Abstract
PurposeThe purpose of this paper is to find whether non-cognitive traits contribute to the gender gap in supervisory status and promotion.Design/methodology/approachThe authors use a large employer-employee matched data set collected from six former socialist countries to assess the link between non-cognitive traits and upward mobility.FindingsControlling for workplace heterogeneity, the authors find that gender differences in locus of control, the preference for challenge vs affiliation, and adherence to work ethic together can explain about 7-18 percent of the gender gap in supervisory status and promotion.Originality/valueOverall, non-cognitive traits provide an important, though modest, explanation for the gender gap in upward mobility.
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