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2. Education and Social Mobility in Britain Since World War II [and] Discussion Paper.
- Author
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Organisation for Economic Cooperation and Development, Paris (France). and Halsey, Albert H.
- Abstract
Three major sections compose this paper: (1) education, equality, and mobility; (2) social origin and educational experience; (3) educational antecedents of occupational groups. Basically the paper discusses where Britain stands in what has been described as the 'century of the child' and in a period of high educational aspirations and hopes for social equality through the reconstruction of schooling. While section 1 discusses fundamental issues such as political choice and social philosophy, section 2 reports on an empirical study that sheds light on these issues, reporting on a comparison of the educational experience of the adult male population of England and Wales in 1949 and in 1972. Specific topics addressed here are the private school sector, the state secondary school system, status origin and schooling, status origin and further education, and origin, schooling, and university. The last section examines the educational antecedents of the hierarchy of occupational groups in British society in terms of the 'tightening bond' thesis. A supporting document commenting on Halsey's paper appraises the conceptual framework used by Halsey, and important questions that can be raised about the conception of social mobility used in his analysis are addressed -- the concept of status, two aspects of social mobility, and the two roles of education in social mobility. (Author/AM)
- Published
- 1974
3. Analytical Overview of the European and Russian Qualifications Frameworks with a Focus on Doctoral Degree Level
- Author
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Chigisheva, Oksana, Bondarenko, Anna, and Soltovets, Elena
- Abstract
The paper provides analytical insights into highly acute issues concerning preparation and adoption of Qualifications Frameworks being an adequate response to the growing interactions at the global labor market and flourishing of knowledge economy. Special attention is paid to the analyses of transnational Meta Qualifications Frameworks (A Framework for Qualifications of the European Higher Education Area, The European Qualifications Framework for Lifelong Learning and Towards a European Framework for Research Careers) and the UK National Qualifications Framework, separately for each of its constituent parts, as well as Russia. Doctoral Degree level is chosen as a core for the analytical overview as the authors believe that this qualification level deserves much attention and continuous improvement to provide highly qualified personnel for the sphere of science and education in the nearest future. Critical remarks on the real impacts of such Qualifications Frameworks policy from the international perspective are represented. [For the complete Volume 15 proceedings, see ED574185.]
- Published
- 2017
4. Toward an International Comparison of Economic and Educational Mobility: Recent Findings from the Japan Child Panel Survey
- Author
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Akabayashi, Hideo, Nakamura, Ryosuke, Naoi, Michio, and Shikishima, Chizuru
- Abstract
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.
- Published
- 2016
5. Decarbonisation strategies in industry: going beyond clusters.
- Author
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Rattle, Imogen, Gailani, Ahmed, and Taylor, Peter G.
- Subjects
CARBON nanofibers ,CARBON dioxide mitigation ,ABATEMENT (Atmospheric chemistry) ,INDUSTRIAL clusters ,CAREER changes ,OCCUPATIONAL mobility ,INDUSTRIAL sites - Abstract
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]
- Published
- 2024
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6. Getting Stuck, Becoming Unstuck: Agency, Identity and Transitions between Learning Contexts
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Field, John and Lynch, Heather
- Abstract
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.
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- 2015
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7. Occupational distribution and mobility of migrants born in South Asia: evidence from England/Wales Census, 1901–1911.
- Author
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Tiagi, Raaj
- Subjects
OCCUPATIONAL mobility ,SOUTH Asians ,CENSUS ,SEVENTEENTH century ,MINORITIES - Abstract
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]
- Published
- 2024
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8. A New Perspective on Job Lock
- Author
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Huysse-Gaytandjieva, Anna, Groot, Wim, and Pavlova, Milena
- Abstract
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.)
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- 2013
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9. Job Rotation at Cardiff University Library Service: A Pilot Study
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Earney, Sally and Martins, Ana
- Abstract
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.)
- Published
- 2009
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10. Current Research in European Vocational Education and Human Resource Development. Proceedings of the Programme Presented by the Research Network on Vocational Education and Training (VETNET) at the European Conference of Educational Research (ECER) (4th, Lille, France, September 5-8, 2001).
- Author
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Manning, Sabine and Dif, M'Ham
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These proceedings are comprised of 23 presentations on research in European vocational education and human resource development. Papers include "Developing Information and Communication Technology Capability in Higher Education in the United Kingdom (UK)" (Nick Boreham); "Methodological Issues in the Study of Organizational Learning, with Reference to the Framework V Project ORGLEARN--Organizational Learning in the Chemical Industry and Its Implications for Vocational Education and Training (VET)" (Nick Boreham); "Forms and Implications of Work Related Identity Transformation: Preliminary Findings of "FAME" Project Investigation in the French Case" (M'hamed Dif); "Promoting Social Capital in a 'Risk Society': A New Approach to Emancipatory Learning or a New Moral Authoritarianism?" (Kathryn Ecclestone, John Field); "The Value of a Three-Year Upper Secondary Vocational Education in the Labor Market" (Erika Ekstrom, Asa Murray); "Taking Control of Their Lives? Agency in Young Adult Transitions in England and the New Germany" (Karen Evans); "Tacit Skills and Work Inequalities: A UK Perspective on Tacit Forms of Key Competences and Issues for Future Research" (Karen Evans); "Does Training Have Any History? The Enduring Influence of Behaviorism in Britain, 1940-1966" (John Field); "Training Policies Valuation in European Enterprises by Studying the Valuation Practices/Comprendre les Politiques de Formation d'Entreprises Europeennes par l'Etude de Leurs Pratiques d'Evaluation" (Gerard Figari et al.); "Work Process Knowledge in the Context of Socio-Technical Innovation" (Martin Fischer); "'I Couldn't Wait for the Day': Young Workers' Reflections on Education During the Transition to Work in the 1960s" (John Goodwin, Henrietta O'Connor); "Typology of Work Experience: Analysis of the Workplace Training Process in Quebec" (Marcelle Hardy, Louise Menard); "Apprenticeship in France, Ireland, the Netherlands, and Scotland: Comparisons and Trends" (Jannes Hartkamp); "Gender and Qualification: Are Gender Differences Ignored?" (Anke Kampmeier); "From Normatively Constructed Identity to New Identities in the Contexts of 'Double' Transition Processes. The Case of Estonia" (Krista Loogma et al.); "The Consideration of Relevant Features for the Processes of Identity Formation in Current VET Policies" (Fernando Marhuenda); "The Hidden Labor Market of the Academic" (Anne Rouhelo); "Developing a Model of Factors Influencing Work-Related Learning: Findings from Two Research Projects" (Sally Sambrook); "Transition from Higher Vocational Education to Working Life: Different Pathways to Working Life" (Marja-Leena Stenstrom); "WEPP--The Work Environment Pedagogy Project: Individuals' Discovering, Interpreting, and Changed Perception of Work and Learning Environments" (Arvid Treekrem); "Continuing Vocational Training in Belgium: An Overview" (Els Vanhoven, Dirk Buyens); "Training Incidence and Job Mobility in Switzerland" (Stefan Wolter); and "The Role of Human Resource Development in Creating Opportunities for Lifelong Learning: An Empirical Study in Belgian Organizations" (Karen Wouters et al.). (YLB)
- Published
- 2001
11. Current Research in European Vocational Education and Human Resource Development. Proceedings of the Programme Presented By the Research Network on Vocational Education and Training (VETNET) at the European Conference of Educational Research (ECER) (3rd, Edinburgh, Scotland, September 20-23, 2000).
- Author
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WIFO (Research Forum Education and Society), Berlin (Germany)., Manning, Sabine, and Raffe, David
- Abstract
These 24 papers represent the proceedings of a program presented by the research network on vocational education and training (VET). They include "School-Arranged or Market-Governed Workplace Training?" (Ulla Arnell-Gustafsson); "Prospects for Mutual Learning and Transnational Transfer of Innovative Practice in European VET" (Alan Brown, Jens Bjornavold); "Powerful Learning Environments in Vocational Education" (Elly de Bruijn, Trudy Moerkamp); "Searching for the Meanings of Learnings at Work" (Kaija Collin); "Induced Labor Mobility Through Continuing Vocational Training" (M'hamed Dif); "Expectancies and Realities--Evaluations and Research on Engineering Students' Experiences of Their First Semesters" (Elinor Edvardsson-Stiwne, Dan Stiwne); "International Dimension in Dutch VET" (Wil Van Esch); "Demand of Education as a Strategic Demand in a Context of Job Rationing and Job Scarcity" (Benedicte Gendron); "Learning and Work Experience" (Toni Griffiths, David Guile); "Alternance and Workplace Training: Interns' Experiences" (Marcelle Hardy, Carmen Parent); "FLEX-VET Project in Finland: Vocational Training Including Mechatronics and the Training Needs of the Finnish Metal Industry" (Lilli Heiskanen, Pauliina Jokinen); "Learner/Manager's Uncertainty of Their Capacity for Innovative Problem Solving: Information-and-Communication Technology Based Solution" (M.E.A. Holmes, S.A. Geertshuis, D. Clancy, A. Bristol); "'Key Qualifications'--A New Framework for Analyzing the Modernization of Vocational Qualifications and Curricula" (Pekka Kamarainen); "What Can We Learn from Dually Oriented Qualifications?" (Sabine Manning); "End User Computing at a South African Technikon" (Cecille Marsh); "New Deal and the Colleges" (Ken Marsh); "International Employees Plead for Education and Assistance in Adjusting to Living in Foreign Cultures" (Jean R. McFarland); "Special Features of the Finnish Labor Market and Challenges for Education" (Anne Rouhelo, Tarita Ruoholinna); "Factors Influencing Learners' Perceptions of the Quality of Computer-Based Learning Materials" (Sally Sambrook); "Exploring Capacity-Building" (Terri Seddon); "European Strategies for Reforming Initial Vocational Education" (Marja-Leena Stenstrom, Johanna Lasonen); "Human Resource Development (HRD) in Learning-Oriented Organizations in Belgium, the Netherlands, and the United Kingdom" (Saskia Tjepkema, Martin Mulder); "Factors Influencing Change in a Scope of Individual VET Qualifications" (Petr Vicenik, Maarit Virolainen); and "What Works in Enhancing HRD Effectiveness?" (Ida Wognum). (YLB)
- Published
- 2000
12. The Early Career Paths of UK-Educated Intra-European Mobile Graduates
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Behle, Heike
- Abstract
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.
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- 2017
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13. 'Outside of the Norm': Equity and Management in Educational Institutions. Final Full Report.
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Powney, Janet and Weiner, Gaby
- Abstract
Findings of a study that explored the experiences of women and black and/or ethnic minority men in United Kingdom educational institutions are presented in this paper, with a focus on the strategies, and personal and institutional obstacles, experienced by those groups as well as the management strategies that enhanced their administrative advancement. In-depth interviews were conducted with 38 senior managers, principals, headteachers, and academics from England and Scotland. Eight respondents were black men, 10 were black women, and 20 were white women. Other data were derived from consultations with other educators and representatives from commerce and industry. Overall, respondents used a democratic, or "flat," management style, though differences existed among subgroups. A continuum of institutional adoption of equal opportunity practices was identified, which indicated that smaller, lower-status educational institutions made greater progress. Nonwhite staff were significantly underrepresented in most institutions, and activism played an important role in minorities' career trajectories. A conclusion is that racism and sexism appear to be as endemic in education as elsewhere; however, discriminatory practices have become insidious rather than explicit. Appendices contain information on methodology, institutional practices, and advice to aspiring managers. (Contains 24 references.) (LMI)
- Published
- 1991
14. A Critical Account of Employability Construction through the Eyes of Chinese Postgraduate Students in the UK
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Li, Zhen
- Abstract
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.
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- 2013
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15. How Global Is the UK Academic Labour Market?
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Smetherham, Claire, Fenton, Steve, and Modood, Tariq
- Abstract
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.)
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- 2010
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16. Career Behavior in the Knowledge Economy: Experiences and Perceptions of Career Mobility among Management and IT Consultants in the UK and the USA
- Author
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Donnelly, Rory
- Abstract
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.)
- Published
- 2009
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17. Changes in Transitions: The Role of Mobility, Class and Gender
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Smith, Douglas I.
- Abstract
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.)
- Published
- 2009
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18. British Chemists Abroad, 1887-1971: The Dynamics of Chemists' Careers
- Author
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Roberts, Gerrylynn K. and Simmons, Anna E.
- Abstract
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.)
- Published
- 2009
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19. Secure Borders, Safe Haven: A contradiction in terms?
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Sales, Rosemary
- Subjects
IMMIGRANTS ,LABOR mobility ,INTERNAL migration ,OCCUPATIONAL mobility ,EMIGRATION & immigration ,POPULATION geography - Abstract
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]
- Published
- 2005
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20. Warwick Papers in Industrial Relations.
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Edwards, Paul
- Subjects
PERSONNEL management ,EMPLOYEE relations programs ,EMPLOYMENT ,OCCUPATIONAL mobility - Abstract
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.
- Published
- 1987
21. In it together! Cultivating space for intergenerational dialogue, empathy and hope in a climate of uncertainty.
- Author
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Hayes, Tracy, Walker, Catherine, Parsons, Katie, Arya, Dena, Bowman, Benjamin, Germaine, Chloé, Lock, Raichael, Langford, Stephen, Peacock, Sean, and Thew, Harriet
- Subjects
- *
EMPATHY , *CLIMATE change , *TRUST , *HOPE , *FINANCIAL crises , *OCCUPATIONAL mobility - Abstract
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]
- Published
- 2023
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22. 'One improves here every day': the occupational and learning journeys of 'lower-skilled' European migrants in the London region.
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Moroşanu, Laura, King, Russell, Lulle, Aija, and Pratsinakis, Manolis
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EUROPEAN emigration & immigration ,IMMIGRANTS ,OCCUPATIONAL mobility ,SEMISKILLED labor ,HUMAN capital - Abstract
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]
- Published
- 2021
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23. Examining the effect of occupational structure on social mobility – an investigation of A Black Country village 1851–1901.
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Taylor, David Thomas
- Subjects
VILLAGES ,SOCIAL mobility ,OCCUPATIONAL structure ,SOCIAL structure ,LITERACY - Abstract
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]
- Published
- 2017
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24. Female part-time managersWork-life balance, aspirations and career mobility.
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Tomlinson, Jennifer and Durbin, Susan
- Subjects
WORK-life balance ,WOMEN executives ,PART-time employees ,PART-time employment ,OCCUPATIONAL mobility - Abstract
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]
- Published
- 2010
- Full Text
- View/download PDF
25. Female part-time managers: work-life balance, aspirations and career mobility.
- Author
-
Tomlinson, Jennifer
- Subjects
PART-time employees ,WOMEN executives ,WORK-life balance ,OCCUPATIONAL mobility ,VOCATIONAL interests - Abstract
While a relatively small amount of research has focused on the experiences and employment profiles of professionals working part-time, who are usually female (Epstein et al 1999; Lawrence and Corwin, 2003), there is very little research to-date on the experiences of female part-time managers in the UK or overseas. This is likely to be, in part, because they are such a rare type of employee. This paper is based on 16 semi-structured interviews with female part-time managers working in a range of public and private sector organisations in the UK. The paper explores the work-histories of the female part-time managers and focuses upon their employment trajectories, aspirations, perceptions of work-life balance and career mobility. The discussion is framed with reference to theoretical debates on 'choice' and preferences but also in terms of the ways in which organisational cultures and structures, and key individuals within them, help or hinder female managers' mobility and work-life balance while working part-time. Findings reveal that the majority of female part-time managers had varied and successful career histories while full-time but these careers stalled once a transition to part-time work was made, despite the female managers in the sample remaining highly productive and committed to their jobs and careers. This paper concludes by contributing to debates on the myth of 'work-life balance' (Gambles et al. 2006) and the extent to which part-time managerial jobs have the potential to reduce competing time pressures. ..PAT.-Unpublished Manuscript [ABSTRACT FROM AUTHOR]
- Published
- 2009
26. Female Part-time Managers in the Knowledge-based Economy: networks and career mobility.
- Author
-
Tomlinson, Jennifer
- Subjects
OCCUPATIONAL mobility ,CAREER changes ,PART-time employees ,WOMEN executives ,CAREER development ,EMPLOYMENT - Abstract
While a relatively small amount of research has focused on the experiences and employment profiles of professionals working part-time (Epstein et al 1999; Lawrence and Corwin, 2003), there is even less on the experiences of female part-time managers in the UK situated in a knowledge-based economy. Networking is one of the key constituents of a knowledge-based economy (Castells, 2000) and has also been identified as a key activity for career advancement in organizations. Bringing these themes together, this paper explores female managers' promotional prospects and mobility while working part-time and explores how networking, including the establishment of the various types of networks women join and their tie strength, can help or hinder these women's career prospects and mobility. The paper draws upon sixteen semi-structured interviews with female part-time managers from a range of private and public sector UK organisations. Findings reveal that the majority of female part-time managers had varied and successful career histories while full-time but these careers stalled once a transition to part-time work was made. Moreover, many women voiced frustration with their employment prospects in terms of mobility and promotion. Mobility was particularly limited given the perceived lack of quality jobs at managerial level in the external labour market. There was recognition that networking had made an important contribution to career progression into a managerial role but for most women, the transition into part-time working now means that networking is a more time constrained activity. ..PAT.-Unpublished Manuscript [ABSTRACT FROM AUTHOR]
- Published
- 2009
27. Talents from abroad. Foreign managers and productivity in the United Kingdom.
- Author
-
Exadaktylos, Dimitrios, Riccaboni, Massimo, and Rungi, Armando
- Subjects
MARGINAL productivity ,OCCUPATIONAL mobility ,INTERNATIONAL business enterprises - Abstract
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]
- Published
- 2024
- Full Text
- View/download PDF
28. Labour turnover and management retention strategies in new manufacturing plants.
- Author
-
Smith, Chris, Daskalaki, Maria, Elger, Tony, and Brown, Donna
- Subjects
INTERNATIONAL business enterprises ,LABOR turnover ,EMPLOYEE retention ,INDUSTRIAL relations ,PERSONNEL management ,INDUSTRIAL management ,DECISION making ,OCCUPATIONAL mobility ,WAGES ,OPEN & closed shop (Labor unions) ,LABOR supply ,LABOR costs ,MANUFACTURED products - Abstract
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]
- Published
- 2004
- Full Text
- View/download PDF
29. Culturally coded? The enigma of flexible labour markets.
- Author
-
Black, Boyd
- Subjects
ADAPTABILITY (Personality) ,CULTURE ,EMPLOYMENT ,GENDER ,LABOR market ,OCCUPATIONAL mobility ,INDIVIDUALISM ,INTERNAL migration - Abstract
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.
- Published
- 2001
- Full Text
- View/download PDF
30. Testing the Participation Constraint in the Executive Labour Market.
- Author
-
Gregory ‐ Smith, Ian and Main, Brian G. M.
- Subjects
LABOR market ,OCCUPATIONAL mobility ,AGENCY theory ,WAGES - Abstract
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]
- Published
- 2016
- Full Text
- View/download PDF
31. Trends in Women's Career Patterns and in Gender Occupational Mobility in Britain.
- Author
-
Jacobs, Sheila
- Subjects
OCCUPATIONAL mobility ,WOMEN'S employment ,SEX differences (Biology) ,WOMEN employees ,OCCUPATIONS - Abstract
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]
- Published
- 1999
- Full Text
- View/download PDF
32. The anatomy of job polarisation in the UK.
- Author
-
Salvatori, Andrea
- Subjects
EMPLOYMENT in foreign countries ,FOREIGN workers ,POLARIZATION (Social sciences) ,SOCIAL groups ,SOCIAL processes - Abstract
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]
- Published
- 2018
- Full Text
- View/download PDF
33. From ‘emigrants’ to ‘Italians’: what is new in Italian migration to London?
- Author
-
Scotto, Giuseppe
- Subjects
ITALIANS ,IMMIGRANTS ,OCCUPATIONAL mobility ,EMPLOYMENT of young adults ,GENERATION gap ,HISTORY ,SOCIAL conditions in England - Abstract
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]
- Published
- 2015
- Full Text
- View/download PDF
34. CLASS ORIGINS, EDUCATION AND OCCUPATIONAL ATTAINMENT IN BRITAIN.
- Author
-
Bukodi, Erzsébet and Goldthorpe, JohnH.
- Subjects
OCCUPATIONAL prestige ,SOCIAL mobility ,OCCUPATIONAL mobility ,EDUCATION ,INTERGENERATIONAL mobility - Abstract
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]
- Published
- 2011
- Full Text
- View/download PDF
35. Job Mobility amongst Black People in England and Wales during the Long Eighteenth Century.
- Author
-
Chater, Kathleen
- Subjects
BLACK British ,OCCUPATIONAL mobility ,EMPLOYMENT of Black people ,SOCIAL mobility ,RACE relations in Great Britain ,HISTORY - Abstract
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]
- Published
- 2010
- Full Text
- View/download PDF
36. EXTERNAL LABOUR MARKET FLEXIBILITY AND SOCIAL INEQUALITY.
- Author
-
Giesecke, Johannes and Groß, Martin
- Subjects
LABOR market ,TEMPORARY employment ,OCCUPATIONAL mobility ,EQUALITY ,INCOME - Abstract
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]
- Published
- 2004
- Full Text
- View/download PDF
37. Downward occupational mobility and part-time women workers.
- Author
-
Perry, Stephen
- Subjects
OCCUPATIONAL mobility ,PART-time employment ,WOMEN'S employment ,WOMEN employees ,WORKING mothers ,MATERNITY leave ,EMPLOYMENT reentry - Abstract
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]
- Published
- 1988
- Full Text
- View/download PDF
38. 'They laughed at me, but I left that job': occupational agency of Latvian migrant workers in the United Kingdom.
- Author
-
Kaprāns, Mārtiņš
- Subjects
MIGRANT labor ,OCCUPATIONAL mobility ,LABOR market ,SKILLED labor ,PERSONALITY ,ADULTS - Abstract
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]
- Published
- 2023
- Full Text
- View/download PDF
39. Like father, like son: Occupational choice, intergenerational persistence and misallocation.
- Author
-
Lo Bello, Salvatore and Morchio, Iacopo
- Subjects
VOCATIONAL guidance ,SOCIAL contact ,SOCIAL interaction ,FATHERS ,OCCUPATIONAL mobility ,COST allocation ,COMPARATIVE advantage (International trade) - Abstract
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]
- Published
- 2022
- Full Text
- View/download PDF
40. Occupational downgrading and wages of New Member States immigrants to Ireland.
- Author
-
Voitchovsky, Sarah
- Subjects
- *
OCCUPATIONAL mobility , *LABOR mobility , *DOWNWARD mobility (Social sciences) , *IMMIGRANTS , *FOREIGN workers , *LABOR market , *WAGE differentials , *EMPLOYMENT , *TWENTY-first century ,IRISH economy - Abstract
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]
- Published
- 2014
- Full Text
- View/download PDF
41. Shift work tolerance.
- Author
-
Degenfellner, J and Schernhammer, E
- Subjects
SHIFT systems ,JOB stress ,CAREER changes ,GENOME-wide association studies ,INDIVIDUAL differences ,OCCUPATIONAL mobility - Abstract
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]
- Published
- 2021
- Full Text
- View/download PDF
42. Is Occupational Mobility in Germany Hampered by the Dual Vocational System? The Results of a British-German Comparison.
- Author
-
Rhein, Thomas, Trübswetter, Parvati, and Nisic, Natascha
- Subjects
OCCUPATIONAL mobility ,VOCATIONAL education research ,APPRENTICESHIP programs ,WORK & education - Abstract
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]
- Published
- 2013
- Full Text
- View/download PDF
43. Job Mobility and Wage Mobility of High- and Low-paid Workers.
- Author
-
Pavlopoulos, Dimitris, Fouarge, Didier, Muffels, Ruud, and Vermunt, Jeroen K.
- Subjects
OCCUPATIONAL mobility ,CAREER changes ,WAGES ,WAGE increases ,POOR people - Abstract
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]
- Published
- 2007
44. Patterns of Academic Inflow into the Higher Education System of the United Kingdom.
- Author
-
Mahroum, Sami
- Subjects
OCCUPATIONAL mobility ,HIGHER education - Abstract
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]
- Published
- 1999
- Full Text
- View/download PDF
45. Career Processes in Great Britain and the United States.
- Author
-
Winfield, Idee, Campbell, Richard T., Kerckhoff, Alan C., Everett, Diane D., and Trott, Jerry M.
- Subjects
- *
OCCUPATIONAL mobility , *CAREER changes , *SOCIAL mobility , *LABOR market - Abstract
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]
- Published
- 1989
- Full Text
- View/download PDF
46. INTER-INDUSTRY VARIABLES IN MALE LABOUR TURNOVER.
- Author
-
Curran, Margaret M.
- Subjects
LABOR turnover ,PERSONNEL management ,JOB satisfaction ,OCCUPATIONAL mobility ,LABOR - Abstract
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.
- Published
- 1981
- Full Text
- View/download PDF
47. Job-related training, trade union membership, and labour mobility: A longitudinal study.
- Author
-
Elias, Peter
- Subjects
OCCUPATIONAL mobility ,LABOR turnover ,ECONOMETRIC models - Abstract
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.
- Published
- 1994
- Full Text
- View/download PDF
48. MALE OCCUPATIONAL MOBILITY IN BRITAIN.
- Author
-
Harper, Barry
- Subjects
CAREER changes ,OCCUPATIONAL mobility ,HUMAN capital ,LABOR economics - Abstract
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.
- Published
- 1995
- Full Text
- View/download PDF
49. CHILDBIRTH AND OCCUPATIONAL MOBILITY: EVIDENCE FROM A LONGITUDINAL STUDY.
- Author
-
Brannen, Julia
- Subjects
OCCUPATIONAL mobility ,CHILDBIRTH ,WOMEN'S employment ,LONGITUDINAL method ,OCCUPATIONAL prestige - Abstract
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]
- Published
- 1989
- Full Text
- View/download PDF
50. Managers in Industry: Their Interorganizational Mobility.
- Author
-
Leggatt, Timothy
- Subjects
INTERORGANIZATIONAL relations ,OCCUPATIONAL mobility ,EXECUTIVES ,INDUSTRIES ,INDUSTRIAL management ,CAREER changes - Abstract
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]
- Published
- 1979
- Full Text
- View/download PDF
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