This study examines the determinants of promotions, performance evaluations and earnings using unique longitudinal data from the personnel records of a large university. The study focuses on the role of gender in remuneration using, first, information on the complexity ratings of job tasks to define promotions on job ladders and, second, information on objective individual productivity. The study finds that individual research productivity was an important determinant of promotions and earnings. The results indicate that gender has no effect on the probability of being promoted, conditional on productivity, nor does it play a role in the performance evaluation of employees. Furthermore, the results suggest that contemporaneous productivity measures provide a usable proxy for the past productivity of a worker.
Using longitudinal micro-data from Finland, a country with a geographically dispersed population and relatively long distances between local labor markets, this paper examines the responsiveness of the pay level to local unemployment conditions. In particular, this study tests the hypothesis that the pay level is more responsive to the unemployment level in less agglomerated and more remote regions as might be expected if employers have a higher degree of monopsony power in such regions. The results consistently suggest that the pay level is lower in localities with a higher unemployment level and, hence, provide strong support for the so-called wage curve hypothesis, which predicts that a negative relationship exists between local unemployment and the pay level. Although the results provide some evidence that the magnitude of the regional pay-unemployment relationship varies across different regions of the country, the findings do not provide consistent support for the monopsony power hypothesis. In particular, after controlling for unobserved worker heterogeneity, the responsiveness of the pay level to the local unemployment conditions is similar across regions with different degrees of economic agglomeration.
Family background has been shown to be a strong determinant of educational attainment, yet relatively little is known about the role that family background plays in PhD attainment or in the selection into academic careers. In this study, we estimate sibling correlations from Finnish full population register data to comprehensively assess the importance of family background in selection into academia. Our results show that family background accounts for over a third of the overall variation in becoming a PhD and subsequently an academic — a share which is up to four times as large as implied by conventional comparisons by parental education. However, we did not find evidence that family background would be an exceptionally strong determinant of doctoral outcomes when compared to other educational outcomes. Our findings further suggest that sibling similarities in PhD attainment and academic careers may largely be attributed to sibling similarities in prior educational achievement rather than to other family background characteristics.
One important reason why employers monitor employees' work performance is to identify more able workers in order to promote more qualified employees to higher-ranking jobs that involve more responsibility. Because the number of jobs at the higher rungs of a job ladder is typically limited in organizations, only a portion of employees at lower rungs can be promoted. As a result, promotion decisions are typically based on a comparison of the relative performance of
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