A study investigated 454 internal promotions among the administrative and professional staff in a large public research university over a three-year period. Analysis indicated that despite controls for education, experience, age, and prior position, women received significantly less return to their administrative positions than men. (Author/MSE)

A study examined the organizational configuration and promotion policies and practices for administrative and professional staff at Ohio State University. Analysis of 3,170 positions and 350 internal promotions indicated a low pyramid with most positions in the middle. Racial and gender imbalances were found in the different employment levels.…

Internal labor market theory is extended to identify market domains that influence administrative staffing decisions, and a theoretical predictive model about the role of market domains in decisions to promote or hire is proposed and tested. Information is presented as follows: theoretical framework; labor markets within higher education; and the…

A study explored the relative importance of three explanations for gender stratification in college administrative employment by modeling their separate and cumulative effects on increase in status, responsibility, and salary achieved with promotion. Findings indicate gender has a substantial negative impact on women's attainment, and the impact…

This study was conducted to identify the demographic, structural, and perceptual variables that predict the intent of administrative staff to stay or leave their current positions within their university. Survey questionnaires were distributed to all mid-level administrators within a ten-campus university system; the response rate was 70 percent…