The paper examines gender differences in intra-firm and inter-firm job changes, including worker-initiated and firm-initiated separations, for white full-time British workers over the period 1991-96. We document four main findings. First, job mobility is high for both men and women, with more than one quarter of the sample changing job each year. Second, the distinction between promotions, quit...

The article substantiates the author’s interpretation of labor mobility potential and factors its activation in line with subjective concept. Its empirical verification is carried out on basis analysis mass survey data in-depth interviews conducted by author among young people employed economy Kursk region, their comparison results all-Russian regional studies. research reveals a relatively hig...

This paper uses Social Security Administration longitudinal earnings micro data since 1937 to analyze the evolution of inequality and mobility in the United States. Earnings inequality follows a U-shape pattern, decreasing sharply up to 1953 and increasing steadily afterwards. We find that short-term and long-term (rank based) mobility among all workers has been quite stable since 1950 (after a...

This paper uses Social Security Administration longitudinal earnings micro data since 1937 to analyze the evolution of inequality and mobility in the United States. Earnings inequality follows a U-shape pattern, decreasing sharply up to 1953 and increasing steadily afterwards. We find that short-term (rank based) mobility among all workers has been quite stable since 1950 (after a temporary sur...

Career concerns can limit a manager's willingness to take risks, which lead excessive policy conservatism. An increase in CEO's ability and change jobs (CEO mobility) diversify her human capital reduce We derive several CEO mobility measures relate them riskiness index that captures the overall risk embedded firm's corporate policies. find strong positive relation between of also link external ...

This study tracked 139 graduates of the same master's of business administration program for five years and demonstrated significant main effects of the personality variable self-monitoring on career mobility. The chameleon-like high self-monitors were more likely than the trueto-themselves low self-monitors to change employers, move locations, and achieve cross-company promotions. Of the 72 in...