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1 – 10 of over 15000Barry T. Hirsch and Julia Manzella
Economists and sociologists have proposed arguments for why there can exist wage penalties for work involving helping and caring for others, penalties borne disproportionately by…
Abstract
Economists and sociologists have proposed arguments for why there can exist wage penalties for work involving helping and caring for others, penalties borne disproportionately by women. Evidence on wage penalties is neither abundant nor compelling. We examine wage differentials associated with caring jobs using multiple years of Current Population Survey (CPS) earnings files matched to O*NET job descriptors that provide continuous measures of “assisting & caring” and “concern” for others across all occupations. This approach differs from prior studies that assume occupations either do or do not require a high level of caring. Cross-section and longitudinal analyses are used to examine wage differences associated with the level of caring, conditioned on worker, location, and job attributes. Wage level estimates suggest substantive caring penalties, particularly among men. Longitudinal estimates based on wage changes among job switchers indicate smaller wage penalties, our preferred estimate being a 2% wage penalty resulting from a one standard deviation increase in our caring index. We find little difference in caring wage gaps across the earnings distribution. Measuring mean levels of caring across the U.S. labor market over nearly thirty years, we find a steady upward trend, but overall changes are small and there is no evidence of convergence between women and men.
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Birgit Schyns and Sabine Sczesny
The purpose of this paper is to explore the relationship between leadership‐relevant attributes and occupational self‐efficacy in management students. It is assumed that…
Abstract
Purpose
The purpose of this paper is to explore the relationship between leadership‐relevant attributes and occupational self‐efficacy in management students. It is assumed that leadership‐relevant attributes are related to high self‐efficacy beliefs.
Design/methodology/approach
In the present study management students from three different countries, namely Germany, Australia, and India, described to what degree they possess task‐ and person‐oriented leadership attributes and indicate their occupational self‐efficacy for their future profession. Data were analysed using regression analyses.
Findings
As expected, leadership‐relevant attributes were related to occupational self‐efficacy. Some support was found for the assumption that ratings of the importance of relevant attributes moderates the relationship between reported leadership‐relevant attributes and occupational self‐efficacy but only for task‐oriented attributes.
Research limitations/implications
The sample size was small so that comparisons between subgroups were not possible. All data were self‐reported.
Practical implications
The results are relevant for career counselling. Looking at self‐description of individuals in terms of attributes relevant to their future job rather than working directly on their occupational self‐efficacy could be emphasised.
Originality/value
The study provides initial hints at the relationship between self‐description and occupational self‐efficacy in connection with future managers.
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Occupational preferences and subsequent turnover behaviour are part of a complex relationship between employees and their occupational and organizational labour markets. Both…
Abstract
Occupational preferences and subsequent turnover behaviour are part of a complex relationship between employees and their occupational and organizational labour markets. Both markets contribute to matching skills and jobs. Differences in individual and occupational attributes can predict the direction and intensity of preferences for alternative organizations, occupations and job locations. Occupational preferences, which reflect the attractiveness of alternative positions within and outside the employing organization, are examined as central antecedents of occupation‐specific turnover behaviour. The results of a logistic regression analysis, based on a cross‐sectional occupational representative data set of 700 medical sector employees and a follow‐up sample of 81 “quitters”, suggest that turnover behaviour is influenced by organizational and occupational employment opportunities and occupational preferences.
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Julie L. Hotchkiss and Anil Rupasingha
The purpose of this chapter is to assess the importance of individual social capital characteristics in determining wages, both directly through their valuation by employers and…
Abstract
The purpose of this chapter is to assess the importance of individual social capital characteristics in determining wages, both directly through their valuation by employers and indirectly through their impact on individual occupational choice. We find that a person’s level of sociability and care for others works through both channels to explain wage differences between social and nonsocial occupations. Additionally, expected wages in each occupation type are found to be at least as important as a person’s level of social capital in choosing a social occupation. We make use of restricted 2000 Decennial Census and 2000 Social Capital Community Benchmark Survey.
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Keheng Xiang, Fan Gao, Guanghui Qiao and Qingwen Chen
Hotel employees’ occupational stigma is often overlooked. Exploration of hotel employees’ occupational stigma representations, perception pathways and destigmatization provides an…
Abstract
Purpose
Hotel employees’ occupational stigma is often overlooked. Exploration of hotel employees’ occupational stigma representations, perception pathways and destigmatization provides an empirical basis for positive organizational behavior and psychology in the hotel industry. Therefore, this study aims to better understand the mechanism underlying inherent of occupational stigma.
Design/methodology/approach
This study adopts a five-factor narrative analysis involving stigma narrative interviews with a purposed sampling of hotel employees (n = 18). Based on occupational stigma and resource conservation theories, this study designed a five-factor narrative analysis structure chart as the basis for data analysis.
Findings
Findings indicate the existence of four quadrants of perceived occupational stigma attribute distribution, two paths of perceived occupational stigma formation and a more systematic occupational destigmatization mechanism path.
Research limitations/implications
The occupational destigmatization path and countermeasures proposed in this study can resolve talent drain and eliminate stereotyping in the hotel industry, which promote the industry’s rapid recovery and sustainable healthy development, providing the practical management guidelines for public communication via social media, and offer practical significance for existing hotel human resource management in modules such as organizational culture and training.
Originality/value
This study broadens investigations of occupational stigma in a single, static context and explains the relationship between hotel employees’ stigma perceptions and destigmatization paths. Further, the mechanism of emotional energy distribution on spatial stigma was identified. These results have practical implications for organizational culture, training and employee care in hotel human resource management.
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Irene Chew and Albert Teo
A number of studies conducted in the 1970s observed that males andfemales differed in their job attribute preferences. This studyrevisited the issue of gender differences in…
Abstract
A number of studies conducted in the 1970s observed that males and females differed in their job attribute preferences. This study revisited the issue of gender differences in attribute preferences. Final‐year undergraduates (n= 270) were asked to rate 17 job attributes in terms of how important each was to them in choosing a job/employer. Results indicated that the effect of gender on job attribute preferences was generally weak. Other variables such as age, ethnicity, professional training area, and prior work experience also did not have a significant impact on undergraduates′ preferences.
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Jasmina Tomas, Darja Maslić Seršić and Hans De Witte
The purpose of this paper is to test the hypothesized mediation model that specifies psychological climate dimensions as antecedents of job insecurity, while accounting for…
Abstract
Purpose
The purpose of this paper is to test the hypothesized mediation model that specifies psychological climate dimensions as antecedents of job insecurity, while accounting for occupational self-efficacy. Stemming from the conservation of resources theory, the authors hypothesize that job challenge, role harmony, leader support and co-worker cooperation negatively relate to job insecurity due to its positive correlation with occupational self-efficacy.
Design/methodology/approach
Data were collected with a sample of 329 white-collar employees from the ICT sector who were employed full-time and for a period of at least six months in their current organization. All hypotheses were tested via structural equation modeling using the bootstrap method to test the significance of indirect effects.
Findings
Among the four work environment domains, only job challenge had a significant contribution in explaining job insecurity variance. This relationship was fully mediated by occupational self-efficacy.
Research limitations/implications
The cross-sectional research design limits the ability to make causality inferences, while the convenience sampling method limits the generalizability of findings.
Practical implications
The study results indicate that well-designed (i.e. challenging, autonomous and important) job tasks may be advantageous in organizational interventions aimed at reducing job insecurity due to their potential to strengthen employees’ efficacy beliefs.
Originality/value
The study results contribute to current knowledge regarding the relative importance of work environment antecedents of job insecurity, as well as the prominent role played by occupational self-efficacy in explaining some of these relationships.
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Emer Smyth and Stephanie Steinmetz
This chapter seeks to provide insights into a hitherto neglected topic – that of gender segregation among those who have taken part in vocational education and training (VET). In…
Abstract
This chapter seeks to provide insights into a hitherto neglected topic – that of gender segregation among those who have taken part in vocational education and training (VET). In spite of a growing body of work on the link between educational and occupational segregation by gender, relatively little attention has been given to the specific role played by VET in facilitating gender-specific occupational segregation. Using the European Social Survey (ESS) for 20 European countries and comparable macro data from different European sources, the study examines the extent to which cross-national differences in the gender-typical or atypical occupational allocation of vocational graduates aged 20–34 can be attributed to VET-specific institutional differences.
The findings are consistent with earlier research showing the protective role played by VET in reducing non-employment levels. The findings in relation to the gender-typing of work are somewhat surprising, as they indicate that VET system characteristics make relatively little difference to occupational outcomes among women, whether or not they have a VET qualification. Slightly stronger, but still modest, relationships are found between VET system characteristics and occupational outcomes for men. Male VET graduates are more likely to be in a male-typed job in systems with a higher proportion enrolled on vocational courses. In tracked systems, however, they also tend to be more likely to enter female-typed jobs. In systems where VET prepares people for a wider range of occupations, a VET qualification can act as a protective factor against non-employment, at least for men.
Bastian Ravesteijn, Hans van Kippersluis and Eddy van Doorslaer
Health is distributed unequally by occupation. Workers on a lower rung of the occupational ladder report worse health, have a higher probability of disability and die earlier than…
Abstract
Health is distributed unequally by occupation. Workers on a lower rung of the occupational ladder report worse health, have a higher probability of disability and die earlier than workers higher up the occupational hierarchy. Using a theoretical framework that unveils some of the potential mechanisms underlying these disparities, three core insights emerge: (i) there is selection into occupation on the basis of initial wealth, education and health, (ii) there will be behavioural responses to adverse working conditions, which can have compensating or reinforcing effects on health and (iii) workplace conditions increase health inequalities if workers with initially low socio-economic status choose harmful occupations and don’t offset detrimental health effects. We provide empirical illustrations of these insights using data for the Netherlands and assess the evidence available in the economics literature.
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