Organization moderators of gender differences in career development: A facet classification

The literature on organizational factors that are relevant to gender differences in career development is characterized by conceptual complexity and a lack of integration among research studies, each of which examines a different single facet of the problem. In this study, the methodology of facet analysis is applied to the empirical literature on moderators of such gender differences, clarifying and organizing this complexity. Six facets pertaining to situational and individual variables are required to classify the existing empirical research to organization moderators of gender differences. The implications of the facet classification for the study of females' career development are discussed and hypotheses for future research are provided.