Patricia A. Roos

Job Queues, Gender Queues: Explaining Women's Inroads into Male Occupations

Preface Part I: Explaining the Changing Sex Composition of Occupations 1. Occupational Sex Segregation: Persistence and Change 2. Queuing and Changing Occupational Composition 3. Consequences of Desegregation: Occupational Integration and Economic Equity? Part II: Case Studies of Occupation Change 4. Culture, Commerce and Gender: The Feminization of Book Editing -- Barbara F. Reskin 5. Industrial and Occupational Change in Pharmacy: Prescription for Feminization -- Polly A. Phipps 6. Keepers of the Corporate Image: Women in Public Relations -- Katharine M. Donato 7. High Finance, Small Change: Womens Increased Representation in Bank Management -- Chloe E. Bud 8. Programming for Change? The Growing Demand for Women Systems Analysts -- Katharine M. Donato 9. Womens Gains in Insurance Sales: Increased Supply, Uncertain Demand -- Barbara J. Thomas 10. A Womans Place is Selling Homes: Occupational Change and the Feminization of Real Estate Sales -- Barbara J. Thomas and Barbara F. Reskin 11. Occupational Resegregation among Insurance Adjusters and Examiners -- Polly A. Phipps 12. Women Behind Bars: The Feminization of Bartending -- Linda A. Detman 13. Baking and Baking Off: Deskilling and the Changing Sex Makeup of Bakers -- Thomas Steiger and Barbara F. Reskin 14. Hot-Metal to Electronic Composition: Gender, Technology, and Social Change -- Patricia A. Roos Part III: Conclusion Summary, Implications, and Prospects Appendix: Guidelines Used for Occupation Case Studies References Name Index Subject Index About the Authors

Gender and work : a comparative analysis of industrial societies

If you really want to be smarter, reading can be one of the lots ways to evoke and realize. Many people who like reading will have more knowledge and experiences. Reading can be a way to gain information from economics, politics, science, fiction, literature, religion, and many others. As one of the part of book categories, gender and work a comparative analysis of industrial societies always becomes the most wanted book. Many people are absolutely searching for this book. It means that many love to read this kind of book.

Sex and Earnings in Industrial Society: A Nine-Nation Comparison.

A substantial difference in average earnings between men and women employed full-time is documented for each of nine industrial nations, and several hypothesized explanations for the earnings gap are explored: a human capital hypothesis-women earn less because they have less education and experience; a dual career hypothesis-women earn less because they adjust their work behavior to meet the demands of family obligations; and an occupational segregation hypothesis-women earn less because they are concentrated in lowlevel jobs. None of these hypotheses receives much support in any country, leaving open the possibility that the earnings differences are due to deeply entrenched institutional arrangements that limit womens opportunities and achievements.

Sex stratification in the workplace: Male-female differences in economic returns to occupation☆

Abstract Employing data from the 1974–1977 NORC General Social Surveys, I investigate differences in the earnings attainment of currently employed white men and women age 25 to 64. I focus special attention on the explanatory effects of job characteristics other than those traditionally employed in prestige and status-defined earnings models. The results, based on a multivariate regression analysis and a regression standardization procedure, suggest that a nontrivial portion of the earnings gap between men and women is due to womens concentration in jobs which are low-paying and heavily female and because women are less likely than men to exercise authority in their jobs or to control the means of production. Including these factors in an earnings model statistically increases womens earnings as a percentage of mens by over 7%, accounting for approximately 13% of the earnings gap. Net of these job characteristics, gender differences in industry distribution are not substantively important in explaining why women earn less than men, accounting for only 0.4% of the earnings gap. When single womens earnings are adjusted to take account of their occupational concentration, 10% of the male-single female earnings gap is explained, providing preliminary evidence that the job characteristics I specify are not mere proxies for work experience. Including job characteristics as measures of the context of employment thus usefully extends the human capital and prestige or statusdefined models traditionally employed in explanations of the male-female earnings differential.

Balancing without a net in academia: integrating family and work lives

This paper presents qualitative data from a gender equity study at a Carnegie I research institution. In this paper we draw on interview data to explore the ways that our sample of senior women and men dealt with family‐work conflicts at different points in their careers. We offer stories of women (and a few men), who struggled with family‐work conflicts, and we provide these in their own voices. After first presenting our findings we demonstrate how they can be used to develop strategies to address family‐work conflicts and evaluate current programs. We first explore how women and men defined the problem of family‐work integration. We then review some of the main coping strategies they used at different points in their careers, and then explore the consequences that women experienced as a result of the university’s lack of support. We conclude by pointing to areas where in stitutionally supported programs and policies may be effective in addressing the balance between family and work.

Shifting Gender Boundaries Women's Inroads into Academic Sociology

Using a queuing framework, the authors investigate explanations for womens inroads into academic sociology since 1970. Womens entry has occurred most dramatically among sociology doctorates, with women now representing about half of all those awarded PhDs. Access to faculty positions has been more modest: Approximately one in four faculty members are currently women. From a systematic review of research on womens achievements in sociology, publications produced by sociologys professional association, and other statistical sources, the authors focus on three major explanations for womens increased access to academic sociology. First, men eschewed graduate training in sociology as research and development funding dropped, real earnings declined, and the academic labor market contracted. Second, in the 1970s academic employers increasingly turned to women, in part because of the salience of anti-discrimination legislation and also because women sociologists generated pressure for change. Third, women themselves increasingly chose graduate training in sociology because sociologys subject matter lent itself to the inclusion of issues central to their lives. Although the numbers studying for advanced degrees in sociology (and the number of sociology PhDs) are once again increasing, it is too early to tell whether women will make further inroads, or whether their numbers will remain stable or decline.

Occupational Desegregation in the 1970s: Integration and Economic Equity?

During the 1970s, women made dramatic inroads into a select number of traditionally male occupations. Although media pundits touted womens gains as dramatic, there is reason to suspect whether these inroads actually represent progress for women. Using a queuing perspective, we examine whether womens gains represent genuine integration, ghettoization, or resegregation, and whether women gained economically from occupational feminization. Case studies of fourteen occupations that became feminized during the 1970s reveal that womens occupational and economic progress relative to men was disappointing. While women did make inroads into traditionally male occupations, they gained access to them because the occupations had lost much of their attractiveness to men and were becoming less advantageous for women as well. The desegregation of census occupational titles masked substantial internal segregation. In those occupations in which the wage gap did decline, it did so more because of declines in mens real earnings than because of increases in womens.

Marriage and Women's Occupational Attainment in Cross-Cultural Perspective.

Employing data from 12 industrial societies, the present paper investigates differences in the laborforce behavior, occupational distribution, and attainment patterns of ever and never married women. The analysis tests one explanation for occupational sex segregation-dual career theory, which attributes womens concentration in low-paying employment to gender differences in marital and childrearing responsibilities. The results for the twelve countries offer some support for the assertion that never married women are more similar to men than ever married women, but not in all respects related to their occupational behavior. Although marital responsibilities affect the extent to which women work and the kinds of jobs in which they are employed, these differences for the most part do not translate into differences in occupational prestige or wage rate. Thus, womens economic disadvantage, relative to men, cannot be attributed solely, or even in large measure, to gender differences in marital responsibilities. Never married women, who have no immediate marital responsibilities, do not fare much better than married women in their occupational attainment.

Staffing personnel : Feminization and change in human resource management

Abstract Building on insights from queuing theory and institutional theories of organizations, we examine why human resource management feminized after 1970. We use original data collected from scholarly journals, trade journals and relevant government documents and statistics. Women typically gained entry to personnel because the fields traditional labor pool, men, was insufficient to meet demand. Although labor shortages were attributable in large measure to increased demand, they also reflected mens declining interest in HR work, occasioned by a drop in real earnings and the fields low prestige. Womens presence also rose because employers, guided by gender stereotypes about womens and mens natural abilities and the changing expectations of personnel jobs, increasingly chose women to staff personnel jobs. Finally, large numbers of women entered personnel work because they had increasingly supplied themselves to the degree programs that traditionally feed personnel work. Underlying these components...

CHANGING FAMILIES/CHANGING COMMUNITIES

Scholars writing about community in recent years have been more likely to lament its passing than celebrate its exemplars. Whats missing in this recent revival of interest in community is a systematic link with work–family issues and, in particular, an explicit recognition that womens and mens work–family lives have changed dramatically in the post-World War II era. We investigate the consequences of structural shifts in our family and work lives for a sample of elite, managerial women in dual-earner marriages, a population for whom work and family concerns are both immediate and salient. Understanding changing definitions of, and trends in, family and work can provide a useful lens through which we can profitably address recent debates about the decline or resurgence of community and civic society. Our findings suggest that, although conceived differently than in previous decades, family remains central to our respondents’ sense of community and structures their civic engagement. In contrast with previous generations of women, however, work is also important, for defining womens sense of self and community and for offering an alternative venue for community service.