Demographic similarity to the work group: A longitudinal study of managers at the early career stage
研究141名加拿大商学院毕业生在入职后14个月内的工作体验，发现与工作群体在年龄、教育、生活方式上的差异导致挑战减少和群体契合度降低，而性别差异则带来更多挑战和晋升机会。
Abstract A sample of 141 Canadian business school graduates responded to questionnaires at 3, 9 and 14 months after beginning full‐time jobs. Their job experiences including challenge, work group fit, supervisor support, and mentorship were measured along with organizational commitment, turnover, and promotion. There was little evidence of treatment discrimination against the female and minority members of the sample. However, dissimilarity to one's work group in terms of age, education, and lifestyle meant lower job challenge and poorer work group fit. In contrast, being dissimilar in terms of gender meant greater challenge, and, if the manager was male, greater likelihood of promotion. Being dissimilar in terms of culture was not associated with any of the job experiences. Relationships between the early experiences and organizational commitment were strongest for those who were most dissimilar in terms of gender, whereas relationships between the experiences and turnover were strongest for those who were most dissimilar in terms of age, education, and lifestyle.