U.S. Navy Promotion and Retention by Race and Sex
The Navyâ€™s promotion-retention process involves two successive decisions: The Navy decides whether an individual is selected for promotion, and then, conditional on the Navyâ€™s decision, the sailor decides whether to reenlist or leave the Navy. Rates of promotion and retention depend on individualsâ€™ 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?
|Date of creation:||05 Jan 2010|
|Date of revision:|
|Contact details of provider:|| Postal: 2521 Channing Way # 5555, Berkeley, CA 94720-5555|
Web page: http://www.escholarship.org/repec/iir_iirwps/
More information through EDIRC
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
- 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.
- 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.
- Wise, David A, 1975. "Personal Attributes, Job Performance, and Probability of Promotion," Econometrica, Econometric Society, vol. 43(5-6), pages 913-31, Sept.-Nov.
- 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.
- 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 401-09, March.
- 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.
- 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.
When requesting a correction, please mention this item's handle: RePEc:cdl:indrel:qt67w0q165. 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: (Lisa Schiff)
If references are entirely missing, you can add them using this form.