Gender and ethnic disparities in students' perceptions of how different groups of persons suspected of possessing and/or selling illegal drugs are treated in the criminal justice system.

Ethnic minorities and individuals of low socioeconomics status are disproportionately more likely to be detained, arrested, and convicted and receive longer sentences for drug offenses. This article explores gender and ethnic differentials among college students' perceptions on the criminal justice treatment of different gender, ethnic, and income groups applied to alleged drug offenders. It uses survey data provided by students at a large public university in South Florida. A two-way classification model examines the nature of disparities in perceptions. Students perceive widespread ethnic inequalities and female and Black students perceive greater disparities in the criminal justice system for all disadvantaged groups.

Gender differences in the measurement of pharmacists' job satisfaction.

BACKGROUND: Men and women choose different levels of commitment in their careers and at home. Compared to men, women value the significance of tasks performed and social relations more and earnings less. The objective of this study was to explore whether male and female pharmacists show the same levels of satisfaction overall and with key facets of their job, whether overall satisfaction is associated with satisfaction with 12 key facets of pharmacists' jobs, and whether this association is similar for men and women. METHODS: The study used self-reported survey data collected from a random sample of licensed pharmacists practicing throughout the United States. The sample consisted of 436 males and 300 females. Pearson correlation coefficients were calculated to assess the association between overall job satisfaction and its key components. The 13 job satisfaction indices and the Pearson correlation coefficient values were compared by gender. RESULTS: Women were consistently more satisfied than men. Variations in overall job satisfaction were at best accompanied by moderate variations in the 12 job satisfaction facets, raising concerns about the validity of configuring a composite index from multiple indices of satisfaction. CONCLUSION: The results of this study can be used by healthcare managers and policymakers to facilitate communication, enhance teamwork, and promote a better allocation of scarce resources. Since men and women responded differently to various facets of their jobs, a constant set of rewards and stimulants may not be equally effective for both genders as employers transform the workplace to more adequately meet practitioners' needs and increase their productivity.

Nature and Composition of Earnings Reported by Health Economists and Related Professionals: Gender, Education, and job Characteristics Matter.

Background: Despite the fast growth of the workforce comprising health economics (HE), outcomes research (OR), and market access (MA) professionals, little is known about their earnings determination. Only three studies have examined their earnings and none has considered the number of hours worked, traditionally a critical component of income determination models. Objectives: (i) Estimate an indicator of annual earnings of HE/OR/MA professionals, comparing male versus female and U.S. versus non-U.S. earnings levels, and (ii) assess the magnitude of the effect of selected human-capital and job-related covariates on their annual earnings determination. Methods: The study used 2019 self-reported survey data from a sample of 304 HE/OR/MA professionals registered in the HealthEconomics.com global subscriber list. A two-way classification model with multiple replications was used to identify and test earnings variations of HE/OR/MA professionals across genders and locations. An earnings determination function using ordinary least squares was used to identify disparities in response to covariates including average workweek, human-capital stock, and job-related variables by gender and location. Results: Substantial earning disparities were observed between HE/OR/MA professionals living in the U.S. and those living in other countries. Non-U.S. respondents exhibited earnings gaps of 44.7% in wages/salaries and 46.8% in total earnings relative to their U.S. counterparts with greater gaps for women than men. The female earnings gap outside the U.S. was considerably greater than in the U.S. Holding a graduate degree; working in a pharmaceutical or biotechnology firm; age, a proxy for experience; and working remotely impacted earnings differentials across different subgroups. Conclusions: The findings of this paper shed light into the nature and composition of earnings of HE/OR/MA professionals across genders and locations. Exploring the dynamics of earning disparities by gender and location has increased in relevance given the rapidly-changing and uncertain job market environment driven by the COVID-19 pandemic.

The rate of return to a pharmacy education investment in the U.S.

BACKGROUND: Potential pharmacy students need a financial frame of reference to compare alternative fields of study or even determine if studying is financially worthwhile. OBJECTIVE: Estimate the rate of return to a pharmacy education investment in the U.S. METHODS: A model is used to estimate the rate of return to a pharmacy education. It is formulated using exclusively present values (i.e., dollars at 2019 prices). Several assumptions are made regarding the individual getting the education, the costs incurred, the amount borrowed, and the benefits derived. The robustness of the model is tested using sensitivity analysis and the rate of return is recalculated each time. RESULTS: The estimated real rate of return to a pharmacy education investment in the U.S., devoid of inflation and under the assumptions initially postulated in the model, is 4.89%. The nominal rate of return is 6.44%. Post-estimation sensitivity analysis shows that the real rate of return is relatively inelastic with respect to changes in eight inputs considered, thus indicating robustness in the results of the model. CONCLUSIONS: The real rate of return estimated here establishes pharmacy as a financially viable occupation for young individuals possessing the aptitude and commitment to pursue a patient-centered career in medication management.

Gender and Pharmacists' Career Satisfaction in the United States.

Job satisfaction reflects pharmacists' evaluation of their current work experiences, while career satisfaction is an evaluation of how satisfied pharmacists are with their profession across various jobs. The objectives of this article were to measure career satisfaction and specific facets of current-job satisfaction of U.S. pharmacists, compare satisfaction across genders, and examine the determinants of career satisfaction. This study was based on self-reported survey data collected from a random sample of licensed pharmacists practicing throughout the United States. The sample consisted of 422 men and 315 women. Within each gender, pharmacists' career satisfaction was modeled using ordinary least squares as a function of three sets of variables: personal characteristics, earnings and workweek, and other job-related variables. Female pharmacists exhibited higher levels of contentment with their careers than their male counterparts. Their career-satisfaction levels were not affected by age, marital status, annual earnings, or average workweek, covariates that systematically influenced male pharmacists' career satisfaction. Job satisfaction substantially affected pharmacists' long-term career satisfaction. Male and female pharmacists responded differently to stimuli, so a uniform set of work-related incentives may not be effective for both genders. Initiatives perceived by male practitioners as increasing satisfaction may be adversely perceived by female practitioners, and vice-versa.

Disparities in the Wage-and-Salary Earnings, Determinants, and Distribution of Health Economics, Outcomes Research, and Market Access Professionals: An Exploratory Study.

OBJECTIVE: The aim was to estimate the wage-and-salary earnings of a sample of health economics, outcomes research, and market access (HE/OR/MA) professionals; compare male versus female and US versus non-US earnings; assess the magnitude of the effect of several human-capital and job-related covariates on the determination of earnings; and examine inequality in the distribution of earnings. METHODS: The study used self-reported survey data collected in 2017 from a subset of HE/OR/MA professionals in the HealthEconomics.com global subscriber list. HE/OR/MA professionals in this subset completed a questionnaire. The sample consisted of 372 participants who reported their wage-and-salary earnings and other indicators. The sample was not necessarily representative of the global HE/OR/MA community. The study methods included a two-way classification model with multiple replications, an ordinary least-squares model, and three inequality indicators. PRINCIPAL FINDINGS: The results suggested substantial disparities between the wage-and-salary earnings of respondents living in the USA and those living in other countries; mild gender disparities in earnings; greater inequality outside the USA than within the USA; and, within each location, more unequal distribution of men's earnings than that of women's earnings. CONCLUSIONS: Although the findings may not be extrapolated to the worldwide population of HE/OR/MA professionals, they provide a point of comparison with earlier studies and offer insights into the mechanics of one of the most innovative and fastest growing health-sector workforce segments in developed as well as emerging countries.

A Theoretical Framework for Estimating the Rate of Return to a Pharmacy Education Anywhere.

Undertaking a pharmacy education is an investment in human capital. Candidates trade off present versus future costs and benefits. They make this investment with the expectation of earning enough income throughout their worklives to make their undertaking financially worthwhile. Whether or not this occurs is determined by the rate of return. The aim of the current study was to construct a theoretical model to estimate the rate of return to a pharmacy education investment. Specifications for model assumptions, inputs, and outputs are discussed. The outputs are the rates of return, the inputs are the costs and benefits of a pharmacy education, and the assumptions illustrate the circumstances of the individual or group for whom the model is built. The rate of return is the annual percentage that equates the streams of benefits and costs over the investment span. The higher the value of the rate of return to a pharmacy education is, the more profitable is the investment. This theoretical model may be used to estimate the financial viability of pharmacy and compare it to the viability of other professions or to the viability of pharmacy among various locations.

A Probe into the Wages and Salaries of Health Economics, Outcomes Research, and Market Access Professionals.

OBJECTIVE: To estimate the central tendency and spread of health economics, outcomes research, and market access (HE/OR/MA) professionals' wage-and-salary earnings; compare male versus female and US versus non-US earnings levels; and examine inequality in their distribution. METHODS: Self-reported survey data were collected in 2015 from HE/OR/MA professionals in the HealthEconomics.com global subscriber list. The study design consisted of a two-way classification model with multiple replications and three inequality indicators. HE/OR/MA professionals from the HealthEconomics.com global subscriber list completed a questionnaire. The sample consisted of 403 participants. RESULTS: Within each location, men earned higher wages and salaries than women, and within each gender, HE/OR/MA professionals living in the USA earned higher wages and salaries than those living outside the USA. Evidence of a gap was suggested by the presence of gender and location disparities in earnings determinants. Results also suggested the presence of moderate inequality that was similar for both genders and greater for non-US than US residents. CONCLUSIONS: This study shed light into the labor market structure of HE/OR/MA professionals and may be conducive to more rational and efficient workforce management policies.

Gender and Age Variations in Pharmacists' Job Satisfaction in the United States.

While several studies have attested the presence of systematic gender and age variations in pharmacists' satisfaction with their jobs, only a few of them have considered both classifications simultaneously. None have done so while systematically examining multiple facets of practitioners' work. This article estimated U.S. pharmacists' satisfaction levels with various facets of their work, compared them simultaneously between genders and among age groups, and tested for the presence of gender-age interaction effects. The study was based on self-reported survey data collected from 701 pharmacists (31.0% response rate). Mean and standard deviation values for 18 indices related to pharmacists' work were calculated. When age groups were controlled, female pharmacists expressed overall higher levels of satisfaction with their job than male pharmacists; they also expressed greater satisfaction with multiple specific facets and with the profession, as well as greater workload and stress than male pharmacists. The findings revealed few significant differences among age groups and a limited gender-age interaction effect for pharmacists' satisfaction with key facets of their work. These findings should contribute to the development and refinement of rational criteria for increasing sources of satisfaction in pharmacy settings.

Pockets of Inequality in the Distribution of U.S. Pharmacists' Wages and Salaries: A Gender Comparison.

BACKGROUND: The literature contains conflicting arguments regarding inequalities in the distribution of U.S. pharmacists' wages and salaries and the existence of a gender earnings gap. Some authors argue that the dispersion is small compared to other professions and there is no gap; others report that after controlling for number of hours worked, human-capital stock, and job-related preferences, male pharmacists earn higher wages and salaries than female pharmacists. OBJECTIVES: Estimate the central tendency and spread of wages and salaries of pharmacists practicing in the U.S., compare earning levels of male and female pharmacists, and examine the pockets of inequality within each gender. METHODS: The study used self-reported survey data collected from a random sample of licensed pharmacists practicing throughout the United States. The sample consisted of 375 men and 279 women. Means and standard deviations of wage-and-salary earnings for male and female pharmacists were estimated by age, number of hours worked, years of professional experience, marital status, type of pharmacy degree, main role as pharmacist, and type of practice site. The spread of wages and salaries within gender was analyzed using the Gini coefficient. RESULTS: A total of 654 pharmacists provided answers to all relevant questions in the questionnaire (28.9% response rate). Wages and salaries of male pharmacists exceeded those of female pharmacists, but the gap was restricted to practitioners with selected characteristics-older, married, with more experience, whose primary role was dispensing medications, and practicing in a hospital setting. The greatest wage-and-salary inequalities were observed among older pharmacists, with more years of professional experience, and whose primary role was dispensing medications. Different gender-specific pockets of inequality were identified in all variables studied and all categories within these variables. CONCLUSION: The seemingly smooth gender-specific distribution of earnings in the pharmacy profession might be the result of opposing trends by different groups of practitioners that cancel each other when analyzed aggregately. By estimating the wages and salaries for selected categories of pharmacists and examining the pockets of inequality within each gender, this study shed light into recent labor market developments and will hopefully stimulate further research into the dynamics of the pharmacist workforce.

Application of Rasch rating scale model to analysis of job satisfaction among practicing pharmacists.

OBJECTIVE: To demonstrate the application of Rasch analysis in the study of job satisfaction among practicing pharmacists. DESIGN: Cross-sectional survey study. SETTING: Community independent, community chain, hospital, and other pharmacies in the United States in fall 2005. PARTICIPANTS: 790 practicing pharmacists. INTERVENTION: Mailed survey based on past studies of job satisfaction. MAIN OUTCOME MEASURE: Job satisfaction as measured using the Rasch rating scale model (which considers responses on Likert scales as categorical data) and traditional estimation techniques (which assume a continuum among responses on these scales by analyzing data as interval). RESULTS: A gain in precision for the Rasch technique was observed for the constructs distributive justice, job autonomy, job ambiguity, role conflict, positive affectivity, job resources, and supervisory support. No gain in precision was found for the constructs negative affectivity and work involvement. Traditional estimates offered more precision for the constructs job repetition, promotional opportunity, and workload. CONCLUSION: Compared with traditional estimates, Rasch estimates provided more precise scores of job satisfaction on certain subscales, especially those whose mean scores were large or responses more diverse.

A theoretical framework for the interpretation of pharmacist workforce studies throughout the world: The labor supply curve.

Despite geographic, financial, and cultural diversity, publications dealing with the pharmacist workforce throughout the world share common concerns and focus on similar topics. Their findings are presented in the literature in a seemingly unrelated way even though they are connected to one another as parts of a comprehensive theoretical structure. The purpose of this paper is to develop a theoretical model that relates some of the most salient topics addressed in the international literature on pharmacist workforce. The model is developed along two fundamental ideas. The first identifies the shape and location of the pharmacist's labor supply curve as the driving force behind all workforce decisions undertaken by pharmacists; the second argues that gender and age differences are two of the most important factors determining the shape and location of this supply curve. The paper then discusses movements along the curve attributed to changes in the wage rate, as well as displacements of the curve attributed to disparities in personal characteristics, investments in human capital, job-related preferences, opinions and perceptions, and institutional rigidities. The focus is on the individual pharmacist, not on groups of pharmacists or the profession as a whole. Works in multiple countries that address each topic are identified. Understanding these considerations is critical as employers' failure to accommodate pharmacists' preferences for work and leisure are associated with negative consequences not only for them but also for the healthcare system as a whole. Possible consequences include excessive job turnover, absenteeism, decreased institutional commitment, and lower quality of work.

Gender, age, and pharmacists' job satisfaction.

A comprehensive literature review was conducted on the concept of job satisfaction in the pharmacist workforce field and the facets it comprises, as well as its measurement, aiming to (i) review the nature, mechanisms, and importance of job satisfaction in the context of the pharmacist workforce, (ii) survey some of the most salient facets that configure job satisfaction, and (iii) discuss validity and measurement issues pertaining to it. Although female pharmacists generally hold less appealing jobs, earn lower wages and salaries, and are promoted less frequently than their male counterparts, they report higher levels of job satisfaction. Age has a U-shape effect on job satisfaction, with middle-age pharmacists less satisfied than both younger and older practitioners. Workload, stress, advancement opportunities, job security, autonomy, fairness in the workplace, supervisors, coworkers, flexibility, and job atmosphere are facets contributing to pharmacists' job satisfaction. Finally, discrepancy exists among researchers in measuring job satisfaction as a single global indicator or as a composite measure derived from indices of satisfaction with key aspects of a job. Understanding the mechanisms that affect pharmacists' job satisfaction is important to employers in their pursuit to respond to practitioners' needs, decrease turnover, and increase productivity. As pharmacists' response to work-related conditions and experiences depends on gender and age, a unique set of rewards and incentives may not be universally effective. Additional research into the dynamics of the forces shaping pharmacists' perceptions, opinions, and attitudes is needed in order to design and implement policies that allocate human resources more efficiently within the various pharmacy settings.

Pharmacists' wages and salaries: The part-time versus full-time dichotomy.

BACKGROUND: Recent years have seen significant growth in part-time work among pharmacy personnel. If preferences and outlooks of part-time and full-time workers differ, job-related incentives may not have the same effect on both groups; different management practices may be necessary to cope with rapidly evolving workforces. OBJECTIVE: To compare wage-and-salary responses to the number of hours worked, human-capital stock, and job-related preferences between full-time and part-time pharmacists. The analysis focused on the pharmacist workforce because, unlike other professions, remuneration is fairly linear with respect to the amount of time worked. METHODS: Data were collected from a self-reported survey of licensed pharmacists in southern Florida (U.S. State). The sample consisted of 979 full-time and 254 part-time respondents. Using ordinary least squares, a model estimated, separately for full-time and part-time pharmacists, annual wage-and-salary earnings as functions of average workweek, human-capital stock, and job-related preferences. RESULTS: Practitioners working less than 36 h/week were driven almost exclusively by pay, whereas practitioners working 36 h or more exhibited a more comprehensive approach to their work experience that included variables beyond monetary remuneration. CONCLUSION: Managing part-time pharmacists calls for emphasis on wage-and-salary issues. Job-security and gender- and children-related concerns, such as flexibility, should be oriented toward full-time practitioners.

Response rate, response time, and economic costs of survey research: A randomized trial of practicing pharmacists.

BACKGROUND: There is a gap between increasing demands from pharmacy journals, publishers, and reviewers for high survey response rates and the actual responses often obtained in the field by survey researchers. Presumably demands have been set high because response rates, times, and costs affect the validity and reliability of survey results. OBJECTIVE: Explore the extent to which survey response rates, average response times, and economic costs are affected by conditions under which pharmacist workforce surveys are administered. METHODS: A random sample of 7200 U.S. practicing pharmacists was selected. The sample was stratified by delivery method, questionnaire length, item placement, and gender of respondent for a total of 300 observations within each subgroup. A job satisfaction survey was administered during March-April 2012. RESULTS: Delivery method was the only classification showing significant differences in response rates and average response times. The postal mail procedure accounted for the highest response rates of completed surveys, but the email method exhibited the quickest turnaround. A hybrid approach, consisting of a combination of postal and electronic means, showed the least favorable results. Postal mail was 2.9 times more cost effective than the email approach and 4.6 times more cost effective than the hybrid approach. CONCLUSION: Researchers seeking to increase practicing pharmacists' survey participation and reduce response time and related costs can benefit from the analytical procedures tested here.

The life-cycle argument: age as a mediator of pharmacists' earnings.

BACKGROUND: Age diversity poses challenges to pharmacy employers and managers. A life-cycle argument has been presented to explain pharmacists' age-related differences at work. OBJECTIVES: Explore responses of pharmacists' wage-and-salary earnings in three age groups (younger than 40, 40-54 years, and 55 years plus) to labor input and human-capital variables. METHODS: A survey questionnaire was mailed to registered pharmacists in South Florida, USA. An earnings function was formulated and tested, using ordinary least squares, for each age group separately to compare the direction, magnitude, and statistical significance of each determinant on earnings. The covariates were number of hours worked, type of pharmacy degree, years of professional experience, gender, number of children, and whether the pharmacist had completed a residency and/or attained a specialty board certification. RESULTS: The model showed better fit and statistical significance for practitioners under 40 and 55 years or older. The number of hours worked was the overwhelming determinant, but the magnitude of its influence was different for the three age groups. Human-capital indicators provided evidence in support of the life-cycle argument. CONCLUSION: The wage-and-salary earnings of pharmacy practitioners were mediated by age group in their response to labor input and human-capital variables.

Pharmacists' earnings: their level and distribution.

BACKGROUND: From a methodological perspective, the central tendency and the spread of an earnings distribution are independent outcomes. Theoretically, they may be related to each other. OBJECTIVE: Explore the direction and magnitude of the effect of changes in the mean of pharmacists' wage-and-salary earnings on earnings inequality. Specifically, the probe focused on whether an increase in the central tendency led to a wider or a narrower spread. METHODS: The original data were collected using a survey questionnaire mailed to pharmacists in South Florida, USA. Earnings means and inequality indicators were calculated in a previous study for 41 groupings of pharmacists in 16 categories. Using ordinary least squares, a model was tested depicting five indicators of wage-and-salary earnings inequality (log earnings variance, coefficient of variation, lower median share, 90-10 decile ratio, and Gini coefficient) as a function of the earnings mean. Separate sets of equations were developed for all pharmacists in the data set and for only full-time pharmacists. RESULTS: A relationship was found between the central tendency and the dispersion of pharmacists' earnings, and this relationship was mediated by whether or not part-time pharmacists were included in the analysis. Higher levels of earnings led to less inequality for all pharmacists, but the opposite effect was observed for full-time pharmacists: higher earnings levels led to greater inequality in the distribution. CONCLUSION: The mechanics of the earnings generation process of full-time pharmacists are different from those of part-time pharmacists. The opportunity cost of leisure, which is a determinant of practitioners' number of hours worked, affects patterns of earnings and also may affect other labor outcomes.

Inequalities in the distribution of pharmacists' wage-and-salary earnings: indicators and their development.

BACKGROUND: Disparities in wages and salaries can be viewed as the dispersion of a statistical distribution that responds to observed and unobserved characteristics, and reflects socioeconomic phenomena such as the interplay of supply and demand, availability of information, and efficiency of markets in their search for equilibrium. OBJECTIVES: The aim of this study was to explore the nature of inequality in the distribution of pharmacists' wage-and-salary earnings and establish the extent to which inequality primarily occurred because of variation between/among groups or within groups of pharmacists in several classifications of human-capital and job-related preference variables. METHODS: Data were collected through the use of a survey questionnaire mailed to registered pharmacists in South Florida, USA. Five indicators of inequality (the log earnings variance, the coefficient of variation, the lower median share, the 90-10 decile ratio, and the Gini coefficient) were estimated for eight human-capital classifications and eight job-related classifications. A one-way ANOVA model was applied to the groups in each classification to compare variation between/among versus within pharmacy groups. RESULTS: Pharmacists' wage-and-salary earnings were more evenly distributed than most income distributions discussed in the literature. They were more equitably distributed for full-time pharmacists than for all pharmacists in the data set. All five-inequality indicators behaved similarly. Notable differences were observed between/among groups within the gender, age group, marital status, number of children, academic degree, and type of primary pharmacy activity classifications. CONCLUSION: Inequalities in wages and salaries have been identified both between/among and within pharmacist groups in several classifications using five commonly accepted indicators.

Associations of gender and age groups on the knowledge and use of drug information resources by American pharmacists.

OBJECTIVE: To explore knowledge and use of drug information resources by pharmacists and identify patterns influenced by gender and age-group classification. METHODS: A survey questionnaire was mailed nationwide to 1,000 practitioners working in community (n = 500) and hospital (n = 500) settings who answer drug information questions as part of their expected job responsibilities. Responses pertaining to drug information resource use and knowledge of different types of drug-related queries, resource media preferences, and perceived adequacy of resources maintained in the pharmacy were analyzed by gender and age group. The t statistic was used to test for significant differences of means and percentages between genders and between age groups. Descriptive statistics were used to characterize other findings. RESULTS: Gender and age group classification influenced patterns of knowledge and use of drug information resources by pharmacists. They also affected pharmacists' perceptions of the most common types of questions prompting them to consult a drug information reference, as well as the resources consulted. Micromedex, exclusively available in electronic format, was the most commonly consulted resource overall by pharmacists. Lexi-Comp Online was the leading choice by women, preferred over Micromedex, but was not one of the top two resources selected by men. CONCLUSIONS: This study successfully identified the influence of gender and age-group classification in assessing drug information resource knowledge and use of general and specific types of drug-related queries.

Labor supply functions of working male and female pharmacists: In search of the backward bend.

BACKGROUND: Previous research has shown that U.S. pharmacists experience negative elasticities along a backward-bending labor supply function. The presence of a backward bend in the labor supply curve may cause a decrease in the amount of work at a time of labor shortage. Therefore, the determinants of pharmacists' labor supply functions should be explored to assess the impact of this backward bend. OBJECTIVES: To determine whether female and male pharmacist work inputs are influenced by the same factors and estimate where the backward bend occurs, if at all, in their labor supply functions. METHODS: Data were collected using a survey questionnaire mailed to registered pharmacists in South Florida. Labor supply functions were formulated and tested separately for 558 men and 498 women. The wage rate, other household income, human capital stock, job-related preferences, and opinion variables were hypothesized to explain labor supply differentials. Human capital stock variables included professional experience, holding a specialty board certification, and number of children; job-related preference variables included urban-rural location of work site and main role as a practitioner; and opinion variables included stress, autonomy, fairness in the workplace, flexibility, and job security. RESULTS: Men and women responded differently to identical stimuli, and their supply functions were influenced in different ways by the explanatory variables. Both genders exhibited positive labor supply elasticities greater than those reported in other studies. Both genders' backward bend in their labor supply functions occurred several standard deviations to the right of the mean. CONCLUSION: The backward bend in the labor supply functions of male and female pharmacists is not likely to affect in the near future the labor market's ability to regulate shortages of practitioners via increases in the wage rate. A more thorough understanding of pharmacists' labor supply functions must address gender issues and differences in response to identical stimuli.