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U.S. Navy Promotion and Retention by Race and Sex

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  • Golan, Amos
  • Greene, William
  • Perloff, Jeffrey M.

Abstract

The Navy’s promotion-retention process involves two successive decisions: The Navy decides whether an individual is selected for promotion, and then, conditional on the Navy’s decision, the sailor decides whether to reenlist or leave the Navy. Rates of promotion and retention depend on individuals’ demographic and other characteristics, wars and economic conditions and factors that the Navy policy makers can control. Using estimates of these decision-making processes, we examine two important public policy questions: Do Navy promotion and retention rates differ across race and sex? Can the Navy alter its promotion and other policies to better retain sailors, or do war and civilian labor market conditions determine retention?

Suggested Citation

  • Golan, Amos & Greene, William & Perloff, Jeffrey M., 2010. "U.S. Navy Promotion and Retention by Race and Sex," Department of Agricultural & Resource Economics, UC Berkeley, Working Paper Series qt67w0q165, Department of Agricultural & Resource Economics, UC Berkeley.
    • Handle: RePEc:cdl:agrebk:qt67w0q165
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    References listed on IDEAS

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    1. Jones, David R & Makepeace, Gerald H, 1996. "Equal Worth, Equal Opportunities: Pay and Promotion in an Internal Labour Market," Economic Journal, Royal Economic Society, vol. 106(435), pages 401-409, March.
    2. Oaxaca, Ronald, 1973. "Male-Female Wage Differentials in Urban Labor Markets," International Economic Review, Department of Economics, University of Pennsylvania and Osaka University Institute of Social and Economic Research Association, vol. 14(3), pages 693-709, October.
    3. William Greene, 1998. "Gender Economics Courses in Liberal Arts Colleges: Comment," Working Papers 98-06, New York University, Leonard N. Stern School of Business, Department of Economics.
    4. William H. Greene, 1998. "Gender Economics Courses in Liberal Arts Colleges: Further Results," The Journal of Economic Education, Taylor & Francis Journals, vol. 29(4), pages 291-300, January.
    5. Wise, David A, 1975. "Personal Attributes, Job Performance, and Probability of Promotion," Econometrica, Econometric Society, vol. 43(5-6), pages 913-931, Sept.-Nov.
    6. Larry D. Singell & John M. McDowell & James P. Ziliak, 1999. "Cracks in the Glass Ceiling: Gender and Promotion in the Economics Profession," American Economic Review, American Economic Association, vol. 89(2), pages 392-396, May.
    7. Nancy J. Burnett, 1997. "Gender Economics Courses in Liberal Arts Colleges," The Journal of Economic Education, Taylor & Francis Journals, vol. 28(4), pages 369-376, December.
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    Cited by:

    1. Jeremy Arkes & Jesse M. Cunha, 2015. "Workplace goals and output quality: evidence from time-constrained recruiting goals in the US navy," Defence and Peace Economics, Taylor & Francis Journals, vol. 26(5), pages 491-515, October.

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    More about this item

    JEL classification:

    • J45 - Labor and Demographic Economics - - Particular Labor Markets - - - Public Sector Labor Markets
    • J7 - Labor and Demographic Economics - - Labor Discrimination

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