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Importance des signaux de competence pour l'obtention d'un emploi et de l'avancement

  • Oreopoulos, Philip
  • Heisz, Andrew

Dans un cadre ou la formation et les perspectives d'avancement dependent des previsions initiales de competence, les effets sur les salaires des signaux de competence initiale peuvent se manifester bien au-dela de la periode ou l'on connait bien les qualites d'un travailleur. Ce document propose d'etendre les analyses recentes de signaux pour mieux tenir compte des differences de formation en utilisant les caracteristiques des entreprises et en appliquant les criteres d'analyse a un grand echantillon de titulaires de maitrise en administration des affaires et de diplome en droit d'ecoles de rang divers.

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Paper provided by Statistics Canada, Direction des etudes analytiques in its series Direction des etudes analytiques : documents de recherche with number 2006236f.

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Date of creation: 05 Jan 2006
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Handle: RePEc:stc:stcp3f:2006236f
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  1. Farber, Henry S & Gibbons, Robert, 1996. "Learning and Wage Dynamics," The Quarterly Journal of Economics, MIT Press, vol. 111(4), pages 1007-47, November.
  2. Laband, David N & Lentz, Bernard F, 1992. "Self-Recruitment in the Legal Profession," Journal of Labor Economics, University of Chicago Press, vol. 10(2), pages 182-201, April.
  3. Spence, A Michael, 1973. "Job Market Signaling," The Quarterly Journal of Economics, MIT Press, vol. 87(3), pages 355-74, August.
  4. Robert Gibbons & Lawrence Katz, 1989. "Layoffs and Lemons," Working Papers 629, Princeton University, Department of Economics, Industrial Relations Section..
  5. Joseph G. Altonji & Charles R. Pierret, . "Employer Learning and Statistical Discrimination," IPR working papers 97-18, Institute for Policy Resarch at Northwestern University.
  6. Stephen J. Spurr, 1990. "Sex discrimination in the legal profession: A study of promotion," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 43(4), pages 406-417, April.
  7. Waldman, Michael, 1990. "Up-or-Out Contracts: A Signaling Perspective," Journal of Labor Economics, University of Chicago Press, vol. 8(2), pages 230-50, April.
  8. O'Flaherty, Brendan & Siow, Aloysius, 1995. "Up-or-Out Rules in the Market for Lawyers," Journal of Labor Economics, University of Chicago Press, vol. 13(4), pages 709-35, October.
  9. Gibbons, Robert & Waldman, Michael, 1999. "Careers in organizations: Theory and evidence," Handbook of Labor Economics, in: O. Ashenfelter & D. Card (ed.), Handbook of Labor Economics, edition 1, volume 3, chapter 36, pages 2373-2437 Elsevier.
  10. Landers, Renee M & Rebitzer, James B & Taylor, Lowell J, 1996. "Rat Race Redux: Adverse Selection in the Determination of Work Hours in Law Firms," American Economic Review, American Economic Association, vol. 86(3), pages 329-48, June.
  11. Sattinger, Michael, 1993. "Assignment Models of the Distribution of Earnings," Journal of Economic Literature, American Economic Association, vol. 31(2), pages 831-80, June.
  12. Solon, Gary, 1999. "Intergenerational mobility in the labor market," Handbook of Labor Economics, in: O. Ashenfelter & D. Card (ed.), Handbook of Labor Economics, edition 1, volume 3, chapter 29, pages 1761-1800 Elsevier.
  13. Joseph G. Altonji & Charles R. Pierret, 1996. "Employer Learning and the Signaling Value of Education," NBER Working Papers 5438, National Bureau of Economic Research, Inc.
  14. Spurr, Stephen J, 1987. "How the Market Solves an Assignment Problem: The Matching of Lawyers with Legal Claims," Journal of Labor Economics, University of Chicago Press, vol. 5(4), pages 502-32, October.
  15. Demougin, Dominique & Siow, Aloysius, 1994. "Careers in Ongoing Hierarchies," American Economic Review, American Economic Association, vol. 84(5), pages 1261-77, December.
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