Mobility and Gender in a Segmented Labor Market: <i>A Closer Look</i>

Waddoups, Jeffrey; Assane, Djeto

doi:10.1111/j.1536-7150.1993.tb02563.x

Cited by 10 publications

(8 citation statements)

References 14 publications

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“…Making more radical changes may be a result of many factors: moving in and out of the job market depending on a woman's place in the family life cycle (Felmlee, 1984); a geographic move when her husband secures a new job (Waddoups & Assane, 1993); and the number of subordinate primary and secondary labor force jobs held by women which are more marginal in nature which force a woman to be on the lookout for other opportunities (Spenner & Rosenfeld, 1990;Waddoups & Assane, 1993). Women's transitions were: more likely to be to a very different kind of work, lending support to the notion that women's career patterns cannot be described by the same linear models as men's.…”

Section: Discussionmentioning

confidence: 99%

“…Yet structural research on the labor market fails to support the idea that men are at a disadvantage or experience more barriers to movement overall in their careers as compared to women (Tomaskovic-Devey, 1993;Waddoups & Assane, 1993). Men may have been socialized to have a more narrowly-defined perception of a successful career and, thus, see any interference as a barrier.…”

Section: Discussionmentioning

confidence: 99%

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A Comparison of Women's and Men's Career Transitions

Sterrett

1999

Journal of Career Development

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The term &dquo;career&dquo; has been defined in a number of ways in the literature. Van Maanen (1977) uses a broad definition of career: a series of distinct experiences which may be related and which comprise an individual life. Following from this definition, then, is the notion of career as a series of one's working experiences. As Super (1963Super ( , 1976 has well-documented, men's careers have often followed a linear trajectory. Men establish themselves in a particular field and, with time, progress upward within that field in a hierarchical, stepby-step fashion to increased responsibility and compensation; thus men attain career success.Whether or not this same pattern applies to women's career development is uncertain. Women's careers have been found to differ in substantial ways from men's. In general, it has been found that women emphasize salary less and job satisfaction more than men do (McGowen & Hart, 1992), indicating that the rewards of working are different for many women. Cook (1993) suggests that the competitive orientation of the career ladder may not be attractive to many women.A focus on the workplace compounds home-career interaction problems for many women. Sacrifices demanded by organizations of those on a fast-track career exact a toll on personal lives, sacrifices which many women may be unwilling to make. Hardesty and Jacobs (1986) discovered that many successful women feel betrayed and disillusioned with the career success they attained from upward linear mobility. Powell and Mainiero (1992) theorize that women measure their caat UNIV OF FLORIDA Smathers Libraries on June 5, 2016 jcd.sagepub.com Downloaded from

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

A Comparison of Women's and Men's Career Transitions

Sterrett

1999

Journal of Career Development

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“…LMS theory provided a useful macro-level framework for analyzing the gender scholarly productivity relationship because it offered conceptual insights into the influences of the occupational opportunity structure on differential labor market outcomes across gender groups (Amott & Matthaei, 1991;Waddoups & Assane, 1993). Our choice of LMS as the theoretical framework for this research was also based on its predictions about labor market outcomes having been tested and confirmed (Dickins & Laing, 1985;Boston, 1990;Fichtenbaum, Gyimah-Brempong, & Olson, 1994).…”

Section: Gender and Scholarly Productivity In Administration Inmentioning

confidence: 92%

Gender and Scholarly Productivity inAdministration in Social Work, 1977-1995

Wilson¹,

MStat²,

Lubin³

et al. 1999

Administration in Social Work

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“…Existing research indicates that women are less likely to have managerial positions or subordinate jobs with desirable benefits than men. Instead, women tend to hold jobs with fewer opportunities for advancement and have substantially less workplace authority over organizational resources and colleagues (Waddoups and Assane ; Huffman and Cohen ).…”

Section: The Gender Divide In Studies Of Trade Preferencesmentioning

confidence: 99%

Men, Women, Trade, and Free Markets

2014

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In this paper, we provide one of the first systematic analyses of gender's effect on trade attitudes. We draw on a unique representative national survey of American workers that allows us to evaluate a variety of potential explanations for gender differences in attitudes toward free trade and open markets more generally. We find that existing explanations for the gender gap, most notably differences between men and women in economic knowledge and differing material selfinterests, do not explain the gap. Rather, the gender difference in trade preferences and attitudes about open markets is due to less favorable attitudes toward competition among women, less willingness to relocate for jobs among women, and more isolationist non-economic foreign policy attitudes among women.Recent scholarship finds a link between gender and trade preferences in the United States and elsewhere. One

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Mobility and Gender in a Segmented Labor Market: A Closer Look

Cited by 10 publications

References 14 publications

A Comparison of Women's and Men's Career Transitions

A Comparison of Women's and Men's Career Transitions

Gender and Scholarly Productivity inAdministration in Social Work, 1977-1995

Men, Women, Trade, and Free Markets

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