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Some Empirical Evidence on the Use of Gender Specific Promotion Rules

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  • Robert Kaestner

    (Rider College)

Abstract

In this paper, empirical results are presented which demonstrate the significance of employee separations in the firm's decision concerning whom to promote. The results are quite supportive of the "jobs" theory of discrimination developed by Lazear and Rosen (1990), and several of the predictions of that model are confirmed in this paper. An important finding of the paper is that by accounting for the probability to separate from the firm, the size of the apparent female disadvantage in the promotion process is dramatically reduced to the point of being eliminated.

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File URL: http://college.holycross.edu/RePEc/eej/Archive/Volume20/V20N2P201_218.pdf
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Bibliographic Info

Article provided by Eastern Economic Association in its journal Eastern Economic Journal.

Volume (Year): 20 (1994)
Issue (Month): 2 (Spring)
Pages: 201-218

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Handle: RePEc:eej:eeconj:v:20:y:1994:i:2:p:201-218

Contact details of provider:
Postal: c/o Dr. Alexandre Olbrecht, The Anisfield School of Business 205, Ramapo College, 505 Ramapo Valley Road, Ramapo, New Jersey 07430, USA
Phone: (201) 684-7346
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Web page: http://www.ramapo.edu/eea/journal.html
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Related research

Keywords: Discrimination; Gender;

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Cited by:
  1. Kathy A. Paulson Gjerde, 2002. "The existence of gender-specific promotion standards in the U.S," Managerial and Decision Economics, John Wiley & Sons, Ltd., John Wiley & Sons, Ltd., vol. 23(8), pages 447-459.

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