CRITICAL MODELING PRINCIPLES WHEN TESTING FOR GENDER EQUITY IN FACULTY SALARY

Multiple regression procedures are commonly used to investigate gender equity in faculty salary. However, a review of 19 case studies indica tes that many of them fail to (a) adequately develop a regression mode l that examines the linear and nonlinear (i.e., interactive and curvil inear) relations between predictors and the criterion and (b) appropri ately apply regression diagnostic statistics throughout salary model d evelopment. A seven-step process is presented as a comprehensive frame work for testing allegations of gender discrimination in faculty salar y. Steps include (a) identifying predictors of faculty salary, (b) ide ntifying and establishing criteria for interpreting statistical tests and diagnostic procedures, (c) determining the criterion variable used in the salary model, (d) developing a salary model, (e) testing for g ender discrimination in pay, (f) conducting diagnostic procedures to c onfirm the appropriateness of the final salary model, and (g) testing the assumptions of the regression model. An application of this model is presented using a case study (N = 725 faculty).