U.S. Navy Promotion and Retention by Race and Sex
AbstractThe Navyâ€™s promotion-retention process involves two successive decisions: The Navy decides whether an individual is selected for promotion, and then, conditional on the Navyâ€™s decision, the sailor decides whether to reenlist or leave the Navy. Rates of promotion and retention depend on individualsâ€™ demographic and other characteristics, wars and economic conditions and factors that the Navy policy makers can control. Using estimates of these decision-making processes, we examine two important public policy questions: Do Navy promotion and retention rates differ across race and sex? Can the Navy alter its promotion and other policies to better retain sailors, or do war and civilian labor market conditions determine retention?
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Bibliographic InfoPaper provided by Institute of Industrial Relations, UC Berkeley in its series Institute for Research on Labor and Employment, Working Paper Series with number qt67w0q165.
Date of creation: 05 Jan 2010
Date of revision:
Other versions of this item:
- Golan, Amos & Greene, William & Perloff, Jeffrey M., 2010. "U.S. Navy Promotion and Retention by Race and Sex," Institute for Research on Labor and Employment, Working Paper Series qt73j2g8mq, Institute of Industrial Relations, UC Berkeley.
- Golan, Amos & Greene, William & Perloff, Jeffrey M., 2010. "U.S. Navy Promotion and Retention by Race and Sex," Institute for Research on Labor and Employment, Working Paper Series qt7g78t62t, Institute of Industrial Relations, UC Berkeley.
- J45 - Labor and Demographic Economics - - Particular Labor Markets - - - Public Sector Labor Markets
- J7 - Labor and Demographic Economics - - Labor Discrimination
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- William H. Greene, 1998. "Gender Economics Courses in Liberal Arts Colleges: Further Results," The Journal of Economic Education, Taylor & Francis Journals, vol. 29(4), pages 291-300, January.
- Nancy J. Burnett, 1997. "Gender Economics Courses in Liberal Arts Colleges," The Journal of Economic Education, Taylor & Francis Journals, vol. 28(4), pages 369-376, January.
- Larry D. Singell & John M. McDowell & James P. Ziliak, 1999. "Cracks in the Glass Ceiling: Gender and Promotion in the Economics Profession," American Economic Review, American Economic Association, vol. 89(2), pages 392-396, May.
- Jones, David R & Makepeace, Gerald H, 1996. "Equal Worth, Equal Opportunities: Pay and Promotion in an Internal Labour Market," Economic Journal, Royal Economic Society, vol. 106(435), pages 401-09, March.
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