000			01952naa a2200205uu 4500
001			0051409313037
003			OSt
005			20190211171546.0
008			100514s2003 xx ||||gr |0|| 0 eng d
100	1		_aMANO-NEGRIN, Rita _921335
245	1	0	_aPerformance and equality in public setor wages
260			_aNew York : _bMarcel Dekker, _c2003
520	3		_aThe present paper describes how democratic values—reflected by work equality values—paired with the organizational performance characteristics—defined by the height of organizational inputs and outputs—affect gender differences in wages. It is suggested here that despite the democratic conception of the public sector's equal employment opportunities, variations in the organizational performance of 83 local authorities account for gender differences in wages. The study assumes that organizational inputs (type and level of resources) and outputs (type and level of provided services) generate gender differences in individual earnings, when controlling for human capital factors. The results show that variations in organizational performance affect women's but not men's wages. However, the effect of individual level (demographic, human capital and employment) characteristics, reflecting the meritocracy-based and democratic nature of public sector employment rather than the level of organizational performance explains most of the variance in gender differences in wages. These results point to the slow shift from the principle of administrative values of democracy and equality to the adoption of performance-related mechanisms in the determination of public sector wages.
590			_aVolume 26
590			_aNumbers 8-9
773	0	8	_tInternational Journal of Public Administration - IJPA _g26, 8-9, p. 965-984 _dNew York : Marcel Dekker, 2003 _xISSN 01900692 _w
942			_cS
998			_a20100514 _b0931^b _cDaiane
998			_a20100723 _b1525^b _cDaiane
999			_aConvertido do Formato PHL _bPHL2MARC21 1.1 _c33105 _d33105
041			_aeng