Mcdonald
Biographic Data
| ID | 10539 |
|---|---|
| NAME | Mcdonald |
| FAMILY NAME | Mcdonald |
| SIGNATURE | MCDONALD |
| AFFILIATIONS | North Carolina State University |
| ORCID | 0000-0001-6463-0958 |
| VERIFIED | Yes |
| TOTAL WORKS | 39 |
| TOTAL CITATIONS | 492 |
| AUTHOR COUNT | 39 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1878 |
| LATEST PUBLICATION YEAR | 2022 |
| H-INDEX | 12 |
Organizational perspectives on digital labor market intermediaries
Dramatic changes in organizational forms and employee‐employer relationships have coincided with a proliferation of labor market intermediaries. Often digital and internet‐based, these new hiring technologies assist organizations in recruiting and screening potential job candidates. We identify three types of digital labor market intermediaries (dLMIs): connectors, curators, and comminglers. We examine the use of dLMIs through the lens of organiz…
The hunt for red flags: Cybervetting as Morally Performative Practice
Cybervetting refers to screening job candidates by evaluating information collected from internet searches and social media profiles. Relatively little is known about how organizational actors use this practice in hiring decisions. Interviews with 61 human resource (HR) professionals reveal that they cybervet in order to minimize hiring risks and maximize organizational fit. Their judgments are deeply rooted in assessments of job candidates' mora…
Of Markets and Networks: Marketization and Job Lead Receipt in Transitional China
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…
Gender inequality in relational position-taking: An analysis of intra-organizational job mobility networks
Linguistic Employment Niches: Southern Dialect across Industries
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.…
Social Skill Dimensions and Career Dynamics
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). Th…
The structure of internal job mobility and organizational wage inequality
Race, Skin Tone, and Educational Achievement
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 (AHA…
The Recruitment Paradox: Network Recruitment, Structural Position, and East German Market Transition
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 prevalenc…
Helping Hands: Race, Neighborhood Context, and Reluctance in Providing Job-Finding Assistance
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. Howev…
Race, Place, and Unsolicited Job Leads: How the Ethnoracial Structure of Local Labor Markets Shapes Employment Opportunities
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) t…
Cross-National Patterns of Social Capital Accumulation: Network Resources and Aging in China, Taiwan, and the United States
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 me…
Do Networked Workers Have More Control? The Implications of Teamwork, Telework, ICTs, and Social Capital for Job Decision Latitude
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,…
Network effects across the earnings distribution: Payoffs to visible and invisible job finding assistance
The Long Arm of Mentoring: A Counterfactual Analysis of Natural Youth Mentoring and Employment Outcomes in Early Careers
Young people often develop natural mentoring relationships with nonparental adults during adolescence and young adulthood. While much has been learned about the benefits of natural mentoring for more proximate outcomes such as mental health and education, relatively little is known about the causal impact of youth mentoring relationships on career opportunities. This study uses data from the National Longitudinal Study of Adolescent Health (Add H…
Production Teams and Producing Racial Diversity in Workplace Relationships
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 tha…
Dual Embeddedness: Informal Job Matching and Labor Market Institutions in the United States and Germany
Journal Article Dual Embeddedness: Informal Job Matching and Labor Market Institutions in the United States and Germany Get access Steve McDonald, Steve McDonald North Carolina State University E-mail: [email protected]. Search for other works by this author on: Oxford Academic Google Scholar Richard A. Benton, Richard A. Benton North Carolina State University Search for other works by this author on: Oxford Academic Google Scholar David F.…
What's in the “old boys” network? Accessing social capital in gendered and racialized networks
What You Know or Who You Know? Occupation-specific work experience and job matching through social networks
Race, Gender, and the Invisible Hand of Social Capital
To better understand persistent race and gender inequality in the labor market, this article discusses the informal processes by which social connections provide individuals with access to information, influence, and status that help to further people’s careers. Because social networks are segregated by race and gender, access to these social capital resources tends to be greater for white men than for minorities and women. To illustrate this poi…
Social Capital Across the Life Course: Age and Gendered Patterns of Network Resources1
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. respo…
Right place, right time: Serendipity and Informal Job Matching
Journal Article Right place, right time: serendipity and informal job matching Get access Steve McDonald Steve McDonald * Department of Sociology and Anthropology, North Carolina State University, Raleigh, NC, USA *Correspondence: [email protected] Search for other works by this author on: Oxford Academic Google Scholar Socio-Economic Review, Volume 8, Issue 2, April 2010, Pages 307–331, https://doi.org/10.1093/ser/mwp021 Published: 30 Octo…
Making Gender Fit and 'Correcting' Gender Misfits: Sex Segregated Employment and the Nonsearch Process
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 …
Not So Fast, My Friend: Social Capital and the Race Disparity in Promotions Among College Football Coaches
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, wea…
Networks of Opportunity: Gender, Race, and Job Leads
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 Hisp…
Networks of Opportunity: Gender, Race, and Job Leads
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 Hisp…
Informal Mentors and Education: Complementary or Compensatory Resources
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 yo…
Social Capital Across the Life Course: Age and Gendered Patterns of Network Resources1
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. respo…
When Does Social Capital Matter? Non-Searching For Jobs Across the Life Course
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 th…
Race, Gender, and the Invisible Hand of Social Capital
To better understand persistent race and gender inequality in the labor market, this article discusses the informal processes by which social connections provide individuals with access to information, influence, and status that help to further people’s careers. Because social networks are segregated by race and gender, access to these social capital resources tends to be greater for white men than for minorities and women. To illustrate this poi…
Takin' It from the Streets: How the Sixties Mass Movement Revitalized Unionization
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 stim…
Informal mentoring and young adult employment
The Long Arm of Mentoring: A Counterfactual Analysis of Natural Youth Mentoring and Employment Outcomes in Early Careers
Young people often develop natural mentoring relationships with nonparental adults during adolescence and young adulthood. While much has been learned about the benefits of natural mentoring for more proximate outcomes such as mental health and education, relatively little is known about the causal impact of youth mentoring relationships on career opportunities. This study uses data from the National Longitudinal Study of Adolescent Health (Add H…
Right place, right time: Serendipity and Informal Job Matching
Journal Article Right place, right time: serendipity and informal job matching Get access Steve McDonald Steve McDonald * Department of Sociology and Anthropology, North Carolina State University, Raleigh, NC, USA *Correspondence: [email protected] Search for other works by this author on: Oxford Academic Google Scholar Socio-Economic Review, Volume 8, Issue 2, April 2010, Pages 307–331, https://doi.org/10.1093/ser/mwp021 Published: 30 Octo…
Making Gender Fit and 'Correcting' Gender Misfits: Sex Segregated Employment and the Nonsearch Process
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 …
What You Know or Who You Know? Occupation-specific work experience and job matching through social networks
Race, Skin Tone, and Educational Achievement
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 (AHA…
Not So Fast, My Friend: Social Capital and the Race Disparity in Promotions Among College Football Coaches
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, wea…
Network effects across the earnings distribution: Payoffs to visible and invisible job finding assistance
Patterns of Informal Job Matching across the Life Course: Entry-Level, Reentry-Level, and Elite Non-Searching
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-sea…
How Whites Explain Black and Hispanic Inequality
Journal Article How Whites Explain Black and Hispanic Inequality Get access STEVEN J. MCDONALD STEVEN J. MCDONALD Search for other works by this author on: Oxford Academic Google Scholar Public Opinion Quarterly, Volume 65, Issue 4, February 2001, Pages 562–573, https://doi.org/10.1086/323579 Published: 01 February 2001
The hunt for red flags: Cybervetting as Morally Performative Practice
Cybervetting refers to screening job candidates by evaluating information collected from internet searches and social media profiles. Relatively little is known about how organizational actors use this practice in hiring decisions. Interviews with 61 human resource (HR) professionals reveal that they cybervet in order to minimize hiring risks and maximize organizational fit. Their judgments are deeply rooted in assessments of job candidates' mora…
The structure of internal job mobility and organizational wage inequality
Race, Place, and Unsolicited Job Leads: How the Ethnoracial Structure of Local Labor Markets Shapes Employment Opportunities
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) t…
Democracy and Peace-building: Re-thinking the Conventional Wisdom
This article, which is a systematic analysis of the practical experiences of the authors in facilitating workshops to help resolve African conflicts, argues that we need to think again about how we both conceptualize and operationalize peace-building techniques. As the Iraq debacle may be said to show, to impose a peace settlement and democratic government institutions on a state and people after a war does not, by itself, work. What is needed is…
Burundiâ s Transition: Training Leaders for Peace
One of the most distinctive elements of Burundiâ s transition is the extent to which national leaders have embraced the importance of leadership training as a key to reconciliation and good governance. Indeed, Burundi may be the first case of a country just emerging from conflict in which key leaders have integrated into their peace process a national training program explicitly designed to rebuild their capacity to work effectively together in a…
Gender inequality in relational position-taking: An analysis of intra-organizational job mobility networks
Production Teams and Producing Racial Diversity in Workplace Relationships
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 tha…
Rebuilding peace and state capacity in war‐torn Burundi
Burundi is a small country, no larger than the state of Maryland, with a population numbering just over six million. But the dimensions of its human tragedy are anything but diminutive: a genocide in 1972; repeated episodes of intercommunal violence. Since its independence in 1962, Burundi has witnessed an estimated 300 000 killed, some 800 000 forced to flee the country, over 700 000 more internally displaced. In November 2003 37 military comman…
Australian Languages and Traditions
Charles C. Greenway, Thomas Honery, Mr. McDonald, John Rowley, John Malone, Dr. Creed, Australian Languages and Traditions, The Journal of the Anthropological Institute of Great Britain and Ireland, Vol. 7 (1878), pp. 232-274
Australian Languages and Traditions
Charles C. Greenway, Thomas Honery, Mr. McDonald, John Rowley, John Malone, Dr. Creed, Australian Languages and Traditions, The Journal of the Anthropological Institute of Great Britain and Ireland, Vol. 7 (1878), pp. 232-274
Personal and Bibliographical
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New Frontiers in Clinical Training: The UND Indians into Psychology Doctoral Education (InPsyDE) Program
Participate in the African renaissance
A global demographic shift toward an Afro‐Asian world is underway. Ideally, the United States would broaden its contacts beyond bilateral relations to subregional organizations and take Africa seriously; otherwise, a south‐south hemispheric alignment may emerge
How Whites Explain Black and Hispanic Inequality
Journal Article How Whites Explain Black and Hispanic Inequality Get access STEVEN J. MCDONALD STEVEN J. MCDONALD Search for other works by this author on: Oxford Academic Google Scholar Public Opinion Quarterly, Volume 65, Issue 4, February 2001, Pages 562–573, https://doi.org/10.1086/323579 Published: 01 February 2001
Rebuilding peace and state capacity in war‐torn Burundi
Burundi is a small country, no larger than the state of Maryland, with a population numbering just over six million. But the dimensions of its human tragedy are anything but diminutive: a genocide in 1972; repeated episodes of intercommunal violence. Since its independence in 1962, Burundi has witnessed an estimated 300 000 killed, some 800 000 forced to flee the country, over 700 000 more internally displaced. In November 2003 37 military comman…
Patterns of Informal Job Matching across the Life Course: Entry-Level, Reentry-Level, and Elite Non-Searching
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-sea…
Welfare to Web to Work: Internet Job Searching Among Former Welfare Clients in Florida
This study provides the first empirical test of whether searching for jobs on the Internet can help people gain access to high quality jobs. Using new data from former welfare clients in Florida, we present results from a multivariate regression analysis of Internet job searching on wages and on a number of job benefits. On average, Internet job searchers receive better jobs than people who conducted more traditional job searches, net of numerous…
Burundiâ s Transition: Training Leaders for Peace
One of the most distinctive elements of Burundiâ s transition is the extent to which national leaders have embraced the importance of leadership training as a key to reconciliation and good governance. Indeed, Burundi may be the first case of a country just emerging from conflict in which key leaders have integrated into their peace process a national training program explicitly designed to rebuild their capacity to work effectively together in a…
When Does Social Capital Matter? Non-Searching For Jobs Across the Life Course
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 th…
Takin' It from the Streets: How the Sixties Mass Movement Revitalized Unionization
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 stim…
Informal mentoring and young adult employment
Democracy and Peace-building: Re-thinking the Conventional Wisdom
This article, which is a systematic analysis of the practical experiences of the authors in facilitating workshops to help resolve African conflicts, argues that we need to think again about how we both conceptualize and operationalize peace-building techniques. As the Iraq debacle may be said to show, to impose a peace settlement and democratic government institutions on a state and people after a war does not, by itself, work. What is needed is…
Networks of Opportunity: Gender, Race, and Job Leads
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 Hisp…
Informal Mentors and Education: Complementary or Compensatory Resources
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 yo…
Race, Gender, and the Invisible Hand of Social Capital
To better understand persistent race and gender inequality in the labor market, this article discusses the informal processes by which social connections provide individuals with access to information, influence, and status that help to further people’s careers. Because social networks are segregated by race and gender, access to these social capital resources tends to be greater for white men than for minorities and women. To illustrate this poi…
Social Capital Across the Life Course: Age and Gendered Patterns of Network Resources1
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. respo…
Right place, right time: Serendipity and Informal Job Matching
Journal Article Right place, right time: serendipity and informal job matching Get access Steve McDonald Steve McDonald * Department of Sociology and Anthropology, North Carolina State University, Raleigh, NC, USA *Correspondence: [email protected] Search for other works by this author on: Oxford Academic Google Scholar Socio-Economic Review, Volume 8, Issue 2, April 2010, Pages 307–331, https://doi.org/10.1093/ser/mwp021 Published: 30 Octo…
Making Gender Fit and 'Correcting' Gender Misfits: Sex Segregated Employment and the Nonsearch Process
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 …
Not So Fast, My Friend: Social Capital and the Race Disparity in Promotions Among College Football Coaches
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, wea…
What's in the “old boys” network? Accessing social capital in gendered and racialized networks
What You Know or Who You Know? Occupation-specific work experience and job matching through social networks
Dual Embeddedness: Informal Job Matching and Labor Market Institutions in the United States and Germany
Journal Article Dual Embeddedness: Informal Job Matching and Labor Market Institutions in the United States and Germany Get access Steve McDonald, Steve McDonald North Carolina State University E-mail: [email protected]. Search for other works by this author on: Oxford Academic Google Scholar Richard A. Benton, Richard A. Benton North Carolina State University Search for other works by this author on: Oxford Academic Google Scholar David F.…
Production Teams and Producing Racial Diversity in Workplace Relationships
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 tha…
The Long Arm of Mentoring: A Counterfactual Analysis of Natural Youth Mentoring and Employment Outcomes in Early Careers
Young people often develop natural mentoring relationships with nonparental adults during adolescence and young adulthood. While much has been learned about the benefits of natural mentoring for more proximate outcomes such as mental health and education, relatively little is known about the causal impact of youth mentoring relationships on career opportunities. This study uses data from the National Longitudinal Study of Adolescent Health (Add H…
Sociology (26 works) · Economics (24 works) · Political science (22 works) · Psychology (21 works) · Demographic economics (15 works) · Social Psychology (15 works) · Inequality (13 works) · Computer Science (12 works) · Social Capital and Networks (11 works) · Labour economics (10 works)