Chu 2017 Gender gap in upward mobility what is the role of non-cognitive traits.pdf (570.33 kB)
Download fileGender Gap in Upward Mobility: What is the Role of Non-cognitive Traits?
Do non-cognitive traits contribute to the gender gap in supervisory status and promotion? We use a large employer-employee matched dataset collected from six former socialist countries to assess the link between non-cognitive traits and upward mobility. Controlling for workplace heterogeneity, we find that gender differences in locus of control, the preference for challenge versus affiliation, and adherence to work ethic together can explain about 7–18% of the gender gap in supervisory status and promotion. Overall, non-cognitive traits provide an important, though modest, explanation for the gender gap in upward mobility.
The version of record is available at https://doi.org/10.1108/ijm-12-2015-0220. The full citation is as follows: Chu, Y.-W.L., and Linz, S. (2017). Gender gap in upward mobility: what is the role of non-cognitive traits? International Journal of Manpower 38, 835–853.
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Preferred citation
Chu, Y. & Linz, S. (2017). Gender Gap in Upward Mobility: What is the Role of Non-cognitive Traits? International Journal of Manpower, 38(6), 835-853. https://doi.org/10.1108/ijm-12-2015-0220Publisher DOI
Journal title
International Journal of ManpowerVolume
38Issue
6Publication date
2017-01-01Pagination
835-853Publisher
EmeraldPublication status
AcceptedContribution type
ArticleISSN
0143-7720eISSN
1758-6577Language
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No categories selectedKeywords
SupervisorPromotionPersonalityWork ethicGender gapUpward mobilitySocial SciencesIndustrial Relations & LaborManagementBusiness & EconomicsJOB-SATISFACTIONWORK VALUESPERSONALITY-TRAITSPAY GAPLOCUSPERFORMANCECOMMITMENTPROMOTIONSTABILITYLADDERIndustrial RelationsApplied EconomicsBusiness and Management