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Managerial Momentum: A Simultaneous Model of the Career Progress of Male and Female Managers

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  • Kathleen Cannings
  • Claude Montmarquette

Abstract

Using a firm-level data base to estimate a simultaneous model of the interaction of performance, ambition, and rewards in the internal promotion process, the authors analyze differences between men and women in “managerial momentum†—sustained career progress within the firm. They find that in the Canadian firm studied, the tendency of women to rely more than men on formal bidding for promotion to secure offers of promotion deprives them of managerial momentum. Underlying the greater success of men in gaining promotion is their greater use of informal networks, a less meritocratic means than bidding of bringing one's desire for promotion to the attention of superiors, and indeed one that appears to enable men to offset performance evaluations that are on the average lower than those of women.

Suggested Citation

  • Kathleen Cannings & Claude Montmarquette, 1991. "Managerial Momentum: A Simultaneous Model of the Career Progress of Male and Female Managers," ILR Review, Cornell University, ILR School, vol. 44(2), pages 212-228, January.
    • Handle: RePEc:sae:ilrrev:v:44:y:1991:i:2:p:212-228
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    Cited by:

    1. Kyung-Ran Roh & Eun-Bee Kim, 2021. "An Analysis of Male and Female Managers’ Responses to Work Stress: Focused on the Case of South Korea," IJERPH, MDPI, vol. 18(21), pages 1-12, October.
    2. Nikos Bozionelos & Konstantinos Kostopoulos & Beatrice van Der Heijden & Denise M. Rousseau & Giorgos Bozionelos & Thomas Hoyland & Izabela Marzec & Piotr Jędrzejowicz & Olga Epitropaki & Aslaug Mikke, 2016. "Employability and Job Performance as Links in the Relationship Between Mentoring Receipt and Career Success. A Study in SMEs," Post-Print hal-01294990, HAL.
    3. Demirbağ Orkun & Demir Hale Cide & Yozgat Uğur, 2020. "Political Will, Political Skill, Network Resources and Personal Reputation: A Serial Two-Mediator Model," Journal of Management and Business Administration. Central Europe, Sciendo, vol. 28(3), pages 26-56, September.
    4. Danilo Coelho & Marcelo Fernandes & Miguel Nathan Foguel, 2007. "Foreign Capital And Gender Differences In Promotions: Evidence From The Brazilian Transformation Industry," Anais do XXXV Encontro Nacional de Economia [Proceedings of the 35th Brazilian Economics Meeting] 167, ANPEC - Associação Nacional dos Centros de Pós-Graduação em Economia [Brazilian Association of Graduate Programs in Economics].
    5. Kristina Reineke & Holger Steinmetz & Rodrigo Isidor & Rüdiger Kabst, 2020. "Women on Top Management Teams and Firm Performance in German Medium-Sized Enterprises: The Moderating Role of Recruiting Source," Working Papers Dissertations 60, Paderborn University, Faculty of Business Administration and Economics.
    6. Anica Rose, 2017. "Subjective Appraisals of Employee Potential: Do Gender and Managerial Level Matter?," Working Papers Dissertations 22, Paderborn University, Faculty of Business Administration and Economics.
    7. M. Birasnav & Huda Al Merbati & Richa Chaudhary & S. Rangnekar, 2013. "Predictors of Career Success among Government Employees," Management and Labour Studies, XLRI Jamshedpur, School of Business Management & Human Resources, vol. 38(4), pages 517-529, November.
    8. Li‐Qun Wei & Jun Liu & Yuan‐Yi Chen & Long‐Zeng Wu, 2010. "Political Skill, Supervisor–Subordinate Guanxi and Career Prospects in Chinese Firms," Journal of Management Studies, Wiley Blackwell, vol. 47(3), pages 437-454, May.
    9. Sandy Kristin Piderit & Susan J. Ashford, 2003. "Breaking Silence: Tactical Choices Women Managers Make in Speaking Up About Gender‐Equity Issues," Journal of Management Studies, Wiley Blackwell, vol. 40(6), pages 1477-1502, September.
    10. Lisa Cullen & Theo Christopher, 2012. "Career Progression of Female Accountants in the State Public Sector," Australian Accounting Review, CPA Australia, vol. 22(1), pages 68-85, March.

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