Personnel Policies at the Union Bank of Australia: Evidence from the 1888-1900 Entry Cohorts
This article uses personnel, payroll, and other records from the Union Bank of Australia to examine internal labor markets. It is shown that employment was characterized by limited ports of entry, impersonal rules for pay and promotion, well-defined career ladders, shielding from the external labor market, and a long-term employment relationship. In addition tenure within the bank was rewarded considerably more than experience elsewhere, and compensation increased considerably after 25-30 years tenure. These facts are partially consistent with the human capital, matching, and contract theory models but cannot be fully explained by any one model. Copyright 2000 by University of Chicago Press.
If you experience problems downloading a file, check if you have the proper application to view it first. In case of further problems read the IDEAS help page. Note that these files are not on the IDEAS site. Please be patient as the files may be large.
As the access to this document is restricted, you may want to look for a different version under "Related research" (further below) or search for a different version of it.
When requesting a correction, please mention this item's handle: RePEc:ucp:jlabec:v:18:y:2000:i:4:p:573-613. 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: (Journals Division)
If references are entirely missing, you can add them using this form.