An Analysis of Quits, Dismissals, and Promotions at a Large Retail Firm
AbstractUsing data from a large U.S. retail firm, we examine how differences in race, age, and gender between a manager and a subordinate affect the subordinate’s rate of quits, dismissals, and promotions. These differences can have statistically significant and sometimes large effects— especially differences in race and ethnicity. In most cases, these differences produce adverse effects—i.e., higher quit and dismissal rates, and lower promotion rates. But in three cases, where traditionally lower-status managers supervise higher-status employees, differences produce favorable effects. With respect to race, this means having a different-race manager hurts black and Hispanic employees, but helps white employees.
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Bibliographic InfoPaper provided by University of Miami, Department of Economics in its series Working Papers with number 0721.
Length: 42 pages
Date of creation: Jul 2006
Date of revision:
Publication status: Forthcoming: Under Review, Journal of Human Resources
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Web page: http://www.bus.miami.edu/faculty-and-research/academic-departments/economics/index.html
More information through EDIRC
race; ethnicity; racial discrimination; turnover; promotions;
Find related papers by JEL classification:
- J15 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Minorities, Races, Indigenous Peoples, and Immigrants; Non-labor Discrimination
- J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
- J7 - Labor and Demographic Economics - - Labor Discrimination
- J59 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Other
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