Data from 1980 and 1986 on union members and nonmembers in three workplaces where membership was not required and working conditions were similar found that union membership did not decrease job satisfaction or increase intention to quit. Previous studies with the opposite results compared unionized and nonunionized work environments. (SK)

A study of 1,509 British employees found that controlling for industrial relations climate reduced the negative relationship between unionization and job satisfaction. The data did not support the theory that union workers' expressions of dissatisfaction through union mechanisms were distinct from "genuine" dissatisfaction. (SK)

Panel Study of Income Dynamics data on job loss (1976 to 1981 and 1986 to 1991) indicated stability in overall incidence of job loss but significant increases in involuntary loss for older workers. Reemployment rate of workers who involuntarily lost jobs dropped from 67% to 62%. Chances of a large wage cut rose to 17% by 1986 to 1991. (SK)

Analysis of data from the National Longitudinal Survey of Youth show that probability of turnover is significantly related to receiving training; men receive more training than women; when predicted probable turnover is controlled, the gender difference is 25% smaller; and positive effects of education on training are due to differences in…

According to data from a 1990 American Bar Association survey, nearly two-thirds of female lawyers in private practice and one-half in corporate or public settings experienced or observed sexual harassment. Those who did reported less job satisfaction and greater intention to quit. (SK)

A univariate discrete choice model applied to data from New York State public school teachers in the mid-1970s found that teachers with the strongest grievance procedures in their contracts had a lower probability of quitting than those working under weaker grievance procedures. (SK)

National Longitudinal Survey of Youth data from 1979-92 revealed only modest evidence linking early job stability to better labor market outcomes. Those outcomes for adults in their late 20s to mid-30s appeared unrelated to early labor market experiences. The data did not support "job churning." (SK)

Analysis of data from over 3,000 employers showed that workers who accepted jobs with probationary periods tended to be more efficient and less likely to quit. Possibly workers who think they will not last through the probationary period will not take such jobs, whereas those with confidence in their performance will select such jobs, which…

Work-history data in Britain from 1915 to 1990 showed that British women and men held an average of five jobs over a lifetime; half of all job changes occurred in the first 10 working years; more recent cohorts had more job instability; instability was greater among the lowest occupational classification and among men more than women. (SK)

Aggregation of 1971-80 data from a large company confirms that, although women have higher initial turnover than men, the two groups converge as job tenure lengthens. However, more women shift jobs for family-related reasons or cite higher wages rather than better opportunities as the reason for leaving. (SK)

The training literature assumes that formal training is concentrated at the beginning of employment. Examination of the relationship between tenure and the probability of receiving training found that a substantial amount takes place later and therefore may be given to workers less likely to change jobs. (SK)

The male-female differential in unemployment is attributed to three major factors. They are frictional unemployment, cyclical layoff often connected with lack of specific training, and occupational and geographic immobility. Women receive less specific training then men; however, the net effect of this lack on female unemployment is quite small.…

The replica study finds that workers who chose to be retrained did not increase their earnings by this choice, either with or without the conventional controls. Additional controls used--measures of social-psychological traits and use of the State Employment Service--were found to be irrelevant to changes in earnings. (MW)

Using data from the National Longitudinal Survey for men aged 45 through 59, the paper develops a model of labor supply change or adjustment to estimate the speed of worker response to changes in desired labor supply and to constraints on hours and wages. (MF)