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.     

Assumptions of social mobility research in the U.S.: The case of occupational status

This paper examines the theoretical and empirical basis for common rank-orderings of occupational roles by raters throughout the world. From an illustrative comparison of occupational stratification in Australia and the United States we conclude tentatively that (1) commonalities in the socioeconomic characteristics of occupational roles provide the basis for interplace consistencies in “prestige” scores, (2) the structure of occupational mobility in the U.S. and Australia is largely similar, (3) this similar structure of occupational stratification manifests a common socioeconomic process which defines a (the?) major component of occupational mobility in capitalist, industrial (only?) societies. We infer that “prestige” scores for occupations are fallible estimates of the socioeconomic statuses of occupation, within the context of mobility processes in (at least) the U.S. and Australia.     

Gender of the immediate manager and women's wages: The importance of managerial position

One argument for increasing female representation in management is the expectation that female managers will be particularly beneficial for female employees through, e.g., role modeling, mentoring or providing other incentives to enhance female productivity. We explore this issue by analyzing the association between women's wages and the gender of their immediate managers using Swedish matched employee-employer data from 2010. Contrary to the expected positive association, we find that wages are overall 3% lower for female employees with a female instead of male manager. However, dividing the sample by managerial position and controlling for the sorting of employees with respect to, e.g., non-cognitive traits, work tasks, family commitment and establishment gender composition, the negative association is found only for female employees working for lower-level managers, not for women with a manager at the highest rank. One possible explanation could be a difference in decision-making power if lower-level female managers have more limited resources for their subordinates compared to lower-level male managers.     

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.     

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.     

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.     

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.     

Marshall and Gorman's Markov chain model for occupational prestige

This report scrutinizes the Markov chain model for occupational prestige proposed by K. P. Marshall and B. L. Gorman (1975, Social Science Research 4, 41–64). It is shown that the results of their application are highly unstable.     

独生子女特征对父母退休后劳动参与的影响——以上海为例

利用2010年在上海市静安区进行的老年独生子女父母状况与需求调查数据,在独生子女父母退休后劳动参与现状和个人特征、家庭特征的双变量统计基础上,利用二项Logistic方法实证分析独生子女父母的性别、健康状况、经济状况、文化程度、婚姻状况、子女性别、子女健康和婚姻状况等变量对独生子女父母退休后劳动参与行为的影响。研究发现,除了老人自身特征外,子女性别、健康和婚姻状况也是独生子女父母退休后劳动参与的主要影响因素,但老人的经济状况和子女的生育状况对其无明显影响。     

Intergenerational and career mobility in Britain: An integrated analysis

Mobility analysis has traditionally concentrated on the task of charting flows in the two-way contingency table which relates occupational origin to occupational destination. It has not yet undertaken a unified analysis of intergenerational and intragenerational aspects of mobility. And only rarely does it incorporate terms which represent ordered concepts such as inequality or vertical movement. In contrast, path analysis has typically imposed strong orderings on the data, and it has been employed to tease out the relations among several occupational variables. Its main defect is that it entirely abstracts from shifts in mean occupational position, and also from change in the shape of the occupational distribution. Yet both of these are important sources of mobility. The present paper shows how two innovations in mobility analysis may be generalized to constitute a technique which unites the strengths of path analysis with those of log-linear analysis. The two innovations are (a) the conceptual disaggregation of perfect and exchange mobility, and (b) the imposition of an ordered component within each (K. Hope, 1981, Sociology 15, 19–55). The outcome of this generalization is a simple yet powerful account of mobility in Britain.     

Do females necessarily have the same occupational status scores as males? A conceptual and empirical examination of the Duncan Socioeconomic Status Index and Nam-Powers Occupational Status Scores

Social Science researchers have advanced important yet somewhat contradictory conclusions regarding the different economic and occupational reward structures faced by men and women. Income and wage differences between men and women have been shown to be sizable and persistent throughout the occupational hierarchy. Conversely, gender differences in occupational status, commonly scaled by the Duncan Socioeconomic Index, have been shown to be small or nonexistent in most studies. In an attempt to investigate this incongruity, the present study undertakes a comparison of the Duncan SEI and the Nam-Powers Occupational Status Scores in an empirical study of the occupational position of white men and women in 65 large standard metropolitan statistical areas (SMSAs) in 1970. While the findings of earlier studies showing no gender differences in occupational status are for the most part replicated using the Duncan SEI, use of the Nam-Powers scores prompts a much different conclusion. Large status differences between men and women are indicated using this latter scale, differences which are very much in line with income differences commonly cited. We suggest that the Nam-Powers metric should be used instead of the Duncan SEI in studies of occupational status of women and men.     

Occupational prestige from preference orientations via the Markov Chain: An alternative to respondent ranking techniques

This paper suggests a method of determining occupational prestige structures through simulation of transfer of credit processes involving the Markov Chain. The method required recording present and preferred occupations of a representative sample of employed persons. Following the example of Blau (1956) and Empey (1956) the concept “preferred occupation” is suggested as clearly distinct from occupational choice which has been treated by other researchers (Musgrave 1967; Carol and Parry 1968; Kuvlesky and Bealer 1966; Haller and Sewell 1967; Solcum 1956; and Philband and Gregory 1956). A series of Markov Chain interactions transforms the present-preferred occupation matrix, “controls” for structure limitations on ambitions and social distance, and generates a hierarchical model of occupational prestige structures. This paper examines the methodological and theoretical issues implicit in the measurement of prestige and the establishment of prestige hierarchies, and describes the procedures of the application of the Markov Chain to occupational preference responses. It reports the results of the application of this technique to a pilot sample and compares the resulting hierarchy with those derived from NORC measures and the Duncan socioeconomic index.     

Reevaluating the uses of status: The case of earnings determination

Status and prestige variables and measures have been central to the sociological study of individual variations in income and other dependent variables for at least 2 decades. Yet theoretical and methodological rationales for the use of such variables in the explanation of income are problematic. This conclusion, along with some similar conclusions about other uses of status and prestige variables and measures, were reached after a review of Weberian, functionalist, and other prominent discussions of the uses of status/prestige in theory and research on income. It is suggested that an emphasis upon structural attributes of jobs is more promising than a continued emphasis upon evaluatory, status/prestige conceptions of jobs for effective theorizing about income determination. A quantitative analysis of earnings shows that income effects of a common measure of socio-economic status disappear in the context of a rudimentary structural model of income. It is concluded that social scientists should move on to use more varied attributes of jobs and exercise more caution in the use of status and prestige variables.     

Wealth Accumulation across the Adult Life Course: Stability and Change in Sociodemographic Covariate Structures of Net Worth Data in the Survey of Income and Program Participation, 1984–1991

This paper reports microlevel Tobit regression analyses of sociodemographic covariates of the life course accumulation of total household net worth data in eight waves of five distinct panels—spanning over 6 years from late 1984 through early 1991—of the Survey of Income and Program Participation (SIPP). It is found that the quadratic age–wealth relationship predicted by Modigliani's Life Cycle Hypothesis is evident in aggregate age–median wealth profiles as well as in the micro data for households with positive net worth. However, when adult status attainment variables are entered into the regression models either by themselves or in combination with marital/family status variables, the age of household head at which net worth begins to decline is far beyond the typical retirement age. In addition, the traditional criterion variables of sociological status attainment theory—educational attainment, occupational status, and earnings—are found to be positively associated with household net worth, although the net effect of occupational status generally is not statistically significant and the earnings effect is nonlinear. Further, consistent with status attainment theory, householder minority status (black, Hispanic) is negatively associated with the accumulation of net worth. It is found that both single male and single female householder status are negatively associated with the accumulation of household net worth (relative to married couple households) as is the size of the household (measured by the number of children under age 18 present). Separate logistic regression analyses show that households with zero and negative net worth are more likely than households with positive net worth to be black and have low earnings. Higher levels of educational and occupational status attainment reduce the probability of zero net worth but not the probability of negative net worth. Male- and female-headed households and households headed by Hispanics also are more likely to have zero net worth, but not negative net worth. The estimated sociodemographic covariate structures of household net worth are found to exhibit substantial stability across both waves and panels in the SIPP—although effects of the 1990–1991 recession are detectable in estimates for the 1990 panel. Possible applications of the estimated models in demographic projections of household net worth are suggested.     

The social standing of jobs: Scores for all Australian occupations

This paper presents the method used to develop the ANU II status scores for all Australian occupations. For some purposes it supersedes ANU I, a 16-point scale (Broom, Jones, and Zubrzycki, 1965, Australian and New Zealand Journal of Sociology (Suppl.) 1; Broom and Jones, 1969, American Sociological Review 34, 650–658). The two scales correlate at .83. The new scale was calculated using a broad range of data applied to a prestige score criterion to estimate an equation used to predict status scores for all occupations. These scores are available in Broom, Duncan-Jones, Jones, and McDonnell (1977, Investigating Social Mobility) along with further details of the method and results. The new scale is currently being used in the analysis of the ANU 1973 survey of social mobility in Australia, and in the reanalysis of data from the ANU 1965 survey. Preliminary results (also presented in Broom et al., 1977) indicate that the scale will be comparable both across time in Australia and across space when comparisons with the “second generation” of mobility studies is undertaken.     

老年人消费状况及其性别差异——以浙江省为例

在浙江省,无论城乡,老年人的消费状况均存在着显著的性别差异.表现在:女性老年人的月消费总支出低于男性;“饮食/食品”和“居住(房屋水电)”等最基本的生活消费支出比例往往高于男性;医疗月均费用少于男性,而医疗费占总消费支出的比例却高于男性;有人情往来的比例比男性略高,而支出均值却比男性低;对子女经济支持的均值低于男性、承受力弱于男性;低消费人群的比例显著大于男性,而中、高消费人群的比例却明显低于男性;对月最低生活费的评价均值低于男性;持较低评价值的比例多于男性,持较高评价值的比例少于男性;在经济上更感到拮据和困难等等.这些情况均表明:浙江省女性老年人的消费水平显著低于男性老年人.同时,由恩格尔系数反映出,女性老年人的生活水平也不如男性老年人.这就再次说明了:改善女性老年人的生活状况应该“成为政策行动的一个优先领域”.     

Women's employment patterns and occupational achievements

This paper suggests that employment patterns and occupational advancement are related: Those less extensively and less continuously employed will have less investment in human capital, fewer opportunities to move to higher positions in the occupational structure, and, consequently, less gain in occupational rewards over the work life. Here National Longitudinal Survey data for women 30 to 44 years of age in 1967 are used to examine the effects of women's employment experience on their status gains from their career beginnings to 1971. A small but significant effect of employment experience on status gain is found for whites, but not for nonwhites.     

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.     

Gender differences in the impact of job mobility on earnings: The role of occupational segregation

In recent years, researchers have begun to explore the extent to which the impact of switching firms (inter-firm mobility) on wages varies between men and women. Using data from the NLSY79 from 1979 to 2012, this paper extends existing research by exploring how occupational segregation and individual level factors contribute to gender differences in the impact of voluntary inter-firm mobility on wages. The paper also examines how patterns vary depending on education level. Findings suggest that men without a college education receive greater wage gains from voluntary inter-firm mobility than similarly educated women although there is no overall gender difference for individuals with a bachelor's degree. The wage returns to voluntary inter-firm mobility for both men and women increase as a function of the male representation in the occupation. For individuals without a college education, the male premium to voluntary inter-firm mobility is largest in highly male dominated occupations. However, women with a bachelor's degree employed in highly male dominated occupations use voluntary inter-firm mobility to narrow the gender wage gap.     

Housework, market work, and “doing gender” when marital satisfaction declines

When faced with a decline in marital satisfaction, are wives constrained from increasing their labor market work time in part because they “do gender?” One of the predictions of the human capital accumulation hypothesis, which assumes no constraints, is that housewives with little work experience will respond to a decline in marital satisfaction by increasing labor market work time (only). In contrast, the gender display hypothesis predicts that, in settings where the evaluations of marriage and wives’ work performance are closely intertwined, a decline in marital satisfaction among this group of housewives will increase both labor market work and housework—and the increase in housework serves as a constraint on the increase in labor market work. To evaluate these contrasting hypotheses, we analyze a panel survey of women in contemporary Japan. Results from multinomial logit regression models are more consistent with the gender display hypothesis than the human capital accumulation hypothesis. Housewives with relatively little work experience are 11 times more likely to increase the time spent on both labor market work and housework when the satisfaction of their marriage declines than when it does not. No evidence is found that, when marital satisfaction declines, these housewives are statistically significantly more likely to increase labor market work only.