Publisher's Synopsis
Excerpt from Wage Compensation and Mobility Patterns Within Unionized Firms: The Role of Internal Labor Markets
Variations in the type of the promotion system used may help to explain the above empirical findings since observing a worker with long service within a job grade implies that the employee has been passed over for promotions more often. Further, if the wage is attached to the job, (possibly with small tenure adjustments), as is the case in many internal labor markets, then we would expect small wage returns to within-grade seniority. That is, in both unionized and non-unionized firms we would expect that a promotion system where the most senior worker minimally qualified (based on training or ability) to perform the next job up the ladder receives the promotion to have a substantially different effect on the return to seniority within the firm than a system that uses ability as the sole promotion criterion. The result is that we expect wage growth in the short run to be strongly influenced by the particular promotion system used in an organization.
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