The career path once promised to good managers was an uninterrupted, upward climb on a corporate ladder. When environmental forces caused organizations to downsize and restructure, the promise was broken. A protean path emerged, one that was self-directed rather than company-directed, and involved changes in employment. The study assesses whether managers have achieved the promised path and whether demographic and career factors differ for those on promised versus protean paths. Longitudinal data from MBAs surveyed three times over a 13-year period demonstrated that the promised career path still exists for one-third of the MBAs. Managers on promised paths were somewhat older and worked in larger companies. However, they did not have greater income, managerial level, career satisfaction, company loyalty, or job security than those on protean paths. Women followed both paths but career advancement was more accessible on protean paths. This study makes a unique contribution as the longitudinal data, controlled educational background, and controlled time period enhance understanding of managerial career paths.There was a time during the last half century when a managerial career held out a very attractive promise. The promise was offered by large corporations to bright young men who agreed to work for them. It was not in writing, but was implicit. It suggested that ability, hard work and loyalty would be rewarded. The path that was promised to managers was an uninterrupted, upward climb on a corporate ladder that would provide challenge, security and financial rewards (Hall and Moss, 1998). This was not an altruistic arrangement; the organization expected the system to provide it with a productive, satisfied and loyal management team. For several decades this system worked. However, beginning in the late 1980s and continuing into the 1990s, environmental forces (increased global competition, areas of diminished productivity, periods of recession, and a host of mergers and takeovers) impinged upon organizations and they responded by downsizing and restructuring (Uchitelle and Kleinfield, 1996). Many middle managers, even those with good performance records, were laid off in attempts to streamline and cut costs. The promise of lifetime employment in return for hard work and company loyalty was broken. What had been the promised managerial career path was no longer guaranteed.
