How Do Co-Workers React When a Woman Receives the Highest Pay?: A Theoretical Model of Pay Status

Despite the persistence of an overall gender pay gap at the social level, there have been emerging cases where women with superior performance receive the highest pay within their workgroups or organizations. In light of common gender stereotypes, it is likely that others may react to this situation differently than they do when men receive the highest pay. However, current theory has not fully explored the potential effects of a woman being highest-paid on others in the workgroup, nor the boundary conditions that may magnify or mitigate co-worker reactions. Integrating the relational demography and pay comparison literature, we develop a theoretical framework of how gender similarity to and gender of the highest paid member interactively influence other members’ workgroup identification. Moreover, we propose that pay status contexts, including pay status salience and stability, would further moderate the interaction effect. We conclude with a discussion of theoretical and practical implications and of future research directions suggested by our theoretical framework.