Passed over for promotion because of age: An empirical analysis of the consequences

Journal of Labor Research

Volumn 23, Issue 3, 2002, Pages 447-461

  Adams, Scott J ^a  

^a UNIVERSITY OF MICHIGAN   (United States)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 0035998816     PISSN: 01953613     EISSN: None     Source Type: Journal    
DOI: 10.1007/s12122-002-1046-y     Document Type: Article

References (31)

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3. Pensions, non-discrimination policies, and the employment of older workers
4. A structural retirement model
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6. The determinants of hiring older workers: Evidence from Hong Kong
7. Occupational Age Structure and Access for Older Workers
8. Delayed payment contracts and a firm's propensity to hire older workers
9. Do job opportunities decline with age?
10. Seniority, sectoral decline, and employee retention: An analysis of layoff unemployment spells
11. Age discrimination, job separations, and employment status of older workers: Evidence from self-reports
12. Estimating a firm's age-productivity profile using the present value of workers' earnings
13. Sex discrimination in labor markets: The role of statistical evidence
14. Sex discrimination in labor markets: The role of statistical evidence: Reply
15. Why is there mandatory retirement?
16. Agency, earnings profiles, productivity, and hours restrictions
17. Incentives, productivity, and labor contacts
18. Rank-order tournaments as optimum labor contracts
19. Male-female wage differentials in job ladders
20. Promotions and wage growth
21. Experience, performance, and earnings
22. Middle rage
23. Age discrimination laws and labor market efficiency
24. Old enough to get fired
25. Labor as a quasi-fixed factor
26. What is a promotion?
27. Changing consequences of job separation in the United States
28. Too old or not too old?