George F Dreher
Biographic Data
| ID | 5789529 |
|---|---|
| NAME | George F Dreher |
| GIVEN NAMES | George F |
| FAMILY NAME | Dreher |
| SIGNATURE | DREHER G F |
| AFFILIATIONS | Indiana University Bloomington |
| ORCID | 0000-0002-2450-3900 |
| VERIFIED | Yes |
| TOTAL WORKS | 10 |
| TOTAL CITATIONS | 61 |
| AUTHOR COUNT | 10 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1989 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 5 |
Mentoring and Career Success
Mentoring is a valuable resource that enhances outcomes like career success. Applying conservation of resources theory, we examine the interaction effects of workers’ management aspirations and lengthy career interruption(s) on the mentoring-career success relationship. Utilizing 259 older professional workers, we test these relationships with both cross-sectional and time-separated data. Although the pattern of results was similar when comparing…
Expatriation and career success
Very little is known about the linkages between expatriation and objective measures of career success. In this field study we address the expatriation–compensation attainment relationship, after controlling for different kinds of international experience, among 440 graduates of elite MBA programs from around the world. The results suggest that a positive compensation return only accrues to repatriates who have experienced more than one expatriate…
Wage and Salary Surveys
This article describes the procedure known as a “wage and salary survey.” It defines the concept and provides information on a) how such a survey is conducted, b) what data are collected, and c) how these data are combined and interpreted.
Interaction of gender, mentoring, and power distance on career attainment
This article examines how demographics (gender) and cultural values (power distance) differentially moderate the relationship between mentoring (mentor presence) and career attainment (compensation and organizational position) among 390 managers and professionals in two contrasting cultures (Taiwan versus the USA). The four-way interaction of gender x mentor x power distance x country was significant for both dependent variables, supporting our h…
Gender, extra‐firm mobility, and compensation attainment in the United States and Hong Kong
Using data from 739 U.S. managers and professionals and 593 Hong Kong Chinese managers and professionals we examined the moderating effects of gender on the relationship between changing employers and compensation attainment. While there were no gender‐based compensation differences early in the careers of these individuals (in 1991), large pay differences favoring men were observed in 1999 only among those who had followed an external labor mark…
Breaking the Glass Ceiling
Data, at the level of the corporation, revealed that the percentage of lower-level managerial positions held by women in the 1980s and early 1990s was positively associated with the number of work-life human resource practices provided in 1994 and with the percentage of senior management positions held by women in 1999. In turn, the number of work-life human resource practices provided in 1994 was positively associated with the percentage of seni…
Race, gender, and opportunity
In this article, hypotheses concerned with how race, gender, and mentoring experiences account for compensation outcomes among master of business administration (MBA) program graduates are considered. African-American and Hispanic MBAs were less likely than their White counterparts to establish mentoring relationships with White men. Women with MBAs were less likely than men with MBAs to form such relationships. Graduates who had been able to est…
Correlates of career‐oriented mentoring for early career managers and professionals
This study examines several different kinds of correlates of career‐oriented mentoring experiences among early career managers and professionals. Survey data were collected from 416 respondents employed in a wide variety of jobs, organizations, and industries. The respondents averaged 30 years of age, and 28 per cent were women. Results indicated that younger, more work‐involved respondents from higher socioeconomic origins received more career‐o…
A comparative study of mentoring among men and women in managerial, professional, and technical positions.
Influence tactics and salary attainment
Breaking the Glass Ceiling
Data, at the level of the corporation, revealed that the percentage of lower-level managerial positions held by women in the 1980s and early 1990s was positively associated with the number of work-life human resource practices provided in 1994 and with the percentage of senior management positions held by women in 1999. In turn, the number of work-life human resource practices provided in 1994 was positively associated with the percentage of seni…
Influence tactics and salary attainment
Gender, extra‐firm mobility, and compensation attainment in the United States and Hong Kong
Using data from 739 U.S. managers and professionals and 593 Hong Kong Chinese managers and professionals we examined the moderating effects of gender on the relationship between changing employers and compensation attainment. While there were no gender‐based compensation differences early in the careers of these individuals (in 1991), large pay differences favoring men were observed in 1999 only among those who had followed an external labor mark…
Expatriation and career success
Very little is known about the linkages between expatriation and objective measures of career success. In this field study we address the expatriation–compensation attainment relationship, after controlling for different kinds of international experience, among 440 graduates of elite MBA programs from around the world. The results suggest that a positive compensation return only accrues to repatriates who have experienced more than one expatriate…
Interaction of gender, mentoring, and power distance on career attainment
This article examines how demographics (gender) and cultural values (power distance) differentially moderate the relationship between mentoring (mentor presence) and career attainment (compensation and organizational position) among 390 managers and professionals in two contrasting cultures (Taiwan versus the USA). The four-way interaction of gender x mentor x power distance x country was significant for both dependent variables, supporting our h…
Correlates of career‐oriented mentoring for early career managers and professionals
This study examines several different kinds of correlates of career‐oriented mentoring experiences among early career managers and professionals. Survey data were collected from 416 respondents employed in a wide variety of jobs, organizations, and industries. The respondents averaged 30 years of age, and 28 per cent were women. Results indicated that younger, more work‐involved respondents from higher socioeconomic origins received more career‐o…
Influence tactics and salary attainment
A comparative study of mentoring among men and women in managerial, professional, and technical positions.
Correlates of career‐oriented mentoring for early career managers and professionals
This study examines several different kinds of correlates of career‐oriented mentoring experiences among early career managers and professionals. Survey data were collected from 416 respondents employed in a wide variety of jobs, organizations, and industries. The respondents averaged 30 years of age, and 28 per cent were women. Results indicated that younger, more work‐involved respondents from higher socioeconomic origins received more career‐o…
Race, gender, and opportunity
In this article, hypotheses concerned with how race, gender, and mentoring experiences account for compensation outcomes among master of business administration (MBA) program graduates are considered. African-American and Hispanic MBAs were less likely than their White counterparts to establish mentoring relationships with White men. Women with MBAs were less likely than men with MBAs to form such relationships. Graduates who had been able to est…
Breaking the Glass Ceiling
Data, at the level of the corporation, revealed that the percentage of lower-level managerial positions held by women in the 1980s and early 1990s was positively associated with the number of work-life human resource practices provided in 1994 and with the percentage of senior management positions held by women in 1999. In turn, the number of work-life human resource practices provided in 1994 was positively associated with the percentage of seni…
Gender, extra‐firm mobility, and compensation attainment in the United States and Hong Kong
Using data from 739 U.S. managers and professionals and 593 Hong Kong Chinese managers and professionals we examined the moderating effects of gender on the relationship between changing employers and compensation attainment. While there were no gender‐based compensation differences early in the careers of these individuals (in 1991), large pay differences favoring men were observed in 1999 only among those who had followed an external labor mark…
Interaction of gender, mentoring, and power distance on career attainment
This article examines how demographics (gender) and cultural values (power distance) differentially moderate the relationship between mentoring (mentor presence) and career attainment (compensation and organizational position) among 390 managers and professionals in two contrasting cultures (Taiwan versus the USA). The four-way interaction of gender x mentor x power distance x country was significant for both dependent variables, supporting our h…
Wage and Salary Surveys
This article describes the procedure known as a “wage and salary survey.” It defines the concept and provides information on a) how such a survey is conducted, b) what data are collected, and c) how these data are combined and interpreted.
Expatriation and career success
Very little is known about the linkages between expatriation and objective measures of career success. In this field study we address the expatriation–compensation attainment relationship, after controlling for different kinds of international experience, among 440 graduates of elite MBA programs from around the world. The results suggest that a positive compensation return only accrues to repatriates who have experienced more than one expatriate…
Mentoring and Career Success
Mentoring is a valuable resource that enhances outcomes like career success. Applying conservation of resources theory, we examine the interaction effects of workers’ management aspirations and lengthy career interruption(s) on the mentoring-career success relationship. Utilizing 259 older professional workers, we test these relationships with both cross-sectional and time-separated data. Although the pattern of results was similar when comparing…
Psychology (9 works) · Social Psychology (9 works) · Demographic economics (6 works) · Economics (6 works) · Social Psychology (6 works) · Gender Diversity and Inequality (5 works) · Higher Education Research Studies (5 works) · Mentoring and Academic Development (5 works) · Political science (5 works) · Economic growth (4 works)