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Journal articles on the topic 'Career in labor policy'
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1
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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Doherty, Kathleen M., David E. Lewis, and Scott Limbocker. "Presidential Control and Turnover in Regulatory Personnel." Administration & Society 51, no. 10 (September 18, 2019): 1606–30. http://dx.doi.org/10.1177/0095399719875458.
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Career executives often occupy administrative positions that determine the pace and content of policy, such as those responsible for developing regulations. Yet, presidential administrations need control over these positions to achieve policy aims. This article considers the extent to which new presidential administrations marginalize career executives in key regulatory positions by transferring responsibilities to another individual and whether the mere expectation of political conflict with a new administration drives career regulators from their positions. Using unique new data on 866 career regulators that led major rulemaking efforts between 1995 and 2013, we demonstrate that turnover among career executives in key regulatory positions increases following a party change in the White House. Turnover also increases during a presidential election year, but this effect is conditioned by bureaucrats’ expectations of the election outcome. Finally, career executives are more likely to depart in response to favorable labor market conditions. Given our findings that turnover in regulatory responsibilities is driven both by presidential marginalization and strategic exit by bureaucrats, we conclude with implications for presidential efforts to control the administrative state.
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El Baroudi, Sabrine, and Svetlana N. Khapova. "Academic Expatriation to Emerging Economies: A Career Perspective." Sustainability 13, no. 8 (April 13, 2021): 4296. http://dx.doi.org/10.3390/su13084296.
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Although the globalization of the academic labor market offers many advantages to academic institutions and their students, less is known about its (dis)advantages for academic expatriates’ careers. This paper seeks explanations of how academic expatriates aspire to invest in their careers in emerging economies by engaging both with the evidence of intelligent career theory, and with the literature on academic expatriation to emerging economies and on higher education. On the basis of these different streams of the literature, this paper identifies and outlines the institutional practices that could influence academic expatriates’ careers. This paper suggests that future research on academic expatriation to emerging economies can develop in at least three directions, namely, (a) the institutional practices at academic institutions in emerging economies, (b) the careers of academic expatriates, and (c) a reciprocal relationship between institutional practices and the individual careers of academic expatriates.
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Xu, Zhenhao, Tachia Chin, and Lele Cao. "Crafting Jobs for Sustaining Careers during China’s Manufacturing Digitalization." Sustainability 12, no. 5 (March 6, 2020): 2041. http://dx.doi.org/10.3390/su12052041.
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Accelerated digitalization coupled with ever-growing new job demands in China’s manufacturing industry has led to serious concerns about rising work stress and the loss of the sustainability of careers among production workers. They are trapped within an organization due to the lack of career alternatives in the labor market; under such occupational stress, some proactive workers may engage in expansive job crafting (JC) behaviors to get more resources to meet their career goals and make better career plans. As a result, this paper aims to investigate how Chinese manufacturing workers perform JC behaviors to translate perceived work stress into more control over their careers in today’s shrinking job market. Drawing on the job demands-resources (JD-R) theory, this study thus investigates how employee continuance commitment (CC), as a manifestation of work stress, influences career control that can reflect the sustainability of careers in such a turbulent time and how the three dimensions of employees’ JC (i.e., increasing structural job resources, increasing social job resources, and increasing challenging job demands) mediate the CC‒career control relationship, respectively. A time-lagged survey was carried out with a sample of 476 Chinese production workers. The results show that crafting jobs is instrumental in translating the degree of CC that embodies the level of work stress to the degree of career sustainability during the digital transformation of Chinese manufacturing. The article concludes with a discussion of the theoretical and practical implications. Limitations and their implications for future studies are also reviewed.
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BENNETT, JENNY, and KATJA MÖHRING. "Cumulative (Dis)advantage? The Impact of Labour Market Policies on Late Career Employment from a Life Course Perspective." Journal of Social Policy 44, no. 2 (November 11, 2014): 213–33. http://dx.doi.org/10.1017/s0047279414000816.
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AbstractWe investigate the labour market situation of older individuals in Europe in relation to their previous employment history as well as the regulations relating to employment protection legislation and early retirement. Specifically, we look at the competing risks of early retirement and late career unemployment. The central research question is whether policy effects differ according to the characteristics of an individual's previous work history. We employ data for twelve European countries from the Survey of Health, Ageing and Retirement in Europe (SHARELIFE) and estimate multilevel regression models. The results show different mechanisms for the risks of unemployment and early retirement. Late career unemployment results from individual factors related to fragmented careers, marginal employment and short tenures. In the case of early retirement, we find the interplay of individual and policy factors to be crucial. Persons with consistent careers have an increased probability of early retirement, but only in countries with generous early retirement benefits. However, employment protection legislation appears to counteract early retirement for this group of individuals. We conclude that policy factors do not have uniform effects for older individuals, but should rather be viewed against the background of previous developments in individual career paths.
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Greenfield, Mary C. "Benevolent Desires and Dark Dominations." Southern California Quarterly 94, no. 4 (2012): 423–78. http://dx.doi.org/10.1525/scq.2012.94.4.423.
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The career of the Pacific Mail Steamship Company’s SS City of Peking, 1874–1910, both outlined and undermined the currents of American cultural identity, national policy, industrial development, and immigration and labor history. Most significantly, the roles it played in the establishment of an American Pacific challenged the moral foundations on which the American political system was founded.
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Barnow, Burt S., Lois M. Miller, and Jeffrey A. Smith. "Workforce Entry Including Career and Technical Education and Training." ANNALS of the American Academy of Political and Social Science 695, no. 1 (May 2021): 260–74. http://dx.doi.org/10.1177/00027162211031811.
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This article reviews the basic patterns of employment and school enrollment for new labor market entrants in the period leading up to the Great Recession and in the decade thereafter. We find a persistent shift into four-year colleges that began during the Great Recession. At the same time, fewer youth are neither working nor enrolled in school. We see little change in occupational training programs during our study period, in program or in participation rates; in particular, rates of training provided via federal workforce development programs remain low among workforce entrants. The research literature on these programs has advanced but without large effects on policy or practice.
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Лобачёва and Anastasia Lobacheva. "YOUNG SPECIALISTS’ LABOR ACTIVITY STIMULATION AT THE ENTERPRISE." Management of the Personnel and Intellectual Resources in Russia 2, no. 6 (December 16, 2013): 58–62. http://dx.doi.org/10.12737/2408.
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This article is devoted to the issue of stimulation practical methods of young specialists labor activity application in the enterprise to effectively and fully use their labor potential. The young specialists’ labor activity level depends on the conditions and possibilities offered by the organization to its young members for the professional and creative development, career development, communication, ensure a decent standard of living, etc. Therefore, the question remains relevant ways to attract promising young people in the company, their conservation and consolidation of the organization, the material and non-material stimulation of their activity, as well as create the necessary legal and institutional frameworks for the young specialists effective work implementation in the enterprise and increase the youth personnel policy efficiency.
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Choudhry, Misbah, and Hina Uqaili. "Marriage versus career: a dilemma for professional women." Emerald Emerging Markets Case Studies 7, no. 1 (March 21, 2017): 1–18. http://dx.doi.org/10.1108/eemcs-05-2016-0097.
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Subject area Gender Roles, Human Resource Management. Study level/applicability HRM-related courses at undergraduate and MBA level. Can be used in executive training. Case overview Nida Akhtar, a 29-year-old factory unit supervisor and a labor union leader of one of the biggest private textile manufacturing companies of Pakistan, faces a crucial decision regarding her personal and professional life. She is getting married in a few months and may need to move to another city. She has been working at Shanza Textile Limited (STL) for the past nine years. In spite of several social pressures and sometimes unfavorable circumstances, she has continued working because of her determination and endurance. She has earned appreciation and respect from her organization as well as from her family and friends. She has an option of moving to STL’s female hostel if she wants to continue working. However, she will have to gain her husband’s consent to do this. Alternatively, she can look for another job in the new city, but in this way, she will not be able to enjoy the same rank and position which she currently enjoys. She is exploring possibilities, and she knows that this decision will not only affect her own future life but will also have a significant impact on her married life and on her future generation. Expected learning outcomes Introducing students to an important aspect of labor economics: determinants and demographics of female labor force participation rates, in the context of an emerging market like Pakistan. Enabling students and other participants to engage in a meaningful unbiased discussion regarding gender roles in workplaces of emerging markets. To make students familiar with related characteristics, issues and challenges faced by working women in developing and emerging economies. To devise and present policy suggestions for making work environment more conducive for the female workers. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes. Subject code CSS 6: Human Resource Management.
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Merleaux, April. "The Political Culture of Sugar Tariffs: Immigration, Race, and Empire, 1898–1930." International Labor and Working-Class History 81 (2012): 28–48. http://dx.doi.org/10.1017/s0147547912000063.
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AbstractThis article contends that the chronology of popular and legislative movements for restrictive tariffs and immigration exclusion in the United States ran parallel courses between 1898 and the 1930. Those who spoke for and against such policies did so using the rhetoric of race, labor, and empire. The article analyzes the career of Nevada Senator Francis G. Newlands in order to show how the sugar industry and Asian immigration were intrinsic to debates over imperial policy between 1898 and the First World War. The article then describes policy changes during the First World War. The war set the stage for renewed debates over immigration and the sugar trade in the 1920s as the newly formed Tariff Commission attempted to grapple with an oversupplied world sugar market. Their work ultimately reinforced the old associations among race, labor, and trade policy and did little to improve the global sugar crisis.
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Yoon, Kyung Hee, Sung-Ho Oh, and Bo-Young Kim. "The Influence Of Job Insecurity On Career Commitment And Attitude In Multinational Corporations." Journal of Applied Business Research (JABR) 34, no. 1 (December 29, 2017): 81–98. http://dx.doi.org/10.19030/jabr.v34i1.10096.
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As the perception of lifelong work shifts into lifelong career in the job insecurity market, the career development of employees through professional and competitive career management has become more important than being loyal to a lifelong work. Furthermore, in the case of multinational corporations, such as differentiation from the head office policy, cultural differences in labor relations, and the liquidity of business withdrawal, such a feature has a higher possibility of job insecurity than general companies. Therefore, the purpose of this study is to verify empirically how job insecurity influences career commitment and career attitude through individual, job and career characteristics as intermediation with the members of multinational corporations as objectives. For this purpose, a total of 366 questionnaire data that targeted 27 multinational corporations were collected and analyzed. The result shows that the job insecurity of multinational corporations affects individual characteristic rather than job or career characteristic, and it is confirmed that individual characteristic has an effect on career commitment and career attitude. In the end, multinational corporations, unlike ordinary domestic companies, need active organizational career development program that corresponds to an open corporate culture as well as innovative and open systems and policies that balance both internal and external networking activities in terms of human resource management of corporations.
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Rutledge, Emilie, and Mohammed Madi. "Parental influence on female vocational intentions in the Arabian Gulf." International Journal of Manpower 38, no. 2 (May 2, 2017): 145–59. http://dx.doi.org/10.1108/ijm-08-2015-0130.
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Purpose The purpose of this paper is to examine parental career-related behavior (PCB) in relation to the vocational intentions of female nationals enrolled at higher education institutions in the United Arab Emirates. Design/methodology/approach A conceptual framework was constructed to examine the interplay between the PCB factors of support, interference and lack of engagement, against context-relevant dimensions of gendered sociocultural barriers, public sector preferences and the likelihood itself of labor market entry. Survey data from face-to-face encounters (n=335) was collected. Findings Parental support was found to significantly reduce the perceived sociocultural barriers to workforce participation. Parental interference amplified these barriers and also increased public sector preferences. Those with educated fathers were more likely to seek labor market entry and consider atypical career paths, while those with a parent working in the private sector were more willing to consider this sector. Research limitations/implications One limitation was a sample comprising only female students, nonetheless it implies PCB has an impact on “national” female labor force participation (FLFP). Therefore, seeking to engage parents as more active stakeholders in vocationally related HEI interventions would benefit from greater policy attention. Originality/value This paper is the first to consider parental influence on FLFP using the PCB construct. Its value is in the framework model presented and its contribution to the discourse on the Arabian Gulf’s labor market dynamics.
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Brunner, Eric, Joshua M. Cowen, Katharine O. Strunk, and Steven Drake. "Teacher Labor Market Responses to Statewide Reform: Evidence From Michigan." Educational Evaluation and Policy Analysis 41, no. 4 (August 6, 2019): 403–25. http://dx.doi.org/10.3102/0162373719858997.
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We examine the effect of Michigan’s 2011 reforms to teacher evaluation and tenure policies on teacher retention. Our data are drawn from administrative records containing the population of public school employees from 2005–2006 through 2014–2015. To identify the causal effects of these reforms on teacher attrition, we utilize a difference-in-differences (DD) strategy that compares the exit rates of teachers with the exit rates of other professional staff in the same school districts who were not affected by the policy changes. We find that, on average, Michigan’s teacher reforms had little impact on teacher attrition overall. However, further analyses provide strong evidence that early-career teachers assigned to hard-to-staff districts were more likely to exit post-reform.
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Okon, Emmanuel Okokondem. "Female Labour Force, ICT and Growth Nexus in Nigeria." American Economic & Social Review 2, no. 1 (January 16, 2018): 33–41. http://dx.doi.org/10.46281/aesr.v2i1.152.
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Growth in the labor force is one of the determinants of a nation’s maximum sustainable, or potential, rate of economic expansion. However, in the period of study in this paper, the relationship between women’s participation in the labor force of Nigeria and economic growth is inverse and insignificant. This is attributed to the level of economic development, social norms, education levels, fertility rates and other factors. From policy perspectives therefore educational opportunities for the girl child should be extended to the nooks and crannies of the country so as to enhance socio-economic family planning techniques and methods to reduce the burden of women in the labour force. In the same vein, employers should be encouraged to give all gender equal opportunity and chance to pursue their potentials especially if they have potentials required for a particular job. However, particular attention should be focused on men by enlightening them on the essence of encouraging their spouses on any career they may choose as long as it does not affected the family in any way.
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Brewer, Gayle. "Career Planning and Awareness in Psychology Undergraduates." Psychology Learning & Teaching 8, no. 2 (January 1, 2009): 37–42. http://dx.doi.org/10.2304/plat.2009.8.2.37.
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The relationship between higher education and the labour market has been emphasised throughout educational policy and pedagogic literature. However, the labour market has become increasingly competitive, highlighting the importance of effective career planning. Perceptions of the labour market and career service usage were investigated in psychology undergraduates at one post 1992 English university. There was a low level of career service usage amongst undergraduates, and a considerable number of students were unaware of the facilities available. Degree route (generalised or specialised psychology) and year of study were not related to perceptions of the labour market or career service usage.
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Sublett, Cameron, and Janae Tovar. "Community College Career and Technical Education and Labor Market Projections: A National Study of Alignment." Community College Review 49, no. 2 (January 15, 2021): 177–201. http://dx.doi.org/10.1177/0091552120982008.
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Objective: This study sought to determine how aligned community college students’ declared majors were with long-term occupational projections. In addition, the study explored whether this link was sensitive to entry-level education. Method: The current study merged two disparate sources of national education and economic data to form a novel analytic file. The sample of students who attended public, 2-year community colleges were obtained from the Beginning Postsecondary Students Longitudinal Study (BPS:12/14), which tracked a cohort of students from 2011–2012 through 2013–2014. The second data set featured current and projected jobs numbers organized by the U.S. Department of Labor for the years 2016 and 2026. A series of logistic regression models controlling for both observed and unobserved state-level factors were employed to determine alignment. Results: There did not seem to be a clear correlation between community college students’ choice of career and technical education (CTE) major and labor market projections. Preferred model specifications indicated the decisions to major in the two most remunerative CTE cluster areas (information technology [IT] and Science, Technology, Engineering, & Math [STEM]) were negatively associated with projected market growth in a student’s home state. Contributions: Community colleges are particularly suited to provide the CTE coursework needed to respond to local labor shortages, yet it is not clear from existing research to what degree community college students choose major areas of study in CTE fields based on labor market projections in those fields. These results are of interest to researchers in light of federal policy requiring CTE programs match the current and future needs of local economies.
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Vaitulionienė, Renata, and Dalia Augienė. "CAREER EDUCATION IN GYMNASIUM: CAREER SPECIALIST POSITION." Baltic Journal of Career Education and Management 7, no. 1 (December 30, 2019): 21–32. http://dx.doi.org/10.33225/bjcem/19.7.21.
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Career education services is an important occupation policy element, a constituent part of labour market. For the education system, young person’s independence, career management competence development must be urgent. An appropriate personal career management and ability to make decisions must become education priority. Already at school young people have to be taught to consciously and purposefully make a career choice. Career education specialists, providing qualitative professional information, consultation, and career education services, can help them. Having carried out an individual interview, career education specialist opinion was analysed about students’ career education organisation in gymnasiums. The research results showed that various career education services are provided in educational institutions and this has an impact on students’ professional self-determination. However, according to all inquired informant opinion, they are insufficient, because students’ expectations are not completely satisfied. Besides, career education services are provided not systematically, and specialists are not provided the possibility to qualitatively provide services, proper financing is not allocated. Career education specialists think that in order this work is performed systematically and become useful for students, first of all, an attitude to this career position has to change, full time positions established in education institutions, for the work is carried out consistently and systematically.
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Stroh, Linda K., and Anne H. Reilly. "Making Or Buying Employees: The Relationship Between Human Resources Policy, Business Strategy And Corporate Restructuring." Journal of Applied Business Research (JABR) 10, no. 4 (September 22, 2011): 12. http://dx.doi.org/10.19030/jabr.v10i4.5902.
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<span>This study used cross level data from two different levels of management to examine the relationship between human resources policy, business strategy and corporate restructuring activities. The results suggested that corporate restructuring activities, not business strategy, accounted for a significant proportion of variance in the career patterns of managers. Organizations that had experienced more restructuring in the form of cutbacks in operations, reductions in force, voluntary terminations, and reorganizations had a remaining work force that had an external labor market orientation. These results challenge the theory of Miles & Snow (1984) and Sonnenfeld and Peiperl (1988) that suggests an organizations business strategy should be reflected in human resource policy.</span>
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Nykolaieva, Valentyna. "Analysis of government employment policy at the modern stage." Bulletin of Mariupol State University. Series: Philosophy, culture studies, sociology 10, no. 19 (2020): 124–29. http://dx.doi.org/10.34079/2226-2830-2020-10-19-124-129.
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The article reveals the directions of government policy in the field of employment, in particular: constant improvement of existing legislation, increasing the purchasing power of the population, preventing the development of unemployment and reducing it, stimulating economic activity, reforming public administration in the field of employment. Factors influencing the employment of the population of the regions: natural–geographical, demographic, economic, social, legislative–legal, political, legal, technical–technological, historical–cultural, ecological. Particular attention is paid to the modernization of the Government Employment Service through the expansion and active implementation of electronic and innovative services. As part of the reform of state employment policy in the of the Government Employment Service, new forms of social services were introduced: educational portal; provision of electronic social services to citizens and employers; institute of career counselor, differentiated approach to clients, taking into account skills, qualifications and provision of targeted services to return them to the labor market; individual plans for the provision of social services and employment. To modernize the civil employment service and determine its role and significance for society, the Strategy for the Development of the Civil Employment Service for 2020–2022 was developed and the service was improved on the basis of the main pillars of service provision, introduction of new approaches to staff work. It is proved that to overcome the employment crisis it is necessary to update the contents of the government employment policy, to shift the focus from payment of unemployment benefits to the creation of modern jobs and facilitate the unemployed to develop their activity and competitiveness in the labor market. In particular, national employment policy priorities, state employment programs, legislation and regulations should be developed at the state level. The entire content of public administration activities to implement employment policy should reflect the full range of active and passive measures of the state in the labor market and apply the most effective methods and techniques of public administration, taking into account the specifics of a particular region. Thus, the activities of public administration bodies to implement an effective employment policy should be aimed at creating more active measures in the labor market, considering the specifics of a particular region and community.
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AUERBACH, JUDITH D. "Employer-Supported Child Care as a Women-Responsive Policy." Journal of Family Issues 11, no. 4 (December 1990): 384–400. http://dx.doi.org/10.1177/019251390011004003.
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The recent “mommy track” debate raises questions about how employers ought best to accommodate women's (and men's) dual commitments to work and family. The “mommy track” approach suggests instituting different career paths for women who expect to have children and those who do not. A less discriminatory approach is to implement family-supportive policies applicable to both women and men. This article examines one such policy — employer-supported child care—and discusses its nature and its implications for improving labor force opportunities for women. Primary data come from two sources: a survey of 99 randomly selected employers in three Eastern states and in-depth interviews with 25 employers across the country, 20 that already support a child-care benefit and five that considered it but decided not to. The article concludes that although employers support child care out of their own organizational self-interest, the implication of their support for women's occupational advancement is not insignificant.
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Cioca, Lucian-Ionel, and Mihaela Laura Bratu. "Sustainability of Youth Careers in Romania—Study on the Correlation of Students’ Personal Interests with the Selected University Field of Study." Sustainability 13, no. 1 (December 29, 2020): 229. http://dx.doi.org/10.3390/su13010229.
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Sustainable use of resources is an act of social responsibility, in which all the factors that benefit or exploit that resource are involved. Education, with its most important goal—finding a place in the labor market in the form of a career—is a process that involves multiple financial, human and institutional resources. The present study analyzes to what extent the careers that young people in Romania build correlate with their personal interests. Using the Holland Test, the interests of a group of engineering students were identified. It was observed that there are three typologies of people: those who have chosen their field of study according to their interests, those who are interested in interdisciplinary fields of which engineering is a part and the third category, who have no interest in the field of engineering. The percentages of the three categories are approximately equal, which should determine the change of educational policies in Romania, in the sense of promoting and practicing career guidance for the early discovery of young people’s interests and the sustainable convergence of all resources towards them.
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Augienė, Dalia. "CAREER SPECIALIST ACTIVITY IMPORTANCE IN THE CONSTANTLY CHANGING ACTIVITY WORLD CONTEXT." Baltic Journal of Career Education and Management 6, no. 1 (December 28, 2018): 4–5. http://dx.doi.org/10.33225/bjcem/18.6.4.
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In European Union rational and purposeful human recourse use and their high professional preparation is regarded as a priority target of education and labour market policy. Professional guidance, career education and career planning services are important for education system and labour market and their close interrelationship. Career management as a lifelong lasting process in our contemporary society becomes very urgent due to many reasons. First, labour market demand change is becoming more rapid. People more often have to change the type of activity and organisation. Second, at this moment labour market needs new quality workers, not only able to acquire a certain level professional education, but also to adequately react to organisational, regional, national, global, social and economic environment dynamics, able to establish and implement strategies how to choose, master, coordinate work and other social roles with personal life values and ambitions. New requirements appear for human activity, a new career conception. Therefore, it is necessary to systematically provide career services to people, seeking to help them plan career and be successful professionals. Professional consultation service importance reflects in various European Commission and Lithuanian documents. In many documents it is emphasised that professional consultation services is the most important teaching and occupation policy element. Professional consultation has to play a crucial role encouraging learning availability, mobility, to raise learners’ motivation, to increase occupation and to decrease unemployment.
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Pilkienė, Simona, and Laima Sajienė. "Master Studies in Education Sciences in Today’s Society: The Graduates’ Attitude." Pedagogika 112, no. 4 (December 23, 2013): 113–18. http://dx.doi.org/10.15823/p.2013.1783.
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European Higher Education Area, the market economy and the labor market, the change of concept of study quality and its relation to the labor market, the changes of society and concept of vocational education influence the university and labor market interactions. The research problem – the curriculum of master studies in education sciences does not reflect actual interaction between mass higher education and the labor market needs. The article seeks to identify the approach of graduates to mission of master studies in education science in today’s society, the importance of the development of their personality and professional career.
The results have shown that the mass phenomenon of the graduates of higher education in education sciences is perceived positively: the aim of mass higher education is to develop a holistic education of person, not specifically defied professional activities. Graduates evaluating the mission of master studies in education sciences, in the context of needs of labor market, distinguish the independent, critical-thinking, innovation developing education of personality. Such a choice confirms the importance of master studies in education sciences to analysis of the results of personal life.
Master of Education sciences enrolls students with the motivation to continue their studies in education, some of them are already working in the education system.
Master studies of Education sciences is focused on the research works, quality of education assessment and development of managerial competencies. Meanwhile, little attention has been paid to educational policy analysis, career guidance, expertise, consultancy, project work skills development. While the pedagogical competence development in education graduate studies has been given little attention, but graduates in this professional activities feel strong and think that researchers with Master degree of education science also need a teacher qualification.
Most of the graduates had not the opportunity to practice, but notes that they were missing. In postgraduate student opinion, practice should aim to adapt existing theoretical knowledge and abilities in specific work situations and gain the skills and experience needed for their future careers.
Most of the surveyed graduates work in the field of education. However, the unanimous consensus, whether professional activities require the master of education sciences degree, is absent. Graduates with Master of Education Sciences degree have occupied various positions in professional activities: from the highest executive positions to specialist in administrative, didactic, project and research area.
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Матюшко and A. Matyushko. "Employment preferences of employers and competence requirements for young professionals." Management of the Personnel and Intellectual Resources in Russia 3, no. 3 (June 17, 2014): 30–34. http://dx.doi.org/10.12737/4874.
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Labor market almost daily updated with young professionals — university graduates, who get up to the first stage of his career. Young professionals or the university graduates make up a large part of the working population of Russia and occupy an important place in the reproduction and development of human resources and are major innovative potential. Transition to innovative development of Russia’s economy implies new requirements for the development of young people, and for the youth policy objectives. The main goal of the medium-and long-term national youth policy is to increase the human capital of young people and increase their competitiveness.The idea of the perfect young professional today is variously as employers and graduates.This article presents the results of Orenburg region employers research. Main research areas: staffing needs of employers and ways of addressing them, the general and specific requirements of employers to young professionals, evaluation of the young specialists level of training. Practical recommendations to improve the competitiveness of young professionals on the labor market and the development of partnerships with higher education institutions and employers in the region.
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Hayward, Sarah, and Elizabeth Fee. "More in Sorrow Than in Anger: The British Nurses' Strike of 1988." International Journal of Health Services 22, no. 3 (July 1992): 397–415. http://dx.doi.org/10.2190/ckjc-ugcx-dtfn-w9ak.
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In early 1988 the nurses of Britain's National Health Service reached a peak of frustration. They took unprecedented industrial action to bring the state of nursing, and problems within the Health Service, to the attention of the nation. Throughout the crisis there was acrimonious debate between the Royal College of Nursing, which acts as both a professional association and a negotiating unit and opposed the strike, and the trade unions, which organized it. Their conflict undermined the nurses' solidarity and highlighted deep and complex tensions within the profession. On the day of action, labor withdrawal was widespread but inconsistent. In the end, the nurses made some gains, but most of their concerns were ignored. The government promoted the divisions between nursing unions; the media were critical of the nurses' actions; however, the labor movement supported them, and the British Medical Journal voiced the merits of the nurses' case. The struggle of the British nurses exemplifies issues and dilemmas facing nurses throughout the world. The increasing militancy of nurses in many countries reflects their dissatisfaction with pay, working conditions, and career opportunities. Many nurses are torn between the ideals of professionalism and the realities of their workplace and are ambivalent about the principles of collective bargaining. This article addresses these ambivalences and stresses the need to find creative solutions to match nurses' unique place in the political economy of health care.
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Augienė, Dalia, and Vincentas Lamanauskas. "MAGISTRANTŪROS STUDIJŲ PROGRAMA KARJEROS EDUKOLOGIJA: MODERNUS POŽIŪRIS Į KARJEROS VALDYMĄ [MASTER’S DEGREE STUDY PROGRAMME CAREER EDUCATION: MODERN POSITION TO CAREER MANAGEMENT]." ŠVIETIMAS: POLITIKA, VADYBA, KOKYBĖ / EDUCATION POLICY, MANAGEMENT AND QUALITY 9, no. 2 (November 25, 2017): 98–106. http://dx.doi.org/10.48127/spvk-epmq/17.9.98.
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Lithuanian economic success mostly depends not on how much of the youth graduate studies in higher education, but on that, if each of them in their activity and working world finds a place corresponding mostly to their demands and abilities. Therefore, effectively provided professional orientation, information, consultation and career projection and planning services become important both for education system and for labour market and their interaction. Namely, these services help to better use human resources, because favourable conditions are formed for people ability and interest compatibility with current learning and occupation possibilities. Professional consultation and orientation, career planning services have to be the most important element of learning and occupation policy at national, regional and local levels, also a constitutive part of labour market policy. Second stage (master’s degree) study programme in social sciences Career Education carried out in Siauliai university prepares career specialists, able to understand career process in a modern way and provide professional orientation, information, consultation and planning services. During the studies it is sought to form conditions for the person to acquire university master’s degree in social sciences (education) based on direction related scientific research, assuring educational culture continuation, conforming to the newest technology level, corresponding to lifelong learning and harmonious development attitudes. Keywords: career education, professional orientation, study programme, vocational guidance.
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Jiang, Xiushan. "Early Career Outcomes of International Bachelor’s Degree Recipients from U.S. Institutions: The Role of International Status and Region of Origin." Journal of International Students 8, no. 2 (April 1, 2018): 925–59. http://dx.doi.org/10.32674/jis.v8i2.121.
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Based on neo-racism theory and human capital theory, this study examined whether international bachelor’s degree recipients who graduated from U.S. institutions have significant early career outcome differences compared to domestic bachelor’s degree recipients in terms of major-job match, annual earnings, and job satisfaction. Recognizing the significant differences in language, culture, and socio-economic conditions among immigrants from different countries of origin, this study further explored possible differences in career outcomes of international bachelor’s degree recipients by regions of origin. The findings of this study suggest that international degree recipients have gained labor market parity in majorjob match as well as salary and job satisfaction with their domestic counterparts, all things being equal. Further, this study found evidence that region of origin plays an important role in shaping international bachelor’s degree recipients’ major-job match and annual earnings. The policy implications for postsecondary institutions and the U.S. as a society are discussed.
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Wesolowski, Katharina, and Tommy Ferrarini. "Family policies and fertility." International Journal of Sociology and Social Policy 38, no. 11/12 (October 8, 2018): 1057–70. http://dx.doi.org/10.1108/ijssp-04-2018-0052.
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Purpose The purpose of this paper is to analyze the link between two different family policy dimensions – one supporting the combination of work and parenthood and one supporting stay-at-home mothers – and fertility rates between 1995 and 2011 in 33 industrialized countries. Design/methodology/approach Total fertility rates were regressed on the two policy dimensions, earner–carer support and traditional–family support, using pooled time-series analysis with country fixed effects and stepwise control for female labor force participation, unemployment rates and GDP. Findings The analyses show that earner–carer support is linked to higher fertility, while traditional–family support is not. Also, higher female labor force participation is linked to higher fertility before GDP is included. Conversely, higher unemployment is correlated with lower fertility levels. Sensitivity analyses with and without day care enrollment on a smaller set of countries show no influence of day care on the results for family policy. Originality/value The results give weight to the argument that family policies supporting the combination of work and parenthood could increase fertility in low-fertility countries, probably mediated in part by female labor force participation. Earnings-related earner–carer support incentivizes women to enter the labor force before parenthood and to return to work after time off with their newborn child, thus supporting a combination of work and parenthood.
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Augienė, Dalia. "BENDROJO UGDYMO MOKYKLOS KARJEROS SPECIALISTO VAIDMUO UGDANT MOKINIŲ KARJEROS KOMPETENCIJAS [GENERAL EDUCATION SCHOOL CAREER SPECIALIST’S ROLE DEVELOPING STUDENT CAREER COMPETENCIES]." ŠVIETIMAS: POLITIKA, VADYBA, KOKYBĖ / EDUCATION POLICY, MANAGEMENT AND QUALITY 10, no. 3 (December 15, 2018): 102–4. http://dx.doi.org/10.48127/spvk-epmq/18.10.102.
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In Lithuanian context, professional consultation, information and career education is considered one of the most important factors, encouraging occupation, labour force adaptation to market conditions, entrepreneurship and equal possibilities. Lately, it is more and more related to social and economic policy. General education school and the subjects functioning in it: the students themselves, class teachers, subject teachers, administration play the main role in career education process. A special role in students’ career education have career specialists. School career specialist helps the student to cognise his professional calling, personal abilities, interests, to acquire career planning and its management abilities, to accumulate necessary knowledge and skills, general competencies for career goal implementation, to learn flexibly react to changes, to be able to make appropriate decisions, to acquire lifelong learning motivation, to solve personal life questions. School has to assure effective development of career competencies, which are necessary to consciously and successfully create and manage your career, and respecting student’s inclinations, values and abilities, to help him cognise himself, the activity world, and to choose future career. Keywords: career education, future career, general education, educational process.
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Campbell, Marie L. "Nurses' Professionalism in Canada: A Labor Process Analysis." International Journal of Health Services 22, no. 4 (October 1992): 751–65. http://dx.doi.org/10.2190/4bwc-e82r-a998-h55r.
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This article draws on a body of research conducted by the author over the past ten years on the social organization of nursing work. It explores questions surrounding nurses' contemporary labor process control and its meaning for nurses' professionalization and proletarianization. Both are dynamic processes, changing as public administration of the Canadian health care system changes and as nurses are successful in winning more complete self-regulation. Nurses are currently being articulated more and more securely to dominant ideas of public sector management through textually mediated technologies. Nurses find new upwardly mobile careers and challenging, responsible, and more respected work. However, as the generation of objective information for professional accountability, cost-accounting, and managerial decision-making becomes unified in computerized patient information systems, producing and using such information becomes a central and determining core of everyday nursing work. It organizes nurses into a “managed” practice of patient care, contradictory for them in many ways. Outstanding among these contradictions is a new professionalized standpoint of cost-efficiency that subordinates nurses' traditional interests and grounding of their work in the standpoint of care.
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Suhaimi Nahar, Hairul, and Erlane K Ghani. "ASIAN EDUCATION FOR THE WORLD LABOR MARKET: A MALAYSIAN SURVEY OF MIGRATION PROPENSITY." Humanities & Social Sciences Reviews 8, no. 2 (September 29, 2020): 985–92. http://dx.doi.org/10.18510/hssr.2020.82109.
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The purpose of the study: This research explores issues related to human mobility trend reflecting an increasing outflow of intellectual talents by surveying the migration propensity of future professional labours in Malaysia using small samples from selected universities having different establishment orientation and student compositions. It also surveys factors of their migration intention decisions.
Methodology: A quantitative approach utilizing a questionnaire survey distributed to final year students was adopted. A total of 193 usable responses are used in the analysis covering descriptive and mean differences across five identified dimensions of gender, race, academic performance, university type, and education financing.
Main Findings: The results indicate that 51% of the respondents have the intention of leaving the country, the majority of whom are private university students, females, Malays, studies funded by education loans, and those from the average group of academic achievement. The low economic reward was ranked first as the main factor in influencing their migration decision. Surprisingly, the worldwide application of accounting-based knowledge plays little role in students’ decision of migrating abroad, signalling students' inability to appreciate the economic consequence of mastering such knowledge and skills.
Implications: The research contributes to the public policy debate with respect to education and human mobility by providing a strong basis for a reality check on the sustainability of Malaysia’s future landscape of its professional labour market. It also feeds critical policy inputs for all stakeholders involved, particularly the employers, in providing future Malaysian professionals with a conducive, meaningful, and rewarding career to attract and retain them.
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Arlow, Jonathan. "A JobBridge to nowhere: The National Internship Scheme as fast policy leading to bad policy." Administration 67, no. 2 (May 1, 2019): 71–93. http://dx.doi.org/10.2478/admin-2019-0014.
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AbstractJobBridge, the Irish National Internship Scheme, was a labour activation measure launched in July 2011, during a period of extreme economic crisis, and was marketed as a chance for young people to gain career experience in quality work placements. Over 60 per cent of participants found employment after leaving the scheme but it suffered from high deadweight losses and was widely criticised as exploitative during its existence. This was quite predictable, which leaves the puzzle as to why JobBridge was designed without more regulations to protect the entry-level jobs market and the interests of the unemployed? This paper will trace the processes behind this suboptimal decision-making. First, it will show the institutional factors influencing poor policy decisions on labour activation. Then it will explain the main incentives behind an under-regulated programme, which were the need to develop a workable scheme as quickly as possible and to do this without significant funding. Finally, it will show how the decision-making process prioritised the interests of the Labour Party, government, business and the concerned parents of unemployed youth over the interests of the unemployed.
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Madsen, Per Kongshøj. "Working time policy and paid leave arrangements : the Danish experience in the 1990s." Transfer: European Review of Labour and Research 4, no. 4 (November 1998): 692–714. http://dx.doi.org/10.1177/102425899800400409.
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With regard to the long-run increase in unemployment, trends in Denmark differ little from those in other European and OECD countries. In the last three to four years, however, Denmark has seen a very clear drop in unemployment from a peak of 12.4 per cent in 1994 to 7.7 per cent in 1997. The factors influencing this development have included stronger economic growth, a labour market reform conducted in 1994 and the increasing popularity of a range of programmes for early retirement or paid-leave arrangements. In this contribution, the author outlines the most important steps in working time developments in Denmark, concentrating above all on a description of the paid-leave arrangements which may be regarded as the most innovative component of Danish labour market policy in the 1990s. Paid-leave arrangements are programmes offering financial incentives to workers to take career breaks for purposes of childcare, further training or sabbaticals, etc. They are intended to encourage both employees and unemployed workers to leave the labour market for good or to take a career break. They are linked with the fixed-term recruitment of unemployed workers to the posts vacated. The article contains empirical findings concerning the assessment, take-up rates and employment effects of such paid-leave arrangements.
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Saunders, Malcolm, and Neil Lloyd. "Holding Australia to Ransom: The Colston Affair, 1996–2003." Queensland Review 17, no. 1 (January 2010): 59–74. http://dx.doi.org/10.1017/s1321816600005262.
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Probably no one who has entered either federal or state Parliament in Australia departed from it as loathed and despised as Malcolm Arthur Colston. A Labor senator from Queensland between 1975 and 1996, he is remembered by that party as a ‘rat’ who betrayed it for the sake of personal advancement. Whereas many Labor parliamentarians – most notably Prime Minister ‘Billy’ Hughes in 1917 have left the party because they strongly disagreed with it over a major policy issue or a matter of principle, in the winter of 1996 Colston unashamedly left it to secure the deputy presidency of the Senate and the status, income and several other perquisites that went with it. Labor's bitterness towards Colston stems not merely from the fact that he showed extraordinary ingratitude towards a party that had allowed him a parliamentary career but more especially because, between his defection from the party in August 1996 and his retirement from Parliament in June 1999, his vote allowed the Liberal-National Party government led by John Howard to pass legislation through the Senate that might otherwise have been rejected.
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Marginson, Simon. "A Perspective on Higher Education and Client Servicing in the Vanstone Era." Australian Journal of Career Development 6, no. 2 (July 1997): 11–15. http://dx.doi.org/10.1177/103841629700600205.
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The changes to higher education policy in Australia announced by Senator Amanda Vanstone in August 1996 have significantly altered the environment in which university career services operate. The increased emphasis on competition between institutions, in the context of the requirement that institutions generate more of their own income, has differential effects on different kinds of universities. The older “sandstone” universities and the larger universities of technology have seen their competitive position improve, while the situation facing other universities is becoming more difficult. The new environment has also placed pressure on careers advisers to generate better labour market information for students and to recover a growing proportion of their own costs.
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Kizilova, K., and E. A. Mosakova. "The birth rate in BRICS countries under the gender inequality in the labor market." RUDN Journal of Sociology 19, no. 4 (December 15, 2019): 630–38. http://dx.doi.org/10.22363/2313-2272-2019-19-4-630-638.
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Demographic security under the uneven replacement of population due to significant fluctuations in birthrates is one of the most important problems for many states and global communities. According to the numerous studies, the developed countries face the challenge of depopulation and need to increase fertility, while the developing countries experience demographic boom and need to reduce fertility. The article considers the dynamics of fertility rates in the BRICS countries in the context of gender inequality in labor relations. The authors show that gender discrimination in labor relations affects fertility. The BRICS countries demonstrate that the lower birthrate the higher the level of women’s employment, of women’s wages, of gender equality in the economic sphere, and the larger the share of female students in the higher education. For the contemporary Russian society this correlation is reverse. The BRICS group consists mainly of developing countries, whose demographic transition has not yet been completed. For this reason, these countries demonstrate a negative correlation between fertility and gender inequality in the labor market. According to the sociological research findings, women there are still challenged with the choice between family and employment. Significant gender inequality in the labor market is an additional factor that forces women into the sphere of family employment. Gender discrimination in the labor market in Russia has a completely different impact on the birthrate than in other BRICS countries: a lower level of gender inequality in the labor market, on the contrary, contributes to the higher fertility. On the one hand, the higher level of gender equality in the labor market makes it easier for women to combine family employment and career, which results in larger number of children per family. On the other hand, the tradition to have several children declines. Therefore, the gender equality policy in a long run determines a smaller number of children per family in the future.
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Schleutker, Elina. "Women’s Career Strategy Choices and Fertility in Finland." Finnish Yearbook of Population Research 48 (January 1, 2013): 103–26. http://dx.doi.org/10.23979/fypr.40931.
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To better understand the correlation between fertility, female employment, and family policy, this paper employs Finnish register data on women born in 1969 to study the association between women’s labour market careers and fertility. The investigation is based on a theoretical argument which holds that women make different kinds of strategic choices about their careers as influenced by their own preferences, family policies, and household resources. Women are divided into three different groups based on their activity in the labour market from the month they reach age 18 until the month before they turn 35. The level and timing of fertility, the central characteristics of the women belonging to the different groups, and the entry into motherhood are examined with descriptive statistics and event history techniques. Results show that Finnish women’s choices concerning employment and fertility are relatively heterogeneous: At one end of the scale a considerable number of women stay outside the labour market for longer periods of time, enter motherhood at a relatively early age, and have large families, whereas at the other end we find women with long periods of continuous education and employment, high age of entry into motherhood, and small family sizes.
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Watts, Anthony G., and Tony Watts. "The role of the Market in Career Counselling Delivery." Australian Journal of Career Development 6, no. 3 (October 1997): 29–34. http://dx.doi.org/10.1177/103841629700600310.
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This article explores the roles of public policy in career guidance delivery. Traditionally, most career guidance services have been structured towards the provision of social welfare to the public sector. The New Right critique of this has led to attempts to apply market principles to guidance delivery. This can take the form of a market or quasi-market in guidance. However, guidance can also be viewed as a market-maker: a means of making the labour market and education and training markets work more effectively. Some experiments in applying these principles in the UK and elsewhere are analysed.
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Nikolaeva, Natalya I., Andrey S. Filin, and Glafira S. Dikaya. "Assessment of labor conditions of working drilling units for oil production." HEALTH CARE OF THE RUSSIAN FEDERATION 65, no. 1 (March 5, 2021): 50–53. http://dx.doi.org/10.47470/0044-197x-2021-65-1-50-53.
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Introduction. During oil production, drillers are exposed to harmful occupation production factors: noise, vibration, the severity and intensity of work, microclimatic conditions, oil, and components. The purpose of the study was to conduct comprehensive investigations of working conditions and health status, to assess the occupational risk of drillers at an oil production enterprise. Material and methods. The work was carried out within the framework of the special assessment of working conditions carried out according to the plan. The influence of occupational factors of the production environment on workers’ health was assessed by indices of occupational morbidity and the results of periodic medical examinations of drillers servicing the drilling rig for oil production driller 5000.320 ERO for the period 2013-2018. Results. Analysis of the measured parameters of harmful occupation factors indicates noise, vibration, and psychophysiological indices to be the leading indices of working conditions that affect the employees’ health. The general assessment of employees’ working conditions corresponds to the class- 3.3 (harmful), the category of occupational risk - high (unbearable). The source of harmful effects on workers is the equipment of the drilling rig 5000.320 ERO. Analysis of medical documents drillers over 5 years revealed a link between working conditions and the development of occupational diseases (vibration disease, sensorineural hearing loss); between operating conditions and the development of career-related diseases: musculoskeletal system (arthrosis, arthritis, osteochondrosis, etc.); the peripheral nervous system (radiculitis, plexitis, polyneuritis, etc.); diseases of the respiratory system (bronchitis, pneumonia, asthma, and respiratory diseases, etc.). Conclusion. To prevent the negative impact of harmful production factors at the enterprise it is necessary to provide many preventive measures: automation, mechanization, sealing of equipment, employees have to be equipped with personal protective equipment, improving the quality of preliminary and periodic medical examinations.
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Cherusheva, H. B., and А. V. Syniakov. "Vital Problems of the Career Guidance Work in Higher Education Establishments: The Socio-Economic Context." Statistics of Ukraine 89, no. 2-3 (November 24, 2020): 107–16. http://dx.doi.org/10.31767/su.2-3(89-90)2020.02-03.12.
Full textAbstract:
The latest years are marked by the considerably aggravated demographic situation in Ukraine, which enhanced the competition among higher education establishments (HEEs) on the education services market and intensified the vocational guidance work in HEEs among student youth. The vocational guidance work, gaining special significance as early as in times of Ukraine’s transition to the market economy, still remains an important element of the government policy. It helps identify and purposefully develop talents and inclinations of a person, his/her professional and cognitive interests regarding the choice of future specialty, effectively increase his/her social and professional mobility and form his/her needs and willingness to labor activities.
The authors justify the need for essential change in the higher education system of Ukraine. The social background for the professional choice, the dynamics of value orientations and values of student youth, specifics of the vocational guidance work in HEEs are studied by case of the National Academy of Statistics, Accounting and Audit (NASAA). Details of the system for vocational guidance work in NASAA are given, with formulating its core objectives and outlining the phases and areas of implementation. Results of a survey lead the authors to the conclusion about a gap between the needs of the labor market in highly skilled specialists, on the one hand, and the professional orientations and choices of student youth, on the other, resulting in a higher probability of casual entrances of applicants to HEEs. This gives birth to moral and psychological collisions of the personal nature, with the subsequent dissatisfaction with the chosen profession, staff turnover and migration of young specialists across economic sectors. It is revealed that full-fledged and comprehensive information and education efforts and qualified vocational guidance services on professional choice rendered to student youth can be most effective given the concerted actions of HEEs, schools and other social institutes.
The authors’ studies allow them to identify problematic points in the vocational guidance work and outline the main areas of further improvements in the vocational guidance.
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Cherusheva, H. B., and А. V. Syniakov. "Vital Problems of the Career Guidance Work in Higher Education Establishments: The Socio-Economic Context." Statistics of Ukraine 89, no. 2-3 (November 24, 2020): 107–16. http://dx.doi.org/10.31767/su.2-3(89-90)2020.02-03.12.
Full textAbstract:
The latest years are marked by the considerably aggravated demographic situation in Ukraine, which enhanced the competition among higher education establishments (HEEs) on the education services market and intensified the vocational guidance work in HEEs among student youth. The vocational guidance work, gaining special significance as early as in times of Ukraine’s transition to the market economy, still remains an important element of the government policy. It helps identify and purposefully develop talents and inclinations of a person, his/her professional and cognitive interests regarding the choice of future specialty, effectively increase his/her social and professional mobility and form his/her needs and willingness to labor activities.
The authors justify the need for essential change in the higher education system of Ukraine. The social background for the professional choice, the dynamics of value orientations and values of student youth, specifics of the vocational guidance work in HEEs are studied by case of the National Academy of Statistics, Accounting and Audit (NASAA). Details of the system for vocational guidance work in NASAA are given, with formulating its core objectives and outlining the phases and areas of implementation. Results of a survey lead the authors to the conclusion about a gap between the needs of the labor market in highly skilled specialists, on the one hand, and the professional orientations and choices of student youth, on the other, resulting in a higher probability of casual entrances of applicants to HEEs. This gives birth to moral and psychological collisions of the personal nature, with the subsequent dissatisfaction with the chosen profession, staff turnover and migration of young specialists across economic sectors. It is revealed that full-fledged and comprehensive information and education efforts and qualified vocational guidance services on professional choice rendered to student youth can be most effective given the concerted actions of HEEs, schools and other social institutes.
The authors’ studies allow them to identify problematic points in the vocational guidance work and outline the main areas of further improvements in the vocational guidance.