Stay or Leave? Externalization of Job Mobility and the Effect on the U.S. Gender Earnings Gap, 1979-2009

Kronberg, Anne-Kathrin

doi:10.1093/sf/sot041

Cited by 36 publications

(30 citation statements)

References 61 publications

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“…There are two possible explanations, perhaps operating jointly. Prior research has shown that changing employers is associated with higher earnings among workers in good jobs, but employer changes are penalized in bad jobs (Kronberg 2013). To the extent that Black women working in retail and service jobs are unable to secure employment in a higherpaying firm or occupational group, they may not economically benefit from changing jobs.…”

Section: Discussionmentioning

confidence: 99%

“…Researchers evaluate intergenerational mobility to understand the extent to which children become better off economically than their parents (Chetty et al 2014), as well as occupational mobility to evaluate career progress starting from an individual's first job (Blau and Duncan 1967;Spilerman 1977). Research shows that upward mobility is enhanced or constrained depending on family socioeconomic origin (Chetty et al 2014), educational attainment (Blau and Duncan 1967;Hachen 1990), sex (Tomaskovic-Devey 1993;Kronberg 2013), and race and ethnicity (Wilson et al 1999), among other factors. With economic restructuring in the 1970s reflected in the rapid growth in professional services and shrinking share of employees working in manufacturing, educational attainment became an increasingly important prerequisite to obtaining desirable jobs and improving socioeconomic rewards (Hachen 1990;Kalleberg 2011), though economic mobility may be declining even among the more highly educated (Carr and Wiemers 2016).…”

Section: Introductionmentioning

confidence: 99%

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Racial Disparities in Women's Mobility out of Retail and Service Occupations

Landivar¹,

Beckhusen²

2019

Preprint

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Nearly 40 million workers are employed in retail and service occupations. While the average age and educational attainment of workers in these occupations has increased significantly since the 1970s, many of these occupations offer low wages, along with limited fringe benefits and opportunities for advancement. These occupations also employ a disproportionate share of Black and Hispanic women. Using longitudinal data from the 2004 and 2008 Survey of Income and Program Participation which provide occupational data over a four year timespan, we evaluate the prevalence of occupational mobility by sex, race, and ethnicity. This research shows there are racial disparities in occupational mobility, with Black and Hispanic women less likely to exit retail and service occupations than White, non-Hispanic women. Educational attainment increased the likelihood of occupational mobility. Hispanic women's lower levels of educational attainment depressed their occupational mobility, while longer job tenure increased the likelihood they would be occupationally mobile. Differences in human capital and job tenure did not explain mobility disparities between Black and White, non-Hispanic women. However, unionization reduced occupational mobility and partly accounts for Black women's lower rates of mobility. Black women were more likely to be unionized and unionization was associated with decreased occupational mobility among women. Workers in unionized retail and service occupations earned higher wages, reducing the incentive to leave and lowering their occupational mobility rate.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Racial Disparities in Women's Mobility out of Retail and Service Occupations

Landivar¹,

Beckhusen²

2019

Preprint

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“…In the case of a job change, they had to indicate if it included the transition to a new organization. I only considered individuals employed prior to interorganizational job change as even shorter unemployment gaps can result in detrimental career outcomes (Kronberg, 2013) and only respondents with no missing information. I also excluded first-time employment because these do not include an interorganizational job change.…”

Section: Samplementioning

confidence: 99%

Transitory effects of personality on employee turnover

Bartolec

2018

EJMI

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Purpose – examining transitory effects of extraversion and openness to experience on employee turnover. Design/Method/Approach. Fully observed recursive mixed process model. Findings. Results show that (i) extraversion positively predicts turnover and that (ii) openness does not predict turnover. Moreover, comparing size effects between studies reveals that only extraversion has significantly more positive effect on employee turnover, which is in contradiction with previous meta-analysis. Theoretical implications. This research identifies a plausible boundary condition – national culture – in examining how a person’s personality impact employee turnover in organizations. It highlights the shortcomings of previous meta-analysis that failed to incorporate differences in societal values and business contexts and identifies. Practical implications. In studying cultural contexts and value congruencies, this study contributes to the international human resources literature by identifying boundary conditions that explain how personality impacts employee turnover. Originality/Value. This study is the first to analyze the effects of personality on turnover using a within-individual unfolding and holistic model. Research limitations/Future research. The current study incorporates only a sample from a single country. Future research that analyzes the moderating effects of societal and business values in cross-national samples could corroborate and extend on the findings from this study. Paper type – empirical.

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“… Considering ‘good’ and ‘bad’ jobs an indicator of class position, Kronberg () further notes that gender gaps decrease when workers voluntarily leave good jobs, while they increase when workers involuntarily leave good jobs.…”

mentioning

confidence: 99%

“…Considering 'good' and 'bad' jobs an indicator of class position,Kronberg (2013) further notes that gender gaps decrease when workers voluntarily leave good jobs, while they increase when workers involuntarily leave good jobs. 2 This may be related to spatial mobility among partnered men and women, asFuller's (2008) analysis of mobility and wage trajectories indicates that married women earn less after moving, while men earn more.…”

mentioning

confidence: 99%

The Gender Wage Gap in the United States and Cross Nationally

Misra

Murray‐Close

2014

Sociology Compass

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Scholarship in sociology and economics has long explored the gender wage gap. Recent research suggests that these inequalities are indicative of important differences not only between men and women, but among women and men, ref lecting rising levels of income inequality among workers in the postindustrial era. We argue that the most interesting debates in the gender wage gap -those exploring differences among subgroups by class, race, and/or parenthood status (such as the motherhood wage penalty), as well as those considering differences across countries -can bring new insights to the study of wage inequality, as well as to understandings of what drives gendered wage inequality.

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Stay or Leave? Externalization of Job Mobility and the Effect on the U.S. Gender Earnings Gap, 1979-2009

Cited by 36 publications

References 61 publications

Racial Disparities in Women's Mobility out of Retail and Service Occupations

Racial Disparities in Women's Mobility out of Retail and Service Occupations

Transitory effects of personality on employee turnover

The Gender Wage Gap in the United States and Cross Nationally

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