Occupational Attainment and Segregation by Sex

Brown, Randall; Moon, Marilyn; Zoloth, Barbara S.

doi:10.2307/2522696

Cited by 25 publications

(11 citation statements)

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“…Male and female workers sort themselves into different market occupations based on preferences about job flexibility and earning's profiles (Goldin, 1984(Goldin, , 1986Adda et al, 2017); responding to societal expectations and attitudes towards female work (Brown et al, 1980;Goldin, 1984Goldin, , 2006; and as a function of gender specific comparative advantages associated to differences in physical, sensory, motor, and spatial aptitudes (Galor and Weil, 1996;Black and Juhn, 2000;Rendall, 2010;Welch, 2000;Rendall, 2013;Baker and Cornelson, 2016). The model attempts to incorporate both individual preferences and equilibrium returns to labour in the decision problem of the agents.…”

Section: Occupational Choicementioning

confidence: 99%

The Distribution of the Gender Wage Gap

Bhalotra

Sierra

2018

SSRN Journal

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Any opinions expressed in this paper are those of the author(s) and not those of IZA. Research published in this series may include views on policy, but IZA takes no institutional policy positions. The IZA research network is committed to the IZA Guiding Principles of Research Integrity. The IZA Institute of Labor Economics is an independent economic research institute that conducts research in labor economics and offers evidence-based policy advice on labor market issues. Supported by the Deutsche Post Foundation, IZA runs the world's largest network of economists, whose research aims to provide answers to the global labor market challenges of our time. Our key objective is to build bridges between academic research, policymakers and society. IZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author.

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Section: Occupational Choicementioning

confidence: 99%

The Distribution of the Gender Wage Gap

Bhalotra

Sierra

2018

SSRN Journal

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“…Although there has been some growth in the number of women entering management (in 1988 women accounted for 11% of General Managers, compared to less than 5% in 1971), they are more likely to be found in the traditionally 'female' service sectors of the economy (Nicholson and West 1988). 1981;Brown et a/. 1981;Brown et a/.…”

Section: Women In Management: Under the Class Ceilingmentioning

confidence: 99%

Women Managers, Gendered Cultural Processes and Organizational Change

Green

Cassell

1996

Gender Work & Organization

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This paper develops a critical approach towards the nature of research and knowledge about Women in Management (WIM). A variety of perspectives in the WIM area are reviewed from an inter‐disciplinary standpoint. Drawing on radical approaches to organization analysis, the paper aims to evaluate the insights provided into the position of women in management from the perspectives outlined. It is argued that feminist approaches which focus on the gendered nature of organizational processes and in particular organizational cultures, represent an important way forward in the development of adequate theorizations of the position of women managers. The paper examines the implications of this analysis for the Women in Management research agenda and explores appropriate strategies for organizational change within this arena.

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“…Thus mobility occurs if the expected (lifetime) returns to the resources in an alternative occupation exceed those in the current occupation [Shaw (1984)], although it is very difficult for potential migrants to predict their income levels after the return home. While educational attainment, qualification (training), and parental background are important factors in determining an individual's starting-point (first occupation) in the labour market [Brown et al (1980)], these factors usually provide little explanation of job movement thereafter [Mayhew and Rosewell (1981)]. The experience of individuals in the labour market, particularly duration of stay in the current occupation, gender, age, social ties, and ethnicity are generally considered the important determinants of occupational change [Greenhalgh and Stewart (1985)].…”

Section: Introductionmentioning

confidence: 99%

Return Migration and Occupational Change: The Case of Pakistani Migrants Returned from the Middle East

Gm¹,

Irfan²

2022

pdr

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This paper examines the factors affecting occupational composition of Pakistani workers upon their return from Middle East employment by using the 1986 ILO/ARTEP Survey of Return Migrant Households. In view of the concentration of workers in lowstatus occupations prior to migration, there was a great incentive for them to change these occupations after return. The study shows that the economic resources gained from overseas employment gave migrants the strength to seek independent employment, and there was a clear move out of the production-service occupations into business and agriculture occupations. This movement was strongly related to migrants’ length of stay in the Middle East. Since the occupational structure of the general population remained almost unchanged in the 1970s and 1980s, the employment trends exhibited by return migrants could largely be attributed to overseas migration. However, the study shows that businesses and farms established by migrant workers were small-scale.

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Occupational Attainment and Segregation by Sex

Cited by 25 publications

References 0 publications

The Distribution of the Gender Wage Gap

The Distribution of the Gender Wage Gap

Women Managers, Gendered Cultural Processes and Organizational Change

Return Migration and Occupational Change: The Case of Pakistani Migrants Returned from the Middle East

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