Pub Date : 2022-01-24DOI: 10.1177/07308884211069914
Sarah Thébaud, David S. Pedulla
Work-family policies—such as parental leave and flextime—can help to facilitate gender equality in workplaces and in families. But policy use is typically low, varies significantly from one workplace to another, and is often more prevalent among women than men. Extant research suggests that flexibility stigma—workplace norms that penalize workers for utilizing policies that facilitate non-work demands—as well as the financial costs associated with policy use, contribute to this pattern. However, previous studies have been largely correlational in nature, and have had difficulty assessing how these factors may interact with one another to shape gendered patterns of policy use. In this study, we offer novel causal traction on this set of issues. Using an original, population-based survey experiment, we examine how the salience of flexibility stigma and financial costs affect men's and women's intentions to use work-family policies. We find that these factors exert a large direct effect on men's and women's intentions to use work-family policies. Moreover, the gender gap in parental leave use intentions is large in workplace contexts with high flexibility stigma and high financial costs, but this gap narrows significantly under more favorable conditions. Findings point to the importance of organizational contexts and policy design in shaping work-family policy use and, in turn, gender inequality.
{"title":"When Do Work-Family Policies Work? Unpacking the Effects of Stigma and Financial Costs for Men and Women","authors":"Sarah Thébaud, David S. Pedulla","doi":"10.1177/07308884211069914","DOIUrl":"https://doi.org/10.1177/07308884211069914","url":null,"abstract":"Work-family policies—such as parental leave and flextime—can help to facilitate gender equality in workplaces and in families. But policy use is typically low, varies significantly from one workplace to another, and is often more prevalent among women than men. Extant research suggests that flexibility stigma—workplace norms that penalize workers for utilizing policies that facilitate non-work demands—as well as the financial costs associated with policy use, contribute to this pattern. However, previous studies have been largely correlational in nature, and have had difficulty assessing how these factors may interact with one another to shape gendered patterns of policy use. In this study, we offer novel causal traction on this set of issues. Using an original, population-based survey experiment, we examine how the salience of flexibility stigma and financial costs affect men's and women's intentions to use work-family policies. We find that these factors exert a large direct effect on men's and women's intentions to use work-family policies. Moreover, the gender gap in parental leave use intentions is large in workplace contexts with high flexibility stigma and high financial costs, but this gap narrows significantly under more favorable conditions. Findings point to the importance of organizational contexts and policy design in shaping work-family policy use and, in turn, gender inequality.","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"49 1","pages":"229 - 263"},"PeriodicalIF":2.9,"publicationDate":"2022-01-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45410509","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-01-11DOI: 10.1177/07308884211060765
Eileen Peters, S. Melzer
We investigate how the institutional context of the public and private sectors regulates the association of workplace diversity policies and relational status positions with first- and second-generation immigrants’ wages. Using unique linked employer–employee data combining administrative and survey information of 6,139 employees in 120 German workplaces, we estimate workplace fixed-effects regressions. Workplace processes are institutionally contingent: diversity policies such as mixed teams reduce inequalities in the public sector, and diversity policies such as language courses reinforce existing inequalities in the private sector. In public sector workplaces where natives hold higher relational positions, immigrants’ wages are lower. This group-related dynamic is not detectable in the private sector.
{"title":"Immigrant–Native Wage Gaps at Work: How the Public and Private Sectors Shape Relational Inequality Processes","authors":"Eileen Peters, S. Melzer","doi":"10.1177/07308884211060765","DOIUrl":"https://doi.org/10.1177/07308884211060765","url":null,"abstract":"We investigate how the institutional context of the public and private sectors regulates the association of workplace diversity policies and relational status positions with first- and second-generation immigrants’ wages. Using unique linked employer–employee data combining administrative and survey information of 6,139 employees in 120 German workplaces, we estimate workplace fixed-effects regressions. Workplace processes are institutionally contingent: diversity policies such as mixed teams reduce inequalities in the public sector, and diversity policies such as language courses reinforce existing inequalities in the private sector. In public sector workplaces where natives hold higher relational positions, immigrants’ wages are lower. This group-related dynamic is not detectable in the private sector.","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"49 1","pages":"79 - 129"},"PeriodicalIF":2.9,"publicationDate":"2022-01-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45095758","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-10-18DOI: 10.1177/07308884211047208
W. Fan, P. Moen
The COVID-19 pandemic has transformed where paid work is done. Workers able to do so have been required to work remotely. We draw on survey data collected in October 2020 from a nationally representative sample of 3,017 remote workers, as well as qualitative survey data collected from 231 remote workers, to examine perceived changes in work hours from before to during the pandemic. Results indicate women are at greater risk of change (either a major decrease or a major increase)—rather than stability—in work hours. Gender also intersects with caregiving, race/ethnicity, prior remote work experiences, and socioeconomic status to shape changes in hours. Women and men in the sandwich generation, as well as women (but not men) with pre-school children, are the most likely to report a decrease in work hours, whereas women with older children at home or caring for adults (but not both) are the most likely to have an increase in hours. Remote working Black women and women moving into remote work are more likely to experience a major increase in hours worked, even as Hispanic women and Black men are the most likely to report somewhat of a reduction in work hours. Gender also intersects with SES, such that women without a college degree are more likely to have a decrease in work hours, while women with an advanced degree and women managers report a considerable increase in work hours. Qualitative data further illuminate why work hours change or remain stable for remote workers during COVID-19.
{"title":"Working More, Less or the Same During COVID-19? A Mixed Method, Intersectional Analysis of Remote Workers","authors":"W. Fan, P. Moen","doi":"10.1177/07308884211047208","DOIUrl":"https://doi.org/10.1177/07308884211047208","url":null,"abstract":"The COVID-19 pandemic has transformed where paid work is done. Workers able to do so have been required to work remotely. We draw on survey data collected in October 2020 from a nationally representative sample of 3,017 remote workers, as well as qualitative survey data collected from 231 remote workers, to examine perceived changes in work hours from before to during the pandemic. Results indicate women are at greater risk of change (either a major decrease or a major increase)—rather than stability—in work hours. Gender also intersects with caregiving, race/ethnicity, prior remote work experiences, and socioeconomic status to shape changes in hours. Women and men in the sandwich generation, as well as women (but not men) with pre-school children, are the most likely to report a decrease in work hours, whereas women with older children at home or caring for adults (but not both) are the most likely to have an increase in hours. Remote working Black women and women moving into remote work are more likely to experience a major increase in hours worked, even as Hispanic women and Black men are the most likely to report somewhat of a reduction in work hours. Gender also intersects with SES, such that women without a college degree are more likely to have a decrease in work hours, while women with an advanced degree and women managers report a considerable increase in work hours. Qualitative data further illuminate why work hours change or remain stable for remote workers during COVID-19.","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"49 1","pages":"143 - 186"},"PeriodicalIF":2.9,"publicationDate":"2021-10-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49147214","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-08-08DOI: 10.1177/07308884211034208
K. Griesbach
What kinds of ties do agricultural and oil and gas workers form in the field, and how do they use them later on? Why do they use them differently? Scholarship highlights how weak ties can link people to valuable information, while strong ties can be critical for day-to-day survival. Yet many mechanisms affect how workers form and use social networks over time and space. Drawing on 60 interviews and observations with agricultural and oilfield workers in Texas, I examine how both groups form strong ties of fictive kinship when living together in the field far from home—pooling resources, sharing reproductive labor, and using the discourse of family to describe these relationships. Then I examine how they use these ties very differently later in practice. Oilfield workers often use their fictive kin ties to move up and around the industry across space, time, and companies: amplifying ties. In contrast, agricultural workers renew the same strong ties for survival from season to season, maintaining cyclical ties. The comparison highlights how industry mobility ladders, tempos, and geographies affect how workers can use their networks in practice. While both agricultural and oilfield workers become fictive kin in situations of intense proximity, structural differences give their networks unequal reach.
{"title":"Unequal Reach: Cyclical and Amplifying Ties Among Agricultural and Oilfield Workers in Texas","authors":"K. Griesbach","doi":"10.1177/07308884211034208","DOIUrl":"https://doi.org/10.1177/07308884211034208","url":null,"abstract":"What kinds of ties do agricultural and oil and gas workers form in the field, and how do they use them later on? Why do they use them differently? Scholarship highlights how weak ties can link people to valuable information, while strong ties can be critical for day-to-day survival. Yet many mechanisms affect how workers form and use social networks over time and space. Drawing on 60 interviews and observations with agricultural and oilfield workers in Texas, I examine how both groups form strong ties of fictive kinship when living together in the field far from home—pooling resources, sharing reproductive labor, and using the discourse of family to describe these relationships. Then I examine how they use these ties very differently later in practice. Oilfield workers often use their fictive kin ties to move up and around the industry across space, time, and companies: amplifying ties. In contrast, agricultural workers renew the same strong ties for survival from season to season, maintaining cyclical ties. The comparison highlights how industry mobility ladders, tempos, and geographies affect how workers can use their networks in practice. While both agricultural and oilfield workers become fictive kin in situations of intense proximity, structural differences give their networks unequal reach.","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"49 1","pages":"3 - 44"},"PeriodicalIF":2.9,"publicationDate":"2021-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44414419","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-07-04DOI: 10.1177/07308884211031976
Quan Mai
select sample is a limitation of the study. The work-family dilemmas of less educated, low-paid, and immigrant women in these wealthy nations likely are quite different, as Collins acknowledges. While some might argue that if even privileged women struggle to integrate work and family, we can infer the problem is serious for all women. However, the challenges faced by disadvantaged mothers may not only be a matter of intensity but a matter of kind: the struggles of disadvantaged women may be unique and not well identified by studying middle-class women. For example, the reliance on market solutions for childcare produces wide variance in the quality and cost of care, with low-wage workers caught in a fragile net of childcare solutions. I hope Collins’ research inspires similar in-depth studies of women in different social locations across these varying political and cultural work-family contexts. Collins powerfully rejects the concept of work-family balance to encourage a social movement for work-family justice. Through this, Collins calls for a stronger safety net for American families and a suite of policies that enable each person to have “the opportunity and power to fully participate in both paid work and family care” (p. 7). As the recent pandemic has laid bare, the need for work-family justice has never been more important.
{"title":"Kelly, E. L., & Moen, P. (2020). Overload: How Good Jobs Went Bad and What We Can Do About It","authors":"Quan Mai","doi":"10.1177/07308884211031976","DOIUrl":"https://doi.org/10.1177/07308884211031976","url":null,"abstract":"select sample is a limitation of the study. The work-family dilemmas of less educated, low-paid, and immigrant women in these wealthy nations likely are quite different, as Collins acknowledges. While some might argue that if even privileged women struggle to integrate work and family, we can infer the problem is serious for all women. However, the challenges faced by disadvantaged mothers may not only be a matter of intensity but a matter of kind: the struggles of disadvantaged women may be unique and not well identified by studying middle-class women. For example, the reliance on market solutions for childcare produces wide variance in the quality and cost of care, with low-wage workers caught in a fragile net of childcare solutions. I hope Collins’ research inspires similar in-depth studies of women in different social locations across these varying political and cultural work-family contexts. Collins powerfully rejects the concept of work-family balance to encourage a social movement for work-family justice. Through this, Collins calls for a stronger safety net for American families and a suite of policies that enable each person to have “the opportunity and power to fully participate in both paid work and family care” (p. 7). As the recent pandemic has laid bare, the need for work-family justice has never been more important.","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"49 1","pages":"135 - 138"},"PeriodicalIF":2.9,"publicationDate":"2021-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/07308884211031976","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48844686","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-06-30DOI: 10.1177/07308884211028277
Elena Ayala-Hurtado
As working conditions change worldwide, employment precarity is increasing, including for groups for whom such conditions are unexpected. This study investigates how members of one such group—educationally advantaged young adults—describe their professional futures in a context of unprecedented employment precarity where their expected trajectories are no longer easily achievable. Using 75 interviews with young university graduates in Madrid, Spain, I find that most young graduates drew on a long-standing cultural narrative, which I call the “achievement narrative,” to imagine future stable employment. Simultaneously, most denounced this narrative as fraudulent. To explain this finding, I draw on the concept of hysteresis: the mismatch between beliefs that are dependent on the past conditions that produced them and the available opportunities in the present. I argue that hysteresis can extend into future projections; projected futures can be guided by beliefs based on past conditions more than by lived experiences in the present. Further, I argue that the achievement narrative itself reinforces hysteresis in future projections due to its resonance and institutional support. The paper offers new insights into projected futures and employment precarity by analyzing the future projections of a privileged cohort facing unexpected precarity, further develops the concept of hysteresis, and extends the study of cultural narratives.
{"title":"Narrative Continuity/Rupture: Projected Professional Futures amid Pervasive Employment Precarity","authors":"Elena Ayala-Hurtado","doi":"10.1177/07308884211028277","DOIUrl":"https://doi.org/10.1177/07308884211028277","url":null,"abstract":"As working conditions change worldwide, employment precarity is increasing, including for groups for whom such conditions are unexpected. This study investigates how members of one such group—educationally advantaged young adults—describe their professional futures in a context of unprecedented employment precarity where their expected trajectories are no longer easily achievable. Using 75 interviews with young university graduates in Madrid, Spain, I find that most young graduates drew on a long-standing cultural narrative, which I call the “achievement narrative,” to imagine future stable employment. Simultaneously, most denounced this narrative as fraudulent. To explain this finding, I draw on the concept of hysteresis: the mismatch between beliefs that are dependent on the past conditions that produced them and the available opportunities in the present. I argue that hysteresis can extend into future projections; projected futures can be guided by beliefs based on past conditions more than by lived experiences in the present. Further, I argue that the achievement narrative itself reinforces hysteresis in future projections due to its resonance and institutional support. The paper offers new insights into projected futures and employment precarity by analyzing the future projections of a privileged cohort facing unexpected precarity, further develops the concept of hysteresis, and extends the study of cultural narratives.","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"49 1","pages":"45 - 78"},"PeriodicalIF":2.9,"publicationDate":"2021-06-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/07308884211028277","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41428533","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-06-30DOI: 10.1177/07308884211029338
Hina B. Shah
One in every twenty-five women workers worldwide is a domestic worker. They are largely invisible, undervalued, and lack the most basic labor protections. Professor Blackett’s book, Everyday Transgressions, tackles this invisibility head on and provides a much-needed conceptual framing that lays bare the inequities faced by domestic workers and the transnational movement for change. The book expertly peels back the layers of history of subjugation that shaped the historic efforts by the International Labour Organization to adopt the first international treaty for domestic workers – the ILO Convention Concerning Decent Work for Domestic Workers (Domestic Workers Convention, No. 189). In this book, Professor Blackett provides an insider’s view of this historic moment. She served as the ILO’s lead expert and wrote the ILO’s Report IV:1 on Decent Work For Domestic Workers (“Law and Practice Report”). Her vivid descriptions of the negotiations, the conflicts, and the behind-the-scenes agitations bring to life the Convention. The book benefits not only from Professor Blackett’s professional expertise in this area but also her intimate connection to her family’s legacy as migrant domestic servants. The legacy of subordination and servitude does not strip domestic workers of their agency. Everyday Transgressions makes a persuasive argument for the need for the ILO’s Domestic Workers Convention. Professor Blackett also creates a unique framing around the law of the household workplace – a largely invisible counterforce that is asymmetrical Book Reviews
{"title":"Blackett, A. (2019). Everyday Transgressions: Domestic Workers’ Transnational Challenge to International Labor Law","authors":"Hina B. Shah","doi":"10.1177/07308884211029338","DOIUrl":"https://doi.org/10.1177/07308884211029338","url":null,"abstract":"One in every twenty-five women workers worldwide is a domestic worker. They are largely invisible, undervalued, and lack the most basic labor protections. Professor Blackett’s book, Everyday Transgressions, tackles this invisibility head on and provides a much-needed conceptual framing that lays bare the inequities faced by domestic workers and the transnational movement for change. The book expertly peels back the layers of history of subjugation that shaped the historic efforts by the International Labour Organization to adopt the first international treaty for domestic workers – the ILO Convention Concerning Decent Work for Domestic Workers (Domestic Workers Convention, No. 189). In this book, Professor Blackett provides an insider’s view of this historic moment. She served as the ILO’s lead expert and wrote the ILO’s Report IV:1 on Decent Work For Domestic Workers (“Law and Practice Report”). Her vivid descriptions of the negotiations, the conflicts, and the behind-the-scenes agitations bring to life the Convention. The book benefits not only from Professor Blackett’s professional expertise in this area but also her intimate connection to her family’s legacy as migrant domestic servants. The legacy of subordination and servitude does not strip domestic workers of their agency. Everyday Transgressions makes a persuasive argument for the need for the ILO’s Domestic Workers Convention. Professor Blackett also creates a unique framing around the law of the household workplace – a largely invisible counterforce that is asymmetrical Book Reviews","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"49 1","pages":"130 - 132"},"PeriodicalIF":2.9,"publicationDate":"2021-06-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/07308884211029338","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42460039","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-06-24DOI: 10.1177/07308884211028892
Mengyang Zhao
{"title":"Bulut, E. (2020). A Precarious Game: The Illusion of Dream Jobs in the Video Game Industry","authors":"Mengyang Zhao","doi":"10.1177/07308884211028892","DOIUrl":"https://doi.org/10.1177/07308884211028892","url":null,"abstract":"","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"48 1","pages":"509 - 511"},"PeriodicalIF":2.9,"publicationDate":"2021-06-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/07308884211028892","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47389437","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-06-22DOI: 10.1177/07308884211024711
Paul Glavin, A. Bierman, Scott Schieman
While the gig economy has expanded rapidly in the last decade, few have studied the psychological ramifications of working for an online labor platform. Guided by classical and modern theories of work and alienation, we investigate whether engagement in platform work is associated with an increased sense of powerlessness and isolation. We analyze data from two national surveys of workers from the Canadian Quality of Work and Economic Life Study in September 2019 (N = 2,460) and March 2020 (N = 2,469). Analyses reveal greater levels of powerlessness and loneliness among platform workers—a pattern that is not fully explained by their higher levels of financial strain. Additional analyses of platform activity reveal that rideshare driving is more strongly associated with powerlessness and isolation than engagement in online crowdwork. We interpret our findings in light of platform firms’ use of algorithmic control and distancing strategies that may undermine worker autonomy and social connection.
{"title":"Über-Alienated: Powerless and Alone in the Gig Economy","authors":"Paul Glavin, A. Bierman, Scott Schieman","doi":"10.1177/07308884211024711","DOIUrl":"https://doi.org/10.1177/07308884211024711","url":null,"abstract":"While the gig economy has expanded rapidly in the last decade, few have studied the psychological ramifications of working for an online labor platform. Guided by classical and modern theories of work and alienation, we investigate whether engagement in platform work is associated with an increased sense of powerlessness and isolation. We analyze data from two national surveys of workers from the Canadian Quality of Work and Economic Life Study in September 2019 (N = 2,460) and March 2020 (N = 2,469). Analyses reveal greater levels of powerlessness and loneliness among platform workers—a pattern that is not fully explained by their higher levels of financial strain. Additional analyses of platform activity reveal that rideshare driving is more strongly associated with powerlessness and isolation than engagement in online crowdwork. We interpret our findings in light of platform firms’ use of algorithmic control and distancing strategies that may undermine worker autonomy and social connection.","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"48 1","pages":"399 - 431"},"PeriodicalIF":2.9,"publicationDate":"2021-06-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/07308884211024711","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41685104","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-06-03DOI: 10.1177/07308884211022414
Yvonnes Chen
{"title":"Chin, M. M. (2020). Stuck: Why Asian Americans Don't Reach the Top of the Corporate Ladder","authors":"Yvonnes Chen","doi":"10.1177/07308884211022414","DOIUrl":"https://doi.org/10.1177/07308884211022414","url":null,"abstract":"","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"48 1","pages":"507 - 509"},"PeriodicalIF":2.9,"publicationDate":"2021-06-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/07308884211022414","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49050114","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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