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Author: Berryman, Sue E.

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1.	Berryman, Sue E.
1.	The Role of Literacy in the Wealth of Individuals and Nations Technical Report TR94-13, National Center on Adult Literacy, University of Pennsylvania, September 1994. Also: http://www.sbctc.ctc.edu/college/abepds/the_role_of_literacy_in_the_wealth_of_individuals_and_nations_tr94-13_sept_1994.pdf Cohort(s): Young Men Publisher: National Center on Adult Literacy Keyword(s): Earnings; Economic Changes/Recession; Education; Education, Adult; Employment; Training; Training, Employee; Training, Occupational; Training, Off-the-Job; Training, On-the-Job; Wage Determination; Wage Levels; Wages; Wages, Adult Permission to reprint the abstract has not been received from the publisher. Berryman's study of the impact of "foundational skills" on wealth and employer-sponsored training cites NLS Young Men data showing that from 1967 to 1980 only 45% of those who failed to complete high school, but 71% of high school completers and 79% of college graduates, received training in company-sponsored programs. The abstract of her paper is as follows: Adults' foundation skills, usually acquired in school, affect the wealth of individuals and nations, not just directly, but also indirectly through the often invisible and poorly measured human-capital-producing mechanism of employer-sponsored training. Employers train the trainable, building on the skills that their better educated employees bring to the labor market from school. Thus, employer-sponsored training depends on and is complementary to, not a substitute for, good foundation skills. Independent of employees' initial education, employer-sponsored training increases employees' productivity and thus their earnings more than training in post-secondary institutions; it decreases the incidence of quits, and, since most real wage gains result from being paid for being more productive, not from switching jobs, its effects on quits enhances wage growth; it decreases layoffs; and it decreases the duration of unemployment spells when they occur. Determining whether employers or economic sectors in a nation underinvest or overinvest in training depends on estimates of the rates of return to training, but in the United States, training costs are so poorly measured as to yield a range of estimated returns too wide to form a basis for policy advice.
	Bibliography Citation Berryman, Sue E. "The Role of Literacy in the Wealth of Individuals and Nations." Technical Report TR94-13, National Center on Adult Literacy, University of Pennsylvania, September 1994.

2.	Berryman, Sue E. Waite, Linda J.
2.	Women in Nontraditional Occupations: Choice and Turnover Report R-3106-FF, Santa Monica, CA: RAND, 1985. Also: http://www.rand.org/pubs/reports/R3106/ Cohort(s): NLSY79 Publisher: RAND Keyword(s): Employment; Family Influences; Gender Differences; Military Enlistment; Military Personnel; Military Service; Occupational Choice; Occupational Status; Occupations; Transition, Job to Job; Women; Women's Roles; Work Attitudes This report uses data from the National Longitudinal Survey of Youth Labor Market Behavior to test a series of hypotheses about characteristics of individuals and their families that influence their occupational preferences and their turnover in the military and in civilian jobs. The study's findings have three important policy implications: (1) Women enlistees have much lower exit rates from the armed forces than their counterparts in civilian jobs; (2) job traditionality does not affect turnover for women in civilian jobs (for a variety of definitions of the traditionality variable and for several alternative specifications of the civilian turnover model); and (3) for women in the military there is no effect of being in a traditionally female or a traditionally male occupation on turnover.
	Bibliography Citation Berryman, Sue E. and Linda J. Waite. "Women in Nontraditional Occupations: Choice and Turnover." Report R-3106-FF, Santa Monica, CA: RAND, 1985.

3.	Waite, Linda J. Berryman, Sue E.
3.	Job Stability Among Young Women: A Comparison of Traditional and Nontraditional Occupations American Journal of Sociology 92,3 (November 1986): 568-595. Also: http://www.jstor.org/stable/2779916 Cohort(s): NLSY79 Publisher: University of Chicago Press Keyword(s): Gender Differences; Job Turnover; Military Training; Mobility; Mobility, Labor Market; Occupational Segregation; Occupations, Non-Traditional This paper explores young women's retention in sex-atypical jobs in the military and in civilian firms. It develops hypotheses about the effects on one-year turnover of sex composition of the occupation in the national labor force. These hypotheses were drawn from several theoretical perspectives on career mobility and the effects of outgroup membership on acceptance. Tests of these hypotheses, using data from the NLSY, provide no evidence that being in a nontraditional occupation increases the chances that a young woman will leave her current employer. The military sector shows a more complex relationship between occupational typicality and women's exit from the services.
	Bibliography Citation Waite, Linda J. and Sue E. Berryman. "Job Stability Among Young Women: A Comparison of Traditional and Nontraditional Occupations." American Journal of Sociology 92,3 (November 1986): 568-595.

4.	Waite, Linda J. Berryman, Sue E.
4.	Women in Nontraditional Occupations: Comparisons of the Military and Civilian Sectors Presented: Detroit, MI, American Sociological Association Annual Meetings, 1983 Cohort(s): NLSY79 Publisher: American Sociological Association Keyword(s): Job Tenure; Military Training; Occupations, Female; Occupations, Male; Occupations, Non-Traditional; Variables, Independent - Covariate Permission to reprint the abstract has not been received from the publisher. Since the early 1970s, the United States military has dramatically increased its recruitment of women and, to ensure that their promotion possibilities would equal those of men, has adopted a policy of distributing women among all eligible occupations, including some formerly filled only by men. The military has had mixed success in integrating women into these nontraditional jobs. Many women prefer traditional work, in medical, clerical, or administrative specialties. Anecdotal evidence suggests that recruiters sometimes pressure them into nontraditional training slots. Among those women who accept traditionally male jobs, tensions often arise with male coworkers and supervisors, which may explain, in part, the higher attrition rate of women. Attrition studies, though few in number, show high attrition of women from blue-collar, nontraditional jobs in both the military and civilian sectors; nontraditional professional, managerial, and administrative jobs show lower attrition. Hypotheses relating to female attrition rates in nontraditional jobs are developed and tested separately in the civilian and military sectors, using data from the NLSY (1979-1981), which included a special supplement on youth in the military, among them 300 women. A polytomous logit specification is used, allowing women who began the period in nontraditional jobs to: (1) remain in the job or change to another nontraditional job; (2) change to a traditional job; or (3) leave the labor force. Polytomous logit permits assessment of the impact of the independent variables on the probability of making each of these transitions relative to making a reference transition.
	Bibliography Citation Waite, Linda J. and Sue E. Berryman. "Women in Nontraditional Occupations: Comparisons of the Military and Civilian Sectors." Presented: Detroit, MI, American Sociological Association Annual Meetings, 1983.

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