ABSTRACT
The previous chapters dealt with labor market structures and processes. Women's labor market opportunities were found to be inferior to men's. Under the present social conditions, most women still turn to female-typed occupations and when they turn to male-typed ones, they enter the less demanding occupations within them in order to minimize role conflict. Being aware of the dual role they are expected to play, women invest in acquiring general, transferable human capital (like education) more than in''rlflll-specific on-the-job training. This leads to lesser tenure with employers, less commitment to the labor market, and as a result, to fewer advancement opportunities (which women may not desire anyway as it demands an increase in the investment of time) and lower wages. The theories that explain women's limited opportunities were discussed in previous chapters (mainly Chapters 2 and 3). They are also the major theories explaining women's lower earning ability.
