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• Filipino professionals craft themselves as skilled migrants through self-fashioning. • Mobile practices fashion the self as a skilled migrant in phases of im/mobility. • Filipino highly skilled migrants engaged with mobile practices to work in Singapore. • They curtail mobile practices in re-location to embed themselves in the city-state. • Mobile practices are re-activated in mapping new routes for re-migration or return. Recent geographical scholarship on skilled migration has developed a strand of research on the role of mobility in the constitution and production of the highly skilled migrant. In particular, scholars have forwarded the notion of geographical mobility as a form of capital to explain career development, employability and occupational mobility among skilled migrants and international students. While recognising capital-oriented approaches, this paper shifts the focus to how mobility is appropriated into practice in producing highly skilled and professional migrants across phases of movement and settlement. Through the lens of 'mobile practices,' the paper suggests that skilled migrants craft themselves into mobile professionals, through embodied practices that appropriate education, credentials and cosmopolitan attitudes and lifestyles, and the enactment of international geographical mobility across phases of re-location, settlement and re-migration. Drawing from interviews with 33 Filipino highly skilled migrants in Singapore, the paper shows how their aspirations drive their use of mobile practices to fulfil three aims. First, they engage in mobile practices to fashion themselves as skilled migrants qualified for the international labor market. Second, they disengage from mobile practices during their emplacement in the host country to produce themselves as skilled professionals that can adapt and settle in the local environment. Third, mobile practices are re-activated in mapping new routes for re-migration or return, shaped by aspirations of further mobility, family considerations and the life course. Overall, mobile practices as conceptual lens foregrounds how highly skilled migrants produce themselves as mobile professionals across shifts of mobility and immobility. [ABSTRACT FROM AUTHOR]

Highlights • Declines in the percentages of women working in female dominated occupations from 1970 to 2010 are parallel for high school educated women and women with a bachelor's degree. This contrasts with earlier findings about changes in occupational segregation using the index of dissimilarity. • Declines in the likelihood of working in a female dominated occupation for women with a bachelor's degree are primarily due to changes across cohorts. • High school educated women are more likely than women with a bachelor's degree to move to gender integrated occupations over the course of their careers. • Occupational mobility both within and across broad groups of occupations lead to declines in the likelihood of working in a female dominated occupation for high school educated women. • For women with a bachelor's degree, mobility across broad groups of occupations leads to declines in the likelihood of working in a female dominated occupation. Abstract Over the past 50 years, occupational segregation by gender has markedly declined in the United States. This paper uses data from the decennial censuses and the National Longitudinal Surveys from 1967 to 2013 to explore how trends over time in the occupational gender composition of women's jobs vary according to educational attainment. The paper also examines the relative contributions of inter-generational and intra-generational occupational mobility to changes in occupational gender composition over time for high school educated women and women with a bachelor's degree. The findings indicate that for women with a bachelor's degree, declines in the likelihood of working in a female dominated occupation are primarily due to changes across cohorts. High school educated women experience smaller changes across cohorts but are more likely than women with a bachelor's degree to move to gender integrated occupations over the course of their careers. Fixed effects models show that the changes over the life course reflect changes in the gender composition of individual women's occupations rather than changes in the composition of the labor force. Both occupational mobility across and within broad groups of occupations contribute to changes in the occupational gender composition for high school educated women; for women with a bachelor's degree, mobility across broad groups of occupations is most important. [ABSTRACT FROM AUTHOR]

In this paper, we test the contribution of foreign management to firm productivity. We use a novel data set on the careers of 115,505 managers employed in 10,238 firms in the UK from 2009–2017. We find that domestic manufacturing firms become, on average, 4.9% more productive and about 23.3% more capital intensive after hiring foreign managers. In particular, we find that prior industry-specific experience of foreign managers abroad allows spillover effects to domestic recruiting firms. On the other hand, we find no significant effect on foreign-owned firms after hiring foreign managers, possibly because technological spillovers have already occurred after takeovers by headquarters. The marginal productivity gain is twice as high when the new hires end up on all-British boards without a history of diversity. Our identification strategy combines matching techniques, difference-in-difference and pre-recruitment trends to challenge reverse causality. The results are robust to different specifications and sample composition effects. Ultimately, our results show how restrictions on the global mobility of managerial talent hamper the competitiveness of the domestic industry. [ABSTRACT FROM AUTHOR]

This article analyses the effects of occupational mobility on biological well-being from a long-term perspective. While it is well known that occupation and heights were closely related in the nineteenth and early twentieth centuries, our analysis shows that variations in the occupational status of parents and social mobility relative to grandparents also help to explain the evolution of biological well-being in subsequent generations. Drawing on data on height and socio-economic status for almost 4000 individuals born between 1835 and 1959, this paper analyzes the effects of occupational changes on statures over three generations in a period when opportunities for access to land improved in rural Spain. Our results indicate that (1): there was a strong positive relationship between fathers' occupational status and children's biological well-being; (2) improvements in the parental socioeconomic status had a rapid impact on the height of the male children if this improvement occurred during the period when the sons were growing up, and (3) the social mobility of parents in relation to grandparents also had a noticeable effect on the height of their children. [ABSTRACT FROM AUTHOR]

The shipping industry has traditionally been male-dominated. Although tangible progress has been made toward gender diversity and inclusiveness, women seafarers worldwide still face difficulties and challenges. This paper aims to explore women's struggles in their pursuit of a seafaring career on ocean-going cargo ships. Taking Chinese women seafarers as the research subjects, the study first analyses their current situation and points out that compared with global figures, only few STCW-certified Chinese women work as officers or ratings on the ocean-going cargo ships. Then five major types of difficulties and challenges Chinese women seafarers face, i.e., limited access to vocational education and training, employment difficulty because of stereotypes, prejudices and sexual distinction, safety and healthcare concerns, bullying, abuse and sexual harassment, as well as traditional ideas of family and childbirth, are presented by the data drawn from questionnaires and interviews given to current and future-to-be seafarers from both genders. At last, suggestions from the aspects of the provision of educational and training resources and guidance, the improvements in relevant legal system and policy, the establishment of support groups and report system, the promotion of occupational health, safety and well-being, as well as the creation of a friendly social and cultural atmosphere are given to advance gender equality, empower women seafarers in their careers and reach a barrier-free environment in the industry. [ABSTRACT FROM AUTHOR]

• Alignment during an organizational change. • Measurement of job satisfaction with working conditions. • Bayesian Network to model the influence of human factors. • Managing organizational change. Introduction: Modern approaches to Occupational Health and Safety have acknowledged the important contribution that continuous improvements to working conditions can make to the motivation of employees, their subsequent performance, and therefore to the competitiveness of the company. Despite this fact, organizational change initiatives represent a path less traveled by employees. Specialized literature has drawn on the fact that employees' satisfaction presents both the foundation and catalyst for effective implementation of improvements to working conditions. Method: This paper conceptualizes the alignment of employees through measurement of job satisfaction and uses the Bayesian Network to assess the influence of human factors, particularly the cognitive, emotional, and behavioral aspects. Toward this aim, the Bayesian Network is evaluated through a cross-validation process, and a sensitivity analysis is then conducted for each influential dimension: emotional, cognitive, and behavioral. Results: The results reveal that these three dimensions are interrelated and have a direct influence on job satisfaction and employees' alignment during the organization change. Further, they suggest that the best strategy for enhanced alignment and smooth conduct of organizational changes is simultaneous enhancement of the three dimensions. Practical applications: This study shows the influence of emotional, cognitive, and behavioral dimensions on job satisfaction and employees' alignment during the organizational change. Furthermore, it elaborates the way to develop efficient and effective strategies for a successful change implementation and sustained alignment. [ABSTRACT FROM AUTHOR]

Abstract: The global trend of fisheries overexploitation and collapse has resulted in the need to reduce fishing effort, and providing alternative employment for fishermen is a frequently mentioned policy option in order to achieve this goal. Reducing fishing effort is central to the European Commission Common Fisheries Policy and over the years, the Commission has developed a number of socio-economic measures to encourage labour mobility among fishermen, and as such mitigate the impact caused by the structural adjustment. Considering this aim, this paper seeks to identify European fishermen''s willingness for occupational and geographical mobility and the characteristics that influence this willingness. A survey was conducted with the participants in the inshore commercial fisheries of the Highlands of Scotland (UK), the Algarve (Portugal) and the South Evoikos Gulf (Greece), and logit models fitted to identify the characteristics that influence willingness for labour mobility. The paper argues that there are differences in attitudes towards labour mobility among fishermen from the different countries and that personal preferences, demographic characteristics, job-related and financial reasons influence the willingness for both occupational and geographical mobility. The paper concludes by pointing out the importance of taking local conditions and the heterogeneity that characterizes fishermen''s behaviour into account, in order to achieve successful policy measures aimed at providing alternative occupations for fishermen. [Copyright &y& Elsevier]

Abstract: There is a strong need to explore the determinants of worker’s commuting time as the declines in job accessibility associated with the dramatic growth of commuting time have become a serious negative effect on the quality of urban life in megacities of China. Most well-developed theories exploring change in commuting time are based on neo-classical economic theory. This paper argues however that in the case of China institutional factors of the housing provision system and labour mobility management have been more important. The paper conceptualizes an institutionalist approach incorporating housing and controls over labour mobility and applies it to analyse these influences on workers’ commuting time in Beijing. The analysis shows that the interaction of housing provision, the market system and the Hukou system together have significant impact upon individual commuting time allowing for worker’s annual household income, occupation and transport mode. The findings suggest that the market-oriented housing reforms have changed the local jobs–housing balance that prevailed in pre-reform era and have thus induced growth of commuting time; the remaining the unfair treatment of residents according to their Hukou status may influence the floating worker’s ability to connect housing and workplace opportunities that could reduce commuting time. With respect to future studies, the institutionalist approach seems to be an efficient means of exploring particular factors that emerge in the transformation of an economy. [Copyright &y& Elsevier]

This paper tests for the presence of job lock and "health insurance plan lock" stemming from the health shock of a child family member. Using the onset of an acute, unanticipated health shock, I estimate a 7–14 percent decreased likelihood of all family members leaving their current health insurance network and health plan within one year of the emergency. This corresponds to a reduced one-year job mobility rate of approximately 13 percent for the health plan's primary policyholder. Furthermore, the non-portability of health insurance products may contribute to the observed job and health plan lock. [ABSTRACT FROM AUTHOR]

This paper presents a life history-oriented modeling framework to investigate residential location decisions as a two-tier process of location search and location choice. In the first tier, a stress-based location search model is developed by assuming that households search for a new location due to continual stress at different life-domains. The search model adopts a fuzzy logic-based modeling method that mimics the inter-dependencies between push and pull factors. In the second tier, a location choice model is developed that accommodates how location decisions interact with life-cycle events at different life-domains. The model utilizes a latent segmentation-based logit modeling technique to address the panel effect of the households’ housing career. The model results suggest that households in general show preference for larger lots, and locations closer to work place, transit stop, and health service. Location choice is found to be significantly influenced by the life-cycle events as well as the lead and lagged effects. For example, the birth of a child magnifies the need of larger lots. The life-history effects, however vary across two segments. Suburbanite households in segment two prefer larger lots following a job change; whereas, urbanite households in segment one show a negative relationship. The adjustment period for a job change is longer than that of addition of a new job. A longer adjustment time is also found in the case of the first time vehicle purchase than acquisition of a vehicle. Presence of children influences suburbanite households to reside closer to work place. Urbanite households with children prefer to live closer to school. [ABSTRACT FROM AUTHOR]

The article presents information related to a research conducted on external labor market. Structural researchers have usually tended to focus on internal labor markets, those markets under the administrative control of a single organization. In this paper, the author argues that movement in external labor markets, those involved in initial hiring from outside the organization, is also structured, because some positions help their incumbents make moves between employers. Such positions confer skills, permit signaling of ability, provide contacts, or offer credentials. The result is a process of channeled mobility analogous to that in internal labor markets. This paper develops procedures for determining if a position offers advantage in external or internal markets, and shows that the resulting structure does channel mobility between employers. Results also show substantial effects of market position on income and income growth, net of all time-invariant personal characteristics. The results thus confirm key structural claims that labor market structure affects income and mobility, even as the analysis emphasizes the need to broaden the concerns of structural theory beyond internal labor markets.

The paper suggests that one useful strategy for identifying occupational labor markets can be developed by aggregating detailed occupations that a block-modeling procedure identified as sharing structurally similar patterns of recruiting additional labor from one another and from outside the labor force. The paper uses the March Annual Demographic File of the CPS to calculate matrices representing recruitment to fill vacancies in 100 detailed occupational categories between 1968 and 1984. The block-modeling procedure is used to successively aggregate the more detailed categories into 47, 28 and finally 20 occupational labor markets (OLMs). Evidence is presented showing that the 20 OLMs are more stable in their recruiting patterns than more or less aggregated categories and that they reveal substantively interesting differentials in gender composition and mean education and wage/salary levels that would be hidden in the census classification. The conclusion suggests that research more systematically exploring such characteristics of the OLMs and extending the strategy to job and labor markets defined by industry, type of employment and labor force segments would be valuable.

This paper explores the homecoming experiences of 34 Chinese teacher educators (CTEs) for insights into transnational educational transfer after studying in a key Canadian university for three months in 2019. It analyses the interactions between the contextual elements in the home institutions and the key endeavours of the CTEs in the choices they made in effecting change, the strategies to apply new knowledge, and the lessons they learned. Their attempts in educational transfer were affected by the capability to change mindset for problem-solving; understanding of contexts; contextual compatibility between foreign knowledge and local issues; and the accessibility to positional power. [ABSTRACT FROM AUTHOR]

This paper uses a Swedish micro-dataset containing 2,696,909 hires during the period 2002–2006 to assess the impact of job-related mobility on plant-level performance. The analysis classifies new recruits according to their work experience and level of formal qualification, as well as by the region of origin and of destination. New hires are divided into graduates and experienced workers and between high- and low-educated. The results point towards the importance of acknowledging both the experience and the skills of new recruits. The greatest benefits are related to hiring new workers from outside the region where the plant is located. The analysis also stresses the importance of geography, with plants in metropolitan regions gaining the most from labour mobility, while the benefits of mobility for plants in smaller, more peripheral regions are more diverse and dependent on both the type and origin of new workers. [ABSTRACT FROM AUTHOR]

Can resilience be a relevant concept for industrial policy? Resilience is usually described as the ability of a socioeconomic system to recover from unexpected shocks. While this concept has caught the attention of regional economics researchers seeking to understand the different patterns behind regional recovery after a disruption, it is increasingly recognized that resilience can have policy-relevant conceptual applications in many other regards. In this paper, we apply it to industries and define the "industry resilience" concept and measurements. Our contribution is twofold. Theoretically, we frame industry resilience as a useful conceptual framework for policy-making to support the selection of industrial policy targets that are more capable of recovering after unexpected shocks. In addition, industry resilience can mitigate government failures by supporting decision-makers in promoting both economically and socially sustainable structural change. Methodologically, building on post-2008 U.S. data, we develop two composite indicators (CIs) to separately analyze quantitative and qualitative postshock variations in sectoral employment. Such CIs support policy-makers in visualizing sectoral performances dynamically and multidimensionally and can be used to compare each sector both to other sectors and to its counterfactual. Our results highlight that sectors react heterogeneously to shocks. This points to the relevance of tailoring vertical industrial policies according to sector features and the aims of industrial policy initiatives. • The study defines industry resilience and develops an approach to measure it. • Industry resilience is particularly relevant for sustainable structural change. • We develop composite indicators measuring changes in jobs quantity and quality. • We look at the behavior of selected variables across a whole crisis-recovery period. • Industry resilience can work as a support for industrial policy decisions. [ABSTRACT FROM AUTHOR]

Summary The last two decades of high economic growth in India has been accompanied by increasing economic inequality. The rise in inequality raises concerns about fall in opportunities for social mobility. This paper examines changes in intergenerational occupational mobility for males in India over three decades (1983–2012). Once we control for changes in occupational structure across the years, we find a decline in intergenerational occupational mobility during 1983–2012 in India. However, the decline in intergenerational occupational mobility was sharper for Scheduled Castes and Scheduled Tribes, historically deprived sections of the Indian population, than for non-Scheduled Castes and Scheduled Tribes. [ABSTRACT FROM AUTHOR]

The main aim of this paper is twofold. Firstly we analyse the effects of educational mismatch on workers’ occupational mobility and secondly, we quantify the contribution of educational mismatch and labour mobility on gender wage inequality. The decomposition of the gender wage gap was controlled by different types of gender segregation. We use matched employer-employee data from 302 hotels in Andalusia. The evidence suggests that not only is external mobility far higher than internal mobility in this sector, but also that it is the main cause of wage inequality. The reason for this is the existence of labour discrimination against women, which manifests as a lack of access to labour improvements under the same conditions as men. Educational mismatch has a limited effect on internal and external mobility. Finally, gender discrimination is the overall cause of gender wage inequality and is mainly due to horizontal segregation and external mobility. [ABSTRACT FROM AUTHOR]

In this paper, we examine the effect of horizontal educational mismatch on socio-economic outcomes among self-employed workers. Using unique data from 1602 Russian-language internet freelancers, who are typically both contract professionals and teleworkers, we investigate the relatedness of education and work in this new occupational and social context. We provide rare evidence of the effects of horizontal educational mismatch on earnings, job satisfaction, and perceived job mobility of self-employed workers. We find that educational mismatch has differential influence on women's and men's experiences. Although both men and women have an earnings penalty for being mismatched, only mismatched women suffer from reduction in job satisfaction. Women who work outside their field of study while caring for their small children are in the most vulnerable position. They experience negative socio-economic outcomes in all dimensions: reduction in earnings, job satisfaction, and express intentions to change their current employment situation. We argue that these findings may be evidence of gendered career strategies and greater family demands for women in the new economy. [ABSTRACT FROM AUTHOR]

Abstract: In recent years, due to the rapid growth rate of Taiwanese aviation traffic volume and the air traffic controllers’ (ATCs) unique job characteristics (ATCs is a profession job that involves heavy stress), leading to a shortage of ATCs. The paper offers an empirical study about the sources of pressure that make ATCs in Taiwan want to leave their jobs. Besides, another contribution of this study is to explore the relationships between turnover tendencies and two important factors, job stress and job satisfaction, among Taiwanese ATCs. We apply a path technique to analyze the proposed relationship model. The empirical results show that job satisfaction has a mediating effect on the relationships between the sources of job stress and turnover tendency. Additionally, the workload of job stressors had the most effect on turnover tendency, followed by family factors and job satisfaction. Work environment and role conflict were found to have indirect rather than direct effects on turnover tendency as mediated by job satisfaction. The results can provide valuable insights into the management of ATCs. [Copyright &y& Elsevier]

Abstract: Recent literature suggests that the increasingly blurred relationship between paid employment and retirement facilitates a retirement transition period, a life course stage, which may involve a change of residence. The role of such pre-retirement age mobility in the repopulation of rural areas has, however, received relatively little academic scrutiny. This paper draws upon findings from a two-year study conducted in three UK case study areas. It examines the extent of pre-retirement age (aged 50–64) migration into remote rural communities and the impacts this type of movement has upon economic activity, social and community engagement and service provision. It is argued that while this under-researched cohort offers opportunities to support the social and economic sustainability of rural communities (at least in the short and medium term), there are notable challenges which are likely to emerge as it ages in situ. The findings are particularly relevant given national trends on population ageing. [Copyright &y& Elsevier]

Traditionally, social scientists have studied socio-economic inequalities mainly by looking at the impact of individuals' economic, cultural and social capital. Some scholars have recently argued that other types of resources, such as genetic and erotic capital, may also play a role in the processes that lead to the formation of social inequalities. Using a unique longitudinal dataset, the Wisconsin Longitudinal Study, this paper explores the impact of facial attractiveness on people's socio-economic standing over the life course. Methodologically, we employ a set of multilevel Growth Curve Models. Two findings clearly stand out from our analysis. Firstly, facial attractiveness does matter, both for men and women, and secondly, its impact is constant over the employment history. [ABSTRACT FROM AUTHOR]

In this paper, I document trends in women's occupational mobility between 1980 and 2007 in the U.S labor market, and link these trends to two distinct sources: compositional and structural changes. In this context, compositional changes refers to the over time trends in the distributions of men and women in the occupational wage hierarchy, while structural changes are the trends in the relative standing of occupations in the wage hierarchy over time. The findings provide empirical evidence for both processes, indicating that the impressive upward occupational mobility of American women is a consequence not only of their increased access to highly paid occupations, hut also of the higher wage increments in their typical occupational profiles relative to men's--a structural change not often acknowledged by sociologists. [ABSTRACT FROM AUTHOR]

Abstract: In this paper, we examine the effect of parental Medicaid expansions on job mobility. If expanded Medicaid eligibility makes it easier for a person to have health coverage between jobs, we expect it to reduce “job lock” that occurs for workers with employer-provided health insurance. Expanded eligibility could also decrease mobility among those in jobs without health insurance, since they experience less pressure to move to an insured job (“job push”). We find strong evidence that expanded eligibility reduces job lock among unmarried women but not men or married women, and only weak evidence of reduced job push among men. [Copyright &y& Elsevier]

Why do workers change occupations? This paper investigates occupational mobility and its determinants following a large unexpected shock (communism's collapse in 1989.) Our calculations show that from 1989 to 1995 between 35 and 50% of Estonian workers changed occupations (classified at one- and four-digits, respectively.) Among the main determinants of occupational mobility we find firm tenure, labour market experience and returns to alternative occupations. We investigate the role of gender and ethnicity and find strong results for the former, with mobility mainly driven by push factors for males (returns to current occupations) and by pull factors for females (returns to alternative occupations). [Copyright &y& Elsevier]

The widespread adoption of various types of distributed computing environments, such as clusters, grids, clouds, fog and edge platforms, brought new challenges to workload scheduling. As the applications processed on these environments get more complex and demanding, effective allocation of resources and efficient workload scheduling are essential in order to achieve good performance and load balancing. This paper focuses on the scheduling of complex application jobs, where each job comprises sequential tasks arranged in a linear workflow. The structure of the jobs may change dynamically at runtime with the addition or removal of tasks. Two scheduling heuristics are proposed and compared to a baseline policy in a cluster of distributed processors. We investigate how each strategy performs, with regard to the mean response time of the workload, as well as the fairness in the execution of the jobs. The simulation results reveal the advantages and disadvantages of each method. Furthermore, they showcase that the effectiveness of each scheduling technique depends on the variability in the service demands of the workload. [ABSTRACT FROM AUTHOR]

This paper examines the career planning and development strategies of individuals in the Convention and Exhibition industry in Australia. Through a structured questionnaire career information was received from a sample of individuals (n=126) employed within the industry and then analysed using a range of descriptive and evaluative techniques. Results indicate that the Convention and Exhibition sector is dominated by well educated, career mobile females who follow a strategy of ‘butterflying’ between jobs and sub sectors of the industry. They also use a range of personal career planning and development strategies that may be affected by their age but not their gender. Findings from the research have implications for the individual and the employing organisation. [Copyright &y& Elsevier]

Abstract: This paper examines teacher labor mobility within and out of the teaching profession. Previous studies of teacher mobility treat attrition as a binary choice where inter-district transfers are grouped with stayers or exits. Either case ignores the possibility that transfer attrition may be influenced by different factors than exit attrition. Using data for new teachers in Wisconsin, I estimate separate hazard rates for transfers and exits. Transfers are found to respond most strongly when district salaries are increased relative to nearby districts. Salary increases for more experienced teachers may also reduce exit attrition among newer female teachers. Simulations suggest that fairly large salary increases are needed to reduce attrition out of Milwaukee down to the levels experienced by the average Wisconsin district. [Copyright &y& Elsevier]

One of the most controversial explanations of class inequalities in health is the health selection hypothesis or drift hypothesis which suggests there is a casual link between the health status of individuals and their chances of social mobility, both inter- and intra-generational. This study tests this hypothesis, and tries to answer three related questions: (a) to what extent does health status influence the chances of intra-generational mobility of individuals? (b) what is the impact on health inequalities of the various kinds of social mobility (both mobility in the labour market and exit from employment)—do they increase or reduce inequalities? (c) to what extent does health-related intra-generational social mobility contribute to the production of health inequalities?The data analysed in this paper were drawn from the records of the Turin Longitudinal Study, which was set up to monitor health inequality of the Turin population by combining census data, population registry records and medical records. Occupational mobility was observed during the decade 1981–1991. To evaluate the impact of the various processes of social mobility on health inequalities, mortality was observed over the period 1991–1999. The study population consists of men and women aged 25–49 at the beginning of mortality follow-up (1991), and registered as resident in Turin at both the 1981 and the 1991 censuses (N=127,384). Health status was determined by observing hospital admission. For the purpose of the study healthy individuals were those with no hospital admissions during the period 1984–1986, while those admitted were classed as unhealthy. Social mobility in the labour market was measured via an interval data index of upward and downward movements on a scale of social desirability of occupations, designed for the Italian labour force via an empirical study carried out by de Lillo and Schizzerotto (La valutazione sociale delle occupazioni. Una scala di stratificazione occupazionale per l’Italia contemporanea, Il Mulino, Bologna, 1985). Movement out of the labour market was described by a discrete variable with four conditions: employed, unemployed, early retired and women returning from work to the housewife status. The relationship between health status and occupational mobility was analysed via analysis of variance and multinomial logistic regression. Health inequalities were measured by the ratio of standardised mortality rates in the unskilled working class and the upper middle class.The study found a weak relationship between health status and occupational mobility chances. Decidedly stronger was the impact on occupational mobility of gender, education and “ethnicity” (being born in the South of Italy). The relationship between occupational mobility and health takes two different forms. Occupational mobility in the labour market decreases health inequalities; occupational mobility out of the labour market (early retirement, unemployment, housewife return) widens them. The maximum contribution health-related intra-generational social mobility can make towards health inequalities was estimated at about 13% for men. [Copyright &y& Elsevier]

It is widely assumed that in one-party states, individuals are strongly dependent on the political system for access to higher incomes, status, and power. The relationship between communist party membership and social mobility in socialist societies is more often assumed than demonstrated. Elite recruitment and the privileges accorded political elites have received attention. The role of political affiliation in conditioning occupational mobility across the society has much less frequently been examined. This paper examines the effect of party membership on occupational attainment in Yugoslavia in the post-World War II era, in addition to an enormous amount of structural mobility accompanying Yugoslavia's transformation from an agricultural to an industrial economy. Using three measures of political affiliation, parents' involvement in the antifascist campaign, parents' membership in the party and respondents' membership in the party, the impact of political affiliation on occupational mobility is analyzed. The mobility value of one's own membership in the party is empirically substantiated in the current analysis. The advantage of political affiliation, however, is not directly transferable to the occupational attainment of one's offspring.

Past research on the marital mobility of women compared their occupational mobility through marriage with men's own occupational mobility. This paper focuses on income mobility through work and marriage. It compares the effect of social background characteristics on the economic attainments of young men and women in labor and marriage markets, respectively. However, the parental economic and social resources that are most important for matching men with high-income jobs are not always the same as those enhancing women's success in marrying high-income husbands. Parental economic resources such as farm and business ownership increase men's own income mobility, but not the marital mobility of their sisters. Viewing parental community quality as a proxy for the type of potential husbands to which a young women is connected, this finding suggests that the process of marital mobility is embedded in the structure of social networks more than the process of work mobility.

• We provide evidence from Egypt showing that return migrants experience higher occupational mobility relative to non-migrants. • We find that among the returnees, the highly educated have an even higher probability of climbing the occupational ladder. • The longer the migration duration, the larger the positive effect of return migration on occupational upgrading. • The human capital accumulation of return migrants appears to drive the results. This paper examines whether temporary international migration enables returnees to climb the occupational ladder. Using data from Egypt, we examine the occupational mobility of returnees relative to non-migrants of the same birth cohort. We rely on an instrumental variable approach to control for the endogeneity of the temporary migration decision. We find evidence that return migration increases the probability of upward occupational mobility and leads to larger effects among highly educated returnees. Our results are robust to using a Difference-in-Differences matching technique that controls for unobserved heterogeneity between non-migrants and returnees. Our findings underscore that temporary overseas work experience can alleviate potential brain drain concerns through the human capital enhancement of return migrants. [ABSTRACT FROM AUTHOR]