Using a firm-level data base to estimate a simultaneous model of the interaction of performance, ambition, and rewards in the internal promotion process, the authors analyze differences between men and women in "managerial momentum"-sustained career progress within the firm. They find that in the Canadian firm studied, the tendency of women to rely more than men on formal bidding for promotion to secure offers of promotion deprives them of managerial momentum. Underlying the greater success of men in gaining promotion is their greater use of informal networks, a less meritocratic means than bidding of bringing one's desire for promotion to the attention of superiors, and indeed one that appears to enable men to offset performance evaluations that are on the average lower than those of women. (Abstract courtesy JSTOR.)
Download Info
To our knowledge, this item is not available for
download. To find whether it is available, there are three
options:
1. Check below under "Related research" whether another version of this item is available online.
2. Check on the provider's web page
whether it is in fact available.
3. Perform a search for a similarly titled item that would be
available.
Publisher Info
Article provided by ILR Review, ILR School, Cornell University in its journal ILR Review.
Volume (Year): 44 (1991) Issue (Month): 2 (January) Pages: 212-228 Download reference. The following formats are available: HTML
(with abstract),
plain text
(with abstract),
BibTeX,
RIS (EndNote, RefMan, ProCite),
ReDIF
For technical questions regarding this item, or to correct its listing, contact: (Jami Carlacio).
Related research
Keywords:
Cited by: (explanations, Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.)