The last three authors contributed equally to the preparation of this manuscript. None of them deserves anything less than second authorship.
Job and industry fit: the effects of age and gender matches on career progress outcomes†
Article first published online: 28 SEP 2004
Copyright © 2004 John Wiley & Sons, Ltd.
Journal of Organizational Behavior
Volume 25, Issue 7, pages 807–829, November 2004
How to Cite
Goldberg, C. B., Finkelstein, L. M., Perry, E. L. and Konrad, A. M. (2004), Job and industry fit: the effects of age and gender matches on career progress outcomes. J. Organiz. Behav., 25: 807–829. doi: 10.1002/job.269
- Issue published online: 28 SEP 2004
- Article first published online: 28 SEP 2004
- Manuscript Accepted: 10 MAY 2004
- Manuscript Revised: 27 AUG 2003
- Manuscript Received: 25 NOV 2002
Using a sample of 232 MBA alumni, we tested the impact of respondent age, gender, and their interaction on career progress outcomes (managerial level, number of promotions, and salary) and whether age- and gender-type of contexts moderated these relationships. Women's salaries did not increase much with age, whereas men's salaries showed a marked increase with age. We also found a gender × job gender-type effect on salary, such that women earned somewhat higher salaries in masculine-typed jobs, while men earned considerably higher salaries in feminine-typed jobs. In addition, we observed a three-way interaction between gender, age, and age-type of industry indicating that younger men received more promotions in old-typed industries, while younger women received more promotions in young-typed ones. Results are discussed in light of cognitive matching approaches and status characteristics theory. Copyright © 2004 John Wiley & Sons, Ltd.