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In this paper, I develop a structural explanation for why 1.5 and second generation Asian Americans have higher academic achievement than white Americans in the United States. In the American job mobility structure, there are two pathways to upward mobility: (1) developing interpersonal skills (socializing) to obtain managerial occupations and (2) developing technical skills (studying) to obtain technical occupations. Asian immigrant parents find that the former pathway is inaccessible because they experience structural disadvantages in the white American social environment due to their foreign cultural background and non-native English skills. Meanwhile, they find the latter pathway accessible because they experience positive treatment and insignificant disadvantages in the white American academic environment (especially in the STEM fields). To maximize their children's likelihood of obtaining upward mobility, Asian immigrant parents encourage their children to develop technical skills and discourage them from developing interpersonal skills. Consequently, 1.5 and 2nd generation Asian Americans have higher academic achievements but lower likelihood to obtain uppermanagerial occupations than white Americans. This paper suggests that to eliminate the Asianwhite academic achievement gap, we should create "culture-neutral environments" in the uppermiddle class education and work institutions in the United States. [ABSTRACT FROM AUTHOR]

Occupational careers are usually modeled as continuous. However, most careers are not incessant, but, in fact, are characterized by periods of disruptions. Thus, contrary to the research practice, interruptions should be integrated into models of status attainment and job mobility. To fulfill such a goal, this paper examines occupational-career interruptions and their work-related consequences among women and men. The paper focuses on job income-arguable one of the most important labor market characteristic, especially when comparing women and men. The analyses are based on data from Poland-a post-communist country, adjusting to democratic capitalism-in order to account for how institutional arrangements impact the work-related consequences of interruptions. Using a panel survey, POLPAN, which spans the transformation-1988 to 2003. The results suggest that women, in comparison with men, have different patterns of interruptions, with many interruptions having a gendered-nature to them, while others are relatively similar for both men and women. In addition, the results suggest that interruptions have a long-term impact on wages for women and men and that the degree to which interruptions impact wages depends upon the institutional arrangements of the state. At the end of the paper, theoretical implications of such results are discussed. ..PAT.-Unpublished Manuscript [ABSTRACT FROM AUTHOR]

The purpose of this paper is to find out the effect of informal social relations on the intergenerational occupational mobility. Social relation is the conduit through which resources are flowed and transferred, so the access of resources can be constrained according to how this conduit is constructed. Therefore, it is important to study how this pipe of valuable resources are structured and how this affect the inequality structure. This paper examines how different composition of social networks makes difference in their occupational mobility. To estimate the effect of informal social relations, I make distinction of relations into two types - achieved relations and ascribed relations -, and test the effect of each relation on intergenerational occupational mobility. For this empirical test, I use OLS regression model with data from General Social Survey in 1985. The result shows that those who manage their informal relationship with achieved relations are more likely to experience upward mobility. Since workplace is main source of mobilizing resources, those who have their informal relations tightly coupled with achieved relations have more advantages of mobilizing resources. [ABSTRACT FROM AUTHOR]

The main purpose of this paper is to examine how the demand of firms for prospective em-ployees equipped with particular skills and other characteristics affect status mobility between firms. We attempt to answer this question by analyzing how individual employment opportu-nities shape upward status mobility. Even though theoretical considerations and a few empiri-cal studies strongly suggest that individual career outcomes are much affected by structural opportunities, remarkably little is known about this process and whether it differs for men and women. This is due to the fact that both the conceptualization and measurement of labor-market opportunities still constitute pivotal problems of sociological labor-market research. Our paper contributes to this open research field by proposing a novel way of measuring la-bor-market structures. We propose an individual-level, time-dependent, and multidimensional measurement of labor demand. This enables us to examine the direct effects of macro struc-tural processes on individual labor market careers. Based on previous research, which shows remarkable gender variation in occupational mobility processes, we expect the consequences of structural change to be different for men and women. Our analyses are based on two data sets. The first provides annual occupation-level informa-tion on the number of advertised jobs (Swiss Job Advertisement Study). It serves to construct various time-dependent indicators for labor demand. The second data set provides monthly individual-level information on occupational careers of two birth cohorts (Swiss Life History Study). In order to examine our research question, we link these two data sets and run event history models. The results show that the likelihood for upward status mobility of Swiss men and women is indeed affected by changing labor demand. [ABSTRACT FROM AUTHOR]

This paper reassesses conceptions of family social origin and its effects on life chances, and in particular, occupational mobility. This paper is a first step toward a larger analysis that will explore how social scientists should conceive of and operationalize family background in an environment in which family structure itself has become increasingly complex. I explore the cumulative effects of mothers? and fathers? employment status and occupation type on children?s social mobility. I find that excluding mothers? contribution to family class position is not defensible in the analysis of social mobility in the U.S. [ABSTRACT FROM AUTHOR]

Over the past decades while women have made inroads into many nontraditional occupations, they still represent a small portion of the engineering and science workforce. In addition, research demonstrates that women tend to leave engineering occupations at faster rates than do men. Yet, occupations in engineering and engineering related fields have grown throughout the recent decades and are expected to continue to grow throughout the upcoming decade, creating millions of new jobs to fill by 2008. Indeed the jobs that are growing the fastest are precisely the jobs in which women are not represented. The question researchers and policy makers must grapple with is how do we recruit and retain women in engineering in order to not only address equity issues, but meet labor force demands. This paper presents qualitative data from an ongoing study of female engineers. In this paper we draw on original survey data to explore the reasons women choose to enter (and stay in) engineering occupations, and more specifically, what factors serve to encourage (and conversely, discourage) women from entering this nontraditional field. In doing so, we undertake a comprehensive investigation of women in engineering in which we focus on both their educational and workplace experiences. We provide the stories of women who have chosen to engineering careers, and we provide them in their own voices. After first presenting our findings we demonstrate how they are useful in creating strategies to address barriers at both the educational and workplace levels that prevent women from entering and staying in engineering occupations. [ABSTRACT FROM AUTHOR]

This paper examines racialization as an important process in the production and reproduction of racial inequality in the workplace. While existing studies have addressed this issue in the context of urban, industrial and service jobs, this study centers on agricultural jobs in rural Washington State. The main focus is on exploring the ways in which employers think about race, and how these views affect hiring and other management decisions. Given that constructions of the body are a crucial element of racialization, attention is paid to how employers perceive and characterize the bodies of workers from various racial backgrounds, and to how these perceptions factor into the placement of workers in jobs involving various levels of environmental and health risks. Finally, previous research suggests that employers think of race as a spatialized category. This paper analyzes if and how employers? relate their constructions of race to particular landscapes and places. Data is derived primarily from in-depth face-to-face interviews with employers. Content analysis of newspapers, ag newsletters, websites, and industry magazines is used to supplement the data from the interviews. Census and statistical data are used to contextualize the interview data. Preliminary data indicate that agricultural employers blur racial distinctions among workers by invoking a universal, homogenous ?American? identity when it comes to workers in managerial positions, and an individualistic ?work ethic? when talking about workers in lower-level positions. Employers assume that this ?work ethic? is different for different ?cultural groups.? Data collection and analysis for this study continue. [ABSTRACT FROM AUTHOR]

This paper examines black perceptions of racial discrimination. Researchers have shown that blacks encounter an enormous amount of racial discrimination in the workplace, including but not limited to exclusion from critical social networks, wage disparities, and hiring disadvantages. But fewer studies examine the extent to which blacks believe racial discrimination is a salient factor in their occupational mobility, or the factors which might explain divergent perceptions of racial discrimination among black workers. Based on 60 in-depth interviews with black medical doctors, nurses and technicians in the healthcare industry, we show how occupational status fundamentally shapes how black workers perceive the nature and extent of the racial discrimination they face in the workplace. This finding helps to flesh out currently underdeveloped models of how and why perceptions of discrimination matter. Consequently, we argue that a status-based approach to understanding black assessments of occupational racial discrimination is a more salient measure than current theoretical models. [ABSTRACT FROM AUTHOR]

This paper examines how differently women's and men's job stay or movement are rewarded in 6 patterned settings such as stay in male jobs or female jobs, movement within male jobs or female jobs, and movement toward male jobs or female jobs; this is done through analysis of personnel data of a regional grocery store chain between 1992 and 1997. The longitudinal analysis shows that movers attained a steeper wage growth than stayers, but women did not gain lower growth rates than men. In view of the gender composition of jobs, movement toward male jobs was compensated at the highest rate, whereas movement toward female jobs showed the lowest salary growth. If women and men used the same routes, no differentiated salary growth was seen between them in most cases. This means that the gender pay gap in this firm was mainly generated by the mixture of job mobility at the individual level and the gender composition at the job level. However, women unexpectedly earned steeper salary growths than men when they moved toward male jobs, and this result was statistically significant. Its meaning is discussed in term of salary. [ABSTRACT FROM AUTHOR]

This proposal aims to analyze inequality through the scope of residential mobilities. Although it is absent from mobility studies, residential mobility accounts for two dimensions of inequality: both its social effects and the way it is produced. Studying residential mobility is a way to consider how micro-level decisions shape and are shaped by macro-level patterns of inequality. This paper asks if mobility does change anything to inequality or not. Relying on analysis of data from the Employment Survey in France from 2003 to 2011, this paper establishes that residential mobility is greatly determined by preexisting inequalities. The 2008-2009 economic crisis plays an important part in the link between residential mobility and inequality. Measurement of the positional consequences of residential mobility shows that it can be a powerful way to achieve upward social mobility. It also shows that it can coincide with downward social mobility. Modeling of the effects of mobility on employment and occupation reveals how important the distinction between mobility and immobility is to account for the dynamics of inequality. Over and above results on inequality itself, the paper concludes on how focusing on inequalities showed that residential mobility a fundamentally ambivalent social phenomenon that should be better integrated in sociological research. [ABSTRACT FROM AUTHOR]

While a relatively small amount of research has focused on the experiences and employment profiles of professionals working part-time, who are usually female (Epstein et al 1999; Lawrence and Corwin, 2003), there is very little research to-date on the experiences of female part-time managers in the UK or overseas. This is likely to be, in part, because they are such a rare type of employee. This paper is based on 16 semi-structured interviews with female part-time managers working in a range of public and private sector organisations in the UK. The paper explores the work-histories of the female part-time managers and focuses upon their employment trajectories, aspirations, perceptions of work-life balance and career mobility. The discussion is framed with reference to theoretical debates on 'choice' and preferences but also in terms of the ways in which organisational cultures and structures, and key individuals within them, help or hinder female managers' mobility and work-life balance while working part-time. Findings reveal that the majority of female part-time managers had varied and successful career histories while full-time but these careers stalled once a transition to part-time work was made, despite the female managers in the sample remaining highly productive and committed to their jobs and careers. This paper concludes by contributing to debates on the myth of 'work-life balance' (Gambles et al. 2006) and the extent to which part-time managerial jobs have the potential to reduce competing time pressures. ..PAT.-Unpublished Manuscript [ABSTRACT FROM AUTHOR]

While a relatively small amount of research has focused on the experiences and employment profiles of professionals working part-time (Epstein et al 1999; Lawrence and Corwin, 2003), there is even less on the experiences of female part-time managers in the UK situated in a knowledge-based economy. Networking is one of the key constituents of a knowledge-based economy (Castells, 2000) and has also been identified as a key activity for career advancement in organizations. Bringing these themes together, this paper explores female managers' promotional prospects and mobility while working part-time and explores how networking, including the establishment of the various types of networks women join and their tie strength, can help or hinder these women's career prospects and mobility. The paper draws upon sixteen semi-structured interviews with female part-time managers from a range of private and public sector UK organisations. Findings reveal that the majority of female part-time managers had varied and successful career histories while full-time but these careers stalled once a transition to part-time work was made. Moreover, many women voiced frustration with their employment prospects in terms of mobility and promotion. Mobility was particularly limited given the perceived lack of quality jobs at managerial level in the external labour market. There was recognition that networking had made an important contribution to career progression into a managerial role but for most women, the transition into part-time working now means that networking is a more time constrained activity. ..PAT.-Unpublished Manuscript [ABSTRACT FROM AUTHOR]

Stuck in Motion:Low-Income Workers, Career Advancement and New Thoughts about Economic MobilityAbstractThe nature of the challenges confronting low-income workers who try to support their families through work casts doubt on the relevance of traditional theory for economic mobility and on the effectiveness of institutional mechanisms for career advancement based on that theory. To amplify and give "faces and voices" to this dilemma, this paper presents results from ethnographic research among a matched set of working parents and firms from a five-city, five-year research project. Findings suggest that traditional human capital and labor market mechanisms for career advancement no longer explain wage and promotion patterns and outcomes for many low-income workers, even those employed full-time year-round. Although high school completion and job training may lead to wage gain in the short run, type of occupation and firm, job-stay/job-change patterns, and promotion practices in firms converge with the new demography of workers to constrain advancement over the long run. At base, individual initiative, hard work, and "bootstraps" responsibility are not effective theoretically or practically for the economic mobility of today's low-income workers. In response, we draw from one strand of economic sociology to offer thoughts toward new theory for economic mobility that incorporate notions of dynamism, variability, and relational responsibility. ..PAT.-Unpublished Manuscript [ABSTRACT FROM AUTHOR]

This paper explores variation in the link between occupational goals and educational plans across social background. Analyses of three cohorts of tenth-graders show that occupational expectations are more loosely related to educational expectations among students whose parents have some college experience than among students whose parents have no college experience. The varying influence of specific occupational goals on post-secondary education across social background is important because less advantaged students who do not plan to hold careers with high educational requirements exclude themselves from college more so than do those students with more advantaged social backgrounds, limiting their occupational mobility. ..PAT.-Unpublished Manuscript [ABSTRACT FROM AUTHOR]

This paper concerns the causal link between the intensity of contingent employment and the structures of the labor market that affect it. Previous studies on contingent employment have devoted much attention to either organizational factors or job characteristics that are assumed to be prevalent in contingent jobs. However, occupational dimensions of labor market structure need to be clarified in that they have distinct effect on jobs being contingent. Based on the CPS basic datasets and its supplement on contingent employment, the extent to which labor market structures affect the intensity of contingent employment is tested. Given the lack of longitudinal data on detailed job categories, the pattern of job mobility merit attention in that labor market structures of jobs concerned can be measured in a predictable way. Thus, tenure ratio, defined as the ratio of occupational to employer tenure of job incumbents, as an indicator of labor market dimensions is used while other variables regarding labor market sectors and institutional effects such as unionization have still left much variance unexplained. In addition, panel analyses with four waves shed light on the directions toward which each job moves in terms of contingency. [ABSTRACT FROM AUTHOR]

This paper investigates the relationship between family level income inequality in one generation and occupational opportunity in the next generation. We analyze recent cohort trends in rates of social mobility for men and women, and analyze the potential role of income inequality within and between classes in explaining these recent trends. [ABSTRACT FROM AUTHOR]

Since the 1980s, job stability for American men has been falling as employers pursue increased flexibility in employment systems. Although women's growing labour market participation and attachment has led to rising job stability overall, women remain overrepresented in temporary and short-tenure positions. Patterns of restructuring have also widened economic inequality among both women and men. Using data from the U.S. National Longitudinal Survey of Youth, this paper explores how the intersection of gender and educational attainment shape both mobility patterns and their consequences over time. Focusing on American men and women in their early to mid-careers, the analysis reveals that while high levels of mobility between employers is generally associated with lower wage trajectories, both gender and educational attainment shape the dynamics of instability and wages in important ways. [ABSTRACT FROM AUTHOR]

Occupational careers are usually modeled as continuous; however, most careers are not continuous, but, in fact, are characterized by periods of interruptions. Although many careers have interruptions, interruptions are rarely integrated into models of occupational mobility and status attainment. Women's careers are more often marked by periods of interruptions, due to women greater propensity to be removed from the labor force for childcare and household responsibilities. This paper examines gender differences in the whole range of occupational-career interruptions in Poland (a country that is currently undergoing radical social changes) and Sweden (the ideal welfare state). The results of the analysis suggest that women more frequently experience interruptions and for longer periods of times than men in both Sweden and Poland. There also appears to be a gendered nature to the interruptions with women and men experiencing different types of interruptions. In Sweden, for both men and women wages are significantly lowered for an interruption while in Poland for both men and women, wages were not significantly lowered. This suggests that in Poland, the type of interruption matters more than just being removed from the labor force. Lastly, different types of interruptions were compared for men and women to see which interruptions had the largest impact on wages. The results confirm that in Sweden, men and women experience interruptions similarly, although the magnitude of the penalty varies by interruption. In Poland, there appears to be greater gender differences and not all interruptions lowered wages. [ABSTRACT FROM AUTHOR]

Affect control theory describes a process in which individuals work to maintain existing situated identities. In this paper, we extend affect control theory to explain selective identity preferences in occupational settings. We argue that individuals form preferences about potential future identities, with an eye to maintaining consistency between their potential experiences and their existing biographical identities. We suggest that occupational identity preferences are a product of, in part, the influence of work-specific biographical identities called worker identities. We then predict that individuals who are seeking alternative or additional occupational identities will prefer those that evoke sentiments that are similar to those evoked by their worker identities. To test these claims, we examine the degree to which knowing an individual?s most desired and least desired hypothetical occupational identity makes it possible to predict his/her willingness to take on specific alternative or additional occupational identities, to include generalized military identities. We find that current worker sentiments predict reports of desired and undesired future occupational identities to a remarkable degree. We discuss the implications for research on occupational mobility, work and life course, as well as for existing identitie theories. [ABSTRACT FROM AUTHOR]

This paper utilizes studies in occupational sex segregation and job mobility to explore how the allocation process generates gender inequality in the labor market. Two important claims should accompany any investigation into the impact of occupational sex segregation on the gender gap in attainment: first, that female occupations offer limited opportunities for upward career advancement, and second, that mobility across established gender boundaries (e.g., the movement of women into male occupations) has clear consequences for job rewards. In order to investigate these claims, this study analyzes job history data from the 1979 National Longitudinal Survey of Youth, and estimates models that predict the effects of sex-type job mobility on upward mobility rates. The findings of this analysis support the two claims: job shifts within female occupations are likely to decrease the opportunity for upward mobility, resulting in a relative wage penalty. Also, male movement into female occupations tends to decrease men?s rate of upward mobility, while female movement into male occupations is likely to increase women?s rate of upward mobility. These results support structural claims on the sex segmentation of the labor market, as well as the argument for gendered valuation of occupations suggested by comparable worth movement. [ABSTRACT FROM AUTHOR]

There is very little research on daughters-in-law and on affinal kin in general. The work that has been done suggests that the relationship is often undermined by a lack of normative expectations, but there are instances of in-law relationships approximating those of biological kin. Factors that determine the quality of the relationship have not been explored sufficiently. In particular, the effect of intergenerational mobility has not been investigated. Based on in-depth interviews with 25 mother-in-law and daughter-in-law pairs, this paper examines how two such factors, geographic mobility and occupational mobility, impact the quality of mother-in-law and daughter-in-law relationships. This topic is of particular importance given the impact of such conflict on divorce and marital stability and the likely need for daughters-in-law to step in as caregivers in the future. [ABSTRACT FROM AUTHOR]

In this paper we examine the extent to which scientists and engineers' family interference with work (FIW) and work interference with family (WIF) are associated directly and indirectly with three measures of their turnover intentions: moving to a non-research part of their company; moving to a different company in the U.S., and starting their own company. Consistent with current models of the work-family interface, we take into account support at work and support at home, FIW, work overload, work dissatisfaction, as well as WIF as direct and indirect predictors of turnover intentions. Taken together, our results suggest that for scientists and engineers employed in R&D, with dependents and whose spouse is employed, FIW had negative implications on their work overload, work dissatisfaction, and ultimately (but not directly) on their propensity to leave their research lab or their organization. High levels of WIF were associated with lesser intentions to leave R&D and appeared not to otherwise affect turnover intentions. Further, our study revealed that high levels of instrumental and appraisal support at work and of instrumental support at home were powerful in indirectly reducing turnover intentions. [ABSTRACT FROM AUTHOR]

This paper focuses on interfirm mobility in an attempt to untangle the roles social institutions play in structuring individual job mobility. As opportunity structures change, individual mobility events occur as workers manage their careers in the face of these disruptions. Examining mobility patterns reveals how structural factors associated with labor markets either hinder or facilitate the socioeconomic achievement of individuals. This study investigates one determinant of the socioeconomic attainment process, job mobility. To examine the linkage between structural facets of the labor market and individual job mobility, I utilize the 1979 - 1996 National Longitudinal Survey of Youth Data and the Business Information Tracking Service of the Small Business Administration for the years of 1989 to 1994. I use Event History Analysis techniques in STATA to examine how two types of organizational growth impact individual job mobility given the individual’s labor market context. The findings suggest that the interaction between organizational growth, industry structure and organizational size plays a key role in structuring differential mobility outcomes. [ABSTRACT FROM AUTHOR]

In this paper I address the question of whether and how new occupations emerge amidst industrial change. I focus on the case of New York City's new and rapidly changing new media industry, and in particular on the industry's web production workers. In order to assess occupational formation, I use work history data to develop an analysis of new media labor flows. A labor flow is an aggregate movement of workers from one shared occupation (or organization, industry, or region) to another, using at least some of the same intermediate steps. Here I examine labor flows among various types of new media work for continuities and discontinuities that might indicate the presence of occupational boundaries. Using Abbott's (1995) ideal-typical definition of occupations as a criterion, I find that only one type of new media work constitutes an occupation that is robust across job transitions. Other new media work is best understood as constituting a single modular occupation, in which each job is built anew from a limited range of standard work types. [ABSTRACT FROM AUTHOR]

This paper examines the job history of young American workers during the 1980s and 1990s. Using the data from the National Longitudinal Survey of Youth 1979, I investigate the job mobility patterns in three major aspects: 1) how individual characteristics and structural changes affect the job mobility rates, 2) how job mobility patterns differ by different groups of workers and by the outcomes of the mobility, and 3) whether the effect of structural changes have differential impact on different groups of workers. The results provide robust evidence of the following facts. First, both individual characteristics and structural changes affect job mobility rates. Second, job mobility patterns do differ by groups. The patterns depend on how much resource a person has, what type of workplace he works at, and to what direction he moves. Finally, impact of the structural changes in the labor market affects workers at lower occupational status more fiercely than workers at higher status. [ABSTRACT FROM AUTHOR]

To date, most empirical research on long-term trends of gender inequality focuses on individuallevel mechanisms (i.e., differences between men and women), while disregarding structural mechanisms. Despite a consensus that structural features of gender inequality-such as gender bias in job evaluation systems, and higher rewards for male-dominated occupations-are among the most influential factors shaping gender inequality in pay, very few empirical studies evaluate trends in these effects. Thus, this paper explores some of the mechanisms underlying the trends in the effect of feminization on occupational pay in the US labor market between 1960 and 2010. Its findings show that occupational feminization leads to deterioration in occupational pay, and that this negative effect has intensified over time. This trend, however, is concealed by the entry of women into high education occupations-such as professional and managerial occupations-which have enjoyed a high premium in recent decades. This investigation casts a different light on the debate about the declining significance of gender, showing that gender operates differently at the structural (i.e. occupational) and individual levels. [ABSTRACT FROM AUTHOR]

This paper explores how high-technology and biotechnology organizations implement and integrate work-family policies into their work structures. This research finds three significant gendered aspects of work-family policies. First, despite the fact that most organizations have come to adopt numerous work-family policies, the conflict between these policies and already established organizational structures reinforces the status quo while discouraging the true integration of these policies. Second, by allowing for largely unchecked managerial discretion over their employees' use of alternative work arrangements, organizations fail to require a standard of expectations for employees seeking alternative work arrangements and other policies intended for better balance between work and home. Finally, by encouraging the use of certain policies such as telecommuting over less traditional arrangements, organizations come to reinforce a gendered structure in which those employees who devote the most time to the organization remain the most valued. ..PAT.-Unpublished Manuscript [ABSTRACT FROM AUTHOR]

In a previous paper, I found large and widespread increases in occupational instability between two cohorts of the National Longitudinal Surveys. In this study, I examine this finding in more detail. First, I explore whether this increase in occupation changing is related to increases in upward or downward mobility. I find that both upward and downward mobility increased in the 1979, leading to a general situation of insecurity and anxiety. Contrary to expectations, this increase in occupational instability seems to have a similar pattern across all socioeconomic levels. In the second part of the analysis, I examine the transition rates between different major occupation groups. I find that there is no single culprit for the increase in occupational instability; all occupation groups saw a decline in stability between the two cohorts. There is some evidence, however, of an increase in transitions from all occupations into service occupations. In addition, laborer and service occupations make up an increasing share of all positions. These two occupation groups appear to be inherently less stable and therefore also contribute to the general increase in occupational instability. Current work (to be completed by summer), will extend this analysis to the PSID. ..PAT.-Unpublished Manuscript [ABSTRACT FROM AUTHOR]

Conditions of work in Europe are changing, with firms and the welfare state expecting workers to have a greater willingness to be geographically mobile. We examine the degree to which individuals are responding by actually becoming mobile for their jobs. Our paper compares the rates of job-related spatial mobility along multiple dimensions; for example relocation, long-distance commuting, overnight business travel, and establishing a second residence. We also ask who is spatially mobile, in what ways, and for what reasons, using a representative sample in six European countries: Germany, France, Spain, Poland, Belgium, and Switzerland. Data are collected from April to July 2007 in all six countries by the European Commission's Job Mobilities and Family Lives in Europe Project, and (pending acceptance) will be publicly presented for the first time. ..PAT.-Unpublished Manuscript [ABSTRACT FROM AUTHOR]

AbstractA dominant theme in the immigration debate is that immigrants (and particularly illegal ones) fill jobs that nobody wants. While it is sometimes recognized that immigrants now fill occupations that were previously occupied by African-Americans, it is rarely noted, that in some cases, labor agitation preceded this labor substitution. The purpose of this paper is to demonstrate that there was heightened labor agitation in the period prior to the labor turnover in the southeastern poultry industry and that hiring immigrants was a strategy to deal with labor costs that had been aggravated by union activity. ..PAT.-Unpublished Manuscript [ABSTRACT FROM AUTHOR]

In this paper, I will examine gender, "a strategic nexus", of Japanese corporate transnational practices and family lives of corporate migrant professionals and its effects on lives of corporate wives and the reproduction of maternal femininity. The data for this article come mostly from 21 in-depth interviews with wives of Japanese corporate migrant men who were living in Southern California for their husbands' occupational assignments at the time of interviews. I will argue that 1) Japanese corporations construct and depend on not only corporate masculinity defined by absence from home and spatial mobility but also femininity defined in relation with corporate masculinity by economic dependence, constant availability at home, and heightened maternal identity for their transnational practices, 2) the degrees to which corporate migrant wives accept or challenge this femininity shape their migration experiences, and because corporate femininity is constructed in relation with corporate masculinity, resisting corporate femininity inevitably involves questioning and challenging corporate masculinity, and 3) corporate migrant wives reproduce and strengthen their maternal identity in a context where no work-related identity is possible, and maternal duty becomes more demanding. Japanese women's extensive maternal practices and strong maternal identity are not simply a cultural practice but rather structurally reproduced within gendered structure of Japanese corporations. [ABSTRACT FROM AUTHOR]

That "crisis of work" theories have inadequately interrogated such forms of work as volunteering and neglected the growth in political attention paid to their economic relevance is contrasted by studies that aim to tease out the value of and purpose behind volunteering's labor, its cultural connotation, and the study of its social-attainment effects. In this study we look at the "crisis of work" account by Sennett and use data on volunteers to examine some of his assumptions about labor in the new cultural economy. Rather than assuming, with Gorz and others, that we are moving beyond a workplace-based society, we argue that alternative forms of creative work, which are both individually and collectively enhancing, are moving into the zone of work. Whether these change the subjective meanings of volunteering and the meaning of work as labor is a matter for investigation. ..PAT.-Unpublished Manuscript [ABSTRACT FROM AUTHOR]

The placement of the middle class above the working class in conceptions of the social class hierarchy does not reflect a working class viewpoint. Interviews with blue-collar men working in construction or in factories revealed a consensus that blue-collar work is preferred over white-collar work for a number of reasons. These men all agreed that accepting white-collar jobs would mean giving up meaningful, intrinsically rewarding work that is a source of pride. Informants recognize that the general standing that their job has, using the words of the NORC survey upon which occupational prestige rankings are based, is low relative to white-collar work, but they disagree with that determination. Middle class disdain for blue-collar work, they argue, is based in ignorance. The design of this research allowed for the inclusion of a variety of job categories across two vastly different occupations, it allowed workmen to describe their occupational experience in their own words to an interviewer that shared their class identity, and it did not assume blue-collar work to be positive or negative. These qualities are reflected in conclusions that are not consistent with dominant conceptions of the social order. ..PAT.-Unpublished Manuscript [ABSTRACT FROM AUTHOR]

This study uses data from the Panel Study of Income dynamics to assess hypotheses from the minority vulnerability thesis concerning racial differences in the incidence, magnitude, and determinants of downward occupational mobility from Managers/Administrators and Professional/Technical occupational categories across four years of the early work-career. Findings support the minority vulnerability thesis:African Americans, compared to similarly situated and credentialed Whites, had a higher rate of donward mobility, dropped further down the occupational ladder when experiencing downward mobility, and face a route to downward movement that is less strongly predicted by traditional stratification-based causal factors including background socioeconomic status, human capital credentials,and job/labor market characteristics. Subsequent analyses reveal that racial gaps in the incidence, mangitude, and determinants of downward mobility are more pronounced in the private than the public sector. Discussed are how the findings shed light on unresolved issues relating to racial inequality in the workplace. ..PAT.-Unpublished Manuscript [ABSTRACT FROM AUTHOR]

Women's careers and their family lives are intimately linked. Yet, insufficient attention has been given to how career trajectories differ over the life course among women in different family structures. This study draws on in-depth interviews with 30 white female interviewees from New Jersey, Tennessee, and Ohio. The interviewees provide extensive details about their career progression in and out of jobs over the course of their life and about the timing of their marriage, children, divorce(s), and remarriage(s). This study seeks to better understand the connections between the occupational mobility in women's career trajectories (stable, upwardly or downwardly mobile) and the unfolding of their family responsibilities, using optimal matching techniques that formally analyze life events as sequences of events over time. ..PAT.-Unpublished Manuscript [ABSTRACT FROM AUTHOR]

Scholars of Mexican migration to the United States have recently documented the increased dispersion of Mexican-born persons throughout the country over the past 25 years, particularly during the 1990s. The present research is guided by the general question of whether geographic dispersion of Mexican immigrants in the 1990s facilitated (or impeded) their socioeconomic incorporation. More specifically, considering the rigid barriers Mexican-born persons have encountered that inhibit relative wage growth or occupational mobility, has dispersion promoted alternative paths of socioeconomic incorporation such as increased housing affordability? What are the predominate factors that not only contribute to housing affordability differences between non-Latino whites and Mexican-born persons but how did geographic dispersion affect change in these factors in the 1990s? Preliminary results show that average housing costs among Mexican-born persons were reduced by 5 percent in 1990 relative to an increase of 1 percent among whites, resulting in a decline of 1.5 percentage points (or 24 percent) in the overall gap between the two groups. My analysis reveals that most of this decline was solely due to geographic dispersion rather than other effects due to differences between the Mexican-born and whites. ..PAT.-Unpublished Manuscript [ABSTRACT FROM AUTHOR]

The U.S. military serves as an important status attainment venue for members of disadvantaged groups, providing both an internal labor market and opportunities for human capital development. Prior research has focused on the implications of military service for men's educational and occupational outcomes, primarily among those serving before the 1973 shift to the All-Volunteer Force (AVF), or in early AVF years. This work makes limited use of intergenerational factors, particularly parents' military experience, and often fails to explore the impact military service may have on women's status attainment. Additionally, early AVF veterans were unable to take advantage of either conscription-era G.I. Bill or later-stage AVF educational assistance, such as the Army College Fund. This project uses the National Survey of Families and Households to identify racial and gender differences in the influence of military service on intergenerational status attainment for individuals serving in the military since 1987. Specifically, I will ask: 1) whether recent AVF veterans and non-veterans have disparate levels of educational and occupational attainment once background characteristics are controlled; 2) whether the effects of recent AVF veteran status vary by race, gender, or both; and 3) whether the mode of entry - draft vs. enlistment -- of parents' pre-AVF military service impacts their adult children's educational and career choices. The role of military service as providing a bridging opportunity for low-status young adults, or of "creaming" or "dredging" disadvantaged communities will be explored. [ABSTRACT FROM AUTHOR]

The article discusses the role of education in improving social status of immigrants. West Indians have a culture of migration, and they take active interest in enhancing their educational opportunities. Caribbean people started migrating to the U.S. after they got freedom from British rule. The migration of West Indians and Caribbean is mainly due to economic reasons, as migration to the U.S. enhances their means of sustaining, and advancing the status of individuals. West Indians perceive education as a means to enhance their social status, occupational mobility, and economic stability. However, in the Caribbean, education is considered as a privilege, and not an individual right.

How labor markets generate different socioeconomic outcomes is the underlying theme driving most economic and sociological theories of socioeconomic achievement. The theory presented here argues that labor market positioning is the crucial aspect in determining an individual?s mobility prospects. I argued that the labor market positioning is multidimensional incorporating aspects of social organization at the industrial, organizational and occupational level. The results from the empirical analysis support this view of modeling socioeconomic achievement as a multi-level phenomenon. In particular, it highlights gender differences in upwards and downwards mobility that is the result of voluntary job mobility. [ABSTRACT FROM AUTHOR]

This paper explores the career dynamics and wage outcomes of foreign and native young men who have finished vocational education in Germany. Several different groups are compared against the native population: Italians, EU-13, East-Europeans, Ex-Yugoslavs, and Turks. I follow them for seven years beyond their vocational training in the year 2000 by applying random and fixed effects estimations to German register data. The panel design allows in particular for looking at employment histories and analysing the impact of status-changing events on wages, e.g. job mobility. Beyond that, this empirical design enables me to examine 'the opportunity structure for discrimination'. Status-changing events are accompanied by the phase of recruitment, which is probably the most critical point for discrimination in working life. If foreigners receive less job offers their search costs will be higher and lower wages are the observable consequence. The empirical results reveal that some foreign groups are found to be affected by labour market penalties in response to status-changing events. In contrast, wage penalties are not observed for foreign employees who manage to stay with an employer. This supports the assumption that ethnic wage inequalities are a matter of opportunities. [ABSTRACT FROM AUTHOR]

Emphasizing the concept of an identity struggle, this paper describes the differences between multiracial adolescents with jobs and single race adolescents with jobs. Literature in field of multiracial and identity studies, indicate that multiracial adolescents are more likely to engage in substance and tobacco use compared to single race counterparts. Furthermore, being employed and having an income affect the purchase and use of alcohol and drugs in the adolescent population. A factorial MANOVA on the National Longitudinal Study of Adolescent Health Waves I-III was used to determine differences between populations and indicators of current risk behavior were assessed using 30 day response variables; all data was analyzed with SAS 9.1. Results show across all waves of data, multi-race adolescents engage in risky health behaviors more than single race counterparts. Statistically significant results were found for comparisons between multiracial and African Americans, Latinos, and Native Americans. Thus, given the growing population of the multi-race population in the United States it is imperative to continue to investigate the behaviors of this specialized demographic to create social and health programs aimed specifically at this target group and to further investigate how and why this population is more likely to engage in risky behaviors. [ABSTRACT FROM AUTHOR]

In spite of its striking impact on individual life courses, especially, careers, the economic crisis in established market economies has not been dealt with as a key factor affecting individual career mobility very much in empirical research. In this paper, I take into account the economic crisis as a social event providing a favorable experimental setting to test a treatment effect on occupational mobility of transition from closed-employment system to open-employment system. The case of South Korea which was hit by the Asian financial crisis in late 1997 offers an excellent example for this. By using the data of individual work histories from the KLIPS, and by employing event history modeling, I analyze the patterns of occupational mobility in pre- and post-crisis Korea. The major findings include: (1) as a social upheaval, the economic crisis has meaningful significant impacts on job mobility even after those institutional and structural changes are controlled for. (2) Significant period effects of the economic crisis on effects of labor market structures and institutions are found. The findings support that South Korean labor markets experienced quite dramatically the transition from the closed- or coordinated system to the open and competition-based system over the economic crisis period. [ABSTRACT FROM AUTHOR]

In this paper we test for the existence of pathways of upward mobility for low wage workers by studying patterns of intragenerational occupational mobility in the National Longitudinal Study of Youth (NLSY) from 1979-2006. We argue that "stepping stone" links of upward mobility between specific pairs of occupations can be identified by whether or not the accumulation of experience increases the probability of movement between these occupations. In contrast, a "dead end" job is one which both pays low wages and where the accumulation of occupational experience reduces the probability of upward mobility. We use two data sets to detect potential stepping stone links between occupations. First, we measure the skill similarity between occupations using data on occupational skill requirements from the O"NET occupational database. Second, we use data on occupational mobility from matched samples of the Current Population Survey (CPS) to identify possible career ladders based on either significant one-way flows between occupations or positive age effects on occupational transitions. We test these links using data on career histories from the NLSY. A key aspect of our approach is an empirical strategy that simultaneously models wage mobility (a dichotomous indicator of low versus high pay) and occupational mobility (among detailed 3-digit occupations). In order to estimate our models with detailed occupations and multiple observations for each individual, we first randomly sample from the choice set of occupations and then use a latent-class conditional logit model (Train 2008) to allow for individual heterogeneity. [ABSTRACT FROM AUTHOR]

A growing portion of job changes happen within organizations, rather than between them. The effects of this shift from market to administered mobility on inequality are ambiguous: withinorganization job mobility allows upward mobility to workers without formal credentials, but it also excludes workers employed in organizations with few opportunities for advancement. We use nationally representative data on job switchers to compare occupational attainment resulting from within- and between-organization job mobility. We find that while within-organization mobility brings higher occupational attainment, this pay-off varies substantially across the distribution of origin occupations. For the bottom quartile of occupations, moving within-organizations is worse than moving between them. A worse industry-level occupational opportunity structure for the bottom occupations explains one third of this inequality. Diminishing returns to withinorganization mobility among highly educated workers partially offsets this effect. For workers in low-paid occupations, the expansion of administered, organizational mobility does more to exclude than to advantage. [ABSTRACT FROM AUTHOR]

Arguably the "precariat" of post-reform China, rural-to-urban migrants have long been seen as a unitary population highly unstable in both occupational and spatial terms. For decades, the precarity has been explained from the perspective of state and market: on the one hand, by the institutional exclusion under the Hukou Regime; on the other, by the low job security in the secondary labor market. Probing into their highly diverged career paths and migration outcomes, however, this research finds both the state and the market explanation inefficient and proposes a social explanation that emphasizes rural migrants' active utilization of resources embedded in different forms of social capitals. Three types of rural migrants and three types of social relations are hence identified: "floaters" rely on peer support to survive career transitions, but later on the reciprocal responsibility to support other peers often lead to a further career crisis. As a result, they frequently change jobs and dwellings without upward occupational mobility. "Sojourners" rely on family support to pursue entrepreneurship, but without community access to a monopolized market niche and facing a competitive market, their upward mobility is realized through ceaselessly changing occupations and business locations. "Settlers" collectively create a monopolized and lucrative business through the support of their hometown community and thus fulfill their career development by further involvement in the economic/social activities of their urban enclave. In this case, therefore, occupational mobility is tied to spatial immobility. [ABSTRACT FROM AUTHOR]

The Deferred Action for Childhood Arrivals (DACA) program, implemented by executive order in 2012, granted a subset of undocumented youth temporary relief from deportation, work authorization, and other benefits. While various sociological theories predict that legalization will enable immigrant socioeconomic mobility, past research on DACA's effects on education and employment reaches mixed conclusions, possibly reflecting the limitations of different methodological approaches to the question. Using multiple data sources and mixed methods, we analyzed both whether and how DACA impacted education and employment among undocumented immigrants in California. Our difference-in-differences analysis of the 2007-2016 waves of the California Health Interview Study employed a more precise definition of the DACA-eligible population than previous studies, yet we also found few significant, positive impacts of the policy on education and employment. Our analysis of surveys and in-depth interviews collected with DACA recipients in California provides context for this finding. DACA enabled college for some, but discouraged it for others. DACA recipients perceived substantial occupational mobility, but this was not reflected in wage increases or movement out of the secondary labor market for many. Our findings support the perspective that DACA is a form of liminal legality with limited and contingent impacts on socioeconomic integration for immigrants. [ABSTRACT FROM AUTHOR]

Gendered patterns of job mobility have long been implicated as crucial mechanisms driving inequality in job rewards, segregation, and promotions. Few researchers have attempted to directly examine how mobility pathways in organizations are linked to gendered features of jobs. Drawing on data from distribution centers from a large U.S. supermarket chain, we examine job mobility as a network of movements of workers among jobs. Results from network analysis and meta-regression reveal that workers tend to move between jobs with similar male/female ratios and that mobility ladders tend to be more direct for male concentrated jobs while more circuitous for female concentrated jobs. Mobility across wage level does not appear to be related to gender compositions of jobs, but the results offer evidence that the gendering of job mobility may be strongest in male dominated organizations. [ABSTRACT FROM AUTHOR]

Schools, after family, are considered the second most important socializing institution for immigrant youth in their host society. This is especially the case for undocumented youth, who gain access to social and cultural capital that can make them 'indistinguishable from their nativeborn peers' and forge pathways for incorporation and inclusion in U.S. society. Yet, each year thousands of undocumented youth arrive in the U.S. as unaccompanied minors searching for work to advance their socioeconomic position and futures. Despite being minors, work, rather than school, structures their daily lives and shapes their structural incorporation as they come of age. Drawing on four years of ethnographic observations and interviews with undocumented young-adult workers (ages 18-31) who arrived in the U.S. as unaccompanied minors, I examine the extent to which unaccompanied youth workers engage in school and the role of Englishlanguage schools in the incorporation of immigrant youth without parents and legal status in the US. Findings show that youth are motivated to pursue education--synonymized with Englishlanguage learning--for occupational and wage mobility and face various challenges in doing so. English-language schools--typically reserved for adults-- are a source of human capital necessary for workplace and socioeconomic stability and prospects for mobility, as well as social and emotional capital to increase community embeddedness. This research moves beyond the analysis of undocumented youth as high-achievers in traditional educational institutions and advances our understanding of the institutions that support or restrict the incorporation of unaccompanied youth workers to offer a glimpse into the heterogeneous lives of a heterogenous undocumented youth population. [ABSTRACT FROM AUTHOR]

A growing number of Americans expect to work into what were once typically considered their retirement years. Whereas people once worked until 65, now increasing numbers of Americans, by necessity or desire, seek to work later in their lives. These workers are not just continuing on in their previous jobs. Rather, they are switching careers entirely. The purpose of this study is two-fold: first, to identify the incidence rate of older workers who are changing careers; and second, to identify the predictors of success among older workers who have successfully changed jobs compared to those who tried to change and failed. This study employed a mixedmethods approach to fulfill both purposes: first, it aggregated and analyzed Census data from the Current Population Survey; then, it administered an original, nationally representative survey of 300 older workers. The contributions of this study will (1) help to quantify a growing and politically relevant population; (2) deepen the literature on psychological career development stages; and (3) extend the social capital literature by applying its theories of social networks and resources empirically on a relatively untested population. [ABSTRACT FROM AUTHOR]