Work experience and related concepts such as tenure and seniority have been and continue to be used extensively in a variety of human resource functions. However, research on experience has proceeded without a clear theoretical orientation, adequate consideration of contextual and individual factors, and appropriate attention to measurement and design. These issues are addressed and a model of the work experience construct is offered. Work experience is described as consisting of qualitative and quantitative components that exist at different levels of specification and which interact and accrue over time. The model provides a nomological net for the experience construct linking it to contextual and individual factors critical for the development of experience and its translation into immediate outcomes of work‐based knowledge, skills, attitudes, and motivation, and secondary outcomes such as performance. The model provides a basis for specific research propositions and human resource applications that consider work experience as a multidimensional, multilevel, and temporally dynamic construct.

While workplace learning includes formal and informal learning, the rela-

This study examined gender bias on job performance in work settings where confounding variables (e. g., organizational level, experience, education) were cautiously taken into consideration to ensure fair comparisons. Although previous meta‐analyses examined gender biases on evaluations, findings in tightly controlled laboratory environments may differ from those in highly complicated field studies. We found little evidence of overall gender bias in performance appraisals in nonconfounded field studies. However, there were significant pro‐male biases when only men served as raters. Measure‐specific gender stereotypicality, instead of genera! stereotypicality about the job, produced gender bias in performance appraisal. Masculine measures produced pro‐male bias, and feminine measures produced pro‐female bias.

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