Search results for "ylennykset"

Internal and External Hiring

2019

Using large-scale, linked, employer–employee, Finnish panel data, the authors examine firms’ internal versus external hiring decisions more comprehensively than has prior literature. The results show that vacancies in job hierarchies are filled more often by horizontal moves than by promotions. Most horizontal moves are external and within the same job functions, so that internally promoted workers face external competitors occupying higher job levels. Compared to internally promoted workers, external and internal horizontal hires have stronger observable ability indicators (e.g., education, experience, prior work history) but weaker job performance in the year preceding the transfer. Inter…

Promotions and Earnings – Gender or Merit? Evidence from Longitudinal Personnel Data

2017

This study examines the determinants of promotions, performance evaluations and earnings using unique longitudinal data from the personnel records of a large university. The study focuses on the role of gender in remuneration using, first, information on the complexity ratings of job tasks to define promotions on job ladders and, second, information on objective individual productivity. The study finds that individual research productivity was an important determinant of promotions and earnings. The results indicate that gender has no effect on the probability of being promoted, conditional on productivity, nor does it play a role in the performance evaluation of employees. Furthermore, the…

Työsuoriutumisen ja aluetyöttömyyden rooli työntekijöiden palkitsemisessa

2017

Essays on wages, promotions and performance evaluations

2017

This dissertation comprises four empirical research articles that use personnel data from a large university and worker-level panel data from Finland to examine the determinants of wages, promotions and employee performance evaluations. The first article employs personnel data to examine the importance of worker output and job seniority as predictors of employee performance evaluations and promotions. The results suggest that better-performing employees – with output measured both in absolute terms and relative to peers – were more likely to be assigned higher performance grades and had a higher probability of being promoted to more complex jobs than their peers with similar characteristics…

The role of personal and relative job performance in promotion decisions

2021

This study employs personnel data from a large university to examine how supervisors utilize information on employees' job performance in promotion decisions. The study shows that better-performing employees are rewarded with promotions as a higher output of peer-reviewed publications and better quality of research output are associated with a higher probability of being promoted. The study also shows that supervisors compare their subordinates' job performance when deciding on promotions: employees who outperform their colleagues in terms of research output and research quality are more likely to be promoted. Subsequently, the study provides evidence to support the key premise of the tourn…