Academic literature on the topic 'Graduate-entry jobs'
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Journal articles on the topic "Graduate-entry jobs"
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Kjeldsen, Erik K. M. "Sport Management Careers: A Descriptive Analysis." Journal of Sport Management 4, no. 2 (July 1990): 121–32. http://dx.doi.org/10.1123/jsm.4.2.121.
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This study utilized alumni of one sport management graduate program in an effort to investigate career paths in sport management. A representative sample of 126 alumni was selected from a population of 251 students who had graduated over a 10-year period. A total of 69 usable returns were received, for a response rate of 54.8%. Specific points during the professional, preparation period and during the working career were examined as benchmarks in the career path. The number of alumni maintaining jobs in the field at each benchmark shed light on career retention and on the factors contributing to attrition. The five benchmarks selected were entry into the graduate program, exit from the program, the internship, first job, and final job. Salary at each job level and satisfaction were measured in an effort to better understand the nature of a sport management career. The analysis was differentiated by sex and by the various subfields in the sport management profession.
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Mayekiso, Cwenga, and Emeka E. Obioha. "Features of Graduate Underemployment in South Africa : A Study in Mthatha, Eastern Cape Province." African Journal of Development Studies (formerly AFFRIKA Journal of Politics, Economics and Society) 11, no. 1 (March 1, 2021): 169–91. http://dx.doi.org/10.31920/2634-3649/2021/v11n1a8.
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This paper articulates the patterns and feel of graduate underemployment in Mthatha, a South African town in the Eastern Cape Province. Foregrounded on Peter Blua’s Social Exchange Theory, this study adopted a quantitative approach. A sample of 60 respondents was drawn from underemployed graduate population through a combination of stratified and random sampling techniques. Data collected from survey (questionnaire) were analysed with appropriate tools in the Statistical Package for the Social Sciences. The study found that majority of underemployed graduates are between 21 and 25 years of age, married, hold bachelor’s degrees in Social Sciences. Gender, qualification type and level of qualification have no significant influence on determining underemployed graduates’ choice of occupation as single and combined variables or factors. While only very few (5%) of the underemployed graduates are never happy at work, femaleness, older graduates, Africans, higher qualification, higher basic salary and longer years of underemployment best predict happiness at work, although not at significant level, except for basic salary. A majority of graduates (73.3%) do sometimes consider leaving their current jobs, even when there are no alternatives. This is influenced by maleness, older graduates, being Whites, higher qualification, lower basic salary and lower years of underemployment. Lack of networking was found to be the most important factor in graduate underemployment, followed by lack of experience and gender not being significant. This study recommends policy intervention by state, where there is legislation that provides for entry level jobs that may not require previous experience. Also, there should be another legislation that protects the underemployed through salary regulation and incentivising of employers that engage workers in such capacity.
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Thaler, Richard H. "Anomalies: Interindustry Wage Differentials." Journal of Economic Perspectives 3, no. 2 (May 1, 1989): 181–93. http://dx.doi.org/10.1257/jep.3.2.181.
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Firms advertise widely varying wages for jobs that appear to be very similar, such as secretary, data entry clerk, or “tele-marketing representative.” Students who graduate from Cornell's MBA program often receive offers from several firms in the same city with substantially different salaries. These observations seem to violate the law of one price, a fundamental component of the theory of competitive markets. The impression created by these casual bits of data is confirmed by more careful investigations. Some industries appear to pay higher wages than others, even when (measurable) labor quality is held constant. These interindustry wage differentials apply across occupations (if one occupation in an industry is high paid, then all other occupations tend to be) and over time. Why?
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Mansour, Bassou El, and Jason C. Dean. "Employability Skills as Perceived by Employers and University Faculty in the Fields of Human Resource Development (HRD) for Entry Level Graduate Jobs." Journal of Human Resource and Sustainability Studies 04, no. 01 (2016): 39–49. http://dx.doi.org/10.4236/jhrss.2016.41005.
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Thompson, Sheri. "ADVANCING DIVERSITY IN ADRD/AGING RESEARCH AND CLINICAL CARE: EDUCATIONAL AND CAREER TRAJECTORIES OF MSTEM MENTEES." Innovation in Aging 6, Supplement_1 (November 1, 2022): 857. http://dx.doi.org/10.1093/geroni/igac059.3068.
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Abstract As an NIA-funded mentorship program, MADURA addresses the lack of diversity among Aging and Alzheimer’s Disease & Related Dementia (ADRD) researchers and clinicians. Aims include improving retention and academic success of URM MSTEM undergraduates, and increasing rates of graduate/medical school applications and entry into Aging/ADRD clinical careers. MADURA offers paid research lab experience, weekly whole-cohort research skills training, guest seminars and presentations, and weekly faculty-facilitated small group supervision, advising and support. It served 23–29 undergraduates/quarter, in its initial five quarters. The Program accepts students at varying undergraduate educational levels, particularly because students from target populations often enter as Junior-level transfers from community colleges. Thus, although the Program just completed its second year, 17 MADURA trainees have already graduated. While ongoing data collection on Program, Mentor and Student Mentee performance is beneficial, outcomes data are of utmost importance to ensuring achievement of aims. This poster will present descriptive data on MADURA graduates’ immediate employment and educational activities. Notable findings include a significant proportion of trainees who take a gap year before applying to graduate or medical school (for financial and personal reasons), and others taking internships, post-baccalaureate training or research jobs, to strengthen future medical and graduate school applications. Understanding the multiple pathways of recent graduates will enable mentorship programs to help current trainees critique and optimize preparations for their selected educational and career trajectories. These findings also suggest additional mentorship program outcomes of interest (beyond a sole focus on graduate program acceptance), and the need for longer-term alumni follow-up.
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Trusty, Juanita, Frances Fabian, and Michelle Amy Montague-Mfuni. "Toilets for all: corporate social entrepreneurship in Bangladesh and countries in Sub-Saharan Africa." Emerald Emerging Markets Case Studies 11, no. 4 (December 9, 2021): 1–35. http://dx.doi.org/10.1108/eemcs-10-2019-0268.
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Case overview This case uniquely challenges students by introducing the history of how LIXIL transformed its corporate social responsibility (CSR) program to create shared value within the global sanitation sector by launching the SATO business unit as a social enterprise. SATO is a “self-sustaining social business that establishes a local Make, Sell, Use cycle in the community – creating jobs and allowing local manufacturers and stakeholders to continue the business independently” (LIXIL, 2019). From 2012 to 2021, NGOs helped the company design and market the SATO toilet pan and other products that form the SATO business unit. The SATO business unit must balance its social mission of improved sanitation with the need to gain a profit and become a sustainable business – the ongoing challenge of social entrepreneurship. Leaning objectives After completing this case study, students will be able to meet the following objectives: understand the difference in corporate strategy between CSR and ventures that create shared value; understand the sometimes-competing goals of social enterprises and analyze how they can balance both economic and social objectives; understand that developing and emerging markets are different from each other; explain how corporations can decide which markets to pursue, and how they can meet the needs of the diverse BOP markets; understand how the pursuit of the Sustainable Development Goals can create economic opportunities for corporations; and (optional: suggested for post-graduates) identify activities and challenges of MNC market entry in developing country contexts. Analyze institutional voids in developing country contexts and explore how partnerships can help to address these voids. Complexity academic level This case is most appropriate for the study of international business, corporate social responsibility, and social entrepreneurship students at both the undergraduate and post-graduate levels. The case may be used for undergraduate students to illustrate corporate social entrepreneurship, creating shared value, NGO partnerships, and marketing to the base of the pyramid (BOP) consumers. An optional section on BOP market entry is presented for early- and late-stage post-graduate students, illustrating the concepts of the liability of foreignness and institutional voids. Supplementary materials Teaching notes are available for educators only. Subject code CCS 3: Entrepreneurship.
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McGreal, Rory, Wayne Mackintosh, Glenda Cox, and Don Olcott, Jr. "Bridging the Gap: Micro-credentials for Development." International Review of Research in Open and Distributed Learning 23, no. 3 (September 1, 2022): 288–302. http://dx.doi.org/10.19173/irrodl.v23i3.6696.
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This paper describes current trends and issues in implementing micro-credentials. The Covid19 epidemic, combined with the increasing cost of higher education; employer concerns about graduate skills and competencies; increasing inequities in access; and student frustrations about lack of job opportunities have all been a catalyst for universities, colleges, independent credentialing agencies, and leaders of national qualification frameworks to rethink the broader credentials continuum in terms of open education and micro-credentials. Students desire more options at lower costs to combine their education and training for jobs. Employers want entry-level employees with better skills and capacity to learn. As a result, major colleges and universities are now actively engaged in granting and/or recognising micro-credentials. Standardising qualifications based on time competencies is an essential requirement for credit transfer among institutions. Micro-credentials are important in ensuring the acceptance and stackability of credentials from different institutions, while providing employers with a secure and unalterable permanent digital record of applicants' abilities to perform skills of high value in the workplace. The OERu (Open Educational Resources universitas) provides an example of how one international consortium is supporting SDG4: Education for All by implementing micro-credentials allowing for maximum transferability among institutions in different countries. The lesson for strategic leaders is simplicity. Micro-credentials should be well Integrated into current institutional programs, rendered easy-to-use with clear validation metrics, providing a value-added benefit for all stakeholders. A list of recommendations to institutions, governments, UNESCO and Non-Governmental Organizations (NGOs) is provided.
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Opuda, Eugenia. "Survey Respondents Suggest that Some Academic Library Professionals without a Graduate Degree in Librarianship Have Prior Library Experience and Do Not Plan to Pursue a Library Degree." Evidence Based Library and Information Practice 15, no. 1 (March 13, 2020): 254–56. http://dx.doi.org/10.18438/eblip29617.
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A Review of:
Oliver, A., & Prosser, E. (2018). Academic librarianship without the degree: Examining the characteristics and motivations of academic library professionals. The Journal of Academic Librarianship, 44(5), 613-619. https://doi.org/10.1016/j.acalib.2018.07.006
Abstract
Objective – To examine the motivations and career paths of professionals outside the field of library science who work in academic library settings, including their reasons for not pursuing a graduate degree in librarianship.
Design – Multiple-choice survey questionnaire.
Setting – Not clearly stated.
Subjects – 193 adults without graduate degrees in librarianship employed in professional positions in academic libraries.
Methods – A nineteen-item multiple-choice questionnaire hosted on Select Survey and a previous study by the same authors. Filtering excluded survey respondents who did not currently work in academic libraries, who had graduate degrees in librarianship, or who do not identify as an academic library professional.
Main Results – Most of the survey respondents (n=115, 59.9%) had positions in a library prior to pursuing a professional academic library career. Of those with prior library experience, most (n=98, 85.2%) had gained experience in academic library settings. The two top reasons cited for becoming an academic library professional were an interest in employment in academic library settings (n=59, 52.2%) and meeting position requirements (n=54, 47.8%). A fifth of respondents both met the requirements for their position and had an interest in working in academic libraries (n=23, 20.4%). Most respondents had less than five years’ experience (n=41, 36.6%) or six to ten years’ experience (n=43, 38.4%) in an academic library. Less than half of respondents had became academic library professionals after applying as an external candidate (n=83, 44.6%) and a number of respondents had applied as an internal candidate (n=52, 28%). Several respondents had become academic library professionals because they were promoted, appointed, or recruited within their academic libraries (n=35, 18.8%). Few respondents were actively working on a graduate librarianship degree (n=21, 11.3%) and most expressed that they did not need such a degree (n=112, 67.9%). Those who were pursuing a graduate degree in librarianship did so because of their desire to advance their careers (n=17, 81%). Respondents’ current positions were mostly categorized in areas such as administration (n=77, 31.2%), scholarly communications (n=34, 13.8%), technical services (n=27, 10.9%), and information technology (n=20, 8.1%).
Conclusion – Having prior experience working in an academic library served as a notable motivating factor for entry into the position of academic library professional. Two main pathways towards obtaining such positions included positions without graduate library degree requirements and the transition of paraprofessionals into professional-level jobs. Most survey respondents noted their lack of interest in pursuing an advanced degree in librarianship, as they did not see the significance of having one. These findings may help library education programs to better understand growing needs in librarian education and prepare the future library workforce to meet these new demands.
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Katuli-Munyoro, Pedzisai, and Stephen M. Mutula. "Redefining Library and Information Science education and training in Zimbabwe to close the workforce skills gaps." Journal of Librarianship and Information Science 51, no. 4 (December 26, 2017): 915–26. http://dx.doi.org/10.1177/0961000617748472.
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The purpose of this study is to assess Library and Information Science (LIS) curricula in Zimbabwean universities and polytechnic colleges in the context of perceived skills gaps and from employers’ perspectives on what is required from graduate professionals in entry-level jobs. The study is qualitative in nature and is supported by a post-positivist framework. A case study research design and methods are used. All (three) curricular documents from two universities and polytechnic colleges (use a common curriculum) offering LIS education in Zimbabwe are reviewed using document review methods. Twenty-seven course outlines are analysed. Seventeen LIS employers and five deans/heads of departments have been purposively selected and interviewed using in-depth face-to-face interviews. Data are analysed using NVivo. The study identifies gaps in knowledge as well as in functional and generic employability training in LIS curricula. These are attributed to the transitory environment in which LIS departments operate, dated educational models, shortage of well-developed multi-stakeholder mutual partnerships and alliances, a lack of shared understanding and responsibility, an expanding labour environment and the absence of continuous professional development programmes. The study results suggest that Zimbabwean LIS education programmes are in urgent need of radical transformation and need to adopt innovative education models to meet the dictates of the techno-economic paradigm that serves society today.
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Tulba, Julie. "The Deluge of the MLIS Degree." Pennsylvania Libraries: Research & Practice 1, no. 2 (October 3, 2013): 84–86. http://dx.doi.org/10.5195/palrap.2013.14.
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The librarian job market is already oversaturated, yet each year, graduate schools across the country are releasing newly-minted MLIS degree holders into the workforce, many with slim prospects for employment in their field, let alone a position to help repay their expensive graduate school loans. It would behoove universities to follow the example of some graduate schools in other inundated fields and limit the number of MLIS applicants they admit until the job market for librarians improves and, thus, eliminate the reality of new graduates competing with librarians who have 10 plus years of experience for entry-level positions.
Dissertations / Theses on the topic "Graduate-entry jobs"
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Minnaar, Heinrich Adrean. "Transformational leadership, job autonomy and role-breadth self-efficacy : their influence on proactive behaviour in entry-level graduate roles." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/20087.
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This study investigated the model on the antecedents of proactive behaviour as identified by Den Hartog and Belschak (2012) within the context of entry-level graduate roles (n = 76). A survey was devised which included the use of a five-point Likert-type scale. It was then administered to graduates in entry-level roles in various industries in South Africa to measure the different variables stipulated by the model. When data was analysed, the results revealed that transformational leadership (inspirational), task-related role-breadth self-efficacy (RBSE), and people-related RBSE correlated significantly and positively with proactive behaviour. Transformational leadership (performance) and job autonomy obtained non-significant correlations with proactive behaviour. The results also revealed that job autonomy, task-related RBSE and people-related RBSE did not moderate the relationship between transformational leadership (inspirational or performance) and proactive behaviour. This meant that the display of transformational leadership did not lead to a significant increase in proactive behaviour in low autonomy, low RBSE situations or in high autonomy, high RBSE situations as hypothesised. The unique characteristics of entry-level graduate roles are highlighted by the study - the significance of this model on proactive behaviour in a general employee context potentially may not be relevant to a graduate context. The findings contribute towards research evidence on the development of proactive behaviour in entry-level graduate roles.
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Hay, Charmain Hester. "Factors that determine the acceptance of a job offer by the entry–level information technology graduate from the North West Province / Charmain Hay." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4477.
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The unemployment rate has become a major concern for policy makers in South Africa and
therefore the National Plan for Higher Education states that higher education training providers
should produce more graduates to address this problem. This resulted in a labour force that has
grown rapidly and has become younger and more educated. It would therefore be expected that
graduates with a post–matric tertiary qualification would be in high demand, resulting in a low
graduate unemployment rate.
The reality is that the unemployment rate among graduates has increased. This is not only a
concern for the policymakers of South Africa but also for a private higher education training
provider situated in the North West Province, specialising in information technology (IT)
qualifications (and whose students and alumni participated in this study as part of the study
population).
The majority of the IT jobs available to their students are in the Gauteng province which means
their graduates often need to relocate. As for all other entry level graduates they also have to
make choices – when to decline or accept a job offer.
This study determines what the expectations of these entry level IT graduates are and the factors
that might influence their decision to accept or decline a job offer. For the training provider it is
important to know what the challenges are that their graduates encounter. The factors
contributing to unemployment among these IT graduates were also investigated.Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.
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Grant, Mary T. "Practical Experiences that Signal the Employability of Graduates from Undergraduate Sport Management Programs During Job Recruitment and Selection." Thesis, 2022. https://vuir.vu.edu.au/43675/.
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A high expectation exists from managers in the sport management (SM) industry
sector for graduates from undergraduate (UG) SM programs to have extensive practical
experience and employability. It is unclear however, from the literature reviewed, of the
contribution practical experience plays to graduate employability. Also unclear is how SM
employers recognise employable graduates.
The purpose of this Australian-based research was to determine how practical
experience can align the learning, development, and subsequent capacity of graduates
from UG SM programs, to transparently signal their employability during job recruitment
and selection. This purpose was refined into three research questions with specific foci.
The first research question focused on differentiating and defining SM job classifications
to identify broad SM role functions. Associated with these role functions are the skills,
attributes, and corresponding knowledge that UGs should develop while undertaking
practical experiences in an UG SM program. The focus of the second research question
was to examine how learning and development gained from practical experience can
transparently be converted into employability signals and observed by prospective SM
employers during job recruitment and selection. The third research question focused on
providing recommendations to managers from the SM industry sector and coordinators of
UG SM programs to assist both sectors prepare UGs to be employable graduates.
A mixed methods approach was adopted in three stages. In Stage One a job
advertisement audit was conducted of 200 graduate-entry SM positions that stipulated a
tertiary qualification and practical experience as prerequisites. The data were analysed
through text coding and using descriptive statistics. In Stage Two, semi-structured
interviews were conducted with 10 sport managers identified from the job audit. The interview transcripts were coded and thematically analysed. Stage Three involved the
conduct of an online employability survey which incorporated eight Employability
Dimensions (Rosenberg et al., 2012) with corresponding items, garnering responses from
165 sport managers. However, following data cleansing, 92 responses were analysed using
non-parametric statistics.
Books on the topic "Graduate-entry jobs"
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Tholen, Gerbrand. Recruitment and Selection of Graduate Workers. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198744481.003.0004.
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This chapter examines the recruitment and selection process in four graduate occupations (scientists, software engineers, financial analysts, and press officers). How do graduate workers access jobs? Who is eligible to enter graduate roles and why? What does it take to be recruited and selected in both entry-level and more senior roles? This chapter shows that recruiting and selecting suitable candidates is a deeply contextualized, situational, and occupation-dependent process. The hard skills and knowledge skills often identified to distinguish graduates from non-graduates do not have a privileged status in it. The chapter shows that despite the differences between occupations, sectors, and positions there are indeed few general principles that define the recruitment and selection process for graduate workers.
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Pattison, Marilyn Smith. Entry into employment, the influence of individual graduate characteristics and educational processes on the successful job placement of the CAAT graduate. 1988.
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Pattison, Marilyn Elizabeth Smith. Entry into employment: the influence of individual graduate characteristics and educational processes on the successful job placement of the CAAT graduate. 1988.
Find full textBook chapters on the topic "Graduate-entry jobs"
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Broughton, Chad. "Getting Back to Work in the ’Burg." In Boom, Bust, Exodus. Oxford University Press, 2015. http://dx.doi.org/10.1093/oso/9780199765614.003.0017.
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Tracy Warner Began to worry after she got a rejection letter from Pizza Hut a few weeks after graduating from Western. She hadn’t heard on some manager-level jobs at the Carl Sandburg Mall, but she expected at least some positive responses from the entry-level ones. “We wish you luck in finding a job worthy of your skills,” read the Pizza Hut letter. “What’s that?” Warner said, exasperated. “Either my skills suck, or I have too many skills. Which is it? ’Cause I’m kind of curious! It’s flattering to be overqualified but it doesn’t pay the bills.” Warner hadn’t expected a dream job to suddenly appear, but she had hoped for more than a quiet phone and a growing pile of rejection letters. She just needed something, anything, to get by. Several months into 2007, the newly minted and distinguished WIU graduate was still unemployed and uninsured. Although sworn off factory life, a desperate Warner applied to Farmland Foods. When Maytag shuttered in 2004, Farmland, a massive, loud, hog disassembly operation, became the largest employer in this part of western Illinois. With about 1,200 to 1,400 cutters and slicers and a $60 million payroll, the slaughterhouse employed a couple hundred more than BNSF, the largest employer in Galesburg. Like Mike Smith, Warner was just looking for a wage, any wage, with a “1” in front of it, and Farmland, on Monmouth’s northern edge, was close. It was so close, in fact, that on some days Warner could smell the tangy mix of rendered hog, hydrogen sulfide, methane, and whatever else made up that vile smell in her house, a mile to the south. Farmland was a last resort for former Maytag workers. The jobs there, involving tearing apart pig carcasses with razor-sharp knives and powerful pneumatic tools were, frankly, tougher than appliance work. Perhaps worst was the “sticker,” which slit the throats of about 1,000 shrieking animals each hour for about $12 an hour. That was one pig every four seconds, at about a penny per kill.
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Stinehelfer, Rachel Kuhn, and Michael A. Crumpton. "Internships, Residencies, and Fellowships." In Advances in Human Resources Management and Organizational Development, 27–45. IGI Global, 2010. http://dx.doi.org/10.4018/978-1-61520-601-8.ch002.
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Libraries need creative ways to grow a new generation of librarians, specifically middle managers. The authors’ profession is not known for training librarians to become managers, either in graduate school or on the job. Because of this deficiency they find themselves without a succession plan to fill the forthcoming retirements in upper management that will leave a gap in middle management. This chapter addresses time-limited appointments such as internships, residencies and fellowships and how they can prepare recent graduates for more advanced, non-entry level positions. Different skills and responsibilities can be built into the programs to better prepare new librarians to take on greater, more dynamic roles in an organization. These types of positions can serve as incubators for library leaders and enrich the entire profession.