dc.contributor.author	Grisanaputi, Wipawee	en
dc.contributor.committeecochair	Edwards, Patricia K.	en
dc.contributor.committeecochair	Zahm, Diane L.	en
dc.contributor.committeemember	Hyer, Patricia B.	en
dc.contributor.committeemember	Richardson, Jesse J.	en
dc.contributor.committeemember	Murrmann, Suzanne K.	en
dc.contributor.department	Environmental Design and Planning	en
dc.date.accessioned	2014-03-14T20:14:10Z	en
dc.date.adate	2005-07-29	en
dc.date.available	2014-03-14T20:14:10Z	en
dc.date.issued	2005-05-12	en
dc.date.rdate	2008-07-29	en
dc.date.sdate	2005-07-21	en
dc.description.abstract	This exploratory research is a case study of a public university in Thailand. The research examines whether gender inequality exists in the pay raise process at Khon Kaen University over a two-fiscal year period (FY2002 and 2003). It also considers what factors might account for differences between male and female faculty in pay raises at this university, looking at factors such as productivity and family responsibilities. The research develops and tests measures of the Southeast Asian concepts of kinship, patronage, turn-taking and seniority systems. Three data sources are used, university personnel records, self-administered surveys and the annual evaluation report. Results show that raises tend to be equitable and faculty are equally productive, regardless of gender, discipline, academic rank, or position cluster. When significant differences are identified in this study, female faculty frequently reported that they received higher pay raises than their male colleagues. The well-established rules and regulations regarding pay raises (minimum requirements for productivity and pay raise steps) at this university prohibit any kind of systematic bias in pay raises. One of the other goals of this research was to test the Southeast Asian concepts of kinship, patronage, turn taking and seniority, and the extent to which each may be a factor in performance and pay raises. The research indicates these four may play a role, but their actual influence is not entirely clear and will require additional study. To address some of these issues, future research would explore the same public university with a longer time frame and then compare the result at KKU with other universities in Thailand and other universities in Southeast Asia. Interviewing both male and female faculty members in terms of their actual workloads, productivity, assigned tasks, and their perceptions of the impact of age and administrative position is recommended. Interviewing only female faculty members in different disciplines (female-dominated, male-dominated and balanced disciplines) concerning their experiences of inequality and how they deal with family responsibilities that affect productivity is also important for future research.	en
dc.description.degree	Ph. D.	en
dc.identifier.other	etd-07212005-133133	en
dc.identifier.sourceurl	http://scholar.lib.vt.edu/theses/available/etd-07212005-133133/	en
dc.identifier.uri	http://hdl.handle.net/10919/28348	en
dc.publisher	Virginia Tech	en
dc.relation.haspart	References_vita.pdf	en
dc.relation.haspart	Appendix_FandG.pdf	en
dc.relation.haspart	Appendix_BandC.pdf	en
dc.relation.haspart	WGdissertation.pdf	en
dc.relation.haspart	Appendix_D.pdf	en
dc.relation.haspart	acknowledgements.pdf	en
dc.relation.haspart	Contents.pdf	en
dc.relation.haspart	Appendix_A.pdf	en
dc.relation.haspart	cover.pdf	en
dc.relation.haspart	Appendix_E.pdf	en
dc.rights	In Copyright	en
dc.rights.uri	http://rightsstatements.org/vocab/InC/1.0/	en
dc.subject	Thai Academia	en
dc.subject	Southeast Asian Feminism	en
dc.subject	Pay Raise	en
dc.subject	Gender Inequality	en
dc.title	Gender Inequality in Thai Academia	en
dc.type	Dissertation	en
thesis.degree.discipline	Environmental Design and Planning	en
thesis.degree.grantor	Virginia Polytechnic Institute and State University	en
thesis.degree.level	doctoral	en
thesis.degree.name	Ph. D.	en

Gender Inequality in Thai Academia

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