Despite the fact that women re-entered the workforce in greater numbers many decades ago and various anti-discrimination laws have been passed, sex and gender inequality and discrimination still prevail, as evidenced by sex segregation, the glass ceiling effect and the gender wage gap. While many theories, like human capital theory, have been offered to account for these inequalities, recent research indicates additional explanations are needed. In this book, a model of gendered behavior is proposed and empirically tested. The analysis includes an examination of whether sex and gender identity predict an individual's approach to work (i.e., relational or independent) and behavior at work (e.g, organizational citizenship behaviors). It also investigates the effects of sex, gender identity, approach to work and behaviors on the outcomes of compensation, promotion and burnout. The book sheds light on how gendered behavior at work impacts individual career outcomes and is therefore of practical use to all professionals, but particularly those in Human Resources, Organizational Development and Higher Education, who focus on understanding and minimizing gender inequality at work.