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21 – 30 of over 86000Charles M. Cameron, John M. de Figueiredo and David E. Lewis
We examine personnel policies and careers in public agencies, particularly how wages and promotion standards can partially offset a fundamental contracting problem: the inability…
Abstract
We examine personnel policies and careers in public agencies, particularly how wages and promotion standards can partially offset a fundamental contracting problem: the inability of public-sector workers to contract on performance, and the inability of political masters to contract on forbearance from meddling. Despite the dual contracting problem, properly constructed personnel policies can encourage intrinsically motivated public-sector employees to invest in expertise, seek promotion, remain in the public sector, and work hard. To do so requires internal personnel policies that sort “slackers” from “zealots.” Personnel policies that accomplish this task are quite different in agencies where acquired expertise has little value in the private sector, and agencies where acquired expertise commands a premium in the private sector. Even with well-designed personnel policies, an inescapable trade-off between political control and expertise acquisition remains.
Maxwell Awando, Ashley Wood, Elsa Camargo and Peggy Layne
This study examines and describes the experiences and perceptions of women and men associate professors from various academic disciplines as they chart and navigate their academic…
Abstract
Purpose
This study examines and describes the experiences and perceptions of women and men associate professors from various academic disciplines as they chart and navigate their academic career trajectories.
Design/methodology/approach
Using a case study approach, we interviewed 11 purposively selected mid-career faculty members and five department heads.
Findings
Through the Social Cognitive Career Theory (SCCT), we identified issues of clarity, climate, self-efficacy, and gender disparity as major concerns for mid-career faculty.
Research limitations/implications
This research is limited to a research-intensive university in the southeastern United States. The small study population and unique context limit the generalizability of the study.
Practical implications
Findings of the study provide a lens for university and college administrators, human resources professionals, and other institutional leaders to view professional development programs for mid-career faculty members at their own institutions. The findings also suggest a need for improvements to current family-friendly policies to reduce gender bias and retain women faculty members.
Originality/value
This paper offers practical recommendations to higher education administrators and human resources professionals on how to positively cultivate a better work climate and culture for mid-career faculty members. It also offers suggestions on how to be sensitive to and improve gender equity among mid-career faculty in higher education.
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Some positions within a firm consistently lead to promotion with a higher probability than other positions at the same hierarchical level. Therefore, serial correlation of…
Abstract
Some positions within a firm consistently lead to promotion with a higher probability than other positions at the same hierarchical level. Therefore, serial correlation of promotion rates is not indicative merely of individuals with high innate ability, but it is also a feature of organizational structure. I describe these positions as “fast jobs” and present a model in which jobholders acquire human capital in these jobs that is more valuable at the next level. Data from a financial services firm confirm that workers in fast jobs are younger than other workers at the same level, and that transfers from fast to slow jobs are common. Thus, the process of grooming workers for advancement is analogous to more aggressive up-or-out systems. This deliberate grooming of some workers for advancement has income inequality implications, as it may reinforce the effect of small biases or small differences in early apparent ability.
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Marian Mahat and Jennifer Tatebe
Moving up the career ladder has its rewards – more money, of course. However, in academia, it could also mean more time and autonomy to pursue your research interests and greater…
Abstract
Moving up the career ladder has its rewards – more money, of course. However, in academia, it could also mean more time and autonomy to pursue your research interests and greater ability to influence the direction of your department and your field. However, getting a promotion takes time and effort, mixed in with a pinch of luck and willingness, while keeping your day job ticking over. Amidst all this, you also need to ensure you are across the process and criteria – slightly different at every university and different yet again in institutions overseas. This chapter will demystify the process by providing you with a useful overview across global contexts, tips, and tested techniques for making yourself promotion ready.
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Christian Belzil and Michael Bognanno
We formulate static and dynamic empirical models of promotion where the current promotion probability depends on the hierarchical level in the firm, individual human capital…
Abstract
We formulate static and dynamic empirical models of promotion where the current promotion probability depends on the hierarchical level in the firm, individual human capital, unobserved individual specific attributes, time-varying firm-specific variables, as well as endogenous past promotion histories (in the dynamic version). Within the static versions, we investigate the relative influence of the key determinants of promotions and how these influences vary by hierarchical levels. In the dynamic version of the model, we examine the causal effect of past speed of promotion on promotion outcomes. The model is fit on an eight-year panel of 30,000 American executives employed in more than 300 different firms. The stochastic process generating promotions may be viewed as a series of promotion probabilities which become smaller as an individual moves up in the hierarchy and which are primarily explained by unobserved heterogeneity and promotion opportunities. Firm variables and observed human capital variables (age, tenure, and education) play a surprisingly small role. We also find that, conditional on unobservables, the promotion probability is only enhanced by the speed of promotion achieved in the past (a structural fast track effect) for a subset of the population and is negative for the majority. In general, the magnitude of the individual-specific effect of past speed of promotion is inversely related to schooling, tenure, and hierarchical level.
This article examines the discourse of appointment, promotion, and tenure (APT) documents for academic librarians. Discourse analysis can illuminate the social role of language…
Abstract
This article examines the discourse of appointment, promotion, and tenure (APT) documents for academic librarians. Discourse analysis can illuminate the social role of language, social systems, and social practices.
This qualitative research analyzes the APT documents for librarians from a group of US universities (n = 50) whose librarians are tenured faculty (n = 35). Linguistic features were examined to identify genre (text type) and register (language variety) characteristics.
The documents showed strong relationships with other texts; vocabulary from the language of human resources (HR); grammatical characteristics such as nominalization; passive constructions; few pronouns; the “quasi-synonymy” of series of adjectives, nouns, or verbs; and expression of certainty and obligation. The documents have a sociolinguistic and social semiotic component. In using a faculty genre, librarians assert solidarity with other faculty, while the prominent discourse of librarians as practitioners detracts from faculty solidarity.
This research is limited to librarians at US land grant institutions. It has implications for other research institutions and other models of librarian status.
This research can help academic librarians fulfill their obligations by understanding how values encoded in these documents reflect positive and negative approaches.
Higher education and academic librarianship are in a state of flux. Understanding the discourse of these documents can help librarians encode appropriate goals and values. Little has been written on the discourse of librarianship. This is a contribution to the understanding of librarians as a discourse community and of significant communicative events.
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Christian Belzil, Michael Bognanno and François Poinas
This chapter estimates a dynamic reduced-form model of intra-firm promotions using an employer–employee panel of over 300 of the largest corporations in the United States in the…
Abstract
This chapter estimates a dynamic reduced-form model of intra-firm promotions using an employer–employee panel of over 300 of the largest corporations in the United States in the period from 1981 to 1988. The estimation conditions on unobserved individual heterogeneity and allows for both an endogenous initial condition and sample attrition linked to individual heterogeneity in demonstrating the relative importance of variables that influence promotion. The role of the executive’s functional area in promotion is considered along with the existence and source of promotion fast tracks. We find that while the principal determinant of promotions is unobserved individual heterogeneity, functional area has a high explanatory power, resulting in promotion probabilities that differ by functional area for executives at the same reporting level and firm. No evidence is found that an executive’s recent speed of advancement in pay grade has a positive causal impact on in-sample promotions after conditioning on the executive’s career speed of advancement, except for the lowest level executives the data. Fast tracks appear to largely result from heterogeneity in persistent individual characteristics, not from an inherent benefit in recent advancement itself.
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Dipankar Ghosh, Anne Wu and Ling-Chu Lee
Research on weighting of measures often examines only one incentive at a time (usually bonus) and provide mixed findings regarding the relevance of non-financial performance (NFM…
Abstract
Research on weighting of measures often examines only one incentive at a time (usually bonus) and provide mixed findings regarding the relevance of non-financial performance (NFM) measures to evaluate and reward long-term time horizon employees. Using proprietary data from an auto dealership organization, we show that financial measures (FM) are weighted more for bonus than they are weighted for merit raise and promotion but NFM are weighted more than FM for merit raise and promotion. Thus, the temporal orientations of the measures and incentives seem to be aligned: the short-term (long-term) nature of FM (NFM) parallel’s the time horizon of the incentives. Next, our exploratory research questions find that for bonuses, both FM and NFM exert similar levels of significant and positive influence on junior and senior managers. But for promotions, the influence of FM is insignificant for both groups. In contrast, the influence of NFM on promotions is not only significant for both groups but is significantly greater for junior managers than it is for senior managers. That is, the evaluations of NFM for senior managers are less influential on their promotion than they are for junior managers suggesting that promotions for senior managers are often based on factors other than their formal performances.
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Marit K. Helgesen and Hege Hofstad
This chapter analyses and discusses local government health promotion in Norway.
Abstract
Purpose
This chapter analyses and discusses local government health promotion in Norway.
Approach/methodology
Institutional theory indicates that political and administrative jurisdictions are path dependent in their policy formation and implementation. By using data from different sources this assumption is analysed and discussed according to health promotion in Norwegian municipalities. The main methodology is cross tabulations, bivariate correlations and regression is carried out to supplement analyses.
Findings
Municipalities are path dependent in their health promotion policies. They acknowledge and prioritize health behaviour independent of experienced socio-economic challenges, municipal capacity as size and income, and local government political profile. Competence devoted to health promotion can create changes in policies.
Limitation/policy implications
The rhetoric on determinants and social determinants in particular is new in Norway. Rhetoric on, and interventions, that highlight the social determinants of health need to be coordinated.
Originality
The chapter presents new knowledge on Norwegian local government health promotion and how this is implemented in relation to the challenges experienced.
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Jie Huang, Yali Li and Chunyong Tang
Drawing on the conservation of resources theory, the present research paper examines the moderating role of leaders' Machiavellianism in the relationships between the desire for…
Abstract
Purpose
Drawing on the conservation of resources theory, the present research paper examines the moderating role of leaders' Machiavellianism in the relationships between the desire for promotion, workplace anxiety and exploitative leadership.
Design/methodology/approach
The authors collected matched time-lagged data from part-time MBA students and their subordinates. The subordinate questionnaires were paired and coded by the researchers and then directly distributed and instructed to be filled out, which would not be known to the MBA students. The final sample size came to 370 leader-subordinate dyads. The data were analyzed using SPSS 24 and Mplus 7.0.
Findings
Leaders' desire for promotion is positively related to exploitative leadership via workplace anxiety. Furthermore, this mediating effect is significant when Machiavellianism is high, but not when Machiavellianism is low.
Originality/value
For business ethics scholars and practitioners, this study points out that leaders with a desire for promotion can produce workplace anxiety, lead to subordinates' perception of exploitative leadership and how this process varies by key personality trait—Machiavellianism.
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