Всего публикаций в данном разделе: 446
Опубликовано на портале: 17-06-2004Ирина Перова Экономические и социальные перемены. Мониторинг общественного мнения. 2001. № 1. С. 39-42.
На основе данных мониторинга ВЦИОМ описываются представления людей о значении работы, успешной трудовой карьере по группам (работники, безработные, учащаяся молодежь) и их изменения на протяжении более чем 10 лет (с 1989 по 2000 гг.). Эти изменения разительны. Возросло значение работы для людей прежде всего как источника получения средств к существованию (почти в 2 раза - с 25 до 45%). Интересно отметить, что доли полюсов практически не изменились (групп ответивших, что работа важна сама по себе, независимо от оплаты, и ответивших, что в их жизни работа не занимает сколько-нибудь существенного места, являясь лишь неприятной обязанностью). Данные мониторинга показывают зависимость представлений об успешной карьере начиная с 1996 г. от сферы деятельности. Отчетливо прослеживается высокая значимость содержания, интереса к работе у работников сфер деятельности, высоко востребованных обществом, но имеющих низкую зарплату (образование, здравоохранение, культура, искусство, наука). Здесь важность работы, независимо от оплаты, отмечалась в 2 раза чаще, чем в промышленности, сельском хозяйстве, и в 2,6 раза чаще, чем в торговле, общественном питании, жилищно-коммунальном хозяйстве. Существенны различия в отношении к работе и в зависимости от профессионально-должностного статуса. Определенные, но не существенные различия в отношении к работе, представления об успешной трудовой карьере прослеживаются по полу, возрасту. Показана также специфика соответствующих ориентиров в группе безработных и учащейся молодежи.
Опубликовано на портале: 05-06-2004Владимир Самуилович Магун Общественные науки и современность. 1996. № 6. С. 17-28.
Исследуются различные аспекты трудовых ценностей россиян. Выделяются идеологические трудовые ценности, рассматривается место труда и занятости в идеологии советского общества, нормативно-предписанные мотивы труда, сопоставляется социалистическая и протестантская трудовая мораль. Рассматриваются прагматические трудовые ценности как советского, так и постсоветского общества. Среди них выделяется общее отношение людей к работе, значимость для людей отдельных сторон труда и вознаграждения за труд, а также способов его достижения. Автор формирует интегральные индексы соотношения положительных и отрицательных трудовых ценностей и на основе данного показателя определяет место России среди других постсоветских стран по этому критерию. Отмечается, что у россиян, в частности, выражена ценность эквивалентного социального обмена. Завершает анализ рассмотрение трудовых ценностей у различных групп российского населения.
Опубликовано на портале: 04-06-2004В.И. Голубева Общественные науки и современность. 1996. № 3. С. 66-72.
В статье анализируется венгерский опыт адаптации носителей интеллектуального капитала – работников умственного труда – к условиям структурной перестройки национального хозяйства. Подавляюща часть (90%) научной и научно-технической интеллигенции страны вошла в рынок, минуя безработицу. Благодаря этому, во-первых, решилась проблема занятости данной группы населения в рамках рынка, а во-вторых, Венгрии, в отличие от других постсоциалистических стран, удалось избежать наиболее острых форм криминализации экономики. Однако, на фоне активности зарубежных инвесторов, предпочитающих использовать собственные исследовательские результаты, четко просматривается проблема невостребованности и неэффективного использования накопленных ранее интеллектуальных ресурсов. Данная тенденция чревата закреплением технического отставания Венгрии в контексте международного разделения труда.
Promotion Paradox: Organizational Mortality and Employee Promotion Chances in Silicon Valley Firms, 1946-1996 [статья]
Опубликовано на портале: 29-05-2004Damon J. Phillips American Journal of Sociology. 2001. Vol. 106. No. 4. P. 1058-1098.
This article argues that there is a promotion paradox a negative relation between firm life chances and employee promotion chances. Author argues that this is due to a firms bargaining power, which increases with firms competitive strength. Author finds strong support using data on 50 years of Silicon Valley law firms and attorneys. Young, small, specialist, and low-status firms are more likely to fail but are also contexts with the highest promotion likelihood. Moreover, except for those firms that are "near death," an associate's promotion likelihood increases with the law firm's probability of failure.
Опубликовано на портале: 29-05-2004Trond Petersen, Ishak Saporta, Marc-David L. Seidel American Journal of Sociology. 2000. Vol. 106. No. 3. P. 763-816.
This study focuses on the impact of sex, race, and social networks, to analyze the hiring process in a midsized high-technology organization, using information on all 35,229 applicants in a 10-year period (1985 94). For gender, the process is entirely meritocratic: age and education account for all sex differences. But even without taking into account the two meritocratic variables, there are small if no differences between men and women at all stages in the hiring process. For ethnic minorities, the process is partly meritocratic but partly reliant upon social networks. Once referral method is taken into account, all race effects disappear. In hiring, ethnic minorities are thus disadvantaged in the processes that take place before the organization is contacted. They lack access to or utilize less well the social networks that lead to high success in getting hired.
Bad jobs in America: standard and nonstandard employment relations and job quality in the United States [статья]
Опубликовано на портале: 29-05-2004Arne L. Kalleberg, Ken Hudson American Sociological Review. 2000. Vol. 65. No. 2. P. 256-278.
The prevalence of nonstandard jobs is a matter of concern if, as many assume, such jobs are bad. We examine the relationship between nonstandard employment (on-call work and day labor, temporary-help agency employment, employment with contract companies, independent contracting, other self-employment, and part-time employment in "conventional" jobs) and exposure to "bad" job characteristics, using data from the 1995 Current Population Survey. Of workers age 18 and over, 31 percent are in some type of nonstandard employment. To assess the link between type of employment and bad jobs, we conceptualize "bad jobs" as those with low pay and without access to health insurance and pension benefits. About one in seven jobs in the United States is bad on these three dimensions. Nonstandard employment strongly increases workers' exposure to bad job characteristics, net of controls for workers' personal characteristics, family status, occupation, and industry. Reprinted by permission of the publisher.
Опубликовано на портале: 29-05-2004Leslie McCall American Sociological Review. 2000. Vol. 65. No. 2. P. 234-255.
The new inequality is often characterized by the increasing wage gap between workers with a college education and those without. Yet, although the gap in hourly wages between college-educated and non-college-educated women is high and rising, the topic has been overshadowed by research on gender inequality and wage inequality among men. Using the 1990 5-percent Public Use Microdata Samples, independent sources of macro data, and controls for individual human capital characteristics, I examine the association between the college/non-college wage gap and key aspects of local economic conditions for women and men. While the college/non-college wage gap among women is comparable in size to the gap among men, significant gender differences emerge in the underlying sources of high wage gaps in over 500 labor markets across the United States. Compared with men, flexible and insecure employment conditions (e.g., joblessness, casualization, and immigration) are more important in fostering high wage gaps among women than are technology, trade, and industrial composition, the prevailing explanations of rising wage inequality over time. Based on these gender differences, I reconsider the debate on labor-market restructuring and inequality and discuss a new analytical focus on differences in within-gender inequality.
Labor Pains: Change in Organizational Models and Employee Turnover in Young, High-Tech Firms [статья]
Опубликовано на портале: 29-05-2004James N. Baron, Michael T. Hannan, Diane Burton American Journal of Sociology. 2001. Vol. 106. No. 4. P. 960-1012.
Organizational theories, especially ecological perspectives, emphasize the disruptive effects of change. However, the mechanisms producing these effects are seldom examined explicitly. This article examines one such mechanism employee turnover. Analyzing a sample of high-technology start-ups, we show that changes in the employment models or blueprints embraced by organizational leaders increase turnover, which in turn adversely affects subsequent organizational performance. Turnover associated with organizational change appears to be concentrated among the most senior employees, suggesting "old guard disenchantment" as the primary cause. The results are consistent with the claim of neoinstitutionalist scholars that founders impose cultural blueprints on nascent organizations and with the claim of organizational ecologists that altering such blueprints is disruptive and destabilizing.
Опубликовано на портале: 24-05-2004Joel M. Podolny, James N. Baron American Sociological Review. 1997. Vol. 62. No. 5. P. 673-693.
We examine how the structure and content of individuals' networks in the workplace affect intraorganizational mobility. Consistent with prior research, we find that an individual's mobility is enhanced by having a large, sparse network of informal ties for acquiring information and resources. However, in contrast to previous work, we emphasize the importance of consistent role expectations for performance and mobility. We find evidence that well-defined performance expectations are more likely to arise from a small, dense network of individuals. We develop a typology of network contents and document the interaction between network structure and content in analyses of mobility among employees of a high-technology firm. We also examine how the effects of tie duration on mobility vary by tie content. We discuss the implications of our results for theory and research on networks and organizational mobility.
Опубликовано на портале: 24-05-2004Richard J. Boden Journal of Socio-Economics. 1999. Vol. 28. No. 3. P. 351-364.
Female self-employment has risen strongly over the last few decades and has become an important labor market development. The few studies that have examined women's decision to become self-employed indicate that this decision is complex. Women are more likely than men to shoulder family-related obligations, especially child rearing, and there is evidence that this affects some women's propensity to become self-employed. Also, women have yet to achieve full economic parity with men in wage employment. How gender inequality in wage earnings may precipitate some women's selection out of wage employment and into self-employment is examined. It is found that women's lower wage returns to observed worker characteristics have a positive and significant effect on women's decision to switch from wage employment to self-employment.
Family change, employment transitions, and the welfare state: household income dynamics in the United States and Germany [статья]
Опубликовано на портале: 22-05-2004Thomas A. DiPrete, Patricia A. McManus American Sociological Review. 2000. Vol. 65. No. 3. P. 343-370.
Since the demise of modernization theory, social scientists have sought explanations for persisting differences in the stratification of industrialized societies, primarily by studying how educational and labor market institutions shape the life chances of individuals. This approach undervalues two key features of any stratification system: family dynamics and the welfare state. Employment changes, changes in household composition, and changes in the employment situation of a spouse or partner can all trigger large shifts in income and material well-being. The impact of these events is mediated by public tax and transfer mechanisms and by private actions taken by household members. This comparative analysis of household income dynamics in the United States and Germany shows that variations in welfare state policy produce distinct societal patterns of income mobility, and furthermore, shows that the relative importance of labor market events, family change, and welfare state policies for income dynamics depends on gender. The strong interrelationship between individual incentives and the structure of opportunity produces an asymmetry in the long-term impact of events. The negative effects of events that reduce income generally decay over time, while the effects of positive events generally persist.
Опубликовано на портале: 22-05-2004Roberto M. Fernandez, Emilio J. Castilla, Paul Moore American Journal of Sociology. 2000. Vol. 105. No. 5. P. 1288-1356.
This article argues that a common organizational practice the hiring of new workers via employee referrals provides key insights into the notion of social capital. Employers who use such hiring methods are quintessential social capitalists, viewing workers social connections as resources in which they can invest in order to gain economic returns in the form of better hiring outcomes. Using unique data on the dollar costs of screening, hiring, and training, this article finds that the firm s investment in the social capital of its employees yields significant economic returns.
Опубликовано на портале: 22-05-2004Barry Eichengreen, Torben Iversen Oxford Review of Economic Policy. 1998. Vol. 15. No. 4. P. 121-138.
The institutional determinants of economic performance is analyzed, taking European labor-market institutions as a case in point. European economic growth after the Second World War was based on Fordist technologies, a setting to which the continent's institutions of solidaristic wage bargaining were ideally suited. They eased distributive conflicts and delivered wage moderation, which in turn supported high investment. The wage compression that was a corollary of their operation was of little consequence so long as the dominant technologies were such that firms could rely on a relatively homogeneous labor force. But as Fordism gave way to diversified quality production, which relied more on highly skilled workers, the centralization of bargaining and the compression of wages became impediments rather than aids to growth. Assuming that growth will rely even more in the future on rapidly changing, science-based, skilled-labor-intensive technologies, countries with centralized labor-market institutions will have to move still further in the direction of decentralization. Whether Europe in particular can accommodate these demands will help to determine whether it is able to re-establish a full employment economy in the twenty-first century.
Gender, the Welfare State, and Public Employment: A Comparative Study of Seven Industrialized Countries [статья]
Опубликовано на портале: 22-05-2004Janet C. Gornick, Jerry A. Jacobs American Sociological Review. 1998. Vol. 63. No. 5. P. 688-710.
Using data from the Luxembourg Income Study (LIS), we explore the influence of government employment on the gender gap in earnings in seven countries. We address four questions on the effects of public-sector employment on the gender gap in earnings: (1) Do governments offer jobs that are comparatively high paying? (2) Does public employment benefit some workers, such as low-paid workers, more than others? (3) Are public-sector employment advantages explained by differences in worker characteristics and the occupational mix? (4) What is the effect of public employment-its extent and its pay structure-on gender gaps in wages? Our results indicate marked variation across liberal, conservative, and social democratic welfare states, but reveal a number of uniformities as well. In most of the seven countries in our sample, public-sector workers earn more on average than do workers in the private sector, and most earnings advantages are concentrated on the low end of the earnings distribution. The effect of public employment on the overall gender gap in wages is limited in most countries. We discuss the implications of these results for theory and research on gender and the welfare state.
Опубликовано на портале: 22-05-2004Robert M. Blackburn, Bradley Brooks, Jennifer Jarman Work, Employment, and Society. 2001. Vol. 15. No. 3. P. 511-538.
This article presents a new approach to measuring the most important dimension of gender segregation the vertical dimension in quantitative survey data. This, in turn, allows for a reassessment of the view that high levels of gender segregation are synonymous with high levels of social inequality. In order to do this, the article also draws upon significant conceptual developments. Segregation as it is commonly understood is named as overall segregation, and is the resultant of two components, horizontal and vertical segregation, representing difference and inequality separately. This provides a clear approach to measurement. The argument is developed with a case study of the British labour force. The pattern of segregation, in terms of its overall level and its components, varies considerably across sections of the labour force. In terms of inequality, the vertical components measured indicate that British women working full-time are more advantaged than we would expect, and that women working in part-time manual occupations, though facing the greatest relative disadvantage in terms of pay, are actually slightly advantaged over men working in manual occupations in terms of social stratification. Although overall segregation has remained relatively unchanged over the five year period from 1991 to 1996, there have been some significant changes to its components within the various sections of the employed British labour force in that time. By looking at the various sections of the labour force, relative to the labour force as a whole, we can achieve a better understanding of how segregation operates with respect to gender inequalities.
Опубликовано на портале: 22-05-2004Ted Mouw American Sociological Review. 2000. Vol. 65. No. 5. P. 730-753.
The spatial mismatch hypothesis argues that residential segregation and job decentralization combine to adversely affect the employment opportunities of minorities. While employment is increasingly located outside of central cities, residential segregation prevents minorities from moving closer to suburban jobs. Although this hypothesis has intuitive appeal, there is little consensus regarding its empirical validity. This study (1) constructs detailed geographic measures of changes in employment opportunities, (2) estimates a fixed-effects model of changes in the unemployment rate over time, and (3) accounts for spatial correlation in the error term. Neighborhood-level employment data from 1980 and 1990 are used to measure changes in the distance to jobs from census tracts in the Detroit and Chicago metropolitan areas. In both cities, the decentralization of employment and the loss of manufacturing jobs resulted in substantial changes in the spatial distribution of employment. The empirical results indicate that a decline in the spatial proximity to employment is associated with an increase in the unemployment rate for blacks.
Опубликовано на портале: 22-05-2004Lane Kenworthy American Sociological Review. 2002. Vol. 67. No. 3. P. 367-388.
A number of studies have found an association between corporatist institutions and low unemployment in the 1970s and 1980s. Three gaps in the understanding of corporatism's labor market effects are addressed. The results suggest that wage coordination was conducive to low unemployment in the 1980s because it fostered moderation in labor costs, spurred faster economic growth, and encouraged governments to more aggressively pursue policies to reduce unemployment.
Опубликовано на портале: 22-05-2004Irene Browne American Sociological Review. 1997. Vol. 62. No. 2. P. 236-252.
For the first time in this century, Black women are participating in the labor force at lower rates than are White women. The Black-White gap in female labor force participation is driven by those in the severest need of income-women heading households. I compare three explanations of the Black-White gap in labor force participation among female household heads-lack of human capital, lack of opportunities resulting from industrial restructuring, and disarticulation from mainstream institutions as described by theories of the "underclass." Using a representative national sample from the Panel Study of Income Dynamics, I find that lower rates of labor force participation among Black women heading households are determined by Black-White differences in human capital as well as by characteristics associated with a breakdown in the processes linking Black women to the labor market. Overall, the largest impediments to labor force participation among women heading households are dropping out of high school, having a child under the age of six in the household, and being a long-term welfare recipient.
Опубликовано на портале: 22-05-2004Cecilia L. Ridgeway American Sociological Review. 1997. Vol. 62. No. 2. P. 218-235.
How can we explain the persistence of gender hierarchy over transformations in its socioeconomic base? Part of the answer lies in the mediation of gender inequality by taken-for-granted interactional processes that rewrite inequality into new institutional arrangements. The problems of interacting cause actors to automatically sex-categorize others and, thus, to cue gender stereotypes that have various effects on interactional outcomes, usually by modifying the performance of other, more salient identities. Because changes in the status dimension of gender stereotypes lag behind changes in resource inequalities, interactional status processes can reestablish gender inequalities in new structural forms. Interactional sex categorization also biases the choice of comparison others, causing men and women to judge differently the rewards available to them. Operating in workplace relations, these processes conserve inequality by driving the gender-labeling of jobs, constructing people as gender-interested actors, contributing to employers' discriminatory preferences, and mediating men's and women's perceptions of alternatives and their willingness to settle for given job outcomes.
Temporal Differentiation in the Occupational Mobility of Immigrant and Native-Born Latina Workers [статья]
Опубликовано на портале: 22-05-2004Dowell Myers, Cynthia J. Cranford American Sociological Review. 1998. Vol. 63. No. 1. P. 68-93.
We estimate changes over time in the occupational participation of Latina workers. Applying a "double cohort" method for longitudinal analysis with census data, we clarify the effects of economic restructuring and economic assimilation. We investigate multiple temporal effects: immigration cohort, birth cohort, age at migration, duration in the United States, and advancing age. The analysis compares Latinas in southern California who are employed in low-wage factory jobs with Latinas employed in better-paying office jobs. Results indicate sharp temporal differentiation among the Latina workers, even after controlling for human capital. The newest arrivals concentrate in the growing light-manufacturing sector and remain there, to a relative degree, across subsequent decades. Workers who immigrated as young children (referred to as the 1.5 generation) diverge from their parents and tend to be employed in office jobs--a pattern similar to young native-born Latinas. Within cohorts' careers, workers shift out of factory jobs, but there is little net shift into office work. Instead, cohort succession is the dominant factor in workers' adaptation to a changing economic structure. Reprinted by permission of the publisher.