ABSTRACT
Gender bias in personnel decisions continues to limit women's upward mobility in organizations. Both subtle and explicit differences are found between men and women in such decisions as hiring/selection, performance appraisal, perceptions of leadership effectiveness, subordinate satisfaction with leader, and promotion recommendations (Benokraitis and Feagin 1986; O'Leary and Ickovics 1992). However, other research reveals no significant difference in the assessment of men and women at work (Pulakos et al. 1989; Thompson and Thompson 1985). Although research is equivocal regarding the existence of disparate decisions, there is unequivocal evidence that disproportionately few women had top-level executive positions in nonentrepreneurial organizations (Brown 1988; Morrison et al. 1987).
