Internal Promotion and External Recruitment: A Theoretical and Empirical Analysis
通过一个包含异质性生产率和两级职位层级的工作分配模型，分析了内部晋升与外部招聘的选择，并利用英国雇主数据验证了模型预测：低层员工数量增加会促进内部晋升、提高利润和增加通用培训。
We present a theoretical and empirical analysis of internal promotion versus external recruitment, using a job-assignment model involving competing firms with heterogeneous productivities and two-level job hierarchies with one managerial position. The model predicts that, controlling for the number of managers, increasing the number of lower-level workers is associated with (1) greater internal promotion as opposed to external recruitment, (2) higher profit, and (3) more general training. Empirical analysis of a large cross section of British employers is consistent with these predictions.