Occupational Information Network Research Articles

Age and job fit: The relationship between demands-ability fit and retirement and health.

Understanding the antecedents of retirement and health is increasingly important given the proportion of older adults in the global workforce. The current study examines the relationship between the demands-ability facet of person-job fit and retirement status and health. The sample consists of older workers and retired adults (N = 383) from the Study of Cognition and Aging in the U.S.A. (a national study of age and cognitive abilities). Objective demands-ability fit was operationalized as the fit between a person's cognitive abilities assessed with an extensive battery of reasoning (fluid abilities) and knowledge (crystallized abilities) and relevant job demands taken from the Occupational Information Network. Results indicated that as the congruence between workers' reasoning abilities and job demands increased, workers reported fewer chronic health conditions. When reasoning abilities required by a job exceeded worker abilities, workers reported more health conditions and were more likely to be retired versus working. Fewer health conditions were reported when reasoning abilities exceeded reasoning job demands. Congruence for knowledge abilities and demands fit was significant only at medium levels of knowledge abilities and demands. Overall, these results suggest that demands-ability fit is relevant to the experience of work in older age. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Assessing Vocational Interests Among Incarcerated Women Using the Occupational Information Network (O*NET)

Abstract Date Presented 03/28/20 Incarcerated women face challenges to community re-entry and employment, including unemployment and low wages. We explored vocational interests with women (N = 114) at a midwest US prison. Career aspirations were explored through self-reported employment history and interests, O*NET survey, and Holland codes. Findings inform the development of OT interventions and prison programming to improve postrelease employment among incarcerated women. Primary Author and Speaker: Selena Washington Additional Authors and Speakers: Lisa Jaegers

Why Has Computerization Increased Wage Inequality? Information, Occupational Structural Power, and Wage Inequality

This article offers a new account of rising inequality by providing a new explanation for the observed correlation between computerization and earnings. The argument is that as computers transformed work into a more knowledge-intensive activity, occupations located at critical junctions of information flow have gained greater structural power, and thereby higher wages. Combining occupational measures for location in the information flow based on the Occupational Information Network with the 1979–2016 Current Population Surveys, the analyses reveal a rising wage premium for occupations with greater access to and control of information, independent of the spectrum of skills related to computerization.

Ability to work from home: evidence from two surveys and implications for the labor market in the COVID-19 pandemic

This article examines the relationship between workers’ ability to work at home, as captured in job characteristics measured by the Occupational Information Network, and the actual incidence of working at home, as measured by the American Time Use Survey and the National Longitudinal Survey of Youth 1979.

Using Machine Learning to Aid in Data Classification: Classifying Occupation Compatibility with Highly Automated Vehicles

Data classification is central to human factors research, and manual data classification is tedious and error prone. Supervised learning enables analysts to train an algorithm by manually classifying a few cases and then have that algorithm classify many cases. However, algorithms often fail to leverage human insight. To address this, we augment supervised learning with unsupervised learning and data visualization. Unsupervised learning highlights potential classification errors, explains the underlying classification, and identifies additional cases that merit manual classification. We illustrate this using the Occupational Information Network database to classify occupations as having tasks that might be performed in an automated vehicle.

On Covid-19: New Implications of Job Task Requirements and Spouse's Occupational Sorting

The Covid-19 pandemic has disrupted working life in many ways, the negative consequences of which may be distributed unevenly under lockdown regulations. In this paper, we construct a new set of pandemic-related indices from the Occupational Information Network (O*NET) using factor analysis. The indices capture two key dimensions of job task requirements: (i) the extent to which jobs can be adaptable to work from home; and (ii) the degree of infection risk at workplace. The interaction of these two dimensions help identify which groups of workers are more vulnerable to income losses, and which groups of occupations pose more risk to public health. This information is crucial for both designing appropriate supporting programs and finding a strategy to reopen the economy while controlling the spread of the virus. In our application, we map the indices to the labor force survey of a developing country, Thailand, to analyze these new labor market risks. We document differences in job characteristics across income groups, at both the individual and household level. First, low income individuals tend to work in occupations that require less physical interaction (lower risk of infection) but are less adaptable to work from home (higher risk of income/job loss) than high income people. Second, the positive occupational sorting among low-income couples amplifies these differences at the household level. Consequently, low-income families tend to face a disproportionately larger risk of income/job loss from lockdown measures. In addition, the different exposure to infection and income risks between income groups can play an important role in shaping up the timing and optimal strategies to unlock the economy.

Do Female Occupations Pay Less but Offer More Benefits?

Workers in predominantly female occupations have, on average, lower wages compared to workers in predominantly male occupations. Compensating differentials theory suggests that these wage differences occur because women select into occupations with lower pay but more fringe benefits. Alternatively, devaluation theory suggests that these wage differences occur because work performed by women is not valued as highly as work performed by men. One theory assumes that workers choose between wages and benefits. The other assumes that workers face constraints that restrict their wages and benefits. To examine whether female occupations pay less but offer more benefits, I used individual-level data from the Medical Expenditures Panel Survey and occupation-level data from the American Community Survey and from the Occupational Information Network. Contrary to compensating differentials theory, results from multivariate regression analysis provide little evidence that benefits explain wage differences between male and female occupations. Instead, consistent with devaluation theory, workers in female occupations are less likely to be offered employer health insurance coverage and are less likely to have retirement plans compared with workers in male occupations.

Are all automation-resistant skills rewarded? Linguistic skills in the US labour market

Skills that are difficult to automate are expected to increase in demand and reward according to skill-biased technological change advocates, who have identified high rewards for cognitive and social skills. However, such broad skill categories involve numerous essential competencies that can be differentially rewarded or go simply unrewarded. Using US data, this article analyses the demand for and payment of linguistic competency, a cross-cutting kind of skill that is basic for both cognitive and social work in the new economy and is one of the human capacities that is most difficult to automate. While human capital theory predicts an increase in wages as the demand for linguistic skills rises, from cultural/institutional perspectives, it can be theorised that communicative abilities and foreign-language knowledge are socially undervalued because of their association with feminised activities, ethnicity, and low-status service jobs. We analyse the demand and reward for linguistic skills through a two-step analysis of occupational and individual data derived from two sources: the Occupational Information Network and the Current Population Survey. Results show that while ‘hard’ verbal-reasoning skills are associated with high average salaries, as is predicted by neoclassical theory, the potentially undervalued linguistic skills – interactive and multilingual skills – are unrewarded and even penalised. This evidence requires further political attention, given its implications for large number of workers, especially in feminised, low-status service jobs. JEL Codes: J01, J23, J24, J31, J38

Are social conflicts at work associated with depressive symptomatology? Results from the population-based LIFE-Adult-Study

BackgroundPsychosocial stressors in the workplace can be detrimental to mental health. Conflicts at work, e.g. aggression, hostility or threats from coworkers, supervisors or customers, can be considered a psychosocial stressor, possibly increasing risk for depressive symptoms. Existing studies, however, differ in the assessment of social conflicts, i.e. as individual- or job-level characteristics. Here, we investigated the association between conflicts at work assessed as objective job characteristics, and depressive symptomatology, using data from a large population-based sample. Additionally, we investigated gender differences and the impact of personality traits and social resources.MethodsWe used data from the population-based LIFE-Adult-Study from Leipzig, Germany. Information on conflicts at work, assessed as job characteristics, were drawn from the Occupational Information Network, depressive symptoms were assessed via the Center for Epidemiological Studies Depression Scale. Multilevel linear regression models with individuals and occupations as levels of analysis were applied to investigate the association between conflicts at work and depressive symptoms.ResultsOur sample included 2164 employed adults (age: 18–65 years, mean: 49.3, SD: 7.9) in 65 occupations. No association between conflicts s at work and depressive symptomatology was found (men: b = − 0.14; p = 0.74, women: b = 0.17, p = 0.72). Risk for depression was mostly explained by individual-level factors like e.g. neuroticism or level of social resources. The model showed slightly higher explanatory power in the female subsample.ConclusionConflicts at work, assessed as objective job characteristics, were not associated with depressive symptoms. Possible links between interpersonal conflict and impaired mental health might rather be explained by subjective perceptions of social stressors and individual coping styles.

Bridging the Gender Wage Gap: Gendered Cultural Sentiments, Sex Segregation, and Occupation-Level Wages.

The extent to which cultural beliefs about gender shape occupation-level wages remains a central yet unresolved question in the study of gender inequality. Human capital theorists predict that gendered beliefs have no direct effect on occupation-level wages. Devaluation theorists argue that occupations associated with women and femininity are systematically devalued and thus underpaid. We test these explanations using data from the American Community Survey, the Occupational Information Network, and an affect control theory (ACT) data set of affective meanings. We use the ACT data set to operationalize occupational gendered cultural sentiments along two distinct dimensions: evaluation (goodness, caring, warmth) and potency (power, strength, competence). Hierarchical linear models show that potency but not evaluation affects occupational income net of individual and occupational controls. Path analyses show that potency has a direct effect net of occupational traits. The gender composition of an occupation indirectly affects occupational income through potency. The cultural meanings of potency/competence associated with masculinity, rather than the devaluation of feminine nurturant occupations, is the primary cultural mechanism linking gender composition and occupational reward.

Occupational Skill Mismatch: Differences by Gender and Cohort

The authors deploy a measure of occupational mismatch based on the discrepancy between the portfolio of skills required by an occupation and the array of abilities possessed by the worker for learning those skills. Using data from the Occupational Information Network (O*NET) and the 1979 and 1997 National Longitudinal Survey of Youth (NLSY79 and NLSY97), they report distinct gender differences in match quality and changes in match quality over the course of careers. They also show that a substantial portion of the gender wage gap stems from match quality differences among the college educated. College-educated females show a significantly greater likelihood of mismatch than do males. Moreover, individuals with children and those in more flexible occupations tend to experience a larger degree of mismatch. Cohort effects are also evident in the data: College-educated males of the younger cohort (NLSY97) are worse off in terms of match quality compared to the older cohort (NLSY79), even as the younger cohort of women is doing better on average.

Interpreting Subjective and Objective Measures of Job Resources: The Importance of Sociodemographic Context.

Salutary retirement policy depends on a clear understanding of factors in the workplace that contribute to work ability at older ages. Research in occupational health typically uses either self-reported or objective ratings of the work environment to assess workplace determinants of health and work ability. This study assessed whether individual characteristics and work-related demands were differentially associated with (1) self-reported ratings of job resources from older workers in the Health and Retirement Study, and (2) corresponding objective ratings of job resources from the Occupational Information Network (O*NET). Results from regression and relative weights analyses showed that self-reported ratings were associated with self-reported job demands and personal resources, whereas corresponding O*NET ratings were associated with differences in gender, race, or socioeconomic standing. As a result, subjective ratings may not capture important aspects of aging workers’ sociodemographic background that influence work ability, occupational sorting, opportunities for advancement, and ultimately the job resources available to them. Future studies should consider including both subjective and objective measures to capture individual and societal level processes that drive the relationship between work, health, and aging.

Time Flexibility, Women’s Wages, and the Gender Wage Gap

Paid jobs providing more time flexibility may appeal to workers who have primary responsibility as a caregiver for young children or for sick, handicapped, or elderly adults. However, in some jobs, workers who are given this flexibility may be less productive per hour than workers who commit to a fixed work schedule chosen by the employer. These two realities may lead employers to offer, and caregivers to accept, lower paying jobs that come with more time flexibility. Since caregivers in the United States are disproportionally women, this may help to explain the lingering gender wage gap in the U.S. Data sets were combined from the 2015 revision of the Occupational Information Network (O*NET) and the 2003 through 2015 March Current Population Surveys to analyze this issue. The combined data set includes extensive information on workers’ average hourly earnings and personal characteristics along with 407 characteristics of their occupations. Log wage regressions were used to show that the data are not consistent with the Time Flexibility Hypothesis when applied to occupation categories.

Recession‐proof skills, cities, and resilience in economic downturns

AbstractWe provide evidence, by combining Occupational Information Network (O*NET) data with monthly Current Population Survey data from 1990 to 2015, that occupations characterized by high cognitive and people skill requirements are less sensitive to recessions, conditional on educational attainment, industry, and individual characteristics. These results are driven by urban areas, particularly noncollege educated people in urban areas, and vary with city size. Finally, we provide the first evidence that metropolitan areas’ recovery from economic downturns depends upon initial skill composition of occupations in the area.

Prevention through job design: Identifying high-risk job characteristics associated with workplace bullying.

Work environment hypothesis, a predominant theoretical framework in workplace bullying literature, postulates that job characteristics may trigger workplace bullying. Yet, these characteristics are often assessed by employees based on their experience of the job. This study aims to assess how job characteristics, independently assessed via Occupational Information Network (O*NET), are related to perceived job characteristics reported by employees, which, in turn, are associated with self-reported workplace bullying. Multilevel mediation analyses from 3,829 employees in 209 occupations confirmed that employees, whose work schedules are more irregular and whose work involves a higher level of conflictual contact (as assessed by O*NET), report experiencing higher job demands, which are associated with higher exposure to bullying. Moreover, employees working in jobs structured to allow for more discretion in decision-making (as assessed by O*NET) report experiencing more job autonomy and are less likely to experience bullying. The results offer some clues as to how the way in which a job is structured is related to how that job is perceived, which in turn is associated with exposure to bullying. Our findings also suggest that a job design perspective to redesign certain job characteristics may offer an additional viable approach to prevent workplace bullying. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Cross-national comparison of two general population job exposure matrices for physical work exposures

ObjectivesJob exposure matrices (JEMs) are increasingly used to estimate physical workplace exposures. We conducted a cross-national comparison of exposure estimates from two general population JEMs to aid the interpretation of...

Association of organic solvents and occupational noise on hearing loss and tinnitus among adults in the U.S., 1999-2004.

Exposure to organic solvents and noise may be causal agents in the development of hearing loss and tinnitus. The objectives of the present study were to examine the association of organic solvents with hearing loss and tinnitus and to assess the interaction of organic solvent and occupational noise exposure on hearing loss and tinnitus. A secondary data analysis of data from the National Health and Nutrition Examination Survey and Occupational Information Network (O*NET) among a study population ranging from 1085 to 2471 study participants from 1999 to 2004. Multiple multivariate logistic regression models were used to assess the associations of individual organic solvent exposures as measured by blood biomarkers (1,4-dichlorobenzene, benzene, ethylbenzene, styrene, toluene, o-xylene, and m-/p-xylene) with self-reported hearing loss, audiometrically assessed hearing loss, and self-reported tinnitus. Models were adjusted for age, gender, race/ethnicity, diabetes, non-occupational noise exposure, smoking, and income. Organic solvents found to be statistically significantly associated with the outcome after adjusting for covariates were tested for interaction with occupational noise exposure. Solvent exposure was not statistically significantly associated with self-reported tinnitus. Benzene (OR 1.43, 95% CI 1.15-1.78), ethylbenzene (OR 1.24, 95% CI 1.02-1.50), and toluene (OR 1.27, 95% CI 1.06-1.52) concentrations were statistically significantly associated with increased adjusted odds of high-frequency hearing loss. No statistically significant interaction was observed between these solvents and occupational noise on high-frequency hearing loss. We found no evidence of an association between organic solvents and tinnitus; however, there was evidence of an association between organic solvent exposure and prevalence of high-frequency hearing loss.

Piloting an empirical approach to link the international classification of functioning, disability, and health to job demand classification.

The Social Security Administration has a thorough disability claims process, though one goal is to process claims more efficiently. This pilot described the creation and trial of a web-based tool to assist this process. To empirically link the International Classification of Functioning, Disability and Health (ICF) model to the Occupational Information Network (O*NET) with a self-reported activity measure (physical domain). ICF Activity domains and item difficulty calibrations were obtained from a self-reported ICF-Activity Measure. Three work/disability experts matched measurement constructs, job names, and item difficulties with job demands. Item difficulties were linked for "Positioning and Transfer" with O*NET data values of "Stamina"; "Trunk Strength", and "Walking and Moving" with O*NET data values of "Stamina." The system was then pilot tested with 14 adults with more than one activity challenges. An average total of 613 jobs were generated per participant and each job was categorized into one of 16 job clusters. Person ability measures and constructs were significant predictors for numbers of job (R2 = 0.92, p < 0.05). Participants demonstrated moderate satisfaction with program usability, and reported capability in performing jobs. The system provides a feasible means to assist disability examiners and claimants in identifying relevant job abilities and options.

Occupational Physical Activity and Coronary Heart Disease in Women's Health Initiative Observational Study.

Women comprise nearly half of the labor force in our society, but the impact of the occupational psychical activity on women's heart health in later life was unclear. We conducted a case-cohort study to assess the association of occupational physical activity (OPA), alone and jointly with leisure-time physical activity (LTPA) and risk of coronary heart disease (CHD). We included women enrolled in Women's Health Initiative Observational Study who provided an occupational history at baseline and were followed until 2013 for the first occurrence of myocardial infarction or death from CHD (mean age ± SD = 63.4 ± 7.2). A total of 5,243 women free of CHD at baseline were randomly selected into a subcohort and 3,421 CHD events were adjudicated during follow-up. Through linkage of Standard Occupational Classification codes to the Occupational Information Network, we assessed cumulative and most recent exposure of OPA. LTPA was assessed through Women's Health Initiative's physical activity questionnaire. Weighted Cox proportional hazard models were used to evaluate CHD risk. After adjustment for demographic and socioeconomic factors, levels of OPA were not associated with CHD risk. Compared with women with low OPA and high LTPA, women with moderate to high cumulative OPA and low LTPA had relative high CHD risk (hazard ratio [HR]: 1.54, 95% confidence interval [CI]: 1.26, 1.88 for moderate OPA and HR: 1.46. 95% CI: 1.20, 1.78 for high OPA). Results from this study suggest no overall association between lifetime OPA and CHD risk in women, but the impact of OPA varies by LTPA levels.

Mental illness, drinking, and the social division and structure of labor in the United States: 2003-2015.

We draw on a relational theoretical perspective to investigate how the social division and structure of labor are associated with serious and moderate mental illness and binge and heavy drinking. The Panel Study of Income Dynamics and the Occupational Information Network were linked to explore how occupation, the productivity-to-pay gap, unemployment, the gendered division of domestic labor, and factor-analytic and theory-derived dimensions of work are related to mental illness and drinking outcomes. Occupations involving manual labor and customer interaction, entertainment, sales, or other service-oriented labor were associated with increased odds of mental illness and drinking outcomes. Looking for work, more hours of housework, and a higher productivity-to-pay gap were associated with increased odds of mental illness. Physical/risky work was associated with binge and heavy drinking and serious mental illness; technical/craft work and automation were associated with binge drinking. Work characterized by higher authority, autonomy, and expertise was associated with lower odds of mental illness and drinking outcomes. Situating work-related risk factors within their material context can help us better understand them as determinants of mental illness and identify appropriate targets for social change.