ANTECEDENTS OF MANAGERIAL AND PROFESSIONAL CAREER TRAJECTORIES AND THEIR DIFFERENTIAL EFFECTS ON BLACKS AND WHITES: GAINING PARITY THROUGH HUMAN AND SOCIAL CAPITAL ROCHELLE PARKS-YANCY Rutgers University 800 Forest Ave. #10H Westfield, NJ 07090 908-389-0607 parksthom1@aol.com Research has shown that blacks and whites do not have the same level of success in managerial and professional careers. On average, whites gain higher salaries and rewards and obtain jobs that have greater responsibility and authority than blacks. While there has been extensive research on the effects family socioeconomic status (SES) (Blau & Duncan, 1967) and human capital (Durham et. al., 1995) on labor market outcomes, there has not been sufficient attention given to the effects of social capital on blacks compared to whites (Seibert et. al., 2001). This paper explores the effects of social capital on income differences between blacks and whites, net of the effects of socioeconomic background and human capital, for a sample of young adults. While extensive research has documented the labor market outcomes for blacks and whites, there is relatively limited research on blacks in managerial and professional careers. Prior research specifically on blacks has looked at the career progress of blacks who participated in the youth development program, ABC (A Better Chance), (Zweigenhaft & Domhoff, 1991), racial and gender differences in performance assessments (Smith et. al., 2001) and minorities' success in corporate management (DiTomaso &Thompson, 1988). LITERATURE REVIEW Blau & Duncan (1967) established the landmark research on the effects of socioeconomic background on career success. They found that family SES affects the quality and quantity of education received, which affects career beginnings, and, ultimately, occupational achievement. As individuals advance in their careers, their previous jobs and work experiences become more important for continued advancement, and socioeconomic origin becomes less important. Family SES, however, serves as a foundation for future occupational achievement. In their study of racial differences in the impact of wealth, Oliver & Shapiro (1997) found that 60% of whites who were born into upper white collar status-a status that is often achieved through a managerial and professional career-were able to maintain that status, but only 36% of blacks were able to do so. That is, not only are blacks less likely to come from higher status backgrounds, but even those who do have more difficulty translating family SES into their own career achievement. I expect, however, that family SES will have a positive effect for both blacks and whites, but that the effect will be greater for whites than for blacks. H 1 : Whites’ birth SES is positively associated with their career success. H 2 : Blacks' birth SES is positively associated with their career success. Academy of Management Proceedings 2002 CAR: A1 Find (Cntl-F) Table of Contents Best Paper Index