Some Empirical Evidence on the Use of Gender Specific Promotion Rules
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.
Volume (Year): 20 (1994)
Issue (Month): 2 (Spring)
|Contact details of provider:|| Postal: c/o Dr. Alexandre Olbrecht, The Anisfield School of Business 205, Ramapo College, 505 Ramapo Valley Road, Ramapo, New Jersey 07430, USA|
Phone: (201) 684-7346
Web page: https://www.quinnipiac.edu/eea/
More information through EDIRC
When requesting a correction, please mention this item's handle: RePEc:eej:eeconj:v:20:y:1994:i:2:p:201-218. See general information about how to correct material in RePEc.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Victor Matheson, College of the Holy Cross)
If references are entirely missing, you can add them using this form.