Showing papers in "Work And Occupations in 1999"
TL;DR: This paper used the Panel Study of Income Dynamics (PSIOD) to examine the effect of race and gender composition in the origin occupation on movement to a managerial position and found that for men, percentage of women in origin occupation positively affected the chances of men moving to a supervisory position and that Blacks were less likely than Whites to be promoted.
Abstract: Many have researched the effect of occupational segregation on race and gender gaps in pay, but few have examined segregation's impact on promotions. This article uses the Panel Study of Income Dynamics to examine the effect of race and gender composition in the origin occupation on movement to a managerial position. Findings show that for men, percentage of women in the origin occupation positively affected the chances of men moving to a supervisory position and that Blacks were less likely than Whites to be promoted. For women, percentage of women and percentage of Blacks in the origin occupation significantly decreased chances of women attaining a management position. Subsequent analyses showed that Black men, Black women, and White women waited longer than did White men for the managerial promotions they received. The findings suggest the impact of a “glass escalator” for White men, a “glass ceiling” for others, and contradict the notion of a “declining significance of race.”
449 citations
TL;DR: Based on nationwide data the authors collected on whistle-blowers and on silent observers, this paper reported that whistle-bling is more frequent in the public sector than in the private sector.
Abstract: Based on nationwide data the authors collected on whistle-blowers and on silent observers, this article reports, that (a) whistle-blowing is more frequent in the public sector than in the private; ...
344 citations
TL;DR: This article examined the effect of race composition on job satisfaction, school commitment, and career commitment of teachers in 405 schools in a large urban school system, using relational demography theory, racial prejudice literature, and status characteristics theory.
Abstract: We examine the effect of the school racial composition of teachers and the school racial composition of students on the job satisfaction, school commitment, and career commitment of teachers in 405 schools in a large urban school system. We rely on arguments from relational demography theory, racial prejudice literature, and status characteristics theory, which identify variables that mediate this observed relationship between racial composition and satisfaction and commitment. Consistent with the nonsymmetry argument, racial composition effects are found for White but not Black teachers. The most support is found for the relational demography and racial prejudice claims that White teachers “mismatched” to contexts where their race is not dominant experience greater role conflict, less autonomy, inadequate resources, and reduced coworker support. These work conditions then reduce their job satisfaction and school commitment. Commitment to one's teaching career is not affected by school racial composition,...
190 citations
TL;DR: In this article, the basic assumption of statistical discrimination theory, which holds that women and minorities earn lower wages because they, on average, have lower productivity, was explored, and the authors showed that there are substantial gender and racial wage penalties net of human capital for a sample of employees.
Abstract: This article explores the basic assumption of statistical discrimination theory, which holds that women and minorities earn lower wages because they, on average, have lower productivity. Employer exploitation of women and minorities and social closure by advantaged employees are advanced as alternative explanations for the lower wages of women and minorities. The authors first demonstrate that there are substantial gender and racial wage penalties net of human capital for a sample of employees. The primary analysis focuses on the sample of private-for-profit establishments in which these individuals are employed. Establishment productivity as well as aggregate salaries and wages and profits are regressed on the sex and race composition of the establishment with other factors that may influence establishment productivity. Findings show that neither the sex nor race compositions of the workplace are associated with productivity. The authors interpret the results to be most consistent with a social closure a...
164 citations
TL;DR: This paper used data from the 1988 to 1992 waves of the Panel Study of Income Dynamics (PSID) to assess predictions from the particularistic mobility thesis concerning how African American and White males reach the Managers-Administrators and Professional-Technical census-based occupational categories.
Abstract: This study uses data from the 1988 to 1992 waves of the Panel Study of Income Dynamics (PSID) to assess predictions from the particularistic mobility thesis concerning how African American and White males reach the Managers-Administrators and Professional-Technical census-based occupational categories. The findings provide support for the particularistic mobility thesis. In particular, African Americans, relative to Whites, attain both occupational categories on the basis of a narrow and circumscribed route: for African Americans, the acquisition of significant human capital credentials and experience at a similar level in the occupational structure in next-to-last job with the same employer are important prerequisites for moving into privileged occupations. Furthermore, analyses indicate that particularistic employment practices are more pronounced in the private than the public sector. The implications of the findings for explaining racial differences in representation in the two occupational categories...
146 citations
TL;DR: In this paper, data collected over three time periods, from 1980 to 1992, show massive changes in the ways in which federal employees reported wrongdoing and the effects on them for having done so.
Abstract: Data collected over three time periods, from 1980 to 1992, show massive changes in the ways in which federal employees reported wrongdoing and the effects on them for having done so. Laws intended to encourage whistle-blowing seem to have two desired effects: to reduce the incidence of perceived wrongdoing and to increase the likelihood of whistle-blowing. However, two unintended effects are also observed: perceived retaliation increased and whistle-blowers increasingly sought anonymity. The basic model predicting retaliation is essentially the same in the three time periods in which data were collected. Implications for research, practice, and the design of future legislation are discussed.
133 citations
TL;DR: In this article, the authors draw from criminological research on victimization and on organizational models of the social context of sexual harassment to propose a routine activities explanation of sexual harassers.
Abstract: This article draws from criminological research on victimization and on organizational models of the social context of sexual harassment to propose a routine activities explanation of sexual harass...
129 citations
TL;DR: This paper examined the stability of occupational expectations during the first 7 years after high school and their correspondence with occupations held at age 30, using data from the Longitudinal Study of Occupational Expectation.
Abstract: We examine the stability of occupational expectations during the first 7 years after high school and their correspondence with occupations held at age 30, using data from the Longitudinal Study of ...
101 citations
TL;DR: The authors examined the need for and use of leaves designated by the Family and Medical Leave Act and found that women, parents, those with little income, and African Americans are particularly likely to perceive a need for job leaves.
Abstract: This article examines the need for and use of leaves designated by the Family and Medical Leave Act. Using national data, we show that women, parents, those with little income, and African Americans are particularly likely to perceive a need for job leaves. However, it is married—not single—women and Whites who are particularly likely to take such leaves. The authors suggest that this disjunction between need and use is a consequence of the construction of leave policy—that it provides for only short, unpaid leaves for a narrow slice of workers and those politically constructed as “family”—and the unresponsiveness of workplaces. These limits likely reinforce inequality based on gender, race, and family status.
100 citations
TL;DR: This article examined what happens to Black, White, and Hispanic men and women as they reenter the job market after displacement from their previous jobs, and found that white men appear to head the post-displacement queue.
Abstract: This article attempts to disentangle the effects of race and gender by examining what happens to Black, White, and Hispanic men and women as they reenter the job market after displacement from their previous jobs. The authors use data from the 1996 Displaced Worker Survey (a supplement to the February 1996 Current Population Survey) and focus on postdisplacement employment and earnings as the main dependent variables. Queuing theory is used to help understand the powerful ranking and sorting processes in a race- and gender-conscious job market. The authors find the distribution of displacement costs unequal. White men appear to head the post-displacement queue. White women experience a gender disadvantage. Black men lose as a result of their race and do not benefit from gender in most cases. Black women generally experience the double burden of race and gender. Hispanic men do appear to generally benefit from gender, but Hispanic women lose.
88 citations
TL;DR: The normative basis of organizational life is often overlooked in contemporary workplace studies as discussed by the authors, and current models of the workplace more frequently stress forms of workplace control as determinants of workplace success.
Abstract: The normative basis of organizational life is often overlooked in contemporary workplace studies. Current models of the workplace more frequently stress forms of workplace control as determinants o...
TL;DR: In this paper, identity and solidarity among 22 physician-managers working in a changing health maintenance organization was examined. And they described two distinct identities among these professionals and the differences between them.
Abstract: This study examines identity and solidarity among 22 physician-managers working in a changing health maintenance organization. It describes two distinct identities among these professionals and the...
TL;DR: In this paper, the authors examined the determinants of changes in job satisfaction for childbearing women who return to their jobs following childbirth using longitudinal data and found that job satisfaction decline with the birth of a child.
Abstract: This study examines the determinants of changes in job satisfaction for childbearing women who return to their jobs following childbirth. By using longitudinal data, this research is able to determine the direction and causes of changes in satisfaction that accompany the return to work. We find first that declines in job satisfaction routinely accompany the birth of a child. However, several family and workplace characteristics help to alleviate the decline in job satisfaction. In addition, we find that the determinants of job satisfaction appear to change following childbirth, which will be key in future research examining this issue.
TL;DR: It is argued that being and becoming a pharmacist presents a paradox of familiarity wherein technical knowledge and opportunity, in the absence of proper appreciation of the risks of substance abuse, can delude pharmacists into believing that they are immune to prescription drug abuse.
Abstract: On average, pharmacists spend six years in college studying the intricacies of prescription medicines and their effects on the human body. Upon graduation, they embark on a career where their expertise and familiarity with the proper use and dangers of prescription drugs continuously grows. Despite this wealth of experience, some pharmacists become prescription drug abusers. The present analysis uses interview data obtained from 50 recovering drug dependent pharmacists to understand the process by which these professionals come to abuse the tools of their trade. Ironically, the data show several ways in which the individuals' knowledge and expertise may actually contribute to progressive prescription drug abuse. The authors argue that being and becoming a pharmacist presents a paradox of familiarity wherein technical knowledge and opportunity, in the absence of proper appreciation of the risks of substance abuse, can delude pharmacists into believing that they are immune to prescription drug abuse.
TL;DR: A recent special issue of Work and Occupations as mentioned in this paper devoted to the increasing scholarly work on the intersection of gender and ethnicity in studies of the labor market has shown that the ability of the polity to regulate the activities of millions of employers undertaking the millions of labor market transactions involved in the hiring, payment, promotion, treatment, and displacement of workers is limited.
Abstract: T his special issue of Work and Occupations i devoted to the increasing scholarly work on the intersection of gender and ethnicity in studies of the labor market. Recent years have witnessed a resurgence of interest in understanding the complicated dynamics between racial and ethnic disad vantage and strong gender segregation in the labor force. Although legislation and political action to eradicate the vestiges of formal legal discrimination have been ongoing during the past 30 years, the ability of the polity to regulate the activities of the millions of employers undertaking the millions of labor market transactions involved in the hiring, payment, promotion, treatment, and displacement of workers is by its nature limited. Therefore, the key to understanding gender and ethnic inequality in the market lies in understanding the dynamics of “business as usual” in these transactions—that is, how seemingly innocuous signals (gender, skin color, or historical associations of jobs with gender or skin color) shape employment practices. The rhetorical debate about gender and ethnic disadvantage generally pits so-called legitimate sources of hiring, promotion, wage, and displacement differentials among individuals against illegitimate or discriminatory sources of differential treatment. Legitimate sources include worker charac teristics such as educational attainment, job tenure, and general labor market experience, all characteristics thought to affect the overall productivity of an individual worker. Other legitimate sources include firm or industry charac teristics, such as firm size, unionization, aggregate industry profitablity, local unemployment rates, and capital intensity. Several of the authors in this issue struggle to separate the legitimate from the illegitimate and demonstrate the existence and severity of illegitimate sources of disparities in the treatment of workers. Typically, scholars use controls for individual productivity differ ences or human capital, and sometimes firm or industry level processes, to
TL;DR: The 1992 Los Angeles riots laid bare tensions surrounding race and ethnicity that exist not only in Los Angeles but in major cities throughout the United States as mentioned in this paper, and the trigger for the riots was the not-guilty verdict against the four police officers accused of beating Black motorist Rodney King.
Abstract: The April 1992 Los Angeles riots laid bare tensions surrounding race and ethnicity that exist not only in Los Angeles but in major cities throughout the United States. The trigger for the riots was the not-guilty verdict against the four police officers accused of beating Black motorist Rodney King. Yet, the 3 days of rioting were not just about police brutality. The Black and Latino rioters and looters were also expressing their rage against and hopelessness over the lack of opportunities in their own lives, especially as juxtaposed with the seeming success of new immigrants. The riots took an awful toll—52 deaths, 2,400 injuries, and $785 million worth of property damage. Korean store owners were disproportionately hurt, suffering $350
TL;DR: This paper present a collection of ouvrages which analyse the evolution of the relation entre vie professionnelle et vie familiale aux Etats-Unis, including the Balancing Act: Motherhood, Marriage, and Employment Among American Women.
Abstract: L'A. presente quatre ouvrages qui analysent l'evolution de la relation entre vie professionnelle et vie familiale aux Etats-Unis. Dans leur ouvrage «Balancing Act: Motherhood, Marriage, and Employment Among American Women», publie en 1996, Daphne Spain et Suzanne M. Bianchi examinent l'impact de la vie professionnelle sur le niveau de bien-etre des femmes americaines. Le livre de John P. Robinson et de Geoffrey Godbey «Time for Life: The Surprising Ways Americans Use Their Time», paru en 1997, decrit de quelle maniere les americains emploient leur temps de loisir. Dans «The Time Bind: When Work Becomes Home and Home Becomes Work», Arlie Russell Hochschild rappelle que la famille est avant tout une source d'emotion et de satisfaction et que l'emploi constitue la source principale du soutien materiel pour la famille. Scott Coltrane, dans son livre «Family Man: Fatherhood, and Gender Equity», analyse les changements concernant le role des peres au sein des familles americaines.
TL;DR: This article examines 48 well-known but little analyzed 1980s security fraud cases to demonstrate that securities fraud activities require high centrality and intensity of communication combined with highly centralized decision making.
Abstract: This article examines 48 well-known but little analyzed 1980s security fraud cases. Organizational and archival data, personal interviews, and court documents are used as data sources to define the networks involved in insider trading, parking, skimming warrants, taxfraud, and market manipulation. The fraud analyzed was embedded in a high information processing industry with fast-changing markets. It returned exceptional rewards to both host units and individual members who retained nearly one half of every million dollars they grossed from fraud. Findings demonstrate that securities fraud activities require high centrality and intensity of communication combined with highly centralized decision making. These characteristics are incompatible in most multidivisional decentralized firms. Fraud networks emulate neither the structural contingency nor the secrecy models. The answer is found in the structural transformation of securities firms, during the late 1970s and 1980s, from multidivisional to multisubsi...
TL;DR: In this article, the A.A. porte son attention sur les pratiques criminelles sur le place de travail, and estime que les theories and les concepts utilises for analyser l'organisation du place de work constituent un apport de premier plan for la criminologie.
Abstract: L'A. porte son attention sur les pratiques criminelles sur le lieu de travail. Il montre que les theories et les cadres conceptuels elabores par les specialistes en criminologie peuvent inspirer une approche nouvelle des phenomenes de criminalite sur le lieu de travail. Reciproquement, il estime que les theories et les concepts utilises pour analyser l'organisation du lieu de travail constituent un apport de premier plan pour la criminologie.