Career mobility as a Poisson process: An application to the career dynamics of men and women in the U.S. Office of the Comptroller of the Currency from the Civil War to World War II

Poisson process models of upward mobility in job rewards are developed and estimated using event history techniques on data from one organization over a period of 80 years. The models developed permit the inclusion of independent variables which vary over a person's career and are used to analyze differences in the mobility of men and women. The main findings are (1) the career dynamics of men and women are similar in general form, both best described by a segmented, heterogeneous, and nonstationary Poisson process; (2) parametric differences exist between the models for men and women in terms of how certain independent variables affect the rate of arrival of opportunities to move up in the reward hierarchy and in terms of how others affect the rate of being given or taking advantage of such opportunities; and (3) both men and women appear to benefit by being in competition with one another for available opportunities. Theoretical interpretations of these results are discussed in relation to differences in the flow of opportunities to locations in the reward hierarchy occupied predominantly by men versus those occupied predominantly by women.     

Dynamic models and attainment in the workplace

The two most marked trends in recent stratification studies are: (1) the shift away from a statical approach to attainment and toward a dynamical representation of achievement, and (2) the shift away from the assumption that achievement is largely a matter of individual characteristics, and toward the view that achievement is the outcome of an employer-employee exchange of productive resources for earnings and status. This paper forges a link between these parallel trends by elaborating on previous formulations of dynamic models of achievement and applying the results to the analysis of earnings attainment in an internal labor market. The modeling section of the paper joins within a single framework the growing interest in ascertaining how a given structure of opportunity shapes achievement and in determining the different points in the career line at which individual background and resource variables impact attainment. Special attention is devoted to the problems facing researchers who wish to bring a dynamic conceptualization of achievement to cross-sectional or otherwise deficient data. Although the empirical application of the various models is largely meant to be illustrative, it is of interest in its own right because it goes substantially beyond previous efforts in this area.     

职业自我效能感：辅导员职业化的心理保障

辅导员职业自我效能感是辅导员对自已是否具备从事辅导员职业的能力,以及能否利用掌握的技能很、好完成本职工作的自信程度。有两方面的因素影响辅导员职业自我效能感：辅导员个人因素与组织管理因素。辅导员职业自我效能感将影响辅导员的专业承诺、内在工作动机、职业决策、工作绩效、身心健康等,进而影响辅导员队伍的职业化建设。可通过明确职责及降低强度、加强培训提升能力、合作交流榜样示范、合理宣泄加强疏导四个途径提升辅导员职业自我效能感。     

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.     

Sexual inequality in the workplace: An employer-specific analysis of pay differences

This paper reports an analysis of employer-specific sex differences in the processes governing the salary attainment of personnel of a large company. The two dominant theories of inequality both view discrimination as the operative cause of pay differences, but locate the structural source of discrimination at different points in the employer-employee exchange space. The wage discrimination hypothesis asserts that the economic disadvantage of women issues directly from the pay practices of employers, with women receiving “unequal pay for equal work.” The crowding, or employment segregation, hypothesis asserts that inequality issues from the employment practices of employers; disparities in the allocation of jobs and promotions results in segregation along sexual lines, with women relegated to lower-paying positions. The findings show that both wage discrimination and sexual segregation of the company's job and rank structures contribute to inequality, but that the latter is more important. The implications for the issue of discrimination are briefly discussed.     

职业高原对企业研发员工工作绩效影响的实证研究——自我效能感的调节效应

利用问卷调查法收集数据研究职业高原与企业研发员工工作绩效的内在关系,探究自我效能感在该关系中发挥的作用。结果表明:职业高原的层级高原维度和中心化高原维度对工作绩效各维度有显著的负向影响;自我效能感对职业高原与工作绩效的关系的有显著的调节作用。从企业管理和研发员工双层视角提出优化组织设计、加强与员工沟通、关怀员工和提高自我效能感等减缓职业高原到来、提高工作绩效的管理建议。     

西部地区女研究生就业现状及对策研究

随着经济结构的调整和大众化研究生教育的发展,高学历人才就业形势日益严峻,女研究生的就业更是处于劣势。文章对在女研究生就业现状问卷调查的基础上,指出要引导女研究生调整心态,积极转变就业观念,优化研究生培养方案和专业设置,完善学校对女研究生的就业指导,以期从根本上解决女研究生就业困境,顺利实现就业。     

理想女性与女性理想之间:高校高学历女教师角色压力及疏解

作为"传统的现代女人",高校高学历女教师有着强烈的自我发展需求、主体意识和成就动机,但在沉重的学术压力面前她们更容易出现职业倦怠;作为"现代的传统女人",未婚的高学历女教师往往面临"结构性剩余"的境地,已婚的高学历女教师则在事业与家庭之间作着"鱼与熊掌"的艰难选择。多种角色压力归根到底是由于传统社会期待与现代价值追求的冲突,疏解这些压力要全社会共同努力,推进社会性别文化的良性发展,高学历女教师自身也要对自我作理性认知,提高对不同角色的适应能力。     

河北省大学生择业意识状况调查

采用问卷调查方式,对河北省10所不同类型高校930名毕业生择业地域期望、薪酬期望、单位性质取向、择业标准取向、先就业后择业态度、到基层到西部就业态度、自主创业态度等方面进行随机抽样调查,并对不同性别、不同生源地、本专科、独生子女与非独生子女毕业生间进行差异比较。结果表明,河北省大学毕业生择业期望值依然偏高,择业标准多样化且更看重单位的薪酬福利待遇,动态择业及自主创业意识显著增强,到基层到西部就业积极性不高,不同毕业生群体间差异显著。从加强正确的择业观宣传教育、加强职业生涯规划教育、优化大学生就业环境、鼓励毕业生到农村就业等方面提出具体的对策。     

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.     

大学生职业探索的现状与成因

职业探索是个体在各种环境下认识自己和环境的一个有力的手段和方式,有利于促进职业的成熟和职业的适应。职业探索过程中发展起来的技能和态度能使个体不断地适应外界环境的变化,促进个体不断加强对自己和环境的了解。对辽宁地区4所高校进行调查研究,分析学校、性别、年级和籍贯的差异,以及大学生职业探索行为不充分存在的原因,有一定的现实意义。     

贫困大学生就业预期收益——风险与择业行为的调查研究——以厦门市部分高校为例

根据投资组合理论,贫困大学生以职业收益最大化为目标的择业行为是追求相同风险程度下的收入最大化或相同收入下的风险最小化的结果,因而讨论贫困大学生的就业收益-风险需要将其择业行为联系起来。文章通过建立两者的关系模型,结合厦门市四所高校539名贫困大学毕业生的调查结果加以研探,认为：职业风险成本、贫困因素、未来收入预期三个因素影响的择业行为对就业预期收益产生重要影响。贫困并不会影响大多数贫困学生的求职信心,但可能会造成择业过程中的焦虑心理,从而增加就业的相对风险;合理的工资偏好有利于职业选择提高收益,职业指导是贫困大学生分散职业风险、实现职业收益最大化的有效途径,而专业成功、专业满意度是造成未来就业预期收益风险的重要因素,择业时选择专业对口有助于提高预期收益。     

Wage change in the late career: A model for the outcomes of job sequences

This paper elaborates a model for the outcomes of job sequences and illustrates its utility by an empirical analysis of the determinants of wage change for men in their late careers. We argue that job sequences represent the basic components of careers and that a focus on these sequences is useful for explaining the determinants of socioeconomic inequality over the life cycle. Our model permits us to estimate the effects on wage change of a wide array of personal resources and measures of the opportunity structure. We further assess how these types of factors differentially affect wage change for various patterns of labor market behavior and for blacks vs whites. Our empirical analysis of data from the National Longitudinal Survey of Middle-Aged Men suggests the importance of patterns of job sequences for wage change and for the explanation of racial differentials in career advancement.     

行走在男性和女性边缘——女博士“第三性”现象文化解读

女博士是社会的一个精英群体。除了性别差异外,她们同男博士别无二致。可事实是,女博士不但无法同男博士一样享受自我实现的喜悦,还背负上了一个沉重的称谓——第三性,即不被男性认可也不被女性接受的“另类”群体。这样,除了来自家庭、职业、学术等方面有形的性别束缚之外,在通往她们事业成功之路上,叉多了一道“身份认同”这个社会蓄意树在她们面前的无形屏障。文章试从文化的角度对此现象进行解读,以唤醒大众自觉意识,改变女博士的尴尬际遇。     

Aggregate male and female labor force participation functions: An analysis of structural differences, 1947–1977

The hypothesis that the structure of the forces that affect male and female labor force participation rates are distinct has been corroborated in numerous studies using microdata. This paper examines the validity of this structural distinctiveness hypothesis in the context of aggregate, time series data on male and female labor force participation in the post-World War II United States. Standard economic and sociological theories are used to specify sex-specific participation functions that contain indexes of the sex-specific general opportunity for employment, the sex-specific rates of participation in the armed forces and in postsecondary schooling institutions, the average real wage rate, the average number of hours worked, and the fertility rate. It is found that the female rate is more responsive than the male rate to the general employment opportunities and average hours indexes, but less responsive to the wage rate. Also, the female rate responds positively to the armed forces participation and college enrollment rates, whereas the male rate is negatively related to these indexes. However, no evidence is found for another component of the structural distinctiveness hypothesis, namely, that the fertility rate bears a consistent negative relationship to the female participation rate. While this relationship may have held during the early postwar years, it seems to have been substantially attentuated since the early 1960s. Prospects for convergence of the male and female participation functions are evaluated. Although current social trends suggest that the female function eventually will resemble more closely the male funtion, it is concluded that substantial sex differences are likely to persist for at least another decade. Implications of this for the structure of the labor force participation functions used in macroeconometric forecasting models are discussed.     

Ethnic differences in the academic achievement process in Canada

This research examines the extent to which differences in achievement between German-speaking and French-speaking students are accounted for by theoretically related intervening variables and the extent to which the entire achievement process differs across the two ethnic groups. For the two ethnic groups, both main effects and interaction effects have significant consequences for the academic achievement process, even when a number of other variables are controlled. The results suggest that the whole process works to the benefit of the German-speaking students and to the detriment of the French-speaking students.     

Men’s mobility into management from blue collar and white collar jobs: Race differences across the early work-career

Within the context of the “particularistic mobility thesis” we examine racial differences in the incidence, and determinants of, as well as timing to, mobility into management across the critical early career years at a refined level, namely, when groups share similar white collar and blue collar jobs. Findings from a Panel Study of Income Dynamics sample of men support theory and indicate that from both job levels a racial hierarchy exists: African Americans have the lowest rate of mobility, reach management through a route that is relatively formal and structured by a traditional range of stratification-based causal factors and take longest to reach management. Whites, in contrast, have the highest mobility rate, reach management through a relatively informal path that is less structured by traditional stratification-based factors, and reach management the quickest, and, across all three issues Latinos occupy an intermediate ground between African Americans and Latinos. Further, as predicted by theory, racial differences, particularly, relative to whites, are greater among those tracked from blue collar jobs than white collar jobs. Discussed are implications of the findings for understanding racial disadvantage in the American labor market across the work-career and on an inter-generational basis.     

大学生职业生涯规划教育现状与对策

大学生就业难现已成为一个社会普遍关注的问题,高校缺乏完善的职业生涯规划教育也是大学生就业难的原因之一。因此,分析目前高校大学生职业生涯规划教育的现状,提出加强高校大学生职业生涯规划教育体系建设的对策,很有必要。     

Internal labor markets, promotions, and worker skill: An indirect test of skill ILMs

The determinants of intrafirm mobility within the internal labor markets (ILMs) of one large, regional bank and one small town bank are examined. The literature on the banking industry suggests that internal labor markets exist there, and that job changes within these markets are based on the development of skill rather than on seniority. It is suggested that in skill ILMs, promotions will be a positive function of the employees' duration in the present job; while in a seniority-based ILM, promotions will be a positive function of tenure with the firm prior to the present job. These findings, for men but not women, support the hypothesis that skill rather than seniority-based ILMs are present in each bank. The findings for women suggest that they work in “firm” or secondary labor markets. While the two banks are similar in the way other factors determine mobility, differences are also found which may be explained by the size and sectoral location of each bank.     

解读职场性骚扰

近些年,职场性骚扰话题愈演愈热,然而多数人对这一概念的理解是片面的、直观的。论文从职场性骚扰的定义、特征、主体、客体、对象等方面对其进行界定,兼对“如何理解性骚扰中的‘性’”,“女性可否成为性骚扰主体”,“同性之间能否成立性骚扰”,“双性恋者可否成为性骚扰主体”等争议问题作出解答。