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Abstract

This study examined whether a woman working a flexible schedule would be perceived as having less career advancement potential than a woman on a regular schedule. Participants reviewed a packet of materials simulating the personnel file of a female employee in an accounting firm who was seeking promotion from manager to senior manager. Results indicated that participants perceived the female employee on the flexible schedule as having less job-career dedication and less advancement motivation; there was no difference in perceived capability. Implications of these results for implementation of alternative work arrangements are discussed.