Non-cognitive antecedents of pay and pay expectations: gender-based differences in a masculine work setting

ABSTRACT

Research on gender differences in the effects of non-cognitive traits and behaviours on pay is rather scant and focuses largely on the big five personality traits. To address this gap, we consider the equivocal findings regarding the direct associations of intrinsic motivation, self-efficacy, and networking with pay, arguing for gender differences in the degree to which actual pay and pay expectations are influenced by these non-cognitive factors. Hypotheses are tested using a sample of 250 individuals working in traditionally masculine jobs at a single high-technology firm. Participants completed two surveys, and income data were retrieved from the firm’s archives. Intrinsic motivation was positively related to actual pay and pay expectations among men and was negatively related to both pay measures among women. Self-efficacy was positively related to actual pay among women and was unrelated to actual pay among men. Networking was positively related to actual pay among men and was negatively related to actual pay among women. Finally, self-efficacy and networking were unrelated to pay expectations among both men and women. We draw from notions of gender stereotypes, backlash, and tokenism to discuss gender-based differences in how organizations appraise and reward non-cognitive traits and behaviours.

KEYWORDS:

• Gender
• motivation
• networking
• pay ineqality
• self-efficacy

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Disclosure statement

No potential conflict of interest was reported by the authors.