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Using longitudinal data from Panel Study of Income and Dynamic (PSID) and multivariate analyses, this dissertation examines the dynamic and longitudinal relationship between gender, occupational career and health among people of working age under the new economy. The major concern is whether there are gender differences in the health returns to occupation/employment resources across life course, whether the gendered health gap diverges with age, and whether health affect men' and women's employment transitions and occupational mobility differently. Results show that women experience significantly poorer health than men, but this health gap reduces with aging. The health disadvantages experienced by women are entirely explained by SES status. Working becomes increasingly important to maintain health as people age. However, women receive far fewer health rewards from employment than men, and this unequal health returns to employment are compounded with age. The health benefit from a higher occupational status is similar for men and women across the life course. More importantly, all else being equal, health of women declines at a rate half that of men, showing a reversed gender health gap toward old age. Regarding health selection, results show that health is not a predictor of occupational status for either men or women, but is an important predictor for employment status and downward mobility of both genders. From a theoretical standpoint, this research illustrates the limitation of using one dominate life course theory, and calls for a more prominent theory that examine both biological and social processes that contribute to the life course gender health inequality. Methodologically, results suggest the superiority of combining longitudinal designs with hierarchical longitudinal models, which are able entangle the within-person health change and between-person effects of time. From a policy standpoint, the study suggests that familyriendly policies should be able to improve both women's employment and, by extension, their health status.

Studies on the career paths of municipal police officers have revealed an emergence of four distinct phases which officers pass through during their professional careers, phases where the perception of their profession changes. These phases are more constant at the patrol officer level where most officers begin and finish their career. Among these four phases is the disillusion phase (between 6 and 13 years), where the expectations at work are not met. The perception of the police administration, the public and the criminal justice system, all become negative and the hope for promotions diminish. These studies were mainly conducted in a period where there were very few or no women in policing. Through a feminist perspective and a social constructionist theoretical framework, this thesis makes the hypothesis that because women have different expectations at work, a varying work/life balance and a contrasting aspiration to attain positions of power, women will live this second phase differently. To explore this hypothesis, data was collected from ten semi-structured interviews with female patrol officers having worked between 6 and 13 years in municipal police departments. A discourse analysis effectively shows significant differences for the reasons underlying our hypotheses. Even if they have some frustrations about certain aspects of their work, we did not see any disillusionment from any women in this phase.

Studies on the career paths of municipal police officers have revealed an emergence of four distinct phases which officers pass through during their professional careers, phases where the perception of their profession changes. These phases are more constant at the patrol officer level where most officers begin and finish their career. Among these four phases is the disillusion phase (between 6 and 13 years), where the expectations at work are not met. The perception of the police administration, the public and the criminal justice system, all become negative and the hope for promotions diminish. These studies were mainly conducted in a period where there were very few or no women in policing. Through a feminist perspective and a social constructionist theoretical framework, this thesis makes the hypothesis that because women have different expectations at work, a varying work/life balance and a contrasting aspiration to attain positions of power, women will live this second phase differently. To explore this hypothesis, data was collected from ten semi-structured interviews with female patrol officers having worked between 6 and 13 years in municipal police departments. A discourse analysis effectively shows significant differences for the reasons underlying our hypotheses. Even if they have some frustrations about certain aspects of their work, we did not see any disillusionment from any women in this phase.

<p>Existing career theories are largely based on a stable working environment and have focused excessively on men and single work roles. In the postindustrial era, however, women’s careers, characterized by the constant negotiation of multiple roles and more frequent job changes, have had implications on the changing nature of careers. The general purpose of this thesis is to increase knowledge about the process of career development of women. The focus is on two aspects: Life Career (characterized by multiple role constellations over the life course) and Occupational Career (characterized by different shapes of occupational movement over the life course). Three sets of questions addressed these two aspects of career: trajectory patterns, interrelationships, and antecedents and consequences. Career biographies covered ages 16 to 43. Antecedents reflecting individual agency (e.g., life role value, aspiration, and early experiences) were investigated. The impact of family context on occupational choice was also examined. Among the consequences examined were midlife work wellness and stress, health, and wellbeing.</p><p>Results showed that (1) Career patterns were highly diverse, including nine distinct life career patterns and ten occupational career patterns. (2) Occupational and life careers were significantly related, indicating that the paid work career is embedded in the overall life role structure throughout the life course. (3) Individual agency factors predicted life career. Occupational career was related to life career more than family context. (4) Occupational career did matter in work wellbeing. In terms of stress, health, and wellbeing at midlife, there was little difference among life career patterns, but more significant differences among occupational career patterns. The thesis indicates career theory can benefit from taking multiple roles and career development into account. Implications for career counseling, social policy, and organizations are discussed.</p>

Existing career theories are largely based on a stable working environment and have focused excessively on men and single work roles. In the postindustrial era, however, women’s careers, characterized by the constant negotiation of multiple roles and more frequent job changes, have had implications on the changing nature of careers. The general purpose of this thesis is to increase knowledge about the process of career development of women. The focus is on two aspects: Life Career (characterized by multiple role constellations over the life course) and Occupational Career (characterized by different shapes of occupational movement over the life course). Three sets of questions addressed these two aspects of career: trajectory patterns, interrelationships, and antecedents and consequences. Career biographies covered ages 16 to 43. Antecedents reflecting individual agency (e.g., life role value, aspiration, and early experiences) were investigated. The impact of family context on occupational choice was also examined. Among the consequences examined were midlife work wellness and stress, health, and wellbeing. Results showed that (1) Career patterns were highly diverse, including nine distinct life career patterns and ten occupational career patterns. (2) Occupational and life careers were significantly related, indicating that the paid work career is embedded in the overall life role structure throughout the life course. (3) Individual agency factors predicted life career. Occupational career was related to life career more than family context. (4) Occupational career did matter in work wellbeing. In terms of stress, health, and wellbeing at midlife, there was little difference among life career patterns, but more significant differences among occupational career patterns. The thesis indicates career theory can benefit from taking multiple roles and career development into account. Implications for career counseling, social policy, and organizations are discussed.