Some Empirical Evidence on the Use of Gender Specific Promotion Rules
AbstractIn 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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Bibliographic InfoArticle provided by Eastern Economic Association in its journal Eastern Economic Journal.
Volume (Year): 20 (1994)
Issue (Month): 2 (Spring)
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- J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
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- 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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