Search Results

View Selected Citations Select and View All Search Citations

Author: Alon, Sigal

Resulting in 8 citations.

1.	Alon, Sigal
1.	Consequences of Racial Disparities in Young Women's Early Labor Market Behavior Presented: Los Angeles, CA, Population Association of America Annual Meeting, March 2000 Cohort(s): NLSY79 Publisher: Population Association of America Keyword(s): Employment; Employment, In-School; Hispanics; Human Capital Theory; Wages; Wages, Women; Wages, Young Women; Women; Work Experience; Work History Permission to reprint the abstract has not been received from the publisher. By age 30 women of different racial/ethnic groups have similar rates of full-time employment, yet they exhibit considerable wage inequality. I hypothesize that young women's early work experiences produce different "human capital profiles," which affect future earnings prospects. Utilizing an inclusive definition to include transitions among employers, full and part-time employment, and labor force states (employment and non-employment), I develop a conceptual scheme that captures the dynamic aspects of women's labor market behavior from age 16 to 30. Using the National Longitudinal Survey of Youth (Work History file) I examine various job transitions of young women over this 15-year period. Results confirm that there are substantial differences among racial/ethnic groups in the acquisition of employment experience, and that these differences help explain wage dispersion by Race and Hispanic origin. The type and timing of transitions at younger ages are critical to the wage prospects of those women at mature age.
	Bibliography Citation Alon, Sigal. "Consequences of Racial Disparities in Young Women's Early Labor Market Behavior." Presented: Los Angeles, CA, Population Association of America Annual Meeting, March 2000.

2.	Alon, Sigal Donahoe, Debra Tienda, Marta
2.	The Effects of Early Work Experience on Young Women's Labor Force Attachment Social Forces 79,3 (March 2001): 1005-1034. Also: http://www.jstor.org/stable/2675616 Cohort(s): NLSY79 Publisher: University of North Carolina Press Keyword(s): Labor Force Participation; Life Course; Women; Work Attachment; Work Experience Permission to reprint the abstract has not been received from the publisher. In this article, we examine women's labor force experience during the early life course in order to assess the conditions conducive to the establishment of stable labor force careers. To represent the complexity of women's work trajectories during young adulthood, we develop a conceptual framework that depicts a broad range of work activity profiles. Empirical results obtained using the NLSY show that three aspects of early experience influence mature women's labor force attachment, namely the amount of experience accumulated; the timing of work experience; and the volatility of that experience. Above and beyond these experience measures, we also find that background factors influence adult women's attachment to the market. The conclusion discusses the policy implications of these results.
	Bibliography Citation Alon, Sigal, Debra Donahoe and Marta Tienda. "The Effects of Early Work Experience on Young Women's Labor Force Attachment." Social Forces 79,3 (March 2001): 1005-1034.

3.	Alon, Sigal Donahoe, Debra Tienda, Marta
3.	The Effects on Early Work Experience on Young Women's Labor Force Attachment Working Paper No. 2000-4, Office of Population Research, Princeton University, June 2000. Also: http://opr.princeton.edu/papers/opr0004.pdf Cohort(s): NLSY79 Publisher: Office of Population Research, Princeton University Keyword(s): Educational Returns; Employment; Gender Differences; Job Turnover; Labor Force Participation; Labor Market Outcomes; Labor Supply; Life Course; Work Attachment; Work Experience Permission to reprint the abstract has not been received from the publisher. Examines labor force instability during the early life course, to assess conditions conducive to establishment of stable labor force careers, and in turn, whether and how much early experiences influence subsequent outcomes; since 1979; US. Based on data from the National Longitudinal Survey of Youth (NLSY). Our analyses contribute to the broader debate about whether and how much early labor force experiences influence subsequent labor force outcomes. Within this debate, we make several important refinements. First, we shift the focus from young men to young women. With few exceptions, most studies that attempt to establish links between early work experiences and subsequent adult outcomes focus on men (e.g., Hotz et al., 1997; Meyer and Wise, 1982; Topel and Ward, 1992; for a recent exception, see Chaplin and Hannaway, 1996). There are compelling reasons why the influence of early work experiences on adult market outcomes would differ by sex. The most obvious of these is the timing and influence of family responsibilities on women's work and school options (Ahituv and Tienda, 1997). Second, we broaden the outcome of interest from unemployment (or, the probability of employment at a given age) to the establishment of stable work careers. Third, we consider not only the quantity of early labor force experience, but its timing and quality as well. To this end, we examine how the accumulation of work experience - that is, whether it is acquired continuously or discontinuously - influences adult labor market attachment. Results show that all three aspects of early experience influence mature women's market attachment, namely the amount of experience accumulated; the timing of work experience; and the quality of that experience. Above and beyond these experience measures, we also find that background factors also influence adult women's attachment to the market.
	Bibliography Citation Alon, Sigal, Debra Donahoe and Marta Tienda. "The Effects on Early Work Experience on Young Women's Labor Force Attachment." Working Paper No. 2000-4, Office of Population Research, Princeton University, June 2000.

4.	Alon, Sigal Haberfeld, Yitchak
4.	Labor Force Attachment and the Evolving Wage Gap Between White, Black, and Hispanic Young Women Work and Occupations 34,4 (November 2007): 369-398. Also: http://wox.sagepub.com/content/34/4/369.abstract Cohort(s): NLSY79 Publisher: Sage Publications Keyword(s): Ethnic Differences; Labor Force Participation; Racial Differences; Transition, School to Work; Wage Gap; Wages, Women; Women's Studies; Work History Permission to reprint the abstract has not been received from the publisher. In this article, the authors examine the role of labor force attachment (LFA) in shaping the diverging wage trajectories of White, Black, and Hispanic women daring their first postschooling decade. The authors take advantage of the longitudinal aspects of the National Longitudinal Survey of Youth work history data by constructing detailed annual and cumulative measures of LFA and use them to examine women's wage profiles. The findings show constant racial and ethnic wage gaps among women with college education and a widening race gap among women with no college degree. The latter pattern emphasizes the importance of market-related processes in generating wage inequality among unskilled women. The authors document substantial racial and ethnic gaps within this group in the accumulation of LFA, especially immediately after the transition from school to work. This deficit in labor market experience plays a critical role in creating the diverse wage trajectories of White, Black, and Hispanic women with no college education. [ABSTRACT FROM AUTHOR] Copyright of Work & Occupations is the property of Sage Publications Inc. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts)
	Bibliography Citation Alon, Sigal and Yitchak Haberfeld. "Labor Force Attachment and the Evolving Wage Gap Between White, Black, and Hispanic Young Women." Work and Occupations 34,4 (November 2007): 369-398.

5.	Alon, Sigal Tienda, Marta
5.	Employment and Wage Consequences of Young Women's Labor Force and Job Transitions Working Paper No. 2000-1, Office of Population Research, Princeton University, May 2000. Also: http://opr.princeton.edu/papers/opr0001.pdf Cohort(s): NLSY79 Publisher: Office of Population Research, Princeton University Keyword(s): Educational Returns; Employment; Family Structure; Gender Differences; Hispanics; Job Turnover; Life Course; Mobility, Economic; Racial Differences; Transition, Job to Job; Wage Dynamics; Wage Gap; Work History Permission to reprint the abstract has not been received from the publisher. By age 30 white women are more likely to be employed, either full or part-time, and to earn more compared to Hispanic and black women. We trace these employment and wage inequalities to young women's early work experiences, in particular work-related transitions. Using the NLSY79 (Work History File) we examine two facets of women's labor market dynamics between ages 16-30, namely transitions between employment and nonemployment, and transitions among employers. Neither labor force instability or job turnover influence women's employment status at age 30, but both aspects of early market dynamism influence wages. We find that a moderate amount of job turnover during young adulthood is an essential component of the career shaping process which enhances women's economic mobility. However, excessive turnover, particularly among young adult women, is economically counterproductive. Young black women experience fewer transitions over the early life course, but our results indicate that they benefit more from both types of transitions compared to white and Hispanic women.
	Bibliography Citation Alon, Sigal and Marta Tienda. "Employment and Wage Consequences of Young Women's Labor Force and Job Transitions." Working Paper No. 2000-1, Office of Population Research, Princeton University, May 2000.

6.	Alon, Sigal Tienda, Marta
6.	Job Mobility and Early Career Wage Growth of White, African-American, and Hispanic Women Social Science Quarterly 86, Supplement s1 (December 2005): 1196-1217. Also: http://onlinelibrary.wiley.com/doi/10.1111/j.0038-4941.2005.00342.x/abstract Cohort(s): NLSY79 Publisher: Blackwell Publishing, Inc. => Wiley Online Keyword(s): Education; Ethnic Differences; Hispanics; Job Turnover; Mobility, Occupational; Racial Differences; Wage Gap; Wage Growth; Wages, Women; Work History Objective. This article examines whether and how young women's job mobility influences racial and ethnic wage-growth differentials during the first eight years after leaving school. Methods. We use the NLSY-79 Work History File to simulate the influence of job mobility on the wages of skilled and unskilled workers. Results. African-American and Hispanic women average less job mobility than white women, especially if they did not attend college. Unskilled women who experience frequent job changes during the first four postschool years reap positive wage returns, but turnover beyond the shopping period incurs wage penalties. Job mobility does not appear to boost wage growth for college-educated women. Conclusions. Among unskilled women, race and ethnic wage disparities partly derive from group differences in the frequency of job changes, but unequal returns to job mobility drive the wage gaps for skilled women. We discuss several explanations for these disparities. [ABSTRACT FROM AUTHOR]
	Bibliography Citation Alon, Sigal and Marta Tienda. "Job Mobility and Early Career Wage Growth of White, African-American, and Hispanic Women." Social Science Quarterly 86, Supplement s1 (December 2005): 1196-1217.

7.	Alon, Sigal Tienda, Marta
7.	Occupational Careers of Young Women Working Paper No. 2000-5, Office of Population Research, Princeton University, August 2000. Also: http://opr.princeton.edu/papers/opr0005.pdf Cohort(s): NLSY79 Publisher: Office of Population Research, Princeton University Keyword(s): Career Patterns; College Education; Education; Educational Attainment; Educational Returns; Labor Force Participation; Mobility, Occupational; Occupational Attainment; Transition, Job to Job; Women's Education; Work Attachment; Work Experience; Work Histories Permission to reprint the abstract has not been received from the publisher. Examines differences in timing and frequency of occupational changes by education level, existence of systematic occupational trajectories, and four modal career types based on amount of schooling acquired; since 1979; US. Based on data from the National Longitudinal Survey of Youth (NLSY). Occupational exchanges are a pervasive feature of the U.S. labor market as millions of persons change their occupation in any given year; the majority do so voluntarily, seeking better pay, job advancement, or improved working conditions. Yet It is unclear what share of these changes are chaotic and which represent leading to a systematic sequence of upward mobility. Using the National Longitudinal Survey of Youth (Work History file) we examine the occupational careers of young women and find striking differences in the timing and frequency of occupational changes according to levels of education, particularly between college graduates and those with less than high school education. "Career trees" for most frequent occupational paths reveal that systematic occupational trajectories do exist, although with varying degrees of orderliness. We discover four modal career types based on the amount of schooling acquired. We conclude that the complex nature of women's occupational careers is simplified by our focus on their educational attainment.
	Bibliography Citation Alon, Sigal and Marta Tienda. "Occupational Careers of Young Women." Working Paper No. 2000-5, Office of Population Research, Princeton University, August 2000.

8.	Tienda, Marta Alon, Sigal
8.	Diversity, Opportunity and Shifting Meritocracy in Higher Education American Sociological Review 72,4 (August 2007): 487-511. Also: http://asr.sagepub.com/content/72/4/487.abstract Cohort(s): NLSY79 Publisher: American Sociological Association Keyword(s): Affirmative Action; College Enrollment; Test Scores/Test theory/IRT; Tests and Testing Permission to reprint the abstract has not been received from the publisher. Article and on-line Supplement to the article reveal the results of the study by Sigal Alon of Tel Aviv University and Marta Tienda of Princeton University on SAT. The researchers say that eliminating the weight of college entrance exams and using a full-file review to select students using measures of merit will improve campus diversity. According to Alon, the tension between test scores and diversity motivated them to show how affirmative action was required because the weight placed on test scores in admission decisions, especially at selective institutions, rose over time. The writers found that colleges have increasingly based admissions on test scores, creating the need for affirmative action for minorities who tend not to do as well on those tests. Alon and Tienda analyzed data from two national surveys, "High School and Beyond" and "The National Longitudinal Survey of Youth," to track students in their college admissions process and examine the likelihood of their admission using both standardized tests and class rank. They also looked at data from Texas Higher Education Opportunity Projects and used the University of Texas at Austin to examine the impact on minorities' admissions. "If we want to reach a state where we don't need affirmative action, we need to confront and understand the mechanism restricting minorities the opportunity, and the SAT is one of them," says Alon. If universities implement the suggested policy, he says, they will still enroll a diverse student population without compromising academic quality.
	Bibliography Citation Tienda, Marta and Sigal Alon. "Diversity, Opportunity and Shifting Meritocracy in Higher Education." American Sociological Review 72,4 (August 2007): 487-511.

Admin