Dissertations / Theses on the topic 'Job Matching'

Doutoramento em Economia
O objectivo principal da Job Matching Theiry é o de explicar os efeitos dos custos de mobilidade sobre o equilíbrio no mercado de trabalho. A ideia por trás deste tipo de modelo é a de que antes do início da actividade produtiva, tanto as firmas como os trabalhadores têm que despender tempo e recursos de forma a encontrar seu parceiro de produção.Nesta dissertação, nosso objectivo é o desenvolver t`rês artigos, todos desenvolvidos no mesmo ambiente, com o intuito de responder três questões distintas. No primeiro capítulo - Job Matching, Technological Progress. and Worker-Provided on-the job Training - nosso objectivo é o de estudar os efeitos do investimento em treinamento pagos pelo trabalhador empregado sobre o mercado de trabalho caracterizado por dois tipos distintos de progresso tecnólógico: destruição criativa e renovação. No segundo capítulo - Technological Progress and Average Job Matching Quality - nosso objectivo é o de estudar, também em um cenário caracterizado por search frictions, os efeitos da taxa de progresso tecnológico: destruição criativa e renovação. No segundo capítulo - Tecnhonological Progress and Average Job Matching Quality - nooso objectivo é o de estudar, tanbém em um cenário caracterizado por search frictions, os efeitos da taxa de progresso tecnológico sobre a qualidade média das parcerias proodutivas. No terceiro e último capítulo - Job Matching, Unexpected Obligations and Retirement Decisions - nosso objectivo é o de investigar os efeitos de variações não antecipadas no nível das obrigações dos trabalhadores sobre a sua regra óptima de entrada na reforma.
The main objective of the Job Matching Theory is to explain the effects of mobility costs over the labor market equilibrium. The basic idea behind these models is that before the production begins, firms and workers have to spend resources in order to find their production partner. In this dissertation, our main objective is to develop three essays, all carried out in the same environment - that of Job Matching Theory - with the aim of answering three distinct questions. In the first chapter - Job Matching Technological Progress, and Worker-Provided On-the-job Training - the objective is to study the effects of the worker-provided on-the-job training investments on a labor market characterized by technological progress of the creative destruction type and the renovative type. In the second chapter of the dissertation - Technological Progress and Average Job Matching Quality - our objective is to study, also a labor market characterized by search frictions, the effects of technological progress on the average quality of the job matches. In the third and final chapter of the thesis - Job Matching, Unexpected Obligations and Retirement Decisions - our objective is to investigate the effects of unexpected changes in the worker's obligations on the decision to retire.

This study investigated the effects of job preference and job match on job performance among four 19-to 20-year-old young adults with developmental disabilities placed in community-based job conditions. Prior studies have examined the effects of job preference on community-based job performance without the job-matching component. The researcher identified high-preference, high-match and low-preference, low-match job conditions and tasks using a video web-based assessment program. Each participant was subsequently placed in a randomized sequence of 30-min sessions on one high-preference, high-match job condition performing a preferred task and one low-preference, low-match job performing a non preferred task. Job coaches instructed and prompted participants throughout the study, teaching job tasks based on criteria specified by the employer or industry standard. Data collectors recorded data on (a) on-task performance, (b) productivity, (c) quality and quantity of work, (d) job satisfaction as measured through participant judgment of preferred and well-matched jobs, and (e) an independent observer's judgment of well-matched jobs. The researcher found higher productivity, accuracy, and job satisfaction across all participants on the high-preference, high-match jobs as well as higher quantity of work completed for three of the four participants. On- task levels remained high in both job conditions for three of the four participants. Results are discussed in terms of variables in and limitations to this study as well as suggestions for future research.

Automated e-recruitment systems have been a focus for research in the past decade due to the amount of work required to screen suitable applicants to a job post, whose resumés and job ads are commonly submitted as free text. While recruitment organizations have data concerning applicant resumés and job ad descriptions, resumés are often confidential, limiting the use of direct deep learning methods. This presents an issue where traditional data-agnostic methods have greater potential to achieve good results in determining applicant suitability for a given job post. However, with the advent of transfer learning methods, it is possible to train language models independently of the task at hand, and thus independently of the available data. In this report, a language model fine-tuned on Natural Language Inference (NLI) via cross-lingual transfer learning is used for the job matching task. This is compared to a semantic method using Swedish taxonomies to construct networks with hierarchical and synonymy relations. As NLI may apply to arbitrary sentence pairs, the use of text segmentation to enhance the methods’ performance is also examined. The results show that the NLI approach is significantly better than a random suitability classifier, but is outperformed by the semantic method that achieved 34% better performance on the used dataset. The use of text segmentation had negligible effect on overall performance, but was shown to improve ranking of the top-most suitable applicants in relation to manual expert relevance scores.
Automatiserade e-rekryteringssystem har varit ett forskningsfokus det senaste årtioendet på grund av hur mycket arbete som krävs för att sålla passande jobbsökande till en jobbpost, vars CV och jobbannons vanligen skickas som fritext. Medan rekryteringsorganisationer har data omfattande sökandes CV:n och jobbannonsbeskrivningar, är CV:n oftast konfidentiella, vilket begränsar direktanvändande av djupinlärningsmetoder. Detta leder till ett problem där traditionella data-agnostiska metoder har större potential att uppnå bra resultat i att bestämma hur lämplig en jobbsökande är för en given jobbpost. Dock är det möjligt att träna språkmodeller oberoende av det faktiska problemet– och därav oberoende av tillgänglig data – med tillkomsten av inlärningsöverföring. I den här rapporten används en språkmodell som finjusterats på naturlig språkinferens (NSI) via tvärspråklig inlärningsöverföring för jobbmatchningsproblemet. Den jämförs mot en semantisk metod som använder svenska taxonomier för att konstruera nätverk med hierarki- och synonymrelationer. Då NSI kan appliceras på godtyckliga meningspar, undersöks även textsegmentering för att förbättra metodernas prestanda. Resultaten visar att NSI-metoden är signifikant bättre än en slumpmässig lämplighetsklassificerare, men överträffas av den semantiska metoden som hade 34% bättre prestanda på datasetet som användes. Användandet av textsegmentering hade försumbar effekt för den samlade prestandan, men visades uppnå bättre rankning av de mest lämpande jobbsökande relativt expertbedömning av deras relevans.

La quantité d'informations, de produits et de relations potentielles dans les réseaux sociaux a rendu indispensable la mise à disposition de recommandations personnalisées. L'activité d'un utilisateur est enregistrée et utilisée par des systèmes de recommandation pour apprendre ses centres d'intérêt. Les recommandations sont également utiles lorsqu'estimer la pertinence d'un objet est complexe et repose sur l'expérience. L'apprentissage automatique offre d'excellents moyens de simuler l'expérience par l'emploi de grandes quantités de données.Cette thèse examine le démarrage à froid en recommandation, situation dans laquelle soit un tout nouvel utilisateur désire des recommandations, soit un tout nouvel objet est proposé à la recommandation. En l'absence de données d'intéraction, les recommandations reposent sur des descriptions externes. Deux problèmes de recommandation de ce type sont étudiés ici, pour lesquels des systèmes de recommandation spécialisés pour le démarrage à froid sont présentés.En optimisation, il est possible d'aborder le choix d'algorithme dans un portfolio d'algorithmes comme un problème de recommandation. Notre première contribution concerne un système à deux composants, un sélecteur et un ordonnanceur d'algorithmes, qui vise à réduire le coût de l'optimisation d'une nouvelle instance d'optimisation tout en limitant le risque d'un échec de l'optimisation. Les deux composants sont entrainés sur les données du passé afin de simuler l'expérience, et sont alternativement optimisés afin de les faire coopérer. Ce système a remporté l'Open Algorithm Selection Challenge 2017.L'appariement automatique de chercheurs d'emploi et d'offres est un problème de recommandation très suivi par les plateformes de recrutement en ligne. Une seconde contribution concerne le développement de techniques spécifiques pour la modélisation du langage naturel et leur combinaison avec des techniques de recommandation classiques afin de tirer profit à la fois des intéractions passées des utilisateurs et des descriptions textuelles des annonces. Le problème d'appariement d'offres et de chercheurs d'emploi est étudié à travers le prisme du langage naturel et de la recommandation sur deux jeux de données tirés de contextes réels. Une discussion sur la pertinence des différents systèmes de recommandations pour des applications similaires est proposée
The need for personalized recommendations is motivated by the overabundance of online information, products, social connections. This typically tackled by recommender systems (RS) that learn users interests from past recorded activities. Another context where recommendation is desirable is when estimating the relevance of an item requires complex reasoning based on experience. Machine learning techniques are good candidates to simulate experience with large amounts of data.The present thesis focuses on the cold-start context in recommendation, i.e. the situation where either a new user desires recommendations or a brand-new item is to be recommended. Since no past interaction is available, RSs have to base their reasoning on side descriptions to form recommendations. Two of such recommendation problems are investigated in this work. Recommender systems designed for the cold-start context are designed.The problem of choosing an optimization algorithm in a portfolio can be cast as a recommendation problem. We propose a two components system combining a per-instance algorithm selector and a sequential scheduler to reduce the optimization cost of a brand-new problem instance and mitigate the risk of optimization failure. Both components are trained with past data to simulate experience, and alternatively optimized to enforce their cooperation. The final system won the Open Algorithm Challenge 2017.Automatic job-applicant matching (JAM) has recently received considerable attention in the recommendation community for applications in online recruitment platforms. We develop specific natural language (NL) modeling techniques and combine them with standard recommendation procedures to leverage past user interactions and the textual descriptions of job positions. The NL and recommendation aspects of the JAM problem are studied on two real-world datasets. The appropriateness of various RSs on applications similar to the JAM problem are discussed

The expression ''Hire for attitude, train for skills'' is used as a motive to create a matching program where companies and job seekers' soft qualities are measured and compared against each other. Are there better or worse methods for this purpose, and how do they compare with each other? By associating soft qualities with companies and job seekers, it is possible to generate a value for how well they match. Therefore, data has been collected on several companies and job seekers. Their associated qualities are then translated into numerical vectors that can be used for matching purposes, where vectors closer together are more equal than vectors with greater distances. When it comes to analyzing and comparing the qualities, several methods have been used and compared with a subsequent discussion about their suitability. One consequence of the lack of a proper standard for presenting the qualities of companies and job seekers is that the data is messy and varied. An expected conclusion from the result is that the most flexible method is the one that generates the most accurate results.

This thesis studies different aspects of job matching, mismatch, and their relationship with aggregate unemployment. The first part addresses the question of the structural rise in the unemployment rate in OECD countries by looking at the link between sectoral shocks and aggregate performance in an economy with heterogeneous labour. The type of sectoral shock considered in chapter 2 is the introduction of skill-biased technologies, that increase the relative demand for skilled labour at the expenses of the less-skilled. Unless the supply of skills adjusts accordingly to the increased demand, and/or relative wages are perfectly flexible, this shock has permanent effects on the aggregate unemployment rate, as shown in a non-competitive labour market model with skilled and unskilled workers. The calibration of this model predicts that a relevant proportion of the recent rise in British unemployment can be attributed to an unbalanced evolution in the demand and the supply of skills, while in continental Europe skill imbalances do not seem responsible for serious labour market problems. Finally, the impact of skill mismatch on US unemployment was limited in magnitude and almost completely offset by counteracting forces. The second part of the work uses a job-search approach to investigate the technical characteristics of the matching process between vacancies and unemployed job-seekers. Chapter 3 reviews the empirical search literature that has estimated hiring functions, concluding that recent work has successfully established the existence of a labour market matching function, in which both vacancies and unemployed workers contribute significantly to job formation. Chapter 4 considers a plausible alternative to a random meeting technology between employers and job-seekers, based on the existence of cheap information channels that save all traders the effort of locating matching partners. When combined with a proper handling of timing in the matching technology, this set-up provides novel results on the recent performance of the British labour market. In particular, it seems that the claimed deterioration of the search effectiveness of the unemployed cannot be explained by a lack of search effort per se, but by stronger competition that the registered unemployed face by other labour market segments. Chapter 5 provides an analysis of the matching process at the micro level, using individual duration data obtained from a British sample of unemployment entrants. The determinants of re-employment probabilities are here related to a search model in which transitions into employment depend on the probability of receiving a job offer and that of accepting a job offer. The analysis shows that the hypothesis of constant returns to scale in the matching technology, embodied in most bilateral search models, is not rejected by the data. Individual re-employment probabilities respond in fact to local labour market tightness, and are unaffected by its size.

Approved for public release; distribution is unlimited.
Approved for public release; distribution is unlimited.
This thesis introduces the concept of Simplified Person-Job Matching (SPJM) as a means of measuring the effectiveness of the Surface Warfare/Officer Distribution and Assignment process. Data Base analysis of a cohort of officers attending the Surface Warfare Officer Department Head School, their career histories and prospective assignments was performed. Cohort Analysis indicate that : (1) on the average, the current distribution and assignment process is doing a marginally adequate job of matching personnel to available billets, (2) process improvement is recommended in that, 17 of 135 officers had prospective assignments to billets that they held no prior experiences for, (3) SPJM analysis resulted in a 22% improvement for SPJM fit and resulted in no assignment of officer to billet without some related experience. Recommendations include: (1) implementation of consistent personnel policy in relation to assignment and distribution process, (2) provide budgetary funding for next generation Officer Assignment and Information System (OAIS) computer software, (3) incorporate computer program to ensure SPJM is accomplished, (4) utilize future software improvements to merge the somewhat adversarial roles of the Assignment and Placement Officers

Essay I: Employment Security Agreements, which are elements of Swedish collective agreements, offer a unique opportunity to study very early job search counselling of displaced workers. These agreements provide individual job search assistance to workers who are dismissed due to redundancy, often as early as during the period of notice. Compared to traditional labor market policies, the assistance provided is earlier and more responsive to the needs of the individual worker. In this study, I investigate the effects of the individual counseling and job search assistance provided through the Employment Security Agreement for Swedish blue-collar workers on job finding and subsequent job quality. The empirical strategy is based on the rules of eligibility in a regression discontinuity framework. I estimate the effect for workers with short tenure, who are dismissed through mass-layoffs. My results do not suggest that the program has an effect on the probability of becoming unemployed, the duration of unemployment, or income. However, the results indicate that the program has a positive effect on the duration of the next job. Essay II: The well-known positive relationship between the unemployment benefit level and unemployment duration can be separated into two potential sources; a moral hazard effect, and a liquidity effect pertaining to the increased ability to smooth consumption. The latter is a socially optimal response due to credit and insurance market failures. These two effects are difficult to separate empirically, but the social optimality of an unemployment insurance policy can be evaluated by studying the effect of a non-distortionary lump-sum severance grant on unemployment durations. In this study, I evaluate the effects on unemployment duration and subsequent job quality of a lump-sum severance grant provided to displaced workers, by means of a Swedish collective agreement. I use a regression discontinuity design, based on the strict age requirement to be eligible for the grant. I find that the lump-sum grant has a positive effect on the probability of becoming unemployed and the length of the completed unemployment duration, but no effect on subsequent job quality. My analysis also indicates that spousal income is important for the consumption smoothing abilities of displaced workers, and that the grant may have a greater effect in times of more favorable labor market conditions. Essay III: Evidence from around the world suggest that individuals who are awarded disability benefits in some cases still have residual working capacity, while disability insurance systems typically involve strong disincentives for benefit recipients to work. Some countries have introduced policies to incentivize disability insurance recipients to use their residual working capacities on the labor market. One such policy is the continuous deduction program in Sweden, introduced in 2009. In this study, I investigate whether the financial incentives provided by this program induce disability insurance recipients to increase their labor supply or education level. Retroactively determined eligibility to the program with respect to time of benefit award provides a setting resembling a natural experiment, which could be used to estimate the effects of the program using a regression discontinuity design. However, a simultaneous regime change of disability insurance eligibility causes covariate differences between treated and controls, which I adjust for using a matching strategy. My results suggest that the financial incentives provided by the program have not had any effect on labor supply or educational attainment.

In my first chapter, I provide a solution for how to model bargaining when there is on-the-job search and worker turnover depends on the wage. Bargaining is a standard feature in models without on-the-jobs search, but, due to endogeneity of the match surplus, a solution does not exist when worker turnover depends on the wage. My solution is based on wages being infrequently renegotiated. With renegotiation, the equilibrium wage distribution and the bargaining outcomes are both unique and the model nests earlier models in the literature as limit cases when wages are either continuously or never renegotiated. Furthermore, the rate of renegotiation has important implications for the nature of the equilibrium. A higher rate of renegotiation lowers the response of the match duration to a wage increase, which decreases a firm's willingness to accept a higher wage. This results in a lower share of the match surplus going to the worker. Moreover, a high rate of renegotiation also lowers the positive wage spillovers from a minimum wage increase, since these spillovers rely on firms' incentives to use higher wages to reduce turnover. In the standard job ladder model, search is modelled via an employment-specific Poisson rate. The size of the Poisson rate governs the size of the search friction. The Poisson rate can represent the frequency of applications by workers or the rate at which firms post suitable vacancies. In the second chapter, which is co-authored with Jake Bradley, we set up a model which has both of these aspects. Firms infrequently post vacancies and workers occasionally apply for these vacancies. The model nests the standard job ladder model and a version of the stock-flow model as special cases while remaining analytically tractable and easy to estimate empirically from standard panel data sets. The structurally estimated parameters are consistent with recent survey evidence of worker behavior. The model fits moments of the data that are inconsistent with the standard job ladder model and in the process reconciles the level of frictional wage dispersion in the data with replacement ratios used in the macro labor literature. In my third chapter, which is co-authored with Coen Teulings, we develop a simple method to measure the position in the job ladder in models with on-the-job search. The methodology uses two implications from models with on-the-job search: workers gradually select into better paying jobs until they get laid off at which time they start again to climb the job ladder. The measure relies on two sources of variation: (i) time-variation in job-finding rates and (ii) individual variation in the time since the last lay-off. We use the method to quantify the returns to on-the-job search and to establish the shape of the wage offer distribution by means of simple OLS regressions with wages as dependent variables. Moreover, we derive a simple prediction on the distribution of job durations. Applying the method to the NLSY 79, we find strong support for this class of models. We estimate the standard deviation of the wage offer distribution to be 12%. OJS accounts for 30% of the experience profile and 9% of the total wage dispersion.

The purpose of this thesis is to examine if there is a difference between Swedish urban and rural regions in terms of job-matching efficiency. The thesis employs the Beveridge curve with unemployment rate as the dependent variable as a framework and a longitudinal dataset covering 60 regions and the period 1998-2015. Two aspects of the job-matching efficiency are considered; the determinants of unemployment and the temporal changes in the job-matching efficiency. Considering the determinants of unemployment, some differences between urban and rural regions are detected. The results indicate that the mean age of a region’s population is negatively related to the unemployment rate while the share of women in the labor force is positively related in both types of regions. According to the Beveridge curve, this implies that the job-matching efficiency increases with a higher mean age while a higher share of women in the labor force decreases the matching efficiency. However, both variables are significantly stronger related to the unemployment rate in urban regions. Education is found to be positively associated with unemployment rate in urban regions while insignificant in rural ones. Lastly, no major difference between the two types of regions regarding the changes or position of the Beveridge curve are found. This implies that the job-matching efficiency is similar and change simultaneously in both urban and rural regions.

In Chapter 1 of the dissertation, the role of social networks is analyzed as an important determinant in the search behavior of the unemployed. Based on the hypothesis that the unemployed generate information on vacancies through their social network, search theory predicts that individuals with large social networks should experience an increased productivity of informal search, and reduce their search in formal channels. Due to the higher productivity of search, unemployed with a larger network are also expected to have a higher reservation wage than unemployed with a small network. The model-theoretic predictions are tested and confirmed empirically. It is found that the search behavior of unemployed is significantly affected by the presence of social contacts, with larger networks implying a stronger substitution away from formal search channels towards informal channels. The substitution is particularly pronounced for passive formal search methods, i.e., search methods that generate rather non-specific types of job offer information at low relative cost. We also find small but significant positive effects of an increase of the network size on the reservation wage. These results have important implications on the analysis of the job search monitoring or counseling measures that are usually targeted at formal search only. Chapter 2 of the dissertation addresses the labor market effects of vacancy information during the early stages of unemployment. The outcomes considered are the speed of exit from unemployment, the effects on the quality of employment and the short-and medium-term effects on active labor market program (ALMP) participation. It is found that vacancy information significantly increases the speed of entry into employment; at the same time the probability to participate in ALMP is significantly reduced. Whereas the long-term reduction in the ALMP arises in consequence of the earlier exit from unemployment, we also observe a short-run decrease for some labor market groups which suggest that caseworker use high and low intensity activation measures interchangeably which is clearly questionable from an efficiency point of view. For unemployed who find a job through vacancy information we observe a small negative effect on the weekly number of hours worked. In Chapter 3, the long-term effects of participation in ALMP are assessed for unemployed youth under 25 years of age. Complementary to the analysis in Chapter 2, the effects of participation in time- and cost-intensive measures of active labor market policies are examined. In particular we study the effects of job creation schemes, wage subsidies, short-and long-term training measures and measures to promote the participation in vocational training. The outcome variables of interest are the probability to be in regular employment, and participation in further education during the 60 months following program entry. The analysis shows that all programs, except job creation schemes have positive and long-term effects on the employment probability of youth. In the short-run only short-term training measures generate positive effects, as long-term training programs and wage subsidies exhibit significant locking-in'' effects. Measures to promote vocational training are found to increase the probability of attending education and training significantly, whereas all other programs have either no or a negative effect on training participation. Effect heterogeneity with respect to the pre-treatment level education shows that young people with higher pre-treatment educational levels benefit more from participation most programs. However, for longer-term wage subsidies we also find strong positive effects for young people with low initial education levels. The relative benefit of training measures is higher in West than in East Germany. In the evaluation studies of Chapters 2 and 3 semi-parametric balancing methods of Propensity Score Matching (PSM) and Inverse Probability Weighting (IPW) are used to eliminate the effects of counfounding factors that influence both the treatment participation as well as the outcome variable of interest, and to establish a causal relation between program participation and outcome differences. While PSM and IPW are intuitive and methodologically attractive as they do not require parametric assumptions, the practical implementation may become quite challenging due to their sensitivity to various data features. Given the importance of these methods in the evaluation literature, and the vast number of recent methodological contributions in this field, Chapter 4 aims to reduce the knowledge gap between the methodological and applied literature by summarizing new findings of the empirical and statistical literature and practical guidelines for future applied research. In contrast to previous publications this study does not only focus on the estimation of causal effects, but stresses that the balancing challenge can and should be discussed independent of question of causal identification of treatment effects on most empirical applications. Following a brief outline of the practical implementation steps required for PSM and IPW, these steps are presented in detail chronologically, outlining practical advice for each step. Subsequently, the topics of effect estimation, inference, sensitivity analysis and the combination with parametric estimation methods are discussed. Finally, new extensions of the methodology and avenues for future research are presented.
In Kapitel 1 der Dissertation wird die Rolle von sozialen Netzwerken als Determinante im Suchverhalten von Arbeitslosen analysiert. Basierend auf der Hypothese, dass Arbeitslose durch ihr soziales Netzwerk Informationen über Stellenangebote generieren, sollten Personen mit großen sozialen Netzwerken eine erhöhte Produktivität ihrer informellen Suche erfahren, und ihre Suche in formellen Kanälen reduzieren. Durch die höhere Produktivität der Suche sollte für diese Personen zudem der Reservationslohn steigen. Die modelltheoretischen Vorhersagen werden empirisch getestet, wobei die Netzwerkinformationen durch die Anzahl guter Freunde, sowie Kontakthäufigkeit zu früheren Kollegen approximiert wird. Die Ergebnisse zeigen, dass das Suchverhalten der Arbeitslosen durch das Vorhandensein sozialer Kontakte signifikant beeinflusst wird. Insbesondere sinkt mit der Netzwerkgröße formelle Arbeitssuche - die Substitution ist besonders ausgeprägt für passive formelle Suchmethoden, d.h. Informationsquellen die eher unspezifische Arten von Jobangeboten bei niedrigen relativen Kosten erzeugen. Im Einklang mit den Vorhersagen des theoretischen Modells finden sich auch deutlich positive Auswirkungen einer Erhöhung der Netzwerkgröße auf den Reservationslohn. Kapitel 2 befasst sich mit den Arbeitsmarkteffekten von Vermittlungsangeboten (VI) in der frühzeitigen Aktivierungsphase von Arbeitslosen. Die Nutzung von VI könnte dabei eine „doppelte Dividende“ versprechen. Zum einen reduziert die frühe Aktivierung die Dauer der Arbeitslosigkeit, und somit auch die Notwendigkeit späterer Teilnahme in Arbeitsmarktprogrammen (ALMP). Zum anderen ist die Aktivierung durch Information mit geringeren locking-in‘‘ Effekten verbunden als die Teilnahme in ALMP. Ziel der Analyse ist es, die Effekte von frühen VI auf die Eingliederungsgeschwindigkeit, sowie die Teilnahmewahrscheinlichkeit in ALMP zu messen. Zudem werden mögliche Effekte auf die Qualität der Beschäftigung untersucht. Die Ergebnisse zeigen, dass VI die Beschäftigungswahrscheinlichkeit signifikant erhöhen, und dass gleichzeitig die Wahrscheinlichkeit in ALMP teilzunehmen signifikant reduziert wird. Für die meisten betrachteten Subgruppen ergibt sich die langfristige Reduktion der ALMP Teilnahme als Konsequenz der schnelleren Eingliederung. Für einzelne Arbeitsmarktgruppen ergibt sich zudem eine frühe und temporare Reduktion, was darauf hinweist, dass Maßnahmen mit hohen und geringen „locking-in“ Effekten aus Sicht der Sachbearbeiter austauschbar sind, was aus Effizienzgesichtspunkten fragwürdig ist. Es wird ein geringer negativer Effekt auf die wöchentliche Stundenanzahl in der ersten abhängigen Beschäftigung nach Arbeitslosigkeit beobachtet. In Kapitel 3 werden die Langzeiteffekte von ALMP für arbeitslose Jugendliche unter 25 Jahren ermittelt. Die untersuchten ALMP sind ABM-Maßnahmen, Lohnsubventionen, kurz-und langfristige Maßnahmen der beruflichen Bildung sowie Maßnahmen zur Förderung der Teilnahme an Berufsausbildung. Ab Eintritt in die Maßnahme werden Teilnehmer und Nicht-Teilnehmer für einen Zeitraum von sechs Jahren beobachtet. Als Zielvariable wird die Wahrscheinlichkeit regulärer Beschäftigung, sowie die Teilnahme in Ausbildung untersucht. Die Ergebnisse zeigen, dass alle Programme, bis auf ABM, positive und langfristige Effekte auf die Beschäftigungswahrscheinlichkeit von Jugendlichen haben. Kurzfristig finden wir jedoch nur für kurze Trainingsmaßnahmen positive Effekte, da lange Trainingsmaßnahmen und Lohnzuschüsse mit signifikanten locking-in‘‘ Effekten verbunden sind. Maßnahmen zur Förderung der Berufsausbildung erhöhen die Wahrscheinlichkeit der Teilnahme an einer Ausbildung, während alle anderen Programme keinen oder einen negativen Effekt auf die Ausbildungsteilnahme haben. Jugendliche mit höherem Ausbildungsniveau profitieren stärker von der Programmteilnahme. Jedoch zeigen sich für längerfristige Lohnsubventionen ebenfalls starke positive Effekte für Jugendliche mit geringer Vorbildung. Der relative Nutzen von Trainingsmaßnahmen ist höher in West- als in Ostdeutschland. In den Evaluationsstudien der Kapitel 2 und 3 werden die semi-parametrischen Gewichtungsverfahren Propensity Score Matching (PSM) und Inverse Probability Weighting (IPW) verwendet, um den Einfluss verzerrender Faktoren, die sowohl die Maßnahmenteilnahme als auch die Zielvariablen beeinflussen zu beseitigen, und kausale Effekte der Programmteilahme zu ermitteln. Während PSM and IPW intuitiv und methodisch sehr attraktiv sind, stellt die Implementierung der Methoden in der Praxis jedoch oft eine große Herausforderung dar. Das Ziel von Kapitel 4 ist es daher, praktische Hinweise zur Implementierung dieser Methoden zu geben. Zu diesem Zweck werden neue Erkenntnisse der empirischen und statistischen Literatur zusammengefasst und praxisbezogene Richtlinien für die angewandte Forschung abgeleitet. Basierend auf einer theoretischen Motivation und einer Skizzierung der praktischen Implementierungsschritte von PSM und IPW werden diese Schritte chronologisch dargestellt, wobei auch auf praxisrelevante Erkenntnisse aus der methodischen Forschung eingegangen wird. Im Anschluss werden die Themen Effektschätzung, Inferenz, Sensitivitätsanalyse und die Kombination von IPW und PSM mit anderen statistischen Methoden diskutiert. Abschließend werden neue Erweiterungen der Methodik aufgeführt.

Software start-ups make media headlines daily, suggesting that it may take only a garage and two engineering students to begin such companies, and that these same people will constitute the core of the executive team until these organizations become multinational giants. Despite these spontaneous starts, newly formed entrepreneurial ventures have many obstacles to overcome in their resource and cultural environments when establishing their practices. These obstacles vary depending on the local institutional contexts and can exert relevant pressures on how, where and why start-ups recruit and select certain candidates for their executive teams. Based on interviews conducted in Silicon Valley and Stockholm with 40 key hiring and intermediary actors – entrepreneurs, venture capitalists, board directors, CEOs and executive recruiters - the general aim of this work is that of disclosing step-by-step the process of executive recruitment and selection in start-ups. At the same time, this study seeks to analyze how institutional environments, through the actions of states, governments, universities, professional associations and society in general, shape start-up practices. Finally, the work aims at testing the explanatory power of institutional theories in sociology. The analysis of the interviews shows that different local institutional environments differently and crucially shape organizational actors' interests, roles and patterns of behavior when constructing their practices. Two distinct ideal-typical dominant logics surface among key actors in the two geographical contexts. On one side, Silicon Valley actors recruit and select their executives by using a business logic based on an efficiency rationale. On the other side, Stockholm actors make use of a personal logic based on a rationale of cultural fit when calculating which specific candidate better matches a certain executive position.

Student mobility policies have become a high priority of the European Union since they are expected to result in private and social returns. However, at the same time these policies risk leading to unwanted geographical consequences, particularly brain drain from lagging to core regions, as formerly mobile students may not return on completion of their studies. Accordingly, this thesis focuses on both the private returns to student mobility and the determinants of return migration. It is important to note that, currently, the literature about the mobility of students is scarce and provides mixed evidence regarding both these issues. We contribute to the current academic debate in this field by doing a case study on the Master and Back programme, which was implemented since 2005 by the Italian lagging region of Sardinia. The programme is co-financed by the European Social Fund and consists of providing talented Sardinian students with generous scholarships to pursue Master's and Doctoral degrees in the world's best universities. Concerning the private returns to migration, we evaluate the impact of this scheme on the odds of employment and net monthly income of the recipients. Moreover, we assess whether the scheme has been able to improve their job matching. To perform this analysis we access unique administrative data on the recipients and a suitable control group, complemented by a purpose-designed web survey. In addition, we enquire into the determinants of return migration and the underlying decision-making process by using a mixed-methods approach, which is particularly well-suited for very complex phenomena like the one at hand.

La thèse étudie les liens qui existent entre les recommandations issues de la littérature sur l'assurance chômage optimale et la qualité des emplois repris par les chômeurs. Nous nous intéressons en particulier à une dimension de la qualité de l'emploi qu'est la stabilité des emplois dans un contexte où les contrats de courte voire de très courte durée sont en pleine expansion en France. En utilisant les modèles théoriques de recherche d'emploi et d'appariement, nous analysons la manière dont les caractéristiques de l'assurance chômage affectent la stabilité des emplois repris. La particularité de notre analyse consiste à intégrer la manière dont les employés sont influencés par les paramètres de l'assurance chômage. En effet, si l'on souhaite analyser de manière globale l'impact des paramètres du système d'indemnisation sur l'évolution du taux de chômage, il convient de déterminer comment ces derniers influencent le taux de sortie du chômage (analyse du comportement des demandeurs d'emploi) mais aussi comment ils affectent le taux d'entrée au chômage (analyse du comportement des employés). Pour étudier le comportement des employés nous considérons que ces derniers influencent leur probabilité de conserver leur emploi en fournissant des efforts de rétention d'emploi. Nous montrons notamment que les chômeurs qui quittent rapidement le chômage retrouvent fréquemment des emplois peu stables. Une fois en emploi, ils exercent relativement peu d'efforts pour conserver leur emploi augmentant par là même leur probabilité de retourner rapidement au chômage. L'impact final d'une réduction du montant de l'indemnisation sur l'évolution du chômage est donc indéterminé dès lors que l'on intègre les employés dans l'analyse
The thesis studies the relationships between the Optimal Unemployment Insurance (UI) literature recommendations and post unemployment job stability. We focus on one particular job quality dimension that is job stability within a context of a huge increase of very short duration job contracts in France since the 2000’s. Using job search and matching frameworks, we analyse how the features of the UI system affect job stability. The particularity of our approach is that we account for employees’ behaviors while the majority of the literature on optimal UI focuses only on jobless workers behaviors. We show notably that job-seekers who leave quickly unemployment tend to find unstable jobs. Once employed they have a greater probability to return to unemployment because the job-retention efforts they exert are not sufficient

Labour and its conditions is a subject constantly in focus. Therefore this study aims to shed some light on different factors which constitutes the basis for the definition of optimal labour conditions, as well as creating a need for change of labour conditions. In this case these factors are changes in society and cultures. The study describes how different levels of society - government, employer and employee – are affected by, or wishes to affect the labor conditions in terms of location, working hours and leisure. In brief this study concerns how different goals and interests results in different definitions of the optimum at the different levels. For instance the goal of the state is to increase its GNP to better compete with other nations. The goal of the employer is, among other things, to increase the company’s profits and conquer the market. The employee’s interest, on the other hand, is mainly to get resources for survival and better terms of life.

Améliorer l’accès et la qualité de l’emploi des jeunes figure parmi les priorités en France. Ainsi, ce travail doctoral aide à comprendre l’efficacité et les limites des canaux formels et informels. Les trois études empiriques de cette thèse fournissent un état des lieux de l’employabilité des jeunes en mettant l’accent sur les tendances concernant leurs pratiques de recherche et la qualité des emplois qu’ils obtiennent. Ces trois études sont précédés par une introduction générale et une revue de littérature. La première est dédiée à l’analyse des déterminants de l’accès à l’emploi à travers un mode de recherche bien déterminé. Dans le cadre de cette analyse, les effets de certains facteurs tels que l’origine, le genre, le lieu de résidence et l’éducation sont mis en évidence. La deuxième s’interroge sur l’influence des modes d’accès sur la qualité et la satisfaction de l’emploi obtenu. La troisième s’intéresse aux demandeurs d’emploi afin de comprendre leurs préférences et leurs stratégies de prospection. Cette dernière étude de la thèse est dédiée à la comparaison entre les pratiques (en termes d’intensité et de préférences) employées par les individus en emploi et celles menées par les chômeurs. Nos conclusions suggèrent un renforcement du rôle joué par les intermédiaires institutionnels de placement (en particulier le service public) mais aussi la nécessité de renforcer davantage le rôle des établissements scolaires afin de promouvoir le réseau scolaire comme moyen de recrutement
Improve youth employment’s quality is a priority in France. This thesis focuses on job search and job access trends, in addition to the role played by the informal and formal search channels on the job matching issue. It helps understanding the informal and formal channels’ efficiency and limitations in order to ameliorate youth employment as France continues to prioritize youth in its national policy agendas. This PhD work offers valuable lessons learned on "who uses what" and on "what works" better for youth employment through three empirical studies.These three studies are preceded by a general introduction and a literature review. The first chapter is dedicated to the analysis of the job access channel’s determinants. As part of this chapter, the effects of some factors such as origin, gender, place of residence and education are emphasized. The second chapter examines the influence of these access channels on the quality and the satisfaction with the obtained job. The third chapter focuses on the comparaison of on- and out-of-the job seekers’ preferences, search intensity and strategies. Our findings suggest a further strengthening of the role played by the public employment service as well as the role of schools as a possible recruitment channel

This study sought to explore the challenges faced by older workers who do not fit the age-type of their jobs and how older workers adapt to overcome those challenges. Specifically, I surveyed a national sample of 227 workers 50 years of age and older, in a wide variety of jobs, on measures of perceived age discrimination and adaptation behaviors. I found that fit, as determined by career timetables theory, but not prototype matching theory, successfully predicted perceived age discrimination. Specifically, more age discrimination was perceived when fewer older workers occupied a job. Additionally, multiple regression analysis showed that career timetables theory, prototype matching theory, and measures of perceived discrimination interacted to predict adaptation behaviors. That is, older workers made more efforts appear younger at work when they perceived age discrimination in jobs occupied by fewer older workers and older women expressed greater desires to appear younger at work when they perceived age discrimination in jobs viewed as more appropriate for younger workers. Although older workers made a wide variety of efforts to appear younger at work, from changing the way they dressed to undergoing surgical procedures, the adaptation efforts believed to be the most effective against age discrimination were more oriented toward enhancing job performance than one's appearance. It is especially troubling that greater perceived age discrimination was found in young-typed jobs (than in old-typed jobs) given that the number of older workers occupying young-typed jobs is expected to rapidly grow in the near future and perceived discrimination is associated with mental and physical consequences for older adults. Understanding effective adaptations to age discrimination is a valuable first step in helping older workers overcome the disadvantages they may face in the workplace, especially when they occupy young-typed jobs. Implications for theory and research are discussed.
Ph.D.
Doctorate
Psychology
Sciences
Psychology; Industrial and Organizational

Syftet med undersökningen är att skapa en förståelse för hur rekryterare tänker kring förhållandet mellan att passa in en nyanställd i organisationen (P-O fit) jämfört med att passa in en nyanställd för arbetsuppgifterna (P-J fit). För att kunna besvara syftet genomfördes en kvalitativ studie där sex intervjuer gjordes med rekryterare på olika företag som sedan tolkades med hjälp av meningskoncentrering, meningskategorisering och meningstolkning. Resultatet visade att P-O fit hade en större inverkan än P-J fit på den slutgiltiga bedömningen i rekryteringsprocessen och främst när det gällde mindre kvalificerade tjänster. Vid mer kvalificerade tjänster hade båda begreppen en likvärdig inverkan på bedömningen men det var en process där båda passformerna jämfördes med varandra och det fanns vissa minimikrav på kunskaper en person skulle ha. Utöver kunskapskravet ansågs det viktigt att personen som söktes fungerade bra med organisationen och grupperna i organisationen. För att göra en bedömning på passformen mellan individ och organisation bedömdes de sökande utifrån företagets uttalade värderingar alternativt utifrån den organisationskultur som råder inom företaget om de inte några hade uttalade värderingar. Detta utmynnade sedan till en implicit bedömning angående hur individen skulle passa in i företaget och dess kultur.
The purpose of this study is to gain insight about recruiters perceptions of the relationship between compatibility of individual and the organization (P-O fit) compared to the compatibility of individual and job assignments (P-J fit). To answer the purpose six interviews were conducted including recruiters from different companies. These interviews were later summarized using methods that shorten the answers, categorized by interesting themes and finally presented in a way that connects them with the literature. The results of the study show that P-O fit had a greater impact on the final decision of the recruitment process than P-J fit when it comes to employments with low qualifications. When the employments qualifications are higher both concepts were equally important but they were assessed together on the basis of minimum requirements for the work tasks versus how good fit would be between the individual and the groups in the organization and the organization itself. To determine the fit between the individual and the organization the applicants were assessed based on the organizational core values or if no core values were present the organizational culture. This leads to an implicit evaluation of how the individual would fit into the organization and its culture.

This thesis investigates several macroeconomic aspects of labor markets. First chapter finds that in the US more educated individuals experience lower and less volatile unemployment due to a lower hazard rate of losing a job. A theoretical model with initial on-the-job training illustrates that accumulation of match-specific human capital can explain this empirical pattern. Second chapter develops a theoretical model with state-dependent wage setting. The model predicts that higher wage bargaining costs lead to higher and more volatile unemployment, consistent with some cross-country empirical evidence. Third chapter proposes a method to indirectly measure job-embodied technical change by using data on job tenure. The results show that job-embodied technical change has increased substantially since the midnineties.
Aquesta tesi investiga diversos aspectes dels mercats de treball. El primer capítol troba que, als Estats Units, els individus amb un nivell d'educació més elevat experimenten un nivell de desocupació més baix i menys volàtil, degut a una menor probabilitat de perdre el lloc de treball. Un model teòric que incorpora formació inicial al lloc de treball il·lustra que l'acumulació de capital humà específic pot explicar aquesta regularitat empírica. El segon capítol desenvolupa un model teòric amb un mecanisme de fixació de salaris que depèn de l'estat de l'economia. El model prediu que uns costos de negociació salarial més elevats comporten un nivell de desocupació més elevat i més volàtil, de forma consistent amb l'evidència empírica entre països. El tercer capítol proposa un mètode per mesurar, de forma indirecta, el canvi tecnològic incorporat als llocs de treball, mitjançant l'ús de dades sobre l'antiguitat al lloc de treball. Els resultats mostren que el canvi tecnològic incorporat als llocs de treball ha augmentat considerablement des de mitjans dels anys noranta.

This thesis investigates the role of human capital in understanding recent developments in the U.S. labor market. Chapter 1 provides novel empirical evidence suggesting that an increasing importance of on-the-job human capital accumulation is behind the declining dynamism in job turnover. The quantitative results of a theoretical model show that the proposed explanation can account for almost one-third of the decline in job turnover. Chapter 2 shows that population aging and rising educational attainment are two crucial factors behind the downward trend in unemployment flows since mid-1970s. A theoretical model where older and more educated workers posses more job-specific human capital can account for the observed trends. Chapter 3 finds that more educated individuals experience lower and less volatile unemployment due to a lower hazard rate of losing a job. A theoretical model with initial on-the-job training illustrates that accumulation of match-specific human capital can explain this empirical pattern.
Aquesta tesi investiga el paper del capital humà en la comprensió de certs esdeveniments recents en el mercat de treball dels Estats Units. El capítol 1 proporciona nova evidència empírica que suggereix que la creixent importància de l'acumulació de capital humà en el lloc de treball està darrere de la pèrdua de dinamisme en el mercat laboral. Els resultats quantitatius d'un model teòric mostren que la hipòtesi que es proposa pot explicar gairebé un terç de la pèrdua de dinamisme en el mercat laboral. El capítol 2 mostra que l'envelliment de la població i l'augment del nivell educatiu són dos factors crucials darrere de la tendència a la baixa dels fluxos d'entrada i sortida de l'atur des de mitjans dels anys setanta. Un model teòric en què els treballadors de més edat i més educació tenen un major nivell de capital humà específic pot explicar les tendències observades. El capítol 3 mostra que els individus amb major educació experimenten un nivell de desocupació més baix i menys volàtil, degut a una menor probabilitat de perdre el lloc de treball. Un model teòric que incorpora formació inicial al lloc de treball il•lustra que l'acumulació de capital humà específic pot explicar aquesta regularitat empírica.

Thesis (M.S. in Management) Naval Postgraduate School, March 1995.
Thesis advisor(s): Stephen L. Mehay, Julie A. Dougherty. "March 1995." Includes bibliographical references. Also available online.

The purpose of the thesis is to examine the nature of recruitment practices in Nanaimo and Richmond, particularly the ways in which recruiters define job requirements, attract applicants, and select a candidate, in order to investigate whether and how recruiters practice direct or indirect discrimination based on gender. To accomplish this, 74 recruiters were interviewed in August 1990 and February 1991, resulting in 84 job vacancies and 151 people hired. Data were obtained from unstructured interviews with recruiters, who were asked to give an account of the procedure that they followed to fill a recent job vacancy in their organization. Five stages of the recruitment process were examined: job descriptions and advertisements; ideal candidate construction; applicant search methods; narrowing the applicant pool; and the job interview and final candidate selection. It was found that, throughout the recruitment process, recruiters rarely practiced direct forms of discrimination against applicants based on their sex. However, employers’ search methods and the ways that job descriptions were worded usually led to only one sex applying for the vacant positions, with the exception of gender-neutral job vacancies. It was also found that female applicants for female-gendered jobs were evaluated much more than males on the basis of personal characteristics. Ideal candidate construction and the elimination of short-listed applicants were stages where the most frequent use of covert discrimination on the basis of gender was located. Few personal characteristics were devoid of gendered connotations; yet, most recruiters were unaware of the implications of attaching the need for personal characteristics to the requirements for a job.
Arts, Faculty of
Sociology, Department of
Graduate

Titel: Hur kan hög personalomsättning i mäklaryrket motverkas? - En studie kring samspelet mellan medarbetare, jobb och organisation.   Nivå: Examensarbete på Grundnivå i ämnet företagsekonomi.   Författare: Felicia Johansson & Selma Lundgren   Handledare: Monika Wallmon   Datum: 2021-juni   Syfte: Studien avser att med hjälp av modellen person-environment fit analysera hur samspelet mellan person, jobb och organisation inverkar på personalomsättningen bland fastighetsmäklare.   Metod: Uppsatsen är ett resultat av en kvalitativ studie med utgångspunkt i deduktiv forskningsansats. Det empiriska materialet som ligger till grund för studiens analys och slutsats har samlats in genom semistrukturerade intervjuer med tio fastighetsmäklare. Materialet har transkriberats för att därefter kunna urskilja mönster och kopplingar till den valda teorin.   Resultat & slutsats: Studiens resultat visar på att de fastighetsmäklare som valt både ett yrke samt en organisation som bäst liknar dem själva är mer benägna att stanna inom dessa. Yrkesegenskaper som är attraktiva hos de tillfrågade fastighetsmäklarna inkluderar frihet och variation, medan vid val av organisation är liknande värderingar, trivsel samt ett individanpassat ledarskap av största vikt. Studien visar även på att matchning inte är något som är statiskt utan förändras över tid, exempelvis gällande framtidsplaner, mål och behov av ledarskap.     Examensarbetets bidrag: Uppsatsen har bidragit till det företagsekonomiska fältet genom att addera en ny dimension av modellen person-environment fit utifrån ett medarbetarperspektiv i den svenska fastighetsmäklarbranschen. Studien har dessutom skildrat vilka faktorer som är betydelsefulla för att en fastighetsmäklare ska stanna i branschen såväl som i en organisation, vilket är användbar kunskap vid rekryteringsprocesser.    Förslag till fortsatt forskning: Denna studie har fokuserat på aktiva fastighetsmäklare och varför de valt att stanna i branschen samt i en viss organisation utifrån person-environment fit. Det är därför av intresse att studera varför före detta fastighetsmäklare valt att avsluta sina karriärer utifrån samma teorimodell. Utifrån hur respondenterna i denna studie berättat om vikten av trivas med kollegor och ledare vore det vidare intressant att studera personalomsättningens påverkan med hänsyn till person-group samt person-supervisor fit. Nyckelord: Person-environment fit, person-job fit, person-organization fit, kompletterande matchning, likhets-matchning, fastighetsmäklare

Thesis: Ph. D., Massachusetts Institute of Technology, Sloan School of Management, 2016.
Cataloged from PDF version of thesis.
Includes bibliographical references.
This dissertation contributes to our understanding of the economic and labor market advantages associated with having a prestigious educational background. In particular, I consider the role of educational status in the matching of technical workers to jobs in high-tech entrepreneurial firms. Distinctively among studies of the role of educational prestige in the firmworker matching process, I consider the supply and demand sides of the matching process separately. On the supply-side, I examine the relationship between the status of founders' educational backgrounds and their success in recruiting key technical workers. I find that firms whose founders had elite educational backgrounds display better candidate attraction outcomes. On the demand-side, I assess how the status of a candidate's educational background influences their ability to access technical jobs at high-tech entrepreneurial firms. Further, I provide insights into the role of various mechanisms behind the prestigious degree advantage in screening. In particular, I find that, in the initial steps of screening, the advantage enjoyed by candidates with elite backgrounds can be largely accounted for by their performance on a skills test. Also, I examine the potential for internships to mitigate the extent to which firms rely on prestigious educational credentials in screening. In contrast to arguments that suggest firms might be more willing to "take a risk" in screening for an internship, I find that firms favor elite candidates to a greater degree when screening for an internship than when doing so for a comparable full-time position.
by Santiago Campero Molina.
Ph. D.

Cette thèse explore la dimension géographique des disparités entre les sexes dans le marché du travail. Les questions étudiées incluent la variation de la prime salariale urbaine entre les sexes (chapitre deux), l'exploration des différents mécanismes derrière les effets importants de la localisation géographique sur les gains du marché du travail des femmes (chapitre trois), et de l'écart entre les sexes sur les rendements d'expérience urbains (chapitre quatre). Le deuxième chapitre entreprend une analyse transversale à l'aide de données françaises pour estimer la prime salariale urbaine et sa variation entre les sexes. Les résultats confirment l'existence d'une prime salariale urbaine nettement supérieure pour les femmes. Un doublement de la densité de l'emploi dans une zone donnée entraîne une réduction de 2,4 pourcent de l'écart salarial entre les sexes, une valeur qui augmente de 4 pourcent lorsqu'on exclut la catégorie professionnelle des ouvriers. Contrairement au reste des professions, l'effet de la densité favorise les hommes dans la catégorie des ouvriers. Le troisième chapitre cherche à trouver les mécanismes à l'origine de l'effet importante de la localisation géographique sur les gains du marché du travail pour les femmes en employant l'approche par l'estimateur « within ». Les résultats suggèrent que la moitié de la prime salariale urbaine est attribuée sur la base d'un tri des travailleurs selon le type de compétences à travers des différentes zones. Cependant, en complément du tri de compétences, d'autres hétérogénéités individuelles contribuent également à l'excès de la prime salariale urbaine pour les femmes
This dissertation explores the geographical dimension of the gender gaps in the labor market. The investigated issues include the variation of urban wage premium across genders (chapter two), exploration of different mechanisms behind stronger location effects for females' labor market gains (chapter three), and the gender gap in the urban returns to experience (chapter four). The second chapter undertakes a cross-sectional analysis by using French data to estimate the urban wage premium and its variation across genders. The findings confirm the existence of an urban wage premium that is significantly higher for women. A twofold increase in employment density of an area results in a 2.4 percent reduction in the gender wage gap, which increases to 4 percent when we exclude manual workers occupational category. Contrary to the rest of the occupations, the density effect favors men in the manual workers category. The third chapter seeks to find the mechanisms behind the stronger location effects on labor market gains for women by employing the within estimate approach. Results suggest that half of the urban wage premium is contributed by the sorting of workers according to skill type across different areas. However, in addition to skill sorting other individual heterogeneities also contribute to the excess urban wage premium for females. Firm level agglomeration effects attribute a minor part to the excess urban wage premium for females. The left over premium is a result of pure urban effects (lower discrimination, better matching, urban amenities)

Syfte: Syftet är att visa för- och nackdelar för organisationskulturens påverkan på rekryteringen hos organisationer som är präglade av organisationskultur, samt hur en organisation avgör vilken individ som passar in. Vi ämnar beskriva eventuella risker, möjligheter och begränsningar med dessa metoder för både organisation och individ. Metodik: En flerfallsundersökning på fem organisationer inom den privata sektorn har tillämpats som undersökningsdesign med en induktiv ansats. Genom en kvalitativ metod där semi-strukturerade intervjuer har genomförts har data producerats fram. Slutsats: Organisationskulturen präglade vad organisationerna sökte hos en kandidat mer än hur rekryteringsprocessen utformades. För att finna rätt kandidat var en realistisk företagspresentation framträdande tillsammans med utformningen av intervjun. Organisationernas rekryterade efter sina värderingar, vilka presenterades i en företagspresentation och diskuterades kring under intervjun. Fördelarna för organisationen blev minskad risk för misstolkning tillsammans med större valfrihet bland kandidater och ett verktyg för organisationen att dämpa för höga förväntningar på arbetet. Nackdelarna blev fler moment att ta ställning till vilket är resurskrävande samtidigt som flera förutsättningar krävdes för att få önskad effekt. Fanns inte rätt förutsättningar för matchningen riskerades en resurskrävande process med oförutsedda resultat.
Purpose: The purpose is to present advantages and disadvantages of how organizational culture affects the recruitment in organizations that are incused by organizational culture, and how an organization decides which individual that fits the organization. We intend to describe certain ventures, possibilities and limitations with these methods for both organization and individual. Methodology: A more case study has been applied on five organizations within the private sector as a research design, with an inductive approach. A qualitative method has been used where semi-structured interviews have been implemented from where data has been established. Conclusion: Organizational culture incused the recruitment by what they were looking for in an applicant rather than how it affected the recruitment process. To find the right applicant a realistic organizational presentation was prominent together with how the interview was designed. The organization recruited applicants after their values, which were presented by the organization and discussed during the interviews. The advantages were reduced risk of misinterpretation by applicants along with a greater possibility of choice and a tool for organizations to reduce too high expectations on employment. The disadvantages were more elements to examine while the process became resource demanding, while several conditions had to be fulfilled. If the right conditions couldn’t be obtained the risk was a resource demanding recruiting with an unforeseen result.

Arbetet dominerar många människors liv och att allas rätt till arbete innebär ofta även allas skyldighet till arbete. Det politiska systemet förutsätter att alla som kan, ska och vill jobba. Ett av kriterierna för att få ekonomiskt bistånd från socialtjänsten är att alla som anses vara arbetsföra ska stå till arbetsmarknadens förfogande. Ekonomiskt bistånd medför en skyldighet att söka arbete och att tacka ja till erbjudna arbetsmarknadsåtgärder. Forskning som presenteras i denna uppsats visar att utrikesfödda har svårare än svenskfödda att etablera sig på den svenska arbetsmarknaden. Som ett exempel på en arbetsmarknads- och integrationspolitisk åtgärd kommer uppsatsen att titta på ett integrationsprojekt i Karlstads kommun. I Karlstads kommun är utrikesfödda överrepresenterade bland försörjningsstödstagare. Chefer på Arbetsmarknads- och socialförvaltningen i Karlstad säger att man tidigare misslyckats med att hjälpa utrikesfödda till arbete och att Karlstad ligger under riksgenomsnittet vad gäller sysselsättning av utrikesfödda. 2008 beslöt sig Arbetsmarknads- och socialförvaltningen i Karlstad att prova någonting nytt för att förändra den dåliga statistiken. Tillsammans med bemanningsföretaget Manpower startade Arbetsmarknads- och socialförvaltningen ett samarbete med syftet att hjälpa utrikesfödda ut i egen försörjning och detta samarbete fick namnet Karlstads Matchning. Bakom Karlstads Matchning finns en stark tro på att det alltid är bättre för människor att arbeta än att vara arbetslös och bidragsberoende. På mindre än ett år fick 55 personer anställningsavtal för ett år via Manpower. Genom att intervjua 15 av de anställda i Karlstads Matchning hoppades jag kunna ta reda på vad de anställda själva tycker om sin situation och hur de upplever Karlstads Matchning. Uppsatsen inleds med en formulering av problembakrund och syfte. Syftet är att utvärdera Karlstads Matchning genom att låta dem som samarbetet berör själva få komma till tals och uttrycka sina tankar, känslor och synpunkter. En annan del av syftet med denna uppsats är att kort sammanfatta och diskutera svensk arbetsmarknads- och integrationspolitik. Även etnisk diskriminering och social exkludering på arbetsmarknaden kommer att beröras. För att läsaren ska få en uppfattning om vilka teoretiska referensramar som uppsatsen utgår från, presenteras inledningsvis arbetets centrala roll inom arbetsmarknads- och integrationspolitiken genom en rad begrepp och teorier. Sedan följer en presentation av Karlstads Matchning där chefer och initiativtagare till samarbetet fått komma till tals. Metodkapitlet består av en beskrivning av den valda metoden som i grunden är kvalitativ metod med intervjuer som praktisk metod. Kapitlet beskriver hur undersökningen genomförts, etiska dilemman, bearbetning och tolkning av det insamlade materialet samt källkritik och tillförlitlighet. Sedan följer en sammanställning av det insamlade materialet där intervjuerna presenteras i olika teman. Intervjuerna visade på skillnader i svar mellan kvinnor och män och därför har intervjuresultaten presenterats utifrån ett genomgående genusperspektiv. Uppsatsen avslutas genom att ett försök att sammanställa ett övergripande resultat över hur det gått för de anställda och Karlstads Matchning drygt ett år efter att samarbetet inletts. Min personliga tolkning är att Karlstads Matchning har kostat mer än det smakat och att kommunen bör se över sina rutiner innan nya projekt och samarbetet med externa aktörer inleds i framtiden. Femtiofem personer fick anställning i Karlstads Matchning och utav dem har två personer fått tillsvidareanställningar och en person har fått ett sommarvikariat. Trettiofyra personer har gått ut i arbetslöshet. Utifrån intervjuerna med de anställda tycks det vara så att de som har minst med sig gällande utbildning och yrkeserfarenhet anser att Karlstads Matchning haft fördelar för den enskilde, medan övriga är mycket mer kritiska. Vissa personer uttrycker tacksamhet inför möjligheten att få en anställning, andra är oerhört kritiska och missnöjda. Uppsatsen avslutas med en allmän kritisk diskussion kring svensk integrationspolitik och hur den ofta verkar exkluderande snarare än inkluderande. Slutsatsen är att beslutsfattare måste styra om integrationspolitiken så att den på samhällsstrukturell nivå slutar att betona ”invandrarspecifika” problem så att den blir en transparent, inkluderande och naturlig del av arbetsmarknadspolitiken i allmänhet.
Work dominates people’s lives and everybody’s right to work often means that it’s also everybody’s obligation to work. The political system presupposes that everyone who can work also wants to work and should work. In order to receive income support from social services is that everyone who is supposedly able to work should be available to work. Economic support entails a liability to look for work and to agree to labor market measures. Research presented in this essay shows that it is more difficult for immigrants than for native Swedes to establish themselves on the Swedish labor market. As an example of a labor and integration political measure this essay will look at an integration project within Karlstad’s municipality. Immigrants are over-represented amongst people with income support in Karlstad’s municipality. The labor- and social services administration in Karlstad admits that they have previously failed to help immigrants to find work and that they are below the average of Sweden as a whole when it comes to employment rates for immigrants. In 2008 the work- and social services administration therefore decided to try something new to change these statistics. Together with the staffing company Manpower the labor- and social services administration started cooperation with the purpose to help immigrants so that they can economically support themselves. This cooperation got the name Karlstads Matchning. Behind Karlstads Matchning lies a strong belief that it is always better for people to work than to be unemployed and dependent on income support. In less than a year 55 people received one year contracts through Manpower. By interviewing 15 of these people I was hoping to find out what they think about their situation and how they experience Karlstads Matchning. The essay begins with a formulation of the problem background and purpose. The purpose of this essay is to evaluate Karlstads Matchning by letting the people who this co-operation if for speak up and express their thoughts, emotions and standpoints. Another part of the purpose of this essay is to summarize Swedish labor market- and integration politics. Ethnic discrimination and social exclusion will also be discussed. The central role of work within labor and integration politics are presented though a number of theories and concepts in order to give the reader of this essay an idea of which theoretical references this essay is using. Thereafter there is a presentation of Karlstads Matchning together with some thoughts from managers and initiative-takers of Karlstads Matchning. The method chapter entails a short description of the chosen method which base is qualitative with interviews as the practical method. This chapter describes how the examination has been conducted, ethical dilemmas, processing and interpretation of the material that has been collected and reliability and criticism of the used sources. The next chapter consists of an attempt to compile the collected material where the interviews are presented under different themes. The interviews are also presented through a gender perspective as the interviews showed differences in answers between men and women. Thereafter follows a compilation of the overall results of what has happened with the employees and Karlstads Matchning s little more than a year after the co-operation started. My personal interpretation is that Karlstads Matchning has had more costs than benefits and that the municipality should go over their routines before any new projects or co-operations with external parties are started. Two out of 55 people who got employed through Karlstads have moved on to permanent jobs and one person got a temporary summer job. 34 people have moved on the un-employment. The interviews with the employees showed that those who have the least amount of education or work experience are those who appreciated Karlstads Matchning the most, the others are very critical. Some people express their gratitude of having had the chance to get work, others are very critical and discontent. The essay is ended with a general critical discussion about Swedish integration politics and how it often works excluding rather than including. The conclusion is that decision makers must redirect the integration politics so that it on a societal structural level stops pointing out “immigration specific” problems so that it becomes a transparent, including and natural part of labor politics in general.

Cette thèse de doctorat examine les principales défaillances du marché du travail qui entraînent que les travailleurs n’arrivent pas à obtenir la pleine rémunération potentielle qui corresponde à leur capital humain. Il y a « inefficacité salariale » lorsque le salaire obtenu est inférieur au maximum atteignable. Dans un tel cas, les salariés reçoivent un salaire injuste par rapport au capital humain disposé. Cela décourage à investir dans son capital humain ce qui aura tendance à réduire la productivité totale, à affaiblir la compétitivité et à nuire à la croissance économique du pays. La contribution que nous apportons à travers ce travail est de trois ordres. Dans un premier temps, nous proposons un nouveau regard par rapport à l’intégration des jeunes sur le marché du travail. Plutôt que d’examiner si les individus obtiennent un contrat de travail stable ou non, nous adoptons une approche qui s’intéresse à la qualité de l’appariement « emploi – compétences » de jeunes entrant fraîchement dans la vie active. Nos travaux fournissent des résultats empiriques qui mettent en évidence les différentes théories de recherche d’emploi. Dans un second temps, en raison du considérable défi que représente l'identification et l'évaluation des pratiques discriminatoires sur le marché du travail, nous proposons une approche innovatrice et efficace pour examiner le phénomène du plafond de verre (barrière invisible à l’accès des postes de décision mieux rémunérés). Dans la dernière partie de cette thèse, nous proposons un modèle économétrique théorique qui améliore la correction du problème de biais de sélection pour les modèles de frontière stochastique
This doctoral thesis addresses issues related to employees’ imperfect information on the labour market and discrimination, generally all direct consequences of labour underpayment or “earnings inefficiency”. Workers are in a situation of earnings inefficiency when they do not receive the full potential remuneration corresponding to their human capital endowment: unfair pay for greater stock of human capital. This situation is problematic from a policy-makers point of view as it could weaken work incentives, discourage investments in human capital, and harm economic growth and competitiveness. It could also widen inequality within the society and contribute to the increase in relative poverty.The contribution we make through this work is threefold. First, we examine the integration of young people into the labour market from a new angle. Instead of examining whether individuals obtain stable employment or not, we use an approach that focuses on the quality of the job matching for young people entering the workforce and lacking labour market information. This first chapter provides empirical evidence on job search theories. In a second chapter, because of the considerable challenge of identifying and assessing discriminatory practices in the labour market, we propose an innovative and effective approach to examine the phenomenon of the glass ceiling (an invisible barrier to management positions associated with higher earnings). Finally, the last part of this doctoral thesis is devoted to improving the econometric approach we use. We propose a theoretical econometric model that improves correction for sample selection bias with stochastic frontier models

碩士
國立中山大學
經濟學研究所
98
The aim of the paper is to discuss the way that the online job banks send resumes to businesses for job seekers, and most businesses and job seekers have chosen online job banks as channel management for job wanted due to the rapid development of information technology for recent years. What businesses find employees and job seekers find jobs through the online job banks can be classified into two kinds, one is active candidates for the job, and another is matching pair by the online job banks. The online job banks help job seekers to send resumes to businesses by means of both ways, and how the online job banks send resumes to businesses for job seekers will affect the outcome. Therefore, this paper focuses on original way of sending resumes used by the online job banks, and also uses Gale-Shapley algorithm to devise different way of sending resumes which the online job banks possibly use in the future and consequently by comparing two ways of sending resumes, it can analyze what ways of sending resumes can be adopted by the online job banks under different situations.

碩士
中國文化大學
資訊管理研究所碩士在職專班
94
In recent years, due to development of on-line job matching systems, looking for a job is no longer limited to follow the traditional way of getting related information from newspapers and magazines. By providing rich kinds of information, the on-line job matching systems have attracted more and more of job seekers. The on-line job match-ing system are fast, convenient, and low cost, and offers function of publishing resumes and applying for job online which traditional job-finding service can not provide. How-ever, a huge and powerful database is then needed to keep the records of available va-cancies and applicants and provide precisely matching results. 　　Based on the data from a famous domestic manpower bank, this study uses con-tent-based filtering and cluster analysis techniques popular in the data mining field to verify the matching results. This paper describes how to obtain complete matching in-formation from job matching database and recommend adequate personalized matched results to users.

碩士
國立成功大學
電腦與通信工程研究所
103
Job seekers and recruiters often turn to online recruitment services provided by job portals. Through these job portals, massive information is exchanged and matched between job seekers and recruiters. Job portals provide more services for information exchanging or filtering, but with less support for job matching between job seeker and recruiter. Users, including the job seekers and recruiters, have to match the information between job requirements and seeker expertise manually to identify potential candidates. It further leads challenges in dealing with large amount of job matching events and performing job matching with evidence in an event. While the amount of users on job portals increase, the effort spent on job matching will also raise rapidly. Moreover, without common criteria to comprehend the job requirements, it is possible for job seekers to misunderstand the requirement. To resolve the challenges, this work establishes an evidence sharing framework for automatic, evidential job matching between job seekers and recruiters. The framework extracts evidences from software artifacts, expressing job seeker’s expertise and recruiter’s requirement in a shared model. Job seekers and recruiters can ensure their compatibility through the match report provided. A case study is conducted to investigate the effectiveness of the framework in realistic conditions. The result shows that 28% of criteria suggested by participants are directly covered by the criteria currently implemented in the framework. The coverage can be enhanced to 58% by extending criteria. Also, the framework can distinguish the expertise of each member in the same project team.

博士
國立臺灣師範大學
工業教育學系
96
The aim of the study was to develop different types of job matching systems based on Ontology Theory, human resource theory and system development theory. First, the study explored the literature related to Ontology to understand methodologies of ontology development. Then a pilot study was conducted to gather the skill requirements for software developers needed by current enterprises from human resource web sites nationwide and abroad. Based on the ontology development methodology and the result of the pilot study, an information competency ontology was built. The study continued to review the different types of job matching methods and their deficiencies. Using open source development platform LAMP (Linux, Apache, MySQL and PHP), the study implemented seven different types of job matching systems: simple keyword matching, structured keyword matching, compensated matching, proportional matching, weighted compensated matching, milestone matching and comprehensive matching system. The study analyzed the differences of matching results among job matching systems and the differences of matching results in a job matching system by using and not using ontologies. The result shows that using ontology for semantic searching can upgrade the recall and the similarity score within a job matching system. Among seven systems, the milestone job matching system has the highest recall and similarity score.

碩士
國立中正大學
勞工所
95
The labor market in Taiwan has transformed from the physical to the technological, and changes gradually to the knowledge work today. The development of information technology and driven-force of globalization increases labor turnover rates, while job types became more and more abundant and various. Therefore, employment service agencies play an intermediary role in promoting the nature of workforce and making the new workers enter into the labor market successfully. In this study, based on the job-matching process, it investigates the job seekers and employers’motives, conditions and evaluations as well as finds out the functions and contents of public and private employment service agencies. The research target focuses on the public employment agencies (ie. www.ejob.gov.tw) which is created by the Council of Labor Affairs, the 104 Job Bank and the 1111 Job Bank. The depth interview is used to collect related information. The number of interviewees is 30, including 24 job seekers who had ever looked for jobs through the Internet, and 6 recruiters in different companies. Few job seekers used the public employment service agencies to seek for jobs. They do not really know the functions of public employment service agencies, and have the negative impressions. In terms of the website of public employment service agencies, the weakness includes: the job classification of website is not clear, job matching function are comparatively insufficient, lack of the quantity and quality of job vacancies, job seekers’database is not big enough, and the interfaces for users must be improved. The employers noted that job applicants which recommend by the public employment service agencies are lack of job competition. However, it provides recruiters to track back job seekers’employment situation, inquire the demand of enterprises positively, support enterprises to organize job fairs, and offer information on laws and orders Those who use the private employment service agencies generally think that it had more job vacancies, quality is good, professional and convenient. However, the forty percent of the job seekers felt unsafe. The cost of recruitment is lower, and the proportion of recommended employers higher than other recruiting channels. However, information offered is still mainly the one-way at present, it is comparatively scarce to offer the two-way communication or interface, and the extent to which job seekers and recruiters respond positively are different.

碩士
中國文化大學
資訊管理學系碩士在職專班
101
It is increasingly difficult to make effective use of Internet information, given the rapid growth in data volume and diversity. That is how the recommendation systems come into play in this field. Recommendation systems not only for helping people to choose products or services, but also reducing them the time spent in the searching in electronic commerce. With the rapid development of the Internet and information technology, many businesses and job seekers through the Internet such as online job banks, social networks as channel for jobs in the recent years. Although people looking for jobs on the Internet could be a great way of finding new and interesting opportunities, it is difficult to find suitable job information for them in a large amount of occupation data. In this research, there was a comparison-based recommendation approach developed which avoids engaging the user in a deep dialogue in favour of a more casual conversational strategy. This work and experiments were carried out using the dataset from the online job bank domain and presented a novel web-based conversational recommendation system which attempts to use the preference feedback as a means of revising the query and embed a new retrieval algorithm called similarity-preserving to increase in diversity. In summary, this research has demonstrated promising results for the comparison-based recommendation approach, in terms of its effectiveness and efficiency characteristics.

碩士
國立臺灣師範大學
高階經理人企業管理碩士在職專班(EMBA)
105
Finding the talents or intellectuals has always been the main concern of every enterprise for a long time. For the employers of a business, there are three weak links encountered during their recruitments: mismatch employability, time cost, recessive cost. On the other hand, if one determines to look precisely into the current circumstance of Taiwan, one may easily discovers that the recruiting methods and filtering instruments for all categories of competence have significantly increased during the development and transformation of the human resources market. This research uses case study method, to note down the means that the designated company have tried to apply so as to resolve the misery weaknesses and painful flaws towards their personnel recruiting. The company in this case study has invented an Internet evaluation tool based on a prototype of behavioral interview which eventually develops into a non-concurrent Internet simulation for Q&A implementation. Through a systematic technique, the company has set up question databases and modules or simulated answers, with which they calculate and generalize each candidate's degree of suitability towards certain positions in accordance with the filled-in information from the candidates. Compared with what they received in the year of 2015 when the evaluation tool had not yet been employed, the recruiting outcomes (including the rate of registering and retention rate) of the company in 2016 has augmented. The new recruitment module actually allows the supervisors or the department heads to initially evaluate and compare the competence of the applicants by the assistance of the matching tool, just as the one in a "blind test" where they interview the applicants without going through a written resume or relying on their own sense of intuition. Moreover, the evaluation of the simulation is capable of offering the interviewers to predict the possible behaviors and conducts of the candidates once they begin working in the organization. When both the simulated matches are done in advanced and the afterward matters and conditions are foreseen, it thus becomes quite obviously that the advantages produced by this cutting-edge method can accomplish certain effective results which are almost impossible for those traditional interview modules to follow.

碩士
中原大學
資訊管理研究所
105
We hope to strengthen the interaction and contact between enterprises and students and alumni by e-platform service, and do provide employment and care services for students and alumni.Efficient integration of employment and career information from all sides, increase the students, alumni and business opportunities for job opportunities. This study will be set in the scope of the Chung Yuan Christian University job seeking and matching system,to the 中原人生涯關懷網 for the study of cases, to explore the use of the中原人生涯關懷網of the Chung Yuan Christian University students and alumni.According to its experience in the use of this platform, to understand the user''s motivation to use, experience, hope that by usability testing, to understand the user on the 中原人生涯關懷網 interface design, functional requirements, advantages and disadvantages and satisfaction. Based on the theory of "using and satisfying the theory", this study uses the "case study method" to collect and analyze the data. A total of 14 students and alumni of the Chung Yuan Christian University were interviewed, and the users considered a good campus job search The system should have the following conditionsA simple and clear page. Second, the human front desk operation and background management page. Three, trustworthy. Fourth, the unique superiority.

Dissertation presented as the partial requirement for obtaining a Master's degree in Information Management, specialization in Knowledge Management and Business Intelligence
Due to the existence of a double-sided asymmetric information problem on the labour market characterized by a mutual lack of trust by employers and unemployed people, not enough job matches are facilitated by public employment services (PES), which seem to be caught in a low-end equilibrium. In order to act as a reliable third party, PES need to build a good and solid reputation among their main clients by offering better and less time consuming pre-selection services. The use of machine-learning, data-driven relevancy algorithms that calculate the viability of a specific candidate for a particular job opening is becoming increasingly popular in this field. Based on the Portuguese PES databases (CVs, vacancies, pre-selection and matching results), complemented by relevant external data published by Statistics Portugal and the European Classification of Skills/Competences, Qualifications and Occupations (ESCO), the current thesis evaluates the potential application of models such as Random Forests, Gradient Boosting, Support Vector Machines, Neural Networks Ensembles and other tree-based ensembles to the job matching activities that are carried out by the Portuguese PES, in order to understand the extent to which the latter can be improved through the adoption of automated processes. The obtained results seem promising and point to the possible use of robust algorithms such as Random Forests within the pre-selection of suitable candidates, due to their advantages at various levels, namely in terms of accuracy, capacity to handle large datasets with thousands of variables, including badly unbalanced ones, as well as extensive missing values and many-valued categorical variables.

碩士
萬能科技大學
經營管理研究所
95
In the past tradition recruitment takes place through the publication in the media of newspapers and magazines. Nowadays due to the popularity of using computer especially internet network, human resources websites become a kind of new channel for matchmaking. No matter on job hunting or people recruiting, these offer multiple channels for matchmaking the two parties. The source of data in this study comes from VNU104 Website of Vanung University. In order to be more objective, the study is divided into three stages. In the first stage, telephone survey is conducted. For the second stage and the third stage, data of those successful matching cases of the people recruiting from the corresponding units and institutions are obtained from a questionnaire survey and an in-depth interview respectively. The subjects of this study involve two parties, those who hunt for job and those who hunt for people. The former comprises the part-time students of various departments and faculties of Vanung University, whereas the latter includes two recruitment groups i.e. from the ‘Teaching’ and ‘Administrative’ units of Vanung University, and a third recruitment group as ‘Institutional’ collectively including both the government and non-governmental public. The time of this survey commenced from November 2006 year to April 2007. The result of this research analysis shows that the ‘Administrative’ group in the recruitment body accounts for 32% of the overall proportion of the questionnaire responded, the ‘Teaching’ group accounts for 29%, and the ‘Institutional’ group accounts for the remaining 39% in which MetroWalk shopping center comprises the most. In order to understand more about the job demand of the job hunters and future competitiveness, nine dimensions are formulated. On the other hand there are five dimensions according to the viewpoints of the interviewers to the job hunters. Under the change of the entire environment and social structure, apart from earning money students engaged in part-time jobs can also gain the real job experience before actual entry to the future job. For that, this study can contribute in 3 ways. Firstly, it offers a safe working environment. Secondly, it provides a fast matchmaking platform. Thirdly, it provides information concerning the job situation of the part-time students to the college.

碩士
國立中興大學
應用經濟學研究所
92
Abstract Some labors in non-agricultural sector might change their jobs and migrate to agricultural sector. These kind of labors are called as returning migrants when they are compared to labors who migrated from agricultural sector to non-agricultural sector. The objectives of this study are to analyse returning migrants’ job choices and operation aspiration. The sample surveyed 125 persons who migrated to agricultural sector after the Asia’s Financial Crisis in 1998. The framework of agricultural returning migrants’ job matching was built up by a polynomial logic function based on random utility model. Morever, this study adopted the ordered probit model to analyse the returning migrants’ operation aspiration, which affecting factors included job matching choices and other variables. Estimation results of the empirical models, included job matching and operation aspiration, are as follows： 1.Regarding industry choices, 41.6% of the agricultural returning migrants in the sample choiced “agronomy”. In choosing activity, 51.2% of them choiced to do “own-enterprise”. The industry choices were influenced by individual’s evaluation for their job’s characteristics, individual characteristics, and the family background. But the influence degrees on odds ratio among industry choices are different respectively. The affecting factors of activity choices are：“whether their job’s characteristics have attractions for them”, “whether they own the key technology of operation”, individual’s factors such as “years”, “education”, “whether they still seek the non-agricultural employment information”, “residential areas” and the family background factors such as “reliers in family”. 2.56% of the agricultural returning migrants in the sample will keep on operating in agricultural sector. This show that agricultural sector can not only view as “buffer for the employment” any more.In the operation aspiration model, the variables of “individual’s evaluation for their job’s characteristics” are major influential factors. The effects of industry choices on operation aspiration are significant, but activity choices are not. Besides those factors, returning migrants’ operation aspiration are also significantly effected by other factors, such as “individual’s evaluation for their job’s characteristics”, individual characteristics for example“returning years”, “whether they still seek non-agricultural employment information”, “residential areas ” and family background：“reliers in family”.