Jumping ship: Who benefits from an external labor market career strategy?

Jeanne M. Brett · Linda K. Stroh

137 citations0/0 files storedJournal of Applied Psychology

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Gender Diversity and Inequality Labor market dynamics and wage inequality Human Resource and Talent Management

Abstract

The authors evaluated a sample of 610 managers working in 20 Fortune 500 companies in a longitudinal study to test hypotheses about male and female managers' compensation associated with internal and external labor market strategies. Both managers' gender and their labor market experience were hypothesized to affect their total cash compensation. Data confirmed hypotheses, but analyses of differences between male and female managers showed that only the male managers benefited from an external labor market strategy. Female managers who used an external labor market strategy did not receive greater compensation than female managers who used an internal labor market strategy. The discussion focuses on why female managers do not receive the same benefit from an external labor market strategy as male managers.

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References

1973The Strength of Weak Ties 1989Agency Theory: An Assessment and Review 1978Men and Women of the Corporation.1983Human Capital 1986Judgment in Managerial Decision Making 1979Why Is There Mandatory Retirement?1993Personal Networks of Women and Minorities in Management: A Conceptual Framework 1995AN EMPIRICAL INVESTIGATION OF THE PREDICTORS OF EXECUTIVE CAREER SUCCESS

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