Search Results

Author: Fuller, Sylvia
Resulting in 2 citations.
1. Fuller, Sylvia
Broken Ladders or Boundaryless Careers? Job Instability and Worker Well Being
Ph.D. Dissertation, Rutgers: The State University Of New Jersey - New Brunswick, 2004. DAI-A 65/06, p. 2383, Dec 2004
Cohort(s): NLSY79
Publisher: UMI - University Microfilms, Bell and Howell Information and Learning
Keyword(s): Gender Differences; Human Capital; Job Turnover; Layoffs; Mobility, Job; Modeling, Multilevel; Quits

Since the 1980s, job stability for American workers has been falling as employers pursue increased flexibility in employment systems. Traditionally vulnerable groups such as young workers and blacks have experienced the largest increase in instability, but even hitherto stable workers such as older managers and professionals have been affected. This dissertation investigates the economic consequences of employment instability for workers by analyzing longitudinal work history data from the 1979 to 2000 waves of the U.S. National Longitudinal Survey of Youth with multi-level regression techniques. The study found that working for more employers for shorter periods was generally harmful. However, the penalties of job instability varied according to the pattern of job change, individual characteristics, social location, and work context. Different groups of workers varied both in their overall level of job mobility and in the relative proportion of job changes of different types (layoffs, discharges, quits for family reasons and quits for economic reasons) they tended to undergo, and this had clear economic consequences. However, analyses also revealed that these consequences were themselves mediated by social location and social context, albeit in ways that often differed significantly for men and women. The dissertation concludes that such variation challenges dominant approaches to studying workplace restructuring that focus on average effects. Instead, the dissertation argues for an approach that is sensitive to differences in how new patterns of employment are experienced. In so doing, it draws from and further develops insights from a variety of theoretical traditions including human capital and job mobility approaches from economics, sociological work on how social, economic, and cultural frameworks shape labor market processes, and feminist research on the links between changing employment relationships and sex/gender inequalities both inside and outside of the labor market.
Bibliography Citation
Fuller, Sylvia. Broken Ladders or Boundaryless Careers? Job Instability and Worker Well Being. Ph.D. Dissertation, Rutgers: The State University Of New Jersey - New Brunswick, 2004. DAI-A 65/06, p. 2383, Dec 2004.
2. Fuller, Sylvia
Job Mobility and Wage Trajectories for Men and Women in the United States
American Sociological Review 73,1 (February 2008): 158-183.
Cohort(s): NLSY79
Publisher: American Sociological Association
Keyword(s): Gender Differences; Labor Supply; Mobility, Occupational; Modeling; Wage Equations; Wage Rates; Wages, Women

Permission to reprint the abstract has not been received from the publisher.

Young American workers typically change employers many times in the course of establishing their careers. This article examines the consequences of this mobility for wage inequalities between and among men and women. Using multilevel modeling and data from the 1979 to 2002 waves of the National Longitudinal Survey of Youth 1979 (NLSY79), I disentangle the various ways in which mobility shapes the trajectories of wage growth. Findings caution against accepting the adequacy of prevalent economic models of mobility--models that tend to isolate individual workers' moves from broader patterns of work history and that treat mobility as a decontextualized individual choice. Although workers who frequently switch employers generally end up earning less than their more-stable counterparts, the type, timing, and relative level of changes strongly affect the ultimate wage differential. Differences in the degree of men's and women's labor-force attachment and family circumstances are also influential. Workers who are less attached to the labor force benefit less from changing employers, and women who are married or have children also tend to experience less-favorable mobility-wage outcomes. [ABSTRACT FROM AUTHOR] Copyright of American Sociological Review is the property of American Sociological Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright
Bibliography Citation
Fuller, Sylvia. "Job Mobility and Wage Trajectories for Men and Women in the United States." American Sociological Review 73,1 (February 2008): 158-183.