A revised socioeconomic index of occupational status

Duncan's Socioeconomic Index (SEI), a widely used indicator of occupational ranking, is based on education and income data from the 1950 census. The major purpose of this paper is to offer a more contemporary version of this index. There are several reasons for doing so. Not only has the occupational classificatory scheme been altered, but the educational and economic characteristics of the American labor force and of specific occupational groups have changed since 1950. The two decades may also have seen a shift in the relations between the educational and economic attributes of an occupational grouping and its social standing or prestige. Second, the construction of the original SEI rested on the characteristics of the male labor force, rather than those of the total labor force. Third, in the process of updating the index, we illustrate how certain arbitrary decisions (dictated by data limitations) in the construction of the Duncan SEI served to vest the socioeconomic index with some artifactual properties. In the production of an updated version of the socioeconomic index, we use three approaches. First, we experiment with differing measures of the income and educational criteria. Second, we reconstruct the dependent variable, occupational standing, to provide a better approximation of the prestige measure used by Duncan (1961). Third, we consider the attributes of both the male and total labor forces in generating contemporary indexes of occupational status. We also compare the performance of the new socioeconomic indexes in models of occupational attainment against the performance of the original Duncan index and subsequent occupational prestige measures. The paper appends new socioeconomic indexes for detailed occupational titles based on the 1970 census classification of occupations.     

Measures of occupational status in a special population

Previous research has shown that indirect measures of occupational status such as the Duncan Socioeconomic Index (SEI) are more valid than direct measures of occupational prestige, such as those developed by the National Opinion Research Center and by Treiman, for analyses of social mobility. The Professional, Technical, and Kindred (PTK) occupations available for the SEI are a biased sample of all PTK occupations. Do findings on the validity of the SEI pertaining to the general population hold for special populations, such as college graduates? Confirmatory factor analysis comparing the validities of four measures of occupational SES—the SEI, a 1960 counterpart of the SEI developed by Siegel and based on all Census occupations, the NORC prestige scale, and the Treiman international prestige scale—showed that the indirect measure developed by Siegel was clearly more valid than the other three measures. Since these findings indicate that the predictors in a regression equation are more valid than the criterion, there is some question as to what the criterion should really be.     

Kin availability and the living arrangements of older women

This paper models the distribution of older women across household types, taking account of variations in the availability of kin, as well as other explanatory variables such as income and race. Household types are distinguished by the presence or absence in the household of siblings, parents, children, or others, including unrelated individuals. A modified multinomial logit model is used to represent the simultaneous effects of kin availability and other variables on the probability of living in each household type. The results indicate that while income is related to the propensity to live alone, the relationship appears to operate solely through the effect of income upon the propensity to share a household with close relatives. Older black women are shown to be more likely to live in extended-family households, holding constant both income and the availability of kin.     

Do displaced workers lose occupational prestige?

Worker displacement has become a common feature of employment in the “flexible economy.” While studies of income losses and the duration of unemployment after displacement abound, and popular accounts argue that workers often lose status, less empirical attention has been paid to the quality or prestige of employment displaced workers are able to secure after a downsizing event. This paper helps to fill this gap in the literature by focusing on changes in occupational prestige among a nationally representative sample of displaced workers who became reemployed from the January 2004 Displaced Workers and Employee Tenure Supplement of the Current Population Survey. Our findings show that displaced workers with higher levels of education, net of other factors, fared significantly better than others in job quality upon reemployment, highlighting the importance of education in retaining status and privilege in the new economy.     

Sex stratification in the workplace: Male-female differences in economic returns to occupation

Employing data from the 1974–1977 NORC General Social Surveys, I investigate differences in the earnings attainment of currently employed white men and women age 25 to 64. I focus special attention on the explanatory effects of job characteristics other than those traditionally employed in prestige and status-defined earnings models. The results, based on a multivariate regression analysis and a regression standardization procedure, suggest that a nontrivial portion of the earnings gap between men and women is due to women's concentration in jobs which are low-paying and heavily female and because women are less likely than men to exercise authority in their jobs or to control the means of production. Including these factors in an earnings model statistically increases women's earnings as a percentage of men's by over 7%, accounting for approximately 13% of the earnings gap. Net of these job characteristics, gender differences in industry distribution are not substantively important in explaining why women earn less than men, accounting for only 0.4% of the earnings gap. When single women's earnings are adjusted to take account of their occupational concentration, 10% of the male-single female earnings gap is explained, providing preliminary evidence that the job characteristics I specify are not mere proxies for work experience. Including job characteristics as measures of the context of employment thus usefully extends the human capital and prestige or statusdefined models traditionally employed in explanations of the male-female earnings differential.     

Sex and marriage of raters in the evaluation of occupations

The evaluation of occupational prestige ratings obtained from different subgroups within the same society has been shown to be remarkably similar (Reiss, A. J., Jr., Duncan, O. D., Hah, P. K., and North, C. C., 1961, Occupations and Social Status, Free Press, New York; Svalastoga, K., 1959, Prestige, Class, and Mobility, Gyldendal, Copenhagen; Tiryakian, E. A., 1958, American Journal of Sociology 63 (January), 390–399). Our purpose is to explore how the gender and marital status of raters influence the evaluation of occupational prestige. Using more detailed data than heretofore available, we will reexamine the similarity between occupational prestige evaluations observed among female and male respondents. Models of the way in which characteristics of occupational incumbents, such as income and education, are constructed to explore possible differences in the ways in which male and female raters evaluate occupations. The results of this analysis by gender of rater will then be used to examine both the gender and marital status of raters.     

The effects of labor market segmentation on economic resources in retirement

Longitudinal data from the Panel Study of Income Dynamics are used to explore the determinants of economic resource levels among recently retired workers. Three income determination models are used to examine significant predictors of economic status using a broad measure of economic well being that includes both retirement income and wealth. Findings indicate that variables used in status attainment, human capital, and labor market segmentation models explain substantial amounts of variance. Applying these models to the longitudinal data provide suggestive information about the crucial life-span characteristics and circumstances that determine economic status as workers enter retirement.     

Unemployment and men's entrance into female-dominated jobs

Despite the contraction of many male-dominated occupations, men have made limited progress in entering female-dominated jobs. Using monthly employment histories from the SIPP, we examine whether individual economic conditions—such as a period of unemployment—are associated with men subsequently pursuing female-dominated work. Specifically, we ask whether men are more likely to enter female-dominated jobs after unemployment, compared to men who take a new job directly from employment. We find that unemployment significantly increases the odds of men entering female-dominated work among men who make job transitions. By examining changes in occupational prestige as well as wage differences before and after unemployment, we also find that entering a female-dominated job (compared to other job types) may help men mitigate common scarring effects of unemployment such as wage losses and occupational prestige downgrades. Accordingly, this study reveals a critical occupational route that may allow men to remain upwardly mobile after involuntary unemployment.     

Scaling the prestige,authority, and income potential of college curricula

This paper develops the concept of “targeted education,” a theoretical ranking of college curricula, into a multidimensional framework. The new scales, based on the traditional stratification dimensions, prestige, authority, and income, are then used in a study of sex differences in the process of occupational achievement among men and women with college degrees. The targeted education scales predict occupational prestige and wages 7 years after the college degree, and they point out interesting differences between male and female attainment processes. In general, targeted education has a greater quantitative impact for men's occupational outcomes than for women's prestige and income, but results also suggest significant qualitative differences between men and women. A large proportion of women target their education toward, and end up in, an under-employed labor pool for the primary and secondary school system.     

Educational indicators and occupational achievement

Many sociological and economic studies assume that the variable, Highest Grade Completed in School, is by itself an adequate measure of people's education for the purpose of explaining their occupational achievement. Use of Highest Grade Completed as the sole measure of education has at least two major shortcomings. It assumes people have (1) learned the same amount of (2) the same thing in an academic year. Supplementary education indicators are identified and tested to see if they have a substantial impact on occupational prestige or earnings. Background social statuses and Highest Grade Completed are controlled for in this test. Only measures of subject matter studied in high school or college have a statistically significant relationship with occupational achievement net of Highest Grade Completed and social background variables. Highest Grade Completed is quite adequate in measuring the impact of education on occupational achievement without help from the measures of subject matter studied.     

A causal approach to the measurement of job statisfaction

Differences in indicators used to measure job satisfaction raise the question of their comparability. Four commonly used measures of job satisfaction are thus compared with respect to their relationship to three independent variables—education, occupational status, and income (i.e., wages)—in the context of a causal model that incorporates considerations of measurement error in both independent and dependent variables. It is found that in some cases, different indicators imply different conclusions regarding the influence of education and occupational status on job satisfaction. The utility of a causal modeling approach to these problems is also demonstrated.     

Financial satisfaction and perceived income through a demographic lens: Do different race/gender pairs reap different returns to income?

The subjective assessment of personal income, insofar as it reflects or sheds light upon the (potentially different) economic incentive structures facing workers of different demographic groups, has far-reaching implications for public policy and private decision-making alike. This paper explores the impact of personal income on financial satisfaction and on perceived income, focusing on demographic differences across the following groups: white males, black males, white females and black females. The results indicate that different race/gender pairs do respond to income differently. For both financial satisfaction and perceived relative income, white females, black females and black males all have lower returns to personal income than do white males. White males, in other words, appear to reap more “bang for the buck” in terms of both of the outcome variables, even after a host of control variables are introduced. The possibility that social comparison among (racial and gender) ingroups is driving the observed demographic differences is discussed.     

Prestige versus socioeconomic status in the attainment processes of American men and women

This paper demonstrates the consequences to the researcher of choosing to analyze social mobility data with a prestige scale rather than with a socioeconomic index. First, the low intergenerational correlations reported for the International Prestige Scale are rejected when they are shown to be compatible with inadequate models of the processes of status inheritance. Second, the Duncan socioeconomic index is shown to be the preferred measure of status transmission in that it suffers from less random error than does the International Prestige Scale, particularly among men. Third, the occupational attainment processes of American men and women are described with socioeconomic scoring, and these findings are contrasted with those which obtain with prestige coding.     

中国三大区域间收入不平等影响因素的实证研究:1952-2008

区域收入不平等的持续增大,对个人与群体的尊严、国家经济的可持续性发展形成严峻挑战。以往研究局限于经济学视角,只关心某一或某几种因素对收入不平等影响,过于碎片化。本文利用1952-2008年国家统计数据,基于结构主义视角,通过随机效应模型考察了区域间收入不平等背后的因果机制。研究发现:经济增长与区域间收入不平等存在微弱倒"U"关系;结构因素是构筑区域收入不平等的主要力量,解释比例达到69.7%。本文认为,"非均衡发展"是中国经济转型与发展过程中必然的路径选择,区域收入不平等不可避免,并将长期存在。     

Economic sector,public employment,and income attainment in France

The development of the structural approach to the study of social stratification suggests that economic, organizational, and personal characteristics may be defined as resources that workers can grasp in order to improve their relative position in the stratification system. Recent emphasis on the role of the state in influencing the environment where negotiations between employers and workers take place has led us to examine income attainment in a country where state intervention is fairly extensive (France). We examine the ability of the state to alter the effects of relevant individual and structural characteristics on income attainment using a sample of 16,066 employed adults surveyed by the French Census Bureau in 1970. Our empirical results support several conclusions. First, the intervention of the state in France is of particular benefit to women, though men continue to receive greater returns to managerial authority, especially in the service sector of the French economy where public sector jobs are most prevalent. Further, the intervention of the state does not eliminate the economic benefits men receive from social origins in France. We conclude that the state has benefited women's attempts to gain a greater share of the economic “pie,” but that the distinctiveness of French culture continues to play an important role in determining stratification outcomes.     

增加我国农民财产性收入的重要意义及对策

党的十七大报告中首次提出“创造条件让更多群众拥有财产性收入”,然而作为中国人口的主体,数量庞大的农民仍然是中国资本市场的旁观者,不能成为财产性收入的受益者,这和我们党提出的以人为本、关注民生的新理念是背道而驰的。因此,分析我国农民财产性收入的现状,提出增加我国农民财产性收入的对策建议就有非常重要的意义。     

The Social Construction of Commitment and Satisfaction with Farm and Nonfarm Work

The commitment to farm has been regarded as dependent primarily on the farm′s financial viability, from which standpoint submarginal and part-time farms continue to survive only because of income derived from a nonfarm job. The significance of the relative conditions and rewards of farm and nonfarm work for the satisfactions and relative commitments to different jobs, although often recognized, have been rarely analyzed. This study examines hypotheses that satisfaction with, and commitments to, farm and to nonfarm work are socially constructed from the institutional and organizational conditions of work. Analysis of data from a male, part-time, farmer sample reveals that commitment to, and satisfaction with, farming is primarily contingent on the intrinsically rewarding aspects of both farm and nonfarm work. Satisfaction with farming is primarily dependent on the intrinsic rewards of farming activity alone, but this relationship is enhanced as the status of the part-time farmer′s nonfarm job rises. As is typical of "hobby farms," farm performance measures - gross sales and net farm income - are less important to the fanning commitments of part-time than of farmers in general. Part-time farmers′ satisfactions with, and commitments to, their nonfarm jobs are constrained by the intrinsic rewards derived from farming even as they are strengthened by the intrinsic and economic rewards of the nonfarm job. The spouse′s involvement in farming, or lack of it, as well as the farmer′s age and education moderate his commitment to farming, thereby enhancing his commitment to the nonfarm job.     

The skill-divide in job quality: A cross-national analysis of 28 countries

This study focuses on the skill divide in job quality and the role of social institutions in structuring the relation of workers’ qualifications to the attributes of their jobs. Four measures of job quality are examined: job security, job achievement, job content and work schedule flexibility. The study is based on the 2005 ISSP module on work orientations and encompasses 28 countries. Obtained through multilevel modeling, the findings show that low-skilled workers are disadvantaged in all aspects of job quality. However, skill inequality in the quality of employment depends on countries’ characteristics, with declining inequality in countries at higher levels of technological development and to some extent also in times of technological growth. At times of high unemployment, skill disparities in job security widen while on other measures of job quality they decline. Under high market regulation, the low skilled enjoy better job security but on other measures, skill inequalities increase.     

绩效审计与中国特色绩效审计模式刍议

本文简要阐述了绩效审计的含义与特点,分析了我国绩效审计的现状与存在问题,着重探讨了中国特色绩效审计模式的主要内容,并强调了当前应做好的儿项工作。     

Race,ageism and the slide from privileged occupations

The sociological literature on workplace inequality has been relatively clear regarding racial disparities and ongoing vulnerabilities to contemporary structural and employer biases. We still know little, however, about the consequences of age and ageism for minority workers and susceptibilities to downward mobility. Coupling insights regarding race with recent work on employment-based age discrimination, we interrogate in this article African Americans and Whites, aged 55 and older, and the extent to which they experience job loss across time. Our analyses, beyond controlling for key background attributes, distinguish and disaggregate patterns for higher and lower level status managers and professionals and for men and women. Results, derived from data from the Panel Study of Income Dynamics, reveal unique and significant inequalities. Relative to their White and gender specific counterparts, older African American men and women experience notably higher rates of downward mobility—downward mobility that is not explained by conventional explanations (i.e., human capital credentials, job/labor market characteristics, etc.). Such inequalities are especially pronounced among men and for those initially occupying higher status white-collar managerial and professional jobs compared to technical/skilled professional and blue-collar “first line” supervisors. We tie our results to contemporary concerns regarding ageism in the workplace as well as minority vulnerability. We also suggest an ageism-centered corrective to existing race and labor market scholarship.