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To identify the trajectories of occupational mobility among non-EU immigrant workers in Europe and to test empirical data against neoclassical human capital theory that predicts upward occupational mobility and labor market segmentation theories proposing immigrant confinement to secondary segments.

Data from survey and semi-structured interviews (2,859 and 357, respectively) with immigrants from Brazil, Ukraine, and Morocco in the Netherlands, the United Kingdom, Portugal, and Norway. Multinomial regression analysis to test the likelihood of moving downward, upward, or stability and identify explanatory factors, complemented with qualitative evidence.

We found support for the thesis of segmented labor market theories of limited upward occupational mobility following migration. However, immigrants with longer residence in the destination country have higher chances of upward mobility compared to stability and downward mobility, giving also support for the neoclassical human capital theory. Frail legal status impacts negatively on upward mobility chances and men more often experience upward mobility after migration than women.

Findings reflect the specific situation of immigrants from three origin countries in four destination areas and cannot be taken as representative. In the multinomial regression we cannot distinguish between cohort effects and duration of stay.

Education obtained in the destination country is very important for migrants’ upward occupational mobility, bearing important policy implications with regards to migrants’ integration.

Its focus on trajectories of mobility through migration looking at two important transitions: (1) from last occupation in the origin country to first occupation at destination and (2) from first occupation to current occupation and offers a wide cross-country comparison both in terms of origin and destination countries in Europe.

Reforms in the health-care system may impact how health-care professionals perceive and enact their roles. This study aims to examine the way in which occupational therapists experience and describe their roles in municipalities after the implementation of a health reform (the Coordination Act) in Norway.

This qualitative study was designed within the perspectives of social constructivism. Data was collected through focus group interviews with 10 community-working occupational therapists. A thematic framework analysis was used to examine the participants’ experiences.

The following four themes emerged: external factors that framed and shaped the occupational therapists’ roles in municipalities; the strengths and dilemmas of the generalist; the problematic generic position and the strengths; and dilemmas of the specialist.

The study suggests that occupational therapy practitioners should identify new opportunities and adapt to health reform changes. They also need to renegotiate their roles as the health reforms require more specialized competences. Greater emphasis must be placed on the core knowledge and competences of occupational therapists to strengthen their professional identity in the municipalities.

The purpose of this paper is to investigate relationships between biographical variables of gender, age experience and employment position and occupational stress of staff members in Catholic primary schools.

Survey data were collected from 356 staff members from Catholic primary schools in New South Wales, Australia. Research hypotheses were tested using multivariate analysis and comparison of means.

Age, gender and position are found to be related to three out of the four identified domains of occupational stress as well as overall occupational stress. In addition, male staff experience higher levels of general occupational stress than their female colleague overall.

The findings hold implications for school systems and school administrators in relation to teacher retention, schools as organizations and gender issues. Further research regarding stress of teacher's aides is also recommended.

The paper includes non‐teaching staff and investigates the role of employment position as a biographical variable.

This chapter provides an overview of the results from a cross-nationally comparative project analysing gender differences and inequalities at labour market entry. Women’s relative gains in educational attainment and the expansion of the service sector suggest that gender inequalities in occupational returns are diminishing or even reversing. In assessing gender differences at labour market entry, we look at a phase of the life course when women’s family roles are still of minor importance. Conceptually, we distinguish between horizontal segregation and inequalities in vertical outcomes. The project was based on 13 in-depth case studies contributed by a network of scholars analysing countries with different institutional, socio-economic and cultural settings. The findings demonstrate that occupational gender segregation is still relatively marked among recent cohorts, though it is slightly decreasing over time in several countries. In terms of vertical inequalities, the case studies consistently revealed that while women enter more prestigious jobs than men in most countries, there is a female disadvantage in economic returns among recent labour market entrants. In addition, we found mixed evidence on the variations of gender equality at labour market entry across countries with different institutional characteristics.

Purpose: We examine how one's occupational class affects emotional experience. To do this, we look at both general affective outcomes (job satisfaction, respect at work, and life happiness) and the experience of specific positive emotions (overjoyed, proud, and excited) during the week.

Methodology/Approach: Using affect control theory simulations, we find the characteristic emotions of four occupational classes, derived from Maloney's (2020) block model analysis: everyday specialists, service-to-society occupations, the disagreeably powerful, and the actively revered. Using these characteristic emotions, we make predictions about how likely it is that individuals in these occupational classes will report workplace affective experiences: job satisfaction and respect at work, and broader affective experience: general happiness in the prior year. Lastly, we generate and test predictions about everyday emotional experience of positive emotions.

Findings: We find mixed results for our hypotheses. In general, our predictions regarding the actively revered as the highest status block in Maloney (2020) are supported for general happiness, job satisfaction, and daily emotional experience. However, we find higher probabilities of happiness and job satisfaction for the disagreeably powerful, a lower evaluation but higher power block, than were expected.

Research Limitations: The current analysis uses only 268 occupations out of the 650 occupational titles in the US Census three-digit occupational codes. An analysis that includes the entire occupational structure would be more definitive. Additionally, it would be preferable to have emotion-dependent variables that were specifically tied to work, rather than broader emotional experience, to have a cleaner test of our hypotheses about occupational identities.

Practical and Social Implications: Prior research has shown how the emotional experiences associated with different identity labels can explain mental health outcomes, workplace anger, and broader patterns of inequality (Foy, Freeland, Miles, Rogers, & Smith-Lovin, 2014; Kroska & Harkness, 2008, 2016; Lively & Powell, 2016). Understanding how occupational class elicits certain types of emotions in everyday interactions may help scholars explain differences in health and overall life satisfaction across occupations that are not explained by material resource differentiation.

This paper explores the combined impact of past job histories and present job opportunities on turnover decisions. We predict turnover decisions on the basis of the structural approach, emphasizing previous work experiences (time spent in past job positions) and the organizational approach (focusing on objective and perceived internal and external employment positions opportunities). A cross‐sectional analysis of employees from four occupational groups in eight medical institutions and a follow‐up sample of 81 “quitters” formed the database for the study. The results suggest that past work history and present employment opportunities produce occupation‐dependent differences in turnover behavior. It is shown that differences in employees’ perception of opportunities, modified by the occupation’s “market viability”, influence turnover. These results demonstrate that integrating the structural and organizational approach, involving both past job histories and present opportunities, improve the prediction of turnover decisions.

This paper documents how gender differences in occupational status (defined by earnings, education, and returns to skills) have evolved over time and across generations. The paper finds a persistent gender earnings gap, a reversal of the education gap, and a convergence in starting salaries and returns to experience. Divergent occupational choices might explain part of the persistent gender gaps and women’s failure to reach parity with men in the earnings distribution. Women choose more flexible jobs than men. But whereas men dominate women in high-powered occupations, they are also more likely to be in low-skilled low-pay occupations. Differential effects of children and time spent keeping house explain most of the gender gap in high-powered occupations but cannot explain fully why women choose more flexible occupations.

Starting with a comparative assessment of different welfare regimes and political economies from the perspective of gender awareness and “pro-women” policies, this chapter identifies the determinants of cross-national variation in women's chances of being in a high-status occupation in 12 West European countries. Special emphasis is given to size and structure of the service sector, including share of women in public employment and structural factors such as trade union density and employment protection. The first level of comparison between men and women concentrates on gender representation in the higher echelons of the job hierarchy, while the second section extends the scope of analysis, comparing women in high-status occupations and low-wage employment in order to allow for a more nuanced study of gender and class interaction. The first analysis is based on European Social Survey data for the years 2002, 2004, 2006, and 2008, capturing recent trends in occupational dynamics. Results indicate that in general a large service sector and a high trade union density enhance women's chances of being in high-status occupations, while more specifically a large public sector helps to reduce channeling women into low-wage employment. Thus, equality at the top can well be paired with inequality at the bottom, as postindustrial countries with a highly polarized occupational hierarchy such as the UK show.

Public versus private sector placement and gender‐based effects are examined as the prime generator of wage variations among men and women Israeli managers in Israel. The macro‐sociological analysis of economic sectors, organizational theory and human capital effects are integrated to predict public/private sector variations in wages, taking account of managerial level and gender effects. Using demographic, human capital characteristics and managerial level position from a representative sample of 778 Israeli public and private sector employees, it is shown that wage variations are generated by initial placement in the public/private sector; higher returns to work hours, education and managerial position in the private sector, and “manhood” which increases returns to wages in both sectors taking account of managerial level variations. These results suggest that public/private sector wage differences are only partially explained by occupational and managerial level variations: taking into account the above variables, gender remains the major determinant of wages for both private and public sector employees.

Gender-specific segregation of occupations has remained a typical characteristic of contemporary labour markets. From an individual perspective, (gender-)specific positioning in the labour market is the result of longer-term developments over the life course; these may be influenced by specific macro-level conditions. For example, education and training systems may differ in the information they provide for individual educational and occupational decisions and in the biographical consequences of these decisions. This chapter analyses the potential relevance of education and training systems for gender-specific occupational expectations at a comparatively young age. The empirical analyses use data from the Programme for International Student Assessment (PISA) 2000, 2003 and 2006 and from the European Labour Force Survey (ELFS), comparing occupational gender segregation in early individual expectations and in the labour force across 22 European countries. In a multi-level analysis, expectations are related to both individual-level predictors and characteristics of education and training systems. The results show that anticipated choices of gender-specific occupations are loosely related to characteristics of education and training systems. In particular, the degree of vocational enrolment seems to enforce the level of segregation. However, these associations are group-specific and rather small. Education and training systems also tend to have different consequences for the expectations of young women and young men. Gender segregation already exists at early biographical stages, but it is often modified by later adaptation and the selective behaviour of institutions and employers.