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dc.contributor.authorFrederiksen, Andersen_US
dc.contributor.authorLange, Fabianen_US
dc.contributor.authorKriechel, Benen_US
dc.date.accessioned2012-05-10en_US
dc.date.accessioned2012-06-15T07:51:44Z-
dc.date.available2012-06-15T07:51:44Z-
dc.date.issued2012en_US
dc.identifier.piurn:nbn:de:101:1-201206146489-
dc.identifier.urihttp://hdl.handle.net/10419/58716-
dc.description.abstractFirms commonly use supervisor ratings to evaluate employees when objective performance measures are unavailable. Supervisor ratings are subjective and data containing supervisor ratings typically stem from individual firm level data sets. For both these reasons, doubts persist on how useful such data are for evaluating theories in personnel economics and whether findings from such data generalize to the labor force at large. In this paper, we examine personnel data from six large companies and establish how subjective ratings, interpreted as ordinal rankings of employees within narrowly defined peer-groups, correlate with objective career outcomes. We find many similarities across firms in how subjective ratings correlate with earnings, base pay, bonuses, promotions, demotions, separations, quits and dismissals and cautiously propose these as empirical regularities.en_US
dc.language.isoengen_US
dc.publisherIZA Bonnen_US
dc.relation.ispartofseriesDiscussion Paper series, Forschungsinstitut zur Zukunft der Arbeit 6373en_US
dc.subject.jelM5en_US
dc.subject.ddc330en_US
dc.subject.keywordsubjective performance ratingsen_US
dc.subject.keywordpersonnel dataen_US
dc.subject.keywordemployee careersen_US
dc.subject.stwPersonalbeurteilungen_US
dc.subject.stwErwerbsverlaufen_US
dc.subject.stwGro├čunternehmenen_US
dc.subject.stwWelten_US
dc.titleSubjective performance evaluations and employee careersen_US
dc.typeWorking Paperen_US
dc.identifier.ppn715527983en_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen_US
Appears in Collections:IZA Discussion Papers, Forschungsinstitut zur Zukunft der Arbeit (IZA)

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