Relevant bibliographies by topics / Career in labor policy

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Career in labor policy'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Career in labor policy"

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Ertelt, Bernd-Joachim, Andreas Frey, Melanie Hochmuth, Jean-Jacques Ruppert, and Silke Seyffer. "Apprenticeships as a Unique Shaping Field for the Development of an Individual Future-Oriented “Vocationality”." Sustainability 13, no. 4 (February 20, 2021): 2279. http://dx.doi.org/10.3390/su13042279.

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With the labor market and work environments becoming increasingly dynamic, the question of how young people can find their way to a sustainable professional future becomes ever more complex. This paper looks from different perspectives at apprenticeships, at their advantages and limitations. The first step is a description of the prerequisites that are necessary for a sustainable career choice. In this respect, the role of career guidance is particularly relevant, as guidance needs to take into account both individual characteristics as well as labor market aspects in order to support a sustainable career choice. Based on a comprehensive critical literature review of current interdisciplinary and international papers, as well as of basic career choice theory literature, the theoretical framework is set out and linked to empirical results. The conclusion emphasizes the high importance of apprenticeships for the holistic personality development of young people and a positive as well as a sustainable effect on their lifelong employment careers. It should be stressed that this success depends, to a large extent, on the structure of the vocational education and training system, on labor market developments, and on individual advanced qualifications in the course of working life.
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Hao, Lingxin, and Yucheng Liang. "The Spatial and Career Mobility of China's Urban and Rural Labor Force." Management and Organization Review 12, no. 01 (March 2016): 135–58. http://dx.doi.org/10.1017/mor.2015.35.

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ABSTRACTIn this article, we provide a comprehensive examination of the spatial and career mobility of China's labor population. We integrate theories on stratification and social change and exploit the innovative design and measurement of the China Labor-force Dynamics Survey to minimize the undercoverage problem of the rural-urban migratory experience. Our analysis provides several fresh findings: (1) at-birth rural household registration (hukou) status leads to a greater probability of spatial mobility and career advancement than at-birth urban hukou status does; (2) education and gender differentiates rural-origin people, increasing the heterogeneity of urban labor and decreasing the heterogeneity of rural labor; (3) hukou policy relaxation favors later cohorts over earlier cohorts; and (4) among demographically comparable people, having experienced spatial mobility is correlated with having career advancement experience. Work organizations are found to be the arena where the two dimensions of mobility can happen jointly. Our findings provide a rich context for understanding the management and organization of Chinese labor.
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Blach-Ørsten, Mark, Eva Mayerhöffer, and Ida Willig. "From Government Office to Private PR: Career Patterns of Special Ministerial Advisers and the Privatization of Politics." International Journal of Press/Politics 25, no. 2 (November 13, 2019): 301–19. http://dx.doi.org/10.1177/1940161219887963.

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This article presents a study on special ministerial advisers examining their careers beyond their role in the machinery of government. Applying a theoretical framework derived from the literature on the sociology of work and the transformation of the organization of politics in the Nordic welfare states, we make two theoretical points. First, special advisers are part of an emerging group of partisan policy professionals, and second, the characteristics of this group are best analyzed through the lens of the boundaryless career. By combining these two positions, we contribute to studies on special advisers by offering a longer career perspective, and we contribute to studies on the boundaryless career by analyzing a job market other than the dot-com and cultural industries. Mapping the entire career paths of all Danish special ministerial advisers from 2000 to 2017 ( n = 144), we show that the position of special adviser serves as a stepping-stone to a new labor market that typically culminates with a position in private public relations. This conclusion lends fresh support to concerns about the privatization of politics changing policy formation in the Nordic welfare states.
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Barbare, Inese. "Maritime Labor Market Demand and Career Path in Latvia." SOCIETY, INTEGRATION, EDUCATION. Proceedings of the International Scientific Conference 1 (May 16, 2015): 56. http://dx.doi.org/10.17770/sie2015vol1.309.

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<p><em>Seafaring profession has traditionally been considered a romantic profession among young people, but in today’s labour market has dramatically changed priorities of career choices. At present, the maritime industry has more than 40 thousand vacancies, in addition to the growing trend - the shipping officers with University level are particularly difficult to recruit for crew shipping companies. </em></p><p><em>The methodology: an analysis of policy documents, statistical data analysis, a secondary analysis of previous research, database analysis, surveys. The motives of choosing profession of young people were determined by economical (good salary, possibility to maintain family welfare, career possibilities and etc.), social (wish to acquire education, seafarers are valuated as specialists, and etc.) and psychological (seafarer’s work seemed to be very interesting, dream to become a captain, and etc.) factors. Both external and internal factors predetermine the choice of seafarer’s profession.</em></p>The conclusion can be done that maritime education and training institutions have to explain young people all merits of maritime profession and show possibility for them to find emotional attractiveness and realization of their interests if they choose maritime professions.<p> </p>
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Strauser, David R., Phillip D. Rumrill, Chelsea Greco, and D. George Strauser. "A conceptual framework to promote labor force participation and career development for people with diabetes mellitus." Australian Journal of Rehabilitation Counselling 25, no. 2 (December 2019): 110–21. http://dx.doi.org/10.1017/jrc.2019.14.

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AbstractThis article presents the Illinois Work and Well-Being Model as a framework that can be applied to facilitate the career development of people with diabetes mellitus. The model emphasizes the interaction of contextual and career development domains to improve participation in the areas of work, society, community, and home. This article provides a brief discussion of the potential implications of vocational rehabilitation research, service, and policy, with the overall goal of reinforcing career development as the foundation of vocational rehabilitation services for adults with diabetes mellitus and other chronic health conditions.
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Kuznetsova, Elena Ivanovna, Dmitry Vladimirovich Dianov, Umeda Akparovna Ovezova, Alexey Viktorovich Suslov, and Tatiana Sergeevna Markova. "Career and salary of a university teacher: personnel policy regulation in Russia." Revista Tempos e Espaços em Educação 14, no. 33 (August 24, 2021): e16267. http://dx.doi.org/10.20952/revtee.v14i33.16267.

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The present article explores the problems of personnel policy in the higher education system concerning the incentive role of remuneration and career development opportunities. At present, due to several major socio-economic changes, a transformation of labor relations in the system of higher education is taking place. As a result, new approaches to both the management of educational institutions and the selection of university faculty and the remuneration and career development of teachers are required. The goal of the study is to analyze individual modern trends in the development of incentive methods in higher education as a feature of personnel policy. The article demonstrates that as a consequence of the economic transformations, changes requiring an increase in the quality of graduates are occurring in university management which inevitably influences the expansion of the professional requirements for teaching staff. It is established that in modern conditions, external control is replaced by internal one, academic freedoms are displaced by the administration, and academic standards are modified and replaced by formal rules. This process is accompanied by considerable changes in the university personnel policy and the relationships between the administration and teachers. Various examples of human resources policy organizations adopted in different countries are studied. The features of labor contracts with teachers, the conditions of their work, and career opportunities are investigated. Special attention is paid to various approaches to stimulating teaching activity. The shortcomings that do not allow achieving a higher quality of higher education in Russia are identified. Proposals for improving personnel policy in higher education aimed at improving its quality are presented.
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Hart, Ann Weaver. "Work Feature Values of Today's and Tomorrow's Teachers: Work Redesign as an Incentive and School Improvement Policy." Educational Evaluation and Policy Analysis 16, no. 4 (December 1994): 458–73. http://dx.doi.org/10.3102/01623737016004458.

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Although school reform policies often aim to recruit and retain talented and high-achieving teachers, little systematic investigation of the impacts of work redesign on teachers' turnover decisions exists. The impacts of varied teacher work and career redesign incentives, therefore, remain uncertain, particularly as they affect the best teachers. This article presents the policy implications of studies of teachers' responses to features of work redesign as they relate to future career choice decisions, teacher labor market, and teacher supply in specific target areas.
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Kovalenko, Maxim, and Dimitri Mortelmans. "Contextualizing employability." Career Development International 21, no. 5 (September 12, 2016): 498–517. http://dx.doi.org/10.1108/cdi-01-2016-0012.

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Purpose Individual employability has become a crucial element in ensuring labor security in flexibilizing labor markets. The importance of agency-side factors as antecedents of employability has been emphasized in the relevant literature, spurring the criticism that some worker groups may be more restricted than others by contextual factors in respect to their employment prospects. The purpose of this paper is to examine empirically how labor market groups differ in what shapes their employability. Design/methodology/approach The authors used a representative sample of 1,055 employees to detect differences in the impact of career self-directedness (agency-side) and several contextual factors (structure-side) on employability, comparing workers with and without higher education and workers in and outside managerial positions. Confirmatory factor analysis with subsequent tests of invariance was used. Findings Results confirm that employability is affected both by contextual factors and by self-directedness. No significant differences were observed between the compared groups in the extent to which self-directedness and the contextual factors influence employability. An important finding is that self-directedness itself is affected by preceding career history (career mobility and previous unemployment), which may suggest a vicious-circle relationship between past and future career precariousness. Practical/implications The findings support the view prevailing in policy circles that fostering agency-side factors such as self-directedness is instrumental toward achieving higher employment security. At the same time, individual agency cannot replace traditional policy measures in tackling structural labor market inequalities. Originality/value This study uses robust methodology and a representative respondent sample to statistically disentangle the effects of agency and context on employability. Its key contribution pertains to the explicit comparison of different worker groups, with separate contrasts on each model parameter.
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Boshkov, Tatjana, Gligor Bishev, Zarko Rađenović, and Aleksandra Zezova. "An Empirical Research on the Correlation between Human Capital and Career Success: Serbian and Macedonian Banking Sector." Mediterranean Journal of Social Sciences 8, no. 1 (January 26, 2017): 279–84. http://dx.doi.org/10.5901/mjss.2017.v8n1p279.

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Abstract Understanding the impact of human capital on the achievement of career success is essential for each individual in turbulent times on the labor market. Banking sector also is human capital intensive and plays a critical role for the banks in meeting their goals and offering services to its clients. In the current era of technology, globalization and the general progress principles of "knowledge economy" are ruling. So, each individual in the labor market who wants to build own career, should work on continuous improvement of human capital. This helps their recognition in the increasingly competitive labor market, which eliminates "weak players" since their inability to adapt the modern trends and staff needs. The paper determines that human resource management (HRM) in banking sector must embrace strategic human resource planning programs with all banks strategy. This underlines the essential meaning of designing an effective recruitment policy with these strategies as formulation and implementation of active reward policy. Also, banks should include more active training and development for employees. This paper presents a statistical analysis of the correlation mentioned categories, based on 474 employees, in Serbian and Macedonian banking sector. Analyses such as Chi-square test, Mann-Whitney U, Kolmogorov-Smirnov Z test and linear regression, proving the significance impact of the development of employees' human capital on career success, viewed through different hierarchical positions in a particular sector.
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Siddique, Zahid, Faisal Jamil, Ayesha Nazuk, and Eatzaz Ahmad. "Policy Failure in Achieving Universal Basic Education: A Theoretical Analysis." Pakistan Development Review 58, no. 2 (June 1, 2019): 135–57. http://dx.doi.org/10.30541/v58i2pp.135-157.

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Universal attainment of basic education is recognised as a key development goal; whereas early-age work is considered as a barrier to achieving this goal. The literature suggests that returns to education are larger than those of early-age work, and that child-labour results in long term social loss that reduces human capital. This study evaluates the argument that earlyage work can itself lead to accumulation of human capital when it takes the form of apprenticeship career path. The paper develops a model that allows a rational agent (parent) to compare the early-age work as apprenticeship career path with the formal education career and shows that the parents’ career choice for their child will depend on the lifetime earnings of both careers. The theoretical model is further extended and empirically tested to check whether benefits of education are higher for all levels of education. The simulation analysis suggests that for lower level of education up to Grade-12, the benefits of apprenticeship exceed the net benefits of education whereas, at Grade-12 and beyond, the net benefits of education in terms of earnings outstrip the apprenticeship career. The study implies that early-age work may not necessarily be inefficient when compared with low levels of schooling and that any intervention should ensure universal education for all without compromising skill development of resource poor children. This can be achieved through making skill development complementary to education. JEL Classifications: H44, H52, I26, J24 Keywords: Child-labour, Basic Education, Human Capital, Public Policy
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Dissertations / Theses on the topic "Career in labor policy"

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Fahr, René. "Occupational mobility and occupational matching: some implications for career choice and labor market policy /." Berlin : Dissertation.de, 2003. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=010562284&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.

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Harrison, Isabel D. "State and labour in the U.S. : the Carter administration and the AFL-CIO, 1976-1980 : political strategy and the National Accord." Thesis, University of Oxford, 1989. http://ora.ox.ac.uk/objects/uuid:61edc432-a93d-4892-9c4b-a1c90591fb8c.

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The Accord was a political exchange whereby the labour leadership participated in the wage restraint programme in return for consultative rights and specific quid pro quo policies, including countercyclical measures to offset fiscal austerity. The President subsequently sustained a policy of fiscal and monetary restraint despite the approaching election and the increasing protests of organized labour. However, in the face of strong opposition from some of Carter's senior economists, the labour leaders secured significant modifications to the second year of the pay standard. The 1980 presidential election renewed incentives for continuing cooperation when economic policy otherwise jeopardized relations.
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Hall, Jona S. "Identifying the Variables that Impact the Nontraditional Career Choices of Women." Ohio University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou147871185473825.

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Salters, Gregory A. "A Phenomenological Exploration of Black Male Law Enforcement Officers' Perspectives of Racial Profiling and Their Law Enforcement Career Exploration and Commitment." FIU Digital Commons, 2013. http://digitalcommons.fiu.edu/etd/877.

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This phenomenological study explored Black male law enforcement officers’ perspectives of how racial profiling shaped their decisions to explore and commit to a law enforcement career. Criterion and snow ball sampling was used to obtain the 17 participants for this study. Super’s (1990) archway model was used as the theoretical framework. The archway model “is designed to bring out the segmented but unified and developmental nature of career development, to highlight the segments, and to make their origin clear” (Super, 1990, p. 201). Interview data were analyzed using inductive, deductive, and comparative analyses. Three themes emerged from the inductive analysis of the data: (a) color and/or race does matter, (b) putting on the badge, and (c) too black to be blue and too blue to be black. The deductive analysis used a priori coding that was based on Super’s (1990) archway model. The deductive analysis revealed the participants’ career exploration was influenced by their knowledge of racial profiling and how others view them. The comparative analysis between the inductive themes and deductive findings found the theme “color and/or race does matter” was present in the relationships between and within all segments of Super’s (1990) model. The comparative analysis also revealed an expanded notion of self-concept for Black males – marginalized and/or oppressed individuals. Self-concepts, “such as self-efficacy, self-esteem, and role self-concepts, being combinations of traits ascribed to oneself” (Super, 1990, p. 202) do not completely address the self-concept of marginalized and/or oppressed individuals. The self-concept of marginalized and/or oppressed individuals is self-efficacy, self-esteem, traits ascribed to oneself expanded by their awareness of how others view them. (DuBois, 1995; Freire, 1970; Sheared, 1990; Super, 1990; Young, 1990). Ultimately, self-concept is utilized to make career and life decisions. Current human resource policies and practices do not take into consideration that negative police contact could be the result of racial profiling. Current human resource hiring guidelines penalize individuals who have had negative police contact. Therefore, racial profiling is a discriminatory act that can effectively circumvent U.S. Equal Employment Opportunities Commission laws and serve as a boundary mechanism to employment (Rocco & Gallagher, 2004).
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Paarlberg, Michael Ahn. "Labor policy in new democracies." Connect to Electronic Thesis (CONTENTdm), 2009. http://worldcat.org/oclc/449174451/viewonline.

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Yeung, Siu-hung Polly. "Labour policy and the employment ordinance." Click to view the E-thesis via HKUTO, 1991. http://sunzi.lib.hku.hk/hkuto/record/B42574195.

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Laureys, Lien. "Essays on labor markets and macroeconomic policy." Doctoral thesis, Universitat Pompeu Fabra, 2013. http://hdl.handle.net/10803/119821.

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This thesis sheds light on several macroeconomic aspects of the labor market and economic policy. Chapter 1 analyzes whether the presence of human capital depreciation during unemployment calls for policy intervention. I argue that the latter is required because human capital depreciation during unemployment generates an externality in job creation. Chapter 2 looks at whether the prescription for conducting monetary policy changes once it is taken into account that workers’ human capital depreciates during periods of unemployment. In a New Keynesian framework, I find that optimal monetary policy stays close to strict inflation targeting. Chapter 3 investigates how the effect of an increase in government spend- ing on labor market outcomes depends on the strength of the short-run wealth effect on labor supply. I show that the role of the latter crucially depends on the degree of price and wage stickiness.
Aquesta tesi estudia diversos aspectes macroeconòmics del mercat laboral i la política econòmica. El capítol 1 analitza si la presència de depreciació del capital humà durant els períodes d’atur requereix una intervenció política. Sostinc que aquesta última és necessaria degut a que la depreciació del capital humà durant els períodes d’atur, genera una externalitat en la creació de llocs de treball. El capítol 2 analitza si la prescripció de certes polítiques monetàries canvia un cop es té en compte que el capital humà dels treballadors es deprecia durant els períodes d’atur. En un marc neokeynesià, mostro que la política monetària òptima es manté prop de l’objectiu d’inflació estricte. El capítol 3 estudia com l’efecte d’un augment de la despesa pública en el mercat de treball depèn de la força de l’efecte riquesa a curt termini sobre l’oferta de treball. Mostro que el paper d’aquest últim depèn fonamentalment del grau de rigidesa de preus i salaris
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Diz, Sebastian. "Essays on monetary policy and labor markets." Doctoral thesis, Universitat Pompeu Fabra, 2019. http://hdl.handle.net/10803/667724.

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This thesis consists of three self-contained essays. The first chapter investigates the redistributive role minimum wages can play over the cycle and the implied effects on macroeconomic stability. To this end, I develop a two-agent model fea-turing idiosyncratic uncertainty and limited asset markets participation. I find that the minimum wage has the potential to redistribute against the minimum wage earners during an economic decline due to employment losses it originates. In ad-dition to its detrimental effects on low income individuals’ welfare, redistribution can have a quantitatively relevant impact on spending, and hence, on the severity of recessions. The second chapter explores the optimal design of monetary policy in a multisector model where agents’ preferences are characterized by sector spe-cific minimum consumption requirements. We find that this specification of pref-erences alters the optimal measure of inflation that the monetary authority should target. The third chapter studies wage flexibility as a means to absorb adverse shocks. Our focus is on economies with unequal access to financial markets and where the monetary authority is constrained by the zero lower bound. We show that in this particular setting the economy becomes more volatile when wages are less rigid, and hence, the usual recommendation of making labor markets more flexible to restore high output levels is misleading.
Esta tesis se compone de tres ensayos independientes. El primer capítulo investiga el papel redistributivo que pueden desempeñnar los salarios mínimos durante el ciclo y los consecuentes efectos sobre la estabilidad macroeconómica. Con este fin, desarrollo un modelo de dos agentes que incorpora riesgo idiosincrásico y participación limitada en los mercados financieros. Encuentro que el salario mínimo tiene el potencial de redistribuir en contra de quienes lo perciben durante un declive económico debido a las pérdidas de empleo que ocasiona. Adicionalmente a sus efectos negativos sobre el bienestar de trabajadores de bajos ingresos, la redistribución de ingresos puede tener un impacto cuantitativamente relevante sobre el gasto y, por lo tanto, sobre la severidad de las recesiones. El segundo capítulo explora el diseño óptimo de la política monetaria en un modelo multisectorial donde las preferencias de los agentes se caracterizan por incorporar requisitos mínimos de consumo específicos para cada sector. Encontramos que esta especificación de las preferencias altera la medida óptima de inflación que la autoridad monetaria debe estabilizar. El tercer capítulo estudia la flexibilidad salarial como un medio para absorber shocks adversos. Nos enfocamos en economías con acceso limitado a los mercados financieros y donde la autoridad monetaria está limitada por encontrarse la tasa de política en cero. Mostramos que en este contexto la economía se torna más volátil cuando los salarios son menos rígidos y, por lo tanto, la recomendación habitual de flexibilizar mercados laborales para restaurar los altos niveles de producción resulta inadecuada.
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Lagerström, Jonas. "Discrimination, sickness absence, and labor market policy /." Uppsala : Department of Economics, Uppsala University, 2006. http://www.ifau.se/upload/pdf/se/2006/dis06-04.pdf.

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Thomas, Carlos. "Labor Market Frictions, Inflation and Monetary Policy." Thesis, London School of Economics and Political Science (University of London), 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.499214.

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Books on the topic "Career in labor policy"

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Diversity: A strategy to meet your need for skilled workers. Edmonton, Alta: Alberta Human Resources and Employment, 2002.

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Canadian Guidance and Counselling Foundation. Career development: An emerging national strategy : a working paper. Ottawa: Canadian Labour Force Development Board, 1996.

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Gender, migration and the dual career household. London: Routledge, 2002.

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Egger, Geert. Nord & syd: En undersøgelse af virksomhedskultur og serviceprofil hos Arbejdsformidlingen, Arbejdstilsynet og Arbejdsmarkedsuddannelserne i Vestsjællandsområdet. København: Arbejdsministeriet, 1989.

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Memoria de mis funciones como ministro de trabajo. [Honduras: s.n.], 2009.

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California Community Colleges. Board of Governors. Committee on Economic Development and Vocational Education. Ladders of opportunity: A Board of Governors' initiative for developing California's new workforce. Sacramento: Board of Governors, Committee on Economic Development and Vocational Education, 2001.

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Negotiating power and privilege: Igbo career women in contemporary Nigeria. Athens [Ohio]: Center for International Studies, Ohio University, 2004.

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Mondira, Dutta, and Nangia Sudesh 1942-, eds. In the name of child labour: Eradication and evaluation programme. Delhi: Shipra, 2002.

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Chutes and ladders: Navigating the low-wage labor market. New York: Russell Sage Foundation, 2006.

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Men, wage work and family. New York: Routledge, 2012.

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Book chapters on the topic "Career in labor policy"

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Liang, Li-Fang. "Creating a Gendered-Racialized Care Labor Market: Migrant Labor Policy and the Transformation of Care Work in Taiwan." In Gender, Care and Migration in East Asia, 139–56. Singapore: Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-10-7025-9_7.

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Rashid, Salim. "Labor." In Economic Policy for Growth, 105–18. Boston, MA: Springer US, 2000. http://dx.doi.org/10.1007/978-1-4615-4537-8_6.

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Kumar, Sachin, and Gideon Arulmani. "Understanding the Labor Market: Implications for Career Counseling." In Handbook of Career Development, 225–39. New York, NY: Springer New York, 2014. http://dx.doi.org/10.1007/978-1-4614-9460-7_12.

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Chatzichristou, Stelina, and Gideon Arulmani. "Labor Market and Career Development in the 21st Century." In Handbook of Career Development, 241–54. New York, NY: Springer New York, 2014. http://dx.doi.org/10.1007/978-1-4614-9460-7_13.

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Menz, Georg. "EU labor immigration policy." In The Routledge Handbook of Justice and Home Affairs Research, 124–35. Abingdon, Oxon; New York, NY : Routledge, 2018.: Routledge, 2017. http://dx.doi.org/10.4324/9781315645629-10.

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Warde, Bryan. "Labor Market Inequality." In Inequality in U.S. Social Policy, 189–213. 2nd ed. New York: Routledge, 2021. http://dx.doi.org/10.4324/9781003023708-8.

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Atkinson, Robert D. "ICT Innovation, Productivity, and Labor Market Adjustment Policy." In Digitized Labor, 179–200. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-78420-5_11.

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Murdock, Elke, Marceline Filbig, and Rita Borges Neves. "Unemployment at 50+: Economic and Psychosocial Consequences." In International Perspectives on Aging, 47–60. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-51406-8_4.

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AbstractThroughout the lifespan, unemployment has severe consequences in terms of economic exclusion, and overall social exclusion, but is compounded in older age. Within the EU, a growing number of older adults (50+) are affected by joblessness. Job loss at a later stage in a professional career may determine an early and permanent exit from the labour market with significant psychosocial consequences. Herein lies the age-specific risk for older unemployed adults: once becoming unemployed they are at greater risk at staying unemployed. As a result, older unemployed people may face income cuts, deprivation of a central adulthood role and their mental and physical health may suffer. In this chapter, we draw attention to the latent functions of work, and the psychosocial consequences of job loss in later life. Applying a life-course perspective, the aim of this chapter is to explore how job loss can be framed as a form of acute economic exclusion, and how this exclusion can have significant implications for poor mental health. In a context of rising retirement ages, and the lack of preparedness of the labour market to deal with an ageing workforce, it is essential to understand these dynamics to guide policy development.
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Watts, A. G. "Career Guidance and Public Policy." In International Handbook of Career Guidance, 341–53. Dordrecht: Springer Netherlands, 2008. http://dx.doi.org/10.1007/978-1-4020-6230-8_17.

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Schellinger, Alexander. "The EU Policy Paradigm." In EU Labor Market Policy, 30–52. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/9781137508720_3.

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Conference papers on the topic "Career in labor policy"

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Sadigov, Rahim. "CONCEPTUAL BASES OF STRATEGIC HUMAN RESOURCE MANAGEMENT." In THE LAW AND THE BUSINESS IN THE CONTEMPORARY SOCIETY 2020. University publishing house "Science and Economics", University of Economics - Varna, 2020. http://dx.doi.org/10.36997/lbcs2020.62.

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The main purpose of the research paper is to study the strategic management of human resources in industrial enterprises, career development and stimulation in the activity. Labor resources are active elements in the production of goods, the creation of material wealth and the provision of services to society. Human resources are important ones in all areas of the national economy. Human resources act as a creative component in the organization and management using their mental, spiritual and psychological capabilities. Human resources study and analyze technical, technological possibilities and financial sources, make management decisions as a leading resource in any organization. Research methodology is related in personnel policy and the comprehensive study of strategic human resource management. Human resource management in industrial enterprises is the main subsystem management system. This issue affects on the development of the enterprise, increasing the quality of products, economic efficiency and profits. The importance of the research paper - is to apply the results in the management of industrial enterprises. Human resource management contributes to sustainable operation in enterprises and organizations. The scientific novelty of the research is the definition of a successful personnel policy in the enterprise. Thus, the article identifies strategic goals in human resource management, and develops a corporate concept in this area. The article discusses the application of new technologies for career development. The application of innovations and methods in the implementation of management functions is the basis for motivating the workforce in an organization. All functions and management methods are applied in the process of strategic management of human resources. Management methods are social in nature, as well as ensure the direct development of employees, labor resources and actively influence on the outcome. Management methods lead to the expansion of financial and economic activities of the enterprise, the development of economic activities, the growth of labor resources. Management methods allow to increase competitiveness, as well as to attract partners, suppliers, customers and others. In this regard, our research can be commended in terms of the application of innovation in management.
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Erdei, Renáta J., and Anita R. Fedor R. Fedor. "The Phenomenon and the Characteristics of Precariate in Hungary: Labormarket situation, Precariate, Subjective health." In CARPE Conference 2019: Horizon Europe and beyond. Valencia: Universitat Politècnica València, 2019. http://dx.doi.org/10.4995/carpe2019.2019.10284.

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Anita R. Fedor- Renáta J. Erdei Abstract The focus of our research is labor market integration and the related issues like learning motivation, value choices, health status, family formation and work attitudes. The research took place in the North Great Plain Region – Szabolcs-Szatmár-Bereg county, Nyíregyháza, Nyíregyháza region, Debrecen, Cigánd district (exception), we used the Debrecen and the national database of the Graduate Tracking System. Target groups: 18-70 year-old age group, women and women raising young children, 15-29 year-old young age group, high school students (graduate ones) fresh university graduates. The theorethical frameworks of the precariate research is characterized by a multi-disciplinar approach, as this topic has sociological, economic, psychological, pedagogical, legal and health aspects. Our aim is to show whether There is relevance between the phenomenon of precariate and labor market disadvantage and how individual insecurity factors affect a person’s presence in the labor market. How the uncertainties in the workplace appear in different regions and social groups by expanding the theoretical framework.According to Standing precariate is typical to low gualified people. But I would like to see if it also typical to highly qualifiled young graduates with favourable conditions.It is possible or worth looking for a way out of the precarious lifestyle (often caused by objective reasons) by combining and using management and education.Are there definite features in the subjective state of health of groups with classic precariate characteristics? Results The research results demonstrate that the precarious characteristics can be extended, they are multi-dimensional.The personal and regional risk factors of labor market exclusion can develop both in different regions and social groups. Precarized groups cannot be connected exclusively to disadvantaged social groups, my research has shown that precarious characteristics may also appear, and the process of precarization may also start among highly qualified people. Precariate is a kind of subjective and collective crisis. Its depth largely depends on the economic environment, the economic and social policy, and the strategy and cultural conditions of the region. The results show, that the subjective health of classical precar groups is worse than the others.
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Suvalova, T. V., V. I. Panin, and O. O. Chamberlain. "Career Opportunities Policy in Russia." In International Scientific Conference "Far East Con" (ISCFEC 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200312.203.

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Setor, Tenace, and Damien Joseph. "College-Based Career Experiences as Determinants of IT Labor Market Entry." In SIGMIS-CPR '16: 2016 Computers and People Research Conference. New York, NY, USA: ACM, 2016. http://dx.doi.org/10.1145/2890602.2890607.

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Peng, Shuijun, and Ling Liu. "Pollution Externality, Endogenous Labor Supply and Environmental Policy Choice." In 2008 4th International Conference on Wireless Communications, Networking and Mobile Computing (WiCOM). IEEE, 2008. http://dx.doi.org/10.1109/wicom.2008.1901.

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Wang, Lihe. "Analysis on Public Policy of Rural Surplus Labor Transfer." In 2nd International Conference on Contemporary Education, Social Sciences and Humanities (ICCESSH 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/iccessh-17.2017.227.

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Zou, Dexin, Shuang Wu, and Mingfa Wen. "Study on the optimal policy of athletes' career transition." In 2016 Chinese Control and Decision Conference (CCDC). IEEE, 2016. http://dx.doi.org/10.1109/ccdc.2016.7531087.

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Warsono, Warsono, and Ketut Prasetyo. "Educational Staff Responses About Policy Models About Career Development Policy Models at Surabaya State University." In Proceedings of the International Conference on Social Science 2019 (ICSS 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icss-19.2019.188.

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Mičiak, Martin, Alžbeta Kucharčíková, and Emese Tokarčíková. "Sustainability of Employment Using the Tools of Active Labor Market Policy." In Proceedings of the International Conference on Economics, Management and Technology in Enterprises 2019 (EMT 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/emt-19.2019.13.

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Pujiastuti, Endah, Retno Saraswati, and A. L. W. Lita Tyesta. "Toward Affirmative Legal Policy for Workers Through Centralization of Labor Supervision." In 2nd International Conference on Education and Social Science Research (ICESRE 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200318.013.

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Reports on the topic "Career in labor policy"

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Bianchi, Nicola, Giulia Bovini, Jin Li, Matteo Paradisi, and Michael Powell. Career Spillovers in Internal Labor Markets. Cambridge, MA: National Bureau of Economic Research, March 2021. http://dx.doi.org/10.3386/w28605.

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Deschenes, Olivier. Climate Policy and Labor Markets. Cambridge, MA: National Bureau of Economic Research, June 2010. http://dx.doi.org/10.3386/w16111.

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Castellanos, Kenneth, and Garth Heutel. Unemployment, Labor Mobility, and Climate Policy. Cambridge, MA: National Bureau of Economic Research, May 2019. http://dx.doi.org/10.3386/w25797.

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Blanchflower, David, and Andrew Levin. Labor Market Slack and Monetary Policy. Cambridge, MA: National Bureau of Economic Research, April 2015. http://dx.doi.org/10.3386/w21094.

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Bhattacharya, Joydeep, Casey Mulligan, and Robert Reed. Labor Market Search and Optimal Retirement Policy. Cambridge, MA: National Bureau of Economic Research, November 2001. http://dx.doi.org/10.3386/w8591.

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Garrett, Daniel, Eric Ohrn, and Juan Carlos Suárez Serrato. Tax Policy and Local Labor Market Behavior. Cambridge, MA: National Bureau of Economic Research, February 2019. http://dx.doi.org/10.3386/w25546.

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Stevens, Ann Huff, Michal Kurlaender, and Michel Grosz. Career Technical Education and Labor Market Outcomes: Evidence from California Community Colleges. Cambridge, MA: National Bureau of Economic Research, April 2015. http://dx.doi.org/10.3386/w21137.

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Card, David, Jochen Kluve, and Andrea Weber. Active Labor Market Policy Evaluations: A Meta-Analysis. Cambridge, MA: National Bureau of Economic Research, July 2010. http://dx.doi.org/10.3386/w16173.

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Galí, Jordi. Insider-Outsider Labor Markets, Hysteresis and Monetary Policy. Cambridge, MA: National Bureau of Economic Research, June 2020. http://dx.doi.org/10.3386/w27385.

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Lee, David, and Emmanuel Saez. Optimal Minimum Wage Policy in Competitive Labor Markets. Cambridge, MA: National Bureau of Economic Research, September 2008. http://dx.doi.org/10.3386/w14320.

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