2004 - School of Social Service Administration - University of Chicago

DISSERTATION ABSTRACT
hierarchically and in compensation. The findings also suggest, however, that
ILM-based opportunities are not always positively associated with workers’ real
or perceived advancement. Rather, in several instances, their availability was
linked to disproportionately poorer worker outcomes.
Results also reveal that having weak ties and large networks, as previous
network analytical studies find, both are positively related to workers’ upward
mobility prospects. Contrary to expectations, however, network diversity
through contacts spanning beyond the workplace is negatively associated with
other forms of advancement. These findings together suggest that in nonprofit
human services contexts, ILMs and networks may appear, and also function,
differently than previously studied workplaces in facilitating workers’ growth
in their jobs. ■
ABOUT THE AUTHOR
ANNA HALEY-LOCK received her M.A. from the School of Social Service Administration in 1995
and her Ph.D. from the School in 2003. She also served as a research associate and part-time lecturer.
She is currently an assistant professor at the University of Washington School of Social
Work and teaches and conducts research in the area of organizations and administration. She is
particularly interested in contributing to theoretical and practical understandings of how organizational
structures—through the design of workplaces and jobs— facilitate or limit individuals’
abilities to advance personally and professionally, as well as how structures balance the demands
of work and nonwork spheres.
79