Analysis of data from 4,500 managerial-administrative and professional employees hired 1978-1986 indicates that promotion affects quitting behavior of employees depending on the type of occupation. Past promotions reduce the likelihood of quitting and professionals are promoted at a higher rate than managers but had similar quitting rates.…

Analysis of Swedish longitudinal data (1,535 men, 1,584 women) showed that men in female-dominated occupations have substantially better internal promotion opportunities than equally qualified women. In male-dominated occupations, men and women have equal internal promotion chances. Results suggest a "glass escalator" advantage for men…

Research findings indicate that the percentage of women in their originating occupation positively affects men's chances of promotion. Blacks are less likely than whites to be promoted. The percentage of women and blacks in their originating occupation significantly decreased women's promotional chances. Black men and women and white women wait…

Discusses the implications for status movements during the occupational career and attempts to determine if meaningful differences exist in the careers of workers in core and periphery sectors, between first and midcareer jobs and between midcareer and late career jobs. (JOW)

Assesses the argument that teachers' work careers are staged by gender-specific career models. Data for individuals who taught in 1965 and/or 1970 demonstrate labor force demographics and individual career patterns predicted by this argument. Research on teachers' career patterns is needed to assess this argument further. (Author/CH)

The English legal profession is male-dominated and sex-typed. Women experience inequalities at points of entry and in professional practice. Though overt discrimination is not typical, women lawyers find their careers and choices are shaped and channeled in particular ways on account of their gender. (Author/SK)

This study explored the varying experiences of men and women who received Masters in Business Administration and started their careers in the fifties, sixties, and seventies. The findings were that women rarely held positions in business firms, choosing instead independent work or alternative settings such as universities. (Author/CT)

Data from the General Social Survey 1973-94 (n=5,320) on men's and women's preferences for job attributes (short hours, high income, meaningful work, promotion opportunities, job security) show that gender differences have been both stable and limited. There is some evidence that a gender gap in preferences has widened recently among younger…

In a study of 396 workers, blacks tended to have significantly less education and worked in larger firms more subject to government regulation or external review. More full-time minority workers negatively affected blacks' promotion opportunities. education increased promotion chances only for blacks. Only whites benefitted from an internal labor…

Analysis of data from 2,910 Norwegian workers indicated that promotions increased job satisfaction and commitment; lateral/downward mobility decreased them. Quitting generally led to higher rewards and satisfaction, but commitment took time to build. Layoffs had no effect on satisfaction but a strong negative effect on commitment. (Contains 51…

Analysis of General Social Survey data (n=733) indicated that men attached greater importance to promotion than women because they were more likely in positions with promotion potential. Results support Kanter's thesis that men's and women's positions in the workplace opportunity structure, not gender, shape career attitudes. (Contains 66…

Data from the appointing managers and personnel directors of 35 newly hired and 33 promoted workers found that (1) employers maintain educational ceilings that are usually flexible and established by default; and (2) some employers willingly hire "overqualified" workers because of their potential for eventual promotion. (SK)

Analysis of data from 804 African Americans and 2,101 Whites supported the particularistic mobility thesis. African Americans' promotion to managerial-administrative or professional-technical occupations was restricted by particularistic employment practices to those who acquire significant human capital credentials and experience. These practices…

Cross-tabulation of data from 2,713 employees and a matched sample of their employers found the following: males more than females match their employers' assessments of mobility potential of their jobs; those who match their employers, whether mobile or not, have similar levels of job satisfaction; and combination of both attitudinal and…

The fundamental contention of this article is that the institutional environment encompassing a worker's career origins has important and long-lasting effects on subsequent career developments. Empirically, the author demonstrates that industry of first job after school is a significant and strong predictor of earnings and occupational status for…