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Author: McDonald, Steve

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1.	Kmec, Julie A. McDonald, Steve Trimble, Lindsey B.
1.	Making Gender Fit and "Correcting" Gender Misfits: Sex Segregated Employment and the Nonsearch Process Gender and Society 24,2 (April 2010): 213-236. Also: http://gas.sagepub.com/content/24/2/213.abstract Cohort(s): NLSY79 Publisher: Sage Publications Keyword(s): Gender Differences; Job Rewards; Job Search; Occupational Segregation Permission to reprint the abstract has not been received from the publisher. This article highlights the extent to which finding a job without actively searching ("nonsearching") sustains workplace sex segregation. We suspect that unsolicited information from job informants that prompts fortuitous job changes is susceptible to bias about gender "fit" and segregates workers. Results from analyses of 1,119 respondents to the 1996 and 1998 waves of the National Longitudinal Survey of Youth are generally consistent with this expectation. Gender "misfits"--individuals employed in gender-atypical work groups--are more likely to move into gender-typical work groups than neutral ones. Women misfits are more likely to move into male-dominated than neutral work groups without a job search, but they join mostly desegregated occupations and receive lower job rewards than men misfits who change jobs without searching. We conclude that the nonsearch process serves as an important mechanism that sustains sex segregation and workplace inequality.
	Bibliography Citation Kmec, Julie A., Steve McDonald and Lindsey B. Trimble. "Making Gender Fit and "Correcting" Gender Misfits: Sex Segregated Employment and the Nonsearch Process." Gender and Society 24,2 (April 2010): 213-236.

2.	McDonald, Steve
2.	Network Effects across the Earnings Distribution: Payoffs to Visible and Invisible Job Finding Assistance Social Science Research 49 (January 2015): 299-313. Also: http://www.sciencedirect.com/science/article/pii/S0049089X14001719 Cohort(s): NLSY79 Publisher: Elsevier Keyword(s): Earnings; Job Search; Modeling, Fixed Effects; Social Capital; Social Contacts/Social Network; Wages This study makes three critical contributions to the "Do Contacts Matter?" debate. First, the widely reported null relationship between informal job searching and wages is shown to be mostly the artifact of a coding error and sample selection restrictions. Second, previous analyses examined only active informal job searching without fully considering the benefits derived from unsolicited network assistance (the "invisible hand of social capital") -- thereby underestimating the network effect. Third, wage returns to networks are examined across the earnings distribution. Longitudinal data from the NLSY reveal significant wage returns for network-based job finding over formal job searching, especially for individuals who were informally recruited into their jobs (non-searchers). Fixed effects quantile regression analyses show that contacts generate wage premiums among middle and high wage jobs, but not low wage jobs. These findings challenge conventional wisdom on contact effects and advance understanding of how social networks affect wage attainment and inequality.
	Bibliography Citation McDonald, Steve. "Network Effects across the Earnings Distribution: Payoffs to Visible and Invisible Job Finding Assistance." Social Science Research 49 (January 2015): 299-313.

3.	McDonald, Steve
3.	Non-Searching for Jobs Patterns and Payoffs to Non-Searching Across the Work Career Ph.D. Disseration, Florida State University, June 2004. Also: http://etd.lib.fsu.edu/theses/available/etd-06252004-150121/ Cohort(s): NLSY79 Publisher: Electronic Theses and Disserations (ETD) -- Florida State University Keyword(s): Job Search; Labor Market Outcomes; Re-employment Permission to reprint the abstract has not been received from the publisher. While conventional wisdom suggests that that getting jobs is more about "who you know" than "what you know", the empirical evidence on job searching shows that people who rely on their personal contacts when searching for a job generally do not receive any benefits over people who use more formal job search methods. Since the most advantaged social groups are the least likely to use personal contacts when job searching, some have questioned the importance of social capital in determining job outcomes. Unfortunately, the recent critiques have only focused on active job searchers, ignoring the many workers who get their jobs without searching. Generally, these non-searchers change jobs after receiving unsolicited job information and offers through routine personal exchanges. As such, non-searchers constitute an important if overlooked segment of informal activity in the labor market. I analyze data from the 1979 cohort of the National Longitudinal Survey of Youth to examine the patterns and payoffs to non-searching across the work career. I identify three main types of non-searching—entry-level, reentry-level, and elite—among employed workers both early in their work careers (age 17-25) and in the early prime of their careers (age 33-41). Entry-level non-searching occurs early in the career among people who are often students that are accessing their first few jobs. Reentry-level non-searching occurs later in the career primarily among women transitioning back into the workforce after taking time off to take care of family responsibilities. Elite non-searching occurs mainly among men in the prime of their careers who have the most work experience. Non-searchers vary substantially in their personal and job characteristics, with the bulk of the benefits to non-searching going to elite non-searchers. These elite non-searchers are recruited from some of the best jobs around and are more likely than active searchers to receive high wage managerial jobs with a great deal of authority and prestige. These findings re-assert the importance of social capital in determining labor market outcomes, suggesting that future research needs to account for non-searchers in order to assess the full extent of informal job matching and embeddedness in the labor market.
	Bibliography Citation McDonald, Steve. Non-Searching for Jobs Patterns and Payoffs to Non-Searching Across the Work Career. Ph.D. Disseration, Florida State University, June 2004..

4.	McDonald, Steve
4.	Patterns of Informal Job Matching Across the Life Course: Entry-Level, Reentry-Level, and Elite Non-Searching Sociological Inquiry 75,3 (August 2005): 403-429. Also: http://search.epnet.com/login.aspx?direct=true&db=aph&an=17428803 Cohort(s): NLSY79 Publisher: University of Texas Press Keyword(s): Job Search; Life Course; Work Experience Permission to reprint the abstract has been denied by the publisher.
	Bibliography Citation McDonald, Steve. "Patterns of Informal Job Matching Across the Life Course: Entry-Level, Reentry-Level, and Elite Non-Searching." Sociological Inquiry 75,3 (August 2005): 403-429.

5.	McDonald, Steve
5.	What You Know or Who You Know? Occupation-Specific Work Experience and Job Matching Through Social Networks Social Science Research 40,6 (November 2011): 1664-1675. Also: http://www.sciencedirect.com/science/article/pii/S0049089X11001074 Cohort(s): NLSY79 Publisher: Elsevier Keyword(s): Employment; Gender Differences; Job Search; Social Capital; Work Experience While work experience is generally seen as an indicator of human capital, it may also reflect the accumulation of social capital. This study examines how work experience facilitates informal access to employment—that is, being matched with a new employer through an informal search or informal recruitment through the non-search process (without engaging in a job search). Results from fixed effects regression on panel data from the NLSY show that experience is related to informal entry into new jobs, though in a very specific way. The odds of being informally recruited into a new job improve as work experience in related occupations rises, but this relationship holds only among men. These findings highlight the social benefits of occupation-specific work experience that accrue to men but not to women, suggesting an alternative explanation for the gender disparity in wage returns to experience.
	Bibliography Citation McDonald, Steve. "What You Know or Who You Know? Occupation-Specific Work Experience and Job Matching Through Social Networks ." Social Science Research 40,6 (November 2011): 1664-1675.

6.	McDonald, Steve Benton, Richard A. Warner, David F.
6.	Dual Embeddedness: Informal Job Matching and Labor Market Institutions in the United States and Germany Social Forces 91,1 (September 2012): 75-97. Also: http://sf.oxfordjournals.org/content/91/1/75.abstract Cohort(s): NLSY79 Publisher: Oxford University Press Keyword(s): Employment; Firms; German Socio-Economic Panel (GSOEP); Job Characteristics; Job Search Permission to reprint the abstract has not been received from the publisher. Drawing on the embeddedness, varieties of capitalism and macrosociological life course perspectives, we examine how institutional arrangements affect network-based job finding behaviors in the United States and Germany. Analysis of cross-national survey data reveals that informal job matching is highly clustered among specific types of individuals and firms in the United States, whereas it is more ubiquitous in Germany. These differences are linked to (1. loosely regulated and hierarchical employment relations in the United States that facilitate network dominance in specific economic sectors and (2. coordinated market relations, tight employment regulations and extensive social insurance system in Germany that generate opportunities for informal matching but limit the influence of network behavior on employment characteristics. These findings illustrate how social institutions shape access to economic resources through network relations.
	Bibliography Citation McDonald, Steve, Richard A. Benton and David F. Warner. "Dual Embeddedness: Informal Job Matching and Labor Market Institutions in the United States and Germany." Social Forces 91,1 (September 2012): 75-97.

7.	McDonald, Steve Elder, Glen H., Jr.
7.	When Does Social Capital Matter? Non-Searching for Jobs Across the Life Course Social Forces 85,1 (September 2006): 522-549. Also: http://www.jstor.org/stable/3844427 Cohort(s): NLSY79 Publisher: University of North Carolina Press Keyword(s): Career Patterns; Gender Differences; Job Search; Life Course; Social Capital Permission to reprint the abstract has not been received from the publisher. Non-searchers - people who get their jobs without engaging in a job search - are often excluded from investigations of the role of personal relationships in job finding processes. This practice fails to capture the scope of informal job matching activity and underestimates the effectiveness of social capital. Moreover, studies typically obtain average estimates of social capital effectiveness across broad age ranges, obscuring variation across the life course. Analysis of early career and mid-career job matching shows that non-searching is associated with significant advantages over formal job searching. However, these benefits accrue only during mid-career and primarily among highly experienced male non-searchers. The results highlight the need to examine life course variations in social capital effectiveness and the role of non-searching as an important informal mechanism in the maintenance of gender inequality. [ABSTRACT FROM AUTHOR]
	Bibliography Citation McDonald, Steve and Glen H. Elder. "When Does Social Capital Matter? Non-Searching for Jobs Across the Life Course." Social Forces 85,1 (September 2006): 522-549.

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