The dual-earner dad penalty in salary progression

Linda K. Stroh, Jeanne M. Brett

Research output: Contribution to journalArticlepeer-review

24 Scopus citations


This study investigates four alternative theoretical explanations for the gap in salaries between dual-earner and traditional male managers. The sample was 348 married male managers with children at home. They were employed by twenty Fortune 500 organizations. The data show that when controlling for work force experience and industry differences, salaries of the dual-earner male managers increased an average of 59% over five years, while the salaries of traditional managers increased by 70%. This gap could not be accounted for by differences between the groups in human capital or conformance to social norms related to the family. Implications of the findings are discussed in terms of the validity of signals of hours in the office and wife as resource.

Original languageEnglish (US)
Pages (from-to)181-201
Number of pages21
JournalHuman Resource Management
Issue number2
StatePublished - 1996

ASJC Scopus subject areas

  • Applied Psychology
  • Strategy and Management
  • Organizational Behavior and Human Resource Management
  • Management of Technology and Innovation


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