Journal article
Why good job performance may (not) be rewarded: Sex Factors and Career Development
Journal of vocational behavior, Vol.12(2), pp.197-207
01/01/1978
DOI: 10.1016/0001-8791(78)90034-9
Abstract
An experiment tested the effects of three sex variables on managerial career evaluations. The variables were sex of evaluator, sex of manager (evaluatee), and predominate sex of manager's subordinates. Each subject evaluated four managers, one in each possible combination of the last two independent variables, in an "in basket" format. All four situations included comparable managerial performance data. Subjects evaluated each manager in terms of size of a deserved salary increase, probable performance if promoted, promotability, and probability of attaining 5-year tenure. There were no differences in evaluations between male and female evaluators. Manager's sex and predominate subordinate sex frequently interacted. The interactions were interpreted as a sex-matching bias which can inappropriately benefit managers of opposite sex subordinates and hinder careers of managers with subordinates of their own sex. © 1978.
Details
- Title: Subtitle
- Why good job performance may (not) be rewarded: Sex Factors and Career Development
- Creators
- Gerald L. Rose - University of IowaThomas H. Stone - University of Iowa
- Resource Type
- Journal article
- Publication Details
- Journal of vocational behavior, Vol.12(2), pp.197-207
- DOI
- 10.1016/0001-8791(78)90034-9
- ISSN
- 0001-8791
- eISSN
- 1095-9084
- Number of pages
- 11
- Language
- English
- Date published
- 01/01/1978
- Academic Unit
- Management and Entrepreneurship
- Record Identifier
- 9984963110602771
Metrics
1 Record Views