1、外文文献翻译译文一、外文原文原文EASTSALARYSURVEYRAEFLAWSONFOREXAMPLE93AREMALEMEDIANAGEOFTHERESPONDENTSIS33,WITHWOMENTENDINGTOBEYOUNGERTHANMEN28VS34RESPONDENTSHAVESPENTANAVERAGEOF10YEARSINTHEFIELD，FIVEWITHTHEIRCURRENTEMPLOYERANDFOURINTHEIRCURRENTJOBTHESEAVERAGESARELOWERFORFEMALERESPONDENTSTHANFORMALERESPONDENTS70OFA
2、LLRESPONDENTSAREMARRIED，AND61HAVECHILDREN38OFRESPONDENTSPOSSESSSOMEPROFESSIONALCERTIFICATION,ANDTHECMACERTIFIEDMANAGEMENTACCOUNTANTISTHEMOSTPREVALENT27COMPAREDTOTHE“AVERAGE”IMAMEMBERINTHEUS，THEAVERAGE”MEMBERINTHEMIDDLEEASTISMORELIKELYTOBEMALE,SLIGHTLYLESSLIKELYTOBEMARRIED,ANDABOUTASLIKELYTOHAVECHILD
3、RENANDHAVEASIMILARSIZEOFFAMILYALLREFERENCESTOUSSTATISTICSAREBASEDONTHE2009USSALARYSURVEYCONSISTENTWITHTHEAGEDIFFERENCE，MIDDLEEASTERNRESPONDENTSALSOTENDTOBEYOUNGER，TOHAVEFEWERYEARSOFEXPERIENCE，ANDTOBELESSLIKELYTOHOLDAPROFESSIONALCERTIFICATIONCOMPENSATIONTHEAVERAGESALARYFORSURVEYRESPONDENTSWAS27,786，A
4、NDTHEAVERAGETOTALCOMPENSATIONWAS34,137TOTALCOMPENSATIONINCLUDESSALARYPLUSADDITIONALCOMPENSATIONTHEMOSTPREVALENTSOURCEOFADDITIONALCOMPENSATIONWASABONUS，WITH55OFRESPONDENTSRECEIVINGONEALSO12RECEIVEDPROFITSHARING,AND12RECEIVEDANOTHERKINDOFCOMPENSATIONTHESEPERCENTAGESWERESIGNIFICANTLYLESSTHANTHEPERCENTA
5、GESFORUSMEMBERSAT62，18，AND6，RESPECTIVELYTHEOPPORTUNITIESFORWOMENTORECEIVESUCHADDITIONALCOMPENSATIONWERELESSTHANFORMEN，WITHONLY42AND2，RESPECTIVELY，OFTHEWOMENRECEIVINGBONUSESANDPROFITSHARINGRESPONDENTSCOMPENSATIONVARIEDGREATLYAMONGTHECOUNTRIESSURVEYEDIMAMEMBERSINQATARRECEIVEDTHEHIGHESTAVERAGEBASESALAR
6、YANDTOTALCOMPENSATION，ANDTHOSEINEGYPTRECEIVEDTHELOWESTCOMPENSATIONSHOWSACOMPARISONOFSALARIESANDTOTALCOMPENSATIONBYCOUNTRYALLCOMPENSATIONFIGURESAREPRESENTEDINUSDOLLARSASYOUMIGHTEXPECT，SALARIESWITHINAGIVENCATEGORYAREFAIRLYUNEVEN，WITHHIGHERSALARIESOFTENDISTORTINGTHEPICTUREOFWHATTHEAVERAGEMEMBEREARNSTOA
7、DDRESSTHISISSUE，IPRESENTBOTHMEANANDMEDIANINCOMEINFORMATIONINTABLE3ANDTHROUGHOUTTHEARTICLETHEPERCENTAGEOFTOTALCOMPENSATIONFROMTHEBASESALARYISLOWERFORMIDDLEEASTERNRESPONDENTS81THANFORUSRESPONDENTS86，REFLECTINGTHEGREATERUSEOFOTHERSOURCESOFCOMPENSATIONSUCHASTRAVELANDHOUSINGALLOWANCESINTHEMIDDLEEASTMALE/
8、FEMALECOMPENSATIONIMASUSSALARYSURVEYHASCONSISTENTLYFOCUSEDONTHEDISPARITYBETWEENTHECOMPENSATIONOFMENANDWOMEN，ANDTHE2009SURVEYFOUNDTHATWOMENSSALARIESAVERAGED77OFTHEMENSSALARIESANDTHATTHEPERCENTAGEWAS74FORTOTALCOMPENSATIONASINDICATEDIN，THESEPERCENTAGESWEREEVENLOWER58AND52,RESPECTIVELYINTHEMIDDLEEASTTHE
9、COMPARISONOFMEDIANCOMPENSATIONLEVELSINDICATESANEVENGREATERDISPARITYTHESEDIFFERENCESCANBEATTRIBUTEDINPARTTODEMOGRAPHICSTHEWOMENINTHISSURVEYTENDEDTOBEYOUNGERTHANTHEMENMEDIANAGESOF28AND34,RESPECTIVELY，LESSLIKELYTOHOLDANADVANCEDDEGREE18VS23，LESSLIKELYTOBEPROFESSIONALLYCERTIFIED26VS35，TOBEEARLIERINTHEIRC
10、AREERSTHANTHEMENAMEDIANOFSEVENVS10YEARSOFEXPERIENCEINTHEFIELD，ANDMORELIKELYTOHOLDENTRYLEVELPOSITIONSALLOFTHESEDIFFERENCESARESTATISTICALLYSIGNIFICANTADDITIONALINSIGHTINTOTHEDIFFERENCEINCOMPENSATIONOFMENANDWOMENISPROVIDED，WHICHPRESENTSCOMPENSATIONBYGENDERANDYEARSINTHEFIELDASEXPECTED，SALARYANDTOTALCOMP
11、ENSATIONINCREASEDFORBOTHMENWOMENASTHEYACCUMULATEDGREATEREXPERIENCETHEONLYEXCEPTIONTOTHISTRENDWASFORMENINTHEFIELDMORETHAN20YEARSTHESAMEEXCEPTIONWASOBSERVEDINTHEUSSURVEYINTHELATESTUSSURVEY，WOMENSSALARYASAPERCENTAGEOFMENSRANGEDFROM70TO84INTHEVARIOUSYEARSINTHEFIELDCATEGORIESTOTALCOMPENSATIONRANGEDFROM60
12、TO85ASINDICATEDINTHELASTTWOCOLUMNS，THESPREADOFTHESEPERCENTAGESISMUCHGREATERINTHEMIDDLEEASTASURPRISINGRESULTISTHETREMENDOUSLYLARGERAMOUNTTHATWOMENINTHEFIELD11TO15YEARSRECEIVEDTHANMENWITHSIMILAREXPERIENCETHISMAYREFLECTTHEREGIONSGREATSHORTAGEOFWOMENWITHTHATAMOUNTOFEXPERIENCE，ASSHOWNBYFEWFEMALERESPONDEN
13、TSINTHATEXPERIENCECATEGORYANDTHECONSEQUENTNEEDTOPAYHIGHERCOMPENSATIONMORERESPONDENTSAREATTHEMIDDLEMANAGEMENTLEVEL，FOLLOWEDBYSENIOR，ENTRYLEVEL，ANDTOPMANAGEMENTFEWMEMBERSINACADEMIARESPONDEDTOTHESURVEY，PERHAPSREFLECTINGTHECURRENTLACKOFANACADEMICMEMBERSHIPCATEGORYINTERNATIONALLYREFLECTINGTHESCARCITYOFWO
14、MENWITHMORETHAN10YEARSOFEXPERIENCE，THERESAMUCHSMALLERPERCENTAGEOFWOMENTHANMENEMPLOYEDINTOPMANAGEMENTPOSITIONSGIVENTHETYPICALLYHIGHERSALARIESPAIDATTHISLEVEL，THEIMPACTOFTHISDISPARITYISCLEARTHISPICTUREISQUITEDIFFERENTFROMTHESITUATIONINTHEUSSURVEY，WHERETHEPERCENTAGEOFWOMENINTHISCATEGORYWASAPPROXIMATELYT
15、WICETHATOFMENOTHERMAJORDIFFERENCESEXISTATTHEENTRYLEVEL，WITHMANYMOREWOMENATTHISLEVELINTHEMIDDLEEASTTHANINTHEUS，ANDINACADEMIA，WITHWOMENMUCHMOREPREVALENTINTHEMIDDLEEASTTHANINTHEUSTHISLASTDIFFERENCEISENCOURAGINGBECAUSE，ASNOTEDINTHEUSSALARYSURVEY，FEMALEPROFESSORSCANSERVEASPOSITIVEROLEMODELSFORYOUNGWOMENC
16、ONSIDERINGACAREERINACCOUNTINGTHERELATIVESCARCITYOFWOMENINTOPLEVELMANAGEMENTINTHEMIDDLEEASTISONLYPARTOFTHECOMPENSATIONPROBLEMANOTHERISSUE,WHICHALSOEXISTSINTHEUS，ISTHATWOMENEARNLESSTHANMENATEACHLEVELOFMANAGEMENTTHEPROBLEMISGREATESTATTHETOPMANAGEMENTLEVEL，WHEREWOMENRECEIVELESSTHANHALFTHECOMPENSATIONOFT
17、HEIRMALECOUNTERPARTSTREMENDOUSDIFFERENCESALSOEXISTATTHELOWER/ENTRYANDSENIORMANAGEMENTLEVELSTHEDISPARITYISLEASTFORMIDDLEMANAGERSCONSISTENTWITHTHETRENDINTHEUS，ASMENADVANCEINRANK，THEIRCOMPENSATIONINCREASESTHISCLEARLYMAKESSENSEGREATERCOMPENSATIONSHOULDACCOMPANYGREATERRESPONSIBILITYANDAUTHORITYADIFFERENT
18、TRENDISEVIDENTFORWOMENWHILERECEIVINGGREATERCOMPENSATIONASTHEYTRANSITIONFROMLOWERLEVELSOFMANAGEMENTTOMIDDLEMANAGEMENT，THEIRCOMPENSATIONFAILSTOINCREASECOMMENSURATELYASTHEYACHIEVEHIGHERMANAGEMENTRANKSTHEDATAACTUALLYREFLECTSDECREASINGCOMPENSATIONTHEFAILUREOFWOMENSPAYTOADVANCEWITHTHEIRROLEINTHEORGANIZATI
19、ONMAYHELPEXPLAINTHEIRABSENCEINSENIORANDTOPMANAGEMENTONEFACTORTHATHELPSEXPLAINTHEDISPARITYINPAYBETWEENTHEGENDERSATTHEVARIOUSLEVELSOFMANAGEMENTISPROFESSIONALCERTIFICATIONATTHEENTRYLEVELOFMANAGEMENT，ONLY8OFWOMENARECERTIFIEDVS17OFMENTHISDIFFERENCEDISAPPEARSATTHEMIDDLEMANAGEMENTLEVEL39OFWOMENVS40OFMENBUT
20、THENREAPPEARSATTHESENIORMANAGEMENTLEVEL29OFWOMENVS47OFMENTHESEDIFFERENCESCLOSELYREFLECTTHEDIFFERENCEINCOMPENSATIONATTHEVARIOUSMANAGEMENTLEVELSANDCLEARLYPOINTTOTHEIMPORTANCEOFPROFESSIONALCERTIFICATIONINCAREERADVANCEMENTANDINCREASESINCOMPENSATIONMENAREMUCHMORELIKELYTOHOLDPOSITIONSWITHMAJORSUPERVISORYR
21、ESPONSIBILITIES，ANDWOMENARELIKELYTOHAVESOMESUPERVISORYRESPONSIBILITIESBUTNOTBEHEADOFAMAJORDEPARTMENTNOTUNEXPECTEDLY，THEGREATESTCOMPENSATIONGOESTOTHOSEMEMBERSWHOAREHEADOFAMAJORDEPARTMENTANDREPORTDIRECTLYTOACEOORBOARDOFDIRECTORSTHISCATEGORYISFOLLOWEDBYTHOSEWHOAREHEADOFAMAJORDEPARTMENTBUTDONTREPORTDIRE
22、CTLYTOTHECEOORBOARD，THOSEWHOHAVESOMESUPERVISORYRESPONSIBILITYBUTARENTHEADOFAMAJORDEPARTMENT，THOSEWHOHAVELITTLEORNOSUPERVISORYRESPONSIBILITYANDREPORTDIRECTLYTOACEOORBOARD，AND，FINALLY，THOSEWITHNOSUPERVISORYRESPONSIBILITYNOTSURPRISINGLY，THOSEWITHGREATERSUPERVISORYRESPONSIBILITYRECEIVEGREATERCOMPENSATIO
23、NALTHOUGHTHISRANKINGINTERMSOFCOMPENSATIONHOLDSWHENEXAMININGTHEMENSCOMPENSATION，THESITUATIONISNTASCLEARFORWOMENBASEDONMEDIANCOMPENSATION，ROUGHLYTHESAMERANKINGEXISTS，BUTBASEDONMEANCOMPENSATION，THEWOMENWHOAREMOSTHIGHLYCOMPENSATEDARETHOSEWHOHAVESOMESUPERVISORYRESPONSIBILITYBUTARENTTHEHEADOFAMAJORDEPARTM
24、ENTTHESEWOMENHAVETITLESSUCHASAUDITOR，SENIORACCOUNTANT,ANDDIVISIONALCONTROLLERASIMILARRELATIONSHIPBETWEENCOMPENSATIONANDSUPERVISORYRESPONSIBILITIESOCCURREDINTHEUSSURVEY，WITHTHEEXCEPTIONTHATTHOSEWITHLITTLEORNOSUPERVISORYRESPONSIBILITYANDWHOREPORTDIRECTLYTOACEOORBOARDOFDIRECTORSWEREPAIDMOREONAVERAGETHA
25、NTHOSEWHOHAVESOMESUPERVISORYRESPONSIBILITYBUTARENTHEADOFAMAJORDEPARTMENTINTHEUSSURVEY，THEMOSTHIGHLYPAIDWOMENWERETHOSEWHOWEREHEADOFAMAJORDEPARTMENTBUTDIDNTREPORTDIRECTLYTOTHECEOORBOARDTHUSTHERESAGREATERSIMILARITYREGARDINGTHEEFFECTOFSUPERVISORYRESPONSIBILITIESONPAYFORMIDDLEEASTANDUSMENTHANFORWOMENTOSU
26、MMARIZETHEEFFECTOFGENDERONCOMPENSATIONWOMENRESPONDENTSINTHEMIDDLEEASTTENDTOBEYOUNGERTHANWOMENRESPONDENTSINTHEUS，ANDWOMENRECEIVELESSCOMPENSATIONTHANMENDOWITHINEACHAGECATEGORYWOMENTENDTOHAVEFEWERYEARSOFEXPERIENCEINTHEFIELD，AND，ONAVERAGE，THOSEWITHLESSTHAN10YEARSOFEXPERIENCEAREPAIDSIGNIFICANTLYLESSTHANM
27、EN，WHILETHOSEWHOHAVEBEENINTHEFIELD11TO15YEARSAREPAIDMUCHMORETHANMENWOMENARELESSLIKELYTOHAVETOPORSENIORMANAGEMENTPOSITIONS，AND，ONAVERAGE，WOMENINTHOSEPOSITIONSAREPAIDLESSTHANMENTHESAMEHOLDSTRUEFORMAJORSUPERVISORYRESPONSIBILITIESCOMPENSATIONANDCERTIFICATIONASNOTEDPREVIOUSLY，38OFTHESURVEYRESPONDENTSAREC
28、ERTIFIED，INCLUDING27WHOARECMASAND5WHOARECERTIFIEDFINANCIALMANAGERSCFMSHOWIMPORTANTISCERTIFICATIONWITHREGARDTOCOMPENSATIONONAVERAGE，CERTIFIEDMEMBERSINTHEMIDDLEEASTEARNED42,132INSALARYAND51,186INTOTALCOMPENSATIONASCOMPAREDTO18,950AND23,580FORNONCERTIFIEDMEMBERSTHUS，ONAVERAGE，CERTIFIEDMEMBERSEARN122MOR
29、EINSALARYAND117MOREINTOTALCOMPENSATIONTHANNONCERTIFIEDMEMBERSTHECERTIFICATIONPREMIUMISGREATESTFORTHE3039AGERANGE，BUT，FOREVERYAGERANGE，THOSEWHOARECERTIFIEDEARNSIGNIFICANTLYMORETHANTHOSEWHOARENT，INDICATINGTHEVALUEOFCERTIFICATIONTHROUGHOUTACAREERCOMPENSATIONANDDEGREESWESAWTHATNEARLYALLSURVEYRESPONDENTS
30、HADATLEASTABACCALAUREATEDEGREEANDTHAT22HADANADVANCEDDEGREESHOWSTHESALARYANDTOTALCOMPENSATIONBYDEGREESURPRISINGLY，THOSEWITHOUTACOLLEGEDEGREEEARNEDMORE，ONAVERAGE，THANTHOSEWITHABACCALAUREATEDEGREERESPONDENTSWITHAMASTERSDEGREEHADTHEHIGHESTCOMPENSATIONOFANYGROUP，ANDTHOSEWITHADOCTORATEEARNEDLESSTHERELATIO
31、NSHIPBETWEENTHEINCOMEOFTHOSEWITHLESSTHANABACCALAUREATEANDTHOSEWITHABACCALAUREATEDEGREEMAYBEBECAUSE，OFALLFOUREDUCATIONALGROUPS，RESPONDENTSWITHABACCALAUREATEDEGREEHADTHEFEWESTNUMBEROFYEARSOFEXPERIENCEINTHEFIELDGIVENTHISRESULT，GIVENTHATTHEPROFESSIONALCERTIFICATIONSDISCUSSEDINTHEPRIORSECTIONREQUIREACOLL
32、EGEDEGREE，ANDGIVENTHERESULTSINTHEPREVIOUSSECTIONREGARDINGTHEEFFECTOFCERTIFICATIONONINCOME，AREASONABLESTRATEGYFORTHOSEWITHABACCALAUREATEDEGREEWHOWANTTOINCREASETHEIRINCOMEMAYBETOPURSUECERTIFICATIONHOWDOTHEUSANDTHEMIDDLEEASTCOMPAREREGARDINGTHEEFFECTOFEDUCATIONONCOMPENSATIONINTHEMIDDLEEASTTHERESAMUCHGRE
33、ATERMASTERSPREMIUMTHANINTHEUSWITHREGARDTOSALARYANDTOTALCOMPENSATIONALSO，INBOTHREGIONS，THOSEWITHDOCTORATESEARNEDMORETHANTHOSEWITHBACCALAUREATEDEGREESBUTLESSTHANTHOSEWITHMASTERSDEGREESYETTHEDOCTORATEPREMIUMISLARGERINTHEMIDDLEEASTTHANINTHEUSCOMPENSATIONBYORGANIZATIONALSTRUCTUREANDINDUSTRYLETSALSOEXAMIN
34、EAVERAGESALARYANDTOTALCOMPENSATIONBASEDONTHENUMBEROFEMPLOYEESINTHERESPONDENTSLOCATIONANDTHETOTALNUMBEROFEMPLOYEESINTHERESPONDENTSORGANIZATIONTHATITSDIFFICULTTOMAKEGENERALIZATIONSREGARDINGTHEEFFECTOFORGANIZATIONSIZEONCOMPENSATIONWHENLOOKINGATINCOMEBYSIZEOFLOCATION，THOSEINUNITSWITH500TO999EMPLOYEESEAR
35、NEDTHEMOSTWITHREGARDTOBOTHSALARYANDTOTALCOMPENSATION，ANDORGANIZATIONWIDETHOSEEMPLOYEDINCOMPANIESWITH5,000ORMOREEMPLOYEESWEREMOREHIGHLYCOMPENSATEDTHISRESULTISSOMEWHATSIMILARTOTHEUSSURVEY，WHICHFOUNDTHATTHOSEINLOCATIONSWITH5,000ORMOREEMPLOYEESANDTHOSEINCOMPANIESOFASIMILARSIZEEARNEDTHEGREATESTINCOMESBUT
36、ASTHEAUTHORSOFTHEUSSURVEYNOTE，THEREHASNTBEENADEFINEDPATTERNBETWEENINCOMEANDLOCATIONANDORGANIZATIONSIZEOVERTHEYEARSMEMBERSINCOMEALSOVARIEDCONSIDERABLYBYINDUSTRYGIVENTHEIMPORTANCEOFOILTOTHEMIDDLEEASTECONOMY，ITISNTSURPRISINGTHATTHEHIGHESTSALARIESANDTOTALCOMPENSATIONAREPAIDINTHEMINING/NATURALRESOURCEEXT
37、RACTIONINDUSTRYNEXTMOSTHIGHLYCOMPENSATEDARETHOSEWORKINGINGOVERNMENTTHELARGESTNUMBEROFMEMBERSWORKINFINANCE，INSURANCE，ANDREALESTATE，ANDTHEIRAVERAGESALARYANDTOTALCOMPENSATIONRANKEDFIFTHANDFOURTH，RESPECTIVELY，AMONGTHE13INDUSTRYCATEGORIESTHEFEWESTNUMBEROFRESPONDENTS,ANDTHOSEWHOEARNEDTHELEAST，ONAVERAGE，WE
38、RETHOSEINAGRICULTURE,FORESTRY,ANDFISHERIESALTHOUGHTHEMOSTCOMMONFORMOFEMPLOYERORGANIZATIONWASAPUBLICLYTRADEDCORPORATION，NEARLYASMANYMEMBERSWORKINPARTNERSHIPS，ANDSIGNIFICANTNUMBERSALSOWORKINFAMILYOWNEDCOMPANIESANDPRIVATELYHELDCOMPANIESTHESERESULTSCONTRASTWITHTHEUSRESULTSINSEVERALWAYSMEMBERSINTHEUSWERE
39、MORELIKELYTOWORKFORLARGECOMPANIESTHANWEREMIDDLEEASTERNMEMBERSFOREXAMPLE，41OFUSRESPONDENTSWORKEDFORPUBLICLYHELDCOMPANIES，BUTONLY26OFMIDDLEEASTERNMEMBERSDIDSOFORPRIVATELYHELDCOMPANIES，THEPERCENTAGESWERE32AND18,RESPECTIVELYINTERMSOFCOMPENSATION，THOSEWORKINGFORPUBLICLYTRADEDCORPORATIONSRECEIVE，ONAVERAGE
40、，THEHIGHESTSALARIESANDTOTALCOMPENSATIONASIMILARRESULTWASOBSERVEDINTHEUSSURVEYNEXTMOSTHIGHLYCOMPENSATEDWERETHOSEEMPLOYEDBYPRIVATELYHELDCORPORATIONSTHOSEINACADEMIAEARNEDTHELEASTCOMPENSATIONBYRESPONSIBILITYANDPOSITIONTHEGROUPINGOFPOSITIONSBYMANAGEMENTLEVELHASBEENMODIFIEDSLIGHTLYFROMTHATUSEDINTHEUSSURVE
41、YTOBETTERREFLECTTHERESPONDENTSLEVELASSELFREPORTEDALSO，SOMEPOSITIONSMAYBEATDIFFERENTMANAGEMENTLEVELSINDIFFERENTCOMPANIESASEXPECTED,SALARYANDTOTALCOMPENSATIONGENERALLYINCREASEATHIGHERLEVELSOFMANAGEMENTARELATIVELYLARGENUMBEROFRESPONDENTSARECFOS，AND，ONAVERAGE，THEYRANKEDQUITEHIGHLYWITHREGARDTOCOMPENSATIO
42、NITSINTERESTINGTHATWHILETHERELATIVELYHIGHCOMPENSATIONOFTOPMANAGEMENTINTHEUSHASBEENTHESUBJECTOFCRITICISM，THEDISPARITYBETWEENTHECOMPENSATIONOFTOPLEVELMANAGERSANDTHOSEATTHELOWERLEVELISGREATERINTHEMIDDLEEASTINTHISSURVEY，THEMEANTOTALCOMPENSATIONOFTOPMANAGERSINTHEMIDDLEEASTWAS539THATOFLOWERLEVELMANAGERS，I
43、NTHEUSSURVEYTHISPERCENTAGEWAS246THEEFFECTOFRESPONSIBILITYAREAONCOMPENSATIONISPRESENTEDINTHEAREASARERANKEDINDESCENDINGORDERBASEDONAVERAGETOTALCOMPENSATIONINTERESTINGLY，INFORMATIONSYSTEMS，WHICHRANKSONLYSEVENTHOUTOF14INTHEUSSURVEY，ISTHEMOSTHIGHLYCOMPENSATEDAREAINTHISSURVEYINTERNALAUDITANDRISKMANAGEMENT
44、ALSORANKRELATIVELYHIGHPUBLICACCOUNTINGANDTAXATION，RANKEDRELATIVELYHIGHLYINTHEUS，RANKMUCHLOWERINTHEMIDDLEEASTALTERNATECAREERPATHSCOMPENSATIONISONLYONEPARTOFTHEDECISIONTOPURSUEAGIVENJOBANDCAREERFORMANYPEOPLE，FLEXIBILITYINWORKINGHOURSANDCAREERPATHISALSOIMPORTANTFORTYFOURPERCENTOFBOTHMENANDWOMENSURVEYED
45、WOULDCHOOSETOREDUCETHEIRWORKINGHOURSANDTAKEACORRESPONDINGDECREASEINCOMPENSATIONTHISISGREATERTHANFORTHEMEN29ANDWOMEN42INTHEUSSURVEYMIDDLEEASTERNWOMENONAVERAGEAREINTERESTEDINAGREATERREDUCTIONTHANAREMENTHEPERCENTAGEOFMENFORWHOMTHISISRELEVANT（74）ISSLIGHTLYMORETHANFORWOMEN70，BUTOFTHEGROUPFORWHICHTHISWASA
46、RELEVANTCONSIDERATION，MOREWOMEN50THANMEN33WOULDPURSUETHECAREERFLEXIBILITYOPTIONTHESEFIGURESCONTRASTWITHTHOSEFROMTHELATESTUSSURVEYINANINTERESTINGWAYFEWERUSRESPONDENTSHADTHISASARELEVANTCONCERN62OFWOMENAND59OFMEN，YET,OFTHATGROUP，MOREWOMEN86THANMEN71WOULDPREFERTHATOPTIONAFINALFACTORIMPACTINGCOMPENSATION
47、ISCAREERINTERRUPTIONSEIGHTPERCENTOFTHERESPONDENTSHAVEHADACAREERINTERRUPTIONOFATLEASTSIXMONTHS，WITHWOMEN15MORELIKELYTHANMEN7TOHAVEHADSUCHANINTERRUPTIONTHISISONETHIRDTHECOMPARABLERATE24FROMTHEUSSURVEYFORBOTHMENANDWOMENASUBSTANTIALDIFFERENCEEXISTSBETWEENTHEUSANDMIDDLEEASTSURVEYSWITHREGARDTOTHEIMPACTOFC
48、AREERINTERRUPTIONSONCOMPENSATIONTHEUSSURVEYFOUNDASIGNIFICANTNEGATIVEIMPACTONAVERAGESALARYFROMANINTERRUPTION85FORWOMENAND118FORMENASIMILARANALYSISOFTHEMIDDLEEASTDATASURPRISINGLYINDICATESHIGHERAVERAGESALARIESFORTHOSEWHOHAVEHADSUCHACAREERINTERRUPTION，PROBABLYBECAUSEMOREPEOPLEWITHSUBSTANTIALEXPERIENCETA
49、KEALEAVETHANDONEWLYHIREDEMPLOYEESUNFORTUNATELY，THEREISNTENOUGHDATATOISOLATETHEEFFECTOFTHISVARIABLEONCOMPENSATIONAVERAGESALARYPROFILEPRESENTSAVERAGESALARYEARNEDACROSSMANAGEMENTLEVEL，CERTIFICATION，ANDLEVELOFEDUCATIONTHEREWERENTENOUGHRESPONSESFROMWOMENMEMBERSTOALSOANALYZETHEDATABYGENDERWHENLOOKINGATTHETABLE,KEEPINMINDTHATMANYOTHERFACTORSSUCHASINDUSTRY，EXPERIENCE，ANDORGANIZATIONALSIZEALSOAFFECTCOMPENSATION，SOADJUSTMENTF
