This paper empirically investigates wage inequality within the group of skilled workers in the recent four decades in the USA using CPS data and finds evidence that the trend of wage growth of the top and bottom 10th percentile of skilled workers significantly diverged starting from 2000. Using a task-based framework of occupation, I find that the changing trend of wage inequality was entirely driven by one category of occupation, namely the nonroutine analytic occupation. Then, I consider in a model task reallocation between two broad task categories, namely the routine and abstract task, induced by an ongoing investment-specific technical change. In my model, the labor in the routine task is replaced by cheaper machines due to investment-specific technical change, then workers that are less productive in the abstract task enter abstract occupations. As a result, the wage inequality in the abstract task widens because of the reallocation of less productive workers from the routine task to the abstract task, that is, the “composition effect.” In addition, since economic agents tend to postpone the investment in machines after the ongoing investment-specific technical change takes place for a while, the expansion path of wage inequality is not linear but features an acceleration of wage dispersion in the middle of the technical change. The quantitative results suggest that the model is able to provide a well-matched timing and magnitude of the nonlinear expansion path in wage inequality that is observed in the data.

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.

The present study was undertaken in order to examine the differences between occupations in the Swedish labour market with respect to the risk for men and women of leaving working life prematurely. The project was carried out as a population study employing methodology used in demographics to predict life length at birth. Here, calculations of expected remaining work-life length were based on the exits from working life. The study was based on the Swedish national labour statistics, covering all employees who had an occupational definition in 2006 and who were in the age range 35–64 years during the study period 2007–2010. There was a clear socio-economic divide in exit patterns, comparing blue- and white-collar jobs. The differences between the highest and the lowest risk jobs exceeded 4.5 years among both men and women. In the blue-collar occupational groups there were 50 per cent or less ‘survivors’ still working at age 65; in many white-collar occupations there were more than 60 per cent. Men and women exited working life at the same age. Compared to a similar study carried out in 2006, the same socio-economic pattern prevails, but people now work longer in almost all occupations. Women exited working life 0.8 years earlier than men in 2006; this difference is now gone.

Previous studies have consistently reported age-related changes in cognitive abilities and brain structure. Previous studies also suggest compensatory roles for specialized training, skill, and years of education in the age-related decline of cognitive function. The Stanford/VA Aviation Study examines the influence of specialized training and skill level (expertise) on age-related changes in cognition and brain structure. This preliminary report examines the effect of aviation expertise, years of education, age, and brain size on flight simulator performance in pilots aged 45–68 years. Fifty-one pilots were studied with structural magnetic resonance imaging, flight simulator, and processing speed tasks. There were significant main effects of age (p < .01) and expertise (p < .01), but not of whole brain size (p > .1) or education (p > .1), on flight simulator performance. However, even though age and brain size were correlated (r = −0.41), age differences in flight simulator performance were not explained by brain size. Both aviation expertise and education were involved in an interaction with brain size in predicting flight simulator performance (p < .05). These results point to the importance of examining measures of expertise and their interactions to assess age-related cognitive changes. (JINS, 2010, 16, 412–423.)

Sociologists have not attempted to explain the causes of higher levels of perceived job insecurity among racial/ethnic minorities than those of Whites in privileged occupations. This study examines two possible explanations for this finding among White, African American, and Latino professionals and managers. The first emphasizes the discrimination-induced, structural marginality experienced by minorities in the workplace (the marginalized-worker perspective), and the second emphasizes learned dispositions—i.e., fatalism and mistrust—that are brought to the workplace (the dispositional perspective). Using data from the General Social Survey (GSS) and ordered probit regression analyses for both men and women, our findings provide greater support for the marginalized-worker perspective. Results reveal African Americans and Latino men and women have a greater fear of job loss than their White counterparts, regardless of their human capital credentials (e.g., education, work experience) and job/labor market advantages (e.g., job authority, job autonomy, unionized status, favorable market sector). Along these lines, these traditional, stratification-based predictors provide greater insulation from perceived job insecurity for Whites than racial/ethnic minorities. Less support is found for the dispositional perspective: one disposition—fatalism—is associated with greater fear of job loss for African American men and women compared to Whites.

The aims of this study were to verify whether cochlear implants helped profoundly deaf adults to maintain or even to develop their professional occupations, and to identify other elements that may contribute to or, on the contrary, impede such patients' professional success. All adult patients received a questionnaire concerning their professional activities before and after implantation. Demographic data, health information, hearing performance and degree of satisfaction with the implant were also considered. Sixty-seven adults had been implanted, with three different devices, since 1985. At the time of implantation, 34 had been professionally active. After implantation, 29 had remained professionally active, four of whom reported positive developments in their careers. Five patients had become professionally inactive. Those patients who had previously been professionally inactive remained so. There had been no difference in performance, either between different types of cochlear implants or between professionally active or inactive patients. The implanted patients had kept their jobs and many of them had developed their professional skills. In spite of this, cochlear implants may still be perceived as proving insufficiently satisfactory hearing to enable professionally inactive patients to reintegrate and to facilitate further learning or career developments.