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The purpose of this paper is to investigate the gender gap in pre-career salary expectations. Five major explanations are tested to explain the gap, as well as understand the relative contribution of each explanation.

Data were collected from 452 post-secondary students from Canada.

Young women had lower initial and peak salary expectations than their male counterparts. The gap in peak salary could be explained by initial salary expectations, beta values, the interaction between beta values and gender, and estimations of the value of the labor market. Men and women in this study expected to earn a considerably larger peak salary than they expected for others.

Cross-sectional data cannot infer causality, and the Canadian sample may not be generalizable to other countries given that an economic downturn occurred at time of data collection. Research should continue to investigate how individuals establish initial salary expectations, while also testing more dynamic models given the interaction effect found in terms of gender and work values in explaining salary expectations.

The majority of the gender gap in peak salary expectations can be explained by what men and women expect to earn immediately after graduation. Further, women and men have different perceptions of the value they attribute to the labor market and what might be a fair wage, especially when considering beta work values.

The data suggests that the gender-wage gap is likely to continue and that both young men and women would benefit from greater education and information with respect to the labor market and what they can reasonably expect to earn, not just initially, but from a long-term perspective.

This study is the first to simultaneously investigate five theoretical explanations for the gender gap in pre-career expectations.

The purpose of this paper is to explain how candidates' expectations of salary in relation to job offers as expatriates in developing societies are related to country image and to age.

Data were collected from over 500 engineers living in France, Portugal and Spain, evaluating two hypothetical expatriate proposals to six different African and Latin American countries. Multivariate hierarchical regression was applied to statistically detect significant predictors, with a broad range of control variables, to investigate expatriate salary expectations.

Results evidence the role of age, seniority, previous international experience and culture attraction for the host country in influencing salary expectations for potential expatriate postings. These results are discussed at the light of selection, optimisation and compensation theory (SOC), conservation of resources theory (COR) and social identity theory.

Findings call for multinational companies to consider age, individual background, career attributes and location concerns when evaluating salary expectations involved in expatriation to developing countries.

The study shows how individual expectations about required salaries for accepting expatriate job offers in developing countries (hardly addressed in the extant literature) result from the potential for professional development opportunities and the responsibility of the jobs being offered, the country image, and the age and motivation of the individuals. Furthermore, it integrates research through use of SOC and COR theories.

Previous US research has consistently revealed females reporting lower pay expectations and entitlements compared to their male counterparts. The purpose of this paper is to investigate whether these gender differences still exist, specifically in British and Australian business students, or whether there has been a generation shift in attitudes.

Quantitative data were analysed from 481 (252 females and 229 males) university students, on their responses to what they “expected” to earn five years after graduation and what they thought they “deserved” to earn. Students from two British universities (n=285) and two Australian universities (n=196) participated.

Results revealed that the presence of very high values (outliers) reported by a small proportion of male respondents led to apparent gender differences in perceived entitlement (deserved salary). However, appropriately modified analyses showed no significant gender differences in expected salary, deserved salary or salary difference. Differences were observed between countries; in the UK expectations and views on deserved salary were higher than those expressed in Australia. In addition, in both countries' students from higher ranking universities expected higher salaries and believed they deserved a higher salary.

The sample is restricted to University business students and may not generalise to other groups.

Implications of these findings reflect on gender pay inequities, along with methodological issues for future research.

This paper challenges the long‐held view that, in general, males have more positive expectations of their future salaries than females. While this has been reported in the past, the paper illustrates that in a contemporary sample across two countries, the great majority of male and female students had very similar expectations for their future salary. The paper proposes some explanations that may account for this phenomenon. The only clear gender difference observed was the presence of a small proportion of males with extremely high salary expectations; the paper highlights the necessity for appropriate statistical analysis of such highly skewed data.

Labour market expectations and especially wage expectations are important determinants for individual schooling decisions. However, research on individual expectations of students is scarce. The paper presents the Swiss results of a survey that was conducted in ten European countries. Its main findings are that point estimates of wages after graduation are close to actual wages, whereas the expectations of the wage gain in the first ten years of professional experience exceed the actual wage gains significantly. We find that rates of return to education that are calculated on the basis of individual wage and cost expectations as well as individual time preferences can be explained partially by the seniority of students, the self‐perception of their academic performance and their subjective job perspectives.

This paper aims to develop and test hypotheses on determinants of supply chain managers’ salaries. While women make up about half the workforce, there is evidence in the trade press that they receive far less than half of the compensation. Sex of the manager and size of his or her organization are among the predictors of salary.

The hypotheses are tested using regression analysis of data from a survey of supply chain managers in Canada. This technique enables testing for a gender effect, while controlling for the effects of other factors.

Seven variables are found to be significant predictors of supply chain manager salaries. Smaller companies pay lower salaries. Small business supply chain/logistics managers working longer hours with a professional designation, more experience, greater budgetary responsibility and greater share of compensation coming as a bonus earn higher salaries. Finally, male small business supply chain managers earn more than their female counterparts.

The piece includes a discussion of limitations and future research opportunities into the gender salary gap.

There are implications for small businesses wanting to hire supply chain managers, and for female (and male) managers looking for work.

This paper presents evidence of possible gender discrimination against half the population. The potential social implications are tremendous.

This is a unique piece of research in testing theory-driven hypotheses about supply chain salaries, especially by including gender and organizational size as predictors.

The job satisfaction of university graduates can serve as an indicator of success in their professional development. At the same time, it can be a measure of higher education systems’ effectiveness. The purpose is to assess the relationship of university graduates’ socio-demographic characteristics, aspects of their degree program, experiences in the labor market and current working conditions and their job satisfaction.

The data were collected from a survey conducted at 11 Chilean universities with 534 graduates. An ordinal logistic regression model was fit to calculate job satisfaction probabilities for different graduate profiles.

The results show that sex, field of study, gross salary and horizontal match are related to graduates’ job satisfaction. Men and graduates in education and humanities are more likely to report being satisfied with their current job. Those graduates receiving higher salaries and those who are horizontally well-matched report higher levels of job satisfaction.

This study contributes to expanding knowledge about the job satisfaction of university graduates. Specifically, based on the results obtained, it introduces the idea of aspiration fulfillment as a possible determinant of job satisfaction in different fields of study. This can serve as a starting point for research that delves into differentiated expectations for graduates from different disciplines.

As young individuals transition from educational settings to embark on their career paths, their expectations for their future careers become of paramount importance. Ng et al. (2010) examined the expectations of young people in post-secondary education in 2007; those colloquially referred to as “Millennials” or “GenY”. The present study replicates Ng et al.'s (2010) study among a sample of post-secondary students in 2019 (referred to as Generation Z or GenZ) and compares the expectations of young adults in GenY and GenZ.

This study employs a time-lag comparison of GenY and GenZ young career entrants based on data collected in 2007 (n = 23,413) and 2019 (n = 16,146).

Today's youth seem to have realistic expectations for their first jobs and the analyses suggest that young people continue to seek positive, healthy work environments which make room for work–life balance. Further, young people today are prioritizing job security and are not necessarily mobile due to preference, restlessness or disloyalty, but rather leave employers that are not meeting their current needs or expectations.

Understanding the career expectations of young people allows educators, employers and policymakers to provide vocational guidance that aligns those expectations with the realities of the labor market and the contemporary career context.

While GenY was characterized as optimistic with great expectations, GenZ can be described as cautious and pragmatic. The results suggest a shift away from opportunity, towards security, stability, an employer that reflects one's values and a job that is satisfying in the present.

The purpose of this paper is to understand the value of foreign work experience for young migrants after their return to the home country labour market and their labour market preferences relative to stayers.

The authors analyse the labour market integration patterns of young return migrants in Slovakia. After reconstructing the life histories of young people from online CVs, a set of regression models investigates the attractiveness, salary expectations and positions of interest to returnees in comparison to stayers.

Post-accession foreign work experience increases the attractiveness of job candidates. Foreign work experience changes the expectations of returnees with respect to wages and widens their perspective on the location of future work. In the underperforming labour market, migration experience signals to employers a set of skills that differentiate young returnees from young stayers in a positive way.

While the web data are not representative, it allows the authors to study return migration from a perspective that large representative data sets do not allow.

Foreign work experience is, in general, an asset for (re)integration into the home labour market, but the higher salary demands of returnees might hinder the process in a less-skilled segment of the labour market.

Return migration is a relatively underresearched area, and knowledge about the perception of returnees among employers and the labour market preferences of returnees is relatively limited. Another contribution lies in the use of online data to analyse return migration from the perspective of both labour demand and supply.

Examines the effect of an ethnically identifiable name on the initial résumé/application review process. Also examines raters’ salary expectations.

The purpose of this paper is to propose a model of voluntary employee turnover based on the theory of met expectations and self-perceived efficacy of the employee, using data from a field survey conducted in a call center.

The paper formulates a model of employee turnover. First explaining the fulfillment of expectations from initial expectations of the employee (before starting work) and their experience after a period of time. Second, explaining the turnover of employees from the fulfillment of their expectations.

Some of the variability in the fulfillment of expectations can be explained by the difference between expectations and experiences in different job dimensions (e.g. income levels and job recognition). Results show that the level of fulfillment of expectations helps explain the process of employee turnover.

This work provides evidence for the met expectation theory, where the gap between the individual’s expectations and subsequent experiences lead to abandonment behaviors in the organization.

The results suggest two paths of action to reduce the high turnover rates in the call center: the first, through realistic expectations setting of the employee, and the second, with a constant monitoring of the fulfillment of those expectations.

A statistical model of survival is used, which is appropriate for the study of the employee turnover processes, and its inherent temporal nature.

El propószito de este trabajo es proponer un modelo de rotación voluntaria de empleados basado en la teoría de cumplimiento de expectativas y autoeficacia del empleado, utilizando datos de un estudio de campo llevado a cabo en un centro de llamados (call center).

Este trabajo fomula un modelo de rotación de empleados. Primero, explica el cumplimiento de expectativas laborales a partir de las expectativas iniciales (antes de comenzar a trabajar), y las experiencias laborales después de un período de tiempo. Segundo, explica la rotación de empleados a partir del cumplimiento de las expectativas laborales.

Parte de la variabilidad del cumplimiento de expectativas laborales puede ser explicado a partir de la diferencia entre expectativas y experiencias en distintas dimensiones del trabajo (por ejemplo, niveles de salario y reconocimientos laborales). Los resultados muestran que el nivel de cumplimiento de expectativas ayuda a explicar el proceso de rotación de empleados.

Este trabajo porvee evidencia empírica de la teoría del cumplimiento de expectativas, en donde la brecha entre las expectativas individuales y las subsecuentes experiencias, conducen a comportamientos de abandono en la organización.

Los resultados sugieren dos distintas vías de acción para reducir la alta rotación de empleados en los centros de llamados. La primera es a través de fijación de expectativas iniciales realistas al empleado, y la segunda, un monitoreo constante del cumplimiento de tales expectativas.

Se utiliza un modelo estadísitico de sobrevivencia, el cual es apropiado para estudios de procesos de rotación, cuya naturaleza es inherentemente temporal.