Examines the impact of cohort size on human capital investment decisions and early career earnings growth. Found that larger cohorts experience smaller earnings growth and flatter earnings profiles than smaller cohorts. (JOW)

A 1983 study of managers in a large Canadian corporation found that women were only 80 percent as likely as their male colleagues to be promoted. The influence of gender on a manager's chances of promotion was found to be sizeable even when career-related factors were held constant. (JOW)

Presents evidence of discrimination against women in promotion to partnership in major U.S. law firms in 1969-73 and 1980. Findings indicate that women were about one-half as likely as men to achieve partnership even though they did not significantly differ from men in academic distinction, law school rank, or productivity. (Author/JOW)

A study of American Economic Association members (633 women, 1,245 men) indicated that in the 1960s-early 1980s, female economists had lower professional attainment and career advancement. Women's promotion prospects significantly improved during the 1980s in all ranks and for Ph.D.-granting and non-Ph.D. granting institutions. By the end of the…

Examines the extent of gender differences in the incidence of and returns to promotions. Concludes that the returns to promotion are comparable for men and women, but that women are held to higher promotion standards than men and therefore receive fewer promotions than men with equal measured abilities. (NRJ)

For a sample of young workers, "promotion" involved no change in position or duties; promotion was more likely for males than females and Whites than Blacks or Hispanics. Company training and prior promotions were important predictors. Promotion did not appear to have a direct impact on job satisfaction. (SK)

A study of college graduates working as Navy officers found that staff officers who graduated from private schools, regardless of quality, received better performance appraisals. Line officers who graduated from top-ranked public or private schools received better early-career appraisals. In both groups, graduates of top-rated private schools were…

Analyzing data from 700 New York state school districts, the authors found that school superintendents were rewarded, by salary increases and opportunity to move to better paying jobs, for having low school tax rates and high achievement within their districts. The analysis suggests that superintendents did not significantly influence either the…

A Monte Carlo simulation was used to examine pay-performance relationships. Conventional merit systems achieved a better link between pay and performance than bonus systems, because merit systems benefit from consistency of performance over time. Even very substantial errors in measurement of performance have only a modest effect on…

The estimation of a managerial momentum model for 646 middle managers in a Canadian company showed a significant simultaneous interaction of performance, ambition, and rewards for women. However, women relied more than men on formal bidding for promotion, whereas men used information networks, slowing women's momentum and enabling men to offset…