||Promotion features the functions of screening talents and rewarding employees and is very influential to an organization or a person’s future development. Thus, this study aimed to investigate the factors considered in promoting subordinates, identify the constraints of superiors’ decisions, and construct the process of how superiors make promotion decisions. |
In-depth interview was adopted in this study. The roles involved in a promotion case, including the superior, the subordinate to be promoted, and colleagues of the promoted subordinate were respectively interviewed to collect success factors considered from various perspectives. By purposive sampling, 30 people in 10 groups serving in general industries and non-profit organizations were interviewed. Through an analysis of the critical behavioral events, a total of 215 behavioral events were collected and the success factors of promotion were divided into 3 constructs and 7 concepts. The 3 constructs were professional performance (professional knowledge and performance appraisal), capabilities (work capability, work behavior, and interpersonal communication), and personality trait (personal traits and human capital).
Employees equipped with these conditions could present better performance, form positive interactions and trust with superiors, and meet the requirement of promotion determined by superiors. However, affected by the imminence of filling up a vacancy and diversity of vacant positions, superiors would be subject to 4 types of decision constraints. Based on the conditions that employees acquired, interactive behaviors between subordinates and superiors, and types of decision constraints, a dynamic model of how superiors select subordinates for promotion was proposed.