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The Internal Economics of a University: Evidence from Personnel Data

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  • Catherine Haeck
  • Frank Verboven

Abstract

Using a rich personnel data set of a large European university we find strong evidence for the existence of an internal labor market. First, there is a strong port of entry at the lowest academic rank and in fact even prior to entering professorship, resulting in very long internal careers. Second, wages do not follow external wage developments. We subsequently consider various incentive theories regarding the dynamics of promotions, as organized through annual tournaments. As expected, a rigid set of research and teaching criteria determine the speed of promotions. At the same time, administrative rigidities play an important role.

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File URL: http://www.jstor.org/stable/pdfplus/10.1086/664946
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File URL: http://www.jstor.org/stable/full/10.1086/664946
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Bibliographic Info

Article provided by University of Chicago Press in its journal Journal of Labor Economics.

Volume (Year): 30 (2012)
Issue (Month): 3 ()
Pages: 591 - 626

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Handle: RePEc:ucp:jlabec:doi:10.1086/664946

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Web page: http://www.journals.uchicago.edu/JOLE/

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Cited by:
  1. Courty, Pascal & Sim, John, 2012. "What is the cost of retaining and attracting exceptional talents? Evidence from the Canada Research Chair program," CEPR Discussion Papers 8966, C.E.P.R. Discussion Papers.
  2. Brösamle, Klaus J & Nordström Skans, Oskar, 2011. "Paths to higher office: evidence from the Swedish Civil Service," Working Paper Series, Center for Labor Studies 2011:17, Uppsala University, Department of Economics.

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