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The pay premium for high‐potential women: A constructive replication and refinement
Personnel Psychology ( IF 4.7 ) Pub Date : 2019-10-14 , DOI: 10.1111/peps.12357
George F. Dreher 1 , Nancy M. Carter 2 , Terry Dworkin 3
Affiliation  

In this constructive replication, we revisit a provocative study by Leslie, Manchester, and Dahm (2017). They found that gender and being designated a high‐potential employee interacted in accounting for pay and that this resulted in a reversal in the commonly observed gender pay gap favoring men. Our primary aim was to examine important boundary conditions associated with their work by (a) conducting a study using a sample that would better generalize across industries and to individuals who aspire to reach senior management, (b) adding critical control variables to the statistical models used in the pay equation, and (c) by introducing a different conceptualization of the high‐potential construct. Also, to better understand the consequences of their study, we considered an additional dependent variable that addressed pay satisfaction. Even after making these model additions, the gender by high‐potential interaction term was significant—ruling out four plausible third‐variable explanations for the Leslie et al. finding. Moreover, these confirming results were observed using a sample that represented individuals employed in a wide range of industries, who had the educational backgrounds, career histories, and motivational states typically required of candidates competing for senior executive roles. Furthermore, high‐potential women did not report higher levels of pay satisfaction, suggesting that high‐potential women did not perceive their pay premium to be an inequitable advantage and that there may be limited positive return associated with using a pay premium to retain high‐potential talent.

中文翻译:

高潜力女性的薪酬溢价:建设性的复制和完善

在这种建设性的复制中,我们重新审视了莱斯利(Leslie),曼彻斯特(Manchester)和达姆(Dahm)(2017)的一项具有启发性的研究。他们发现,性别和被指定为高潜力员工在薪酬核算中相互影响,这导致通常观察到的有利于男性的性别薪酬差距出现逆转。我们的主要目的是通过(a)使用样本进行研究来研究与其工作相关的重要边界条件,该样本可以更好地概括各行各业以及渴望获得高级管理人员的个人,(b)在统计模型中添加关键控制变量(c)通过引入高电势构造的不同概念化。另外,为了更好地了解他们的研究结果,我们考虑了一个额外的因变量来解决薪酬满意度。即使在添加了这些模型之后,通过高电势交互作用项进行的性别分析也很重要-为Leslie等人排除了四个可能的第三变量解释。发现。此外,使用代表广泛行业的个体的样本观察了这些确认性结果,这些个体具有教育背景,职业经历和竞争高级管理人员职位通常需要的激励状态。此外,高潜力女性并未报告较高的薪酬满意度,这表明高潜力女性并未将她们的薪酬溢价视为不平等的优势,并且使用薪酬溢价保持高薪酬的积极回报可能有限。潜在人才。高势相互作用项对性别的影响是很大的-为莱斯利等人排除了四个可能的三变量解释。发现。此外,使用代表广泛行业的个体的样本观察了这些确认性结果,这些个体具有教育背景,职业经历和竞争高级管理人员职位通常需要的激励状态。此外,高潜力女性并未报告较高的薪酬满意度,这表明高潜力女性并未将她们的薪酬溢价视为不平等的优势,并且使用薪酬溢价保持高薪酬的积极回报可能有限。潜在人才。高势相互作用项对性别的影响很大,为莱斯利等人排除了四个可能的三变量解释。发现。此外,使用代表广泛行业的个体的样本观察了这些确认性结果,这些个体具有教育背景,职业经历和竞争高级管理人员职位通常需要的激励状态。此外,高潜力女性并未报告较高的薪酬满意度,这表明高潜力女性并未将她们的薪酬溢价视为不平等的优势,并且使用薪酬溢价保持高薪酬的积极回报可能有限。潜在人才。使用代表了广泛行业中受雇的个体的样本观察到了这些证实性结果,这些个体具有教育背景,职业经历和竞争高级管理人员职位通常所需的激励状态。此外,高潜力女性并未报告较高的薪酬满意度,这表明高潜力女性并未将她们的薪酬溢价视为不平等的优势,并且使用薪酬溢价保持高薪酬的积极回报可能有限。潜在人才。使用代表了广泛行业中受雇的个体的样本观察到了这些证实性结果,这些个体具有教育背景,职业经历和竞争高级管理人员职位通常所需的激励状态。此外,高潜力女性并未报告较高的薪酬满意度,这表明高潜力女性并未将她们的薪酬溢价视为不平等的优势,并且使用薪酬溢价保持高薪酬的积极回报可能有限。潜在人才。
更新日期:2019-10-14
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