Research on intragenerational mobility has focused on the labor force as a whole and on employees in particular occupations and firms. Research on the labor force as a whole has usually considered change in occupation and industry, as measured for detailed categories or more aggregated groupings that define broad occupational and industrial groups. It has also considered change in the rewards derived from work, focusing primarily on occupational prestige and earnings. Research on particular occupations and firms has usually focused on job status and authority changes within organizational hierarchies and on changes in work rewards.
Early work on intragenerational mobility involved the mathematical modeling of transition probabilities, usually among a few, highly aggregated categories (see Mayer 1972 for a review). This work used Markov models and semi-Markov models to analyze transition probabilities in a sequence under the assumption that the job category an individual will occupy in the future depends only on the job category occupied in the present and not on job categories occupied previously. Although there was empirical support for this assumption in some studies, it was not found to be broadly applicable. In semi-Markov models, transition probabilities are permitted to vary with time and for subgroups of the population.
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