Age of entry and organizational structure

The field of analysis of this research work was the age of entry or hiring of an individual in an organization. From this variable, using elements from organizational demography and the theory of attraction and similarity, a set of statistical analyses were developed to study the relationship with other demographic variables inherent to organizational functioning. These analyses allow us to conclude that the age of entry is related to the size of the organization, to the seniority of its personnel, to the participation of women, to its gender homogeneity and to its processes of change. The data presented suggest that, insofar as the age of entry is lower and has little variability, over time this will lead to the construction of a bureaucratic and traditional type of organization, whereas if the age of entry is higher and more dispersed, this will contribute to the construction of a smaller, more diverse organization, with greater female participation and more likelihood of change.