PurposeThe purpose of this paper is to determine the occurrence of job level, salary and job authority demotions in the workplace through the analysis of Belgian Statistics on Income and Living Conditions (SILC)-data of 2007-2011.Design/methodology/approachThree hypotheses are tested: H1: there is a gender inequality in job authority demotions. H2: the level of education and the probability of being subject to a job level, salary or job authority demotion are negatively correlated. H3: age is negatively correlated with job level, salary or job authority demotion probabilities. The cross-sectional data of the SILC cover a specific time period with data on inter alia living conditions. The longitudinal data give information on inter alia income and non-monetary variables over a period of four years. The authors estimate multivariate regression models for binary demotion variables. These analyses allow the authors to estimate the odds of being demoted. The authors discuss the demotion rates, the bivariate correlations and the regression analysis.FindingsThe data analysis result in the fact that base salary demotions are not commonly applied as literature and the Belgian law on salary protection endorses. Fringe benefits demotions, as for instance the abolition of a company car or a bonus are, however, more frequent. There is a gender gap with regard to job authority demotion. Highly educated respondents are less confronted with job authority demotions. Age is negatively correlated with base salary/fringe benefits or job authority demotion probabilities, but not with job-level demotions. H1 is thus confirmed. H2 and H3 only partly confirmed.Research limitations/implicationsSeveral analyses were restricted because the EU-SILC did not question all dimensions of demotion in detail.Originality/valueThis study contributes to the scarce literature on demotion and to empirical studies on demotions regarding job level, salary and job authority.
Personnel Review – Emerald Publishing
Published: Sep 5, 2016
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