Perceived intra‐organizational mobility: Reliable versus exceptional performance as means to getting ahead
研究员工对组织内晋升途径的感知，发现员工能区分基于可靠表现、卓越表现及非表现因素（如个人特征、运气）的流动渠道，这些感知与满意度和离职意向相关。
Abstract ‘Work hard and get ahead’ is a fundamental tenet of modern organizations, but employees have different interpretations of what it means to ‘work hard’ and perceive that there are multiple channels to ‘get ahead’. The current research explores employees' perceptions of the factors affecting their intra‐organizational upward mobility. Results using a survey instrument in a large American medical college show that employees can distinguish among intra‐organizational mobility channels based on reliable role performance, on exceptional role performance, and on non‐performance factors such as personal characteristics (e.g. race and gender), or luck and favoritism. Perceptions of mobility channels are related to such organizationally relevant outcomes as employee satisfaction and turnover intentions. Occupational sub‐groups, however, perceive different structures for upward mobility.