We conceptualize within-organization job mobility as a position-taking process, arguing that the structure and outcome of claims over positions are characteristics of organizational inequality regimes. Drawing on data from 10 distribution centers from a large U.S. firm, we examine gendered job mobility as the observed network of workers moving among jobs. Results from network analysis and meta-regression reveal that in the firm examined, workers tend to move between jobs with similar gender compositions, that mobility lattices tend to be more ladder-like for male-concentrated jobs but more circuitous for female-concentrated jobs, and that there is less upward mobility overall in organizations with higher levels of wage inequality. Both organization level inequalities and the relationship between positions within organizations condition mobility. While we do not observe discursive claims on positions, we argue that these are the underlying mechanisms driving gendered job mobility.

我们将组织内的工作流动性概念化为一个职位获取过程，认为对职位的要求的结构和结果是组织不平等制度的特征。利用来自一家大型美国公司的 10 个配送中心的数据，我们将性别工作流动性视为观察到的工人在工作之间流动的网络。网络分析和元回归的结果表明，在所研究的公司中，工人倾向于在具有相似性别构成的工作之间流动，对于男性集中的工作，流动网格往往更像阶梯，但对于女性集中的工作则更加迂回，并且在工资不平等程度较高的组织中，整体向上流动性较低。组织层面的不平等和组织内职位之间的关系都限制了流动性。