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Gender, extra‐firm mobility, and compensation attainment in the United States and Hong Kong
Author(s) -
Lam Simon S. K.,
Dreher George F.
Publication year - 2004
Publication title -
journal of organizational behavior
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 3.938
H-Index - 177
eISSN - 1099-1379
pISSN - 0894-3796
DOI - 10.1002/job.264
Subject(s) - compensation (psychology) , differential (mechanical device) , demographic economics , phenomenon , labour economics , educational attainment , business , psychology , economics , social psychology , economic growth , quantum mechanics , engineering , aerospace engineering , physics
Using 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.