Research indicates men often receive greater merit rewards than women for the same performance. It is unclear, however, whether gender differences in merit rewards narrow with increasing firm tenure or whether gender differences in merit-rewards stay constant across employees' firm-internal career. Using longitudinal personnel records of a private U.S. employer (2005–2014), the author finds no evidence for declining gender effects on pay when employees stay longer, not even among nonprofessionals where performance is easier to assess. Results contradict information-based theories and speak to status characteristics theory. Moreover, gender disparities are significant only when supervisors have discretion over merit increases.

中文翻译：

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工作场所性别薪酬差距：员工留任时间越长，性别是否越不重要？

研究表明，对于同样的表现，男性往往比女性获得更多的功绩奖励。然而，尚不清楚绩效奖励的性别差异是否随着公司任期的增加而缩小，或者绩效奖励的性别差异是否在员工的公司内部职业生涯中保持不变。使用美国私人雇主的纵向人事记录（2005-2014 年），作者发现没有证据表明当员工停留时间更长时，性别对薪酬的影响会下降，即使在绩效更容易评估的非专业人士中也是如此。结果与基于信息的理论相矛盾，并与状态特征理论相矛盾。此外，只有当主管对绩效增加有自由裁量权时，性别差异才显着。