A Doctor’s Worth
Bonus Criteria and the Gender Pay Gap among American Physicians
Datos Bibliográficos
| ID | 13089263 |
|---|---|
| Autores | Louise Marie Roth (0000-0002-6279-9714, University of Arizona, autor de correspondencia) |
| Año | 2015 |
| Volumen | 3 |
| Número | 1 |
| Páginas | 3-23 |
| Fecha de publicación | 2015-09-14 |
| Peer Reviewed | Sí |
| Open Access | Sí |
| Tipo | ARTICLE |
| Revista | Social Currents (JOURNAL) |
| Identificadores de la revista | ISSN: 2329-4965 • E-ISSN: 2329-4973 |
| Editorial | SAGE Publishing (PUBLISHER • US) |
| DOI | 10.1177/2329496515603728 |
| OpenAlex | W2173287784 |
| Idioma | EN |
| Citas recibidas | 5 |
| Referencias citadas | 71 |
Pay-for-performance (P4P) programs, based on productivity, patient satisfaction, quality of care, efficiency profiling, or unspecified criteria have become popular in American medicine. Theoretically, such programs hold the potential to narrow the gender pay gap among physicians by employing what are arguably neutral, meritocratic criteria. Such criteria are often unspecified in prior analyses but in reality may include a host of indicators, including objective features of performance, dimensions that entail a high degree of discretion, and gendered aspects, such as masculine competence (i.e., intelligence, confidence, efficiency, and decisiveness) or feminine warmth (i.e., kindness, trustworthiness, sympathy, and selflessness). Using data from four waves of the Community Tracking Study (CTS) Physician Surveys, I analyze the effects of such unique P4P criteria on the gender pay gaps among physicians. Most notable among findings is more pronounced gender inequality when criteria are unspecified as opposed to being based on productivity. No effect is found when P4P centers on warmer patient satisfaction criteria. I conclude by discussing how and why P4P schemes may reduce but also exacerbate gender inequalities in pay
Competence (human resources · Discretion · Economics · Gender pay gap · Inefficiency · Inequality · Kindness · Labour economics · Meritocracy · Microeconomics · Political science · Sympathy · Wage · Diversity and Career in Medicine · Healthcare Policy and Management · Law · Primary Care and Health Outcomes · Psychology · Social Psychology
When Does Gender Matter?
Inventing Equal Opportunity
Gender in medical encounters
Clinical Practice Guidelines and Quality of Care for Older Patients With Multiple Comorbid Diseases
Universal dimensions of social cognition
Standards and Expectancies
Description and Prescription
Warmth and Competence as Universal Dimensions of Social Perception
The Impact of Accountability on Judgment and Choice
Framed by Gender
Constructed Criteria
Economic Profiling of Physician Specialists
Performance Evaluations as Gender Barriers in Professional Organizations
What mediates gender bias in work behavior ratings
Reducing the Effects of Gender Stereotypes on Performance Evaluations
Double Standards in Just Earnings for Male and Female Workers
Double Standards in the Evaluation of Men and Women
Minimizing Workplace Gender and Racial Bias
Beliefs About Inequality
The Content of Our Categories
Us and them
The Cost of Caring
Satisfaction, Gender, and Communication in Medical Visits
On the Nature of Prejudice
Stereotyping based on apparently individuating information
The Proximate Causes of Employment Discrimination
Moral credentials and the expression of prejudice
A model of (often mixed) stereotype content
Who women are, who women should be
When do stereotypes come to mind and when do they color judgment? A goal-based theoretical framework for stereotype activation and application
How You Downsize Is Who You Downsize
Gender Earnings Differentials in Total Pay, Base Pay, and Contingent Pay
Rage against the Iron Cage
Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies
Accounting for the effects of accountability
Selling Women Short
Do "High-Performance" Work Practices Improve Establishment-Level Outcomes
The Gendered Valuation of Occupations and Skills
When the Doctor Is a 'Lady
Unfair Tournaments
Performance-Support Bias and the Gender Pay Gap among Stockbrokers
Social Construction of Skill
When Does Gender Matter
Methodological Considerations in Estimating the Gender Pay Gap for Employed Professionals
Double Standards for Competence
Construction of Status and Referential Structures
Gender, Race, and Meritocracy in Organizational Careers
Equal Opportunity Law and the Construction of Internal Labor Markets
| Obras citantes distintas | 5 |
|---|---|
| Citas por año | 0,5 |
| Intervalo de citas | 2016 - 2021 (6) |
| Velocidad de citación | historical |
| Altamente citado | No |
| Tipos de cita | Neutras: 5 |