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Women's Job Mobility Processes Within and Between Employers

Diane H. Felmlee
American Sociological Review
Vol. 47, No. 1 (Feb., 1982), pp. 142-151
Stable URL: http://www.jstor.org/stable/2095048
Page Count: 10
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Since scans are not currently available to screen readers, please contact JSTOR User Support for access. We'll provide a PDF copy for your screen reader.
Women's Job Mobility Processes Within and Between Employers
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Abstract

This research examines the role of the firm in women's job mobility using a dynamic approach. Rates of women's job to job transitions are analyzed with a multivariate, stochastic model. The data are employment histories derived from the National Longitudinal Survey of Young Women (1968-1973). The results demonstrate the significance and the advantages of firm-internal labor markets in women's employment. First, the process of job mobility differs greatly within and between employers. Voluntary job changes made between employers rely on observable job rewards and general individual resources. Shifts within a firm depend largely on a woman's age and job duration, signifying the importance of seniority and job-specific resources in determining promotions. Second, jobs in firm-internal labor markets offer higher wages and socioeconomic status to women than other jobs.

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