Equal Opportunity Law and the Construction of Internal Labor Markets | Zendy

Frank Dobbin | Zendy; John R. Sutton | Zendy; John W. Meyer | Zendy; Richard D. Scott | Zendy

AI Assistant Blog Pricing

Home ZAIA Blog

Open Access

Equal Opportunity Law and the Construction of Internal Labor Markets

Author(s) -

Frank Dobbin,

John R. Sutton,

John W. Meyer,

Richard D. Scott

Publication year - 1993

Publication title -

american journal of sociology

Language(s) - English

Resource type - Journals

SCImago Journal Rank - 3.755

H-Index - 181

eISSN - 1537-5390

pISSN - 0002-9602

DOI - 10.1086/230269

Subject(s) - promotion (chess) , legislation , compliance (psychology) , equal employment opportunity , labour law , business , outcome (game theory) , labour economics , control (management) , employment protection legislation , process (computing) , public relations , law and economics , law , political science , economics , management , economic growth , psychology , social psychology , commission , mathematical economics , politics , computer science , unemployment , operating system

Internal labor markets have been explained with efficiency and control arguments; however, retrospective event-history data from 279 organizations suggest that federal Equal Employment Opportunity (EEO) law was the force behind the spread of formal promotion mechanisms after 1964. The findings highlight the way in which American public policy, with its broad outcome-oriented guidelines for organizations, stimulates managers to experiment with compliance mechanisms with and eye to judicial sanction. In response to EEO legislation and case law, personnel managers devised and diffused employment practices that treat all classes of workers as ambitious and achievement oriented in the process of formalizing and rationalizing promotion decisions.

The content you want is available to Zendy users.

Already have an account? Click here to sign in.

Having issues? You can contact us here

Accelerating Research