Employment Stability in the U.S. Labor Market: Rhetoric versus Reality

Hollister, Matissa

doi:10.1146/annurev-soc-081309-150042

Cited by 162 publications

(156 citation statements)

References 53 publications

Supporting

Mentioning

144

Contrasting

Unclassified

Order By: Relevance

“…Although we argued that these advantages of internal mobility would be muted during functional moves, we found little evidence for such an effect. While workers have become more likely to move across firms in recent decades (Bidwell 2013;Hollister 2011) and scholars have become increasingly interested in the "boundaryless" nature of careers (Arthur and Rousseau 1996), for the population that we studied, it was the traditional career moves within organizations that were more likely to lead to advancement.…”

Section: Discussionmentioning

confidence: 99%

“…Consistent with such a pattern, we also found that respondents' pay at the time of the survey was associated with the number of internal moves (but not external moves) that they had made. Despite the increasing prevalence of inter-organizational mobility (Hollister 2011) and a declining willingness of employers to support career progression within firms (Cappelli 1999), these findings suggest that organizations continue to play a vital role in allowing the kinds of workers that we studied to move into higher level jobs over time.…”

mentioning

confidence: 88%

See 1 more Smart Citation

Shifts and Ladders: Comparing the Role of Internal and External Mobility in Managerial Careers

Bidwell

Mollick

2015

Organization Science

105

View full text Add to dashboard Cite

Employees can build their careers either by moving into a new job within their current organization or else by moving to a different organization. We use matching perspectives on job mobility to develop predictions about the different roles that those internal and external moves will play within careers. Using data on the careers of master of business administration alumni, we show how internal and external mobility are associated with very different rewards: upward progression into a job with greater responsibilities is much more likely to happen through internal mobility than external mobility; yet despite this difference, external moves offer similar increases in pay to internal, as employers seek to attract external hires. Consistent with our arguments, we also show that the pay increases associated with external moves are lower when the moves take place for reasons other than career advancement, such as following a layoff or when moving into a different kind of work. Despite growing interest in boundaryless careers, our findings indicate that internal and external mobility play very different roles in executives' careers, with upward mobility still happening overwhelmingly within organizations.

show abstract

Section: Discussionmentioning

confidence: 99%

mentioning

confidence: 88%

Shifts and Ladders: Comparing the Role of Internal and External Mobility in Managerial Careers

Bidwell

Mollick

2015

Organization Science

105

View full text Add to dashboard Cite

show abstract

“…However, a review of the literature on employment trajectories provides contradictory evidence regarding the increase in instability over time. Hollister (2011) presents an interesting review of the US case, finding consistent evidence of a decline in long-term tenure rates (one of the most commonly used measures) for men in the private sector since the 1980s, but an increase in employment stability for women in the same period. In Europe, there is a similar lack of irrefutable stylized facts after the publication of several studies since the mid-nineties (Aeberhardt and Marbot 2013).…”

Section: Are Employment Trajectories Really Less Stable?mentioning

confidence: 96%

Unstable work histories and fertility in France

Ciganda¹

2015

DemRes

View full text Add to dashboard Cite

Macro-level modeling is still the dominant approach in many demographic applications because of its simplicity. Individual-level models, on the other hand, provide a more comprehensive understanding of observed patterns; however, their estimation using real data has remained a challenge. The approach we introduce in this article attempts to overcome this limitation. Using likelihood-free inference techniques, we show that it is possible to estimate the parameters of a simple but demographically interpretable individual-level model of the reproductive process from a set of aggregate fertility rates. By estimating individual-level quantities from widely available aggregate data, this approach can contribute to a better understanding of reproductive behavior and its driving mechanisms. It also allows for a more direct link between individual-level and population-level processes. We illustrate our approach using data from three natural fertility populations.

show abstract

“…Both concepts point to a decline in job stability and place emphasis on labour mobility, not only as enforced or company-initiated but also strategic and voluntary (Hollister, 2011). Meaning to emphasize rethinking one's career radically, researchers described workers as continuous learners, adaptable and as 'seeking intrinsic rewards' (Sullivan & Baruch, 2009).…”

Section: Previous Researchmentioning

confidence: 99%