All the right stuff: a comparison of female and male managers' career progression
Article Abstract:
We examined the career progression of male and female managers employed by 20 Fortune 500 corporations. All study participants had been geographically transferred for career advancement during the 2 years preceding the study. Nevertheless, the women lagged behind the men with respect to salary progression and frequency of job transfers. Although the women had done "all the right stuff" - getting a similar education as the men, maintaining similar levels of family power, working in similar industries, not moving in and out of the work force, not removing their names from consideration for a transfer more often - it was still not enough. There were still significant disparities in men's and women's salary progression and geographic mobility. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1992
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On the road again: predicting the job transfer decision
Article Abstract:
This study used survey data collected from mobile employees (N = 66) and their spouses over a 5-year span to link attitudes, behavioral intent, and behavior in a model of the individual job transfer decision. Results showed that willingness to relocated strongly predicted the decision to accept or reject a job transfer. In turn, willingness to relocate was reliably associated with key demographic, career attribute, and attitudinal variables. Not only do these results have important implications for organizations that regularly relocate employees, but they also provide another example of a work situation in which attitudes reliably predict behavior. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1988
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Pulling up roots in the 1990s: who's willing to relocate?
Article Abstract:
A survey conducted among employees from 20 Fortune 500 employees yielded a demographic profile of employees who are willing to relocate for their jobs. Those willing to relocate were employees who were young, have low incomes but high ambitions, and have spouses who were willing to relocate. These people were mostly from the area of marketing, sales and production. The factor with the greatest impact was willingness of spouse to relocate. This implies that companies must consider these important variables when planning to relocate their employees.
Publication Name: Journal of Organizational Behavior
Subject: Social sciences
ISSN: 0894-3796
Year: 1993
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- Abstracts: Joint relation of experience and ability with job performance: test of three hypotheses. Impact of job experience and ability on job knowledge, work sample performance, and supervisory ratings of job performance
- Abstracts: There's something in the air: effects of congruent or incongruent ambient odor on consumer decision making. Modeling ambiguity in decisions under uncertainty
- Abstracts: An attributional analysis of resistance to group pressure regarding illicit drug and alcohol consumption. Use of labeling and assertions of dependency in appeals for consumer support