Preferences for Job Attributes Associated with Work and Family: A Longitudinal Study of Career Outcomes |
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Authors: | Alison M Konrad Yang Yang Caren Goldberg Sherry E Sullivan |
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Institution: | (1) Richard Ivey School of Business, University of Western Ontario, 1151 Richmond Street North, London, Ontario, N6A 3K7, Canada;(2) Department of Management Science, George Washington University, Washington, DC;(3) Department of Management, Bowling Green State University, Bowling Green, OH |
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Abstract: | We examined the relationship between family responsibilities, job attribute preferences, and career-related outcomes (salary,
management level, job satisfaction) in a longitudinal study of 171 women and men students in the same MBA program. Findings
indicated that preferences for high salary and good advancement opportunities assessed when students entered the MBA program
predicted satisfaction with their salary and advancement outcomes 3 years later. Preferences did not predict actual salary
or management level outcomes, however. Together, these findings suggested that individuals may adjust their feelings of satisfaction
to reduce dissonance created by their inability to attain higher salaries or a higher management rank. Perhaps because these
individuals were in the early stage of their management careers, we found no significant associations between family responsibilities
and career-related outcomes.
An earlier version of this paper was presented as part of the symposium, “You can't have all of it all of the time: Moderators
of the relationship between family and career,” at the Academy of Management in New Orleans, LA, August 2004. |
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Keywords: | job attribute preferences work and family cognitive reinterpretation |
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