The Influence of Demographic Characteristics on Employee Promotion: Research Based on Data Mining and Game Theory

Abstract

The motivation of the paper is to find out the influence of demographic characteristic factors on employees’ career promotion in China’s state-owned enterprises and study the relationship between promotion mechanism and enterprise benefits. More than 6,500 pieces of human resource data from China’s state-owned enterprises were studied. Logistic regression is adopted to analyze the correlation between demographic characteristics and promotion. Meanwhile, different data mining methods are used to summarize the characteristics of promotion. On this basis, this study uses the principal-agent model of game theory to analyze the profits of employees and enterprises under different promotion mechanisms and demonstrates the conditions for enterprises to obtain the maximum benefit from the employees’ promotion. The results provide a theoretical reference for the assessment indicator selection of enterprise promotion and help executives better understand the impact of promotion mechanism on enterprises and employees. The application of results can reduce the information asymmetry in promotion incentive, prevent the emergence of adverse selection, and achieve a win-win situation for enterprises and employees.

Critical factors of construction workers' career promotion: evidence from Guangzhou city

“…Thus, the older the workers are, the worse their career promotion is. This outcome is inconsistent with those of other studies, which indicate that workers can get more promotion space with the increase of age, length of service and work experience (Van der Heijden et al, 2009;Zhang et al, 2020). Therefore, in the construction industry, young workers pay more attention to their career and promotion relative to elder workers (Maqsoom et al, 2018)…”

“…This work explores factors aside from Career promotion of construction workers performance, such as personal characteristics, consciousness or organizational security, from the perspective of frontline construction workers that can generate additional opportunities for construction workers to promote their careers. Demographic characteristics (such as age, education level and working years) are generally considered to be the objective factors influencing employees' career promotion (Zhang et al, 2020). To avoid studying promotion only through demographic variables (Carmeli et al, 2007;Lawrence, 1997), comprehensively considering the perspective of employees' professional qualifications and industry security factors is vital.…”

“…Construction workers generally have short education years and low education levels (Liu and Li, 2013;Zhang and Li, 2016). However, differences in education levels will lead to divergent personal needs of workers (Hayek et al, 2016), a situation which will also be reflected in their promotion needs (Zhang et al, 2020). Education level is therefore also a factor that must be considered.…”

Guidance sources at work

“…Moreover, it is relevant to highlight that, over the years, several studies have investigated the influence of employees' sociodemographic characteristics on many work outcomes, (e.g., Kumar, 2021;Oreng et al, 2021;Prithi & Vasumathi, 2018;Zhang et al, 2020) but no study have explored their relationships with guidance sources at work, as pointed out by previous studies (e.g., Athayde & Torres, 2020). Thus, the present research aims to complement previous studies on guidance sources at work.…”

“…Over the years, several studies have investigated the influence of employees' sociodemographic characteristics on many work outcomes, such as risk-taking (Oreng et al, 2021), well-being at work (Sobrinho & Porto, 2012), employee promotion (Zhang et al, 2020), employee commitment (Konya et al, 2016), work-life balance (Prithi & Vasumathi, 2018), job satisfaction (Kumar, 2021), work learning (Tones et al, 2014), work-related quality of life (Shukla et al, 2017), work values (Li et al, 2007), among other work outcomes. Although there is strong literature evidence pointing that employees' attitude toward relying on sources of guidance varies according to the events they are handling (e.g., Athayde & Torres, 2022), the literature little explores the role of employees' sociodemographic profile (age, sex, education, income, etc.)…”