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Given its acceptance and value as an important facet of workplace behavior, research has primarily attempted to understand adaptive performance by way of examining its antecedents. Although useful, these findings provide little insight into the in-situ, intra-individual processes that occur during adaptive performance (i.e., How do people adapt to change? What determines the speed at which people adapt? How do failures to adapt occur?). The current paper develops and presents a process model of adaptation in order to provide a framework for organizing, understanding, and investigating the in-situ process involved when individuals adapt to changes in job demands. In particular, we suggest that in order to successfully adapt to a changing task environment, individuals must go through a series of processes in order to detect the nature of a change, diagnose its cause, develop or refine strategies, learn additional knowledge or skills, and enact appropriate performance behaviors. At the same time, dynamic emotional, cognitive, motivational, and situational factors serve as proximal inputs and outputs of these processes. In doing so, they shape the success and speed with which people adapt and suggest a broadened set of outcomes of adaptive performance. We describe how this model can be leveraged to stimulate dynamic adaptive performance research and to promote adaptive performance in applied settings. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to better understand the relationship between migration and multi-dimensional well-being in the context of Ethiopia. We investigate the differences in well-being between migrant, non-migrant and return migrant households. We then go a step further to understand the role of migrants destinations for well-being by disaggregating migration destination to the Middle East, Africa and the North. We find that migrant and return migrant households are better off in terms of well-being than non-migrant households. Furthermore, the findings underline the importance of taking migrants destinations into account in determining the wellbeing of the households left behind. While households with a migrant in the North are significantly more likely to report higher well-being outcomes than non-migrant households, this is not true for households with migrants in other destination regions. [ABSTRACT FROM AUTHOR]

The fact that an employer and employee incur a loss when a trained worker changes jobs provides an incentive for on-the-job training to be selectively provided to workers who are less likely to change jobs. Consequently, if there is belated information about employees' future mobility, it may be optimal to delay training, even if doing so means forgoing the returns to training during the early part of the employment relationship. The training literature, however, assumes that training is concentrated at the beginning of the employment relationship. The authors of this paper examine the relationship between tenure and the probability of ever having received training using data from the Current Population Survey and the National Longitudinal Surveys of Youth. Their findings indicate that delayed formal training is the norm rather than the exception. [ABSTRACT FROM AUTHOR]

One of the costs borne by workers changing jobs is the income loss associated with forfeited fringe benefits, including nonvested pensions, paid vacation and sick leave, group medical and life insurance coverage, and possibly profit-sharing and stock-ownership programs. This paper uses longitudinal information on a representative sample of workers to derive empirical estimates of the costs of changing jobs that are attributable to the loss of such benefits. Employer-sponsored pension and health insurance plans prove to be the most important quantitatively. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to establish a foundation for studying and managing new employee hazing in workgroups. Available empirical evidence indicates 25–75% of American employees encounter workplace hazing, but very little empirical research exists on this phenomenon. Workers are changing jobs more frequently than ever, which increases the cumulative impact and importance of new employee experiences, including hazing, a complex group-based phenomenon. Because hazing is a relatively universal social practice without a strongly established literature in the organizational sciences, we draw from multiple disciplines in reviewing and modeling the practice. The current research offers three major contributions: (a) a relatively exhaustive review of relevant empirical and theoretical work on hazing, (b) an initial, testable model for understanding workplace hazing as a multi-level phenomenon, including individual and group-level antecedents and outcomes, and (c) an outline of the need and support for considering both the dysfunctional and functional consequences of hazing, given the variety of forms it takes and reactions it evokes. Finally, we present actionable guidance for researchers seeking to study workplace hazing and discuss the organizational implications of our work for practitioners. [ABSTRACT FROM AUTHOR]

Research on integrated process planning and scheduling (IPPS) is of great significance to the improvement of the overall quality of machinery manufacturing system. In the actual manufacturing process, the manufacturing system is often accompanied by some unpredictable uncertain disturbance factors, for instance uncertain processing time of jobs and changes of due date, etc. These uncertain disturbance events will ultimately affect production efficiency and customer satisfaction. Consequently, this paper considers the multi-objective IPPS problem with uncertain processing time and uncertain due date. A multi-layer collaborative optimization (MLCO) method is designed for the fuzzy multi-objective IPPS (FMOIPPS) problem, including three layers. For the process planning layer, the basic genetic algorithm is used to provide various near optimal process plans for the process selection system. For the process selection layer, a multi-objective genetic algorithm (MOGA) is designed to optimize the process selection population. A sharing function method is introduced to maintain population diversity. An individual comprehensive evaluation method is introduced to evaluate non-dominated solutions. The crowded distance, fast non-dominated sorting and elite strategy based on NSGAII is adopted in the proposed MOGA. The external archive method is employed to preserve the non-dominated solutions generated during population evolution. For the scheduling layer, a MOGA with a boundary search strategy is proposed. The boundary search strategy is designed to improve the search ability of boundary solutions. Three optimization objectives are minimizing the spread of fuzzy makespan, minimizing fuzzy makespan and maximizing average customer satisfaction simultaneously. The target of scheduling layer is to make scheduling arrangements for the process information obtained by process selection layer. Through mutual cooperation among each layer, guide the overall optimization process, and finally get satisfactory solutions. Different problem examples of various scales are employed to verify feasibility and effectiveness of the MLCO method. The experimental results indicate that the MLCO method can effectively address FMOIPPS problem. [ABSTRACT FROM AUTHOR]

This paper explores the links between spatial mobility and job-related well-being for young Italian graduates. Theoretically it posits that mobility and job satisfaction can be related indirectly, as migration may provide access to new or better job opportunities, and directly, as mobility generates expectations on the outcome of the move. Methodologically it applies sample-selection ordered logit to a survey of graduates conducted by the Italian National Statistical Institute (ISTAT). The paper investigates how personal characteristics and employment features, together with migration behaviour, impact on several domains of job satisfaction, comparing the graduates from Southern regions—ie, the backward Mezzogiorno—to those of the Centre - North of Italy. Our most novel results indicate that, whilst indirect effects are qualitatively similar for both Southern and Centre - Northern graduates, direct effects are not. This highlights that geography affects satisfaction by shaping individual expectations, adding another dimension to the long-standing debate on Italian spatial inequality. [ABSTRACT FROM AUTHOR]

This paper investigates the role of skill depreciation in the relationship between work interruptions and subsequent wages. Using Swedish data from two waves (1994 and 1998) of the International Adult Literacy Survey, which included results of tests gauging respondents' ability to read and make practical use of printed information, the authors are able to analyze changes in individuals' skills as a function of time out of work. They find statistically strong evidence of a negative relationship between work interruptions and skills. The analysis suggests that depreciation of general skills was economically important. A full year of non-employment, for example, was associated with a 5-percentile move down the skill distribution. [ABSTRACT FROM AUTHOR]

Several recent papers have studied women's intergenerational occupational mobility as movement from father's to daughter's occupation. This paper suggests that mother's occupation also is an important dimension of this mobility process. Analysis of data from a national sample of women 30 to 44 in 1967 shows that, when controlling for age and race, a necessary and sufficient model of women `s intergenerational occupational mobility includes mother's as well as father's occupation. Whether or not the mother had an occupation outside the home and what occupation she held, given that she was employed, both affect daughter's occupational destination. [ABSTRACT FROM AUTHOR]

In Markov chain studies of occupational mobility an interesting empirical pattern has been reported. Certain transition matrix eigenvectors provide surprisingly accurate proxies for occupational status. Through a number of formal illustrations, this paper suggests why the pattern might in theory be expected, in the occupational mobility context and in other mobility contexts. [ABSTRACT FROM AUTHOR]

It is widely hypothesized that health insurance deters job mobility because of imperfections in the labor and health insurance markets. This paper describes the nature of the welfare loss attributable to such "job-lock" and reviews several studies that empirically test the job-lock hypothesis. The authors find that estimates of the magnitude and importance of job-lock vary. Studies that support the job-lock hypothesis typically report a 20% to 40% reduction in mobility rates, depending on worker marital status and gender. Their own estimates suggest that although job-lock is present in the labor market, the proportion of workers affected and the magnitude of the welfare loss are less than generally supposed. [ABSTRACT FROM AUTHOR]

This study investigates the impact of city healthcare resources on immigrants' employment quality. It has implications for promoting equity in the distribution of healthcare resources, which is critical for immigrants' survival and settlement. Moreover, the relationship between healthcare resources and employment quality is equally relevant to developing-country urbanization. Using data from the China Migrants Dynamic Survey (CMDS) from 2016 to 2018, we demonstrate the effect of healthcare resources on employment quality. Cities' healthcare resources are significantly correlated with immigrants' quality of employment. The more healthcare resources are available, the higher the income from work, the shorter the working hours, and the more stable the employment of immigrants. The quality-enhancing effect of healthcare resources on employment quality is substantial among immigrants with health training and medical files. Urban medical insurance has important differentiating implications for immigrants' access to healthcare resources. Healthcare resources enhance the employment quality of immigrants by improving their health status and integration into local society. Promoting equalizing healthcare resources and adjusting the differences between urban and rural medical insurance systems increase immigrant employment quality. Plain language summary: Purpose: Investigate the impact of city health care resources on immigrants' employment quality. It has implications for promoting equity in the distribution of health-care resources, which is critical for immigrants' survival and settlement. Moreover, the relationship between healthcare resources and employment quality is equally relevant to developing-country urbanization. Methods: Using data from the China Migrants Dynamic Survey (CMDS) from 2016 to 2018, we demonstrate the effect of healthcare resources on employment quality. The more healthcare resources are available, the higher the income from work, the shorter the working hours, and the more stable the employment of immigrants. Healthcare resources enhance the employment quality of immigrants by improving their health status and integration into local society. Conclusion: Improving immigrants' employment quality could be achieved by promoting equalization of healthcare services, strengthening immigrants' awareness of health risk prevention, expanding medical insurance coverage, and increasing participation in basic urban medical insurance. The study highlights the need for policy details to connect rural medical insurance with urban medical insurance and achieve medical reimbursement in different places, given the mobility and job instability of immigrant workers in China. [ABSTRACT FROM AUTHOR]

William Julius Wilson argues that the gains in employment and occupational status that blacks made during the 1960s bred class cleavages that did not exist within the black population prior to 1960. This paper presents a new analysis of data on inter- and intragenerational mobility of black men from the OCG surveys of 1962 and 1973 that supports Wilson's argument. Three important class effects of the type hypothesized by Wilson are found. First, class effects on intragenerational mobility between 1962 and 1973 were significant for blacks; these class effects were similar to class effects among whites. Second, class differences in intergenerational mobility increased between 1962 and 1973. Finally, upward mobility between 1962 and 1973 was greatest among men from the most advantaged socioeconomic backgrounds. The analysis also reveals an important role for public-sector employment in both occupational upgrading among black men and the emergence of class cleavages within the black population. The public sector provided more high- and middle-status occupations for black men than did the private sector. On the other hand, the public sector was more selective in recruiting blacks from middle class and skilled manual backgrounds than was the private sector. [ABSTRACT FROM AUTHOR]

Stratification researchers typically conceptualize mobility in terms of structural and circulatory components and most investigators argue that it is analytically necessary to disaggregate mobility into these component parts. This paper examines (a) the two bask justifications that have been offered for the utilization of this conceptual framework and (b) the methodology that is used to "separate" mobility into its constituent parts. This examination reveals that mobility researchers have either failed to conceptualize structural and circulation mobility in a meaningful fashion and/or have failed to decompose mobility successfully into structural and circulatory components. On the basis of this examination and its implications, it is argued that investigators should abandon the "structure vs. circulation" framework in future work. [ABSTRACT FROM AUTHOR]

This paper proposes a model for the process of attaining occupational status and income, where change in attainment is generated by the creation of vacant positions in social structure. The distribution of attainments, or the structure of inequality, is assumed fixed antis described by a simple exponential or geometric distribution function (depending on whether attainment levels are assumed discrete or continuous). Persons leaving the labor force create chains of vacancies in this structure that present mobility opportunities for persons entering the labor force. The implications of the model for the attainment process derived from these considerations for status attainment research and stochastic models for job mobility are discussed. [ABSTRACT FROM AUTHOR]

This paper analyzes mobility rates for black and white men using life-history data on intragenerational mobility. Mobility Is linked to the process of occupational achievement. it is argued that job mobility Is generated by persons' attempts to maximize their status and Income. Since opportunities for better jobs will be fewer the higher the occupational achievement already attained, the rate of mobility will depend on time in the labor force. The mathematical formulation of this time dependency iv derived from a simple change model for the occupational achievement process.. With this formulation, a redefinition of time is possible and fob shifts in the redefined time scale can be described by a Poisson process. One component in the formulation of a realistic and theoretically meaningful stochastic model of mobility Is then obtained. The empirical analysis indicates that the proposed model describes the observed change in mobility rates over time reasonably well. [ABSTRACT FROM AUTHOR]

This paper examines the responses to the 2008-09 global financial crisis in Mexico and Turkey as examples of variegated neoliberalism. The simultaneous interests of corporations and banks in the national fixing of capital and their mobility in the form of global investment heavily influenced these states' policy responses to the crisis at the expense of the interests of the poor, workers, and peasantry. Rather than pitching this as evidence of either persistent national differentiation or some Keynesian state resurgence, we argue from a historical materialist geographical framework that the responses of capital and state authorities in Mexico and Turkey actively constitute and reconstitute the global parameters of market regulatory design and neoliberal class rule through each state's distinct domestic policy formation and crisis management processes. The latter is influenced by capitalists' ties to the fixity and motion of capital. While differing in specific content, the form of Mexico's and Turkey's official responses to the crisis ensured continuity in their neoliberal strategies of development and capital accumulation. [ABSTRACT FROM AUTHOR]

Using data from the Current Population Survey's Merged Outgoing Rotation Groups, the authors examine whether greater Medicaid generosity encourages people to switch toward better quality occupations. Exploiting variation in Medicaid eligibility expansions for children across states during the 1990s and early 2000s, they find that a one standard deviation increase in Medicaid infant income thresholds increased the likelihood that working parents move to a new occupation by 1.6 percentage points or 3.3%. Findings show that these effects are larger for those below 150% of the poverty line and for married parents who were not benefiting from Medicaid prior to the expansions. In addition, findings indicate that Medicaid generosity also increased mobility toward occupations with higher average wages and higher educational requirements. This article contributes to the literature on job lock by showing that access to public health insurance not only increases employment and job switches but also encourages occupational upgrading. [ABSTRACT FROM AUTHOR]

In this paper, we examine how employee mobility impacts the human capital of both those who are new to the organization (movers) and those who are existing members (incumbents). Employee mobility events can disrupt both the location-specific and the colleague-specific components of human capital and thus have different impacts on overall human capital. We test our theory on the disparate effects of location change and personnel change on human capital in the highly interdependent context of the National Basketball Association. We find that movers experience adverse performance shocks after mobility events that are moderated when moving as a group, and we also find that group mobility events hinder the performance improvement of incumbents. Our findings are consistent with the limited transfer of location-specific human capital and the disruption of colleague-specific human capital after mobility events. [ABSTRACT FROM PUBLISHER]

The author analyzes data from the National Medical Expenditure Survey of 1987 to measure the importance of "job lock"--the reduction in job mobility due to the non-portability of employer-provided health insurance. Refining the approach commonly used by other researchers investigating the same question, the author finds insignificant estimates of job lock; moreover, the confidence intervals of these estimates exclude large levels of job lock. A replication of an influential previous study that used the same data source shows large and significant job lock, as did that study, but when methodological problems are corrected and improved data are used to construct the job lock variables, job lock is found to be small and statistically insignificant. [ABSTRACT FROM AUTHOR]

The article examines the relationship between occupational and geographical mobility within 1 to five year periods. The reasons for mobility interrelationships is found in a simple model of labor mobility. This simple model contained the inclinations of a person to change its occupations and residence locations. It is possible that major life cycle events such as retirement, school graduation or marriage would trigger occupational mobility. However, information have a role to ensure the success of this mobility.

This paper studies the interaction between commuting, job mobility, and housing mobility. Many conventional models assume that the employment location has priority over the residential location and that the latter is adapted to the former. This implies that commutes which start with a job change will often be short lived because of a change in residential location that soon follows. It is also often supposed that the change in residential location is made with the intention to avoid long commutes. In this paper we test the empirical validity of these hypotheses. Our data are a sample of Dutch workers who report changes on the housing and labor market between 1990 and 1998. It appears from these data that both job mobility and housing mobility are often followed by repeat mobility on the same market, but also on the other market. Job mobility indeed triggers residential mobility, but the effect of residential mobility on job changes is of comparable magnitude. Moreover, both types of mobility lead to substantial repeat mobility. We specify duration models that focus on the time during which employment-housing arrangements (hence, commutes) remain unchanged. Estimation results for these models confirm that commutes which start with housing mobility and those which start with job mobility have similar characteristics with respect to induced future mobility. We are unable to find evidence supporting the hypothesis that long commutes resulting from a job change induce additional residential mobility. Another result of the analysis is that workers belonging to dual-earner households are more mobile on both markets than other workers. [ABSTRACT FROM AUTHOR]

I describe in this paper some of my efforts in developing formal theories of social processes. These include work on models of occupational mobility, on models to describe the emergence of expectations out of performance evaluations, and on the graph theory formulation of the Status Characteristics theory. Not all models have been equally significant in developing theory. However, the graph theory formulation has played a central role in the growth of the Expectation States program. It has been involved in the generalization of theories, the integration of theories, and in the construction of highly sensitive tests of theories that would be impossible without the inferential capacities of formalization. [ABSTRACT FROM AUTHOR]

Traditional theories of migration frequently fail to fully explain the real-world patterns of interregional mobility. Empirical studies indicate that individuals may not always migrate for economic reasons such as poor employment and income prospects. Which characteristics drive people to stay or move after job displacement? Using information on establishment closures, we analyse the economic and social determinants of interregional mobility following job loss. We base our empirical analysis on nationwide individual-level register data from Finland for 1997–2015. We find that receiving earnings-based unemployment benefits substantially weakens the economic incentives for interregional mobility. This negative association is particularly strong for the lower educated and those living in more rural areas. Moreover, our results show that the migration decisions of displaced workers are strongly affected by homeownership, differences in regional housing prices, and social connections, as measured by childhood family relations. [ABSTRACT FROM AUTHOR]

This paper demonstrates that the vast majority of association in a career mobility table can be explained by fitting parameters for five distinct levels of persistence. The model that we propose fits better than competing specifications; it yields a set of easily interpreted coefficients; and it generates new insights into the mobility regime of American males. We find that the contours of persistence differ across the various levels of aggregation in the occupational structure. The dominant form of persistence is a "clustering of counts " on the main diagonal; however, in selected regions of the mobility table, the effects of higher-level forms of persistence (e.g., "stratum persistence") are also quite strong. These results can be understood in terms of the social processes that generate each form of persistence. [ABSTRACT FROM AUTHOR]

This paper investigates the influence of generation and country of origin on occupational mobility between 1880 and 1900 among a sample of U.S. white men. Father-to-son mobility is examined for males 5 to 14 years old in 1880, and career mobility is analyzed for men aged 25 to 34 in the same year. While generation and national-origin groups clearly differed in their occupational distributions at each date, we find minimal evidence of differences in overall opportunities or in the relationship between occupational origins and destinations. Thus, on the whole, generation and country of origin appear to have had little influence on the mobility process in the late 1800s. There is some evidence that the men in our sample, who were overwhelmingly of Northern and Western European heritage, gained occupationally from the incipient flow of migrants from Southern and Eastern Europe. [ABSTRACT FROM AUTHOR]

Current sociological models of job mobility suppress the intervening anion and information mechanisms that link structural constraints to job shifts. To remedy this, this paper joins core features of structural-mobility models to key elements of economic approaches to job change in an analysis of the employed worker's decision to search the market for a better job. The analysis highlights the complementarity of structural and action approaches by conceptualizing the forces governing the search decision in terms of the principal dimensions-opportunities and achievement gains-underlying job-mobility models. The basic framework is extended to include the quality of a worker `s initial screen of a prospective job as a mechanism that promotes search. The concepts of opportunities, gains, and screen quality are then used to explain male-female differences in mobility orientations. The empirical findings both reinforce structuralist assumptions and underscore the promise of applying to the study of mobility processes the kind of action approach recently advocated by Coleman (1986). [ABSTRACT FROM AUTHOR]

This paper reviews several neo-Weberian ideas about social class for understanding pasterns of men's career mobility. Special attention is devoted to the non-Marxist concepts of social class advocated by Giddens, Sorokin, and Parkin. Further insights are provided by an analysis of data for 20,000 men in the experienced American civilian labor force. The data are fit with a log linear mode! and then further analyzed with multidimensional scaling techniques. The data analysis discloses three broad categories of social class that consist of farmers, manual, and non manual occupations. The findings also reveal further subdivisions in which professionals and skilled craft occupations form distinct classes within the nonmanual and manual categories. A third, much smaller, subdivision exists between semi-skilled operatives and unskilled laborers. These findings support neo-Weberian social class concepts. These results are also compared with Breiger's (1981) research on intergenerational mobility. This comparison shows that patterns in career mobility reveal a simpler picture of class structure than the eight class categories that Breiger reports for intergenerational mobility. The conceptual implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

Using January 1973 Current Population Survey data on white employer-changers, this paper examines by gender and age: (1) mobility between economic sectors and between male and female occupations; (2)factors influencing chances for leaving a sex-typical ,occupation and competitive sector industry; and (3) the effects of such moves on wage advancement chances, net of credentials and work histories. It finds that there are people who move across sector and across sex-typicality boundaries, but that individuals' credentials and work histories have little power to explain this mobility. Moving into the competitive sector depresses chances for wage gains, while moving out of this sector brings gains. Moves between typically male and typically female occupations, on the other hand, do no affect relative wage outcomes. [ABSTRACT FROM AUTHOR]

This paper examines the relationship between intergenerational occupational mobility and family size; it focuses on the partition of cumulative fertility into two components intended and unintended births-that may respond differently to social and economic sources of influence. Four theoretical perspectives are drawn upon to set forth alternative predictions of the relationship between unintended and intended births for upwardly and downwardly mobile couples. The results of regression analyses of 1970 National Fertility Survey data lend support to Easterlin' s relative economic status hypothesis, which advances the expectation of a positive relationship between direction of mobility and fertility, although this pattern is observed only for unintended births. The implications of this finding for certain theories of fertility, as well as for the inconclusive nature of previous research into the mobility-fertility relationship, are discussed. [ABSTRACT FROM AUTHOR]

The principal purposes of this paper are to introduce a more general area of application for a refreshing approach to occupational mobility (open systems), to illustrate the general open system approach with two currently existing alternative models including an explication of the two models' distinct representations of the process and to test each model's predictive accuracy for a given job system. The approach focuses on intragenerational occupational mobility in a continuously operative job system. One model views mobility in terms of manflows, the other as interrelated job vacancy moves. Application is to an internal labor market-a state police system. The data are continuous for 43 years (1927-1970). Both models are found to be quite accurate in predictions once stationarity was approximated: 1949.1970. This study along with other open system studies suggests that Markov chain models are more generally adequate than has been concluded from closed cohort analyses. The models have genera! applicability to job systems, whether or not formally organized. [ABSTRACT FROM AUTHOR]

Recent cross-national research in social stratification and status attainment has followed three different but related traditions. The first tradition examines national occupational prestige hierarchies by comparing the relative prestige ratings given to different occupational titles by a cross-section of the population. The second tradition cross-classifies the broad occupational categories of respondents and their fathers to determine variations in the rates of intergenerational occupational mobility. The third tradition, which it the chief concern of this paper, examines cross-national similarities and differences in the model of status transmission and status achievement. In this paper, each of the traditions is briefly reviewed to determine the extent to which the convergence of the cross-national stratification systems are attributable to rural factors. The second tradition in the cross-national study of occupational stratification focuses on the relation between father's occupational category and son's occupational category.

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The article presents the author's comments on the theory of the isolated mass hypothesis advanced in the paper "The Inter-Industry Propensity to Strike," by Clark Kerr and Abraham Siegel. The article argues that although Kerr and Siegel made important new steps in the analysis of industrial conflict and in theorising about the causes of the patterns of activity thus revealed, their work contains several flaws which make it a very weak basis for the conclusions which have been drawn from it. Kerr and Siegel say that miners and dockers form isolated communities in which the workers form a largely homogeneous, undifferentiated mass. There is no occupational differentiation within the mass and, because skills are specialised and the workers cut off from the rest of society, mobility out of the mass is difficult. Thus, discontents are shared by all the members of the mass and cannot be resolved by individual actions such as moving to a different job. Since workers are separated from their employers and the public, there is nothing to prevent these collective grievances from developing into strikes and the normal means of mediating disputes are lacking.

Front-line public health workers are essential to protecting the health of the public, particularly during widespread public health emergencies. Local public health workers were instrumental in mitigating the spread of the coronavirus pandemic through their efforts to contract trace, disseminate tests and vaccines, and educate the public about the dynamic state of the crisis. Yet, reports indicate that the public health workforce has been shrinking for some time. Recent studies indicate more than one-quarter of those serving in public health roles hope to leave the profession within one year because of factors such as stress and burnout. Few studies examine the perceptions of local health workers or the impacts that multi-level governmental responses have on their ability to do their jobs. Having a strong public health workforce is essential for a thriving society, so addressing this gap and identifying solutions are important steps towards identifying solutions for slowing the exodus of public health workers from the field. Through analysis of original survey data of front-line workers mid-pandemic in two western states, this project examines perceptions regarding factors which contribute to added stress and burnout. Findings indicate that workers felt relatively prepared to address a public health crisis, but institutional factors, such as changing job responsibilities, competing governmental directives, and limited resources, may contribute to ongoing feelings of burnout. To address these concerns, decision makers need to provide more resources and have a clear strategy of communication to mitigate conflicting governmental directives. [ABSTRACT FROM AUTHOR]

This study examines the impact of attaining permanent resident status on the employment integration of migrant caregivers in Canada. The authors use survey data from 631 caregivers who arrived as migrants under a temporary foreign worker program before transitioning to permanent residency, as well as data from 47 focus group discussions. The authors find that although most caregivers do switch out of caregiving work over time, they often remain within a few, lower-skilled occupations. Postsecondary education acquired before migration has no impact on occupational mobility. Caregivers' lack of financial stability and the stigmatization of their employment experience often constrain their labor market options; moreover, an emotional bond and sense of obligation toward employers often hinder their ability to move out into other occupations, even after receiving legal permanent resident status. From the empirical results, the authors provide theoretical insights into the complex relationship between immigration patterns and labor markets. [ABSTRACT FROM AUTHOR]

Drawing on the transactional theory of stress and self-regulation theory, we propose a conceptual framework to examine how change frequency relates to approach or avoidance adaptations. Multiwave, multisource data from a matched sample of 424 subordinates and their supervisors indicate that (a) approach and avoidance crafting mediates the negative relationship between change frequency and adaptivity, (b) the need for human connection weakens the relationship between change frequency and approach–avoidance crafting, (c) the need for control strengthens the relationship between change frequency and approach–avoidance crafting, and (d) change frequency has a weakened (strengthened) indirect effect on adaptivity via approach crafting and avoidance crafting when employees have a high need for human connection (control). This study expands the research on job crafting and adaptivity and provides practical implications for organizations undergoing or soon to undergo changes. [ABSTRACT FROM AUTHOR]

This paper explores the importance of occupational downgrading in explaining the pay gap of New Member States ( NMS) immigrants to Ireland by taking advantage of two data sources, the Census and the Survey on Income and Living Conditions ( SILC). The study identifies biases in the coverage of NMS immigrants in SILC that dampen their estimated earnings disadvantage. Corrections to population weights are suggested. These adjustments have a significant impact on results, increasing both the size of the wage penalty of NMS immigrants and the extent to which the pay gap can be explained by occupational downgrading. A replication of published results for the UK reveals similar patterns of penalties for NMS workers in both countries. Factors that may explain the concentration of NMS workers in low-skill/low-wage occupations are discussed. [ABSTRACT FROM AUTHOR]

Millennials are a substantial segment of the workforce; they are perceived to be driven by higher pay, quick to be dissatisfied and leave a job, and committed to volunteering. This article examines how these perceptions translate to job mobility in terms of job switching within and across sectors, without drawing cross-generation comparisons. Using data from the National Longitudinal Survey of Youth 1997 cohort (NLSY97) from 2008 to 2013, we notice a trend among millennials of frequent job switching within rather than across sectors. Job dissatisfaction is the strongest predictor of public-sector employees switching jobs within the sector. For sector switching, we find some variation: Low pay corresponds with exiting the nonprofit sector, whereas job dissatisfaction is the strongest predictor of leaving the public sector. Millennials working in the public and nonprofit sectors are less likely to switch sectors if they volunteer. Implications for theory and practice are discussed. [ABSTRACT FROM AUTHOR]

This paper uses career history data from a sample of academic psychologists to examine the extent, patterns, and consequences of interinstitutional job mobility by sex. Though professors have been characterized as mobile, we find relatively low levels of mobility. This mobility does not lead to demotion but often results in moves that are horizontal or out of academia. Changing schools early increases the chances of being on tenure track but later decreases the chances of having tenure-level rank. We find little evidence of barriers to mobility across types of institutions, although we do find that different types of schools offer different rates of promotion. Women change institutions somewhat faster than men, largely because they move faster out of academia, and they gain less from their moves. However, there is little sex difference in variables predicting mobility or outcomes. [ABSTRACT FROM AUTHOR]

The perspectives and research data on labor turnover and occupational choice have not been integrated meaningfully. In fact, each area has tended to develop independent of the other. Essentially, each job entrance and each job exit has been treated as a unique occurrence, and not as part of a work history. This paper suggests and integrates several concepts which make it possible for the phenomena considered by labor turnover and occupational choice to be treated as aspects of a larger process of job selection. [ABSTRACT FROM AUTHOR]

This paper is concerned with the interfirm mobility of managers in British industry. Its aim is both to provide much-needed documentation of the mobility of these managers and to clarify in relation to this occupational group certain explanatory propositions put forward by theorists of interorganizational mobility. Data were derived from a national sample of managers in manufacturing and nonmanufacturing sectors of industry. The analysis introduces both variables related to individual managers, such as age, education and specialization, and variables related to context, such as size of organization and type of technology. [ABSTRACT FROM AUTHOR]

Past research on the question of whether structural and institutional differences among countries produce distinct mobility patterns has often yielded negative results, finding little cross-national variation. Arguing for the merits of a positive approach, this study formulates specific hypotheses and provides statistical models to demonstrate variation among countries in occupational mobility, using national samples of adult men in the United States, England and Wales, Japan, Hungary, Poland, and Brazil. The results show distinct differences in the mobility patterns of these countries. Moreover, the cross-national variation in relative mobility is neither systematic nor universal. [ABSTRACT FROM AUTHOR]

Recent national data on unemployment and college enrollments have pointed to emerging difficulties for liberal arts education in sociology. Data from a survey of sociology and other graduates of one university were examined. Graduates had moderately high .satisfaction with their entry-level occupations although expectations for job mobility into positions of higher prestige, greater income and better nothing conditions appeared. A liberal arts education was not leading to an unemployment crisis, but evidence for underemployment problems was indicated. The findings suggest the need for an examination of liberal arts education to make it truly preparatory for occupational mobility. [ABSTRACT FROM AUTHOR]

This paper documents the changes in the occupational allocation of native and foreign-born women between 1970 and 1980 and decomposes the observed changes into an industry shift, and intra-industry occupational recomposition shift, and an interaction of these two main effects. Our finding that the allocation of immigrant women into two blue-collar occupations (laborers and farm laborers) and immigrant men into four blue-collar occupations (operatives, service workers, laborers and farm laborers) increased at a faster rate than the growth of the immigrant workforce indicates the advancement of a process of occupational succession whereby immigrants are channeled into jobs vacated by domestic workers. This interpretation is particularly suggested for the expansion of immigrant workers in the operative (men only) and farm laborer (both men and women) occupations because employment has declined continuously in these job categories since World War II. [ABSTRACT FROM AUTHOR]

This paper examines international migration policies in Latin America in the context of the two major flows currently taking place: labor migrations of unskilled workers between bordering countries which are characterized by unequal levels of development; and the migration of highly skilled persons, both to (European skilled immigrants) and from (brain drain to industrialized countries) the region. There are major gaps in policy formulations on the labor migrations of unskilled workers in spite of the size of the movements and the human and national interest involved. On the migration of skilled personnel, Latin American governments have tried some policies but, unfortunately, these have not been successful. [ABSTRACT FROM AUTHOR]

This study examines intra-generational and intergenerational mobility of employment and income in Vietnam during the 2004–2014 period. It finds there was high mobility across occupations but less mobility across wage-job employment and economic sectors. Upward labour mobility increased over time because of the increase in skilled occupations. The intergenerational elasticity of earnings is estimated at around 0.36. Education plays an important role in increasing intra-generational as well as intergenerational mobility. The earning intergenerational elasticity for children with less than primary education is rather high, at 0.51, while this intergenerational elasticity for those with a college or university degree is much lower at 0.17. [ABSTRACT FROM AUTHOR]

Even as economic incentives are increasingly used by policy makers to spur state and local economic development, their use is controversial among the public and academics. The authors examine whether state and local incentives lead to higher rates of business start-ups in metropolitan counties. Existing research indicates that start-ups are important for supporting (net) job creation, long-term growth, innovation, and development. The authors find that incentives have a statistically significant, negative relationship with start-up rates in total and for some industries including export-based and others that often receive incentives. The findings support critics who contend that incentives crowd out other economic activity, potentially reducing long-term growth. The authors also find that greater intersectoral job flows are positively linked to total start-ups, consistent with claims of those who advocate for policies that enhance labor market flexibility through reducing barriers to job mobility. [ABSTRACT FROM AUTHOR]

To assess whether near-poor parents' job mobility is reduced due to the non-portability of employer-provided health insurance--an effect termed job lock--the authors examine data from the Survey of Income and Program Participation for 1996 and 2001, years bracketing the introduction of the State Children's Health Insurance Program (SCHIP). Among the working fathers whose children met the SCHIP eligibility criteria, those whose wives did not have their own employer-provided insurance were 5-6% more likely to separate from their current employer in the year of the later survey than in the year of the earlier survey, whereas those whose wives were insured exhibited no comparable change in mobility. These results confirm the presence of job lock: for men whose wives were uninsured, but not for those whose wives were insured, the authors argue, the SCHIP program presented a new opportunity to switch jobs without losing health insurance. [ABSTRACT FROM AUTHOR]