System governing boards fulfill roles as both regulators and protectors for their multiple constituent campuses. While centralized control provides many benefits to institutional members, such advantages are also be accompanied by limitations upon campuses to pursue expanded missions, fully compete, and spend according to individual rather than…

Widespread attention to college tuition and student loan debt has resulted in increasing scrutiny of high levels of compensation for college and university administrators. Prior research has sought to identify a "pay for performance" relationship in executive compensation, but discovered no clear link between presidential salaries and…

Executive evaluation and compensation are central to organizational accountability and governance. Driven by increasing public demand on justifications and accountability for substantial salary increases for public university presidents, this paper is intended to shed light on the linkage between performance and executive compensation in public…

Through the lens of the emerging economic theory of higher education, we look at the relationship between salary and prestige. Starting from the premise that academic institutions seek to maximize prestige, we hypothesize that monetary rewards are higher for faculty activities that confer prestige. We use data from the 1999 National Study of…

Examined the mix of first-year earnings and college-related indebtedness in the context of institutional quality, academic performance, and major, using a multilevel earnings model that incorporated demographic, family background, education, and labor market variables. Findings suggest distinct patterns in graduates' earnings and debt-to-earnings…

A salary-growth model is described that includes the nature of the salary dependence on experience for various levels of performance of faculty members in a subset having the same level of education and the same marketability of their specialities. (Author/MLW)

Presents a merit pay allocation model based on the principle of awarding comparable percentage salary increases to college/university faculty members with similar merit ratings. The model enables users to calculate merit pay amounts for individual faculty members in a systematic and efficient manner and can incorporate various policy directives…

A linear causal model is postulated and path analysis procedures used to examine the direct, indirect, and total influence of 39 variables (grouped into eight general measures) on the salaries of 24,461 faculty members in every discipline and type of postsecondary institution. Wide variation is shown. (Author/LBH)

In a study of the compensation of more than 600 college and university presidents, both individual and institutional characteristics were found to predict salary. The overall results are consistent with both functional theories of compensation and perspectives emphasizing the attribution of effectiveness to leaders. (MSE)

A study of University of Tennessee, Knoxville, graduates (n=828) at time of graduation and after two years found job satisfaction significantly positively correlated with ratings of the college experience. Women were less satisfied with their pay than were men but not more dissatisfied with the work or more likely to be looking for another job.…

The effect of alienation resulting from discrepancies between departmental goals and reward policies on faculty attitudes toward collective bargaining is examined, based on attitudinal data from a faculty survey and records from a large public university. Observed trends in militancy are interpreted in terms of institutional context and…

A survey of 77 institutions revealed that 15 percent paid the traditional two-ninths, or 22.2 percent, of the previous academic year's salary for full-time summer session teaching. The percentages for full-time summer session faculty ranged from 11 to 34 percent, averaging 17.4 percent. Enrollment contingencies and other factors are discussed.…

Among 50 major U.S. universities, research shows that average salaries are higher at the highly rated institutions than at the lower rated ones, with senior professors being the chief beneficiaries. Within one institution, senior professors in higher ranked departments are better paid, compared to junior colleagues, than those of lower rated…

Within 40 departments, 10 each of physics, sociology, electrical engineering, and education, faculty commitment to the institution was assessed for each career stage and level of research productivity, examining the relative power of rewards and support variables. A meaningful but differential role for rewards is found among the disciplines.…