What variables contribute to faculty attitudes towards a merit-based pay system for the California State University System

There are great concerns when implementing merit salary systems in education. In this study, the following research questions were examined empirically: (1) What are the current faculty attitudes toward merit systems? (2) What variables influence faculty attitudes towards a merit pay system? (3) Does ethnicity of faculty affect attitude towards a merit pay system? (4) Does gender of faculty affect attitude towards a merit pay system? (5) Does professional faculty rank affect attitude towards a merit pay system? (6) Does disciplinary subject expertise affect attitude towards a merit pay system? (7) Does the institution size affect faculty attitude towards a merit pay plan? (8) Does the institution itself affect attitude towards a merit pay system?;A survey was conducted using a sample population of 6500 faculty employed by the California State University System. The term faculty included all members of the bargaining unit. A four-step procedure was used to conduct a correlational study using statistical tests depending on the characteristics of the variables. The initial step was to determine the frequency distribution, the mean and the standard deviation for each question on the survey. The second step was to conduct a factor analysis that resulted in defining seven factors. Third, a reliability analysis of the factors was conducted. Fourth, engaging questions from the survey were also selected to be included in the full analysis of the correlational findings.;Results suggested the CSU faculty had mixed attitudes in regard to how they felt about merit to base salary, about alternate merit pay systems, about administrators determining meritorious awards and about the institutions determining what should be considered meritorious. Faculty felt strongly about being involved in the merit process, retaining a salary schedule (e.g. step system), not awarding group awards for group performance and about not being motivated by an annual evaluation. Depending on the question, ethnicity, gender, rank, subject expertise, institution size and institution all played a role in affecting attitude towards merit.;Suggestions for the California State University System are (1) including faculty in the merit process, (2) evaluating the role of the administration in the current process and suggesting changes, (3) examining alternate merit systems and determining future implications, (4) continuing with the current salary schedule or improving it.