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The Effects of Gender Role Congruence and Statistical Discrimination on Managerial Advancement

Department of Human Resource Administration, School of Business and Management, Temple University, Speakman Hall, Philadelphia, Pennsylvania 19122.

Kathy Cannings

Uppsala University, Nationalekonomiska Institutionen, Department of Economics, P. 0. Box 513, S-751 20 Uppsala, Sweden.

This paper makes the argument that the managerial advancement process is different for women and men. Men in management who choose to participate more fully in family labor experience gender role congruence pressures and are penalized in the workplace. Women in management experience statistical discrimination, meaning that they are viewed with suspicion and that their commitment and competence is over-tested. Findings from data collected in two large firms supported the gender role congruence and statistical discrimination perspectives. Specifically, effort expended on paid work was more strongly positively associated with advancement for men than for women. Participating in household labor hurt men's advancement more than it did women's. Demonstrating competence in a series of internal organizational experiences was more strongly associated with advancement for women than for men. Implications for theory, management, and future research are discussed.

Key Words: gender discrimination • gender roles • managerial advancement • women in management

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