Education, First Occupation and Later Occupational Attainment: Cross-cohort Changes among Men and Women in Britain

This paper examines cohort and gender differences in occupational attainment in Britain. Using data from the three British Birth Cohort studies, I investigate the process of occupational attainment up to age 34 using a scale based on occupational earnings. Although qualifications appear to have stronger effects on occupational attainment for women than for men at both labour market entry and in the midthirties, I find no consistent evidence that the importance of qualifications is becoming greater across cohorts, either for men or for women. Also, there are no indications that the effects of occupation at labour market entry on men’s and women’s later occupational attainment have been strengthening over time. However, the findings do point to the possibility of cohort-specific effects: the experience of men and women in the 1958 cohort consistently differs from that of those in both the 1946 and 1970 cohorts

Class Origins, Education and Occupational Attainment: Cross-cohort Changes among Men in Britain

Studies of intergenerational class mobility and of intragenerational occupational mobility have of late tended to diverge in their concerns and methodology. This reflects assumptions regarding the increasing part played by education in intergenerational mobility and the decreasing part played by class origins in intragenerational mobility, once educational attainment is controlled. The paper contributes to the questioning of these assumptions on empirical grounds. Analyses are made of the occupational mobility of men in three British birth cohorts over the course of their earlier working lives :i.e. men born in 1946, 1958 and 1970. It is found that while the most important effect on mobility chances is that of educational qualifications, the importance of education does not increase across the three cohorts; that class origins also have a significant effect on mobility chances, and one that does not decrease across the cohorts; and that features of worklife experience, in particular the frequency of occupational changes, likewise have a persisting effect on mobility chances, independently of both education and class origins. However, while secular changes in mobility processes are scarcely in evidence, the analyses do provide strong indications of a cohort effect. Men in the 1958 birth cohort, whose first years in the labour market coincided with a period of severe recession, de-industrialisation and high unemployment, would appear to have experienced various lasting disadvantages in their subsequent occupational histories

Increasing labor market insecurities among young people in Hungary? Labor market entry process since the early 1980s

Der vorliegende Beitrag zielt darauf, in systematischer Weise die Übergänge von Schule zu Arbeit und den Prozess des Berufsanfangs in Ungarn zwischen 1980 und 2003 zu beschreiben. Eines der Schlüsselprobleme der Studie ist die Beziehung zwischen Bildung und Arbeitsmarkt vor und nach dem Zusammenbruch des Sozialismus. Besonders die Frage, in welcher Weise Veränderungen im institutionellen System diese Beziehungen beeinflussen, steht im Mittelpunkt. Der Autor analysiert dabei insbesondere die Zeitspanne, die es braucht, eine Anstellung zu finden, und die Qualität dieser ersten Beschäftigung bezogen auf die vorherige Ausbildung. Hinsichtlich des weiteren Karriere-Prozesses liegt der Fokus auf der Beziehung zwischen dem Arbeitsmarktzugang und den Chancen und den Gefahren in der nachfolgenden Arbeitskarriere. Untersucht werden hier der Einfluss des Arbeitssuchprozesses und die Charakteristiken der ersten Beschäftigung auf der Wahrscheinlichkeit des Statuszugewinns und des Statusverlusts sowie auf die Möglichkeit, in den ersten Jahren arbeitslos zu werden. Es wird der Frage nachgegangen, ob Schwierigkeiten beim Arbeitsmarktzugang die Karriere dauerhaft beeinflussen. (ICD

Late careers in Hungary : coping with the transformation from a socialist to a market economy

The chapter is for private use onlyIn this chapter, we first outline how macro-economic developments and the institutional context have influenced the Hungarian labor market during the period of economic and social transformation. We describe the main labor market trends, the changes of retirement policies, and the role of the educational system. In the following section, we present our hypotheses on how these macro-economic and institutional changes have influenced the late careers of Hungarian workers, and its consequences on pension income. Then, we describe the statistical methods used in our analyses. In the empirical part, we provide estimates from event history models predicting the risk of unemployment and the likelihood of early exit from the labor force via normal retirement or disability pension. We also provide estimates from a linear regression model examining the determinants of pension income. In our analyses, we use data from the Household Monitor Survey conducted by the TÁRKI Social Research Center in 2003. This is the most appropriate data source available, and provides the necessary information for the period between 1988 and 200

The pattern of social fluidity within the British class structure: a topological model

It has previously been shown that across three British birth cohorts, relative rates of intergenerational social class mobility have remained at an essentially constant level among men and also among women who have worked only full-time. We aim now to establish the pattern of this prevailing level of social fluidity and its sources and to determine whether it too persists over time, and to bring out its implications for inequalities in relative mobility chances. We develop a parsimonious model for the log odds ratios which express the associations between individuals’ class origins and destinations. This model is derived from a topological model that comprises three kinds of readily interpretable binary characteristics and eight effects in all, each of which does, or does not, apply to particular cells of the mobility table: i.e. effects of class hierarchy, class inheritance and status affinity. Results show that the pattern as well as the level of social fluidity is essentially unchanged across the cohorts; that gender differences in this prevailing pattern are limited; and that marked differences in the degree of inequality in relative mobility chances arise with long-range transitions where inheritance effects are reinforced by hierarchy effects that are not offset by status affinity effects

The mobility problem in Britain: new findings from the analysis of birth cohort data

Social mobility is now a matter of greater political concern in Britain than at any time previously. However, the data available for the determination of mobility trends are less adequate today than two or three decades ago. It is widely believed in political and in media circles that social mobility is in decline. But the evidence so far available from sociological research, focused on intergenerational class mobility, is not supportive of this view. We present results based on a newly-constructed dataset covering four birth cohorts that provides improved data for the study of trends in class mobility and that also allows analyses to move from the twentieth into the twenty-first century. These results confirm that there has been no decline in mobility, whether considered in absolute or relative terms. In the case of women, there is in fact evidence of mobility increasing. However, the better quality and extended range of our data enable us to identify other ‘mobility problems’ than the supposed decline. Among the members of successive cohorts, the experience of absolute upward mobility is becoming less common and that of absolute downward mobility more common; and class-linked inequalities in relative chances of mobility and immobility appear wider than previously thought

Increasing flexibility at labor market entry and in the early career: a new conceptual framework for the flexCAREER project

"Continuous full-time work is becoming less frequent in modern societies. Instead, flexible forms of employment such as part-time work, fixed-term contracts, and self-employment as well as phases of unemployment are gaining importance. These trends are supposed to be more pronounced at labor market entry, leading to a prolonged entry process and increasing difficulties in becoming established on the labor market. However, there are vast differences between countries with regard to forms of labor market flexibility and the degrees of uncertainty young people have to face. This working paper provides a theoretical framework for the empirical studies within the flexCAREER research program. The aim of flexCAREER is to study the consequences of employment flexibility strategies on labor market entries and early careers as well as their impact on structures of social inequality in a cross-country perspective. We explain the reasons behind the rise in employment flexibility and develop hypotheses with special regard to nation-based institutional differences. In particular, we describe which role institutional settings such as the educational system, production regimes, employment protection legislations, and labor market policies play in determining the consequences of employment flexibility strategies. We focus on the institutional contexts of Great Britain, the USA, Germany (East and West), France, the Netherlands, Italy, Spain, Denmark, Sweden, Estonia, and Hungary, which are the countries under study. The hypotheses in this working paper concern the following aspects: 1. the phase of labor market entry in terms of a) the duration of search for the first job and b) the quality of this first job (with regard to the flexibility of the employment contract and the 'adequacy' of the job with respect to the employee's educational qualification). 2. In view of the early career, we outline our expectations in terms of a) the risk of unemployment, b) the chances of reentering the labor force when unemployed (e.g., with regard to the duration of unemployment until finding a new job), c) upward and downward mobility, d) the chances of leaving precarious work at the beginning of the career, and e) the risk of making a transition into a precarious form of employment." (author's abstract

Gyulai-Schmidt Andrea (szerk.): Közbeszerzések a fenntartható és innovatív fejlődés szolgálatában

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