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Turnover, productivité et hiérarchie dans le marché interne du travail

Author

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  • Gérard Ballot
  • Cyrille Piatecki

Abstract

[fre] L'article développe un modèle d'un marché interne du travail à deux échelons, fondé sur la rationalité de l'employeur et des salariés. Les variables étudiées particulièrement sont le plan de carrière offert par l'employeur (taux de salaire à chaque échelon, et taux de promotion), et le taux de démission du personnel d'exécution qui dépend des éléments de ce plan et détermine le turnover. On montre que l'employeur fixe sa propre hiérarchie des salaires (résultat qui constitue une extension de la théorie du salaire efficient), et, sous des conditions plausibles, que la hiérarchie des postes est pyramidale. On met par ailleurs en évidence une divergence entre la productivité marginale et le salaire au cours d'une période, et on analyse le sens et les motifs de cette divergence. Enfin, le modèle est généralisé à n échelons et la possibilité de démissionner est étendue à tous les salariés. [eng] Turnover, productivity and hierarchy in the internal market. Gérard Ballot, Cyrille Piatecki. The paper develops a two level internal labour market which is built on the rationality of both the employer and the employes. The essential variables are the career plan offered by the employer (wage rate at each lecel and promotion rate) and the quit rate of the production workers, which depends on this plan and determines the turnover. We show that each employer sets his own wage hierarchy (a result which is an extension of the efficiency wage theory), and that, under a set of reasonable assumptions, the hierarchy of jobs is pyramidal. The rnodel also displays the often noted gaps between marginal producticity und wage in the short term, and we analyse the direction and causes of tins gap. Finally a level generalisation is offered and the possibility of quitting is extened to all hires of employees.

Suggested Citation

  • Gérard Ballot & Cyrille Piatecki, 1986. "Turnover, productivité et hiérarchie dans le marché interne du travail," Revue Économique, Programme National Persée, vol. 37(2), pages 285-306.
  • Handle: RePEc:prs:reveco:reco_0035-2764_1986_num_37_2_408913
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    References listed on IDEAS

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    1. Yellen, Janet L, 1984. "Efficiency Wage Models of Unemployment," American Economic Review, American Economic Association, vol. 74(2), pages 200-205, May.
    2. Joesph E. Stiglitz, 1975. "Incentives, Risk, and Information: Notes Towards a Theory of Hierarchy," Bell Journal of Economics, The RAND Corporation, vol. 6(2), pages 552-579, Autumn.
    3. Akerlof, George A, 1984. "Gift Exchange and Efficiency-Wage Theory: Four Views," American Economic Review, American Economic Association, vol. 74(2), pages 79-83, May.
    4. Lippman, Steven A & McCall, John J, 1976. "The Economics of Job Search: A Survey: Part I," Economic Inquiry, Western Economic Association International, vol. 14(2), pages 155-189, June.
    5. Rothschild, Michael, 1973. "Models of Market Organization with Imperfect Information: A Survey," Journal of Political Economy, University of Chicago Press, vol. 81(6), pages 1283-1308, Nov.-Dec..
    6. Calvo, Guillermo A & Wellisz, Stanislaw, 1979. "Hierarchy, Ability, and Income Distribution," Journal of Political Economy, University of Chicago Press, vol. 87(5), pages 991-1010, October.
    7. Robert Cooter & Rodrigo Restrepo, 1979. "A Closed Model of Careers in a Simple Hierarchy," Bell Journal of Economics, The RAND Corporation, vol. 10(2), pages 526-548, Autumn.
    8. Lippman, Steven A & McCall, John J, 1976. "The Economics of Job Search: A Survey," Economic Inquiry, Western Economic Association International, vol. 14(3), pages 347-368, September.
    9. Sherwin Rosen, 1982. "Authority, Control, and the Distribution of Earnings," Bell Journal of Economics, The RAND Corporation, vol. 13(2), pages 311-323, Autumn.
    10. Malcomson, James M, 1981. "Unemployment and the Efficiency Wage Hypothesis," Economic Journal, Royal Economic Society, vol. 91(364), pages 848-866, December.
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