The internal economics of the firm: further evidence from personnel data

By J. Treble, E. Gameren, Sarah Bridges, T. Barmby. 2001

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Gender Differences in Executive Compensation and Job Mobility (2012, background): “The approach we take to constructing such a hierarchy builds on the personnel economics literature (see Baker, Gibbs, and Holmstrom, 1994a; Gibbons and Waldman, 1999; Barmby et al., 2001).”
Monkey bars and ladders: The importance of lateral and vertical job mobility in internal labor market careers (2003, unknown): “of workers to jobs, that there is a substantial amount of wage variation within job levels in spite of the strong relation between hierarchical levels and compensation, and that there is no evidence of distinct ports of entry and exit as predicted by Doeringer and Piore (1971) — are confirmed by mor”
Theory and evidence in internal labor markets (2007, result): “29 rates at different levels and also some comparisons of wage growth and promotion outcomes for new entrants versus incumbents, while Treble et al. (2001) provides a similar empirical analysis.”
A Behavioral Account of the Labor Market: The Role of Fairness Concerns (2008, methodology): “Support also comes from several case studies of personnel files of firms (Baker et al 1994; Eberth 2003; Treble et al 2001).”