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An economic analysis of identity and career choice

Knoth Humlum, Maria; Kleinjans, Kristin J.; Skyt … - 2007

Standard economic models which focus on pecuniary payoffs cannot explain why there are highly able individuals who choose careers with low pecuniary returns. Therefore, financial incentives are unlikely to be effective in influencing career choices of these individuals. Based on Akerlof and...

Persistent link: https://www.econbiz.de/10010268181

The Peter Principle: an experiment

Dickinson, David L.; Villeval, Marie-Claire - 2007

The Peter Principle states that, after a promotion, the observed output of promoted employees tends to fall. Lazear (2004) models this principle as resulting from a regression to the mean of the transitory component of ability. Our experiment reproduces this model in the laboratory by means of...

Persistent link: https://www.econbiz.de/10010277006

Gender gaps in Spain: Family issues and the career development of college educated men and women

González de San Román, Ainara; de la Rica, Sara - 2012

Our goal in this paper is to focus on highly educated men and women and try to explore the trade-offs between family and working career in Spain, where changes in female behavior with respect to the labor market have been relatively recent but rather important. We compare male and female...

Persistent link: https://www.econbiz.de/10010289972

A "glass-ceiling" effect for immigrants in the Italian labour market?

Dell'Aringa, Carlo; Lucifora, Claudio; Pagani, Laura - 2012

This paper investigates earnings differentials between immigrants and natives. We focus on returns and on the (imperfect) international transferability of human capital. Data are drawn from the 2009 Italian Labour Force Survey (LFS). We show that returns to human capital are considerably lower...

Persistent link: https://www.econbiz.de/10010282538

Effects of training on employee suggestions and promotions in an internal labor market

Pfeifer, Christian; Janssen, Simon; Yang, Philip; … - 2011

on promotions among male blue-collar workers. More than twenty years of personnel data of four entry cohorts in a German … company allow us to address issues such as unobserved heterogeneity and the length of potential training effects. Our main …

Persistent link: https://www.econbiz.de/10010278338

Competitiveness and the Gender Gap among Young Business Professionals

Reuben, Ernesto; Sapienza, Paola; Zingales, Luigi - 2015

Important gender differences in earnings and career trajectories persist. Particularly, in professions such as business. Gender differences in competitiveness have been proposed as a potential explanation. Using an incentivized measure of competitiveness, this paper investigates whether...

Persistent link: https://www.econbiz.de/10011401709

Monkey Bars and Ladders: The Importance of Lateral and Vertical Job Mobility in Internal Labor Market Careers

Dohmen, Thomas J.; Kriechel, Ben; Pfann, Gerard A. - 2003

manufacturer Fokker during the period January 1, 1987, the day the company started with their electronic personnel filing system …The research area of the new economics of personnel has a short but important and insightful history. Theory ahead of …, we compare results from the existing literature with the outcomes from analyzing personnel data of the Dutch aircraft …

Persistent link: https://www.econbiz.de/10010261588

Career Concerns in a Simple Experimental Labour Market

Irlenbusch, Bernd; Sliwka, Dirk - 2003

We experimentally investigate a simple version of Holmström?s career concerns model in which firms compete for agents in two consecutive periods. Profits of firms are determined by agents? unknown ability and the effort they choose. Before making second-period wage offers firms are informed...

Persistent link: https://www.econbiz.de/10010261580

The Promotion Dynamics of American Executives

Belzil, Christian; Bognanno, Michael - 2004

We formulate an empirical model of promotion with dynamic self-selection where the current promotion probability depends on the hierarchical level in the firm, individual human capital, unobserved (to the econometrician) individual specific attributes, time varying firm specific variables (firm...

Persistent link: https://www.econbiz.de/10010261773

Tournaments and managerial incentives in China's listed firms: new evidence

Kato, Takao; Long, Cheryl - 2008

The promotion tournament as a potentially important incentive mechanism for top management in transition economies has …

Persistent link: https://www.econbiz.de/10010268884

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