The Impact of Recruitment, Selection, Promotion and Compensation Policies and Practices on the Glass Ceiling

Glass Ceiling ReportGlassCeilingImpactofRecruitmentno13.pdf: 27713 downloads, before Oct. 1, 2020

Managing Diversity and Glass Ceiling Initiatives as National Economic Imperatives

Glass Ceiling ReportGlassCeilingBackground5ManagingDiversity.pdf: 11584 downloads, before Oct. 1, 2020

Barriers to Work Place Advancement: the Experience of the White Female Work Force

Glass Ceiling ReportGlassCeilingBackground17WhiteFemaleWorkForce.pdf: 8903 downloads, before Oct. 1, 2020

An Empirical Investigation of the Predictors of Executive Career Success

The present study examined the degree to which demographic, human capital,motivational, organizational, and industry/region variables predicted executive career success. Career success was assumed to comprise objective (pay, ascendancy) and subjective (job satisfaction, career satisfaction) elements. Results obtained from a sample of 1,388 U.S.executives suggested that demographic, human capital, motivational, and organizational variables explained significant variance in objective career success and in career satisfaction. Particularly interesting were findings that educational level, quality, prestige, and degree type all predicted financial success. In contrast, only the motivational and organizational variables explained significant amounts of variance in job satisfaction. These findings suggest that the variables that lead to objective career success often are quite different from those that lead to subjectively defined success

Citizenship, Gender, and Racial Differences in the Publishing Success Of Graduate Students and Young Academics

Although extensive research exists on the publishing success of academics, few studies have examined factors influencing the publishing success of graduate students and young academics. Data from a survey of 12,000 graduate students in the Humanities and related social sciences was used to examine citizenship, gender and racial/ethnic differences in publishing success during graduate school and the first three years after graduation. The results of this analysis indicate that international students have the highest publication rates during graduate school as well as in the first three years following receipt of degree. Results also indicate that female graduate students are less likely than male graduate students to publish, a gap that remains in the years following graduate school. Finally, results indicate that U.S. citizen minority students exhibit lower levels of publishing success compared with non-minority students during graduate school, but that this gap that disappears within the first few years after graduate school

Organizational Demography and Individual Careers: Structure, Norms, and Outcomes

[Excerpt] As the terms career choices and opportunity structure suggest, demographic influences on careers operate at multiple levels of analysis: at the individual level, on individuals\u27 perceptions of work environments and career decisions, and at the organization level, on group dynamics and organizational selection processes. However, there are few theories that explicate the processes that bridge these levels. What are the dynamics by which demographic patterns influence an individual\u27s career choices? Similarly, how do individual actions shape the processes of demographic change within organizations? This chapter presents one approach to exploring such questions

Factors that Influence Persistence of Biology Majors at a Hispanic-Serving Institution

To promote diversity within the science, technology, engineering, and mathematics (STEM) workforce, we must identify factors that influence or hinder historically underrepresented minority (URM) students’ persistence to degrees in STEM. We documented potential factors that influence students’ persistence in an undergraduate biology program and created a 14-item, Likert-scale instrument. We recruited 137 undergraduate biology majors at a Hispanic-serving institution in Texas to report which factors they found influential in their decision to remain enrolled in their degree programs. We used a modified social cognitive career theory model of career choice to guide interpretation of the reported influences and identify patterns in responses. We documented three highly influential factors for all students: personal motivation, potential learning experiences, and job opportunities with the job opportunities showing a significant difference (P=0.036) between White and URM student groups. We also found a trend (P=0.056) indicating White students were more influenced by role models and mentors than URM students. Our findings suggest that personal motivation and potential job opportunities are the most influential factors driving students to seek educational opportunities that could lead to STEM careers. However, access to a diverse pool of role models also has the potential to provide positive impacts on student persistence in STEM

Feeling Different: Being the 'Other' in US Workplaces

What does it mean to be an "other" in the workplace?Everyone has complex and multiple identities that define both how they see themselves and how others perceive them. These include personal attributes such as gender, race, ethnicity, or nationality and are lenses through which people view the world. The more different someone is and feels from their workgroup or workplace as a whole, the more they may feel like the "other" at the table.This report examines the experience of otherness in the US workplace and focuses on how people with multiple sources of otherness in a workplace are impacted in terms of their opportunities, advancement, and aspirations

Gender Differences in Pay of Young Management Professionals in the United States: A Comprehensive View

We conduct a comprehensive examination of the gender differences in pay focusing on multiple perspectives emanating from economics, social psychology, and gender studies. Data are drawn from surveys of MBA students conducted by the Graduate Management Admissions Council. Although women in both samples earn significantly less on average than men, when the effects of the study’s variables are considered via multiple regression analysis, no significant difference in annual salary is observed. Our results show the importance of simultaneously considering the impact of human capital, job and firm characteristics, demographics, and cognitive skills. Structural differences are noted in the models estimated separately for men and women. However, the results from decomposing salary differentials are quite consistent with estimates from the single-equation models