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Author: Taniguchi, Hiromi
Resulting in 9 citations.
1. Taniguchi, Hiromi
Determinants of Women's Entry into Self-Employment
Social Science Quarterly 83,3 (September 2002): 875-894.
Also: http://onlinelibrary.wiley.com/doi/10.1111/1540-6237.00119/abstract
Cohort(s): NLSY79
Publisher: Blackwell Publishing, Inc. => Wiley Online
Keyword(s): Ethnic Differences; Hispanics; Mothers; Racial Differences; Self-Employed Workers; Transition, Job to Job

Objective. Building on recent studies that have shown how employment- and family-related characteristics are uniquely intertwined in facilitating women's decisions to work for themselves, I examine the process of transitions into self-employment among white, African-American, and Hispanic women. Methods. This study analyzes data from the National Longitudinal Survey of Youth, a national probability sample of those born between 1957 and 1964, which allows me to apply a dynamic model for studying women's employment transitions. Results. Regardless of race or ethnicity, factors such as work experience and the presence of a spouse encourage women to become self-employed. At the same time, the distributions of these characteristics for African-American women, and to a lesser extent Latinas as well, significantly account for their slower entry into self-employment. The effect of children on women's entry into self-employment, which earlier studies often found to be positive, especially among whites, is mixed. Conclusions. These findings reveal significant racial/ethnic differences in the process of female self-employment and also call into question the view that self-employment allows working mothers to better combine their careers with family responsibilities than does wage/salary sector employment. [ABSTRACT FROM AUTHOR]
Bibliography Citation
Taniguchi, Hiromi. "Determinants of Women's Entry into Self-Employment." Social Science Quarterly 83,3 (September 2002): 875-894.
2. Taniguchi, Hiromi
The Influence of Age at Degree Completion on College Wage Premiums
Research in Higher Education 46,8 (December 2005): 861-881.
Also: http://www.springerlink.com/content/y655468834k51j08/
Cohort(s): NLSY79
Publisher: Kluwer Academic Publishers
Keyword(s): College Education; College Graduates; Education, Adult; Educational Returns; Gender Differences; Modeling, Fixed Effects; Wage Growth; Wage Models

Permission to reprint the abstract has not been received from the publisher.

Although studies have shown a significant wage gain associated with the possession of a college degree, few have considered at what age the degree was received to estimate this college wage premium. Given the recent increase in the enrollment of older students, this study examines how the size of the premium is affected by college timing while focusing on a possible gender difference. Results from fixed-effects models show that those who complete their degree at 25 or older receive a significantly lower premium than those who graduate at a younger age, while the penalty for late graduation is much smaller for women than men. A further analysis suggests that the late college penalty is partly due to the delayed onset of the cumulative benefits higher education provides, and that women are penalized less for late degree completion because they gain less from college education over the course of time to begin with.
Bibliography Citation
Taniguchi, Hiromi. "The Influence of Age at Degree Completion on College Wage Premiums." Research in Higher Education 46,8 (December 2005): 861-881.
3. Taniguchi, Hiromi
The Timing of Childbearing and Women's Wages
Journal of Marriage and Family 61,4 (November 1999): 1008-1019.
Also: http://www.jstor.org/stable/354020
Cohort(s): Young Women
Publisher: National Council on Family Relations
Keyword(s): Age at First Birth; Childbearing; Education; Heterogeneity; Life Course; Wages, Women; Wages, Young Women; Work Reentry

Early child bearers are more vulnerable to the adverse impact of children on wages than are those who delay childbearing. Early child bearers are likely to experience a higher wage penalty because their career interruptions occur during the critical period of career building. Education reduces the magnitude of the penalty. With the use of data from the young women cohort of the National Longitudinal Survey, I investigated the wage losses associated with the presence of children, net of work experience, while addressing unobserved heterogeneity. Consistent with life course theory, the timing of childbearing significantly influences the extent to which this event shapes women's life chances.
Bibliography Citation
Taniguchi, Hiromi. "The Timing of Childbearing and Women's Wages." Journal of Marriage and Family 61,4 (November 1999): 1008-1019.
4. Taniguchi, Hiromi
United States Men's and Women's Wage Attainment, 1968-1988
Ph.D. Dissertation, Princeton University, 1997
Cohort(s): Mature Women, Older Men, Young Men, Young Women
Publisher: UMI - University Microfilms, Bell and Howell Information and Learning
Keyword(s): Equal Employment Opportunity (EEO); Ethnic Studies; Gender Differences; Industrial Relations; Racial Studies; Wage Differentials; Wage Gap

Using the National Longitudinal Survey, 1968-1988, this study examines the effects of Equal Employment Opportunity (EEO)law on the hourly wages of workers in one of the earliest generations exposed as young adults to the law. While the opponents of EEO argue that employers adopted these programs as a result of federal pressure, recent studies in organizational sociology have shown the more voluntary aspect of employers' compliance with the law. In light of the retreat of the federal government from EEO in recent years, it is timely to examine the effects of EEO law on workers while considering their variation across political regimes. I draw on the administrative policy perspective and institutional theory in order to specify the ways in which EEO law affects the life chances of minority and female workers. The administrative policy perspective suggests that the intensity of federal regulation has a positive impact on minority and female workers' wage attainment. By contrast, institutional theory suggests that while federal pressure is critical in shaping normative environments stressing social equity, in which employers create gender and race neutral personnel practices, these practices, once implemented, will benefit women and minorities regardless of political regime. This study shows that, controlling for average firm size, black workers, and black women in particular, significantly benefited from EEO law, which I measure by the proportion of employees in each 2 digit industry working in firms covered by the EEO Commission's reporting requirements (i.e., EEO coverage). Moreover, these workers continued to benefit from the law in the late eighties that witnessed a significant setback of EEO law, thus lending support to institutional theory. In general, my results are consistent with institutional arguments that minority workers benefit from the type of bureaucratic procedures that are likely found in "covered" sectors (e.g., job ladders and grievance procedures). In the meantime, my study also confirms the wage depressing effect of occupational segregation particularly for black women. EEO enforcement may be less likely to affect workers in segregated occupations.
Bibliography Citation
Taniguchi, Hiromi. United States Men's and Women's Wage Attainment, 1968-1988. Ph.D. Dissertation, Princeton University, 1997.
5. Taniguchi, Hiromi
Kaufman, Gayle
Belated Entry: Gender Differences and Similarities in the Pattern of Nontraditional College Enrollment
Social Science Research 36,2 (June 2007): 550-568.
Also: http://www.sciencedirect.com/science/article/pii/S0049089X06000160
Cohort(s): NLSY79
Publisher: Academic Press, Inc.
Keyword(s): College Enrollment; Divorce; Family Studies; Gender Differences; Schooling, Post-secondary; Women's Education

Building on research showing that the incidence of late or nontraditional entry into higher education is influenced by both individuals' needs and resources, we examine possible gender differences in its pattern. Our event history analysis using the National Longitudinal Survey of Youth data shows the importance of employment-and family-related factors in illuminating gender differences and similarities in the correlates of nontraditional college enrollment. Specifically, work experience is significantly and negatively associated with men's nontraditional college entry, while no comparable effect of experience exists for women. Divorce promotes only women's nontraditional enrollment, and the gender difference in this effect is significant in case of entry into four-year institutions. The presence of preschoolers adversely affects women's attendance at two-and four-year institutions and men's attendance at four-year institutions. However, mothers of older children, unlike fathers, are more likely to experience nontraditional entry, while their educational destinations are limited to two-year institutions.

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Bibliography Citation
Taniguchi, Hiromi and Gayle Kaufman. "Belated Entry: Gender Differences and Similarities in the Pattern of Nontraditional College Enrollment." Social Science Research 36,2 (June 2007): 550-568.
6. Taniguchi, Hiromi
Kaufman, Gayle
Degree Completion Among Nontraditional College Students
Social Science Quarterly 86, 4 (December 2005): 912-927.
Also: http://onlinelibrary.wiley.com/doi/10.1111/j.0038-4941.2005.00363.x/abstract
Cohort(s): NLSY79
Publisher: Blackwell Publishing, Inc. => Wiley Online
Keyword(s): Academic Development; Cognitive Ability; College Dropouts; College Enrollment; Divorce; Education; Education, Adult; Event History; Fatherhood; Gender Differences; Motherhood; Occupational Status; Socioeconomic Status (SES)

Objective. With the growing number of older students attending college, one major issue concerning these nontraditional students is their overall low completion rates. We examine factors affecting nontraditional students' degree completion. Methods. Using data from the National Longitudinal Survey of Youth, we examine the effects of student characteristics on the probability of finishing college with event history models. Results. Part-time enrollment significantly deters college completion, whereas the number of prior enrollments facilitates it. Being relatively young, having high cognitive ability, and a high-status occupational background also increase the chance of completion, but these effects partly differ by gender. On the other hand, being divorced and having young children, the factors often negatively associated with women's socioeconomic status, suppress degree completion for both genders. Conclusions. Based on these results, we discuss how higher educational institutions and employers might be able to help increase the rate of completion among nontraditional students. [ABSTRACT FROM AUTHOR]
Bibliography Citation
Taniguchi, Hiromi and Gayle Kaufman. "Degree Completion Among Nontraditional College Students." Social Science Quarterly 86, 4 (December 2005): 912-927.
7. Taniguchi, Hiromi
Kennelly, Ivy
Rosenfeld, Rachel A.
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.
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.
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.