Bitte verwenden Sie diesen Link, um diese Publikation zu zitieren, oder auf sie als Internetquelle zu verweisen: https://hdl.handle.net/11159/692714
Titel des Buchs: 
Talent Management in Higher Education
ISBN: 
978-1-80262-685-8
Dokumentart: 
Book Part
Erscheinungsort und Verlagsname: 
Emerald Publishing Limited
Erscheinungsjahr: 
2024
Open Content License: 
cc-by Logo
Zusammenfassung: 
Little research is devoted to how salary allocation processes interfere with gender inequality in talent development in universities. Administrative data from a university indicated a substantial salary gap between men and women academics, which partially could be explained by the unequal distribution of men and women in the academic job levels after acquiring a PhD, from lecturer to full professor, with men being overrepresented in the higher job levels, as well as in the more senior positions within each job level. We demonstrated how a lack of transparency, consistency and accountability can disqualify apparent fair, merit-based salary decisions and result in biased gender differences in job and salary levels. This chapter reflects on how salary decisions matter for the recognition of talent and should be an integral part of talent management.
Persistent Identifier der Erstveröffentlichung: 
Sprache: 
Englisch (eng)
Quellenangabe: 
In: Talent Management in Higher Education (2024). Emerald Publishing Limited, S. 137 - 159.
https://doi.org/10.1108/978-1-80262-685-820241008.
doi:10.1108/978-1-80262-685-820241008.

Datei(en):
Datei
Größe

Publikationen in Digitales Archiv sind urheberrechtlich geschützt – Nutzungsbedingungen.