Open Journal Systems

The unwritten practice of academic benchmarking in organizational hierarchy—An analysis

Amrita Pratap, Vijit Chaturvedi, Prachi Bhatt

Article ID: 2391
Vol 9, Issue 6, 2024, Article identifier:

VIEWS - 78 (Abstract) 14 (PDF)

Abstract

The paper investigates the reasons why decision makers often prefer individuals with high academic credentials for promotion and leadership positions. It also examines how the process of attaining higher education develops special personality traits, which hold the attention of decision makers favorably, and seem to be crucial for the organizational success. The study further explores the correlation between higher educational attainments and corporate hierarchy.

The findings of our survey are discussed in the light of both qualitative and quantitative analyses of the data. The result of the Pearson's Chi-square test rejects null hypothesis of independence between higher academic credentials and corporate hierarchy. The p-values at different levels of significance confirm that the results are significant and highly unlikely to have occurred by chance alone.

Based on Tau coefficient of the Kendall's test statistic, the magnitude of correlation between the said variables is found to be +0.33 with positive direction of correlation. This suggests that higher academic credentials can contribute about 33% to the total appraisal score given by an appraisal committee to a prospective candidate for direct placement or advancement to a leadership position in corporate hierarchy.


Keywords

high academic credentials; corporate hierarchy; upskilling; business benchmarking; learning transfer; talented workforce

Full Text:

PDF



References

1. UNESCO. The Futures of Education. Available online: https://www.unesco.org/en/futures-education (accessed on 22 March 2024).

2. Evensky J. Adam Smith’s Wealth of Nations. Published online August 25, 2015. doi: 10.1017/cbo9781107338296

3. Gardner HE. Frames of mind: The theory of multiple intelligences. Basic Books; 2011.

4. Gardner H. Reflections on multiple intelligences. Phi Delta Kappan, 1995, 77(3): 200-208.

5. Schultz TW. Investment in human capital. The American Economic Review, 1961: 1-17.

6. Becker GS. Human Capital. Published online 1993. doi: 10.7208/chicago/9780226041223.001.0001

7. Strober, M. H. (1990). Human capital theory: Implications for HR managers. Industrial Relations, 29, 214-239.

8. Stiglitz JE. The theory of" screening," education, and the distribution of income. The American Economic Review, 1975, 65(3): 283-300.

9. Walberg HJ. Educational Productivity: Theory, Evidence, and Prospects. Australian Journal of Education. 1982; 26(2): 115-122. doi: 10.1177/000494418202600202

10. Rosenbaum JE. Career Mobility in a Corporate Hierarchy. Academic Press; 1984.

11. Sheridan JE, Slocum JW, Buda R. Factors influencing the probability of employee promotions: A comparative analysis of human capital, organization screening and gender/race discrimination theories. Journal of Business and Psychology. 1997; 11(3): 373-380. doi: 10.1007/bf02195900

12. Markham SE, Harlan SL, Hackett RD. Promotion opportunity and related perceptions: Association with employee attitudes, satisfaction, and motivation. Academy of Management Review, 1987; 12(1), 67-80.

13. Bagdadli S, Gianecchini M. Organizational career management practices and objective career success: A systematic review and framework. Human Resource Management Review. 2019; 29(3): 353-370. doi: 10.1016/j.hrmr.2018.08.001

14. Lips‐Wiersma M, Hall DT. Organizational career development is not dead: a case study on managing the new career during organizational change. Journal of Organizational Behavior. 2007; 28(6): 771-792. doi: 10.1002/job.446

15. Newbold P, Carlson WL, Thorne BM. Statistics for business and economics. Pearson, 2017.

16. Greenwood PE, Nikulin MS. A guide to chi-squared testing. John Wiley & Sons; 1996.

17. Prentice BR, Prentice NJ. Rank Correlation Methods, 5th ed. Edward Arnold; 1981.

18. Hollander M, Douglas AW, Eric C. Non-parametric Statistical methods, 2nd ed. John Wiley & Sons; 2013.

19. Kendall MG, Gibbons JD. Rank Correlation Methods, 5th ed. Edward Arnold; 1990.

20. Kragt D, Day DV. Predicting Leadership Competency Development and Promotion Among High-Potential Executives: The Role of Leader Identity. Frontiers in Psychology. 2020; 11. doi: 10.3389/fpsyg.2020.01816

21. Claussen J, Grohsjean T, Luger J, et al. Talent management and career development: What it takes to get promoted. Journal of World Business. 2014; 49(2): 236-244. doi: 10.1016/j.jwb.2013.11.007

22. Mincer J. Human capital and economic growth. Economics of Education Review, 1984, 3(3): 195-205. doi: 10.1016/0272-7757(84)90032-3

23. Stigler GJ. The intellectual and the market place. The Kansas Journal of Sociology. 1965; 1(2): 69-77.

24. Walsh JT, Taber TD, Beehr TA. An integrated model of perceived job characteristics. Organizational Behavior and Human Performance, 1980, 25(2): 252-267. doi: 10.1016/0030-5073(80)90066-5

25. Tharenou P. Explanations of managerial career advancement. Australian Psychologist. 1997; 32(1): 19-28. doi: 10.1080/00050069708259614


DOI: https://doi.org/10.54517/esp.v9i6.2391
(78 Abstract Views, 14 PDF Downloads)

Refbacks

  • There are currently no refbacks.


Copyright (c) 2024 Amrita Pratap, Vijit Chaturvedi, Prachi Bhatt

License URL: https://creativecommons.org/licenses/by/4.0/