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OCR for page 247
Biographical Sketches of Contributors
RALPH A. ALEXANDER is a professor of
psychology at The University of Akron, where
he has been a member of the faculty since
1973. He received his Ph. D. in industrial/
organizational psychology at the University
of Rochester. His research interests include
applied statistics, cognition, and personnel
psychology with a particular emphasis on
equal opportunity employment ant! the at-
titudes, values, and perceptions of individ-
uals in work settings.
ROSLYN K. ANSTIE is a research fellow
in the Center of Policy Studies at Monash
University, Melbourne, Australia. She pre-
viously worked at the Australian National
University, where she undertook research
in applied labor economics. She received a
B. Ec. from the Australian National Uni-
versity. She is the coauthor of several papers
on women's pay in Australia and the eco-
nomics of immigration and child care.
JAMES N. BARON is associate professor
of organizational behavior in the Graduate
School of Business at Stanford University,
and has a courtesy appointment in the De-
partment of Sociology. During 1988-1989,
247
he is a fellow at the Center for Advanced
Study in the Behavioral Sciences. He holds
a Ph. D. in sociology from the University of
California, Santa Barbara. His research fo-
cuses on the organization of work, the causes
and consequences of inequality in organi-
zations (particularly by sex), and changes in
employment relations anal personnel poli-
c~es.
GERALD V. BARRETT has been professor
and hea(l of the Department of Psychology
at The University of Akron since 1973. He
received his Ph. D. in industrial psychology
from Case Western Reserve University and
his I.D. from The University of Akron,
School of Law. He was director of the
Human Factors Laboratory for Goodyear
Aerospace Corporation for five years and
then became professor of psychology and
management at the University of Rochester.
His recent research is concerned with the
interface between personnel psychology anal
employment law. He is both a licensecl
psychologist and an attorney in the state of
Ohio.
ANNE DALY is a Ph. D. candidate in eco-
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248
nomics at the Australian National Univer-
sity. She received her M.A. in economics
from Melbourne University. Her research
focuses on the male-female wage differential
and on labor procluctivity, particularly on
cross-country comparisons and the effect of
education.
DENNIS DOVERSPIKE is an assistant pro-
fessor of psychology at The University of
Akron. He received his Ph. D. in industrial/
organizational psychology in 1983 from The
University of Akron. His research interests
include personnel psychology, job evalua-
tion and comparable worth, and employ-
ment problems of minority groups.
RONALD G. EHRENBERG is Irving M.
Ives Professor of Industrial and Labor Re-
lations and Economics at Cornell University
and a research associate at the National
Bureau of Economic Research. He holds a
Ph.D. from Northwestern University. His
research focuses on public sector labor mar-
kets, wage determination in regulated in-
dustries, the evaluation of labor market pro-
grams and legislation, resource allocation
issues in education, and analyses of com-
pensation policies. He is the author of three
studies on comparable worth.
SARA M. EVANS is professor of history at
the University of Minnesota and director of
the Center for Advanced Feminist Studies.
She holds a Ph.D. from the University of
North Carolina at Chapel Hill. She is the
coauthor (with Barbara Nelson) of Wage
Justice: Comparable Worth and the Paradox
of Technocratic Reform.
RANDALL K. FILER is an associate pro-
fessor of economics at Hunter College and
the Graduate Center of the City University
of New York. He previously taught for eight
years at Brandeis University. He received
his Ph. D. in economics from Princeton Uni-
versity. His research focuses on wages, em-
BIOGRAPHICAL SKETCHES OF CONTRIBUTORS
ployment, discrimination, and financial
markets.
BARRY A. GERHART is an assistant pro-
fessor of inclustrial and labor relations at
the Center for Advanced Human Resource
Studies, New York State School of Industrial
and Labor Relations, at Cornell University.
He receiver] his Ph. D. in industrial relations
(personnel and organizational behavior) from
the University of Wisconsin, Madison. His
research focuses on firms' compensation
practices, job' design, and the application
of computer technology to decision making.
ROBERT G. GREGORY is professor of
economics and director of the Centre for
Economic Policy Research at the Research
School of Social Sciences of the Australian
National University. He received a Ph.D.
in economics from the London School of
Economics. He has written extensively on
labor market issues, including comparable
worth.
HEIDI I. HARTMANN is director of the
Washington-basecT Institute for Women's
Policy Research. During 198~1987 she heal
an American Statistical Association fellow-
ship at the Census Bureau, and for eight
years prior to that she was a staff member
of the National Research Council/National
Academy of Sciences, where she contrib-
uted to many reports on women's employ-
ment issues, inclu(ling the 1981 report on
pay equity, Women, Work, and Wages:
Equal Pay for~obs of Equal Value. She has
a Ph. D. in economics from Yale University.
VIVIAN HO is a Ph.D. candidate in eco-
nomics at Stanford University. She received
her B.A. in economics from Harvard Uni-
versity, where she wrote her senior honors
thesis on equal pay and comparable worth
for women in the United States and Aus-
tralia. She also holds a Graduate Diploma
in economics from the Australian National
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BIOGRAPHICAL SKETCHES OF CONTRIBUTORS
University, where she did research on labor
issues.
I. PETER MATTILA is professor of eco-
nomics and acting director of the Industrial
Relations Center at Iowa State University.
He was previously a faculty member at The
Ohio State University. He holds a Ph.D.
in economics from the University of Wis-
consin, Madison. His research interests have
includes] race and sex pay differentials, oc-
cupational choice, school enrollment, min-
imum wages, the GI bill, and labor market
patterns of youths and low-wage workers.
He is currently involved in research (with
Peter Orazem) on measurement error in
comparable worth and the impact of com-
parable worth on employment and earnings.
ROBERT T. MICHAEL is director of the
National Opinion Research Center (NORC),
a social science research center affiliated
with the University of Chicago, and Eliakim
Hastings Moore Distinguished Service Pro-
fessor of Education, the College, and the
Graduate School of Public Policy Studies at
the University of Chicago. An economist,
his research interests are in the area of the
family, demography, and the economics of
consumption and labor. He has held faculty
positions at UCLA and Stanford, and was
the director of the Palo Alto Office of the
National Bureau of Economic Research from
1978 to 1980. He holds a B.A. degree from
Ohio Wesleyan and a Ph.D. degree from
Columbia University.
GEORGE T. MILKOVICH is professor of
human resources at the Center for Acivance(1
Human Resource Studies, New York State
School of Industrial and Labor Relations,
at Cornell University. He holds a Ph. D. in
industrial relations from the University of
Minnesota. He has published extensively
in the areas of compensation, pay discrim-
ination, and other human resource policies
and issues; he has also advised numerous
corporations, government agencies, and
consulting firms on matters related to com-
249
pensation and human resource manage-
ment.
BRIGID O'FARRELL is study director of
the Committee on Women's Employment
and Related Social Issues, the Pane] on
Employer Policies and Working Families,
and the Pane} on Pay Equity Research at
the National Research Council. She holds
an Ed. M. in social policy from Harvard
University. Her research has focused on the
implementation of child care, eclucational
equity, an(l equal employment opportunity
policy, particularly for women in blue-collar
and clerical occupations.
ALICE NAKAMURA is a professor of busi-
ness at the University of Alberta. She re-
ceived her Ph.D. in economics from The
[ohns Hopkins University. Her research
focuses on the work behavior of women.
She is the coauthor (with Masao Nakamura)
of The Second Paycheck, an econometric
analysis of employment, hours of work, and
wage experience of women.
MASAO NAKAMURA is a professor of busi-
ness at the University of Alberta. He hoIcis
a Ph.D. in operations research from The
Johns Hopkins University. His research fo-
cuses on the work behavior of women. He
is the coauthor (with Alice Nakamura) of
The Second Paycheck, an econometric anal-
ysis of employment, hours of work, and
wage experience of women.
BARBARA I. NELSON is a professor of
public affairs and planning at the University
of Minnesota an(l codirector of the Center
on Women and Public Policy. She received
her Ph.D. from The Ohio State University.
She is the coauthor (with Sara Evans) of
Wage Justice: Comparable Worth and the
Paradox of Technocratic Reform.
ANDREW E. NEWMAN is a Ph.D. can-
didate in sociology at Stanford University.
Prior to pursuing his graduate (legrees, he
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250
worked in corporate human resources and
labor relations management, including af-
firmative action and equal employment ad-
ministration. His other research interests
include the political economy of government
bureaucracy and the evolution and insti-
tutionalization of state-society relations.
PETER F. ORAZEM is an associate pro-
fessor of economics at Iowa State University.
He hoists a Ph.D. in economics from Yale
University. His research interests include
work on occupational choice, measurement
of wage discrimination, demancl for school-
ing, market impacts of measurement error
in government forecasts, and various topics
in agricultural economics.
TOBY L. PARCEL is associate professor
of sociology at The Ohio State University.
She holds a Ph.D. in sociology from the
University of Washington. Her research fo-
cuses on economic segmentation, especially
studies of labor market/segment structures
and their effects on the economic outcomes
of individuals. Her current research is on
the effects of technology ant] technological
change on work organization and workers'
outcomes, and on the effects of maternal
working conditions and child-care arrange-
ments on child development.
JEAN ROSS is assistant director of research
for the Service Employees International
Union (SEIU), AFL-CIO, where she co-
ordinates the union's research and policy
efforts in the area of pay equity. She holds
a master's in city planning from the Uni-
versity of California, Berkeley. Her research
concentrates on issues relating to public and
service sector employees, including the role
of state and local government in the pro-
vision of public services, funding for public
services, and women's employment issues.
As SEIU's representative on the Board of
Directors of the National Committee on Pay
Equity, she chairs the committee's Research
Task Force.
BIOGRAPHICAL SKETCHES OF CONTRIBUTORS
JAMES P. SMITH is an economist, holds
the Rand Corporation Chair in Labor Mar-
kets and Demographic Studies, and is di-
rector of Rand's Labor and Population Stud-
ies Program. He received his Ph.D. from
the University of Chicago. He has published
extensively on a range of topics, including
the determinants of women's wages and
their labor supply. He has recently com-
pleted a major project that investigate(1 the
determinants of the growth in the female
work force and the apparent stability in
women s wages.
ELAINE SORENSEN is an assistant pro-
fessor of economics at the University of
Massachusetts, Amherst, and a research as-
sociate at The Urban Institute. She received
her Ph. D. in economics from the University
of California, Berkeley. She has consi(ler-
able expertise in the fields of women in the
labor force, wage determination, cliscrimi-
nation theory, and occupational segregation.
LINDA MEZYDLO SUBICH is an associate
professor of psychology at The University
of Akron. She receive(1 her Ph.D. in coun-
seling psychology from The Ohio State Uni-
versity. Her research and teaching interests
have centered on occupational behavior,
especially women's occupational behavior.
CHRISTOPHER WINSHIP is chair of the
Department of Sociology at Northwestern
University, where he is also a professor in
the (lepartments of Statistics and Econom-
ics. He is a research associate at the Center
for Urban Affairs and Policy Research at
Northwestern University and at the Eco-
nomics Research Center-National Opinion
Research Center (NORC), University of
Chicago. He hoIcls a Ph. D. in sociology
from Harvard University. His current re-
search is on the effects of black male and
female employment on black marriage rates
an(1 the effect of black female employment
on out-of-wecllock fertility.
Representative terms from entire chapter:
labor relations
