Abstract
This paper uses personnel data gathered from a large financial sector firm to examine the idea of biased contests. The pattern of scores attained by individual workers in performance ratings is used to explain the probability of subsequent promotion within the organisation. Initial empirical evidence is presented, which gives some support for the theory.
Original language | English |
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Pages (from-to) | 836-843 |
Number of pages | 7 |
Journal | International Journal of Manpower |
Volume | 24 |
Issue number | 7 |
DOIs | |
Publication status | Published - 2003 |
Keywords
- promotion
- finance companies
- bias