Yes. I've been beating this drum for the last 5+ years, but there have been studies along the lines of motivations. At least one that I can remember; The study was on entrepreneurs - so no glass ceiling issues - and the summary was this: Women outperformed men in every case where they were compared on matching motivational goals.
So, between those interested in money - women made more money.
If family time was more important - women spent more time with family.
Where flexible working hours or vacation time ... you get the idea.
Of course, for the large part, women prioritized personal happiness, short commutes, family time, pretty much everything except money, whereas men prioritized money and professional recognition almost exclusively.
Unfortunately, the study is not online - at least, I haven't found it - I believe it was in a trade journal for industrial psychologists, or maybe just a business management magazine.
There are more items to throw into the mix too. As someone pointed out, women are not entering college programs where the degree is associated with higher financial income. Yet studies show that when they do, they often advance faster than men in the same position[1]. This is referred to as career discrimination - it's a self-selective discriminator meaning the person affected is the person making the choice. It's responsible for the largest source of wage disparity.
Career stability is another factor - someone else brought up that women are more likely than men to take time off for family, having & raising children, and so on - and thus have employment gaps which indicate family is more important than career. Not that this is bad, just that it does affect hiring decisions. This is why top execs (not surprisingly, those who make the most $$$) are rarely female. Not every woman is Marissa Mayer (Yahoo's CEO who went back to work with almost no leave after giving birth). When choices are made, you pick the one who places the business over their family, and 1-3 year gaps show that's not the case.
Then there's a whole other set of things; men being more willing to negotiate salary, self-selective bias towards culturally expected roles & professions, so on and so on.
When all is said and done, we still have some wiggle room, but most of the 'discrimination' can be explained due to non-discriminatory sources. There IS still discrimination however, make no mistake, but in the US today, it's easily offset by current affirmative action-promoted hiring standards and the apparent ability for women in general to outperform men - when they choose to.
If the goal is equality, I suggest that we're already there. If the goal is to eliminate discrimination, I think it's not only more challenging, but will necessarily require eliminating gender- and race-based decisions from things like college acceptance and hiring decisions. Obvious you say? It would mean no more affirmative action, as that provides advantages based on gender, race, sexuality or other minority status, which is literally discrimination based on those lines.
[1] - Yes, this could be due to affirmative action more than ability, the studies tend to focus on large companies with high data counts, and those companies tend to desire an appearance of gender and other forms of equality, as well they should. However, the first study I commented on indicates that women outperform men, so I'm theorizing this is earned promotions due to ability.