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In the past decades, income inequality has risen in most developed countries. There is growing interest among economists in international comparisons of economic and educational mobility. This is aided by the availability of internationally comparable, large-scale data. The present paper aims to make three contributions. First, we introduce the Japan Child Panel Survey (JCPS), the first longitudinal survey of school-age children that includes cognitive and non-cognitive measures, and plentiful household information. The JCPS was developed to measure dynamic inter-relationships among children's academic and social outcomes, their family background, and local policy and environment, in a way that allows comparison of the results with international data. Second, based on JCPS data, we present selected results of the dynamics of inequality in multiple indicators of children's educational and behavioral outcomes. We found that changes in cognitive achievement across parental income groups, the degree of mobility of cognitive test scores, and the correlation between the difficulty score and parental education in Japan are similar to those of other countries, such as the United States, United Kingdom, Australia, and Germany. Finally we discuss issues underlying the globalization of education research based on our experiences with the JCPS. We discuss reasons and strategies for further globalization of education research in Japan, and propose suggestions as to how Japanese education research can move toward better international collaboration, particularly in research on economic and educational mobility.

An effective and just industrial transition is necessary both to mitigate climate change and protect jobs, and as a precursor to enable other sectors to decarbonise. Activity is at an early stage and examples of successful sector-wide interventions to decarbonise industry do not yet exist. Governments of industrialised countries are beginning to develop policy and provide funding to support deployment of carbon capture and low-carbon hydrogen infrastructures into high-emitting industrial clusters, but options for sites outside of clusters, denoted here as 'dispersed sites', are also required. This paper takes a mixed methods approach to provide the first analysis of the issues facing dispersed industrial sites on their route to decarbonisation and to suggest solutions to the challenges they face. Using the UK as a case study, it first characterises dispersed sites in terms of location, emissions released, sectors involved, and size of companies affected. It then shows how these features mean that simply expanding the geographical scope of the present UK decarbonisation strategy, which focuses on the provision of carbon capture and low-carbon hydrogen, would face a number of challenges and so will need to be broadened to include a wider range of abatement options and other considerations to meet the needs of dispersed sites. While the solutions for each place will be different, these are likely to include some combination of the expansion of shared infrastructure, the development of local zero-carbon hubs, research into a wider range of novel abatement technologies and facilitating local participation in energy planning. The paper concludes with a discussion of remaining knowledge gaps before outlining how its findings might apply to industrial decarbonisation strategies in other countries. [ABSTRACT FROM AUTHOR]

Flexibility and change are typically viewed as endemic features of late modernity, leading to increased emphasis on the importance of transition during the adult life course. The paper examines experiences of transition for eight contributors to a research project that collected and analysed life histories as the basis for an understanding of learning in relation to identity, agency and change in adult life. Four of the interviewees report mired transitions, and four report on transitions that became mobile after a period of immobility. The paper identifies a number of factors which can restrict movement, structural and internal, real and imaginary, that are described in these stories. We then set out our socio-cultural understanding of the "betwixt and between" status that Turner calls liminality, suggesting that many do not experience liminality as wholly emancipatory. The paper concludes with a discussion of the implications for lifelong learning strategies, which need to attend to the weight of what Alheit calls "biographicity" in understanding learners' lives. While this requires acknowledgement of the role of informal learning, it does not however justify understating the importance of formal adult learning.

South Asians constitute Britain's largest ethnic minorities, yet very little is known about their migration history in the prewar era. Recent literature has begun to challenge the widely held view that South Asian migration to Britain was a post-war phenomenon in response to Britain's need for labour as it emerged from two costly wars. The literature has demonstrated that the South Asian presence in Britain can be traced back to the seventeenth century. This paper adds to that literature by analysing the occupation distribution and mobility of South Asian-born migrants during the early twentieth century. Regression results from the 1901 and 1911 Censuses of England and Wales suggest that relative to other foreign-born and British-born, South Asian-born immigrants were primarily employed in white-collar jobs, a position they largely retained until at least 1911. These results suggest that the South Asian diaspora was economically well assimilated into the British economy. [ABSTRACT FROM AUTHOR]

This paper analyses the situation when employees fail to adapt to overall job dissatisfaction. By combining the existing knowledge in economics on job lock and in psychology on employees' feeling of being "stuck" at work, the paper explains why some employees fail to adapt when dissatisfied with their job. Thus, the paper aims to expand our understanding of why some employees are job locked or are "stuck" at their work even though dissatisfied. Using the British household panel survey, the possibility of falling in a job-lock state is analyzed to outline a set of factors that explain why employees differ in the way they adjust to job dissatisfaction. We divide these factors into socio-demographic features, personality attributes, type of occupation, employment conditions, type of sector, and work-related contextual features. Based on results of probit regression analysis, we provide evidence that all these group of factors can jointly predict the state of job dissatisfaction, the absence of job turnover and job lock (being "stuck" at job). Moreover, our results suggest that the adaptation to job dissatisfaction could be better understood if personality attributes (such as self-esteem) are included in the analysis. Thus, this study expands our understanding of how and why employees might feel "stuck" at work and fall in a state of job lock. (Contains 3 tables.)

This paper presents case study research of a job rotation pilot involving six library assistants in Cardiff University Library Service (ULS). Firstly, it investigates whether job rotation improves motivation and secondly, whether there is an improvement in skills, both technical and "soft". Following a review of the literature, semi-structured interviews took place with each of the "rotatees", both immediately before and after the rotations. They completed daily reflective logs during their rotations which were also analysed. The findings indicate that the rotations resulted in wide-ranging positive outcomes including an increase in both motivation and technical skills. Other positive outcomes included increased confidence, a sense of "the bigger picture" and "social capital". The paper concludes that job rotation can be a positive and powerful tool for staff development. (Contains 2 tables.)

Students and graduates alike are encouraged to enhance their skills and knowledge by moving to a different European country as both national governments and European institutions anticipate individual skill gains, closer European networks and a boost to national economies as a result. Using data from a longitudinal survey, this paper follows UK-educated intra-European mobile graduates from undergraduate courses into employment, further study or other activities, and compares their early pathway with graduates who remained in the UK (UK stayer). UK-educated mobile graduates are divided into three groups according to their residency and location after their undergraduate course: UK nationals moving to a different European country (UK movers); nationals of other European countries returning to their home country (returners); and nationals of other European countries moving to a third European country (other mobile graduates). Empirical findings show that mobility for UK movers is mainly employment-driven whilst mobility of returners and other mobile graduates is education-driven. However, if employed, UK-educated mobile graduates are more likely to work in skill-appropriate occupations compared to UK stayers. The transition to either employment or further study of most UK-educated mobile graduates does not take longer compared to UK stayers.

This paper presents a multiple ("n"?=?23), longitudinal case study of the construction of personal employability by Chinese students at a UK university. It draws on the work of Brown and Hesketh to frame notions of employability in order to understand how these students engage with the international and Chinese labour markets from their own perspectives. The findings suggest that although overseas education is still seen by these students as contributing to their employability in general, there is a decline in the labour market value of the "hard currencies" that overseas qualification carries whilst the "soft currencies" gained from the overseas experiences are of more significant merit. The study also reveals that some concepts developed by Brown and Hesketh, such as "purists" vs. "players" and "personal capital", need to be interpreted and contextualised differently when applied in an international context and outlines how this might be achieved in relation to Chinese students by introducing a Chinese concept--"SuZhi"(??). It is found that the discourse of "SuZhi" has stronger explanatory power for the phenomenon being studied given its broader social applicability rather than being as directly and narrowly instrumental to employability as is the notion of personal capital.

One of the themes of the recent sociology of higher education has been the globalisation of knowledge and the professional transfer of scientists and researchers. In this paper we show how these transfers of people and knowledge are disproportionately characteristic of: (a) some institutions; and (b) some cost centres. We argue that universities form part of an international labour market for high skilled workers in prestige institutions. However, globalisation also has a second face in relation to labour markets in higher education. This refers to the deployment of overseas junior staff in areas unsupplied by the British system. (Contains 4 tables, 3 figures, and 5 notes.)

The traditional lifelong organizational career model no longer remains relevant for many workers, particularly those active in the knowledge economy. Instead these workers are claimed to pursue boundaryless and protean careers. This paper explores management and IT consultants' experiences and perceptions of career mobility in the UK and the USA. The findings from this multi-level study reveal that the permeation of organizational boundaries among these workers is characterized by a somewhat segmented spectrum of boundary-crossing behavior. The exploration of this form of career mobility demonstrates that inter-organizational mobility should not be dislocated from other types of career mobility when analyzing career behavior among these workers. In addition, the findings also highlight the role that inter-organizational relations and/or national institutional context play in shaping career patterns in these contemporary forms of work. (Contains 1 table.)

This paper provides an analysis of changing patterns of transition from before the second world to the end of the twentieth century. It examines the longer term changes in the occupational structure and the consequential transformation of the patterns of labour market entry for young people. It links labour market entry to subsequent early work-life occupational mobility, arguing that this longer term perspective is essential in arriving at a fuller understanding of transitions. Two main changes are identified: a shift in labour market entry from manual to non-manual work, and from low- to higher-skilled jobs. Early life mobility increased up to the 1980s but then became more constrained in the later part of the twentieth century. The early labour market experience of young people remained heavily conditioned by class and gender throughout. An easing of gender disadvantage in the later periods being counterbalanced by an intensification of class disadvantage among both young men and young women. The combined impact of changes in the occupational structure and the associated patterns of entry to work and subsequent early work-life mobility is creating a pattern of disadvantage in the low-skilled sectors of the labour market. This is associated with persisting patterns of social exclusion among some groups of young people. Transitions research now needs to refocus on the continuing impact of both class and gender on the labour market experience of young people, extended over the early years of working life. This better connects transitions research to wider sociological analysis and to current policy concerns, potentially enhancing the contribution it can make to both. (Contains 2 figures, 6 tables and 3 notes.)

This paper investigates the extent of overseas migration by British chemists over the period 1887-1971. Notwithstanding the "brain drain" alarms of the 1960s, overseas employment was characteristic of some 19% of British chemists' careers throughout our period, though its nature changed considerably. Our study examines the overseas employment histories of four cohorts of members of the [Royal] Institute of Chemistry in the "Chemists' Database" at the Open University. Those employed abroad were not only highly qualified but also both geographically mobile and occupationally versatile. Over the period, the pattern of chemists' migration was broadly similar to that of British migration trends more generally. Except in the interwar years, chemists' rate of migration was relatively constant. However, the length of time they spent abroad declined markedly over the period: long-term migration became less characteristic than short-term overseas employment for purposes of career development. From the late nineteenth century, British chemists staffed the Empire, but also found employment in the expanding US economy. After 1945, chemists' destinations shifted more markedly towards North America, including Canada, and later also to Europe. Our work thus provides a new perspective on the dynamics of scientists' migration and contributes to studies on the brain drain. (Contains 6 tables and 94 footnotes.)

This article discusses the British government's White Paper on immigration Secure Borders, Safe Haven , 2002. This claims to be a "modern approach" to immigration, but it is argued it contains more continuities with the past than new departures. The article focuses on inclusion , arguing that inclusion is reserved for those deemed "deserving" - by virtue of their skills or ability to meet strict criteria for refugee status - while more rigid exclusion is proposed for the "underserving". Exclusion is addressed at three levels: firstly the impact of punitive policies towards asylum-seekers on arrival in Britain on the possibility of finding a "safe haven"; secondly , the impact of "secure borders" and accompanying discourses of threat on the safety of asylum-seekers and others perceived as "other"; thirdly, the broader exclusions inherent in a system of entry controls, which allow some to reach a "safe haven" while excluding others. [ABSTRACT FROM AUTHOR]

The article reports on news and developments concerning employee relations in Great Britain. A number of government ministers have recently taken the opportunity to challenge the desirability of continuing with national pay scales arrived at in industry-wide bargaining. The appearance of this campaign ensured that recent announcements that certain undertakings were to end centralized bargaining received a good deal of media publicity. In November 1986, Lord Young, Employment Secretary presented an Employment Department paper on housing and labor mobility to the National Economic Development Council (NEDO) which argued that "Regional pay differences may be insufficient to suggest to people that a move to another region might be worthwhile." Nigel Lawson, the Chancellor of the Exchequer, in the same NEDO meeting, expressed the view that employers might be more interested in moving to depressed regions if they were not tied to nationally negotiated pay scales. This was strongly criticized by Norman Willis, General Secretary of the TUC.

The urgent and interlocking social, economic and ecological crises faced by societies around the world require dialogue, empathy and above all, hope that transcends social divides. At a time of uncertainty and crisis, many societies are divided, with distrust and divides exacerbated by media representations pitting different groups against one another. Acknowledging intersectional interrelationships, this collaborative paper considers one type of social distinction – generation – and focuses on how trust can be rebuilt across generations. To do this, we collate key insights from eight projects that shared space within a conference session foregrounding creative, intergenerational responses to the climate and related crises. Prompted by a set of reflective questions, presenters commented on the methodological resources that were co-developed in intergenerational research and action spaces. Most of the work outlined was carried out in the UK, situated in challenges that are at once particular to local contexts, and systematic of a wider malaise that requires intergenerational collaboration. Reflecting across the projects, we suggest fostering ongoing, empathetic dialogues across generations is key to addressing these challenges of the future, securing communities that are grounded as collaborative and culturally responsive, and resilient societies able to adapt to and mitigate the impacts of change. [ABSTRACT FROM AUTHOR]

This paper examines narratives of learning and occupational advancement amongst migrants employed in 'low-skilled' jobs, based on in-depth interviews with secondary-educated East and South Europeans living in the London region. Our findings indicate that many achieved varying degrees of professional gratification, progress, and skills development within occupational sectors typically associated with unattractive conditions, limited benefits or opportunities to get ahead. Participants' narratives of achievement expand the relatively limited literature that challenges common perceptions of occupational mobility and professional development as the terrain of the 'highly skilled'. Furthermore, we examine how migrants made sense of their career opportunities and success. We discuss two discourses, centred on 'hard work' and 'creativity' respectively, through which participants challenged and reconfigured traditional 'high'-'low-skilled' divides. Our findings contribute to critiques of traditional understandings of migrant human capital and simplistic 'high'-'low-skilled' distinctions in two ways: by documenting the less visible experiences of learning and career progress amongst secondary-educated European youth who enter 'low-skilled' employment abroad, and by calling attention to subjective understandings of occupational mobility and the new 'symbolic boundaries' around skills, broadly construed, that migrants redrew in their reflections on career progress. [ABSTRACT FROM AUTHOR]

This article continues research into social mobility in England in the nineteenth century by examining the links with different occupational structures, socio-economic and industry/occupation, for a specific location. This allows an examination of the impact of the characteristics of these structures on occupational and thence on social mobility. Occupational mobility has long been recognised as a major determinant of social mobility and has been the subject of a number of papers, usually to determine how much a specific variable affects the level and type of mobility observed. Rarely do these analyses consider the location’s occupational structure, and its changes, as a determinant of the level of mobility. This paper finds that much of the variability of occupational mobility of a locality is determined by the characteristics of the different industries and occupations in that location. Industries and occupations provide a context within which other factors, such as literacy, operate. [ABSTRACT FROM PUBLISHER]

Purpose – The purpose of this paper is to explore the employment trajectories, aspirations, work-life balance and career mobility of women working as part-time managers. Design/methodology/approach – In-depth, semi-structured interviews were conducted with 16 female part-time managers and four of their line managers in public and private-sector organizations. Interviews explored women's career trajectories before and after the transition to part-time work and focused on career mobility, aspirations and work-life balance. Findings – The part-time managers in this sample held varied careers while working full-time but careers stalled once a transition to part-time work was made. The majority were career focused, worked intensively and felt frustrated with their lack of mobility and career progression while working part-time. The majority worked in excess of their contracted hours and did not experience an appropriate reallocation of work when they reduced hours. Practical implications – This paper is of value to both researchers and policy makers. Policy implications point to the limitations of the current UK legislation on the right to request flexible working. The paper states that further research would be beneficial on the ways in which managers employed on part-time and other flexible contracts, operate successfully in organizations, with the aim of championing alternative working patterns and breaking down traditional long hours cultures which act as a barrier to women and part-time workers. Originality/value – This paper explores the employment profiles and experiences of a little studied and rare group of female workers. [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 paper draws from on-going research on labour-management relations in transnational companies within a new town in the English Midlands, Telford (Elger and Smith, 1998a, 1998b; Smith and Elger, 1998). The paper examines the issue of labour turnover and the management of labour retention using two contrasting case examples from Japanese TNCs. The paper seeks to contextualize management decision-making with regard to labour turnover through a political economy and firm-level analysis. At the macro-level we highlight a shift from using wages (Fordism) and strong internal labour markets (bureaucracy) as labour retention mechanisms, towards an inter-firm collusion on wages, non-poaching and union-avoidance. At the micro-level these strategies are matched with firm-level HRM policies of careful labour selection, company paternalism, segmentation of the labour force into temporary and permanent group and accommodation to higher levels of labour turnover to balance product demand and labour supply. TNCs in our research site, Telford, dominate manufacturing employment, representing 60 per cent of all manufacturing jobs. This is similar to other sites of new jobs growth in the UK, for example Swindon where 66 per cent of manufacturing jobs are with TNCs and other new sites of TNC manufacturing investment. The findings are therefore applicable to other areas in which TNC employment has been dominant in manufacturing. [ABSTRACT FROM AUTHOR]

The purpose of this research paper is to provide an alternative analysis of the cross-country variation in the dimensions of labour market flexibility in which national culture is given a leading explanatory role. In effect, it is argued that the employment relationship is culturally embedded in a society. Thus the degree of labour market flexibility existing in a particular country, and the particular dimensions of that flexibility, will be closely associated with the country's culture. The paper attempts to explain the major dimensions of labour market flexibility relating to employment patterns, working time and unemployment. The general thesis is that the dimensions of employment flexibility, whether at the micro or macro level, will be closely associated with the national cultures of the countries concerned. In one section of the paper a cultural model of labour market institutions and practices is developed. On the basis of this model, a number of hypotheses are framed with respect to how the various indicators of labour market flexibility are associated with national culture. In the following section, the data, data sources and the model specification are discussed. Regression results are presented in the penultimate section, while in the final section, the implications of the results are discussed.

This paper tests the participation constraint by examining the workings of the executive labour market in a panel of UK listed companies over a period of 14 years. Directors are found to move jobs regularly - both within companies and between companies. Consistent with agency theory, directors who are underpaid relative to their comparable peers are particularly likely to leave for higher paying jobs in other companies. Those who move between companies secure more favourable terms than those who move within their firm - even when the move does not involve promotion, calling into question the managerial power perspective of this area of employment. [ABSTRACT FROM AUTHOR]

This paper uses retrospective data from the SCELI surveys to make a detailed investigation of changing career patterns and gender differences in occupational status over the period 1946-86. A summary variable is developed and used to examine the relationships between changing employment trends and respondents' occupational status. Occupational status, as the Hope-Goldthorpe scale value, is measured throughout the life-course and changes over time are examined. The main findings of the study are that despite the increase in women's qualifications and the proportion of women in the workforce, their human capital has not greatly increased although their careers have become increasingly variable. Men and childless women experience occupational status increasing over life-course and time but part-time employed women do not. Class of origin is more important to status for men than for women, while qualifications are important for both. Women's careers are increasingly affected by discontinuity and part-time employment. [ABSTRACT FROM AUTHOR]

This paper studies the contribution of different skill groups to the polarisation of the UK labour market. We show that the large increase in graduate numbers contributed to the substantial reallocation of employment from middling to top occupations which is the main feature of the polarisation process in the UK over the past three decades. The increase in the number of immigrants, on the other hand, does not account for any particular aspect of the polarisation in the UK. Changes in the skill mix of the workforce account for most of the decline in routine employment across the occupational distribution, but within-group changes account for most of the decline in routine occupations in middling occupations. In addition, there is no clear indication of polarisation within all skill groups—a fact that previous literature has cited as evidence that technology drives the decline of middling occupations. These findings differ substantially from previous evidence on the US and cast doubts on the role of technology as the main driver of polarisation in the UK. [ABSTRACT FROM AUTHOR]

London today hosts more than 200,000 Italian people. A traditional point of arrival for Italian migrants since the nineteenth century, London is a setting characterised by the presence of the ‘old’ classic economic migration – of those who left Italy mainly in the 1950s and 1960s, and the ‘new’ migration, made up mainly of highly-educated people in the professional, academic and arts sectors. These two groups differ as regards their time of arrival, socio-economic characteristics and educational background, and they rarely have the chance or find the need to interact. This paper is based on interviews with representatives of Italian institutions and associations, and with ‘old’ and ‘new’ Italian migrants; participant observation of Italian events happening in London; and some elements of discourse analysis. By means of this empirical material, I aim to show that, besides their well-known differences, the ‘old’ and ‘new’ communities present striking similarities in their migration narratives. [ABSTRACT FROM PUBLISHER]

Studies of intergenerational class mobility and of intragenerational occupational mobility have of late tended to diverge in their concerns and methodology. This reflects assumptions regarding the increasing part played by education in intergenerational mobility and the decreasing part played by class origins in intragenerational mobility, once education is controlled. The paper contributes to the questioning of these assumptions on empirical grounds. Analyses are made of the occupational mobility of men in three British birth cohorts over the course of their earlier working lives. We find that while educational qualifications have a strong effect on occupational attainment, this effect does not increase across the three cohorts; that class origins also have a significant effect, and one that does not decrease across the cohorts; and that features of work-life experience, in particular the frequency of occupational changes, likewise have a persisting effect, independently of both education and class origins. Secular changes in mobility processes are thus scarcely in evidence, but the analyses do provide strong indications of a cohort effect. Men in the 1958 birth cohort, whose first years in the labour market coincided with a period of severe recession, de-industrialisation and high unemployment, would appear to have experienced various lasting disadvantages in their subsequent occupational histories. [ABSTRACT FROM AUTHOR]

The first historians of the Black presence in Britain assumed that, like their colonial counterparts, Black people1 were enslaved and tied to one master. This view is being modified but has by no means been generally abandoned. Drawing on a database of some 4500 entries, this paper looks at the occupations of first- and second-generation Black Britons. Initial findings suggest the first generation's mobility was comparable to that of the indigenous white population and that there were no differences in the second and subsequent generations.2 [ABSTRACT FROM AUTHOR]

In this paper we examine the impact of temporary work on two dimensions of social inequality: income and career mobility. Additionally, we are taking a comparative perspective on this subject by comparing Germany and the UK. To investigate the effects of temporary work we use data from the German Socio-Economic Panel and the British Household Panel Study on non-self-employed respondents. The results show that temporary work does influence the system of social inequality: we found wage penalties and an increased probability of severe negative effects on the working careers of temporarily employed persons in both countries (net of education, age, and a variety of other covariates). Thus we can conclude that temporary employment represents a substantial socio-economic risk for employees. Most importantly, this holds true for both the German and the British case, two quite distinct labour market regimes. [ABSTRACT FROM AUTHOR]

This paper takes the opportunity provided by the Women and Employment Survey (1981) (WES) to examine one of the possible consequences women workers may experience when choosing part-time work upon the first return to paid employment after the birth of their child. This is done by comparing a woman's occupation immediately before and after the birth of her first child. Some recent British analyses of the WES data have specifically identified the existence of downward occupational mobility between the last job before childbirth and first job after childbirth (Dex 1984a; Martin and Roberts, 1984a). This paper builds upon these earlier findings: principally that returning to work for the first time after the birth of the first child involves some downward occupational mobility. Furthermore, downward occupational mobility has been linked to women's intermittent employment patterns by Greenhalgh and Stewart (1984) and Elias and Main (1983). Dex (1984a) suggests there may be a link with part-time work, and this is examined more fully here. [ABSTRACT FROM AUTHOR]

This article focuses on migrants' occupational agency in the UK labour market. In particular, the article explores the experience of Latvian migrant workers who together with other Baltic and Central European migrants have filled the low-skilled and low-paid employment sectors in the UK. The article follows a realist approach that provides different conceptual layers to better explain occupational agency. Drawing on survey data and semi-structured interviews, the article demonstrates how Latvians have exercised their occupational agency over the past decade, building relations with co-workers and UK employers. It is argued that Latvians' position taking in the workplace and occupational mobility are directed by various forms of capital that are embedded in a transnational social field. The emergent structural properties of employment field guide migrants' trajectories towards the accumulation of particular capital. Eventually, as this article also argues, such structural conditioning impinges on migrants' personality traits and motivations that either foster or constrain transformative agency in the UK employment field. [ABSTRACT FROM AUTHOR]

We develop a dynamic quantitative model of occupational choice and search frictions with multiple channels of intergenerational transmission (comparative advantage, social contacts, and preferences), and use it to decompose the occupational persistence observed in the UK. In the model, workers who choose their father's occupation find jobs faster and earn lower wages, which is consistent with patterns found in UK data. Quantitatively, parental networks account for 79% of total persistence. Shutting down parental networks or the transmission of preferences improves the allocation of workers, and thus yields welfare gains, while removing the transmission of comparative advantage generates welfare losses. [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]

Background Shift work is widespread due to 24-h work in many occupations. Understanding differences in individual shift work tolerance (SWT) can help develop coping strategies for shift workers. Aims This in-depth qualitative review elucidates the architecture of SWT, providing an overview of the research advances in the last decade (2011–2021). Methods We searched Google Scholar, PubMed and Medline for different word combinations concerning SWT. Genome-wide association studies (GWAS) for the potential genetic basis of SWT were additionally searched in GWAS Central and GWAS Catalogue. Results Eleven new studies were published since 2011, with the proportion of longitudinal studies on SWT having more than doubled in the past decade. They consolidate prior findings (e.g. hardiness most consistently associated with SWT) and discovered additional aspects of SWT like resistance to change and job stress. The 15 large-scale GWAS identified, most of which using UK Biobank (UKB) and 23andMe data, involved mapped genes showing overlap especially within analysis of the same phenotype (e.g. PER2/3 for morningness, PAX8 for sleep duration and LINGO1 for neuroticism). Individual GWAS for additional traits such as resilience have also been published though assessments of gene overlap are not yet possible. Conclusions Progress regarding longitudinal studies on SWT has been made though a more consistent definition of SWT remains crucial for future research. Non-genetic studies on SWT suggest several important traits and factors; many of which have now also been explored using GWAS. Such evidence could serve as basis for individualized risk prediction and disease prevention approaches for night-shift workers. [ABSTRACT FROM AUTHOR]

We compare occupational mobility in Germany and Britain and focus on the effects of the German dual vocational system. Based on a comparison of mobility rates for different occupations within each country and between the two countries, we find that mobility is particularly low in German apprenticeship occupations and conclude that the dual system impedes occupational changes. However, German mobility rates are also lower in non-apprenticeship occupations, and only a small part of the overall low mobility rate in Germany (almost three times lower than in Britain) can be attributed to the apprenticeship system. We conclude that institutions such as employment protection are more important for explaining cross-country differences in mobility. Moreover we find evidence for the claim that occupational mismatching at the beginning of working lives is more widespread in Britain. [ABSTRACT FROM AUTHOR]

Studies have shown that voluntary job-to-job changes have a positive effect on wage growth. This paper argues that the impact of a job change on wage mobility depends on the position in the wage distribution. Using panel data from the UK and Germany, we show that a change of employer results into a wage increase only for the low-paid workers. Within-firm job changes produce, on the average, moderate wage gains for the low-paid workers in Britain, but have no effect in Germany. [ABSTRACT FROM AUTHOR]

This article examines the geographical mobility of highly skilled scientific personnel with reference to universities as principal recruiters of scientific skills. Its interest is the British academic labour market primarily because the United Kingdom has been a traditional academic destination for foreign scientists and students. Despite much of the talk about the internationalization of the scientific/academic community in the advanced world, the academic community of the United Kingdom is still far from being truly globalized. It is more Europeanized than internationalized. Inflows of foreign skills will enrich the science pool of the United Kingdom, but these, however, will mostly benefit the already high performing universities and departments. Lower performance universities might benefit less, as they will attract fewer foreign "stars" to their modest departments. The concept of "brain circulation" might be skewed through the biased division of this circulation between high performing and less performing institutions. [ABSTRACT FROM AUTHOR]

Abstract Previous research suggests that British and American systems of social mobility are organized around different traditions and principles that produce similar mobility outcomes. In this paper we explore the implications of Turner' s distinction between sponsored and contest educational systems for the process of occupational career mobility in Great Britain and the United States. We use data on matched labor market cohorts from the Occupational Changes in a Generation Survey Il and the Oxford Social Mobility Study to examine the linkage between the education system and the occupational structure in the two countries, as well as the role of "further education" in the career process of British men. The results indicate that despite substantial differences in the way in which education and occupational credentials are obtained, the degree of openness in the two societies is about the same when one looks at occupational status ten and twenty years after labor force entry. We find, however, a notable degree of difference between the two societies in the process of career mobility. The results suggest that "sponsored" and "contest" are oversimplified labels for the differences in the career processes of British and American men. [ABSTRACT FROM AUTHOR]

This article focuses on the inter-industry variations in male labor turnover in Great Britain. The labor turnover with which this paper is concerned is defined as the voluntary termination of a period of employment. Although some adjustments in the structure of employment in the structure of employment in the economy may be achieved by changes in the pattern of destination of labor force entrants, job terminations are clearly the principal mechanism by which changes in employment structure occur in response to a dynamic environment.

Presents a model of labor mobility which controls for ages and tenure, union membership and other influence on labor turnover. Use of information from the work histories of a sample of individuals residing in a British locality; Information on spells of job-related training; Control for unobserved heterogeneity.

This article analyzes male occupational mobility in Great Britain. The theoretical model of occupational mobility is based on the assumption that individuals are heterogenous in their demand for training. Training may be occupation-specific or firm-specific. Uncertainty regarding the return on human capital can be introduced by allowing for stochastic variations in earnings and differences in the productivity of workers. The average firm tenure in the occupation has a negative effect on the probability of inter-firm mobility relative to intra-firm promotion.

In Britain most women's employment careers are interrupted by childbirth; only a tiny proportion return to their pre-birth jobs and a considerable proportion experience downward mobility when they do return to work. Evidence is presented from a longitudinal study of two groups of women in the first three years of motherhood: those who resumed their former jobs after maternity leave and those who resigned from the labour force. The paper traces the divergencies occurring in women's employment histories over three years and examines their implications for occupational mobility, taking account of finer shades of mobility than occupational status. Attention is also paid to the ways in which women define and manage occupational mobility in the construction of their employment careers. [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]