How Internal Hiring Affects Occupational Stratification

When employers conduct more internal hiring, does this facilitate upward mobility for low-paid workers or does it protect the already advantaged? To assess the effect of within-employer job mobility on occupational stratification, we develop a framework that accounts for inequality in both rates and payoffs of job changing. Internal hiring facilitates advancement for workers without strong credentials, but it excludes workers at employers with few good jobs to advance into. Analyzing Current Population Survey data, we find that when internal hiring increases in a local labor market, it facilitates upward mobility less than when external hiring increases. When workers in low-paid occupations switch jobs, they benefit more from switching employers than from moving jobs within the same employer. One-third of this difference is due to low-paid workers isolated in industries with few high-paying jobs to transfer into. An occupationally segregated labor market therefore limits the benefits that internal hiring can bring to the workers who most need upward mobility.

A SHIFTIN TRADITIONAL WISDOM OF SEMENDE TRIBE IN PULAU PANGGUNG TANGGAMUS

The traditional wisdom of tunggu tubang has shifted due to economic needs, lack of agricultural land, job mobility, marriage with other than Semende tribe, which impacts the rights fulfilling and obligations of tunggu tubang. However, this shift has been responded to by innovations so that this traditional wisdom persisted. This research is to describe innovations in maintaining the traditional wisdom. This research uses descriptive quantitative method with 40 randomly chosen respondents. Data were taken from interviews using a questionnaire, and interviews with key informants. The data were analyzed quantitatively with frequency tables, given the meaning with the structural functional approach of Talcott Parson, that traditional wisdom still functions when able to adapt, goal attainment, integration, latent maintenance. The results showed: 92.5% tunggu tubang to get rights to houses, gardens, fields and carrying out their obligations, but 7.5% without these rights (tepang bangkang) so they cannot carry out their obligations, namely occupying an inheritance house, taking care of their parents and their younger siblings. Tunggu tubang property sold out.This violation is tolerated because of economic necessity. But tepang bangkang still the decision maker in the family and can give the right for the next tunggu tubang. If tunggu tubang married to someone other than Semende tribe, her husband follows it.If working outside the city, rights are still given while obligations are carried out indirectly. This adaptation makes the traditional wisdom survive, be the goal of life, carries out the function of integration, but the function of pattern maintenance is getting weaker.

The Agency of Journalists in Competitive Authoritarian Regimes: The Case of Ukraine During Yanukovich’s Presidency

On the example of Ukraine during the Yanukovich presidency (2010–2014) this article explores which factors support journalists’ agency in relation to censorship pressure in a competitive authoritarian regime. It shows that a critical mass of journalists existed who reacted to censorship pressure with rejection. Based, first of all, on 31 semi-structured interviews, we examine the working conditions of prominent national journalists and analyse how they describe their role and motivations. We argue that the nature of competitive authoritarianism offers journalists opportunities for critical reporting, but that it is individual characteristics of journalists—including professional ethics, networks, and job mobility—which define whether and how the respective opportunities are used.

How does job mobility relate to work commitment among rural healthcare workers? a cross-sectional study in western China

Background Rural healthcare workers (RHWs) are the core of the rural health system. The antecedents of turnover of RHWs have been well studied, but little is known about the consequences of job mobilities among RWHs. This study aimed to identify the association between job mobility and the work commitment of RHWs in China. Methods Based on a three-stage random sampling method, a cross-sectional survey was conducted in 11 western provinces in China. A total of 3783 RHWs, consisting of 2245 doctors and 1538 nurses, were included in our study. Confirmatory factor analysis, Pearson’s chi-squared test, one-way ANOVA, linear regression analysis, and binary logistic regression analysis were performed for data analyses. Results 46.3% of RHWs reported the experience of job mobility in the past. Work commitment of RHWs was not very high; specifically, the mean scores of pride in, concern for, and dedication to work were 3.54, 3.81, and 3.61 (out of a maximum of 5), respectively, and 29.9% presented turnover intent. RHWs’ overall experience of job mobility in the past was significantly associated with an increased odds of having the turnover intent. With respect to the last job mobilities of RHWs, the last job changes that occurred in the last 3 years, especially these lateral (i.e., job changes between two healthcare institutions at the same hierarchical level) and upward (i.e., job changes from a healthcare institution at a lower hierarchical level to current institution) mobilities, were significantly associated with a high level of work commitment (i.e., pride in, concern for, and dedication to work) among RHWs. However, the lateral mobilities in the last four to 5 years and the downward mobilities (i.e., job changes from a healthcare institution at a higher hierarchical level to current institution) 6 years ago or more significantly increased the odds of having turnover intent among RHWs, and RHWs whose last job changes were other mobilities (i.e., job changes from a non-healthcare institution to a healthcare institution) in the last four to 5 years reported had a significantly low level of pride in and concern for work and an increased odds of having the turnover intent. Conclusions The study suggests that the overall experience of job mobility in the past is a threat to RHWs’ work commitment to their current healthcare institutions. The honeymoon-hangover pattern exists in the association between a single job change and RHWs’ work commitment. Managers of rural healthcare institutions should pay more attention to these RHWs with the experience of job mobility to enhance their work commitment.