@article{wilcox_mcdonald_benton_tomaskovic-devey_2022, title={Gender inequality in relational position-taking: An analysis of intra-organizational job mobility networks}, volume={101}, ISSN={["1096-0317"]}, DOI={10.1016/j.ssresearch.2021.102622}, abstractNote={We conceptualize within-organization job mobility as a position-taking process, arguing that the structure and outcome of claims over positions are characteristics of organizational inequality regimes. Drawing on data from 10 distribution centers from a large U.S. firm, we examine gendered job mobility as the observed network of workers moving among jobs. Results from network analysis and meta-regression reveal that in the firm examined, workers tend to move between jobs with similar gender compositions, that mobility lattices tend to be more ladder-like for male-concentrated jobs but more circuitous for female-concentrated jobs, and that there is less upward mobility overall in organizations with higher levels of wage inequality. Both organization level inequalities and the relationship between positions within organizations condition mobility. While we do not observe discursive claims on positions, we argue that these are the underlying mechanisms driving gendered job mobility.}, journal={SOCIAL SCIENCE RESEARCH}, author={Wilcox, Annika and McDonald, Steve and Benton, Richard A. and Tomaskovic-Devey, Donald}, year={2022}, month={Jan} }
 @article{wilcox_damarin_mcdonald_2022, title={Is cybervetting valuable?}, volume={15}, ISSN={["1754-9434"]}, url={https://doi.org/10.1017/iop.2022.28}, DOI={10.1017/iop.2022.28}, abstractNote={Abstract}, number={3}, journal={INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE}, author={Wilcox, Annika and Damarin, Amanda K. and McDonald, Steve}, year={2022}, month={Sep}, pages={315–333} }
 @article{mcdonald_damarin_membrez-weiler_2022, title={Organizational perspectives on digital labor market intermediaries}, volume={12}, ISSN={["1751-9020"]}, url={https://doi.org/10.1111/soc4.13061}, DOI={10.1111/soc4.13061}, abstractNote={Abstract}, journal={SOCIOLOGY COMPASS}, author={McDonald, Steve and Damarin, Amanda K. K. and Membrez-Weiler, Nicholas J. J.}, year={2022}, month={Dec} }
 @article{forrest_mcdonald_dodsworth_2021, title={Linguistic Employment Niches: Southern Dialect across Industries}, volume={7}, ISSN={2378-0231 2378-0231}, url={http://dx.doi.org/10.1177/2378023121999161}, DOI={10.1177/2378023121999161}, abstractNote={ The authors examine how linguistic niches may develop in certain industries. Using acoustic measurement techniques, the authors examine the extent to which workers in different industries display dialect features associated with the American South. The data are drawn from 190 semistructured sociolinguistic interviews from 2008 to 2017. Six linguistic variables were constructed to measure dialect features associated with southern American English. The results show that workers who are employed in the technology industry display significantly fewer southern dialect features than workers in interactive service work, law, and government. The general movement away from southern American English over time was also more prominent among technology workers. These results suggest that newer and more professional industries display less traditional patterns of southern speech. While the results do not support causal claims, they imply that individuals tend to work in industries that match their linguistic and cultural backgrounds. }, journal={Socius: Sociological Research for a Dynamic World}, publisher={SAGE Publications}, author={Forrest, Jon and McDonald, Steve and Dodsworth, Robin}, year={2021}, month={Jan}, pages={237802312199916} }
 @article{liu_mcdonald_chua_2021, title={Of Markets and Networks: Marketization and Job Lead Receipt in Transitional China}, volume={9}, ISSN={["1475-682X"]}, DOI={10.1111/soin.12460}, abstractNote={Market transition theory implies that increased market competition generates incentives for allocating job resources based on educational credentials and marketable skills, in contrast with traditional patronage systems that allocate employment opportunities through network membership. Yet despite the breakdown of patronage systems, further development of market institutions result in greater uncertainty, job precarity, and competition, which may promote referral hiring and diffusion of job information through social networks. This paper explores the relationship between marketization and access to employment opportunities through social networks (specifically the receipt of unsolicited job leads). Data from the Social Capital China Survey suggest that growing marketization across provinces is positively associated with receipt of unsolicited job leads. In particular, private sector development, factor market development, and legal intermediary proliferation are significantly and positively associated with an individual’s chance of receiving unsolicited job leads. The findings help clarify the mechanisms through which marketization facilitates informal exchange of job information, advancing scholarship on how concrete institutional conditions shape the significance of social networks.}, journal={SOCIOLOGICAL INQUIRY}, author={Liu, Chao and McDonald, Steve and Chua, Vincent}, year={2021}, month={Sep} }
 @inbook{mcdonald_damarin_lawhorne_wilcox_2019, place={Bingley}, series={Research in the Sociology of Work}, title={Black Holes and Purple Squirrels: A Tale of Two Online Labor Markets}, DOI={10.1108/S0277-283320190000033006}, abstractNote={The Internet and social media have fundamentally transformed the ways in which individuals find jobs. Relatively little is known about how demand-side market actors use online information and the implications for social stratification and mobility. This study provides an in-depth exploration of the online recruitment strategies pursued by human resource (HR) professionals. Qualitative interviews with 61 HR recruiters in two southern US metro areas reveal two distinct patterns in how they use Internet resources to fill jobs. For low and general skill work, they post advertisements to online job boards (e.g., Monster and CareerBuilder) with massive audiences of job seekers. By contrast, for high-skill or supervisory positions, they use LinkedIn to target passive candidates – employed individuals who are not looking for work but might be willing to change jobs. Although there are some intermediate practices, the overall picture is one of an increasingly bifurcated “winner-take-all” labor market in which recruiters focus their efforts on poaching specialized superstar talent (“purple squirrels”) from the ranks of the currently employed, while active job seekers are relegated to the hyper-competitive and impersonal “black hole” of the online job boards.}, booktitle={Work and Labor in the Digital Age}, publisher={Emerald Publishing Limited}, author={McDonald, Steve and Damarin, Amanda and Lawhorne, Jenelle and Wilcox, Annika}, year={2019}, pages={93–120}, collection={Research in the Sociology of Work} }
 @article{wyant_manzoni_mcdonald_2018, title={Social Skill Dimensions and Career Dynamics}, volume={4}, ISSN={2378-0231 2378-0231}, url={http://dx.doi.org/10.1177/2378023118768007}, DOI={10.1177/2378023118768007}, abstractNote={All work is social, yet little is known about social skill dimensions or how social skill experiences accumulate across careers. Using occupational data (O*NET) on social tasks, the authors identify social skills’ latent dimensions. They find four main types: emotion, communication, coordination, and sales. O*NET provides skill importance scores for each occupation, which the authors link to individual careers (Panel Study of Income Dynamics). The authors then analyze cumulative skill exposure among three cohorts of workers using multitrajectory modeling. They find substantial variability in social skill experience across early-, middle-, and late-career workers. White, female, and highly educated workers are the most likely to accumulate social skill experience, net of total years of experience. Group differences in cumulative exposure to social skill are rooted in early-career experiences. This study enhances the understanding of social skill exposure across careers and has important implications for future research on social stratification and economic inequality.}, journal={Socius: Sociological Research for a Dynamic World}, publisher={SAGE Publications}, author={Wyant, Amanda and Manzoni, Anna and McDonald, Steve}, year={2018}, month={Jan}, pages={237802311876800} }
 @article{middleton_murphy-hill_green_meade_mayer_white_mcdonald_2018, title={Which Contributions Predict Whether Developers Are Accepted Into GitHub Teams}, ISSN={["2160-1852"]}, DOI={10.1145/3196398.3196429}, abstractNote={Open-source software (OSS) often evolves from volunteer contributions, so OSS development teams must cooperate with their communities to attract new developers. However, in view of the myriad ways that developers interact over platforms for OSS development, observers of these communities may have trouble discerning, and thus learning from, the successful patterns of developer-to-team interactions that lead to eventual team acceptance. In this work, we study project communities on GitHub to discover which forms of software contribution characterize developers who begin as development team outsiders and eventually join the team, in contrast to developers who remain team outsiders. From this, we identify and compare the forms of contribution, such as pull requests and several forms of discussion comments, that influence whether new developers join OSS teams, and we discuss the implications that these behavioral patterns have for the focus of designers and educators.}, journal={2018 IEEE/ACM 15TH INTERNATIONAL CONFERENCE ON MINING SOFTWARE REPOSITORIES (MSR)}, author={Middleton, Justin and Murphy-Hill, Emerson and Green, Demetrius and Meade, Adam and Mayer, Roger and White, David and McDonald, Steve}, year={2018}, pages={403–413} }
 @article{mcdonald_benton_2017, title={The structure of internal job mobility and organizational wage inequality}, volume={47}, ISSN={["1878-5654"]}, DOI={10.1016/j.rssm.2016.03.005}, abstractNote={The movement of people among jobs within an organization reflects a process of relational position-taking—a contest among individuals for valued resources. The structure of this mobility offers clues regarding the relational dynamics associated with position-taking and how these processes might vary across low and high inequality organizations. We explore these issues using data on intra-organizational mobility networks from 7347 workers in 428 positions in 11 distribution centers from a national grocery store chain. Exponential random graph models are used to identify the local network features that characterize each organization’s pattern of job mobility. This approach is then supplemented with meta-regression that examines the extent to which those network features are associated with organizational inequality (the wage gap between supervisors and non-supervisors). Organizational inequality is unrelated to the presence of purely structural mobility features (density, reciprocity, or transitivity), but instead is characterized by the confluence of mobility structure and positional hierarchy. The findings demonstrate that workers have fewer mobility pathways into high wage jobs in high inequality organizations than in low inequality organizations.}, journal={RESEARCH IN SOCIAL STRATIFICATION AND MOBILITY}, author={McDonald, Steve and Benton, Richard A.}, year={2017}, month={Feb}, pages={21–31} }
 @article{thompson_mcdonald_2016, title={Race, Skin Tone, and Educational Achievement}, volume={59}, ISSN={["1533-8673"]}, DOI={10.1177/0731121415580026}, abstractNote={ Research on skin-tone bias has focused primarily on intraracial inequality with little attention to skin-tone inequality across ethnoracial groups. We engage the debate over the color line by considering the independent, simultaneous, and interactive impacts of skin tone and self-identified race on educational performance. Analyses of National Longitudinal Study of Adolescent Health (Add Health) and Adolescent Health and Academic Achievement (AHAA) data show significant skin-tone differences in grade point average (GPA) both across and within racial groups, with darker skinned tone individuals receiving significantly lower grades than their lighter skinned tone counterparts. Net of controls, skin-tone differences in GPA are essentially flat among African Americans but are notably stronger among other race/ethnic groups. These findings highlight the interplay between racial categorization and colorism by revealing the categorical disadvantage of racial stigma versus the more fluid colorism boundaries of nonblack groups. }, number={1}, journal={SOCIOLOGICAL PERSPECTIVES}, author={Thompson, Maxine S. and McDonald, Steve}, year={2016}, month={Mar}, pages={91–111} }
 @article{mcdonald_chen_mair_2015, title={Cross-National Patterns of Social Capital Accumulation: Network Resources and Aging in China, Taiwan, and the United States}, volume={59}, ISSN={["1552-3381"]}, DOI={10.1177/0002764215580587}, abstractNote={ Cultural and institutional context has the potential to moderate life course patterns of social interaction and network connectivity, yet few have attempted to empirically assess this claim. Contrasting collectivist versus individualistic cultural traditions, as well as socialist versus capitalist institutions, we develop and test a set of propositions regarding age-based variation in daily contact, occupational connections, and organizational memberships in China, Taiwan, and the United States. Analyses from cross-sectional survey data reveal how the cultural and institutional differences help structure access to social capital across age. Specifically, the data show how social capital accumulation in the individualistic societies is facilitated by employment and civic institutions, whereas family institutions form the basis for social capital accumulation in collectivist societies. }, number={8}, journal={AMERICAN BEHAVIORAL SCIENTIST}, author={McDonald, Steve and Chen, Feinian and Mair, Christine A.}, year={2015}, month={Jul}, pages={914–930} }
 @article{chen_mcdonald_2015, title={Do Networked Workers Have More Control? The Implications of Teamwork, Telework, ICTs, and Social Capital for Job Decision Latitude}, volume={59}, ISSN={["1552-3381"]}, DOI={10.1177/0002764214556808}, abstractNote={ The shift toward “networked work” in the United States—spurred on by globalization, technological changes, and the reorganization of work activities—has important consequences for job quality that require further investigation. Using nationally representative data from the 2008 Networked Worker Survey, we examine how teamwork, telework, and information and communication technology use are associated with, and positively and significantly predict, job decision latitude (autonomy and skill development). The results imply that networked work helps enhance job decision latitude partly through greater network connectivity (social capital). Furthermore, the contribution of information and communication technology use to job decision latitude is contingent on its perceived benefits and on the organization of work into teams. These findings therefore help deepen our understanding of how the changing character of work affects worker control in contemporary workplaces. }, number={4}, journal={AMERICAN BEHAVIORAL SCIENTIST}, author={Chen, Wenhong and McDonald, Steve}, year={2015}, month={Apr}, pages={492–507} }
 @article{hamm_mcdonald_2015, title={HELPING HANDS: Race, Neighborhood Context, and Reluctance in Providing Job-Finding Assistance}, volume={56}, ISSN={["1533-8525"]}, DOI={10.1111/tsq.12091}, abstractNote={In order to explain persistent racial inequality, researchers have posited that black Americans receive fewer job benefits from their social networks because of their reluctance to provide assistance to others who are looking for work. We test this idea on a national scale using geo-coded data from the General Social Survey. Our results show that, on average, blacks offer more frequent job-finding assistance to their friends than do whites. However, additional analyses reveal that race-based job-finding assistance is context dependent, as blacks living in areas characterized by concentrated black poverty have lower odds of helping others search for jobs than members of other races and in other community contexts.}, number={3}, journal={SOCIOLOGICAL QUARTERLY}, author={Hamm, Lindsay and McDonald, Steve}, year={2015}, pages={539–557} }
 @article{mcdonald_2015, title={Network effects across the earnings distribution: Payoffs to visible and invisible job finding assistance}, volume={49}, ISSN={["1096-0317"]}, DOI={10.1016/j.ssresearch.2014.08.016}, abstractNote={This study makes three critical contributions to the "Do Contacts Matter?" debate. First, the widely reported null relationship between informal job searching and wages is shown to be mostly the artifact of a coding error and sample selection restrictions. Second, previous analyses examined only active informal job searching without fully considering the benefits derived from unsolicited network assistance (the "invisible hand of social capital") - thereby underestimating the network effect. Third, wage returns to networks are examined across the earnings distribution. Longitudinal data from the NLSY reveal significant wage returns for network-based job finding over formal job searching, especially for individuals who were informally recruited into their jobs (non-searchers). Fixed effects quantile regression analyses show that contacts generate wage premiums among middle and high wage jobs, but not low wage jobs. These findings challenge conventional wisdom on contact effects and advance understanding of how social networks affect wage attainment and inequality.}, journal={SOCIAL SCIENCE RESEARCH}, author={McDonald, Steve}, year={2015}, month={Jan}, pages={299–313} }
 @article{mcdonald_hamm_elliott_knepper_2015, title={Race, Place, and Unsolicited Job Leads}, volume={3}, ISSN={2329-4965 2329-4973}, url={http://dx.doi.org/10.1177/2329496515620645}, DOI={10.1177/2329496515620645}, abstractNote={ Does the ethnoracial composition of local labor markets influence informal regulation of employment opportunities? To address this question, we link Census data on racial composition with survey data on unsolicited job leads in the 23 largest U.S. metro areas. The aim is twofold: (1) to operationalize three distinct conceptualizations of ethnoracial composition (general diversity, co-ethnic presence, and particularistic representation), and (2) to examine the influence of each at two distinct levels of local labor markets (the metropolis as a whole and occupational segments within each respective metropolis). Logistic regression results reveal that the odds of receiving unsolicited job leads do not vary by metro-level composition, but they do increase significantly with shares of white workers in local occupational segments. These results suggest that racial preference and privilege scale up to influence how employment opportunities are socially regulated in and across local occupational fields. }, number={2}, journal={Social Currents}, publisher={SAGE Publications}, author={McDonald, Steve and Hamm, Lindsay and Elliott, James R. and Knepper, Pete}, year={2015}, month={Dec}, pages={118–137} }
 @article{mcdonald_lambert_2014, title={The Long Arm of Mentoring: A Counterfactual Analysis of Natural Youth Mentoring and Employment Outcomes in Early Careers}, volume={54}, ISSN={["1573-2770"]}, DOI={10.1007/s10464-014-9670-2}, abstractNote={Abstract}, number={3-4}, journal={AMERICAN JOURNAL OF COMMUNITY PSYCHOLOGY}, author={McDonald, Steve and Lambert, Joshua}, year={2014}, month={Dec}, pages={262–273} }
 @article{benton_mcdonald_manzoni_warner_2014, title={The Recruitment Paradox: Network Recruitment, Structural Position, and East German Market Transition}, volume={93}, ISSN={0037-7732 1534-7605}, url={http://dx.doi.org/10.1093/sf/sou100}, DOI={10.1093/sf/sou100}, abstractNote={Economic institutions structure links between labor-market informality and social stratification. The present study explores how periods of institutional change and post-socialist market transition alter network-based job finding, in particular informal recruitment. We highlight how market transitions affect both the prevalence and distribution of network-based recruitment channels: open-market environments reduce informal recruitment’s prevalence but increase its association with high wages. We test these propositions using the case of the former East Germany’s market transition and a comparison with West Germany’s more stable institutional environment. Following transition, workers in lower tiers increasingly turned toward formal intermediaries, active employee search, and socially “disembedded” matches. Meanwhile, employers actively recruited workers into higher-wage positions. Implications for market transition theory and post-socialist stratification are discussed.}, number={3}, journal={Social Forces}, publisher={Oxford University Press (OUP)}, author={Benton, R. A. and McDonald, S. and Manzoni, A. and Warner, D. F.}, year={2014}, month={Oct}, pages={905–932} }
 @article{payne_mcdonald_hamm_2013, title={Production Teams and Producing Racial Diversity in Workplace Relationships}, volume={28}, ISSN={["0884-8971"]}, DOI={10.1111/socf.12021}, abstractNote={Production teams have become a dominant form of work organization as labor markets have become increasingly diverse. This transition likely affects coworker networks—possibly undermining entrenched patterns of workplace segregation. Contact theory suggests that teams can foster network diversity when workers cooperate and share values emphasizing mutual respect. Yet variants of conflict theory, including the critical teams literature, contend that the benefits of teamwork may be eroded by associated factors, including peer discipline, work intensification, and job insecurity. This study uses 2006 General Social Survey data to assess whether and how teamwork affects the racial diversity of worker acquaintance networks, contrasting worker‐ and manager‐directed teams. We find a positive relationship between teams and diversity, but only when teams are worker directed. Despite countervailing tendencies highlighted in the literature, teams foster greater cooperation between workers, which in turn promotes cross‐racial friendships. African Americans tend to receive the greatest diversity payoffs from teams. These findings suggest that teamwork can undermine segregation, though only with certain implementations and with variation across groups.}, number={2}, journal={SOCIOLOGICAL FORUM}, author={Payne, Julianne and McDonald, Steve and Hamm, Lindsay}, year={2013}, month={Jun}, pages={326–349} }
 @article{mcdonald_2013, title={Social capital and institutional constraints: A comprehensive analysis of China, Taiwan, and the U.S.}, volume={54}, ISSN={["1745-2554"]}, DOI={10.1177/0020715213509741}, abstractNote={‘democratic’. In addition, the author seems to hold that responsibility toward upholding democratic ideals should fall to the polity, leaving the door open as to what the responsibilities of the military, legal, and cultural institutions should be in this regard. Despite these slight drawbacks, there are considerable strengths to the book. For instance, Mitchell manages to address not only what should reduce the likelihood of violations in the first place, but explains how and why events unfold in line with the goal of ‘blame management’ after violations occur. Importantly, in this discussion, the author differentiates between leaders taking responsibility and offering notional responsibility, exemplified by the ‘man-at-the-top-not-man-atfault’ style (p. 189) once atrocities have been publicized. Furthermore, his case-selection criteria were comprehensive and served as poignant illustrations of broader theoretical claims. Mitchell’s incisive and compelling account of how atrocities are handled by ‘working’ democracies provides a promising foundation for how stronger and more efficient systems of accountability might be implemented. Indeed, a fuller understanding of the connections between individual actions, national policies, and international law provided by this book can only sharpen the skills of policymakers, members of the bureaucracy, and members of the public to recognize when and how the management of blame is being exercised and take steps to ameliorate it. Rather than banking on the fact that the rule of law will hold people in line, we should be wary of the pervasiveness of gravitational logic in guiding leaders’ and institutions’ actions in times of crisis.}, number={4}, journal={INTERNATIONAL JOURNAL OF COMPARATIVE SOCIOLOGY}, author={McDonald, Steve}, year={2013}, month={Aug}, pages={386–388} }
 @article{mcdonald_benton_warner_2012, title={Dual Embeddedness: Informal Job Matching and Labor Market Institutions in the United States and Germany}, volume={91}, ISSN={["1534-7605"]}, DOI={10.1093/sf/sos069}, abstractNote={Drawing on the embeddedness, varieties of capitalism and macrosociological life course perspectives, we examine how institutional arrangements affect network-based job finding behaviors in the United States and Germany. Analysis of cross-national survey data reveals that informal job matching is highly clustered among specific types of individuals and firms in the United States, whereas it is more ubiquitous in Germany. These differences are linked to (1. loosely regulated and hierarchical employment relations in the United States that facilitate network dominance in specific economic sectors and (2. coordinated market relations, tight employment regulations and extensive social insurance system in Germany that generate opportunities for informal matching but limit the influence of network behavior on employment characteristics. These findings illustrate how social institutions shape access to economic resources through network relations.}, number={1}, journal={SOCIAL FORCES}, author={McDonald, Steve and Benton, Richard A. and Warner, David F.}, year={2012}, month={Sep}, pages={75–97} }
 @article{mcdonald_2011, title={What You Know or Who You Know? Occupation-specific work experience and job matching through social networks}, volume={40}, ISSN={["0049-089X"]}, DOI={10.1016/j.ssresearch.2011.06.003}, abstractNote={Abstract While work experience is generally seen as an indicator of human capital, it may also reflect the accumulation of social capital. This study examines how work experience facilitates informal access to employment—that is, being matched with a new employer through an informal search or informal recruitment through the non-search process (without engaging in a job search). Results from fixed effects regression on panel data from the NLSY show that experience is related to informal entry into new jobs, though in a very specific way. The odds of being informally recruited into a new job improve as work experience in related occupations rises, but this relationship holds only among men. These findings highlight the social benefits of occupation-specific work experience that accrue to men but not to women, suggesting an alternative explanation for the gender disparity in wage returns to experience.}, number={6}, journal={SOCIAL SCIENCE RESEARCH}, author={McDonald, Steve}, year={2011}, month={Nov}, pages={1664–1675} }
 @article{mcdonald_2011, title={What's in the "old boys" network? Accessing social capital in gendered and racialized networks}, volume={33}, ISSN={["1879-2111"]}, DOI={10.1016/j.socnet.2011.10.002}, abstractNote={Network processes have long been implicated in the reproduction of labor market inequality, but it remains unclear whether white male networks provide more social capital resources than female and minority networks. Analysis of nationally representative survey data reveals that people in white male networks receive twice as many job leads as people in female/minority networks. White male networks are also comprised of higher status connections than female/minority networks. The information and status benefits of membership in these old boy networks accrue to all respondents and not just white men. Furthermore, gender homophilous contacts offer greater job finding assistance than other contacts. The results specify how social capital flows through gendered and racialized networks.}, number={4}, journal={SOCIAL NETWORKS}, author={McDonald, Steve}, year={2011}, month={Oct}, pages={317–330} }
 @article{kmec_mcdonald_trimble_2010, title={MAKING GENDER FIT AND "CORRECTING" GENDER MISFITS Sex Segregated Employment and the Nonsearch Process}, volume={24}, ISSN={["1552-3977"]}, DOI={10.1177/0891243209360531}, abstractNote={ This article highlights the extent to which finding a job without actively searching (“nonsearching”) sustains workplace sex segregation. We suspect that unsolicited information from job informants that prompts fortuitous job changes is susceptible to bias about gender “fit” and segregates workers. Results from analyses of 1,119 respondents to the 1996 and 1998 waves of the National Longitudinal Survey of Youth are generally consistent with this expectation. Gender “misfits”—individuals employed in gender-atypical work groups— are more likely to move into gender-typical work groups than neutral ones. Women misfits are more likely to move into male-dominated than neutral work groups without a job search, but they join mostly desegregated occupations and receive lower job rewards than men misfits who change jobs without searching. We conclude that the nonsearch process serves as an important mechanism that sustains sex segregation and workplace inequality. }, number={2}, journal={GENDER & SOCIETY}, author={Kmec, Julie A. and McDonald, Steve and Trimble, Lindsey B.}, year={2010}, month={Apr}, pages={213–236} }
 @article{day_mcdonald_2010, title={NOT SO FAST, MY FRIEND: SOCIAL CAPITAL AND THE RACE DISPARITY IN PROMOTIONS AMONG COLLEGE FOOTBALL COACHES}, volume={30}, ISSN={["0273-2173"]}, DOI={10.1080/02732170903495937}, abstractNote={To better understand persistent racial inequality in occupational mobility, we examine the influence of race and social capital on the promotions of 320 assistant college football coaches. The results from quantitative analyses demonstrate that social capital matters a great deal for promotions, but its impact is contingent on the race of the respondent. Specifically, network connections to heterogeneous contacts (racially heterophilous ties, weak ties, and high-status ties) appear to be more effective for black coaches than for white coaches. The findings underscore the importance and complexity of the relationships between race, social capital, and occupational mobility.}, number={2}, journal={SOCIOLOGICAL SPECTRUM}, author={Day, Jacob C. and McDonald, Steve}, year={2010}, pages={138–158} }
 @article{mcdonald_2010, title={Right place, right time: serendipity and informal job matching}, volume={8}, ISSN={["1475-1461"]}, DOI={10.1093/ser/mwp021}, abstractNote={Chance is a prominent feature in the processes by which people become aware of job openings, yet current theories - which emphasize the instrumental job search activities of workers - do not provide a framework for understanding the unsolicited receipt of job leads. The concept of serendipity is discussed as a way to understand the role that chance plays in informal job finding. Interviews with 42 workers in an engineering firm reveal that job information often comes from unlikely sources in unexpected situations. Moreover, nationally representative survey data are used to assess the non-random experience of serendipity, finding that personal, contextual and relational characteristics structure the unsolicited receipt of job leads. The results from this mixed methods approach help to supplement the current theories of job matching and offer a promising research agenda for future investigations of the conditions under which serendipitous job finding is likely to occur.}, number={2}, journal={SOCIO-ECONOMIC REVIEW}, author={McDonald, Steve}, year={2010}, month={Apr}, pages={307–331} }
 @article{mcdonald_mair_2010, title={Social Capital Across the Life Course: Age and Gendered Patterns of Network Resources}, volume={25}, ISSN={["1573-7861"]}, DOI={10.1111/j.1573-7861.2010.01179.x}, abstractNote={Despite increasing research interest in network dynamics and cumulative advantage/ disadvantage processes, little remains known about how social capital varies across the life course. While some researchers suggest that social capital increases with age and others argue the opposite, this study tests these contradictory assertions by analyzing multiple indicators of social capital from a nationally representative data set on working-age U.S. respondents. The findings reveal evidence of both social capital accumulation and decline. Social resources from occupational contacts tend to increase with age, but eventually level off among older respondents. Changes in voluntary memberships follow a similar pattern. However, daily social interaction is negatively associated with age. Overall, the results suggest that social capital embedded in occupational networks tends to accumulate across the career, even in the face of a general decline in sociability. The study also uncovers gender differences in these social capital trajectories that are linked to the distinct life experiences of men and women.}, number={2}, journal={SOCIOLOGICAL FORUM}, author={McDonald, Steve and Mair, Christine A.}, year={2010}, month={Jun}, pages={335–359} }
 @article{erickson_mcdonald_elder_2009, title={Informal Mentors and Education: Complementary or Compensatory Resources?}, volume={82}, ISSN={0038-0407 1939-8573}, url={http://dx.doi.org/10.1177/003804070908200403}, DOI={10.1177/003804070908200403}, abstractNote={Few studies have examined the impact of mentoring (developing a special relationship with a nonparental adult) on educational achievement and attainment in the general population. In addition, prior research has yet to clarify the extent to which mentoring relationships reduce inequality by enabling disadvantaged youths to compensate for the lack of social resources or to promote inequality by serving as a complementary resource for advantaged youths. The results of a nationally representative sample of youths show (1) a powerful net influence of mentors on the educational success of youths and (2) how social background and parental, peer, and personal resources condition the formation and effectiveness of mentoring relationships. The findings uncover an interesting paradox—that informal mentors may simultaneously represent compensatory and complementary resources. Youths with many resources are more likely than are other young people to have mentors, but those with few resources are likely to benefit more from having a mentor—particularly a teacher mentor—in their lives.}, number={4}, journal={Sociology of Education}, publisher={SAGE Publications}, author={Erickson, Lance D. and McDonald, Steve and Elder, Glen H., Jr.}, year={2009}, month={Oct}, pages={344–367} }
 @article{mcdonald_2009, title={Making Our Way Through the World: Human Reflexivity and Social Mobility}, volume={36}, ISSN={["0730-8884"]}, DOI={10.1177/0730888408329655}, number={1}, journal={WORK AND OCCUPATIONS}, author={McDonald, Steve}, year={2009}, month={Feb}, pages={77–78} }
 @article{mcdonald_lin_ao_2009, title={Networks of Opportunity: Gender, Race, and Job Leads}, volume={56}, ISSN={["0037-7791"]}, DOI={10.1525/sp.2009.56.3.385}, abstractNote={Researchers have commonly invoked isolation from job opportunities as an explanation for persistence of gender and race inequality in the labor market, but few have examined whether access to information about job opportunities varies by race and gender. Findings from nationally representative survey data reveal significant white male advantage in the number of job leads received through routine conversations when compared to white women and Hispanics. Differences in social network resources (social capital) partly explain the deficit among Hispanics, but fail to account for the job lead gap between white women and men. Further analyses show that inequality in the receipt of job information is greatest at the highest levels of supervisory authority, where white males receive substantially more job leads than women and minorities.}, number={3}, journal={SOCIAL PROBLEMS}, author={McDonald, Steve and Lin, Nan and Ao, Dan}, year={2009}, month={Aug}, pages={385–402} }
 @article{mcdonald_erickson_johnson_elder_2007, title={Informal mentoring and young adult employment}, volume={36}, ISSN={["0049-089X"]}, DOI={10.1016/j.ssresearch.2007.01.008}, abstractNote={This study explores the role of informal mentoring (i.e., developing an important relationship with a non-parental adult) in the transition to full time employment among young adults (age 23-28). Multivariate analysis of the Add Health data reveals that mentoring is positively related to the likelihood of full time employment, and the relationship involves both selection and causation processes. Entrance into the world of work facilitates the development of mentoring relationships, especially among youth who identify work-related mentors after adolescence. These relationships have the potential for promoting attachment to the labor force. Mentoring relationships that develop outside of work settings and during adolescence have a positive impact on the odds of full time employment. The receipt of guidance and advice from mentors, as well as access to weak-tied mentoring relationships, teacher mentors, and friend mentors all contribute to the increased odds of employment in young adulthood. However, adolescent mentoring may be less effective among young women than it is among young men.}, number={4}, journal={SOCIAL SCIENCE RESEARCH}, author={McDonald, Steve and Erickson, Lance D. and Johnson, Monica Kirkpatrick and Elder, Glen H.}, year={2007}, month={Dec}, pages={1328–1347} }
 @article{isaac_mcdonald_lukasik_2006, title={Takin’ It from the Streets: How the Sixties Mass Movement Revitalized Unionization}, volume={112}, ISSN={0002-9602 1537-5390}, url={http://dx.doi.org/10.1086/502692}, DOI={10.1086/502692}, abstractNote={Was the militant zeitgeist of the “long sixties” social movement wave harmful, irrelevant, or revitalizing for labor militancy and union growth? The authors extend research on intermovement relations by examining the influence of ascendant militancy of the new left–inspired mass movement wave on the organizational fortunes of labor. Time‐series models buttressed by secondary historical evidence show that “the movement,” as radical flank, did stimulate a militant oppositional culture that moved from the streets into workplaces. That oppositional culture was especially significant in the public sector, where it fueled union recognition strikes which, in turn, helped push the extension of collective bargaining laws in that sector, opening the door for union growth. The authors consider implications for social movement theory and labor movement revitalization.}, number={1}, journal={American Journal of Sociology}, publisher={University of Chicago Press}, author={Isaac, Larry and McDonald, Steve and Lukasik, Greg}, year={2006}, month={Jul}, pages={46–96} }
 @article{mcdonald_crew_2006, title={Welfare to Web to Work: Internet Job Search Among Former Welfare Clients}, volume={33}, number={1}, journal={Journal of Sociology and Social Welfare}, author={McDonald, Steve and Crew, Robert E., Jr}, year={2006}, pages={239–253} }
 @article{mcdonald_elder_2006, title={When does social capital matter? Non-searching for jobs across the life course}, volume={85}, ISSN={["1534-7605"]}, DOI={10.1353/sof.2006.0133}, abstractNote={Non-searchers – people who get their jobs without engaging in a job search – are often excluded from investigations of the role of personal relationships in job finding processes. This practice fails to capture the scope of informal job matching activity and underestimates the effectiveness of social capital. Moreover, studies typically obtain average estimates of social capital effectiveness across broad age ranges, obscuring variation across the life course. Analysis of early career and mid-career job matching shows that non-searching is associated with significant advantages over formal job searching. However, these benefits accrue only during mid-career and primarily among highly experienced male non-searchers. The results highlight the need to examine life course variations in social capital effectiveness and the role of non-searching as an important informal mechanism in the maintenance of gender inequality.}, number={1}, journal={SOCIAL FORCES}, author={McDonald, Steve and Elder, Glen H.}, year={2006}, month={Sep}, pages={521–549} }
 @article{mcdonald_2005, title={Patterns of Informal Job Matching across the Life Course: Entry-Level, Reentry-Level, and Elite Non-Searching*}, volume={75}, ISSN={0038-0245 1475-682X}, url={http://dx.doi.org/10.1111/j.1475-682x.2005.00128.x}, DOI={10.1111/j.1475-682x.2005.00128.x}, abstractNote={The character and outcomes of informal job matching vary at different stages during people's lives. This is illustrated through an examination of non-searchers—people who get their jobs without searching thanks to receiving unsolicited information about job openings. Examining data from the 1979 cohort of the National Longitudinal Survey of Youth, I identify three distinct patterns of non-searching. Early in the work career, “entry-level” non-searchers acquire their first few jobs often while still in school. During the mid-career, “reentry-level” non-searchers tend to be women with little work experience who have been out of the labor market taking care of family responsibilities. Finally, “elite” non-searchers tend to be male, highly experienced in their field, with very short gaps between employment. All three lack an economic urgency to get a job, but only the elite non-searchers match prevailing assumptions of non-searchers as the best connected and most advantaged workers. These findings highlight the importance of incorporating a life course perspective into the study of informal job matching.}, number={3}, journal={Sociological Inquiry}, publisher={Wiley}, author={McDonald, Steve}, year={2005}, month={Aug}, pages={403–428} }
 @article{street_quadagno_parham_mcdonald_2003, title={Reinventing Long-Term Care: The Effect of Policy Changes on Trends in Nursing Home Reimbursement and Resident Characteristics—Florida, 1989–1997}, volume={43}, ISSN={1758-5341 0016-9013}, url={http://dx.doi.org/10.1093/geront/43.suppl_2.118}, DOI={10.1093/geront/43.suppl_2.118}, abstractNote={PURPOSE
This study investigated how changes in Medicare and Medicaid policies affected skilled nursing facility (SNF) revenue streams and resident characteristics in Florida during the 1990s.


DESIGN AND METHODS
We used a series of ordinary least squares (OLS) regression models to analyze state-provided administrative data and Online Survey Certification and Reporting (OSCAR) data for all Florida SNFs.


RESULTS
We found that Florida SNFs responded differently to the growing gap in reimbursement between Medicaid and other payers, depending on their profit status. As the reimbursement gap grew, for-profit SNFs maximized their revenues by admitting fewer Medicaid paying residents, whereas nonprofit facilities increased their percentage of Medicaid admissions.


IMPLICATIONS
Changes in patterns of reimbursement altered the composition of Florida SNF residents in terms of age, physical status, length of stay, and place of discharge.}, number={suppl_2}, journal={The Gerontologist}, publisher={Oxford University Press (OUP)}, author={Street, Debra and Quadagno, Jill and Parham, Lori and McDonald, Steve}, year={2003}, month={Apr}, pages={118–131} }
 @article{mcdonald_2001, title={How Whites Explain Black and Hispanic Inequality}, volume={65}, ISSN={0033-362X 1537-5331}, url={http://dx.doi.org/10.1086/323579}, DOI={10.1086/323579}, abstractNote={Cet article se penche sur la perception qu'ont les Blancs de Floride de l'inegalite de statut socio-economique qui frappe les Noirs et les Hispaniques. Sur un continuum allant des explications a partir de facteurs individuels vers des explications mettant l'accent sur les facteurs structurels (discrimination), l'A. met en evidence une difference d'attitude en fonction du groupe considere : les Blancs se montrent plus enclins a fournir des explications structurelles pour les Hispaniques que pour les Noirs}, number={4}, journal={Public Opinion Quarterly}, publisher={Oxford University Press (OUP)}, author={McDonald, Steven J.}, year={2001}, pages={562–573} }