What Employee Factors/Demographic Variables are Perceived to have Influence over the Opportunity of Promotion.
Poster Number
68
Session Title
Poster Session 2
College
College of Business Administration
Department
Management & Marketing
Abstract
The purpose of this study is to understand the workers perceptions of what impacts promotion potential in the workplace. The study highlights how these perceived factors can influence organizational performance. Using a quantitative survey methodology sampling full and part time employees within the age range of 25-50, we tested hypotheses regarding age, socioeconomic background, gender, amount of time working for a company, an employee’s remote status and marital status to figure out what factors are considered to influence promotion potential. We hypothesize that characteristics such as marital status and previous education will have a greater impact on promotion potential than an employee’s location. We also hypothesize that as age increases, the potential for promotion decreases. Data will be analyzed using descriptive statistics, correlation, and regression analysis. Although data collection is still underway, the results of this study have the potential to inform business practices related to perceptions of promotion fairness in organizations, as well as how employees perceive promotion opportunities. With the current state of the labor market and the increased ability to pursue other job opportunities our results have the potential to help businesses and employees better utilize promotion opportunities in organizations.
Start Date
15-4-2022 12:00 PM
What Employee Factors/Demographic Variables are Perceived to have Influence over the Opportunity of Promotion.
The purpose of this study is to understand the workers perceptions of what impacts promotion potential in the workplace. The study highlights how these perceived factors can influence organizational performance. Using a quantitative survey methodology sampling full and part time employees within the age range of 25-50, we tested hypotheses regarding age, socioeconomic background, gender, amount of time working for a company, an employee’s remote status and marital status to figure out what factors are considered to influence promotion potential. We hypothesize that characteristics such as marital status and previous education will have a greater impact on promotion potential than an employee’s location. We also hypothesize that as age increases, the potential for promotion decreases. Data will be analyzed using descriptive statistics, correlation, and regression analysis. Although data collection is still underway, the results of this study have the potential to inform business practices related to perceptions of promotion fairness in organizations, as well as how employees perceive promotion opportunities. With the current state of the labor market and the increased ability to pursue other job opportunities our results have the potential to help businesses and employees better utilize promotion opportunities in organizations.
