Talent Complementarity and Organizational Stratification

Abstract

Stratification within organizations as produced by the distribution of functional importance among positions is investigated. Following A. L. Stinchcombe's hypothesis from the functional theory of stratification, the rewards given to various positions are expected to be less equal when talent is complementary rather than additive. Data on salary differences between ranks in research and in teachingoriented universities supports the hypothesis. Actual differences are found to correspond more closely with the functional theory than with an alternative market competition theory. ,

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