Managerial husbandry and the dynamics of ongoing hierarchies

Demougin, Dominique; Siow, Aloysius

doi:10.1016/0014-2921(95)00041-0

Cited by 14 publications

(17 citation statements)

References 18 publications

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“…More recently, Flabbi and Ichino (2001) (hereafter termed F/I) not only replicated M/A's work on a sample of non-managerial employees of a large Italian bank, but also extended M/A's study by considering absenteeism and the number of misconduct episodes as al- 5 Their results have stimulated and influenced much theoretical work (see e.g. Lazear, 1981;Harris and Holmstrom, 1982;Demougin and Siow, 1994;Bernhardt, 1995;and Prendergast, 1993). Other notable empirical studies including Kotlikoff and Gokhale (1992), and Hellerstein and Neumark (1995) have found corroborating evidence showing that productivity exceeds earnings when workers are young and vice versa when they are old.…”

Section: Introductionmentioning

confidence: 79%

“…That the firm strictly adheres to the formal rule structure even during periods of adverse economic conditions underscores that reliability, trust, and reputation are crucial elements of the wage policy. 19881989199019911992199319941996 Fokker Deliveries Outstanding Orders Employment Notes: a. The samples for Fokker workers consist of ten cross-sections taken at the beginning of the year after ratings for the previous year performance have been given and annual wage raises been awarded.…”

Section: Resultsmentioning

confidence: 99%

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Performance, seniority, and wages: formal salary systems and individual earnings profiles

Dohmen

2004

Labour Economics

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent, nonprofit limited liability company (Gesellschaft mit beschränkter Haftung) supported by Deutsche Post World Net. The center is associated with the University of Bonn and offers a stimulating research environment through its research networks, research support, and visitors and doctoral programs. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. The current research program deals with (1) mobility and flexibility of labor, (2) internationalization of labor markets, (3) welfare state and labor market, (4) labor markets in transition countries, (5) the future of labor, (6) evaluation of labor market policies and projects and (7) general labor economics. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available on the IZA website (www.iza.org) or directly from the author. Medoff andAbraham (1980, 1981) and Flabbi and Ichino (2001) using personnel data from the Dutch national aircraft manufacturer Fokker. It shows how a formal salary system, as is widely used by large firms, brings about that seniority-wage profiles are largely independent of controls for reported performance in cross-sectional wage regressions even though supervisors' evaluations shape life-cycle earnings profiles. Performance ratings determine how fast a worker climbs the firm's career and wage ladder. The paper also reveals that real wage growth depends on the employer's prosperity. Furthermore it demonstrates that formal salary systems cause serial correlation in wage growth and `Green Card' effects. JEL Classification:M52, J30, J31

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Section: Introductionmentioning

confidence: 79%

Section: Resultsmentioning

confidence: 99%

Performance, seniority, and wages: formal salary systems and individual earnings profiles

Dohmen

2004

Labour Economics

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“…Doeringer andPiore (1971), Creedy andWhitfield (1988), Lazear (1992), and Demougin and Siow (1994) have argued along this line. It turns out that jobs defined at the ISCO 3-digit level have about the same earnings variance as the individual data.…”

Section: Discussionmentioning

confidence: 98%

“…Another important field is a more explicit analysis of promotions, job hierarchies and their relationship to the internal labor market. Recent papers by Bernhardt and Scoones (1993), Demougin and Siow (1994) and Prendergast (1993) could provide some guidance into this direction.…”

Section: Discussionmentioning

confidence: 99%

German Job Mobility and Wages

Zimmermann¹

1998

Internal Labour Markets, Incentives and Employment

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in German Job Mobility and WagesKlaus F. Zimmermann The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent, nonprofit limited liability company (Gesellschaft mit beschränkter Haftung) supported by the Deutsche Post AG. The center is associated with the University of Bonn and offers a stimulating research environment through its research networks, research support, and visitors and doctoral programs. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. The current research program deals with (1) mobility and flexibility of labor markets, (2) internationalization of labor markets and European integration, (3) the welfare state and labor markets, (4) labor markets in transition, (5) the future of work, and (6) general labor economics. D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character.IZA Discussion Paper No.4 April 1998 ABSTRACTGerman Job Mobility and Wages* The paper investigates the relative importance of job mobility for wages in comparison with the human capital framework and the industry approach. Using German panel data, changes of workplaces within the firm as well as between the firms are carefully separated from occupational changes. Results suggest: Germans are much more flexible than is generally conjectured. The internal labor market is more important than the external labor market. The job approach is the most relevant framework. Firm tenure is no relevant determinant of earnings. Past mobility and sectoral and regional factors determine individual mobility.JEL Classification: J31, J62

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“…Most of theoretical models incorporating heterogeneous jobs are concerned with vertical transfer, or promotions to fill vacancies at upper managerial ranks 6 . In this context, Demougin and Siow (1996) analyzes the choice over training within and external hiring to fill manager's position. They show in their model that either fast track, or, up-or-out rule emerges as the optimal policy of a firm, depending upon, among other things, the firm size.…”

Section: Lateral Transfersmentioning

confidence: 99%

Horizontal transfer, vertical promotion, and evolution of firm organization

Ariga¹

2006

Journal of the Japanese and International Economies

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Managerial husbandry and the dynamics of ongoing hierarchies

Cited by 14 publications

References 18 publications

Performance, seniority, and wages: formal salary systems and individual earnings profiles

Performance, seniority, and wages: formal salary systems and individual earnings profiles

German Job Mobility and Wages

Horizontal transfer, vertical promotion, and evolution of firm organization

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