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Article: Gender, extra-firm mobility, and compensation attainment in the United States and Hong Kong

TitleGender, extra-firm mobility, and compensation attainment in the United States and Hong Kong
Authors
Issue Date2004
PublisherJohn Wiley & Sons Ltd. The Journal's web site is located at http://www3.interscience.wiley.com/cgi-bin/jabout/4691/ProductInformation.html
Citation
Journal Of Organizational Behavior, 2004, v. 25 n. 7, p. 791-805 How to Cite?
AbstractUsing data from 739 U.S. managers and professionals and 593 Hong Kong Chinese managers and professionals we examined the moderating effects of gender on the relationship between changing employers and compensation attainment. While there were no gender-based compensation differences early in the careers of these individuals (in 1991), large pay differences favoring men were observed in 1999 only among those who had followed an external labor market strategy. These results demonstrate that this phenomenon is not isolated to labor markets of the United States and strengthen the view that much of the observed pay differential favoring men has its origins in extra-firm mobility, not intra-firm gender discrimination. Copyright © 2004 John Wiley & Sons, Ltd.
Persistent Identifierhttp://hdl.handle.net/10722/85864
ISSN
2015 Impact Factor: 2.986
2015 SCImago Journal Rankings: 2.412
ISI Accession Number ID
References

 

DC FieldValueLanguage
dc.contributor.authorLam, SSKen_HK
dc.contributor.authorDreher, GFen_HK
dc.date.accessioned2010-09-06T09:10:08Z-
dc.date.available2010-09-06T09:10:08Z-
dc.date.issued2004en_HK
dc.identifier.citationJournal Of Organizational Behavior, 2004, v. 25 n. 7, p. 791-805en_HK
dc.identifier.issn0894-3796en_HK
dc.identifier.urihttp://hdl.handle.net/10722/85864-
dc.description.abstractUsing data from 739 U.S. managers and professionals and 593 Hong Kong Chinese managers and professionals we examined the moderating effects of gender on the relationship between changing employers and compensation attainment. While there were no gender-based compensation differences early in the careers of these individuals (in 1991), large pay differences favoring men were observed in 1999 only among those who had followed an external labor market strategy. These results demonstrate that this phenomenon is not isolated to labor markets of the United States and strengthen the view that much of the observed pay differential favoring men has its origins in extra-firm mobility, not intra-firm gender discrimination. Copyright © 2004 John Wiley & Sons, Ltd.en_HK
dc.languageengen_HK
dc.publisherJohn Wiley & Sons Ltd. The Journal's web site is located at http://www3.interscience.wiley.com/cgi-bin/jabout/4691/ProductInformation.htmlen_HK
dc.relation.ispartofJournal of Organizational Behavioren_HK
dc.rightsJournal of Organizational Behavior . Copyright © John Wiley & Sons Ltd.en_HK
dc.titleGender, extra-firm mobility, and compensation attainment in the United States and Hong Kongen_HK
dc.typeArticleen_HK
dc.identifier.openurlhttp://library.hku.hk:4550/resserv?sid=HKU:IR&issn=0894-3796&volume=25&issue=7&spage=791&epage=805&date=2004&atitle=Gender,+Extra-Firm+Mobility,+and+Compensation+Attainment+in+the+United+States+and+Hong+Kong.en_HK
dc.identifier.emailLam, SSK: simonlam@hku.hken_HK
dc.identifier.authorityLam, SSK=rp01071en_HK
dc.description.naturelink_to_subscribed_fulltext-
dc.identifier.doi10.1002/job.264en_HK
dc.identifier.scopuseid_2-s2.0-10944251745en_HK
dc.identifier.hkuros103550en_HK
dc.relation.referenceshttp://www.scopus.com/mlt/select.url?eid=2-s2.0-10944251745&selection=ref&src=s&origin=recordpageen_HK
dc.identifier.volume25en_HK
dc.identifier.issue7en_HK
dc.identifier.spage791en_HK
dc.identifier.epage805en_HK
dc.identifier.isiWOS:000224594500001-
dc.publisher.placeUnited Kingdomen_HK
dc.identifier.scopusauthoridLam, SSK=35218940100en_HK
dc.identifier.scopusauthoridDreher, GF=7003715289en_HK

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