Seniority versus Ability in Promotion Decisions
Bibliographic Data
| ID | 3398154 |
|---|---|
| Authors | D Quinn Mills (0009-0004-6097-535X, corresponding author) |
| Year | 1985 |
| Volume | 38 |
| Issue | 3 |
| Pages | 421 |
| Publication date | 1985-04-01 |
| Peer Reviewed | Yes |
| Open Access | No |
| Type | ARTICLE |
| Venue | Industrial and Labor Relations Review (JOURNAL) |
| Journal identifiers | ISSN: 0019-7939 • E-ISSN: 2162-271X |
| Publisher | JSTOR (PUBLISHER) |
| DOI | 10.2307/2523768 |
| OpenAlex | W4250639737 |
| Language | EN |
| Citations received | 7 |
Responses to a telephone survey of managers in 276 companies show that in those companies the senior employee is more likely to be promoted over the junior employee in cases in which the vacancy is posted, the relevant employment unit is small, the position is not managerial, and the manager feels required by company policy to select senior applicants. Unionism is not a significant independent factor. The author concludes that employees are often advanced to higher paying jobs not because of their superior skill, ability, or performance, as the human capital model may imply, but because of their greater length of service
Business · Demographic economics · Economic growth · Economics · Employee Development · Human capital · Labour economics · Political science · Position (finance) · Promotion (chess) · Public relations · Seniority · Service (business) · Unit (ring theory) · Aging and Gerontology Research · Evolutionary Psychology and Human Behavior · Finance · Human Resource and Talent Management · Labor market dynamics and wage inequality · Labor Movements and Unions · Law · Marketing · Psychology
| Unique citing works | 6 |
|---|---|
| Citations per year | 0,19 |
| Citation span | 1990 - 2025 (36) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 5 |