Ostroff Cheri, Atwater Leanne E
Department of Organization and Leadership, Teachers College, Columbia University, New York, New York 10027, USA.
J Appl Psychol. 2003 Aug;88(4):725-40. doi: 10.1037/0021-9010.88.4.725.
Much research has examined gender and age effects on compensation, concluding that a wage gap exists favoring men and negative stereotypes against older workers persist. Although the effect of an employee's gender or age has been widely studied, little work has examined the impact of the demographic characteristics of a focal employee's immediate referent groups (e.g., subordinates, peers, or supervisors) on pay. The effect of the gender and age composition of a focal manager's subordinates, peers, and supervisor on the manager's compensation levels was investigated in a sample of 2,178 managers across a wide range of organizations and functional areas. After controlling for a number of human capital variables, results indicated that not only does a wage gap favoring men exist, but also managerial pay is lower when managers' referent groups are largely female, when subordinates are outside the prime age group, and when peers and supervisors are younger.
许多研究探讨了性别和年龄对薪酬的影响，得出的结论是存在有利于男性的工资差距，并且对老年员工的负面刻板印象依然存在。虽然员工的性别或年龄的影响已得到广泛研究，但很少有研究考察焦点员工的直接参照群体（如下属、同事或上级）的人口特征对薪酬的影响。在来自广泛组织和职能领域的2178名经理的样本中，研究了焦点经理的下属、同事和上级的性别和年龄构成对经理薪酬水平的影响。在控制了一些人力资本变量后，结果表明，不仅存在有利于男性的工资差距，而且当经理的参照群体主要为女性、下属不在黄金年龄组以及同事和上级较年轻时，经理的薪酬较低。
