Factors influencing the labor market structure of women's jobs: An empirical analysis

Human capital and organizational theory propose that female labor force participation can be greatly influenced by the relevant structure of the job and the employing organization. Therefore, the objective of this study is to empirically investigate the evidence of female participation in the secondary labor market from a dual perspective incorporating both human capital and structural theories. Hypotheses are formed in this study regarding the relationships among on-the-job training, internal promotional opportunities, and occupation and wage changes.

The database used in this study was acquired from the Ohio State University Center for Human Resource. Information on 1,521 job changes involving 948 women was collected between 1983-1988. Three hypotheses were tested using logistic regression.

Theroretical support was found for the hypotheses that human capital and organization structure factors may influence female participation in the secondary labor market. That is, that the inclusion of women in the secondary labor market is a function of the on-the-job training the employee receives and her access to internal promotional opportunities.

In sum, this dissertation furthers understanding of women's labor market participation in the following ways: (1) by empirically exploring secondary labor market participation from a multi-level perspective, (2) by comparing and contrasting the influence of on-the-job training and internal promotional opportunities on a job's inclusion in the secondary labor market, and (3) by considering the degree to which employment in jobs requiring on-the-job training and access to internal promotional opportunities determines the labor force behavior of an individual.