George F. Dreher

RELATIONSHIP OF CAREER MENTORING AND SOCIOECONOMIC ORIGIN TO MANAGERS' AND PROFESSIONALS' EARLY CAREER PROGRESS

This study examined the relationship of career mentoring to the promotions and compensation received by 404 early career managers and professionals working in a variety of organizations. The result...

Race, Gender, and Opportunity: A Study of Compensation Attainment and the Establishment of Mentoring Relationships

In this article, hypotheses concerned with how race, gender, and mentoring experiences account for compensation outcomes among master of business administration (MBA) program graduates are considered. African-American and Hispanic MBAs were less likely than their White counterparts to establish mentoring relationships with White men. Women with MBAs were less likely than men with MBAs to form such relationships. Graduates who had been able to establish mentoring relationships with White men displayed an average annual compensation advantage of

The Role of Performance in the Turnover Process

16,840 over those with mentors displaying other demographic profiles. There were no compensation differences between those who had established mentoring relationships with women or minority men and those who had not established a mentoring relationship.

Labor Market Mobility and Cash Compensation: The Moderating Effects of Race and Gender

The study examined performance, potential, aptitude, and career advancement differences between employees who voluntarily resigned from a natonal oil company and those continuing in the organizatio...

Breaking the Glass Ceiling: The Effects of Sex Ratios and Work-Life Programs on Female Leadership at the Top

Building upon the gender-based study conducted by Brett and Stroh (1997), we examined the moderating effects of gender and race on the relationship between changing employers and compensation attai...

Cognitive Ability and Career Attainment: The Moderating Effects of Early Career Success

Data, at the level of the corporation, revealed that the percentage of lower-level managerial positions held by women in the 1980s and early 1990s was positively associated with the number of work-life human resource practices provided in 1994 and with the percentage of senior management positions held by women in 1999. In turn, the number of work-life human resource practices provided in 1994 was positively associated with the percentage of senior management positions held by women in 1999 and partially mediated the effect of lower-level female representation on senior level female representation. These results support the blending of a social contact theory perspective and a strategic human resource management perspective when explaining the glass-ceiling phenomenon, and have important implications for managing human resources and individual careers.

Compensation System Attributes and Applicant Pool Characteristics

Three explanations regarding the prediction that early career success will moderate the relationship between cognitive ability and career attainment are presented along with an empirical examination of this issue. Using longitudinal data provided for 156 managerial, professional, and technical employees, significant moderating effects for an age-graded index of early career success were observed. The relationships between two measures of cognitive ability and later career job level were stronger for individuals identified as below average with respect to early career success than for their above average counterparts. These results agree with the proposition that the acquisition of knowledge, skills, and information is particularly dependent upon cognitive ability for inhviduals competing without the advantages associated with early career signals of high potential.

Influence tactics and salary attainment: a gender-specific analysis

The relationships between two compensation system attributes-pay level and the level and flexibility of benefits-and the number of applicants attracted to a job, the rate at which they accept the j...

Turnover and Competition for Expected Job Openings: An Exploratory Analysis

In this article the linkages between upward influence tactics and salary attainment were studied within the context of observed salary differences between men and women. The data for this field study were gathered from 212 male and 82 female business school graduates. Annual salary was regressed on a set of control variables and six dimensions of upward influence. Separate salary equations were estimated for men and women, and used to study sex-based salary differentials. The results indicated that even though there were few mean differences between men and women in terms of person-centered attributes, the characteristics of employing organizations, or the use of upward influence styles, women earned less than men. The set of upward influence tactics uniquely accounted for variation in salaries for both men and women, and there was evidence of gender specificity in the salarly allocation process. The usefulness of considering upward influence tactics when studying the salary allocation process is emphasized, particularly when the goal is to understand observed salary differences between men and women.

The MBA as Careerist: An Analysis of Early-Career Job Change

The article details a study that examines the relationship between external employment opportunities and employee turnover. The author discusses methods of estimating employment opportunity for var...