The prospect of a job change for any reason creates a disincentive for a worker to invest in training that is specific to the current job, and therefore those who change jobs frequently may earn less over their life cycle than those who, other things equal, seldom change jobs. (Author/CT)

For a sample of young workers, "promotion" involved no change in position or duties; promotion was more likely for males than females and Whites than Blacks or Hispanics. Company training and prior promotions were important predictors. Promotion did not appear to have a direct impact on job satisfaction. (SK)

A study of adolescent workers in Brazil's shoe industry found that workers in global companies were less satisfied and more negative. Those working in family businesses had more positive experiences. Workers in local businesses dealt with some negative conditions but had more autonomy and satisfaction than those in global businesses. (Contains 47…

German Socio-Economic Panel data (1984-90) were used to compare employment experience of apprenticeship graduates to that of university, vocational school, and secondary school graduates. Apprentices had fewer unemployment spells in transition to first employment; 70% left their training firm in the first 5 years. Results support the view that…

Examines state differences in seasonal variations in employment to see if these differences are linked to state differences in experience-rating strength (balance between unemployment insurance taxes and expected benefit payments). Results suggest that experience-rated unemployment insurance taxes are effective in stablizing employment. (MF)