Symposium 2135 - Gender And Career-Related Processes:Examining Bio-Social Constructionist Explanations For Gender Differences In Career Outcomes

Diversity in work teams
Friday May 19   11:30 AM to 01:00 PM (1 hour 30 minutes)
Human resource management
Diversity in the workplace
Gender and Career-related Processes:
Examining bio-social constructionist explanations for gender differences in career outcomes
J. Bosak 1,*, S. Paustian-Underdahl 2
1Dublin City University, Dublin 9, Ireland, 2Florida International University, Florida, United States
Main Abstract Content: State of the Art
Career experiences are not the same for men and women, and neither are career outcomes. In particular, there are striking gender discrepancies in earnings and managerial level—so-called objective career success—such that men, on average, earn more and advance into higher managerial levels than women. According to the bio-social constructionist perspective (Wood & Eagly, 2012), men and women’s career-related behaviors are affected by both biological and psycho-social factors.
New Perspectives/Contributions
Our symposium includes 5 papers which examine aspects of the bio-social model for gender differences in career processes. The 1st paper examines how gender differences in self-esteem and self-evaluation relate to stress responses in job interviews for a leadership position. The 2nd paper investigates the intersection of gender and professional status on social identification, perceived discrimination, and self-evaluation. The 3rd paper explores how gender and career-family centrality jointly relate to strategies for the management of work and family roles, including strategies for leaning in and leaning back from careers. The 4th paper provides a systematic review and integration of the literature on the differences between men and women in leadership motivation. Finally, the 5th paper examines gender differences in Chief Executive Officer’s implicit motives to lead.
Research/Practical Implications
We elucidate the key individual and contextual factors contributing to gender differences in career processes using several research methods including qualitative and quantitative data, as well as experimental and survey studies. Further, we outline multiple implications for individuals and organizations.


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