Relevant bibliographies by topics / Job mismatch

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

Academic literature on the topic 'Job mismatch'

Author: Grafiati
Published: 4 June 2021
Last updated: 14 June 2025

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Journal articles on the topic "Job mismatch"

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Farooq, Shujaat. "Mismatch Between Education and Occupation: A Case Study of Pakistani Graduates." Pakistan Development Review 50, no. 4II (2011): 531–53. http://dx.doi.org/10.30541/v50i4iipp.531-553.

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In this study, an attempt has been made to estimate the incidences of job mismatch in Pakistan. The study has divided the job mismatch into three categories; education-job mismatch, qualification mismatch and field of study and job mismatch. Both the primary and secondary datasets have been used in which the formal sector employed graduates have been targeted. This study has measured the education-job mismatch by three approaches and found that about one-third of the graduates are facing education-job mismatch. In similar, more than one-fourth of the graduates are mismatched in qualification, about half of them are over-qualified and the half are under-qualified. The analysis also shows that 11.3 percent of the graduates have irrelevant and 13.8 percent have slightly relevant jobs to their studied field of disciplines. Our analysis shows that women are more likely than men to be mismatched in field of study. JEL classification: I23, I24, J21, J24 Keywords: Education and Inequality, Higher Education, Human Capital, Labour Market
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Farooq, Shujaat. "The Utilisation of Education and Skills: Non-Pecuniary Consequences Among Graduates." Pakistan Development Review 56, no. 1 (2017): 1–17. http://dx.doi.org/10.30541/v56i1pp.1-17.

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In this study, an attempt has been made to estimate the incidences of the job mismatch and its determinants in Pakistan. This study has divided the job mismatch into three categories: qualification-job mismatch, skill mismatch and field of study mismatch. The primary dataset has been used in which employed graduates of the formal sector have been targeted. The paper has also measured the qualification-job mismatch by three approaches, and found that about one-third of the graduates have been facing qualification-job mismatch. Similarly, more than one-fourth of the graduates are mismatched in skills, about half of them are over-skilled and the rest are under-skilled. The analysis also shows that 11.3 percent of the graduates have irrelevant, and 13.8 percent have slightly relevant jobs to their field of study. The analysis reveals that over-qualified and over-skilled graduates are less satisfied, while under-qualified and under-skilled graduates are more satisfied with their current jobs. A similar situation has been observed in case of the field of study mismatch, where both the moderate and complete fields of study matched graduates are more satisfied than the mismatched ones. The job search behaviour is positively associated with the level of education. Over-qualification has a positive impact, while under-qualification has a negative effect to search for another job. A good match between field of study and current job reduces the likelihood of intention to quit the job. JEL Classification: I23, I24, J21, J24 Keywords: Education and Inequality, Higher Education, Human Capital, Labour Market
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Shimer, Robert. "Mismatch." American Economic Review 97, no. 4 (2007): 1074–101. http://dx.doi.org/10.1257/aer.97.4.1074.

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This paper develops a dynamic model of mismatch. Workers and jobs are randomly allocated to labor markets. Each market clears, but some have excess (unemployed) workers and some have excess (vacant) jobs. As workers and jobs switch markets, unemployed workers find vacancies and employed workers become unemployed. The model is quantitatively consistent with the business cycle frequency comovement of unemployment, vacancies, and the job finding rate and explains much of these variables' volatility. It can also address cyclicality in the separation rate into unemployment and duration dependence in the job finding rate. The results are robust to some nonrandom mobility. (JEL E24, J41, J63, J64)
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Ilieva-Trichkova, Petya, and Pepka Boyadjieva. "The Fragile Axes of Life: A Capability Approach Perspective towards Graduates’ Education–Job Mismatches and Subjective Well-Being." Social Sciences 10, no. 7 (2021): 262. http://dx.doi.org/10.3390/socsci10070262.

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Using the capability approach as a theoretical framework, this article aims to: (1) explore how subjective individual well-being differs among higher education graduates and especially to what extent it is associated with graduates’ vertical education–job mismatches; (2) reveal the embeddedness of the link between graduates’ vertical education–job mismatches and subjective well-being in different socio-economic contexts; and (3) outline some policy implications of the analysis undertaken. It argues that vertical education–job mismatch among graduates has an important influence on experiences of the benefits that come from higher education. By analysing micro-level data from the European Social Survey, carried out in 2012 and macro-level data for 24 European countries via descriptive statistics and multilevel regression, the study shows that education–job mismatch is associated with capability deprivation, as graduates who are vertically mismatched have less interest in what they are doing, feel less autonomous and competent, and are less confident that they are leading a meaningful life or being treated with respect by others in comparison to those graduates who are employed in jobs which correspond to their level of education. The article also provides evidence that the association between graduates’ education–job mismatches and individual subjective well-being is embedded in different socio-economic contexts.
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Farooq, Shujaat. "Job Mismatches in Pakistan: Is there Some Wage Penalty to Graduates?" Pakistan Development Review 54, no. 2 (2015): 147–64. http://dx.doi.org/10.30541/v54i2pp.147-164.

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In this study, an attempt has been made to estimate the incidence of job mismatch and its impacts on graduate‘s earnings in Pakistan. The study has divided the job mismatch into three categories; qualification-job mismatch, skill mismatch and field of study and job mismatch. The primary dataset has been used in which the formal sector employed graduates have been studied. This study has measured the qualification-job mismatch by three approaches and found that about one-third of the graduates are facing qualification-job mismatch. Similarly, more than one-fourth of the graduates are mismatched in skill, about half of them are over-skilled and the half are under-skilled. The analysis also shows that 11.3 percent of the graduates have irrelevant and 13.8 percent have slightly relevant jobs to their studied field of disciplines. Our analysis shows that over-qualified graduates face wage penalty under different approaches. After controlling skill heterogeneity, there is less penalty to apparently over-qualified and more penalty to genuinely over-qualified. The over-skilled graduates face wage penalties and the under-skilled get wage premiums as compared to the matched workers. A good field of study and job matches also improve the wages of graduates. JEL Classification: I23, I24, J21, J24, J31 Keywords: Education and Inequality, Higher Education, Human Capital, Labour Market, Wages
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Farooq, Shujaat. "The Utilisation of Education and Skills: Incidence and Determinants among Pakistani Graduates." Pakistan Development Review 50, no. 3 (2011): 219–44. http://dx.doi.org/10.30541/v50i3pp.219-244.

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This study estimates the incidence of job mismatch and its determinants in Pakistan, based on three categories: (i) qualification mismatch, (i) skill mismatch, and (iii) field-of-study mismatch. It uses both primary and secondary datasets that target graduates employed by the formal sector. The study measures the qualification mismatch using three approaches and finds that about one third of the graduates sampled face a qualification mismatch. Similarly, more than one fourth are mismatched in terms of skill, about half are over-skilled, and half are under-skilled. The analysis also shows that 11.3 percent hold jobs that are irrelevant to their discipline and 13.8 percent have jobs that are slightly relevant to their discipline. Women are more likely than men to be over-qualified, and age has a negative association with over-qualification. Graduates who belong to political families have a better qualification match but a lower field-of-study match. While a higher level of schooling prevents graduates from being under-qualified, it also raises the likelihood of being over-qualified and over-skilled. Occupation-specific disciplines offer more protection against the possibility of job mismatch. Both full-time education and semester-system education reduce job mismatch, while distance learning raises job mismatch. The phenomena of being over-qualified and over-skilled is more prevalent in lower occupations, as is field-of-study mismatch. JEL classification: I23, I24, J21, J24 Keywords: Education and Inequality, Higher Education, Human Capital, Labour Market
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Sam, Vichet. "Impacts of educational mismatches on job satisfaction." International Journal of Manpower 41, no. 1 (2019): 84–99. http://dx.doi.org/10.1108/ijm-07-2018-0229.

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Purpose Education-job mismatches, especially overeducation or vertical mismatch, are generally found to lower the worker’s job satisfaction, which may generate the counter-productive behaviors, such as high rates of absenteeism and turnover in developed countries. The purpose of this paper is to examine the impacts of educational mismatches from their both forms and dimensions (match, overeducation, horizontal mismatch and double mismatch) on the job satisfaction among university graduates in Cambodia. Design/methodology/approach To deal with the sample selection bias owing to the unobserved job satisfaction of unemployed graduates, this paper applies the Heckman probit model on a survey conducted with 19 higher education institutions in Cambodia. Findings Results indicate that a half of graduates suffer at least one type of educational mismatch and the both forms of mismatches adversely affect the job satisfaction with the strongest impact from the double mismatch case. Research limitations/implications The authors take into account the sample selection bias, but are not able to deal with the unobserved heterogeneity, such as individual competences and preferences. With the panel data, it would be possible to isolate those individual fixed effects. Practical implications The findings underline the importance of improvement in the quality of higher education in Cambodia that seems to play a main role in this education-job mismatch problem. Creating the occupational counseling for the high school students would be also helpful to orientate students to the majors strongly needed by the labor market. Originality/value This paper focuses on all forms and dimensions of mismatches and takes into account the sample selection bias in the context of a low-income country where the increasing rate of enrollment in higher education seems to be accompanied by an increasing rate of education-job mismatches. Previous research works focused mostly on overeducation and in developed countries.
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Paolo, Antonio Di, and Ferran Mañé. "Misusing our talent? Overeducation, overskilling and skill underutilisation among Spanish PhD graduates." Economic and Labour Relations Review 27, no. 4 (2016): 432–52. http://dx.doi.org/10.1177/1035304616657479.

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The ‘knowledge economy’ is said to depend increasingly on capacities for innovation, knowledge-generation and complex problem-solving – capacities attributed to university graduates with research degrees. To what extent, however, is the labour market absorbing and fully utilising these capabilities? Drawing on data from a recent cohort of PhD graduates, we examine the correlates and consequences of qualification and skills mismatch. We show that job characteristics such as economic sector and main work activity play a fundamental and direct role in explaining the phenomenon of mismatch, experienced as overeducation and overskilling. Academic attributes operate mostly indirectly in explaining this mismatch, since their effect loses importance once we control for job-related characteristics. We detected a significant earnings penalty for those who are both overeducated and overskilled. Being mismatched reduces satisfaction with the job as a whole and with non-monetary aspects of the job, especially for those whose skills are underutilised. Overall, the problem of mismatch among PhD graduates is closely related to the demand-side constraints of the labour market. Increasing the number of adequate jobs and broadening the job skills that PhD students acquire during training should be explored as possible responses.
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Parellada, Martí, Néstor Duch, and Montserrat Álvarez. "A (Relative) Mismatch Perspective." Industry and Higher Education 23, no. 1 (2009): 29–38. http://dx.doi.org/10.5367/000000009787641323.

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This article provides an analysis of job supply by Spanish firms and the demand for work, and the mismatch that occurs between these two variables. Data are taken for the year 2006, with particular attention to jobs offered by firms that require people with university degrees or other higher education qualifications. Demand and supply are broken down into several characteristics for the purposes of analysis: the level of studies; the professional category; the type of job contract; and the working day and salary.
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Marinescu, Ioana, and Roland Rathelot. "Mismatch Unemployment and the Geography of Job Search." American Economic Journal: Macroeconomics 10, no. 3 (2018): 42–70. http://dx.doi.org/10.1257/mac.20160312.

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Could we significantly reduce US unemployment by helping job seekers move closer to jobs? Using data from the leading employment board CareerBuilder.com, we show that, indeed, workers dislike applying to distant jobs: job seekers are 35 percent less likely to apply to a job 10 miles (mi.) away from their zip code of residence. However, because job seekers are close enough to vacancies on average, this distaste for distance is fairly inconsequential: our search and matching model predicts that relocating job seekers to minimize unemployment would decrease unemployment by only 5.3 percent. Geographic mismatch is thus a minor driver of aggregate unemployment. (JEL E24, J41, J61, J63, J64, R23)
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Dissertations / Theses on the topic "Job mismatch"

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Rahtz, Anna M. "Reverse Commute Bus Service to Entry-Level Employment: A Spatial Mismatch Study of Cincinnati." University of Cincinnati / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1243127690.

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Syed, Amina. "An investigation into the relationship between wages, mismatch, on-the-job search and education." Thesis, University of Essex, 2015. http://repository.essex.ac.uk/16437/.

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This thesis contributes to the existing literature by studying the link between educational choices, skill mismatch and wages in a labour market with search frictions with on-the-job search. In the first paper, I used empirical techniques to look at the link between skill mismatch and wages. I found that over-education and mismatch is part of a career mobility or job-to-job transition in the labour market. Workers accept jobs for which they are overqualified and search on-the-job to move to jobs that are more matched to their educational level. In the process they accept a wage cut which is temporary until they are able to find a job better suited to their level of education. In the second paper, I used search and matching framework to study the link between on-the-job search and wages in an economy where high and low ability workers compete for jobs. On-the-job search is a way in which workers reduce the extent of mismatch and firms react to this. However, this interaction implies that when more workers try to relocate the friction in the market reduces the efficiency of resource allocation (by increasing mismatch) and it also creates more wage inequality between the different types of workers. Finally in the third paper, I looked at the link between educational choices, and skill mismatch in a labour market with search frictions. I found that fewer search frictions lead to higher inequality in wages. If the cost of education is low enough, more individuals choose to acquire education and get trained. As a consequence mismatch increases.
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Shin, Dong Hoon. "The transition from school to jobs: the stage of mismatch and inequality." Diss., University of Iowa, 2018. https://ir.uiowa.edu/etd/6283.

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Workers whose credentials and skills do not meet or exceed the required competencies for their jobs have been of interest to scholars investigating the transition from school to jobs. To understand how such mismatch arises in the transitional period, some scholars emphasize that the labor market cannot keep up with the pace of educational expansion. Thus, many highly educated workers do not find jobs that fit their schooling and skill level. Others locate the source of mismatch in the inability of education to produce enough workers with the desired skill levels in the labor market. By focusing on this mismatch, this dissertation aims to provide a better understanding of the relationship between education and work. In particular, this study examines data covering the past two decades to see how the number of workers with skill and educational mismatch has changed and how educational expansion and transformations in the labor market have contributed to the change. The results indicate that workers with such mismatch have generally increased over the past two decades, but educational expansion has minimally contributed to this change. Rather, it is more likely caused by business cycles or job characteristics. The study also explores how the practices applied to select suitable workers in the hiring process affects workers’ job matching. This study suggests that workers are classified into various types depending on strategies by which employers use to determine workers’ degree of fit. Subsequently, their earnings and job satisfaction vary according to workers’ membership in these types of groups.
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Hoekman, Guus. "The spatial mismatch hypothesis and the use of social networks for job search in Cape Town." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/13671.

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This dissertation explores the spatial mismatch hypothesis in Cape Town; in particular its mechanisms, how they interact with lower-skilled workers in the labour market, and what role social networks play. The spatial mismatch hypothesis suggests that a significant distance between residential areas and centres of employment (1) leads to a lengthy and expensive commute which makes the job search in economic centres more difficult, (2) reduces the amount of information about job opportunities that is available to lower-skilled workers, and (3) reduces the effectiveness of using one's social network as a means to find out about work opportunities. Through semi-structured, in-depth interviews with lower-skilled workers and employers, this research attempts to offer insights into the mechanisms of the spatial mismatch hypothesis and challenge the assumption that a causal relationship exists between spatial mismatch and the suggested consequences put forward by a literature that is dominated by quantitative studies. Rather than measuring the spatial mismatch, this research is intended to provide possible ways in which the spatial mismatch functions. It does not set out to prove anything in either a qualitative or quantitative way, but rather highlight the gaps in the current interpretation of the spatial mismatch hypothesis in order to gain a better understanding of its mechanisms.
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Anil, Bulent. "The Persistence of Spatial Mismatch: The Determinants of Moving Decision Among Low-Income Households." Digital Archive @ GSU, 2008. http://digitalarchive.gsu.edu/econ_diss/43.

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This dissertation aims to investigate alternative explanations for the adjustment of low-income inner-city minorities to residential locations. Particularly, this study searches for an answer to find the reason why low-income inner-city minorities do not move to residential locations with more job opportunities (suburbs). Much of the basis for the analysis in this dissertation derives from the irreversible investment theory under the assumption that moving can be considered as an irreversible investment. First, this study formulates a search model in which individuals simultaneously search for jobs and residential locations in two places: suburb and inner-city. Second, by employing The Panel Study of Income Dynamics (PSID) and Geocode files, this study attempts to address how social capital plays a role in households’ moving decisions under the irreversibility assumption. This study presents evidence that the social capital has a negative causal effect on moving decision, that is, the high levels of social capital reduce the probability of moving.
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Petersen, Hayley. "The spatial mismatch hypothesis and Cape Town : a qualitative study on overcoming the barriers to job access." Master's thesis, University of Cape Town, 2010. http://hdl.handle.net/11427/10829.

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Within the context of Cape Town, the study shows that barriers with regard to job access, such as transit and information barriers, concerning job opportunities or vacancies, can be and are overcome. Data were gathered through interviews conducted within the city of Cape Town with employees, owners and managers within the low-skilled employment sector. The use of informal social networks is shown to be frequently used within the low-skilled sector, by both employers and employees. Information concerning job vacancies and opportunities for the low-skilled, low-wage workforce are thus passed on through networks. The fact that job seekers, who are part of an employment-rich network regardless of space or distance between home and where work is located, have a better chance of job acquisition is also illustrated.
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Zulqarnain, Muhammad. "The effects of match or mismatch between employees' career anchors and job settings on their career outcomes." Thesis, Aix-Marseille 3, 2011. http://www.theses.fr/2011AIX32023.

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Un design de recherche des études quantitatives et transversales a été utilisé pour collecter les données à partir d’un échantillon déterminé de 957 employés et managers travaillant dans les organisations publiques (gouvernement), privées et semi-gouvernementales situées dans la province de Punjab au Pakistan. Les échelles de Likert allant de 1 jusqu'à 7 ont été utilisées pour mesurer les différentes variables de l’étude. Les données ont été collectées par l’administration de questionnaires par le chercheur lui-même ou à travers les contacts dans les organisations sélectionnées avec un taux de réponse de 81%. Les deux analyses séparées AFE et AFC (utilisées pour mesurer les variables du modèle) ont été appliquées sur des échantillons différents. Les résultats démontrent que les variables indépendantes modératrices ou dépendantes disposent de propriétés psychométriques très satisfaisantes. Nous avons testé nos hypothèses de recherche à l’aide de MANOVA et de l’analyse discriminante. Les analyses ont révélé que les variables indépendantes suivantes: la congruence de l’ancre de carrière, la congruence du profil professionnel dominant, la nature du travail (permanent /contractuel), le soutien organisationnel perçue, les opportunités de carrières perçues dans l’organisation, la multiplicité des ancres de carrière dominantes et la complémentarité des ancres de carrière dominantes multiples ont un effet direct sur les variables dépendantes: l’intention de quitter, succès de carrière, l’engagement organisationnel, la performance et la satisfaction au travail. Egalement, les effets directs des contraintes dans la vie privée (CVP) sur l’intention de quitter et l’engagement organisationnel, et ceux des opportunités alternatives de l’emploi sur l’intention de quitter se sont avérés significatifs. Cependant la variable Type de l’ancre de carrière (par exemple, basée sur le talent, sur les besoins et sur les valeurs) n’a pas eu d’effet significatif sur aucunes des variables dépendantes.Les effets de l’interaction entre la congruence des ancres de carrière et la congruence du profil professionnel dominant ont été significatifs démontrant que la congruence du profil professionnel dominant modère les effets de la congruence de l’ancre de carrière sur les variables dépendantes comme le succès de carrière subjectif, l’engagement organisationnel, la performance perçue et la satisfaction au travail mais n’a pas eu d’effet sur l’intention de quitter. De la même façon, les effets de l’interaction entre les opportunités de carrières perçues dans l’organisation et la congruence de l’ancre de carrière se sont avérés aussi significatifs. Les résultats démontrent que le profil professionnel dominant (PPD) modère les effets de la congruence de l’ancre de carrière sur l’intention de quitter et la performance au travail mais pas sur le succès de carrière, l’engagement organisationnel et la satisfaction au travail.A cet effet, les preuves ont été fournies en faveur de l’objectif clé de cette recherche qui visait à démontrer les effets significatifs directs de la congruence de l’ancre de carrière et de la congruence du profil professionnel dominant sur l’intention de quitter, le succès de carrière, l’engagement organisationnel, la performance et la satisfaction au travail. L’analyse confirme aussi le rôle modérateur de la congruence du profil professionnel dominant sur la relation entre la congruence de l’ancre de carrière et toutes les variables dépendantes sauf l’intention de quitter. Cette thèse prend en considération toutes les contributions académiques et les implications managériales des recherches présentées ainsi que leurs limites. Un certain nombre des suggestions pour les futures recherches a été proposé à la fin de cette étude
A quantitative and cross-sectional survey research design was used to collect data from a purposive sample of 957 employees and managers working in the public (governmental), private and semi-governmental organizations located in the Punjab province of Pakistan. The research instruments used to measure different variables involved in the study were all seven point Likert type rating scales with response categories ranging from 1 to 7. The data were collected by administering survey questionnaires either by the researcher himself or through the contacts in the organizations selected at a response rate of 81%. The separate EFAs and CFAs of the scales (used to measure the variables included in the research model) were performed on different samples. The results demonstrated that our scales of independent, moderating and outcome variables possessed very good psychometric properties.We tested our research hypotheses through MANOVA and discriminant analysis. The analyses revealed that the independent variables of career anchor congruence, dominant occupational profile congruence, nature of job (permanent/contractual), perceived organizational and supervisor support, perceived career opportunities in the organization, multiplicity of dominant career anchors and complementarity of multiple dominant career anchors, all had significant direct effects on the dependent variables of turnover intentions, career success,organizational commitment, work performance and job satisfaction. The direct effects of personal life constraints (PCOs) on turnover intentions and organizational commitment; and that of alternative job opportunities on turnover intentions were also found to be significant. It was, however, found that the variable Type of Career Anchor (i.e. talent-based, need-based or value-based) had no significant effect on any of the outcome variables.The interaction effects of career anchor congruence and dominant occupational profile congruence was significant showing that DOP-congruence moderated the effects of career anchor congruence on the outcome variables of subjective career success, organizational commitment, perceived work performance and job satisfaction but not on the turnover intentions. Similarly the interaction effects of ‘perceived career opportunities in the organization’ and ‘career anchor congruence’ was also significant. It demonstrated that ‘PCOs’ moderated the effects of ‘career anchor congruence’ on turnover intentions and work performance but not on the career success, organizational commitment and job satisfaction.The significance of interaction between personal life constraints (PLCs) and ‘career anchor congruence’ proved that PLCs moderated the effects of career anchor congruence on the turnover intentions, organizational commitment, perceived work performance and job satisfaction but not on the subjective career success of employees. Conversely the insignificant interaction effects of both Alternative Job Opportunities (AJOs) and perceived organizational and supervisor support (POSS) with ‘career anchor congruence’ showed that both AJOs and POSS did not moderate the effects of career anchor congruence on employees’ outcome variables.So, evidence was found in favor of the key objective of the research that both career anchor congruence and dominant occupational profile congruence have significant direct effects on employees’ turnover intentions, career success, organizational commitment, work performance and job satisfaction. The analysis also demonstrated support for the role of dominant occupational profile congruence as a moderating variable in the relationship between career anchor congruence and outcome variables except turnover intentions of the employees. This thesis makes full consideration of the academic contributions and managerial implications of the research presented whilst also considering its limitations
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Gqada, Ichumile. "The spatial mismatch hypothesis and the use of social networks for job search in Site C, Khayelitsha, Cape Town." Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/12037.

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This is a study on the spatial mismatch hypothesis, unemployment and the use of social networks for job search in Site C, Khayelitsha. The spatial mismatch hypothesis proposes that where employment centres are located a significant distance from low-income residential areas, the result is unemployment, low wages and limited access to information for people residing in these peripheral residential areas.
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Meredith, Guy Robert George. "The consequences of a mismatch between employee needs and job attributes in the information systems field : an empirical survey." Master's thesis, University of Cape Town, 1996. http://hdl.handle.net/11427/14948.

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The high turnover of IS staff in South Africa continues to be a source of concern to organisations relying on Information Technology. Such turnover is costly, and leads to delays in project completion; loss of valuable experience; and reductions in IS department productivity. One of the suggestions for reducing turnover that is frequently encountered in the literature is for organisations to implement a dual-career path for their IT staff. This advice is based on the assumption that IT personnel hold either a Managerial or Technical Career Orientation, and that the dual-career path will, therefore, meet the needs of all IT personnel. This study shows that such an assumption is invalid. As a group, IT professionals in South Africa are shown to have a wide diversity of career orientations. In addition, professionals with different career orientations are shown to be very different types of employee, having different needs and values, and exhibiting different levels of performance in the job. As expected, professionals also tend to occupy jobs that are most likely to fulfil their career orientations. Furthermore, IT professionals whose jobs are congruent with their orientations show significantly greater job and career satisfaction, higher organisational commitment, and less intention to leave their organisations, than their counterparts who experience a mismatch. In contrast, the matched group as a whole did not show superior perceived performance in the mismatched group, although certain orientations did exhibit such differences. It is critical that organisations take cognisance of the diversity of IT personnel in their employ, and adopt career planning and motivational strategies flexible enough to accommodate each orientation. This study has shown that the implementation of a dual-career path will satisfy a scant 10.2% of the individuals surveyed. Thus, greater focus by organisations on understanding the individual, and less on seeking to manage the IT profession as a group, will result in personnel experiencing greater satisfaction, as well as more commitment to, and less likelihood of leaving, their employing organisations. It is recommended that research is continued into the career orientations of IS personnel. Specifically, it would be valuable to improve and refine the instrument assembled in this study, the aim of producing a measure that researchers and, moreover, employers can utilise to assess how various jobs match the different career orientations known to exist. Also, it would be beneficial to examine further the performance levels of individuals in positions incompatible with their orientations, and to examine why different levels of performance between matched and mismatched individuals were exhibited by only certain of the orientations. Finally, research should be performed into the different career paths, positions and assignments most suited to the individual orientations, in order to enable organisations to achieve a better fit between the needs of the organisation, and the needs of the IT employee. It is recommended that research is continued into the career of IS personnel. Specifically, it would be valuable to improve and refine the instrument assembled in this study, with aim of producing a measure that researchers and, moreover, employers can utilise to assess how various jobs match the different career orientations known to it would be beneficial to examine further the performance levels of individuals positions incompatible with orientations, and to examine different levels of between matched and mismatched individuals were by only certain of the orientations. Finally, research should performed into the different career paths, positions and assignments most suited to the individual in order to enable organisations to achieve a between the needs of the and the needs of the employee.
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Östh, John. "Home, Job and Space : Mapping and Modeling the Labor Market." Doctoral thesis, Uppsala universitet, Kulturgeografiska institutionen, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-7449.

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How does space affect individuals’ outcome on the labor market? And how do we measure it? Beyond the notion of the labor market as a system of supply and demand, lays a society of individuals and workplaces, whose relationships are undeniably complex. This thesis aims to shed some new light on how to investigate and analyze the complex labor market relationships from a spatial perspective. In this thesis, five self-contained articles describe the spatial relationship between individuals and workplaces. In the first article, the official delineation of local labor market areas is tested against the delineation of labor markets for different subgroups. Differences in the regionalization are discussed from the subgroups’ and municipals’ perspective. In the second article, two sources of bias in the computation of local labor market areas, and suggestions how to reduce them, are presented. In the third article the spatial mismatch hypothesis is tested and confirmed on a refugee population in Sweden. In articles four and five, a new model for the estimation of job accessibility is introduced and evaluated. The model, ELMO, is created to answer to the need for a new accessibility measure to be used in spatial mismatch related research. The usability of the model is validated through empirical tests, were the ELMO-model excels in comparison to the accessibility models it is tested against.
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Books on the topic "Job mismatch"

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Worker skills and job requirements: Is there a mismatch? Economic Policy Institute, 2005.

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Hwang, Kŭm-hoe. Kyŏnggi-do chikchu kŭnjŏp siltʻae punsŏk kwa tʻoji iyong chŏllyak yŏnʼgu =: Evaluation of job, housing mismatch and spatial strategies in the capital region, Korea. Kyŏnggi Kaebal Yŏnʼguwŏn, 2006.

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United States. Congress. Joint Economic Committee. Crisis in the workplace: The mismatch of jobs and skills : hearing before the Joint Economic Committee, Congress of the United States, One Hundred First Congress, first session, October 31, 1989. U.S. G.P.O., 1990.

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United States. Congress. Joint Economic Committee. Crisis in the workplace: The mismatch of jobs and skills : hearing before the Joint Economic Committee of the Congress of the United States, One Hundred First Congress, first session, October 31, 1989. U.S. G.P.O., 1990.

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Felstead, Alan, Duncan Gallie, and Francis Green. Measuring Skills Stock, Job Skills, and Skills Mismatch. Edited by John Buchanan, David Finegold, Ken Mayhew, and Chris Warhurst. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780199655366.013.16.

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This chapter critically appraises the different types of international and national skills data currently available in terms of the underlying concepts of skill and the collection techniques used. It focuses on three ways of measuring skills using surveys. The first measures the skills held by a given group of individuals -- the skills stock. The second focuses on the skills required to do the job competently -- job skills, and the third uncovers mismatches between skills supply and skills demand. In doing so, the chapter reviews the strengths and weaknesses of the survey tools and concepts which have been developed, and pieces together some of main findings which have emerged. The chapter therefore equips readers with the necessary tools to navigate their own way through the myriad of datasets available and the measures they use.
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Handel, Michael J. Worker Skills And Job Requirements Is There A Mismatch? Economic Policy Institute, 2004.

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Roger, Mccormick, and Stears Chris. Part I The General Context, 5 The Lawmaker, the Regulator, and Current Preoccupations. Oxford University Press, 2018. http://dx.doi.org/10.1093/law/9780198749271.003.0006.

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This chapter considers the role of lawmakers and regulators in managing legal risk. It argues that English law must be able to cope with the changing nature of market transactions as well as ensure that the regulatory framework keeps pace with changing risk profiles. Steps must be taken to prevent a mismatch between the expectation of the law and modern commercial reality. The lawmaker’s job is never finished or complete since the sections of society principally affected by what we loosely call ‘financial law’ are in a state of virtually constant change and so the demands of the legal system are also constantly changing. Regulators also develop enforceable rules and standards despite the probability that any financial misdemeanour by a regulated body will be blamed on the regulator.
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Kalleberg, Arne. The Mismatched Worker. W. W. Norton, 2006.

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The Mismatched Worker. W. W. Norton, 2006.

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Pedulla, David. Making the Cut. Princeton University Press, 2020. http://dx.doi.org/10.23943/princeton/9780691175102.001.0001.

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Millions of workers today labor in nontraditional situations involving part-time work, temporary agency employment, and skills underutilization or face the precariousness of long-term unemployment. To date, research has largely focused on how these experiences shape workers' well-being, rather than how hiring agents perceive and treat job applicants who have moved through these positions. Shifting the focus from workers to hiring agents, this book explores how key gatekeepers evaluate workers with nonstandard, mismatched, or precarious employment experience. Factoring in the social groups to which workers belong—such as their race and gender—the book shows how workers get jobs, how the hiring process unfolds, who makes the cut, and who does not. The book documents and unpacks three important discoveries. Hiring professionals extract distinct meanings from different types of employment experiences; the effects of nonstandard, mismatched, and precarious employment histories for workers' job outcomes are not all the same; and the race and gender of workers intersect with their employment histories to shape which workers get called back for jobs. Indeed, hiring professionals use group-based stereotypes to weave divergent narratives or “stratified stories” about workers with similar employment experiences. The result is a complex set of inequalities in the labor market. Looking at bias and discrimination, social exclusion in the workplace, and the changing nature of work, the book probes the hiring process and offers a clearer picture of the underpinnings of getting a job in the new economy.
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Book chapters on the topic "Job mismatch"

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Bhandari, Upasna, and Deepak John Mathew. "Mismatch of Education and Job: A Study on Design Professionals in India." In Smart Innovation, Systems and Technologies. Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-5977-4_79.

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Paola, Vanessa di, and Stéphanie Moullet. "The Mismatch between Level of Education and Job Qualifications: A Source of Mistrust and Intolerance Depending on National Context?" In The Dynamics and Social Outcomes of Education Systems. Palgrave Macmillan UK, 2013. http://dx.doi.org/10.1057/9781137025692_13.

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Coniglio, Nicola D., and Francesco Prota. "Human Capital Formation and the Missing Regional Upgrading in the EU Periphery: The Role of Migration and Education-Job Mismatch." In Advances in Spatial Science. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-49818-8_11.

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Luo, Lizi, and Deheng Zeng. "Jobs-Housing Spatial Mismatch Condition in Public Rental Housing in Chongqing, China." In Proceedings of the 19th International Symposium on Advancement of Construction Management and Real Estate. Springer Berlin Heidelberg, 2015. http://dx.doi.org/10.1007/978-3-662-46994-1_43.

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Blokland, Talja, and Robert Vief. "Making Sense of Segregation in a Well-Connected City: The Case of Berlin." In The Urban Book Series. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-64569-4_13.

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AbstractThis chapter analyses socioeconomic segregation and segregation by migration background for Berlin, Germany. Berlin’s history of division and reunification affected suburbanization patterns and the unequal economic restructuring of the city over time. Within this historical context, we present our empirical results on segregation, and we reflect on the implications of segregation for the daily use of the city. Arguments that segregation affects access to amenities (as in the literature on ‘food deserts’) or reduces access to jobs (as in spatial mismatch theories) are not so useful for Berlin with its strong public transport infrastructure. We find that socioeconomic segregation was moderate and stable for the working-age population between 2007 and 2016, whereas segregation of poor children increased. At the same time, segregation of foreigners and segregation by migration background strongly declined. And yet, even though segregation levels are low and public services are present everywhere, the social use of the city, we argue, may be more segregated than statistical indicators suggest. Drawing on various case studies, we suggest that the use of the overall city reflects segregation patterns of the use of space for other reasons than commonly suggested.
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Salas-Velasco, Manuel. "The Labor Market for Young Spanish University Graduates." In Advances in Business Strategy and Competitive Advantage. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-2779-5.ch004.

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A sample of 30,379 Spanish university graduates from the class of 2010, surveyed four years after graduation, informed, on the one hand, if their positions needed a university degree and, on the other hand, what was the most appropriate study area for these positions. This chapter identified four situations of educational mismatch: appropriate match, horizontal mismatch, vertical mismatch, and vertical and horizontal mismatch. By estimating a multinomial logistic regression, this chapter categorized university degrees in each of those four categories. A significant percentage of them ended up in jobs that didn't require a university degree. Only graduates in Medicine increased the probability of being well-matched in their first and current jobs. The results also indicated that a considerable percentage of graduates (30%) who were mismatched in their first job became well-matched in their current employment after moving to a different firm.
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Sciara, Gian-Claudia. "Spatial Mismatch, Job Access, and Reverse Commuting." In International Encyclopedia of Transportation. Elsevier, 2021. http://dx.doi.org/10.1016/b978-0-08-102671-7.10368-9.

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Herrera, Javier, and Sébastien Merceron. "Underemployment and Job Mismatch in Sub-Saharan Africa." In Urban Labor Markets in Sub-Saharan Africa. The World Bank, 2013. http://dx.doi.org/10.1596/9780821397817_ch02.

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Levy, Frank, and Richard J. Murnane. "Skills, Demography, and the Economy: Is There a Mismatch?" In Labor Markets, Employment Policy, and Job Creation. Routledge, 2019. http://dx.doi.org/10.4324/9780429046834-17.

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"Skills and education mismatch." In Youth Employment, edited by Seamus McGuinness. Policy Press, 2018. http://dx.doi.org/10.1332/policypress/9781447350347.003.0005.

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This chapter addresses three key aspects of young people's lives: the nature of human capital development in third-level institutions; transitions from education to work; and the relative exposure to employment mismatch and separation in employment. Young people are more likely to become unemployed but are also more likely to move from unemployment to employment. With respect to the individual characteristics that influenced labour market transitions, higher levels of schooling were a key factor affecting the likelihood of exiting unemployment to enter employment. The result suggests that young people's relative exposure to job loss is particularly high during recession. In terms of within-employment mismatch, the evidence indicates that while overeducation rates in Europe are converging upwards over time, the general pattern of overeducation is linked across many countries, suggesting that the phenomenon responds in a similar way to external shocks and, consequently, is likely to also react in similar ways to appropriate policy interventions.
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Conference papers on the topic "Job mismatch"

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Giabelli, Anna, Lorenzo Malandri, Fabio Mercorio, Mario Mezzanzanica, and Andrea Seveso. "Skills2Graph: Processing million Job Ads to face the Job Skill Mismatch Problem." In Thirtieth International Joint Conference on Artificial Intelligence {IJCAI-21}. International Joint Conferences on Artificial Intelligence Organization, 2021. http://dx.doi.org/10.24963/ijcai.2021/708.

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In this paper, we present Skills2Graph, a tool that, starting from a set of users’ professional skills, identifies the most suitable jobs as they emerge from a large corpus of 2.5M+ Online Job Vacancies (OJVs) posted in three different countries (the United Kingdom, France, and Germany). To this aim, we rely both on co-occurrence statistics - computing a count-based measure of skill-relevance named Revealed Comparative Advantage (rca) - and distributional semantics - generating several embeddings on the OJVs corpus and performing an intrinsic evaluation of their quality. Results, evaluated through a user study of 10 labor market experts, show a high P@3 for the recommendations provided by Skills2Graph, and a high nDCG (0.985 and 0.984 in a [0,1] range), that indicates a strong correlation between the experts’ scores and the rankings generated by Skills2Graph.
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Karymshakov, Kamalbek, and Burulcha Sulaimanova. "The Education-Job Mismatch Determinants Among Youth of Kyrgyzstan." In International Conference on Eurasian Economies. Eurasian Economists Association, 2017. http://dx.doi.org/10.36880/c09.01967.

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This paper aims to examine determinants of education-job mismatch among youth in Kyrgyzstan. Analysis are based on the data School-to-Work Transition Survey (STWT) for 2013. Education-job mismatch is measured by the subjective and objective approach. Subjective approach is based on subjective self-reporting of youth whether their education match to their current employment requirements. Objective approach uses field of work according to the ISCO classification and then the required level of education for a certain position is compared to highest level of education. Determinants of education-job mismatch are identified according to objective measures. Bivariate discrete estimation technique is applied.
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Kabir, Monzur. "Education-job mismatch in engineering sector - A Canadian case-study." In 2014 IEEE 6th Conference on Engineering Education (ICEED). IEEE, 2014. http://dx.doi.org/10.1109/iceed.2014.7194681.

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Weibin, Hu, and Han Hongyun. "Mismatch and job mobility of married female migrant workers in China." In 2015 3d International Conference on Advanced Information and Communication Technology for Education (ICAICTE-2015). Atlantis Press, 2015. http://dx.doi.org/10.2991/icaicte-15.2015.60.

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Rahayu, Agus, Lili Adi Wibowo, and Sulastri. "Skill Mismatch and Industry Involvement in Improving the Job Readiness of Vocational School Graduates." In 5th Global Conference on Business, Management and Entrepreneurship (GCBME 2020). Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210831.145.

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Song, Xi, Xin Huang, and Kaishan Huang. "Research on the Effect of Skill Mismatch on Skill Development and Job Satisfaction among Graduates." In the 2019 10th International Conference. ACM Press, 2019. http://dx.doi.org/10.1145/3345035.3345037.

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Reports on the topic "Job mismatch"

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Marinescu, Ioana, and Roland Rathelot. Mismatch Unemployment and the Geography of Job Search. National Bureau of Economic Research, 2016. http://dx.doi.org/10.3386/w22672.

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Andersson, Fredrik, John Haltiwanger, Mark Kutzbach, Henry Pollakowski, and Daniel Weinberg. Job Displacement and the Duration of Joblessness: The Role of Spatial Mismatch. National Bureau of Economic Research, 2014. http://dx.doi.org/10.3386/w20066.

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Hudomiet, Péter, Michael Hurd, Susann Rohwedder, and Robert Willis. The Effect of Physical and Cognitive Decline at Older Ages on Job Mismatch and Retirement. National Bureau of Economic Research, 2018. http://dx.doi.org/10.3386/w25229.

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