Suchergebnisse

Abstract
There is a common perception that teacher attrition is driven in large part by the allure of higher paying jobs in alternative occupations. However, little is known about what teachers do when they leave teaching. We examine the extent to which teachers leave teaching for higher paying jobs by merging several years of administrative teacher records from the education system in Georgia with salary information from the Georgia Department of Labor. We find strong evidence that very few of those who leave teaching take jobs that pay more than their salary as teachers.

Sociologist Yasemin Besen-Cassino explores the techniques through which employers attract young, attractive, and middle-class workers for minimum wage, service sector jobs. Using in-depth interviews and job ads, she shows that employers focus on social benefits, discounts, and prestige of the brand to attract higher income workers to low paying jobs.

AbstractHollowing out is a term that refers to the decline in the share of middle‐pay and middle‐skilled jobs relative to low‐pay and high‐pay jobs. This study employs county‐level occupational data at the place of employment to document hollowing out of middle‐pay jobs across regions in Ohio. The county‐level data with occupational information allow us to study how regions' economic heterogeneity contributes to the decline of middle‐paying jobs in Ohio over the 2001–2019 period. Of 88 counties in Ohio, 77 counties experienced declines in the shares of middle‐paying jobs. On average, Appalachian Ohio counties experienced higher hollowing out rates than other counties. We found that the hollowing out of middle‐paying jobs in Ohio is associated with the declines in the shares of manufacturing and mining jobs.

Discusses issues of underemployment in the United States, focusing on areas where low-paying jobs, with few benefits, or opportunities for advancement have been improved.

Stagnant earnings and growing inequality in the US labor market reflect both a slowdown in the growth of worker skills and the growing matching of good-paying jobs to skilled workers. Improving the ties between colleges, workforce institutions, and employers would help more workers gain the needed skills. Evaluation evidence shows that training programs linked to employers and good-paying jobs are often cost-effective. Helping more states develop such programs and systems would help raise worker earnings and reduce inequality.

As the gap between "good" and "bad" jobs widens, the opportunity for upward mobility from entry-level to well-paying career jobs declines. On-the-job search is particularly important as a mobility strategy to those with undesirable jobs. This paper examines the effects of low pay, lack of fringe benefits, and other job-related attributes on the likelihood of job search among the employed in the metropolitan labor market. The data come from the 1997–1999 Current Population Survey Contingent Work Supplements. Findings from logistic regression analyses suggest that undesirable job characteristics, rather than expected wage gain, are the major factors motivating on-the-job search. These characteristics include nonstandard, nonunionized, low-skilled, and low paying jobs, and lack of fringe benefits. Jobs with low wages and few benefits are typically associated with nonstandard, nonunionized, and low-skilled work. This paper concludes with a discussion of the policy implications of these findings for workforce development and career advancement.

AbstractStagnant earnings and growing inequality in the US labor market reflect both a slowdown in the growth of worker skills and the growing matching of good-paying jobs to skilled workers. Improving the ties between colleges, workforce institutions, and employers would help more workers gain the needed skills. Evaluation evidence shows that training programs linked to employers and good-paying jobs are often cost-effective. Helping more states develop such programs and systems would help raise worker earnings and reduce inequality.

Examines whether racial & ethnic groups vary in their job-search strategies & whether the effects of job-search strategies vary for racial & ethnic groups, using data from the Multi-City Study of Urban Inequality, which includes a random sample of households in Atlanta ([GA] N = 1,528), Boston ([MA] N = 1,820), & Los Angeles ([CA] N = approximately 4,000). Findings indicate that Hispanics rely much more heavily on informal search strategies, but these lead to lower-paying jobs. Relying on a friend or relative to locate a job is especially detrimental for Hispanics. Using a multiplex tie (ie, a person who is a friend or relative, a coworker, & a neighbor) leads to lower-paying jobs for blacks & higher-paying jobs for whites. Results suggest that a better understanding of racial & ethnic differences in search strategy results may require a more detailed examination of racial & ethnic differences in the kinds of jobs produced by informal searches & the types of employers more likely to use word-of-mouth recruitment. 6 Tables, 25 References. Adapted from the source document.

The country's favorite blue-collar champion calls attention to the 'skills gap' and asks why young men spend so much time online.