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Inequality in Hiring : = Gendered and Classed Discrimination in the Labor Market.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	Inequality in Hiring :/
其他題名:	Gendered and Classed Discrimination in the Labor Market.
作者:	Yavorsky, Jill.
面頁冊數:	1 online resource (172 pages)
附註:	Source: Dissertation Abstracts International, Volume: 79-03(E), Section: A.
Contained By:	Dissertation Abstracts International79-03A(E).
標題:	Sociology. -
電子資源:	click for full text (PQDT)
ISBN:	9780355317671

Inequality in Hiring : = Gendered and Classed Discrimination in the Labor Market.
Yavorsky, Jill.

Inequality in Hiring :Gendered and Classed Discrimination in the Labor Market. - 1 online resource (172 pages)

Source: Dissertation Abstracts International, Volume: 79-03(E), Section: A.

Thesis (Ph.D.)

Includes bibliographical references

Occupational segregation between men and women is a leading contributor to economic gender inequality. Although occupational segregation has declined in recent decades, most integration progress occurred in white-collar, not working-class, occupations. Yet virtually no scholarship exists on how employers' social closure practices such as hiring discrimination may vary by occupational class and contribute to uneven integration patterns. Therefore, two important questions remain: Has gender-based discrimination in early job-access points become polarized and concentrated among working-class contexts? And how do other occupational dimensions embedded within the broader class structure also affect employers' hiring practices? Using data derived from comparative correspondence audits of 3,156 jobs (N=6,302 resumes) and content coded analyses of over 3,000 job-postings, this dissertation analyzes variations in early hiring practices in white-collar and working-class jobs across two important dimensions: 1) sex compositions (male- or female-dominated jobs); 2) gender-typing (masculine- or feminine-typed jobs based on gendered attributes in job advertisements). I also consider how these two occupational dimensions uniquely intersect to affect discrimination across class structure.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780355317671Subjects--Topical Terms:

551705
Sociology.
Index Terms--Genre/Form:

554714
Electronic books.

Inequality in Hiring : = Gendered and Classed Discrimination in the Labor Market.
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100 1 $a Yavorsky, Jill. $3 1183296
245 1 0 $a Inequality in Hiring : $b Gendered and Classed Discrimination in the Labor Market.
264 0 $c 2017
300 $a 1 online resource (172 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Dissertation Abstracts International, Volume: 79-03(E), Section: A.
500 $a Advisers: Vincent Roscigno; Rachel Dwyer.
502 $a Thesis (Ph.D.) $c The Ohio State University $d 2017.
504 $a Includes bibliographical references
520 $a Occupational segregation between men and women is a leading contributor to economic gender inequality. Although occupational segregation has declined in recent decades, most integration progress occurred in white-collar, not working-class, occupations. Yet virtually no scholarship exists on how employers' social closure practices such as hiring discrimination may vary by occupational class and contribute to uneven integration patterns. Therefore, two important questions remain: Has gender-based discrimination in early job-access points become polarized and concentrated among working-class contexts? And how do other occupational dimensions embedded within the broader class structure also affect employers' hiring practices? Using data derived from comparative correspondence audits of 3,156 jobs (N=6,302 resumes) and content coded analyses of over 3,000 job-postings, this dissertation analyzes variations in early hiring practices in white-collar and working-class jobs across two important dimensions: 1) sex compositions (male- or female-dominated jobs); 2) gender-typing (masculine- or feminine-typed jobs based on gendered attributes in job advertisements). I also consider how these two occupational dimensions uniquely intersect to affect discrimination across class structure.
520 $a First, I investigate whether the sex compositions of occupations influence the presence of gender-based, hiring-related discrimination against male and female applicants and whether such discrimination varies across occupational class. My findings suggest a polarization of early sorting mechanisms in which discrimination against female applicants is concentrated in male-dominated working-class jobs. In contrast, employers discriminate against male applicants applying for female-dominated jobs across the occupational hierarchy.
520 $a Second, based on content analysis of job ads, I investigate whether hiring-related discrimination on the basis of gender varies depending on whether a job (more specifically, a job ad) is masculine-typed or feminine-typed, and whether occupational class exacerbates or reduces discrimination by the gender-typing of jobs. Similar to findings above, I find that discrimination against female applicants is more prevalent in masculine-typed working-class jobs and that discrimination against male applicants in feminine-typed jobs occurs in both classes.
520 $a Third, I consider how the combination of these two occupational dimensions, sex composition and gender-typing, affects discrimination across class structure. I find that discrimination compounds across occupational dimensions that directionally align (e.g., feminine-typed and female-dominated), holding true for male-applicants in both occupational classes and female applicants in working-class jobs. Importantly, I also find that female applicants experience disadvantages in particular white-collar occupations that emphasize masculine-typed attributes---challenging findings by other prior audit studies that assess discrimination only at the job level.
520 $a These findings build on theories of discrimination by conceptualizing hiring-related discrimination as a multi-dimensional process, contingent upon gendered and classed dimensions of work. This study identifies key contexts that ameliorate or exacerbate hiring inequality and in doing so, identifies a key discrimination process that goes unobserved in most studies---hiring-related discrimination based on gender-typing of jobs. This project provides some of the first pieces of direct evidence that working-class women experience greater social closure barriers during early entry points into both male-dominated and masculine-typed job---jobs that typically pay higher and have greater benefits. Discrimination, at this early point, could contribute to stalled economic gains among working-class women and correspondingly, rising inequality between lower- and higher-educated women. In conclusion, this project develops a more complex and nuanced conceptualization of hiring-related discrimination than prior studies and offers multiple unique findings and literature contributions.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2018
538 $a Mode of access: World Wide Web
650 4 $a Sociology. $3 551705
650 4 $a Gender studies. $3 1179195
655 7 $a Electronic books. $2 local $3 554714
690 $a 0626
690 $a 0733
710 2 $a ProQuest Information and Learning Co. $3 1178819
710 2 $a The Ohio State University. $b Sociology. $3 1179296
773 0 $t Dissertation Abstracts International $g 79-03A(E).
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10665986 $z click for full text (PQDT)