Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/58716 
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dc.contributor.authorFrederiksen, Andersen
dc.contributor.authorLange, Fabianen
dc.contributor.authorKriechel, Benen
dc.date.accessioned2012-05-10-
dc.date.accessioned2012-06-15T07:51:44Z-
dc.date.available2012-06-15T07:51:44Z-
dc.date.issued2012-
dc.identifier.piurn:nbn:de:101:1-201206146489en
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
dc.language.isoengen
dc.publisher|aInstitute for the Study of Labor (IZA) |cBonnen
dc.relation.ispartofseries|aIZA Discussion Papers |x6373en
dc.subject.jelM5en
dc.subject.ddc330en
dc.subject.keywordsubjective performance ratingsen
dc.subject.keywordpersonnel dataen
dc.subject.keywordemployee careersen
dc.subject.stwPersonalbeurteilungen
dc.subject.stwErwerbsverlaufen
dc.subject.stwGroßunternehmenen
dc.subject.stwWelten
dc.titleSubjective performance evaluations and employee careers-
dc.typeWorking Paperen
dc.identifier.ppn715527983en
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen

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