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Author: Rosenfeld, Rachel A.

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1.	Rosenfeld, Rachel A.
1.	Race and Sex Differences in Career Dynamics American Sociological Review 45,4 (August 1980): 583-609. Also: http://www.jstor.org/stable/2095010 Cohort(s): Young Men, Young Women Publisher: American Sociological Association Keyword(s): Career Patterns; Educational Attainment; Family Background and Culture; Job Training; Marital Status; Racial Differences; Sex Roles; Socioeconomic Status (SES); Wage Levels; Wages Permission to reprint the abstract has not been received from the publisher. In this paper, career differences by race and sex are analyzed. Careers are defined as trajectories of socioeconomic status and wages and are described by a linear differential equation model. It is assumed that the different groups defined by race and sex tend to be in different labor markets and economic sectors and to face different opportunity structures even within labor market divisions. This assumption guides predictions for and interpretation of results with respect to various aspects of career inequality: initial status and wage level; potential status and wage levels; effects of human capital, family background, and family of procreation variables on initial and potential wage and status levels; and speed of advancement. Pooling of cross-sections and time- series techniques are used to estimate the model, with data from the NLS of Young Men and Women.
	Bibliography Citation Rosenfeld, Rachel A. "Race and Sex Differences in Career Dynamics." American Sociological Review 45,4 (August 1980): 583-609.

2.	Rosenfeld, Rachel A.
2.	Race and Sex Differences in Career Dynamics In: Feminist Foundations: Toward Transforming Sociology, Gender and Society Readers Series, Volume 3. K. Myers, et al., eds. Thousand Oaks, CA: Sage Publications Inc., 1998 Cohort(s): Young Men, Young Women Publisher: Sage Publications Keyword(s): Career Patterns; Educational Attainment; Employment History; Family Background and Culture; Gender Differences; Human Capital; Marital Status; Racial Differences; Socioeconomic Status (SES); Training; Wage Levels Permission to reprint the abstract has not been received from the publisher. This reprinted article originally appeared in (American Sociological Review 45 (August 1980). An earlier version of this paper was presented at Boston MA: Annual meeting of the American Sociological Association, August 1979. Chapter: Analyzed career differences by race and sex by examining various aspects of career inequality: initial status and wage level; potential status and wage levels; effects of human capital, family background, and family of procreation variables on initial and potential wage and status levels; speed of advancement. Pooling of cross-sections and time-series techniques are used to estimate the model, with data from the National Longitudinal Surveys of the Labor Market Experience of Young Men (1966-1973) and Women (1968-1975). Employment and educational histories were collected for 14-24 yr. olds at the time of the 1st survey for each group. Results how a general advantage of white men in many aspects of careers, including wage levels and returns to human capital. Differences where shown in effects of education and training, marital status, and parental socioeconomic status early in the career vs at the career stage when change has ceased to occur. ((c) 1998 APA/PsycINFO, all rights reserved)
	Bibliography Citation Rosenfeld, Rachel A. "Race and Sex Differences in Career Dynamics" In: Feminist Foundations: Toward Transforming Sociology, Gender and Society Readers Series, Volume 3. K. Myers, et al., eds. Thousand Oaks, CA: Sage Publications Inc., 1998

3.	Rosenfeld, Rachel A.
3.	Women's Employment Patterns and Occupational Achievements Ph.D. Dissertation, University of Wisconsin - Madison, 1976. Also: Social Science Research 7 (March 1978): 61-80 Cohort(s): Mature Women Publisher: UMI - University Microfilms, Bell and Howell Information and Learning Keyword(s): Educational Attainment; Employment; Mobility; Occupational Attainment; Vocational Education; Work Experience The author investigates the relationship between employment patterns and occupational advancement. Because women have less extensive and continuous employment, they invest less in human capital, have fewer opportunities for job mobility and gain fewer occupational rewards over their work lives. A small but statistically significant effect of employment experience on occupational status was found for white women, but not for non-whites.
	Bibliography Citation Rosenfeld, Rachel A. Women's Employment Patterns and Occupational Achievements. Ph.D. Dissertation, University of Wisconsin - Madison, 1976..

4.	Rosenfeld, Rachel A.
4.	Women's Intergenerational Occupational Mobility American Sociological Review 43,1 (February 1978): 36-46. Also: http://www.jstor.org/stable/2094760 Cohort(s): Mature Women Publisher: American Sociological Association Keyword(s): Bias Decomposition; Fathers, Influence; Intergenerational Patterns/Transmission; Mobility; Occupational Attainment Permission to reprint the abstract has not been received from the publisher. This study examines an intergenerational mobility matrix of father's occupation by mother's occupation by daughter's occupation by race by age. The findings indicate that both mother's occupation and father's occupation are significant dimensions of women's intergenerational occupational mobility. In cases in which the mother had been employed when the daughter was 15 years of age, the mother's occupation had a more significant effect on the daughter's occupational destination than the father's. The mother's occupation was determined to be a true effect of occupational level rather than an effect primarily of maternal employment outside the home at any occupation.
	Bibliography Citation Rosenfeld, Rachel A. "Women's Intergenerational Occupational Mobility." American Sociological Review 43,1 (February 1978): 36-46.

5.	Rosenfeld, Rachel A.
5.	Women's Occupational Careers: Individual and Structural Explanations Sociology of Work and Occupations 6,3 (August 1979): 283-311. Also: http://wox.sagepub.com/content/6/3/283.abstract Cohort(s): Mature Women Publisher: Sage Publications Keyword(s): Career Patterns; Duncan Index; Employment; Socioeconomic Status (SES) Permission to reprint the abstract has not been received from the publisher. Men tend to move up in status over their work lives; women tend to remain at the same level. Two types of explanations can be used to explain this difference: (1) those focusing on individual characteristics which tend to vary by sex, especially employment patterns; and (2) those focusing on the differences in opportunity structure by sex. Research is reviewed which attempts to examine more directly the effect of individual versus structural factors on occupational achievement. While the evidence is not clear-cut, it does suggest more attention be paid in quantitative research on women's achievements to the structure of opportunity.
	Bibliography Citation Rosenfeld, Rachel A. "Women's Occupational Careers: Individual and Structural Explanations." Sociology of Work and Occupations 6,3 (August 1979): 283-311.

6.	Rosenfeld, Rachel A. Nielsen, Francois
6.	Inequality and Careers: A Dynamic Model of Socioeconomic Achievement Sociological Methods and Research 12,3 (February 1984): 279-321. Also: http://smr.sagepub.com/content/12/3/279.abstract Cohort(s): Young Men, Young Women Publisher: Sage Publications Keyword(s): Career Patterns; Discrimination, Sex; Occupational Attainment; Wages; Work History Permission to reprint the abstract has not been received from the publisher. Socioeconomic careers involve a process of attainment. One model that explicitly recognizes this is a simple linear differential equation model. This article shows how such a model can be used to describe careers in terms of entry levels and their determinants, potential levels and their determinants, and the rate of achievement. Such models, while conceptually simple, have some statistical complications over usual models used when it comes time to estimate them. The second half of the article describes some of these complications and ways of dealing with them.
	Bibliography Citation Rosenfeld, Rachel A. and Francois Nielsen. "Inequality and Careers: A Dynamic Model of Socioeconomic Achievement." Sociological Methods and Research 12,3 (February 1984): 279-321.

7.	Taniguchi, Hiromi Kennelly, Ivy Rosenfeld, Rachel A.
7.	The Effect of Occupational Male Dominance on Women's Employment Exits: Differences among Whites, Blacks, and Hispanics Presented: Atlanta, GA, Southern Sociological Society (SSS) Conference, April 4-7, 2001 Cohort(s): NLSY79 Publisher: Southern Sociological Society Keyword(s): Ethnic Differences; Exits; Hispanics; Industrial Sector; Labor Force Participation; Mobility, Occupational; Occupations, Non-Traditional; Racial Differences; Women Permission to reprint the abstract has not been received from the publisher. A recent study showed that, net of other major characteristics, the % of women in one's occupation significantly reduces the chance of entering managerial positions for women while raising it for men (Maume 1999a). Further, among women, employment in male-dominated occupations diminishes the chance of wage promotion (Maume 1999b), increases joblessness (Maume 1999b), and extends time to find another job after displacement (Spalter-Roth and Deitch 1999). Using data from the National Longitudinal Survey of Youth, we explore the adverse effects of employment in male-dominated occupations on women's employment exits. We focus on racial/ethnic minorities who have been largely ignored in studies of occupational sex segregation. Our preliminary results suggest that occupational male dominance more adversely affects black women's employment, and to a lesser extent, Latinas, than white women. Considering these women's industrial locations mitigates this intergroup variation. We discuss how industry mediates the career depressing effect of occupational male dominance.
	Bibliography Citation Taniguchi, Hiromi, Ivy Kennelly and Rachel A. Rosenfeld. "The Effect of Occupational Male Dominance on Women's Employment Exits: Differences among Whites, Blacks, and Hispanics." Presented: Atlanta, GA, Southern Sociological Society (SSS) Conference, April 4-7, 2001.

8.	Taniguchi, Hiromi Rosenfeld, Rachel A.
8.	Family, Labor Market, and Race/Ethnic Differences in Women's Employment Histories Presented: Washington, DC, American Sociological Association Annual Meeting, August 2000 Cohort(s): NLSY79 Publisher: American Sociological Association Keyword(s): Education; Employment; Ethnic Differences; Exits; Family Characteristics; Hispanic Studies; Hispanics; Job Turnover; Racial Differences; Unions Permission to reprint the abstract has not been received from the publisher. We investigate the determinants of employment transitions with samples from White, Black, and Hispanic women in the National Longitudinal Survey of Youth. Both family- and job-related characteristics significantly affect the patterns of employment exit and return, though with some notable race/ethnic differences. Pregnancy status increases the rate of employment exits for White and Hispanic women to a greater extent than for Black women. While wage level significantly reduces the rate of employment exits, regardless of race/ethnicity, the magnitude of this effect is significantly larger among non-White women, suggesting their vulnerability to the fluctuation of wages in times of economic recession. In terms of women's power in the labor market, we see the positive effects of high-level occupations and union affiliation on employment duration, effects that tend to favor Whites over minority women. Both pregnancy status and young children reduce the rate of employment returns for all race/ethnic groups, but this tendency is weaker among Blacks. Hispanic women are also faced with a labor market disadvantage through education, both in employment exit and reentrance, compared not only with Whites but with Blacks as well.
	Bibliography Citation Taniguchi, Hiromi and Rachel A. Rosenfeld. "Family, Labor Market, and Race/Ethnic Differences in Women's Employment Histories." Presented: Washington, DC, American Sociological Association Annual Meeting, August 2000.

9.	Taniguchi, Hiromi Rosenfeld, Rachel A.
9.	Women's Employment Exit and Reentry: Differences Among Whites, Blacks, and Hispanics Social Science Research 31,3 (September 2002): 432-471. Also: http://www.sciencedirect.com/science/article/pii/S0049089X02000091 Cohort(s): NLSY79 Publisher: Academic Press, Inc. Keyword(s): Employment; Ethnic Differences; Exits; Family Characteristics; Hispanics; Racial Differences; Re-employment; Work Reentry This study investigates the determinants of employment transition with samples from White, Black, and Hispanic women in the National Longitudinal Survey of Youth. The authors argue that one needs to take into consideration both family- and job-related factors to explain women's work patterns, and that the ways employment and home context combine to influence transitions may vary by race and ethnicity. It is found that African-American women, followed by Latinas, leave the work force more quickly than White women. These differences are due more to levels of job-related variables than to distributions of family characteristics across race/ethnic groups. On the other hand, only when they control for job-related variables do the researchers see that African Americans, followed by Hispanic women, return to paid work faster than Whites, suggesting that these women reenter employment faster than would be expected given their lower levels of previous job rewards and resources. Separate models of exits and returns by race and ethnicity show somewhat different patterns of family effects across groups, while varying effects of wages and occupational variables indicate different degrees and types of labor market disadvantage for Blacks and Latinas. (PsycINFO Database Record 2003 APA, all rights reserved)
	Bibliography Citation Taniguchi, Hiromi and Rachel A. Rosenfeld. "Women's Employment Exit and Reentry: Differences Among Whites, Blacks, and Hispanics." Social Science Research 31,3 (September 2002): 432-471.

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