Female Labor Force Participation and the Organizational Experiences of Male Workers*

Using a sample of 387 male federal employees who responded to a questionnaire, this study tests two theoretical perspectives concerning the effect of women's labor force participation on men's work experiences. One theory, with roots in the external-conflict/intenial-cohesion and minority-group size/discrimination literature, predicts that the greater the representation of women in work groups, the greater the social solidarity among male workers and the less the social support for males from female coworkers. A second theory, derived primarily from Blau's exploration into the quantitative properties of social structure, suggests that the higher the proportional representation of females, the lower of social solidarity among male workers and the greater the social support for males from female coworkers. The findings support the latter, not the former, theoretical perspective.     

Labor Market Structure and Career Occupational Status Mobility: A Theoretical Model*

Sociological explanations of career or intragenerational occupational status mobility generally have not taken into explicit account the effects of labor market structure. Rooted in structural-functionalist sociological theory or neoclassical economic theories of the labor market, models typically misrepresent the process of individual occupational status mobility, primarily by including only individual characteristics. Dual labor market theory is introduced, direct as well as indirect effects of labor market structure on career occupational status mobility are outlined, and a theoretical model is presented. It is hypothesized that labor market structure will have direct effects on opportunities for career occupational status mobility that are independent of the effects of individual characteristics. Additional indirect effects are suggested: through their effects on social network structures, labor markets operate as job opportunity information filters.     

Occupational Advantage and the Impact of College Rank on Labor Market Outcomes*

Most analyses of the effects of college rank on labor market outcomes focus on its average impact across sub-populations and employment situations. The framework adopted in this paper, however, suggests that the effects of college rank may vary by individual characteristics and type of job. Using data from the 1973 Occupational Changes in a Generation Survey, we test three hypotheses suggesting that occupational advantage, as measured either by family of origin or current position, is a significant determinant of capacity to convert increments in college prestige into labor market success. The findings suggest that where one went to college is especially consequential for (1) the occupational status of individuals from professional families; (2) the earnings of individuals from both professional and managerial families; and (3) the earnings of individuals in both professional and managerial positions. Overall, these findings tend to confirm the study's underlying hypothesis that aggregate analyses of college rank may be misleading when applied across sub-populations and employment situations.     

Sexual Orientation and Labor Market Discrimination

We develop empirical estimates of the return to sexual orientation in the labor market and utilize the 2004 Current Population Survey to determine if lesbians and gay men are treated differently from their heterosexual counterparts. We find strong evidence consistent with the hypothesis of discriminatory treatment against gay men, and this evidence differs substantially by occupation. On the other hand, we find no evidence of discrimination against lesbians. These findings are consistent with priors based on economic theory of the standard taste for discrimination and statistical discrimination models. The results for both men and women are consistent across wage and total compensation regressions.

Labor Force Participation and Socioeconomic Status*

This study examined the relationship between labor force participation by more than one family member and the socioeconomic status of the family, as measured by the Census SES score. The data were derived from a special tabulation of the 1960 Census five percent sample tape. In general, labor force participation by more than one family member was associated with higher SES scores in both white and Negro families. Multiple wage earners in white families were associated with “above the middle” level scores, whereas in Negro families multiple wage earners appear to contribute to barely or almost attaining middle level scores.     

Occupational Roles: Power and Negotiation in the Division of Labor*

The sociology of occupations and professions manifests a clear tendency toward the use of theoretical perspectives which emphasize considerations of power, social control and negotiation. This is most clearly articulated in several substantive areas within the field, notably occupational expansionism, intra-occupational relations, and the environmental context of occupations. A survey of research in these areas suggests some tentative generalizations. Emerging out of this perspective is a view of occupational roles as dynamic and shifting, responding to external groups, and at the same time exhibiting enough flexibility to permit individuals the opportunity to negotiate the parameters of their roles.     

Changes in the Labor Market and Occupational Prestige Scores

Abstract  In spite of the great changes in the structures of industry as well as work and occupation in postwar Japan as a result of rapid industrialization, occupational prestige scores as an index of people's evaluation of occupations did not reveal the corresponding changes. They maintained consistent stability since the mid 1950s aside from parallel upward movements, which might be a result of the permeation of an egalitarian ideology. Three kinds of occupational prestige scores calculated from data in the SSM survey of 1955, 1975 and 1995 had very high correlation with each other. The scores also showed a strong correlation between levels of education and income for each occupation, and no relation with labor market situation. And the unchanged order of occupations in Japan might be one of the reasons for the stability. The fact that people's evaluation of occupations revealed by prestige scores has scarcely changed and such scores has been associated with differences in the level of education makes us suspect that Japan's "credentialism" might be weakened in the near future.     

The Continuing Significance of Race in the Occupational Attainment of Whites and Blacks: A Segmented Labor Market Analysis*

In this article we posit that racial discrimination is not uniform across the U.S. labor market. While it is likely that patterns of racial discrimination occur in some types of jobs more than others, little empirical research has examined the effect of race across segmented labor markets. Incorporating two decades of comparable General Social Survey data, this article revisits William J. Wilson's hypothesis that the significance of race in determining labor market outcomes is declining. We examine the effect of race within two dissimilar labor segments over time, dividing the labor market into technique‐versus social‐skills‐oriented segments. Using this theoretically useful dichotomy, we examine if the net effect of race (African American and white men) on occupational prestige has declined from the 1970s to the 1990s. Our multivariate analysis shows that the net effect of race is different in each labor market. This suggests that racial discrimination against African Americans is not uniform across the entire labor market, but instead is differentiately manifested within various labor market segments. Overall, our findings partially support Wilson's thesis indicating that while the effect of race is no longer a significant indicator of occupational prestige by the 1990s in a technique‐oriented job segment, it remains a significant predictive variable within a social‐skills‐oriented job segment, even when controlling for a range of social class and structural variables.     

The Tenant Labor Market and Lynching in the South: A Test of Split Labor Market Theory*

Split labor market theory was originally advanced as a general approach explaining ethnic antagonism as the result of class-based interests. In this investigation, the threat to “high-priced” (white) labor from “cheap” (black) labor within the farm tenancy system of the postbellum South is examined as an underlying cause of the lynching of blacks by whites. Supporting this interpretation, the ratio of black to white tenants in southern counties, a measure of the level of economic threat to high-priced labor, is shown to be a strong predictor of lynching rates in the Cotton South. Findings for the Non-Cotton South, however, are inconsistent with theoretical expectations. We conclude that racial violence linked to economic competition between working-class whites and blacks was limited to that part of the South dominated by the plantation system.     

The Labor Market Effects of Sex and Race Discrimination Laws

We study the effects of state sex and race discrimination laws that were passed prior to federal antidiscrimination legislation. State sex discrimination laws targeted discrimination in pay only. Because an equal pay constraint raises the relative price of female labor, we would expect the relative employment of females to decline. We find robust evidence that state equal pay laws for women reduced relative employment of both black women and white women. We also find some evidence of positive effects of race discrimination laws on earnings of blacks relative to whites, although no evidence of employment effects. (JEL J15 , J16 , J18 , J23 )     

Market and Direct Allocation of Labor Through Migration*

Recent research suggests that the relationship between migration and labor allocation has changed in two ways: (1) fewer migrations are job-related; and (2) more of the remaining job-related migrations are job transfers instead of purely market-induced mobility. Data from the 1973–77 U.S. Annual Housing Surveys are used to compare characteristics of market-induced and job-transfer migrants/Both forms of migration occur among all income, education, and age groups. However, the income attainment processes for these migrants suggest that relocations are overrepresented among those primary jobs described by dual labor market theory. Since many of the benefits of primary jobs are age-related, both the increasing frequency of occupational relocations and weakening of the American economic position suggest that the benefits expected by those relocated may be difficult to provide.     

A Split Labor Market: Mexican Farm Workers in the Southwest*

Edna Bonacich's split-labor-market theory is used to explore the dynamics of agriculture in the southwest. This theory helps to explain the following developments: (1) importation of foreign contract workers; (2) passage of farm labor legislation; (3) development and implementation of mechanized equipment; (4) expansion of the “runaway shop”; and (5) a decrease in the number of independent farmers concurrent with an increase in large-scale corporate farms. One additional factor having a major impact on the industry is (6) the farm worker movement, the United Farm Workers (UFW) and the Arizona Farm Workers (AFW) being two of the most familiar examples.     

Local Labor Market Characteristics and the Occupational Concentration of Different Sociodemographic Groups1

Abstract This paper analyzes the extent to which employment opportunities for different sociodemographic groups are concentrated in a limited number of occupations within their local labor market areas. Data from the STF-4 file of the 1980 Census of Population and Housing are used to measure the occupational concentration of these groups in 318 labor market areas (LMAs) in the United States. Regression analysis demonstrates the significance of local labor market characteristics for the occupational concentration of women and men and of whites and blacks. Gender differences in occupational concentration are strongly related to the differential effects of the industrial composition of the local labor market. Racial differences in occupational concentration are affected by the fact that working in larger, more densely populated LMAs is more significant for blacks than for whites.     

When the Name Matters: An Experimental Investigation of Ethnic Discrimination in the Finnish Labor Market

This article considers the possibilities and limits of human-capital credentials in entering the labor market for immigrants in Finland. It reports findings of a correspondence study on how employers respond to job applicants of five different backgrounds who were otherwise equivalently matched on various demographic and human-capital characteristics. The findings strongly indicate the continuing salience of ethnicity in securing employment opportunities in the Finnish labor market. Employers significantly prefer Finnish applicants over ethnic candidates, and within ethnic applicants, they prefer candidates with a European name over a non-European name. They further show that locally acquired human capital provides a better payoff only when the job candidate belongs to a group that is placed higher on the ethnic preference ladder. Drawing on the empirical observations, the article thus suggests that a recruitment process driven by abstract or impersonal criteria and governed by mere considerations of human capital in real-life situations is much less prevalent than often claimed.     

Over the Hill,Under Siege: Labor Force Graying,Labor Market Pushes,and Consequences for Life Chances

Interest in older workers has recently expanded due to concerns over labor force “graying.” Research and policy on aging adults' labor market participation have, thus far, framed the decision to labor as one shaped solely by the desires and capacities of older workers themselves. This perspective fails to recognize how multiple employer‐side barriers play a large role in defining – and limiting – available choices. In this review, I synthesize the multi‐disciplinary literature on employer‐side barriers to older workers' labor market participation. In particular, I identify and discuss individual‐, meso‐, and social structural‐level barriers that uniquely affect this group, noting where gaps in understanding remain. I consider older workers primarily as a whole to demonstrate how age operates as a distinct, important identity; however, I also reflect on how age overlaps with both other identities and cohort membership. Next, I briefly consider the relationship between these employer‐side barriers and aging adults' life chances, particularly in an era of austerity. Although I focus on the United States case, I also note key cross‐national similarities and differences. Finally, reflecting upon the foregoing review, I suggest that a redirection of public policy is necessary to effectively respond to this contemporary demographic shift.     

The Labor Supply of Female Heads of Household: Comparisons With Male Heads and Wives*

This paper compares a model of labor supply for female heads of household, male heads, and wives. Not only have female-headed households increased significantly as a proportion of all households in recent years, but these households are also more likely to be in poverty than are other households. Yet, the determinants of labor supply for this increasingly important demographic group still are largely unknown. Analyses are performed on a sample of employed female and male heads and wives from the 1976 Survey of Income and Education. We examine the effects of wages, unearned income, number of children, and several other variables on hours worked per year, allowing for race interactions. We find that female heads and wives are similar in the effects of wages on their labor supply, while female and male heads are similar in the positive effect of children. We conclude that although financial need, as evidenced by low wages and children, increases female heads’labor supply, employment in more advantaged, non-female dominated jobs and core industries is needed to promote their full participation in the labor force.     

The Functional Substitutability of Blacks and Females in the Labor Market: a Closer Look*

The interrelationship between labor market discrimination against black males and white females—as reflected in the respective size distributions of their full-time income—is examined for states in the U. S. Employing previously used data, conclusions opposite those of other researchers are reached. The hypothesis of a simple negative association between the two forms of discrimination is rejected, along with the implication of that association that blacks and females are functional substitutes in a capitalist economy. More adequate measurement and analysis shows that the presumed relationship is largely spurious, and caused primarily by the sexual specificity of labor demand as well as supply.     

Labor Market Information and Selection in a Local Restaurant Industry: The Tenuous Balance Between Rewards,Commitments, and Costs

The restaurant industry is characterized as having high turnover, skill homogeneity, and distrust of standard sources of labor market information. We examine how in this context employers seek and evaluate information on potential job candidates (extensive search) and the hiring criteria they use to select new employees (intensive search). We find that employers in the restaurant sector are often passive or reactive about recruitment, distrust standard sources of information, and reject the use of educational credentials and work experience as hiring criteria. They do, however, find ways to signal workplace information to potential job candidates, develop schemes to gather reliable information, and closely evaluate job history data when hiring. Some develop signaling strategies to alert potential employees that their stores are sufficiently different from apparently similar stores to make them unusually attractive places to work. To help secure a sufficiently motivated work force, managers eschew standard measures of potential productive capacity or skills and adopt instead indicators of a modicum of employee motivation. Even under conditions of high turnover, skill homogeneity, and distrusted information, employers find ways to secure effort and commitment from potentially recalcitrant employees.     

Profiles of Achievement: Women's Entry into the Professions,the Arts,and Social Reform*

This paper examines the structural determinants of the achievement behavior of over 1,300 American women whose lives collectively span three centuries of American history, 1607–1950. Of particular importance is the investigation of the relative effects of historical birth cohort, religion, sibling placement, social class background, and region of birth upon the career patterns of women involved in the professions, the arts, and social reform. A major conclusion of this study is that denomination and importance of religion are major factors accounting for social reform careers, while the absence of religion combined with being the first child is related most importantly to career choices in the professions and the arts. Historical birth cohort was found to be of some importance along with social class. However, region of birth proved to be the least important influence affecting achievement patterns. The data for this study are a quantitative archive established by the author on the basis of a detailed coding of all the biographies included in the three-volume reference set, Notable American Women (James, James, and Boyer, 1971). Information concerning 302 variables relevant to a study of achievement behavior was coded on a standardized form, keypunched, and transferred to magnetic tape suitable for computer and statistical analysis. The techniques used in this research are discriminant analysis and cross tabular analysis.