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Abstract

In our society it is a strongly held norm that advancement in business organizations should be a consequence of personal achievement; hence, there is respect accorded to individuals who arrive on their own merit. At the same time, it is recognized that many competent subordinate managers receive help in advancement from higher level executives acting in the role of sponsors. The purpose of this article is to draw together some research evidence concerning the occurrence of sponsorship in transfer and promotion decisions as experienced by middle level managers in large manufacturing firms. Previous studies [5; 17; 8] have considered the extent to which managerial promotion decisions are based on alleged favoritism, shared values, or informal factors rather than achievement-related criteria. This study is intended to redefine the concept of sponsorship, to develop some appropriate research questions, and to report some new findings concerning these questions.

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Managerial Advancement and The Influence of Sponsorship in Large Industrial Organizations

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