Determinants of promotions in an internal labour market: testing implications from tournament theory and efficient allocation

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Determinants of promotions in an internal labour market: testing implications from tournament theory and efficient allocation. / Pfeifer, Christian.
In: Schmalenbach Business Review, Vol. 62, No. 1, 2010, p. 342-358.

Research output: Journal contributionsJournal articlesResearchpeer-review

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@article{9d6123e52a43416d96dd57ec38ebb34d,
title = "Determinants of promotions in an internal labour market: testing implications from tournament theory and efficient allocation",
abstract = "I use personnel records of a large German company to analyse the determinants of promotions from the perspective of tournament theory and efficient allocation of employees. Main findings are that less absenteeism, more overtime, longer contractual working time, higher education, higher entry age, and longer remaining tenure are correlated with a higher promotion probability, but female employees are less likely to get promoted. Surprisingly, the promotion probability is positively correlated only with less absenteeism and more overtime in the last three months before the promotion occurs. Explanations, why short-term performance seems to be more important in the promotion process than long-term performance, might be collusion among contestants, worker heterogeneity, and biased promotion decisions by supervisors.",
keywords = "Economics, Gender and Diversity",
author = "Christian Pfeifer",
year = "2010",
doi = "10.1007/BF03396810",
language = "English",
volume = "62",
pages = "342--358",
journal = "Schmalenbach Business Review",
issn = "1439-2917",
publisher = "Springer Gabler",
number = "1",

}

RIS

TY - JOUR

T1 - Determinants of promotions in an internal labour market

T2 - testing implications from tournament theory and efficient allocation

AU - Pfeifer, Christian

PY - 2010

Y1 - 2010

N2 - I use personnel records of a large German company to analyse the determinants of promotions from the perspective of tournament theory and efficient allocation of employees. Main findings are that less absenteeism, more overtime, longer contractual working time, higher education, higher entry age, and longer remaining tenure are correlated with a higher promotion probability, but female employees are less likely to get promoted. Surprisingly, the promotion probability is positively correlated only with less absenteeism and more overtime in the last three months before the promotion occurs. Explanations, why short-term performance seems to be more important in the promotion process than long-term performance, might be collusion among contestants, worker heterogeneity, and biased promotion decisions by supervisors.

AB - I use personnel records of a large German company to analyse the determinants of promotions from the perspective of tournament theory and efficient allocation of employees. Main findings are that less absenteeism, more overtime, longer contractual working time, higher education, higher entry age, and longer remaining tenure are correlated with a higher promotion probability, but female employees are less likely to get promoted. Surprisingly, the promotion probability is positively correlated only with less absenteeism and more overtime in the last three months before the promotion occurs. Explanations, why short-term performance seems to be more important in the promotion process than long-term performance, might be collusion among contestants, worker heterogeneity, and biased promotion decisions by supervisors.

KW - Economics

KW - Gender and Diversity

U2 - 10.1007/BF03396810

DO - 10.1007/BF03396810

M3 - Journal articles

VL - 62

SP - 342

EP - 358

JO - Schmalenbach Business Review

JF - Schmalenbach Business Review

SN - 1439-2917

IS - 1

ER -

DOI

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