Shows some ways in which the progressive bureaucratization of an organization may transform the structure of its mobility channels by emphasizing different mixes of the organizing principles of merit and seniority. (Author)

Attempts to ascertain to what degree structural factors might explain variance in the work-value systems of white collar workers. (Author)

Empirical analysis of data concerning a cohort of employees in a large corporation over a 13-year period indicates that mobility in the earliest period of one's career has an unequivocal relationship with many of the most important parameters of one's later career. (Author/IRT)

Examines three hypotheses regarding the relative significance public bureaucracies assign to evaluation, examination, and seniority in making promotions. The significant effects of regional differences are of special interest because they indicate the degree to which intraorganizational advancement criteria are ultimately shaped by the…

Examines the hypothesis that corporate organizations experiencing inside succession in the office of the president exhibit less organizational change than firms undergoing outside succession. The type of succession is related to a combined measure of organizational change based on position shifts and personnel turnover in the executive role…

Data describing jobs in 100 establishments are analyzed to test hypotheses about the characteristics of jobs and organizations associated with the structure of internal promotion ladders. Hypotheses are supported that link job ladders to, for example, organizational structure, gender distinctions, and technology. The formation of promotion ladders…

Challenging three common presuppositions concerning role orientations (the values, attitudes, and expectations associated with professional and organizational roles), a research study explores the dimensions of role orientations in five models and suggests three mechanisms generating associations among these dimensions. (WD)

Identifies the quitting and replacement patterns of some occupations in a state civil service in order to examine the relevance both of structural limits on advancement opportunity and of worker characteristics on such patterns and the long-term effects of such patterns on the distribution of men and women. (Author)

Determinants of individual mobility within firms (promotion) and between firms (lateral entry) are developed and listed. Using data from 80 large law firms over a 3-year period, 8 hypotheses were tested by regressing number of promotions and number of lateral entries on 11 independent variables. Appended are 57 citations. (MLF)