Gender Differences in Managerial Careers: Yesterday, Today, and Tomorrow

By Catherine Kirchmeyer. 2002

227 citations recorded by the source corpus.

Subfields: Economics and Econometrics, Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/e3c71fe0d9f9807ff13caa63809d121d52e168a9

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Citations in the corpus

Women’s Careers at the Start of the 21st Century: Patterns and Paradoxes (2008, methodology): “, 2002), but more evidence to suggest that women s multiple roles are not rewarded organizationally (Brett and Stroh, 1999; Burke, 1999; Kirchmeyer, 2002).”
Long work hours: a social identity perspective on meta‐analysis data (2008, background): “At least historically, men as a group have focused more of their energy on career attainments than have women as a group; as a result, researchers have found that men are more likely to develop salient identities based on organizational and occupational membership (Biernat & Wortman, 1991; Kirchmeye”
Organizational career management practices and objective career success: A systematic review and framework (2019, background): “…mentor support may be particularly valuable in overcoming stereotyping and discrimination (⁎Ragins & Cotton, 1999), senior managers who provide mentoring tend to be male, and the nature of their relationships with female protégés may impair the benefits of mentoring (⁎Kirchmeyer, 1998, 2002).”
The relationship between gender and aspirations to senior management (2007, background): “Finally, it is difficult for women who have interrupted their careers to reenter the workforce and be seriously considered for promotion ( Kirchmeyer, 2002”
The Career Satisfaction Scale: Response Bias among Men and Women. (2008, background): “Quite a few studies have found that women are less likely than men to reach top levels (Schneer & Reitman, 1995; Stroh, Brett, & Reilly, 1992) and that they earn lower incomes (Judge et al., 1995; Kirchmeyer, 2002; Schneer & Reitman, 1995; Stroh et al., 1992) but at the same time, women perceive the”
Perceived organizational barriers to women's career advancement in Lebanon (2010, result): “The findings of this study, though radical, cannot be considered completely surprising as several studies have shown that the positive consequences of mentoring cannot be generalized (Burke and McKeen, 1997; Kirchmeyer, 2002).”
Managers' gender role attitudes: a country institutional profile approach (2008, background): “Previous research suggests that gender role attitudes are associated with critical issues related to the workplace environment for women (Eyring & Stead, 1998; Hammick & Acker, 1998; Kirchmeyer, 2002; Schreiber, 1998).”
Advances in Career Theory and Research: A Critical Review and Agenda for Future Exploration (2009, background): “For example, Kirchmeyer (2002) reported that women experienced more career interruptions (i.e., physical mobility) due to family demands (i.e., rejecting career opportunities for personal or family reasons) than men; men’s career interruptions were more likely due to job loss.”
Organizational Support, Individual Attributes, and the Practice of Career Self-Management Behavior (2010, background): “Although it is acknowledged that some progress has been made since the earlier studies in this field were conducted (Kirchmeyer, 2002; Lyness & Thompson, 2000), women in managerial and professional occupations continue to earn less than men (Department of Trade and Industry, United Kingdom, 2005; Go”