This study tests a central theoretical assumption of stress process and job strain models, namely that increases in employees’ control and support at work should promote well-being. To do so, we use a group-randomized field trial with longitudinal data from 867 information technology (IT) workers to investigate the well-being effects of STAR, an organizational intervention designed to promote greater employee control over work time and greater supervisor support for workers’ personal lives.
ASA speaks with retired sociologist Jose Calderon at the 2016 ASA Annual Meeting on August, 2016, in Seattle, WA. Calderon talks about what it means to “do sociology,” how he uses sociology in his work, highlights of his work in the field, the relevance of sociological work to society, and his advice to students interested in entering the field.
Recent studies have shown that racial identification varies across context and time. Although sociologists recognize many contextual factors associated with racial group membership, relatively little attention has been given to understanding the specific factors—such as self-perceptions, socioeconomic incentives, and family pressures—that relate to changes in racial self-identification, especially among children of immigrants individuals who may have a relatively high propensity for inconsistency in racial identification.
In this article, we utilize national survey data to assess the professional status of full-time sociology faculty in community colleges. Traditionally, sociologists have argued that for a particular type of work to be conceptualized as a profession, it must meet certain criteria, such as: esoteric knowledge and skills, high levels of workplace autonomy, considerable authority, and a sense of altruism.
A key debate in research on corporate restructuring is whether this widespread and extensive transformation process made contemporary employment relationships more open—with firms relying largely on market forces to reward employees—or left them relatively closed, with wages remaining primarily a function of internal labor market systems, practices, and policies.
The financial crisis of 2007 to 2009 was marked by widespread fraud in the mortgage securitization industry. Most of the largest mortgage originators and mortgage-backed securities issuers and underwriters have been implicated in regulatory settlements, and many have paid multibillion-dollar penalties. This article seeks to explain why this behavior became so pervasive. We evaluate predominant theories of white-collar crime, finding that theories emphasizing deregulation or technical opacity identify only necessary, not sufficient, conditions.
Bureaucratic and patrimonial theories of organized crime tend to miss the history and mobility of crime groups integrating into and organizing with legitimate society. The network property of multiplexity—when more than one type of relationship exists between a pair of actors—offers a theoretical and empirical inroad to analyzing overlapping relationships of seemingly disparate social spheres.
Tensions between the demands of the knowledge-based economy and remaining, blue-collar jobs underlie renewed debates about whether schools should emphasize career and technical training or college-preparatory curricula. We add a gendered lens to this issue, given the male-dominated nature of blue-collar jobs and women’s greater returns to college. Using the ELS:2002, this study exploits spatial variation in school curricula and jobs to investigate local dynamics that shape gender stratification.
We examine the extent to which the gender wage gap stems from dual-earner couples jointly choosing where to live. If couples locate in places better suited for the man’s employment than for the woman’s, the resulting mismatch of women to employers will depress women’s wages.
In recent years, private for-profit education has been the fastest growing segment of the U.S. postsecondary system. Traditional hiring models suggest that employers clearly and efficiently evaluate college credentials, but this changing institutional landscape raises an important question: How do employers assess credentials from emerging institutions? Building on theories of educational authority, we hypothesize that employers respond to an associate’s degree itself over the institution from which it came.