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Notice bibliographique
Résumé
Purpose Models of career success outcomes have specified that gender is one covariate, among many. Theoretical reasons why gender is better specified as a moderating variable are advanced. The purpose of this paper is to examine empirically how gender moderates that influence of personal and structural factors on objective (total compensation, and ascendency), and subjective (perceived success) career outcomes. Design/methodology/approach The research draws on a sample of 521 chief executive officers (CEOs), executives and managers. Multivariable (step‐wise) linear regression was employed to examine simultaneously the influence of the predictor variables on career success outcomes. Findings Even after controlling for explanatory influences on career success, gender influences remained. Gender moderated the predictive influence of international experience on compensation, ascendancy, and perceived success. The findings also illustrate that career development models should be situated by (private versus public) sector and specify systemic gender differences in career success outcomes. Research limitations/implications The survey response rate was problematic. A response rate of 9 percent was lower than ideal. In this context, scholars note low‐response rates in mail surveys targeted at senior executives and CEOs. The attending limitation of self‐report responses and retrospective perceptions are also acknowledged. Practical implications The findings alert women about the importance of career preparation (role investment), such as graduate education and international experience, key credentials to executive‐level advancement. Women executives are also encouraged to seek clarification about compensation relative to their male counterparts. Originality/value Most studies about career success are mute with respect to how gender moderates the strength of personal and structural predictors on career outcomes. Given evidence about gender differences in how managers perceive success, examination about the influence of gender on subjective career outcomes is also warranted. Finally, the preponderance of studies about women's career experiences are based on American samples and/or sectors such as high‐tech. Public and service‐based industries, sectors historically populated with women, are often excluded from research. This work addresses the need for generalization by drawing on a across sector of Canadian managers, executives, and CEOs.
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Prédiction distillée sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Apprise à partir de 10 348 étiquettes directes de Codex et de 10 348 étiquettes directes de Gemma. Le mode candidate est l'union des têtes enseignantes seuillées; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont ni des étiquettes humaines ni des étiquettes directes de modèles de pointe.
Scores Codex et Gemma par catégorie
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,002 | 0,000 |
| Méta-épidémiologie (sens strict) | 0,000 | 0,000 |
| Méta-épidémiologie (sens large) | 0,000 | 0,000 |
| Bibliométrie | 0,000 | 0,000 |
| Études des sciences et des technologies | 0,000 | 0,000 |
| Communication savante | 0,000 | 0,001 |
| Science ouverte | 0,001 | 0,000 |
| Intégrité de la recherche | 0,000 | 0,000 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,002 | 0,000 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découle