The internal economics of a university - evidence from personnel data
Abstract
Based on a rich personnel data set of a large university we .nd strong evidence for the existence of an internal labor market. First, the lowest academic rank is a strong port of entry and the highest rank is a port of exit. Second, wages do not follow external wage developments, since they follow administrative rules that have not been modi.ed for a long time. We subsequently look at internal promotion dynamics to assess the relevance of alternative internal labor market theories. A unique feature of our data is that we have good measures of performance. Consistent with incentive theories of internal labor markets, research and teaching performance turn out to be crucial determinants of promotion dynamics. Learning theories of internal labor markets appear to have support when we do not account for observed performance, but the evidence becomes much weaker once we control for performance. Finally, we .nd that administrative rigidities play an important role in explaining promotion dynamics.Download Info
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Paper provided by Katholieke Universiteit Leuven, Centrum voor Economische Studiën in its series Center for Economic Studies - Discussion papers with number ces10.18.Length:
Date of creation: May 2010
Date of revision:
Handle: RePEc:ete:ceswps:ces10.18
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Keywords:Other versions of this item:
- Catherine Haeck & Frank Verboven, 2012. "The Internal Economics of a University: Evidence from Personnel Data," Journal of Labor Economics, University of Chicago Press, vol. 30(3), pages 591 - 626.
- Haeck, Catherine & Verboven, Frank, 2010. "The internal economics of a university - evidence from personnel data," Open Access publications from Katholieke Universiteit Leuven urn:hdl:123456789/267474, Katholieke Universiteit Leuven.
- Haeck, Catherine & Verboven, Frank, 2010. "The Internal Economics of a University - Evidence from Personnel Data," CEPR Discussion Papers 7843, C.E.P.R. Discussion Papers.
- J30 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - General
- J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
- J45 - Labor and Demographic Economics - - Particular Labor Markets - - - Public Sector Labor Markets
This paper has been announced in the following NEP Reports:
- NEP-ALL-2010-12-23 (All new papers)
- NEP-EDU-2010-12-23 (Education)
- NEP-LAB-2010-12-23 (Labour Economics)
- NEP-SOG-2010-12-23 (Sociology of Economics)
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Citations
Citations are extracted by the CitEc Project, subscribe to its RSS feed for this item.Cited by:
- Pascal Courty & John Sim, 2012.
"What is the cost of retaining and attracting exceptional talents? Evidence from the Canada Research Chair program,"
Working Papers
1294, Queen's University, Department of Economics.
- 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.
- Nordström Skans, Oskar & J. Brösamle, Klaus, 2011.
"Paths to higher office: evidence from the Swedish Civil Service,"
Working Paper Series
2011:13, IFAU - Institute for Evaluation of Labour Market and Education Policy.
- 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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