Birth Spacing and Working Mothers’ Within-Organization Career Paths

Datos Bibliográficos

ID13103591
AutoresLisa Carlson (0000-0002-0533-8305, University of North Carolina at Chapel Hill, autor de correspondencia), K B Guzzo (0000-0001-9718-8465, University of North Carolina at Chapel Hill), Hsueh‐sheng Wu (Bowling Green State University)
Año2024
Volumen10
Fecha de publicación2024-01-01
Peer ReviewedSí
Open AccessSí
TipoARTICLE
RevistaSocius Sociological Research for a Dynamic World (JOURNAL)
Identificadores de la revistaISSN: 2378-0231 • E-ISSN: 2378-0231
EditorialSAGE Publishing (PUBLISHER • US)
DOI10.1177/23780231241230845
OpenAlexW4392404245
IdiomaEN
Citas recibidas1
Referencias citadas51

The mechanisms behind mothers’ wage penalties remain unclear. In this article, the authors consider the role of birth spacing and changes in employers after a second birth. Using the 1979 National Longitudinal Survey of Youth and competing risk event history models, the authors investigate how spacing between first and second births influences the likelihood of returning to a pre–second birth employer, changing employers, or remaining outside of the labor force within six months of the second birth. The authors find no differences in the influence of birth spacing on the likelihood of returning to an employer versus changing employers but that shorter birth spacings relate to lower likelihoods of returning to the labor market. There is some evidence that birth spacing and postbirth employment varies by age at first birth, marital status, and occupation. Overall, the results suggest that although birth spacing is relevant for returning postbirth to employment, job changes are unlikely to drive mothers’ wage penalties

Career development · Employment and Welfare Studies · Gender Diversity and Inequality · Psychology · Social Psychology · Work-Family Balance Challenges