This study advances understanding of gender pay gaps by examining organizational variation. The gender pay gap literature supplies mechanisms but does not attend to organizational variation; the gender and science literature provides insights on the role of masculinist culture in disciplines but misses pay gap mechanisms. A data set of federal workers allows comparison of men and women in the same jobs and workplaces. Agencies associated with traditionally masculine (engineering, physical sciences) and gender-neutral (biological, interdisciplinary sciences) fields differ. Pay-gap mechanisms vary: human capital differences explain a larger share in gender-neutral agencies, while at male-typed agencies men are frequently paid more than women within the same job. Although beyond the federal workers’ standardized pay scale, some interdisciplinary agencies more often pay men off grade, leading to higher earnings for men. Our theory of organizational variation helps explain local agency variation and how pay practices matter in specific organizational contexts.

中文翻译：

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美国联邦科学机构的性别薪酬差距：一种组织方法

本研究通过检查组织差异来促进对性别薪酬差距的理解。性别薪酬差距文献提供了机制，但不涉及组织差异；性别和科学文献提供了关于男性主义文化在学科中的作用的见解，但忽略了薪酬差距机制。联邦工作人员的数据集可以比较相同工作和工作场所的男性和女性。与传统男性（工程、物理科学）和性别中立（生物、跨学科科学）领域相关的机构有所不同。薪酬差距机制各不相同：人力资本差异解释了在性别中立的机构中所占比例更大的原因，而在男性类型的机构中，男性在同一工作中的薪酬往往高于女性。尽管超出了联邦工作人员的标准化工资标准，一些跨学科机构更多地向男性支付低年级工资，从而导致男性收入更高。我们的组织变异理论有助于解释当地机构的变异以及薪酬实践在特定组织环境中的重要性。