Intragenerational mobility—persistent or secular upward or downward changes in
individuals' economic positions or occupational standing over their working lives—is …

Whereas a number of studies have considered the implications of employee mobility,
comparatively little research has considered institutional factors governing the ability of …

We estimate how exogenous worker exits affect firms' demand for incumbent workers and
new hires. Drawing on administrative data from Germany, we analyze 34,000 unexpected …

With few exceptions, studies have conceived of the glass ceiling as reflecting internal
promotion biases. In this article, the authors argue that glass ceiling patterns can also be the …

We document differences in human-capital deployment between diversified and focused
firms. We find that diversified firms have higher labor productivity and that they redeploy …

In most countries, women are absent from work more frequently than men. Using personnel
data, we find that the absences of women below the age of 45 follow a 28-day cycle, while …

Past compensation research has largely reflected organizational characteristics and
personnel practices that had an internal rather than an external focus. Internal labor markets …

This article introduces status as reflecting an agent's claim to recognition in her work. This is
a scarce resource: increasing an agent's status requires that another agent's status be …

This paper develops a new method to study how workers' career and wage profiles are
shaped by internal labor markets (ILM) and job hierarchies in firms. We tackle the …

Employee engagement via corporate social responsibility (CSR) involves conflicts of interest
between firms, employees, and political institutions. We examined the international transfer …