Sex Inequality at Higher Levels in the Hierarchy: An Intraorganizational Perspective |
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| Authors: | Ellen R Auster Robert Drazin |
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| Institution: | An associate professor at the Graduate School of Business at Columbia University. She received her Ph.D. in Sociology/Organizational Studies from Cornell University. She has published in Research in Organizational Behavior, Human Resource Management, The Amertian Journal of Economics and Sociology, Employee Responsibilities and Rights Journal, Ethnic Communities in Business: Strategies for Economic Survival, Contemporary Sociology, The Columbia Journal of World Busimss and is co-author of Population Perspectives on Organizations;, with H. Aldrich, U. Staber and C. Zimmer. Her research interests include sources of evaluation bias and organizational evolution. An associate professor of management at the Graduate School of Business, Columbia University. He received his Ph.D. in Organization Theory from the Wharton School of the University of Pennsylvania. He has published in Administrative Science Quarterly, Academy of Management Review, Human Resource Management, Organization Studies and Research in Organization Behavior;. His research interests include organization design and the management of innovation. |
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| Abstract: | The relationship of sex-based wage inequality to level in the hierarchy is investigated for 2,631 employees of a large financial services organization. As hypothesized, men earned more than women overall, and the wage gap between men and women was greater at higher levels in the hierarchy than at lower levels in the hierarchy. The effects of performance ratings on salary also differed by level. At higher levels, the impact of each increase in performance rating was greater for men than women, whereas at lower levels the impact was similar between men and women. |
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