The paradox of gender voting: An exploratory analysis

Voting studies have documented that white collar workers tend to vote for conservative parties and blue collar workers for parties that advance working class interests. In the United States during the era (1980–1992) of Republican Presidents Reagan and Bush, women who worked in white collar jobs tended to vote for the Democratic party and men for the more conservative Republican party. This shift created the paradox of gender voting, which this article explains. The effect of gender on vote is small but attains statistical significance due to the suppressor effect of occupation. Two interpretations of the gender effect are tested: thematerialist holds that women's occupation and class identification affect this gap; thepost-materialist suggests that affluence is pivotal. The materialist interpretation fits the data from the survey of the national election of 1984 — the middle-most election of the three won by the Republicans— but the post-materialist interpretation may explain the vote of the very affluent.To Morris Rosenberg and Roberta Simmons, fine sociologists who clarified the suppressor effect and causes of self-esteem.     

Access to training and its impact on temporary workers

Does temporary work provide a way for individuals to improve their skill levels? Using a sample of more than 4,000 employees of US temporary staffing agencies, we analyse whether blue, white and pink‐collar temps get access to company training, and the impact of skill development on wages and employee retention. We find that less than 25 per cent of temps take part in training. Educated and experienced individuals are more likely to be offered training, but lower‐skilled individuals are more likely to take training when it is offered and spend more hours on it. Office workers who took part in training were more likely still to be with the agency a year later and experienced significant wage growth, while training had no effect on wage growth for blue‐collar workers. Skill development that took place on the job was associated with greater wage growth for all types of temps.     

Woman's work: Seeking identity through occupations

Most adult women now hold full-time jobs outside the home, and the proportion is growing. While women's labor market experiences and successes have come closer to men's experiences and successes, their attachment to a labor market career, at least for married women, is not the compulsion that it is and has been for men. While many women have won the right to go off to the corporate citadel every morning, they have more often than not retained the obligation to bear most of the responsebility for the home. Ideally, postfeminist women woumen would like to be able to strike a balance between the responsibilities of the job and home. In reality, they are forced to choose between the two. Women have a right to seek identity through work as well as through parenthood-as men have always done. Those few women who insist on the right to meaningful work and the right to a family will have to push for changes in the work place as hard as they had to push to gain admittance to the jobs in the first place.     

Women of color in the labor market

While the labor force participation rates of women have increased, and women work in a wider range of occupations than they did two decades ago, there remain gaps between the status of women and men, as well as between white women and women of color. Additionally, as the female labor force becomes more diverse, there are also differences among women of color in labor force participation, unemployment, and occupational status. Based on projections regarding the future structure of the labor force, it is likely that even as the status of some women of color improves, many will remain stuck in low-wage service and clerical jobs.     

Structural Change and Labor Requirement of the Japanese Economy

This paper extends the framework of input–output decomposition analysis into a model which decomposes changes in the labor requirement of an economy into effects of occupational substitution, changes in labor productivity and changes in material inputs. By application of this model to the Japanese experience it was found that the most important characteristic of the evolution of the Japanese labor force in the period 1975–85 was the replacement of blue collar workers by highly skilled professionals and technicians. Both technical change and changes in the structure of final demand fostered the increasing demand for professionals and technicians. As the mix of employment shifted towards high knowledge level occupations, Japan's labor productivity increased sharply.     

Occupational downgrading and bumping down: The combined effects of education and experience

Job competition between workers has important implications for “downgrading” and “bumping down”. To account for these phenomena, a matching model is considered in which highly educated and poorly educated workers compete for skilled jobs. An exogenous increase in the proportion of highly skilled workers increases the proportion of these workers in low-level jobs (downgrading). Another of the paper's findings is that changes in the composition of the workforce affect workers' opportunities to accumulate experience. An increase in the relative supply of highly educated workers reduces the opportunities for poorly educated workers to learn on the job. Both education and experience are required in order to access skilled jobs.     

Job satisfaction and gender: Why are women so happy at work?

By most objective standards, women's jobs are worse than men's, yet women report higher levels of job satisfaction than do men. This paper uses a recent large-scale British survey to document the extent of this gender differential for eight measures of job satisfaction and to evaluate the proposition that identical men and women in identical jobs should be equally satisfied. Neither the different jobs that men and women do, their different work values, nor sample selection account for the gender satisfaction differential. The paper's proposed explanation appeals to the notion of relative well-being, especially relative to workers' expectations. An identical man and woman with the same jobs and expectations would indeed report identical job satisfaction, but women's expectations are argued to be lower than men's. This hypothesis is supported by the finding that the gender satisfaction differential disappears for the young, the higher-educated, professionals and those in male-dominated workplaces, for all of whom there is less likely to be a gender difference in job expectations.     

The effects of age and family constraints on gender hiring discrimination: A field experiment in the French financial sector

Using correspondence testing, we investigate whether age and family constraints have an effect on the gender gap in access to job interviews. We sent job applications from three pairs of candidates to the same job advertisements in the French financial sector between January and March 2002, focusing on low-skilled administrative or commercial jobs and high-skilled administrative or commercial jobs. Within each pair, the applicants' characteristics were similar except for gender. We compare the gender gap in access to job interviews for single and childless applicants aged 25 and 37. We find significant hiring discrimination against women aged 25 applying for high-skilled administrative jobs. Young men are preferred to young women when employers offer long-term contracts. Among single and childless applicants aged 37, we find no significant hiring discrimination against women. We then compare the gender job-access gap for applicants aged 37 who are single and childless or married with three children. We do not find significant hiring discrimination against female applicants aged 37.     

How robots change the world

• ? The global robotics revolution is rapidly accelerating, as fast‐paced technological advances converge. This will transform robots’ capabilities and their ability to replace human workers, including in services where robot use is also set to rise steeply.
• ? The global stock of industrial robots multiplied three‐fold over the past two decades, to 2.25 million. Trends suggest it will multiply even faster in the next 20 years, reaching as many as 20 million by 2030, with 14 million in China alone.
• ? The rise of the robots will boost productivity and growth, and create new jobs, some in yet‐to‐exist industries. We estimate a 30% rise in robot installations by 2030 would create around $5 trillion in additional global GDP in today's prices.
• ? But existing business models will be disrupted and jobs lost – we estimate up to 20 million manufacturing jobs by 2030. Each new industrial robot eliminates 1.6 manufacturing jobs on average and almost twice that in low‐skilled regions.
• ? Job losses will vary greatly across countries and regions, with the toll falling disproportionately on lower‐skilled workers and on poorer local economies, aggravating social and economic stresses. The challenges for governments and policy‐makers are daunting at a time of already growing political polarisation

     

Gender Differences in the Effect of Education on the Slope of Experience-Earnings Profiles

A bstract . TWO earnings models are estimated for men and women of the National Longitudinal Survey of Labor Market Experience of Youth (1979 to 1988). Model 1 (a standard human capital equation) indicates women receive a relatively higher earnings effect from another year of education and week of work, suggesting that narrowing of the wage gap can occur through increasing these. However, increases in female education of over 20%, or increases in weeks worked of over 100% are needed to bring female earnings to the level of white males. Model 2, which includes the interaction between education and work experience, shows that more educated men have steeper experience-earnings profiles while more educated women do not. This finding indicates different earnings growth patterns among similarly skilled and market attached men and women. Results imply that increasing female skills and work effort alone are insufficient in obtaining more equitable market outcomes and that the continuation of affirmative action policies are needed to achieve this goal.     

Does immigration affect wages? A look at occupation-level evidence

Previous research has reached mixed conclusions about the effect of higher levels of immigration on the wages of natives. This paper reexamines this question using data from the Current Population Survey and the Immigration and Naturalization Service and focuses on differential effects by skill level. Using occupation as a proxy for skill, we find that an increase in the fraction of foreign-born workers tends to lower the wages of natives in blue collar occupations—particularly after controlling for endogeneity—but does not have a statistically significant negative effect among natives in skilled occupations. The results also indicate that immigrants adjusting their immigration status within the U.S., but not newly arriving immigrants, have a significant negative impact on the wages of low-skilled natives. This suggests that immigrants become closer substitutes for natives as they spend more time in the U.S.     

Accident risk,gender, family status and occupational choice in the UK

Many studies show that women are more risk averse than men. In this paper, following DeLeire and Levy [Deleire T. and Levy H. (2004) ‘Worker Sorting and the Risk of Death on the Job’, Journal of Labor Economics, Vol. 22, No. 4, pp. 210–217.] for the US, we use family structure as a proxy for the degree of risk aversion to test the proposition that those with strong aversion to risk will make occupational choices biased towards safer jobs. In line with DeLeire and Levy we find that women are more risk averse than men and those that are single with children are more risk averse than those without. The effect on the degree of gender segregation is somewhat smaller than for the US.     

Trends in occupational sex segregation in Hong Kong

This study investigates the recent trends in occupational sex segregation in Hong Kong. It employs census data for 1991 and 1996 on the occupational distribution by sex to construct several segregation indexes. Based on these indexes, the relative impacts of the changes in the employment structure and in the gender composition of jobs are evaluated. The concentration of men and women in the occupational structure is also examined. It is found that economic restructuring in Hong Kong has brought about subtle changes in the pattern of occupational sex segregation over time. Specifically, the growth of managerial and professional occupations has facilitated the entry of young and better-educated women into these prestigious jobs. The expansion of low-level service jobs has also absorbed a great number of middle-aged women moving from the declining manufacturing sector. Finally, some policy and organizational implications are discussed.     

Supply of skilled labour and organizational change

The paper develops a model where the structure of organizations is a choice variable for firms and depends on conditions in the labour market. It shows that an increase in the supply of skilled labour may lead firms to adopt organizations with less hierarchical levels. This organizational change increases firms' demand for skilled agents and qualitatively modifies their jobs (i.e. the set of tasks assigned to skilled employees) thus increasing the skilled wage premium.     

The role of job assignment and human capital endowments in explaining gender differences in job performance and promotion

We test a job ladders theory of career progression within internal labor markets as developed by Lazear and Rosen (1990). The theory argues that gender promotion gaps are due to sorting of men and women into career tracks with different promotion opportunities based on ex ante quit probabilities. Analyzing US federal government employees using a dynamic unobserved panel data model, we find that job assignment is one of the strongest predictors of gender differences in promotion. We also find that women have to jump higher performance hurdles to promote across grades, but, within grades, their promotion probabilities are comparable to those of men. In this organization, women can be found in both fast- and slow-track jobs, based on their promotion history, suggesting that unobserved heterogeneity is revealed to the firm over the worker's career.     

Preferences,Comparative Advantage,and Compensating Wage Differentials for Job Routinization*

I attempt to explain why there is not much evidence on compensating wage differentials for job disamenities. I focus on the match between workers’ preferences for routine jobs and the variability in tasks associated with the job. Using data from the Wisconsin Longitudinal Study, I find that mismatched workers earn lower wages and that both male and female workers in routinized jobs earn, on average, 5.5% and 7% less than their counterparts in non‐routinized jobs. However, once preferences and mismatch are accounted for, this difference decreases to 2% for men, and 4% for women, not statistically significant in both cases.     

Migration: the trends converge

Formerly, Australia, New Zealand, Canada, and the US have served as permanent destinations for immigrants, while Europe's migrants have moved to more northerly countries to work for a time and then returned home. From 1973-1975 Europe's recruitment of foreign workers virtually ended, although family reunion for those immigrants allowed in was encouraged. Problems resulting from this new settlement migration include low paying jobs for immigrant women, high unemployment, and inadequate education for immigrant children. Illegal migrants from Latin America and the Caribbean enter the US and Canada each year while illegal North African immigrants enter Italy, Spain, and Greece. North America, Australia, and Europe have all received political refugees from Asia and Latin America. Increasingly, these foreigners compete in the labor market rather than simply fill jobs the native workers do not want. All the receiving countries have similar policy priorities: 1) more effective ways for controlling and monitoring inflows and checking illegal immigration; 2) encouraging normal living patterns and accepting refugees; and 3) integrating permanent migrants into the host country. Europe's public immigration encouragement prior to the first oil shock, has left some countries with a labor force that is reluctant to return home. It is unlikely that Europe will welcome foreign labor again in this decade, since unemployment among young people and women is high and family reunion programs may still bring in many immigrants. Less immigration pattern change will probably occur in North America, Australia, and New Zealand since these countries' populations are still growing and wages are more flexible. Immigration, regulated by policy, and emigration, determined by market forces, now are working in the same direction and will likely reduce future migration flows.     

Beyond Space: Spatial (Re)Production and Middle‐Class Remaking Driven by Jiaoyufication in Nanjing City,China

An extension of gentrification, jiaoyufication–urban change driven by a desire for high‐quality education–is not only displacing previous lower‐class residents, but also replacing earlier jiaoyufiers with newcomers, turning formerly blue‐collar neighbourhoods into white‐collar ones. New middle‐class communities are emerging as spatially limited school catchment zones attract social groups who occupy these spaces in an attempt to facilitate social mobility or consolidate social status, causing tension between them. Consequently, jiaoyufication has narrowed down opportunities for intergenerational social mobility and exacerbated social polarization, gradually replacing traditional social hierarchies with intergenerational neoliberal stratification.     

Gender gaps across the earnings distribution for full-time employees in Britain: Allowing for sample selection

This paper investigates gender differences across the log wage distributions of British employees working full-time in 2005. The raw gender wage gap shows a tendency to increase across the distribution with a glass ceiling effect indicated. A strong relationship between high skilled, white-collar occupations and carrying out managerial duties with the glass ceiling effect is indicated in the data. After allowing for positive selection into full-time employment by British women, a substantially larger gender earning gap is found: the selection corrected gender wage gap is close to twice the raw gap across most of the earnings distribution. This selection corrected gap is found to be predominantly related to women receiving lower rewards for their characteristics than men. Indeed, the results suggest the gender earnings gap would all but disappear across the earnings distribution if women working full-time received the same returns to their characteristics as men working full-time in Britain do.     

Incentives and job redesign: the case of the personal selling function

Changes in the internal and the external environment of organizations are causing many of them to redesign individual jobs as team functions. Sales organizations, in particular, are responding to increased selling costs by redesigning the selling function to include a support person. The basic idea here is to let the support person perform important but relatively low‐skilled tasks, such as lead generation, so that the salesperson's valuable time is freed up to perform important and relatively high‐skilled tasks, such as product promotion. However, this trend gives rise to several interesting questions. Specifically, we ask: How are the incentives offered to the salesperson affected by the introduction of the support person? To what extent will the support person be utilized? And, how will the job be conducted under the new design? We find that the level of incentives and job redesign are related, albeit in a complex manner. We also find that the firm will not always fully utilize the support person, nor will the salesperson always fully delegate the low‐skilled task to him. We conclude by discussing the implications of our findings. Copyright © 1999 John Wiley & Sons, Ltd.