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Mary Gregory - One of the best experts on this subject based on the ideXlab platform.
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Moving Down: Women's Part-time Work and Occupational Change in Britain 1991-2001
The Economic Journal, 2008Co-Authors: Sara Connolly, Mary GregoryAbstract:We give a quantitative analysis of the nature of Occupational Change – based on the utilisation of skills – as women make the transition between full-time and part-time work. We show that one-quarter of women moving from full- to part-time work experience downgrading. Women remaining with their current employer are less vulnerable and the availability of part-time opportunities is far more important than the presence of a pre-school child in determining whether a woman moves to a lower-skilled occupation. These findings indicate a loss of economic efficiency through the underutilisation of the skills of many of the women who work part-time.
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Moving Down: Women's Part‐Time Work and Occupational Change in Britain 1991–2001
The Economic Journal, 2008Co-Authors: Sara Connolly, Mary GregoryAbstract:We give a quantitative analysis of the nature of Occupational Change - based on the utilisation of skills - as women make the transition between full-time and part-time work. We show that one-quarter of women moving from full- to part-time work experience downgrading. Women remaining with their current employer are less vulnerable and the availability of part-time opportunities is far more important than the presence of a pre-school child in determining whether a woman moves to a lower-skilled occupation. These findings indicate a loss of economic efficiency through the underutilisation of the skills of many of the women who work part-time. Copyright 2008 The Author(s). Journal compilation Royal Economic Society 2008.
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Moving Down: Women`s Part-time Work and Occupational Change in Britain 1991-2001
2007Co-Authors: Mary Gregory, Sara ConnollyAbstract:The UK`s Equal Opportunities Commission has recently drawn attention to the `hidden brain drain` when women working part-time are employed in occupations below those for which they are qualified. These inferences were based on self-reporting. We give an objective and quantitative analysis of the nature of Occupational Change as women make the transition between full-time and part-time work. We construct an Occupational classification which supports a ranking of occupations based on the average level of qualification of those employed there on a full-time basis. Using the NESPD and the BHPS for the period 1991-2001 we show that perhaps one-quarter of women moving from full- to part-time work move to an occupation at a lower level of qualification. Over 20 percent of professional women downgrade, half of them moving to low-skill jobs; two-thirds of nurses leaving nursing become care assistants; women from managerial positions are particularly badly affected. Women remaining with their current employer are much less vulnerable to downgrading, and the availability of part-time opportunities within the occupation is far more important than the presence of a pre-school child in determining whether a woman moves to a lower-level occupation. These findings indicate a loss of economic efficiency through the underutilisation of the skills of many of the women who work part-time.
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moving down women s part time work and Occupational Change in britain 1991 2001
2007Co-Authors: Mary Gregory, Sara ConnollyAbstract:The UK`s Equal Opportunities Commission has recently drawn attention to the `hidden brain drain` when women working part-time are employed in occupations below those for which they are qualified. These inferences were based on self-reporting. We give an objective and quantitative analysis of the nature of Occupational Change as women make the transition between full-time and part-time work. We construct an Occupational classification which supports a ranking of occupations based on the average level of qualification of those employed there on a full-time basis. Using the NESPD and the BHPS for the period 1991-2001 we show that perhaps one-quarter of women moving from full- to part-time work move to an occupation at a lower level of qualification. Over 20 percent of professional women downgrade, half of them moving to low-skill jobs; two-thirds of nurses leaving nursing become care assistants; women from managerial positions are particularly badly affected. Women remaining with their current employer are much less vulnerable to downgrading, and the availability of part-time opportunities within the occupation is far more important than the presence of a pre-school child in determining whether a woman moves to a lower-level occupation. These findings indicate a loss of economic efficiency through the underutilisation of the skills of many of the women who work part-time.
Daniel Oesch - One of the best experts on this subject based on the ideXlab platform.
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is employment polarisation inevitable Occupational Change in ireland and switzerland 1970 2010
Work Employment & Society, 2018Co-Authors: Emily Murphy, Daniel OeschAbstract:The routinisation thesis expects technology to hollow out the middle of the employment structure, leading to a uniform pattern of polarisation across affluent countries. This article argues that oc...
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Is Employment Polarisation Inevitable? Occupational Change in Ireland and Switzerland, 1970–2010
Work Employment and Society, 2017Co-Authors: Emily C Murphy, Daniel OeschAbstract:The routinisation thesis expects technology to hollow out the middle of the employment structure, leading to a uniform pattern of polarisation across affluent countries. This article argues that Occupational Change is also shaped by labour supply – particularly education and immigration – and institutions. Polarisation therefore represents just one scenario of Occupational Change. Our study of Ireland and Switzerland examines long-term Change in the employment structure (1970–2010), using census data and an encompassing definition of the labour force. Results show no simple trend of Occupational upgrading morphing into polarisation. Occupational upgrading occurred in both countries, with the largest employment gains in high-paid occupations and the largest losses in low-paid ones. Patterns of Occupational Change largely aligned with the evolution of labour supply, upgrading in the 1990s and 2000s being driven in both countries by higher educated women. Immigration supplied labour for low-end and mid-level jobs in Ireland during the Celtic Tiger era, and for low-paid occupations in Switzerland during the 1980s.
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Occupational structure and labor market Change in western europe since 1990
2015Co-Authors: Daniel OeschAbstract:Observers of social Change have been fascinated for a long time by the question of how the employment structure evolves: toward good jobs, bad jobs, or increasing polarization? Three issues are at stake. At the microlevel of single jobs, the concern is with the quality of new employment created. The question raised is to know whether jobs are becoming better paid, more highly skilled, and endowed with greater autonomy. At the macrolevel of social structure, the debate evolves around the question whether Occupational Change transforms affluent countries into large middle-class societies or, on the contrary, into increasingly divided class societies. The two levels of analysis are bridged by the concern for social mobility. Here, the question is as to whether Change in the employment structure allows forthcoming generations to move to more rewarding jobs than those held by their parents – or whether downward mobility is the more likely outcome. The direction of Change has then manifest implications for parties' electoral constituencies and citizens' political preferences. This chapter strives to shed light on some of these issues by analyzing the pattern of Occupational Change in Western Europe since 1990. It does so by examining the evolution of the employment structure with large-scale microlevel data for Britain, Denmark, Germany, Spain, and Switzerland. The central question is to know what kind of occupations have been expanding and declining over the last two decades: high-paid jobs, low-paid jobs, or both? Our analysis shows that the five countries under study underwent a process of major Occupational upgrading. The only ambiguity concerns the question whether the process is clear-cut or has a polarizing twist to it. The labor market created ample opportunities at the high-skilled end of the Occupational structure but made perspectives bleak in the lower-middle range of jobs held by clerks and production workers.
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Occupational Change in Europe: How Technology and Education Transform the Job Structure
2013Co-Authors: Daniel OeschAbstract:Introduction 1. The Debate in the Literature on Occupational Change 2. Occupational Upgrading in Europe since 1990 3. Demand-Side Influences on Occupational Change: Trade and Technology 4. Supply-Side Influences on Occupational Change: Education and Migration 5. The Role of Institutions: Wage-Setting and Occupational Change 6. Upgrading at the Cost of Unemployment? Conclusion
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Upgrading or polarization? Occupational Change in Britain, Germany, Spain and Switzerland, 1990-2008
Socio-Economic Review, 2010Co-Authors: Daniel Oesch, Jorge Rodríguez MenésAbstract:This paper analyzes the pattern of Occupational Change in four Western European countries over the last two decades: what kind of jobs have been expanding -- high-paid jobs, low-paid jobs or both? By addressing this issue, we also examine what theoretical account is consistent with the observed pattern of Change: skill-biased technical Change, skill supply evolution or wage-setting institutions? Our empirical findings show a picture of massive Occupational upgrading that closely matches educational expansion. In all four countries, by far the strongest employment growth occurred at the top of the Occupational hierarchy, among managers and professionals. Yet in parallel, in Britain and Switzerland, as well as in Germany and Spain after 1996 and 2002 respectively, relative employment declined more strongly in the middling occupations (among clerks and production workers) than at the bottom (among interpersonal service workers). This slightly polarized pattern of Occupational upgrading is consistent with the "routinization" hypothesis that technology is a better substitute for average-paid jobs in production and the office that for low-paid jobs in interpersonal services. However, we find large cross-country differences in the employment evolution at the bottom of the Occupational hierarchy, among low-paid services workers: sizeable growth in Britain and Spain, but stagnation in Germany and Switzerland. This results points towards the possibility that wage-setting institutions filter the pattern of Occupational Change.
Sara Connolly - One of the best experts on this subject based on the ideXlab platform.
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Moving Down: Women's Part-time Work and Occupational Change in Britain 1991-2001
The Economic Journal, 2008Co-Authors: Sara Connolly, Mary GregoryAbstract:We give a quantitative analysis of the nature of Occupational Change – based on the utilisation of skills – as women make the transition between full-time and part-time work. We show that one-quarter of women moving from full- to part-time work experience downgrading. Women remaining with their current employer are less vulnerable and the availability of part-time opportunities is far more important than the presence of a pre-school child in determining whether a woman moves to a lower-skilled occupation. These findings indicate a loss of economic efficiency through the underutilisation of the skills of many of the women who work part-time.
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Moving Down: Women's Part‐Time Work and Occupational Change in Britain 1991–2001
The Economic Journal, 2008Co-Authors: Sara Connolly, Mary GregoryAbstract:We give a quantitative analysis of the nature of Occupational Change - based on the utilisation of skills - as women make the transition between full-time and part-time work. We show that one-quarter of women moving from full- to part-time work experience downgrading. Women remaining with their current employer are less vulnerable and the availability of part-time opportunities is far more important than the presence of a pre-school child in determining whether a woman moves to a lower-skilled occupation. These findings indicate a loss of economic efficiency through the underutilisation of the skills of many of the women who work part-time. Copyright 2008 The Author(s). Journal compilation Royal Economic Society 2008.
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Moving Down: Women`s Part-time Work and Occupational Change in Britain 1991-2001
2007Co-Authors: Mary Gregory, Sara ConnollyAbstract:The UK`s Equal Opportunities Commission has recently drawn attention to the `hidden brain drain` when women working part-time are employed in occupations below those for which they are qualified. These inferences were based on self-reporting. We give an objective and quantitative analysis of the nature of Occupational Change as women make the transition between full-time and part-time work. We construct an Occupational classification which supports a ranking of occupations based on the average level of qualification of those employed there on a full-time basis. Using the NESPD and the BHPS for the period 1991-2001 we show that perhaps one-quarter of women moving from full- to part-time work move to an occupation at a lower level of qualification. Over 20 percent of professional women downgrade, half of them moving to low-skill jobs; two-thirds of nurses leaving nursing become care assistants; women from managerial positions are particularly badly affected. Women remaining with their current employer are much less vulnerable to downgrading, and the availability of part-time opportunities within the occupation is far more important than the presence of a pre-school child in determining whether a woman moves to a lower-level occupation. These findings indicate a loss of economic efficiency through the underutilisation of the skills of many of the women who work part-time.
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moving down women s part time work and Occupational Change in britain 1991 2001
2007Co-Authors: Mary Gregory, Sara ConnollyAbstract:The UK`s Equal Opportunities Commission has recently drawn attention to the `hidden brain drain` when women working part-time are employed in occupations below those for which they are qualified. These inferences were based on self-reporting. We give an objective and quantitative analysis of the nature of Occupational Change as women make the transition between full-time and part-time work. We construct an Occupational classification which supports a ranking of occupations based on the average level of qualification of those employed there on a full-time basis. Using the NESPD and the BHPS for the period 1991-2001 we show that perhaps one-quarter of women moving from full- to part-time work move to an occupation at a lower level of qualification. Over 20 percent of professional women downgrade, half of them moving to low-skill jobs; two-thirds of nurses leaving nursing become care assistants; women from managerial positions are particularly badly affected. Women remaining with their current employer are much less vulnerable to downgrading, and the availability of part-time opportunities within the occupation is far more important than the presence of a pre-school child in determining whether a woman moves to a lower-level occupation. These findings indicate a loss of economic efficiency through the underutilisation of the skills of many of the women who work part-time.
Beifan Zhou - One of the best experts on this subject based on the ideXlab platform.
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Relation of Occupational Change to Cardiovascular Risk Factor Levels in Rural Chinese Men: The People’s Republic of China–United States Collaborative Study on Cardiovascular and Cardiopulmonary Epidemiology
American journal of public health, 2003Co-Authors: Beifan Zhou, Jeremiah Stamler, Shouchi Tao, Clarence E. Davis, Xiaoqing Liu, Aaron R. Folsom, O. Dale WilliamsAbstract:During the second half of the 20th century, millions of people in developing countries ceased to be farmers and sought other occupations. Little has been reported of the impact of this transition on risk factors for cardiovascular disease (CVD) and other chronic diseases. Ecological and prospective studies indicate that elevated blood pressure, elevated total cholesterol (TC), obesity, and smoking are major risk factors for stroke and coronary heart disease (CHD) in Chinese populations.1–4 Concurrent with economic development in China, levels of risk factors have tended to rise.5 This study examined men residing in rural areas near big cities who worked as farmers in 1983–1984 and the relation of Occupational Change from 1983–1984 to 1993–1994 and their CVD risk factor Changes.
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relation of Occupational Change to cardiovascular risk factor levels in rural chinese men the people s republic of china united states collaborative study on cardiovascular and cardiopulmonary epidemiology
American Journal of Public Health, 2003Co-Authors: Beifan Zhou, Jeremiah Stamler, Shouchi Tao, Clarence E. Davis, Xiaoqing Liu, Aaron R. Folsom, Dale O WilliamsAbstract:During the second half of the 20th century, millions of people in developing countries ceased to be farmers and sought other occupations. Little has been reported of the impact of this transition on risk factors for cardiovascular disease (CVD) and other chronic diseases. Ecological and prospective studies indicate that elevated blood pressure, elevated total cholesterol (TC), obesity, and smoking are major risk factors for stroke and coronary heart disease (CHD) in Chinese populations.1–4 Concurrent with economic development in China, levels of risk factors have tended to rise.5 This study examined men residing in rural areas near big cities who worked as farmers in 1983–1984 and the relation of Occupational Change from 1983–1984 to 1993–1994 and their CVD risk factor Changes.
Jeffrey B. Arthur - One of the best experts on this subject based on the ideXlab platform.
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Does turnover destination matter? Differentiating antecedents of Occupational Change versus organizational Change
Journal of Vocational Behavior, 2020Co-Authors: Ryan D. Zimmerman, Brian W. Swider, Jeffrey B. ArthurAbstract:Abstract In this study, we seek to understand why some employees decide to leave organizations to Change occupations instead of either changing organizations while staying in the same occupation or staying in the same job at the same organization. Moving beyond the existing focus on antecedents of Occupational commitment and occupation withdrawal intentions, we employ an Occupational embeddedness framework to examine five Occupational factors as potential drivers of Occupational Change. Using a large dataset of 3201 professionals, our results indicate that several factors underlying the overarching concept of Occupational embeddedness (e.g., wage level, non-core job duties, Occupational investment, and moonlighting) were related to individuals' likelihood of changing occupations compared to changing organizations within the same occupation or staying at the same organization. Our findings suggest that specific turnover destination may be important to understanding why people leave jobs. We discuss the theoretical implications of our findings, along with practical implications at the Occupational, organizational, and individual levels regarding how Occupational turnover may be prevented.
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Differentiating Occupational Change Versus Organizational Change
Academy of Management Proceedings, 2017Co-Authors: Ryan D. Zimmerman, Brian W. Swider, Jeffrey B. ArthurAbstract:In this study, we seek to understand why some employees leave organizations based on a decision to Change occupations instead of either changing organizations while staying in the same occupation o...
