson, N. G., Borman, W. C., Hanson, M. A., & Kubisiak, U. C. (1999). Summary of results, implications for O*NET applications, and future directions. In Peterson, N. G., Mumford, M. D., Borman, W. C., Jeanneret, P. R., & Fleishman, E. A. (Eds.), An occupational information system for the 21st century: The development of O*NET (pp. 289–295). American Psychological Association. https://doi.org/10.1037/10313-019 CrossRefGoogle Scholar
Peterson, N. G., Mumford, M. D., Borman, W. C., Jeanneret, P. R., Fleishman, E. A., Levin, K. Y., Campion, M. A., Mayfield, M. S., Morgeson, F. P., Pearlman, K., & Gowing, M. K. (2001). Understanding work using the Occupational Information Network (O*NET): Implications for practice and research. Personnel Psychology, 54(2), 451–492.CrossRefGoogle Scholar
Strah, N., Rupp, D. E., & Morris, S. (2021). Job analysis and job classification for addressing pay inequality: Adjusting our methods within a shifting legal landscape. Industrial and Organizational Psychology: Perspectives on Science and Practice, 15(1), 1–45.Google Scholar