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Some Empirical Evidence on the Use of Gender Specific Promotion Rules

Author

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  • Robert Kaestner

    (Rider College)

Abstract

In 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.

Suggested Citation

  • Robert Kaestner, 1994. "Some Empirical Evidence on the Use of Gender Specific Promotion Rules," Eastern Economic Journal, Eastern Economic Association, vol. 20(2), pages 201-218, Spring.
  • Handle: RePEc:eej:eeconj:v:20:y:1994:i:2:p:201-218
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    File URL: http://web.holycross.edu/RePEc/eej/Archive/Volume20/V20N2P201_218.pdf
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    Citations

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    Cited by:

    1. Kathy A. Paulson Gjerde, 2002. "The existence of gender-specific promotion standards in the U.S," Managerial and Decision Economics, John Wiley & Sons, Ltd., vol. 23(8), pages 447-459.
    2. Havet, Nathalie, 2004. "Écarts salariaux et disparités professionnelles entre sexes : développements théoriques et validité empirique," L'Actualité Economique, Société Canadienne de Science Economique, vol. 80(1), pages 5-39, Mars.
    3. Winter-Ebmer, Rudolf & Zweimuller, Josef, 1997. "Unequal Assignment and Unequal Promotion in Job Ladders," Journal of Labor Economics, University of Chicago Press, vol. 15(1), pages 43-71, January.

    More about this item

    Keywords

    Discrimination; Gender;

    JEL classification:

    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination

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