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  1. Economic Expectations of Young Adults

    In uncertain economic times, who are those young adults that show positive expectations about their economic future? And who are those who worry? Based on previous stratification research and extending economic sociology insights into the realm of young people’s economic expectations, we focus on the impact of family class background and a sense of current meaningful community relations on young adults’ general and job-specific economic expectations.
  2. Who’s on Top? Gender Differences in Risk-Taking Produce Unequal Outcomes for High-Ability Women and Men

    Research shows that men are more likely to take risks than women, but there is scant evidence that this produces gender inequality. To address this gap, I analyzed engineering exam scores that used an unusual grading procedure. I found small average gender differences in risk-taking that did not produce gendered outcomes for students of average or poor ability. But the gender gap in risk-taking among the most competent students reduced the odds that high-ability women received top exam scores.
  3. Relative Education and the Advantage of a College Degree

    What is the worth of a college degree when higher education expands? The relative education hypothesis posits that when college degrees are rare, individuals with more education have less competition to enter highly-skilled occupations. When college degrees are more common, there may not be enough highly-skilled jobs to go around; some college-educated workers lose out to others and are pushed into less-skilled jobs.
  4. Political Ontology and Race Research: A Response to “Critical Race Theory, Afro-pessimism, and Racial Progress Narratives”

    This article is a critical response to a previous article by Victor Ray, Antonia Randolph, Megan Underhill, and David Luke that sought to incorporate lessons from Afro-pessimism for sociological research on race. Specifically, in their article, the authors emphasize conclusions from Afro-pessimism in their assessment of its lessons for theories of racial progress and labor-market research.
  5. Not in Your Backyard! Organizational Structure, Partisanship, and the Mobilization of Nonbeneficiary Constituents against “Fracking” in Illinois, 2013–2014

    In the interest of enlarging their constituencies, social movements often broaden mobilization efforts beyond the directly aggrieved, beneficiary populations. The authors examine this process through an analysis of a movement against unconventional oil and gas development (UOGD or “fracking”) in Illinois. Using data on more than 37,000 public comments submitted during a regulatory review of fracking, the authors examine the composition of the antifracking movement’s constituency.
  6. 2017 Presidential Address: Addressing Recognition Gaps: Destigmatization and the Reduction of Inequality

    This Presidential Address offers elements for a systematic and cumulative study of destigmatization, or the process by which low-status groups gain recognition and worth. Contemporary sociologists tend to focus on inequality in the distribution of resources, such as occupations, education, and wealth. Complementing this research, this address draws attention to “recognition gaps,” defined as disparities in worth and cultural membership between groups in a society. I first describe how neoliberalism promotes growing recognition gaps.
  7. Unemployment, Temporary Work, and Subjective Well-Being: The Gendered Effect of Spousal Labor Market Insecurity

    The negative impact of unemployment on individuals and its spillover to spouses is widely documented. However, we have a gap in our knowledge when it comes to the similar consequences of temporary employment. This is problematic, because although temporary jobs are often considered better alternatives to unemployment for endowing individuals with income and opportunities to connect to employers, they are also associated with stressors such as high levels of job insecurity and poor quality work, the effects of which might spill over to spouses.
  8. Policy Generosity, Employer Heterogeneity, and Women’s Employment Opportunities: The Welfare State Paradox Reexamined

    Scholars of comparative family policy research have raised concerns about potential negative outcomes of generous family policies, an issue known as the “welfare state paradox.” They suspect that such policies will make employers reluctant to hire or promote women into high-authority jobs, because women are more likely than men to use those policies and take time off. Few studies, however, have directly tested this employer-side mechanism.
  9. Firm Turnover and the Return of Racial Establishment Segregation

    Racial segregation between U.S. workplaces is greater today than it was a generation ago. This increase happened alongside declines in within-establishment occupational segregation, on which most prior research has focused. We examine more than 40 years of longitudinal data on the racial employment composition of every large private-sector workplace in the United States to calculate between- and within-establishment trends in racial employment segregation over time.
  10. The Mark of a Woman’s Record: Gender and Academic Performance in Hiring

    Women earn better grades than men across levels of education—but to what end? This article assesses whether men and women receive equal returns to academic performance in hiring. I conducted an audit study by submitting 2,106 job applications that experimentally manipulated applicants’ GPA, gender, and college major. Although GPA matters little for men, women benefit from moderate achievement but not high achievement. As a result, high-achieving men are called back significantly more often than high-achieving women—at a rate of nearly 2-to-1.