Gender Inequality in Authority and Autonomy in the Workplace in Japan,Britain, and the United States*

Abstract This study examines gender inequality in the distribution of various aspects of autonomy and authority in the workplace in Japan, Britain, and the United States. In all three societies, there are clear gender gaps in access to autonomy and authority relations, but the distributions are most unequal in Japan. The main part of this study involves the testing of four hypotheses which attempt to explain gender differences in autonomy and authority. The first hypothesis, which focuses on family responsibilities, receives limited support from the Japanese and British data. Japanese and British women are disadvantaged in obtaining managerial positions and supervising other employees by the presence of children. The human capital explanation of gender inequality in the workplace appears to be supported to some extent in Japan and Britain because gender gaps are reduced when we controlled for Render differences in education, tenure and work experience in these countries. The differential access to managerial positions is an important source of gender inequality in workplace social relations in all three countries. Nonetheless, significant gender gaps remain. especially in the United States. When all these factors (family responsibilities, human capital and managerial positions) are taken together, gender gaps are reduced substantially in Japan. In contrast. persistent gender inequality is found in the United States.     

Challenging transitions? Assessing the occupational mobility patterns of US immigrants by gender

This article uses the New Immigrant Survey to assess the occupational mobility of US immigrants. Estimates from OLS and Heckman selection models show the occupational mobility of immigrants follows a U-shaped pattern: immigrants arriving in the United States see their occupational status decline before it gradually improves. However, even 9 years after coming to the United States, the occupational status of immigrants remains lower than prior to their arrival in the country. Our findings also suggest that immigrant women with higher occupational status tend to move more often to the United States than immigrant men. Conversely, immigrant women are more likely than men to experience career interruptions after migration. Finally, occupational employment growth rates (defined as the growth rate in the number of jobs for an occupation) have a positive impact on both men and women immigrants' ability to recover their occupational status, though the impact appears to be greater for immigrant women.     

Gender Differences in Career Paths in Banking

Analysis of career paths of middle managers in savings banks revealed significant gender differences. This study of matched pairs found that men advanced faster and reached middle management through fewer promotions and positions than did their female counterparts. Men also had significantly more work experience outside of banking. In their banking careers, men held more jobs in lending, whereas women occupied more customer service positions.     

Helping Hands: Race,Neighborhood Context,and Reluctance in Providing Job‐Finding Assistance

In order to explain persistent racial inequality, researchers have posited that black Americans receive fewer job benefits from their social networks because of their reluctance to provide assistance to others who are looking for work. We test this idea on a national scale using geo‐coded data from the General Social Survey. Our results show that, on average, blacks offer more frequent job‐finding assistance to their friends than do whites. However, additional analyses reveal that race‐based job‐finding assistance is context dependent, as blacks living in areas characterized by concentrated black poverty have lower odds of helping others search for jobs than members of other races and in other community contexts.     

Race,Gender, Hollywood: Representation in Cultural Production and Digital Media's Potential for Change

Since its inception, the Hollywood industry has played an instrumental role in the mass dissemination of popular culture, both within the United States and globally. Yet, White men have almost exclusively created the narratives and myths that comprise Hollywood cultural production, while narratives by women and racial/ethnic minorities are fewer and less prominent. This article gives an overview of current research on racial and gender inequality in representation in the production of Hollywood film and television in the United States, with a focus on the contemporary era. Research on Hollywood cultural production points to a problematic trend of disadvantages in opportunities and outcomes facing women and racial/ethnic minorities, leading to the prevalence of stereotypes and a lack of diversity on‐screen. However, transformations in technology that alter the production and dissemination of media present the possibility of decreasing inequality for women and racial/ethnic minorities.     

Safe and shealthy integration into semiskilled jobs: does gender matter?

Women report fewer injuries than men when they are young, but report a higher proportion of professional diseases later in life (35 years +). Understanding early work conditions that lead to postponed health outcomes is necessary if we are to prevent women's injury as well as men's. Introduction to work and safe integration programs are often put forward to prevent injuries among youth. This paper aims to illustrate some differences in the job introduction / integration process for men and women and to discuss some gender-based Occupational Health and Safety (OHS) implications. Data come from two waves of interviews with 31 students enrolled in vocational training for a semiskilled trade. Results demonstrated differences between men and women: trades chosen, OHS complaints, supervising patterns, integration to work, etc. Women often choose customer service jobs, have less formal supervision and are often left to themselves when learning to do their job. Men declared more accidents while women reported more musculoskeletal symptoms. Findings from this research suggest young women's OHS issues should not be trivialized and that specific youth prevention programs for sectors where women are more present, such as customer service, should be developed.     

Controlling Anger and Happiness at Work: An Examination of Gender Differences

This article examines gender differences in the emotion management of men and women in the workplace. The belief in American culture that women are more emotional than men has limited women's opportunities in many types of work. Because emotional expression is often tightly controlled in the workplace, examining emotion management performed at work presents an opportunity to evaluate gender differences in response to similar working conditions. Previous research suggests that men and women do not differ in their experiences of emotion and the expression of emotion is linked to status positions. An analysis of survey data collected from workers in a diverse group of occupations illustrates that women express anger less and happiness more than men in the workplace. Job and status characteristics explain the association between gender and anger management at work but were unrelated to the management of happiness expressions in the workplace.     

Breastfeeding and employment: A propensity score matching approach

ABSTRACT

It is well established within the scholarship on work and the family that many women experience difficulty juggling work and family responsibilities. Challenges to breastfeeding after giving birth are a specific manifestation of this work–family conflict. Many women report that they are unable to continue breastfeeding upon return to paid work. In this article, I analyze a subsample of 746 women from the United States Infant Feeding Practices Survey II to assess the effect of new mothers’ employment status and workplace characteristics on breastfeeding duration. This research reveals that new mothers who return to paid employment within three months of giving birth breastfeed an average of five fewer weeks than new mothers who do not return to paid work for three months or more. In addition, among mothers who return to paid work within three months, full-time workers breastfeed an average of more than 15 fewer weeks than part-time workers. These substantial differences in the duration of breastfeeding suggest that women face significant obstacles to combining paid work and mothering in the postpartum period.     

Man Up,Man Down: Race–Ethnicity and the Hierarchy of Men in Female‐Dominated Work

Scholars have largely overlooked the significance of race and socioeconomic status in determining which men traverse gender boundaries into female‐dominated, typically devalued, work. Examining the gender composition of the jobs that racial minority men occupy provides critical insights into mechanisms of broader racial disparities in the labor market—in addition to stalled occupational desegregation trends between men and women. Using nationally representative data from the three‐year American Community Survey (2010–2012), we examine racial/ethnic and educational differences in which men occupy gender‐typed jobs. We find that racial minority men are more likely than white men to occupy female‐dominated jobs at all levels of education—except highly educated Asian/Pacific Islander men—and that these patterns are more pronounced at lower levels of education. These findings have implications for broader occupational inequality patterns among men as well as between men and women.     

WILL THEY STAY,OR WILL THEY GO? Sex‐Atypical Work among Token Men Who Teach

This study investigates competing propositions about the effect of workplace sex composition on men who do "women's work," and it contributes to our understanding of how men's experience with sex-atypical work affects workplace sex segregation. Using data on 5,734 secondary and elementary school teachers from the 1990–1992 Schools and Staffing Surveys, I conduct multinomial logistic regression analyses to test hypotheses regarding men's and women's relative likelihood of moving out of teaching and advancing up into administrative positions. Results from these analyses provide no evidence that Kanter's tokenism proposition is generalizable to token men who teach in elementary schools; rather than suffering disadvantages, evidence supports William's "glass escalator" proposition that men enjoy privilege in predominantly female jobs and are more likely than women to be promoted into administrative occupations.     

Age,Experience, and Schooling: Decomposing Earnings Inequality in the United States and Brazil*

This article analyzes age and experience profiles of earnings inequality for U.S. and Brazilian males. Decomposition of the inequality profiles using a standard human capital earnings equation clarifies the determinants of cross-sectional inequality profiles and demonstrates a number of important differences in the shape of the two countries' profiles and in their underlying components. Most dramatic are Brazil's higher returns to schooling and higher variance in years of schooling, both factors contributing to the significantly higher level of income inequality in Brazil. Changes in the distribution of schooling across cohorts are shown to play a central role in explaining cross-sectional inequality profiles within each country and differences in earnings inequality in the United States and Brazil.     

SUBURBAN LABOR MARKETS, URBAN LABOR MARKETS, AND GENDER INEQUALITY IN EARNINGS

This study focuses on the role of labor market location in generating gender inequality in earnings. Specifically, the article examines whether suburban versus urban labor market conditions differentially affect gender-based earnings inequality. Tel Aviv metropolitan area labor force data support the thesis that women's tendency to settle for jobs in the vicinity of home is an exchange between economic opportunities and convenience, to avoid conflict with traditional roles. The cost of staying in the suburban labor market is greater for women than men, and suburban exceeds urban labor market gender-linked economic discrimination.     

Household Headship Among Married Women: The Roles of Economic Power, Education, and Convention

Household headship historically has been equated with being the main economic provider of the household, a position usually occupied by men. This paper uses a change in the United States Census definition of household headship to examine whether headship for married women is associated with being the primary breadwinner in a marriage versus other non-economic explanations. According to microdata from the 1990 United States Census, women who are the main income providers in a marriage are much more likely to be household heads than women in co-provider marriages. There also is support for an egalitarian ideology explanation; that is, when both spouses are highly educated, the wife is more likely than the husband to be household head net of her relative economic independence in that marriage. Yet the force of convention remains strong given the low prevalence of headship among married women. The new census definition was meant partly to reflect the changing economic status of women. However, the reality is that conventional gender behaviors persist in household headship.     

Work satisfaction in a rapidly feminized profession: assessing the intersection of gender,parenting and support resources among veterinary doctors

Abstract

Women typically hold jobs in which they experience less pay and less favorable working conditions than men in comparable positions. Despite these differences, women report similar or even higher levels of work satisfaction. Most studies explaining work satisfaction and gender focus on workplace rewards as potential explanatory variables. Little is known about the relevance of support resources from the family domain in relation to women’s and men’s work satisfaction. Finally, the relevance of support resources has not been studied in high-status professions where women have quickly become more highly represented numerically. Using quantitative survey data from a sample of married veterinary doctors (N?=?311), we explore the influence of work and family-based support resources. Specifically, we examine the relationship between work satisfaction and three sources of support: coworkers, family, and spouses. We also explore whether parental status has moderating effects for women and men with these resources in association with work satisfaction. We find that mothers are more satisfied than fathers. Parenthood and supportive family engagement are strong predictors of women’s work satisfaction. Coworker support is a salient predictor of work satisfaction for all, especially for men who are fathers. Implications for men and women working in high-status professions are discussed.     

Gender Differences in the Effects of Personality Traits on Party Identification in the United States

This study examines whether the Big Five personality traits have different effects on male and female party identification in the United States. Research has found associations between personality traits and partisanship in the United States. However, there is solid evidence of gender differences in personality traits, and past studies have not yet considered whether personality-partisanship relationship might be gender-differentiated. This study finds that with the increase of agreeableness, women tend to be Republicans, but men tend to be Democrats. Furthermore, as openness to experience increases, women are more likely to be strong partisans, but men are more likely to be independents or leaning partisans. To sum up, this study provides evidence that the effects of the Big Five personality traits on party identification vary by gender and suggests that it is wrong to assume that the Big Five personality traits have the same impacts on male and female party identification.     

Economic Rights,Economic Myths,and Economic Realities

Summary

Although the myth is that gay and lesbian people, especially gay men, are affluent and are faring well in the workplace, research shows that they in fact experience wage discrimination and lack many other fundamental rights related to employment. This article reviews the literature addressing gay, lesbian, bisexual, and transgend-ered people as workers, showing the ways in which their economic rights are still compromised in the United States today. The social work profession must understand these realities and seek ways to address them.     

Risk factors for femicide-suicide in abusive relationships: results from a multisite case control study

The killing of women by men who then take their own lives (femicide-suicide) is the most common form of homicide-suicide. This study identified femicide-suicide risk factors in an 11-city case-control study of femicide in the United States. Perpetrator, victim, relationship, and incident characteristics were analyzed for femicide-suicide cases (n = 67) and controls (n = 356, women living in the community with nonfatal physical abuse) using logistic regression modeling. Two risk factors emerged that were unique to femicide-suicides cases compared to overall femicide risk analyses: prior perpetrator suicide threats and victims having ever been married to the perpetrator.     

Economic Integration among Children of Israeli Immigrants in the United States

The paper analyses the economic assimilation of first, 1.5, and second generation Israeli Jewish immigrants in the United States. The empirical analyses are based on the 1990 public use sample (PUMS) that enables the identification of adult children of Jewish Israeli immigrants. The analyses show that all groups of Jewish Israeli immigrants in the United States are doing very well relative to a benchmark of native‐born Americans. The comparisons also indicate that children of immigrants — both men and women — are even more successful economically than the immigrants themselves. The economic success of Israeli immigrants and their offspring in the United States is due not only to their high level of education, but also to unmeasured traits that help them earn more than demographically comparable natives.     

Sex,Educational Differentiation,and Occupational Status: Analyzing Occupational Differences for Community and Four-Year College Entrants*

Based on the Fames data, the author analyzes how the differentiation of higher education into sectors affects current occupational status among a homogeneous age population. The sample consists of young men and women ten years after high school graduation. Past studies analyzing correlations between educational level and occupational status virtually ignore the effects of community college attendance. Most earlier work defines school quality solely in terms of per-pupil expenditures, but these studies fail to account for the complexity of the higher educational system in the United States today. My research shows that the type of first college entered is a significant variable in analyzing differences in occupational status, even when holding constant variations in ability, socioeconomic background, and college goal. The average status of four-year college entrants' jobs is almost 12 points higher on the Duncan scale than the status of community college entrants' jobs. Community college entrants suffer an occupational penalty, compared to four-year college entrants, even when controlling for years of education.     

Men's and Women's Beliefs About Gender Inequality: Family Ties,Dependence, and Agreement

This paper addresses an often stated but rarefy tested assumption in feminist theory: that women's dependence on men and the high degree of intimate contact between women and men shape women's consciousness of gender stratification, encouraging them to develop interpretations of gender inequality similar to men's. I explore this issue by examining whether women's dependence on men and family ties to men are associated with the degree of similarity in men's and women's gender-related attitudes, using data from a national probability sample of adults in the United States. The analyses presented are not conclusive, but they do suggest that further inquiry into the role of dependence and family ties in drawing women's interpretations of gender inequality toward men's is merited.