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Author: Felmlee, Diane Helen
Resulting in 8 citations.
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Felmlee, Diane Helen |
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A Dynamic Analysis of Women's Employment Exits Demography 21,2 (May 1984): 171-183. Also: http://www.springerlink.com/content/d01101715r1x5j08/ Cohort(s): Young Women Publisher: Population Association of America Keyword(s): Children; Exits; Family Influences; Fertility; Job Tenure; Quits; Transition Rates, Activity to Work; Wages; Work Attachment; Work History Permission to reprint the abstract has not been received from the publisher. This research examines women's rates of leaving a job to become nonemployed (unemployed or out of the labor force) using a stochastic continuous time model. The data consist of employment histories of white women constructed from the NLS of Young Women (1968-1973). The results demonstrate the importance of examining the underlying processes in women's employment. Several differences are found between the determinants of employment exits and what might be expected from the cross sectional and panel literature on female labor force participation. The findings also provide evidence of the interdependence of fertility and employment, with young children increasing rates of employment exits and with high wages on a job decreasing rates of leaving a job because of a pregnancy. Finally, involuntary employment terminations are examined, and their transition rates are found to decrease with job wages and job tenure and to increase when a woman has children. |
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Bibliography Citation
Felmlee, Diane Helen. "A Dynamic Analysis of Women's Employment Exits." Demography 21,2 (May 1984): 171-183.
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Felmlee, Diane Helen |
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Causes and Consequences of Women's Employment Discontinuity, 1967-1973 Work and Occupations 22,2, (May 1995): 167-187. Also: http://wox.sagepub.com/content/22/2/167.full.pdf+html Cohort(s): Young Women Publisher: Sage Publications Keyword(s): Human Capital; Job Status; Marital Status; Mobility, Occupational; Occupational Attainment; Occupational Status; Unemployment; Unemployment Duration; Work Histories Permission to reprint the abstract has not been received from the publisher. Analysis of work histories, 1967-1973, on a sample of young white women (N = 3,638) drawn from the National Longitudinal Survey finds support for the hypothesis that a single break in employment has immediate, adverse effects on occupational attainment. Job changes that were interrupted by an employment break yielded significantly lower gains in wages and job status than did uninterrupted job shifts and had relatively higher rates of downward job mobility. A critical factor was marital status, with married women having significantly higher rates of interrupted job mobility and significantly lower rates of uninterrupted job mobility. Structural explanations for the negative consequences of employment discontinuity are contrasted with a human capital explanation. 4 Tables, 36 References. Adapted from the source document. (Copyright 1995, Sociological Abstracts, Inc., all rights reserved.) |
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Bibliography Citation
Felmlee, Diane Helen. "Causes and Consequences of Women's Employment Discontinuity, 1967-1973." Work and Occupations 22,2, (May 1995): 167-187.
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Felmlee, Diane Helen |
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Consequences of Employment Discontinuity for Women's Occupational Attainment Presented: Toronto, Canada, American Sociological Association Annual Meetings, 1981 Cohort(s): Young Women Publisher: American Sociological Association Keyword(s): Family Constraints; Labor Force Participation; Mobility; Occupational Attainment; Wages; Work Histories Permission to reprint the abstract has not been received from the publisher. The employment pattern of many females is characterized by breaks in wage employment. The hypothesis that such discontinuities will adversely affect females' occupational attainment is tested. Data from the NLS of Young Women (1968-1973) are used to construct complete work histories for white females who are not enrolled in school full- time. Using a continuous-time stochastic model, rates of upward and downward mobility are compared for job changes with and without a break in employment. Mobility is measured in terms of wages and socioeconomic status. The findings support the hypothesis. There are immediate attainment costs associated with a break in employment for white females. Job changes separated by periods of nonemployment have higher rates of downward mobility and lower rates of upward mobility than uninterrupted job shifts. Additional analyses uncover differences in the processes of changing jobs with or without an intervening period of nonemployment as well as the negative consequences of family constraints on women's attainment. |
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Bibliography Citation
Felmlee, Diane Helen. "Consequences of Employment Discontinuity for Women's Occupational Attainment." Presented: Toronto, Canada, American Sociological Association Annual Meetings, 1981. |
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Felmlee, Diane Helen |
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Returning to School and Women's Educational Attainment Sociology of Education 61,1 (January 1988): 29-41. Also: http://www.jstor.org/stable/2112307 Cohort(s): Young Women Publisher: American Sociological Association Keyword(s): Educational Aspirations/Expectations; Educational Returns; Occupational Attainment; Schooling; Wage Levels; Women; Women's Education Permission to reprint the abstract has not been received from the publisher. Over the past twenty-five years, more and more United States women have been returning to school after a period of employment in the labor force. Factors that make it likely that women will leave the labor force to obtain more schooling, and whether this increase in education significantly improves their wage levels and job prestige when they return to work are investigated using employment history data from the NLS of Young Women, 1968-1973, (number of cases = 3,638 white and 1,459 black respondents aged 14-24). The results of the initial analysis reveal that job rewards are an important influence on women's rates of returning to school. In addition, regression analyses demonstrate that women's return to school yields modest wage increases and increased occupational prestige (with certain exceptions) in subsequent jobs. Women who return to school are also more likely to improve the occupational category of their job, although usually they remain employed in gender-typical occupations. In general, additional schooling benefits women's occupational attainment, but, perhaps because of structural barriers, there are limitations to these benefits. [Sociological Abstracts, Inc.] |
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Bibliography Citation
Felmlee, Diane Helen. "Returning to School and Women's Educational Attainment." Sociology of Education 61,1 (January 1988): 29-41.
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Felmlee, Diane Helen |
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The Dynamic Interdependence of Women's Employment and Fertility Social Science Research 22,4 (December 1993): 333-360. Also: http://www.sciencedirect.com/science/article/pii/S0049089X83710173 Cohort(s): Young Women Publisher: Academic Press, Inc. Keyword(s): Employment; Fertility; Motherhood; Pregnancy and Pregnancy Outcomes; Racial Differences; Sons; Wages, Women; Work History Research on the causal relationship between women's fertility and their employment patterns has yielded contradictory findings. In order to shed some light on the confusion that has resulted, hazard models are used to investigate the possibility these two variables are dynamically interdependent. Transition rates among combined states of pregnancy and fertility are analyzed for a data set consisting of joint work and fertility event histories for a national sample of young white and black women. The results lend support to the interdependence thesis. Pregnancy and motherhood increase the rate at which women leave employment and decrease their reentry rate. Furthermore, this study finds that women's wages, and for white women, employment status as well, are negatively and significantly related to their rate of becoming pregnant. |
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Bibliography Citation
Felmlee, Diane Helen. "The Dynamic Interdependence of Women's Employment and Fertility." Social Science Research 22,4 (December 1993): 333-360.
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Felmlee, Diane Helen |
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The Dynamics of Women's Job Mobility Work and Occupations 11,3 (August 1984): 259-281. Also: http://wox.sagepub.com/content/11/3/259.full.pdf+html Cohort(s): Young Women Publisher: Sage Publications Keyword(s): Children; Husbands, Income; Marital Status; Mobility; Part-Time Work; Socioeconomic Status (SES); Wages Permission to reprint the abstract has not been received from the publisher. The job mobility of young white women is examined, using a continuous-time stochastic model. Analysis of NLS data on Young Women indicates that rates of women's job transitions within full-time employment are decreased by job rewards, socioeconomic status, and wages, and increased by IQ and age. A woman's education, however, does not have significant effects. The family constraints of being married and husband's income limit mobility. Shifts in and out of part-time employment are also common, and wages and young children are found to be significant factors in influencing changes to part-time jobs. Comparisons are made with previous findings for men. |
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Bibliography Citation
Felmlee, Diane Helen. "The Dynamics of Women's Job Mobility." Work and Occupations 11,3 (August 1984): 259-281.
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Felmlee, Diane Helen |
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Women's Job Mobility Processes Within and Between Employers American Sociological Review 47,1 (February 1982): 142-151. Also: http://www.jstor.org/stable/2095048 Cohort(s): Young Women Publisher: American Sociological Association Keyword(s): Age and Ageing; Family Influences; I.Q.; Job Rewards; Job Tenure; Mobility; Socioeconomic Status (SES); Transition, Job to Job; Wages Permission to reprint the abstract has not been received from the publisher. This research examines the role of the firm in women's job mobility using a dynamic approach. Rates of women's job to job transitions are analyzed with a multivariate, stochastic model. The data are employment histories derived from the National Longitudinal Survey of Young Women (1968-1973). The results demonstrate the significance and the advantages of firm-internal labor markets in women's employment. First, the process of job mobility differs greatly within and between employers. Voluntary job changes made between employers rely on observable job rewards and general individual resources. Shifts within a firm depend largely on a woman's age and job duration, signifying the importance of seniority and job-specific resources in determining promotions. Second, jobs in firm-internal labor markets offer higher wages and socioeconomic status to women than other jobs. |
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Bibliography Citation
Felmlee, Diane Helen. "Women's Job Mobility Processes Within and Between Employers." American Sociological Review 47,1 (February 1982): 142-151.
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Felmlee, Diane Helen |
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Women's Job Transitions: A Dynamic Analysis of Job Mobility and Job Leaving Ph.D. Dissertation, University of Wisconsin - Madison, 1980. DAI-A 41/10, p. 4500, Apr 1981 Cohort(s): Young Women Publisher: UMI - University Microfilms, Bell and Howell Information and Learning Keyword(s): Fertility; Job Patterns; Locus of Control (see Rotter Scale); Mobility; Pregnancy and Pregnancy Outcomes; Socioeconomic Status (SES); Transition Rates, Activity to Work; Transition, Job to Job; Women; Work Histories The number of women in the labor force has increased dramatically in recent years. At the same time, numerous studies have been done on women's employment issues. However, research has generally been of a cross-sectional nature and has failed to focus on the dynamics of women's employment activities. This study is a longitudinal, in-depth analysis of two major processes involved in women's employment--job mobility and leaving employment. The Young Women sample of the National Longitudinal Survey (1968-1973) is used to develop an appropriate data set for this study. The panel and retrospective information is transformed into a set of employment transition histories for each person in the white women sub-sample. A multivariate, continuous-time, stochastic model is used to analyze individual level employment transition rates. In the first step of the analysis, basic factors in the process of women's job mobility are identified. Women's rates of job to job changes are negatively associated to job rewards and positively associated to individual resources. In addition, several family-related constraints have substantial negative effects on rates of job shifts. Being married, for instance, slows down rates of women's job changes. The process of changing jobs is not simply a function of employers' and employees' desires. Job changes are also a function of the structural access that individuals have to jobs. Additional analyses demonstrate the interaction of the mobility process with two access factors in a job change, the locus of control (voluntary/involuntary) and the type of employer transition (same employer/different employer). The process of voluntarily changing jobs differs substantially from that of changing jobs involuntarily. Furthermore, models for rates of voluntarily changing jobs with the same employer differ from models for rates of voluntarily changing jobs with different employers. Job shifts to a new employer rely on general, screening information such as wages, SES, IQ, and educational goal. Job shifts with the same employer (indicative of firm internal labor markets) depend heavily on age and length of time on a job, a result which implies that moves in firm internal labor markets are largely a function of seniority, firm-specific resources, and vacancies in a firm. Rather than being continuously employed, many women move out of employment for periods of time. Therefore, in the third part of the study transitions out of employment are modeled in a dynamic framework. Models for rates of leaving employment because of pregnancy are contrasted with models for rates of leaving employment due to reasons other than pregnancy. These models differ in ways that imply that fertility behavior influences employment decisions. However, the wage variable has a negative effect both on rates of leaving a job due to pregnancy and on rates not due to pregnancy. This suggests that high wages are a disincentive to leave a job for any reason, i.e., the wages of a job influence pregnancy decisions for employed women. In sum, results provide evidence that labor force activity influences fertility behavior as well as that fertility behavior influences labor force behavior. The final question addressed concerns the consequences of employment discontinuity for women's occupational attainment. Results show that women are more likely to make job changes that result in decreases, rather than increases, in SES or wages when their job changes are interrupted by nonemployment than when the changes are made without a break. Further research demonstrates that the negative consequences of discontinuity are not due simply to differences in the characteristics of the women or jobs involved in discontinuous job changes. Instead, costs are embedded in the process of job changing. |
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Bibliography Citation
Felmlee, Diane Helen. Women's Job Transitions: A Dynamic Analysis of Job Mobility and Job Leaving. Ph.D. Dissertation, University of Wisconsin - Madison, 1980. DAI-A 41/10, p. 4500, Apr 1981. |