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2. Persistent Misallocation and the Returns to Education in Mexico. Policy Research Working Paper 8690
- Author
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World Bank, Levy, Santiago, and López-Calva, Luis Felipe
- Abstract
Over the last two decades, Mexico has experienced macroeconomic stability, an open trade regime, and substantial progress in education. Yet average workers' earnings have stagnated, and earnings of those with higher schooling have fallen, compressing the earnings distribution and lowering the returns to education. This paper argues that distortions that misallocate resources toward less-productive firms explain these phenomena, because these firms are less intensive in well-educated workers compared with more-productive ones. It shows that while the relative supply of workers with more years of schooling has increased, misallocation of resources toward less productive firms has persisted. These two trends have generated a widening mismatch between the supply of, and the demand for, educated workers. The paper breaks down worker earnings into observable and unobservable firm and individual worker characteristics, and computes a counterfactual earnings distribution in the absence of misallocation. The main finding is that in the absence of misallocation average earnings would be higher, and that earnings differentials across schooling levels would widen, raising the returns to education. A no-misallocation path is constructed for the wage premium. Depending on parameter values, this path is found to be rising or constant, in contrast to the observed downward path. The paper concludes arguing that the persistence of misallocation impedes Mexico from taking full advantage of its investments in the education of its workforce. [This paper is a product of the Strategy and Operations Team, Development Economics Vice Presidency.]
- Published
- 2019
3. Women's Leadership Development Is Everybody's Business: If Not Now, When?
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Barbara Watterston and Lisa C. Ehrich
- Abstract
The focus of this paper lies in our special interest in women leaders and those aspiring to leadership positions in schools and other educational contexts within Australia. Leadership is a gendered concept, and due to a myriad of factors including conscious and unconscious bias, and the challenges of balancing career with other life commitment, the reality is that women's career journeys are different from men's. Women's unique career trajectories have implications for achieving their leadership potential. In addition to reviewing some of the extant literature in the area of women in educational leadership, we share our experiences and reflections based on our research and the leadership development programmes we have run for women mainly in Australia. These programmes have reinforced to us their value, place, and contribution to enhancing women's capacities for leadership. In this paper, we address the following four key questions as they pertain to women leaders within the Australian context: (1) Why a focus on gender and leadership? (2) What are some of the barriers impeding women leaders? (3) Why is it important to have multiple faces of leadership? (4) Why is women's leadership development everyone's responsibility?
- Published
- 2024
- Full Text
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4. Employability and Training: Public Attitudes, the Labour Market and Vocational Training Policies
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Shlomo Mizrahi and Dana Natan Krup
- Abstract
One of the main challenges in modern labour markets is to improve the mobility and employability of workers among workplaces, jobs and roles. This paper explores the factors that might influence people's beliefs about and attitudes towards the mechanisms for improving employability through training. We develop a research model and test it in Israel using surveys that were distributed at two points in time - before and during an acute crisis in the labour market - the Covid-19 pandemic. Perceptions about personal mobility and employability and prior educational experience play a major role in explaining citizens' attitudes towards training. Beliefs about the effectiveness of government training providers as well as employment security are relatively marginal in explaining the demand for training. Policy implications follow.
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- 2024
- Full Text
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5. 'Amid the Wildflowers': Jane Frazee - Her Life, Career, and Contributions to Music Education in the United States
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Erica Kupinski
- Abstract
Jane Frazee, an American music educator, administrator, and author has contributed to music education in the United States. This article surveys the impact of her efforts from 1960 to 2015. A pioneer member and past president of the American Orff-Schulwerk Association (AOSA), she taught music to children and adults using the Orff approach and has presented at workshops, clinics, and conferences throughout the United States, as well as internationally. She authored several books and Orff arrangement collections, and her articles have been published in prestigious professional journals and other publications. This paper addresses Frazee's early life, training, influential individuals, teaching of children and adults, and her work with AOSA. Her roles in the founding and administration of Orff certification and graduate programs in music education in Minnesota are discussed. Lastly, Frazee's role as an author and the influences of her publications on music educators in the United States were also examined. Although retired from teaching and administration, Frazee continues to publish and inspires current and future generations of music educators.
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- 2024
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6. Longitudinal Surveys of Australian Youth (LSAY) 2009 Cohort User Guide: Data Elements B2--Education (Post-School). Technical Paper 74B2
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National Centre for Vocational Education Research
- Abstract
This is a support document to the "Longitudinal Surveys of Australian Youth (LSAY) 2009 Cohort User Guide" report. Developed for users of LSAY, the user guide consolidates information about the LSAY 2009 cohort into one document. This support document provides post-school information for the guide. [For the main report, "Longitudinal Surveys of Australian Youth (LSAY) 2009 Cohort User Guide. Technical Paper 74," see (ED536971). For other support documents, see "Longitudinal Surveys of Australian Youth (LSAY) 2009 Cohort User Guide: Data Elements A--Demographics. Technical Paper 74A" (ED536979); "Longitudinal Surveys of Australian Youth (LSAY) 2009 Cohort User Guide: Data Elements B1--Education (School and School Transition). Technical Paper 74B1" (ED536973); "Longitudinal Surveys of Australian Youth (LSAY) 2009 Cohort User Guide: Data Elements C--Employment. Technical Paper 74C" (ED536974); and "Longitudinal Surveys of Australian Youth (LSAY) 2009 Cohort User Guide: Data Elements D--Social. Technical Paper 74D" (ED536972).]
- Published
- 2012
7. Skill Shortages in the Trades during Economic Downturns. Occasional Paper
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National Centre for Vocational Education Research and Oliver, Damian
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During the recent economic downturn, media and industry reports of skill shortages in the trades continued to appear. The intent of this paper is to examine the evidence for skill shortages in the trades persisting during the economic downturns over the last 20 years, using various indicators. These include employment growth, vacancy rates, unemployment rates, apprentice completions and occupational mobility. This paper contains the following key messages: (1) There is no evidence of persistent skill shortages during downturns in the construction, automotive and engineering trades, and unconvincing evidence of persistent shortages in the electrotechnology and telecommunications trades, the food trades and hairdressing; (2) Declining numbers of apprenticeship completions account for much of the persistent shortage in the electrotechnology and telecommunications trades during the 1990s and 2000s, but apprenticeship completions (expressed as a proportion of employment) for this trade have now recovered to pre-1992 levels. If recent completion numbers are maintained, it should be possible to avoid future skill shortages; and (3) Very high job churn creates the perception of persistent skill shortages in the food trades and in hairdressing. Many food tradespersons and hairdressers swap employers but remain in their occupation. Two appendices are included. (Contains 22 tables, 21 figures and 4 footnotes.)
- Published
- 2011
8. 'Right-to-Work' Laws and Economic Development in Oklahoma. Briefing Paper.
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Economic Policy Inst., Washington, DC. and Mishel, Lawrence
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The bulk of this position paper consists of statements in opposition to a September 2001 referendum on adopting 'right-to-work' (RTW) legislation in Oklahoma. The statements are by Joan Fitzgerald, William Sschweke, Raymond Hogler, Steven Shulman, Stephan Weiler, Ann Markusen, Robert G. Lynch, David R. Howell, James Galbraith, Colin Gordon, Wim Wiewel, Mark Cassell, Philip Shapira, Chris Tilly and Andrew Reamer and make the following points: (1) RTW results in low pay and income polarization; (2) RTW has limited positive effects on job creation and economic development and significant social costs; (3) in a global economy, RTW primarily attracts low wage firms, which are later easily lured away; (4) other factors, such as a highly skilled workforce, infrastructure, vibrant communities, and a clean environment are often more important in attracting businesses than low labor costs; (5) RTW encourages low wages resulting in lower tax receipts and more need for social services; (6) fewer high skill jobs will result in the out-migration of higher education graduates and skilled workers; and (7) nurturing home-grown businesses and start-ups has recently become a preferred economic development strategy over luring businesses from elsewhere. (CG)
- Published
- 2001
9. Leadership, Diversity and Succession Planning in Academia. Research & Occasional Papers Series: CSHE 8.10
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University of California, Berkeley, Center for Studies in Higher Education and Gonzalez, Cristina
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Although academia is becoming more like business in many respects--not all of them positive--it has not borrowed one of the best attributes of business culture: its tradition of developing leadership through succession planning. As a result, much talent is underutilized. This includes, most prominently, that of women and minorities, who tend not to be perceived as leadership material. This paper makes a distinction between two levels of academic administrators: deans and above, who are professional administrators, and department chairs and below, who could be characterized as casual administrators, since all faculty members engage in managerial activities as directors of academic programs, principal investigators of grants, committee members or chairs. In Clark Kerr's terminology, casual administrators are members of the guild, while professional administrators are members of the corporation. At present, women and minorities are having considerable trouble moving from the guild to the corporation. This paper proposes that the connection between the guild and the corporation be strengthened and become more of a two-way street. As William J. Rothwell suggests, people should have dual-career ladders and be able to move back and forth between academic and managerial jobs. Such problems as recency bias, the halo or horn effect, the Pygmalion effect, and pigeonholing must be addressed head on. This will require courage, imagination and training. A bibliography is included.
- Published
- 2010
10. Pension-Induced Rigidities in the Labor Market for School Leaders. Working Paper 67
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Urban Institute, National Center for Analysis of Longitudinal Data in Education Research (CALDER), Koedel, Cory, Grissom, Jason A., Ni, Shawn, and Podgursky, Michael
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Educators in public schools in the United States are typically enrolled in defined-benefit pension plans, which penalize across-plan mobility. We use administrative data from Missouri to examine how the mobility penalties affect the labor market for school leaders, and show that pension borders greatly reduce leadership flows across schools. Our most conservative estimates indicate that removing a pension border that divides two groups of schools will increase leadership flows between the groups by roughly 100 percent. We consider the implications of our findings for workforce quality in schools near pension borders in Missouri. Our results are of general interest given that thousands of public schools operate near pension boundaries nationwide. Appended are: (1) Details for the Pension-Wealth Calculations; (2) Procedure for Determining the Effective Number of Simulations; and (3) Supplementary Tables. (Contains 6 figures, 12 tables and 45 footnotes.)
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- 2012
11. Determinants of Job Separation and Occupational Mobility in Australia. Working Paper No. 66
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Monash University, Centre for the Economics of Education and Training and Shah, Chandra
- Abstract
In the year to February 2002, one in every five of the 9.8 million people who worked in Australia experienced at least one job separation. This paper looks at the determinants of job separation within a stayer/mover framework using individual-level data for Australia. Conditional on job separation the paper also investigates the determinants of job-to-job turnover (differentiated by occupation) and job-to-joblessness turnover (unemployment and exit from the labour force). The results show the importance of the normal demographic variables (age, gender, immigrant status and place of residence) but also qualifications and other labour market variables (hours of work, reason for job separation) for explaining turnover behaviour. Appended are: (1) mathematical description of the logit model and that of calculating the marginal effect; and (2) tables and figures. (Contains 10 tables, 13 figures and 8 footnotes.)
- Published
- 2009
12. Workforce Development: Employment Retention and Advancement Under TANF. Technical Paper.
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Center for Law and Social Policy, Washington, DC. and Patel, Nisha
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In this report, employment retention and advancement under Temporary Assistance for Needy Families (TANF) was examined by reviewing research findings regarding labor market development since 1996. According to the research, most of those moving from welfare to work have found employment in low-wage jobs and experienced frequent job losses and limited upward mobility. The following were among the factors deemed predictive of employment retention among welfare leavers: starting off in higher-paying jobs; working steadily, initially; and finding jobs with benefits. Factors predictive of job advancement included starting off with higher-paying jobs, changing jobs strategically and voluntarily (but not too often), and having or acquiring higher basic skills and postsecondary education or training. The following were among the recommendations offered for federal policymakers: (1) expand TANF to include reducing family poverty and promoting family economic well-being; (2) require that states' TANF plans describe how federal TANF funds and other resources will be used to promote employment retention and advancement; (3) if federal work participation rates are not replaced by outcome-based measures, give states broad flexibility to determine the nature of work activities; and (4) require that federal agencies vigorously monitor state and local implementation of civil rights and employment rights protections afforded under current law. (Contains 31 endnotes.) (MN)
- Published
- 2001
13. Principal Preferences and the Unequal Distribution of Principals across Schools. Working Paper 36
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Urban Institute, National Center for Analysis of Longitudinal Data in Education Research (CALDER), Horng, Eileen, Kalogrides, Demetra, and Loeb, Susanna
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In this study the authors use longitudinal data from one large school district--Miami-Dade County Public Schools, to investigate the distribution of principals across schools. The authors find schools serving many low-income, non-white, and low-achieving students have principals with less experience, less education, and who attended less selective colleges. This distribution of principals is partially driven by the initial match of first-time principals to schools at the beginning of their careers and is exacerbated by systematic attrition and transfer away from these schools. Supplementing these data with surveys of principals, the authors find principals' stated preferences for school characteristics mirror observed distribution and transfer patterns. Principals prefer to work in easier to serve schools with favorable working conditions which also tend to be schools with fewer poor, minority and/or low-achieving students. Full Models from Discrete-Time Hazard of Leaving Principal Position is appended. (Contains 10 tables and 12 footnotes.) [This paper was supported by the Stanford University K-12 Initiative.]
- Published
- 2009
14. Estimating Principal Effectiveness. Working Paper 32
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Urban Institute, National Center for Analysis of Longitudinal Data in Education Research (CALDER), Branch, Gregory, Hanushek, Eric, and Rivkin, Steven
- Abstract
Much has been written about the importance of school leadership, but there is surprisingly little systematic evidence on this topic. This paper presents preliminary estimates of key elements of the market for school principals, employing rich panel data on principals from Texas State. The consideration of teacher movements across schools suggests that principals follow patterns quite similar to those of teachers--preferring schools that have less demands as indicated by higher income students, higher achieving students, and fewer minority students. Looking at the impact of principals on student achievement, the authors find some small but significant effects of the tenure of a principal in a school. More significant, however, are the estimates of variations in principal effectiveness. The variation in principal effectiveness tends to be largest in high poverty schools, consistent with hypothesis that principal ability is most important in schools serving the most disadvantaged students. Finally, considering principal mobility, the authors find that principals who stay in a school tend to be more effective than those who move to other schools. (Contains 9 tables and 8 footnotes.)
- Published
- 2009
15. Studying Caste and Occupational Mobility in India: Questioning 'Positionality' In Ethnographic Research
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Sahoo, Barsa Priyadarsinee
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Purpose: The purpose of this paper is to discuss the challenges the author had encountered and the counter-strategies she had adopted to overcome them while conducting ethnography for the first time during her doctoral research. In this paper, the author hopes to provide guidance for future researchers by discussing the role she played in her research, the experiences she gained as a result of it, the difficulties she faced and the strategies she employed to overcome these difficulties. Design/methodology/approach: Following the social constructionist perspective, this paper analyses the experience that the author had gained during her field study. As a novice researcher, the author entered the field to study the relationship between caste and occupational mobility. The caste that she had selected was the Kansari caste to which the author belongs. Therefore, her position as a researcher while conducting ethnography became a crucial part of the methodological challenges the author faced. While insider ethnography has its advantages and disadvantages, this paper does not discuss these aspects of the methodology. Instead, it discusses how, as a novice researcher, the author had to negotiate her position as an insider and outsider. Findings: While analysing her experience as a novice researcher, the author found that her journey of conducting insider ethnography was of rediscovering herself as a Kansari as well as a researcher. Through this research, the author found that as an insider ethnographer, certain strategies had to be adopted in the field by the researcher to be objective and unbiased throughout the research process. For example, whenever the author conducted an interview, she tried to try to say less, listen more and be as objective as possible, without allowing her preconceptions to influence the information she gathered from the field. Originality/value: This is an original paper based on the primary data collected by the author.
- Published
- 2023
- Full Text
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16. Precarity of Post Doctorate Career Breaks: Does Gender Matter?
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Jones, Karen
- Abstract
Against a background of Bologna process goals to improve employment prospects for PhD graduates, and the crisis of precarious employment conditions and prospects afflicting postdoctoral researchers -- hitherto postdocs, the OECD ([2021], "Reducing the Precarity of Academic Research Careers." In "OECD Science, Technology and Industry Policy Papers." Paris: OECD Publishing,) called for research into postdoctoral careers and the precarity phenomenon. This paper responds by giving attention to career breaks as these represent a prevalent but under researched aspect of postdoc precarity in the contemporary academic labor market. Utilizing a substantial international mixed-method dataset with a sample of 950 postdocs, the study examined experiences and perceptions of the professional and personal implications of academic career breaks. Results reveal significant differences between males and females in key areas: maternity was the main reason for females' career breaks, and redundancy/end of contract for males. Females resumed employment more with the same employer and males with a different employer. Support surrounding career breaks was mixed, largely inadequate, but not associated with gender. Perceptions of career breaks differed significantly across groups of postdocs that previously experienced a career break, those on a career break, and postdocs that had never had a career break. The latter two groups perceived negative career outcomes and positive personal outcomes more than postdocs who had previously had a career break, however, significant gender differences indicate females were more negative about the personal implications of career breaks. Discussion of the findings concludes that under neoliberalism postdocs represent a growing lumpen proletariat, leading to recommendations for policy, practice and further research into gender, precarity and postdoctoral careers.
- Published
- 2023
- Full Text
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17. Experiences of Two Academics Teaching Abroad: The Impact of Culture
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Garcia, Nancy and Soremi, Modupe
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This paper explores the collective experiences of two academics teaching in Beijing, China. Emphasis is placed on the impact of this experience on personal and professional development. In addition, this paper will provide recommendations for embarking on a professional assignment abroad. Thus, by sharing experiences, challenges, and strategies, fellow academics embarking on a similar journey will be better prepared to teach abroad and, as a result, prepare students for a diverse and global workplace. [For the complete proceedings, see ED597786.]
- Published
- 2019
18. Global Labour Mobility and Mutual Recognition of Skills and Qualifications: European Union and Australia/New Zealand Perspectives. Working Paper No. 56
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Monash University, Centre for the Economics of Education and Training, Shah, Chandra, and Long, Michael
- Abstract
The labour market is one the most significant markets in modern economies. Today labour embodies increasing amounts of human capital in the form of skills, talents and knowledge. Migration of workers between regions and countries can contribute to efficiency. People are moving from areas in which they are underemployed or unemployed to areas in which there is greater demand for their labour. Frequently the movement of people is across national or other administrative borders. Differences between jurisdictions in the way in which they recognise experience, skills and qualifications can subtract from the efficiency of the labour market. This paper outlines steps taken in the European Union (EU) to improve the mobility of skilled labour between EU countries. The interface between qualifications and the labour market is being addressed by the creation of extensive electronic networks providing workers with more information about potential jobs and employers with more meaningful information about potential applicants. Mobility of labour can be further enhanced by improving the portability of social security, health and pension benefits. The EU has also recognised that migrants are a substantial proportion of the EU workforce. In terms of mobility, they may be better placed than residents to take advantage of regional shifts in demand for labour, and impediments to their mobility between EU countries reduces the efficiency of the contribution they can make. The experience in both Australia and New Zealand recognises the economic benefits to be derived from geographic and jurisdictional labour mobility and especially of those aspects associated with the recognition of skills. It is different from the EU experience in two regards: (1) Cultural differences present in Europe are far less apparent in Australia and New Zealand; and (2) Registration in one jurisdiction was a basis for eligibility for registration in all jurisdictions. The Trans-Tasman Mutual Recognition Arrangement (TTMRA) and Mutual Recognition Agreement (MRA) between the Australian Government and the governments of the eight Australian states and territories are cited as potential models for other countries considering a similar strategy. (Contains 7 footnotes.) [Partial funding for this paper was obtained from a grant from the Monash Institute for the Study of Global Movements.]
- Published
- 2004
19. Skilled Migration: Australia. Working Paper No. 63
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Monash University, Centre for the Economics of Education and Training, Shah, Chandra, and Burke, Gerald
- Abstract
Migration patterns to and from Australia are becoming complex with migration programmes increasingly targeted towards meeting the needs of the labour market and regional development. This paper provides an analysis of the permanent and temporary movements of people to and from Australia in the last three years and their impact on the skilled labour supply in Australia. The paper also provides an analysis of occupational mobility of permanent immigrants. The results are consistent with previously published results of initial downward occupational mobility among immigrants. The consequence of this is wastage of skills which the country can least afford in times of reported skills shortages. Skills wastage can be minimised by making available to newly arrived immigrants appropriate programmes for recognising previously acquired qualifications and occupational licenses; updating occupation-specific skills; and providing up-to-date information on the labour market and its operation. In this respect, the TAFE (Technical and Further Education) system in Australia is uniquely placed to play a key role. (Contains 7 footnotes, 1 figure, and 21 tables.)
- Published
- 2005
20. TAFE NSW: Flexibility, Sustainability and Renewal. Companion Paper 8
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Monash University, Centre for the Economics of Education and Training, Noonan, Peter, and Burke, Gerald
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Debates on skill shortages and the aging of the population have markedly increased the attention given to Vocational Education and Training (VET) and to Technical and Further Education (TAFE). New roles for VET include new products, pedagogy and partnerships with industry, all with implications for staff development. TAFE has particular responsibilities for equity including concern for those in casual employment, for those not in employment, for indigenous peoples and regional communities. There is a need for increased private and public funding, with a strong case to be made for a long term funding agreement between the Commonwealth and the states that gives public recognition to the important and growing needs of the sector. (Contains 1 footnote and 2 tables.)
- Published
- 2005
21. Future Job Openings: Australia in the Knowledge Economy. Project 2000-02: Changing Skill Requirements in the Australian Labour Force in a Knowledge Economy. Working Paper.
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Monash Univ., Clayton, Victoria (Australia). Centre for the Economics of Education and Training., Shah, Chandra, and Burke, Gerald
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Forecasts of Australian labor market growth, net replacement needs, and net job openings to 2006 are presented using the nine-way grouping of occupations described by (Maglen and Shah, 1999). Analysis is based on classifying occupations by whether they are advantaged by globalization and technological change, relatively insulated, or vulnerable. Globally advantaged occupations are grouped by whether they are, by nature, conceptual or technical. Insulated occupations are in-person professionals, skilled workers, and low-skill workers. Vulnerable occupations are advanced skill, white-collar clerical, blue-collar operative, and manual low-skill. Findings indicate, in the medium term, overall growth in employment is expected to be 1.2 percent per year, and net replacement is expected to be 2.1 percent; turnover will create most job openings for new entrants. More than four of five jobs due to growth in employment are projected to be in the globally advantaged or insulated occupations with projected average growth rates of about 1.7 percent per year; the average for vulnerable occupations is 0.5 percent. Because of job turnover, a substantial number of job openings will be for new entrants in vulnerable occupations, with the net replacement rate of 2.0 percent. Insulated occupations with above average growth in employment have a relatively high rate of turnover, especially among low skill groups. More than one in five of job openings for new entrants is expected in in-person low-skill insulated occupations. Appendixes include a list of 18 references and a paper on replacement demand and growth. (YLB)
- Published
- 2003
22. Internationalising Vocational Education and Training in Europe: Prelude to an Overdue Debate. A Discussion Paper. Conference on Internationalising Vocational Education and Training in Europe (Thessaloniki, Greece, May 25-27, 2000). CEDEFOP Panorama Series.
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European Centre for the Development of Vocational Training, Thessaloniki (Greece)., Sogaard, Jorn, and Wollschlager, Norbert
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These 12 papers represent different perspectives concerning internationalization of vocational education and training (VET) in Europe. The papers are: (1) "Internationalisation of Vocational Training in Europe" (Margrethe Vestager); (2) "International Employees Plead for Education and Assistance in Adjusting to Living in Foreign Cultures" (Jean R. McFarland); (3) "Globalisation and Internationalisation: Two Conflicting Discourses? Towards a Multilingual, Ethically Reflective Intercultural Competence" (Karen Risager); (4) "Trends in the Internationalisation of Qualifications" (Tim Oates); (5) "Internationalisation--What Are the Possibilities?" (Jorn Sogaard); (6) "Education and Training in Times of Globalization" (Michael Brater); (7) "The International Challenge for VET" (Kim Moller); (8) "Qualification Development of Internationally Active Skilled Workers--From Mobility of Labour to 'Virtual Mobility'" (Peter Wordelmann); (9) "Trainer Exchanges: A Staff Development Opportunity" (Marilyn Young); (10) "Internationalisation as a Challenge for Vocational Colleges in Europe" (Ronald Monch); (11) "The Internationalisation of VET: The Australian Experience" (Tony Crooks); and (12) "All of Us Must Have a Dream..." (Riccardo Petrella, interviewed by Norbert Wollschlaeger). Each paper contains references. (YLB)
- Published
- 2000
23. World City/Regional City: Latinos and African-Americans in Chicago and St. Louis. JSRI Working Paper No. 46.
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Michigan State Univ., East Lansing. Julian Samora Research Inst., Villanueva, Margaret, Erdman, Brian, and Howlett, Larry
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This paper traces the effects of economic restructuring through comparative socioeconomic profiles of African American and Latinos in the Midwest, with a focus on Chicago and Kansas City. Globalization has been associated with deindustrialization, relocation of jobs to developing countries with cheaper labor, and expansion of the service sector. A general decline in unionized blue-collar jobs and middle-class income has reduced upward mobility for all but a fortunate few. Cities identified as "world cities" such as Chicago exhibit a greater disparity between incomes of Whites and Latinos, Blacks, and other minority groups than smaller cities such as Kansas City. While minority residents and newcomers are most negatively affected by global restructuring, they are held responsible by the media and conservative politicians for high unemployment rates and increased poverty levels. Another global problem with local ramifications is the feminization of poverty. In the late 1980s there were twice the number of poor, female-headed households in the nation as in 1960. Socioeconomic profiles from the Midwest region and the Chicago area discredit certain popular myths. High unemployment, low income, and low labor force participation among Blacks cannot be correlated with low educational attainment. Citizenship status is not a determinant of income level. Asian Americans do not hold stronger socioeconomic positions than Whites. Comparisons between Chicago and Kansas City suggest a need for more research on "world cities" and medium-sized cities across regions. (Contains 85 references and 18 data tables.) (TD)
- Published
- 2000
24. Economic Migrants in a Global Labour Market: A Report on the Recruitment and Retention of Asian Computer Professionals by Canadian High Tech Firms. CPRN Discussion Paper.
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Canadian Policy Research Networks Inc., Ottawa (Ontario). and Rao, Badrinath
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The recruitment and retention of Asian computer professionals by Canadian high-tech companies was examined by interviewing 8 Canadian-born information technology (IT) workers, 47 Asian-born IT workers, and 8 human resource (HR) professionals employed by high-tech companies in Ottawa. Of the 47 Asians, 33 stated that they did not know much about Canada before coming to Canada, and 41 did not experience any difficulties getting visas for themselves. Although the Canadian and non-Canadian IT workers had similar perceptions regarding workplace-related issues, 12 of the Asia workers complained of subtle discrimination at work. Twenty-nine Asian workers reported considering moving to the United States versus only two Canadian workers. All eight HR professionals spoke highly of the Asian IT professionals and their technical competence, although several expressed concerns about Asian workers' ability to communicate. Many Asian workers appeared to have misconceptions about tax rates, living costs, and employment opportunities in Canada and the United States. It was concluded that the Canadian government could help improve recruitment and retention of Asian IT workers in Canada by enabling them to bring their educated relatives from their homelands and by facilitating closer interaction and partnerships between educational institutions and the high-tech sector. (The bibliography lists 17 references. The interview guide and questionnaire are appended.) (MN)
- Published
- 2001
25. International Mutual Recognition: Progress and Prospects. Working Paper.
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Technology Univ.-Sydney, Broadway (Australia). Research Centre for Vocational Education and Training. and Hager, Paul
- Abstract
Increasing the mobility of service providers, including professionals, via mutual recognition (of regulatory systems) agreements (MRAs) has become a significant issue worldwide. Despite increasing interest in MRAs, it may be argued that MRAs are but one of a larger range of major developments that have fueled current interest in occupational competence descriptors and professional practice. Other important developments are as follows: rapid and accelerating change; public dissatisfaction with the professions; the limited understanding of the nature of professional practice; the emergence of a knowledge society; globalization leading to a corporate model of service provision; and moves to alternative and flexible modes of service delivery. The claim that mutual recognition is but one issue among these major developments may be illustrated by the examples of the following accreditation schemes: (1) the Law Society of New South Wales Specialist Accreditation Scheme; (2) the regulatory model recently developed in the United States by the National Council of State Boards of Nursing; (3) the competence-based assessment strategy developed by the Dietitians Association of Australia; and (4) various practices being used to assess competence in 17 Australian professions. These examples demonstrate that the role of professional competence standards in MRAs and in professionals' mobility is far from clear. (Contains 25 references.) (MN)
- Published
- 2001
26. Vocational Pathways of Australian Schoolleavers: A Longitudinal Study. Occasional Paper.
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Technology Univ., Sydney (Australia). and Athanasou, James A.
- Abstract
The occupational pathways of a representative national sample of Australian school leavers were examined over a 7-year period after leaving school. The study was based on the initial vocational interests of male (n=1436) and female (n=1273) high school pupils and formed part of the longitudinal 1970 Youth in Transition study, a national probability sample of Australian youth. The interest inventory used was a 24-item questionnaire of the Holland typology of interests. In a followup over the 7-year period, the full-time occupation was classified in terms of realistic, investigative, artistic social, enterprising, or conventional interest categories. Results indicated a major disparity between initial vocational interests and occupational destinations at the commencement of a career. Sufficient evidence was found to argue that the vocational interests of youth were not always reflected by their initial occupational pathways. The results indicated greater congruence with the passage of time and pointed toward a period of career exploration followed by consistency. (Appendixes include 27 references, 1 figure, and 3 data tables.) (Author/YLB)
- Published
- 2000
27. Work and Leaving Home: The Experience of England and Wales, 1850-1920. Working Paper.
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Schurer, K.
- Abstract
Data from the 1811 and 1851 census in England and Wales as well as other data from those countries in 1891 and 1921 were analyzed to investigate individuals' timing and extent of departure from the parental home. The authors found the following: (1) there was a gradual increase in the ages at which children left the parental home; (2) the pace of departure became more rapid over the entire period studied for males, although for females, the pace was increased in the twentieth century; (3) there was a decline in non-familial residence; and (4) there was a rise, especially in the twentieth century, in post-marriage co-residence with parents. The trends were attributed to a general decline in farm employment and domestic service (where employees had traditionally been given room and board) and the subsequent rise in urbanization and industrialization. The period from the mid-nineteenth century to the early twentieth century increasingly witnessed a divergence between the experience of leaving the parental home and entry into the labor market. The author suggested further research on the changing patterns of the timing of entry into the workplace. (Contains 17 tables and 73 references.) (AJ)
- Published
- 2000
28. Shattering the Glass Ceiling. Issues and Solutions in Promoting the Advancement of Women and Minorities to Executive Management in Corporate America. White Paper 1966.
- Author
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Microquest Corp., San Rafael, CA.
- Abstract
Despite their progress in the workplace in recent years, women and minorities still remain greatly underrepresented in executive roles in major U.S. companies. The barriers, attitudes, and practices that deter the advancement of women and minorities into executive ranks collectively result in the phenomenon known as the "Glass Ceiling." The cases of several large corporations confirm that it is in a company's best interests to enact programs to diversify the work force and eliminate the glass ceiling. The Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) works to promote equal opportunity in the workplace but it does not mandate results. The OFCCP's Glass Ceiling Commission has identified three major areas in the recruitment process that tend to create and perpetuate the glass ceiling: word-of-mouth networking, networking based on employee referrals, and executive search firms. When reviewing the fairness of federal contractors' hiring practices, OFCCP gives great weight to good faith efforts. Among the strategies for shattering the glass ceiling identified by the Glass Ceiling Commission are the following: recognize that commitment begins at the top (with the board of directors); create/implement inclusivity and diversity programs; develop/use proactive recruiting procedures; and identify/use available tools for identifying qualified female and minority candidates for senior management openings. (MN)
- Published
- 1996
29. Inequality and Mobility: Trends in Wage Growth for Young Adults. IEE Working Paper No. 7.
- Author
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Columbia Univ., New York, NY. Inst. on Education and the Economy., Bernhardt, Annette, Morris, Martina, Handcock, Mark, and Scott, Marc
- Abstract
To examine the impact of rising wage inequality on lifetime wage growth, a study compared the wage mobility experienced by two cohorts of young white men from the National Longitudinal Surveys. The original cohort entered the labor market in the mid-1960s at the end of the economic boom and was followed through the end of the 1970s. The recent cohort entered the labor market in the early 1980s after the onset of economic restructuring and was followed through the mid-1990s. For each cohort, wage profiles were analyzed across 16 years using a mixed-effects model. Analysis indicated that wage growth during the critical years of career development had been hit on two fronts: it had both stagnated and become significantly more unequal. To the extent that wage growth represented upward mobility, the prospects for such mobility had clearly deteriorated in recent years. (Appendixes contain 48 references, 3 data tables, and 8 figures.) (YLB)
- Published
- 1998
30. Trends in Job Instability and Wages for Young Adult Men. IEE Working Paper No. 8.
- Author
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Columbia Univ., New York, NY. Inst. on Education and the Economy., Bernhardt, Annette, Morris, Martina, Handcock, Mark, and Scott, Marc
- Abstract
To determine whether there has been a secular rise in job instability among young adults over the past 3 decades, a study compared two National Longitudinal Survey cohorts of young white men. The first cohort entered the labor market in the late 1960s and early 1970s, the second during the late 1970s and early 1980s. The study examined longitudinal data on work history and schooling and found a significant increase in the rate of job changing across the two cohorts. The trend toward lower marriage rates and longer transitions into the labor market explained some increase. The economy's shift toward the service sector played an important role, although declines in stability occurred in traditionally unionized industries as well. The overall rise in instability resulted in shorter median tenures. Although greater job instability and shorter tenures are not necessarily a bad thing, findings indicated young workers in recent years failed to capture the all-important wage gains that were associated with job changing in the past. This deterioration in wage gains was felt largely by less educated workers, but inequality in these gains also increased for all education groups. In combination, findings suggested a decline in the long-term economic welfare among those who entered the labor market in the 1980s. (Appendixes contain the following: 43 references; comparison of estimates of job change rates; adjusting for attrition; permanent wage estimation; 5 tables; and 5 figures.) (Author/YLB)
- Published
- 1998
31. Order from Chaos? The Effects of Early Labor Market Experience on Adult Labor Market Outcomes. Econometrics and Economic Theory Paper No. 9506.
- Author
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Michigan State Univ., East Lansing. Dept. of Economics., Gardecki, Rosella, and Neumark, David
- Abstract
Using the National Longitudinal Survey of Youth (NYSY) for 1979-92, an empirical analysis documented and characterized early labor market experiences of men and women in the U.S. economy. It explored the evolution of these labor market experiences over the first 5 years in the labor market and studied the relationships between them and adult labor market outcomes. The overriding goal was to shed light on the consequences of initial periods of "churning,""floundering about," or "mobility" in the labor market, to help assess whether faster transitions to stable employment relationships would be likely to lead to better adult labor market outcomes. Findings indicated that labor market outcomes toward the end of the 5-year postschooling period used were not driven very strongly by what happened in the first year or two in the labor market. Adult labor market outcomes (in the late 20s or early to mid-30s) were for the most part unrelated to early labor market experiences, especially for men. For women, in contrast, some evidence suggested that job stability and initial entry into a high-wage occupation had beneficial effects. The evidence did not present a compelling case for efforts to target the school-to-work transition, insofar as this implied changing the structure of youth labor markets so that workers became more firmly attached to an employer, or an industry or occupation, at younger ages. (Appendixes contain 56 references and 13 tables.) (YLB)
- Published
- 1995
32. Unequal Pay for Equal Work? Unpacking the Gender Gap in Principal Compensation
- Author
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Grissom, Jason A., Timmer, Jennifer D., Nelson, Jennifer L., and Blissett, Richard S. L.
- Abstract
We investigate the male-female gap in principal compensation in state and national data: detailed longitudinal personnel records from Missouri and repeated cross-sections from the nationally representative Schools and Staffing Survey (SASS). In both data sets, we estimate substantively important compensation gaps for school leaders. In Missouri, female principals make approximately $1,450 less annually than their male colleagues with similar characteristics, including experience level and degree attainment, leading the same school in different years. Gaps are present in both base salary and extra duty salary, and are only partially explained by career paths or workplace sorting. SASS analyses show that women make about $1,000 less than men nationally, on average, a gap that even grows larger once accounting for individual and workplace characteristics, teacher-supplied effectiveness ratings, and reported hours worked. The presence of these residual gaps after accounting for many supply-side explanations may signal gender discrimination in school principal compensation. [This paper was published in "Economics of Education Review" v82 Apr 2021.]
- Published
- 2021
33. Selective Migration of Rural High School Seniors in the 1980s. Staff Working Papers.
- Author
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Population Reference Bureau, Inc., Washington, DC. and Pollard, Kelvin
- Abstract
In the 1980s the outmigration from rural areas of young and well educated adults was prompted by the decline of rural industries and the resultant economic stress. This paper examines the issue of selective migration during the 1980s by comparing young people who left their hometown to those who stayed behind. Longitudinal survey data collected in the High School and Beyond datafile (1980-86) are used to analyze the individual and community level factors affecting the probability of migration from a hometown. Of the rural youth who were seniors in 1980, 40% had moved at least 50 miles from their hometown by 1986 and had gained advantages in education, income, and occupational status. Comparison of data between these migrants and those who did not migrate indicate that migrants: (1) continued their formal education at a higher rate than nonmigrants (77% compared to 54%), with 30% completing a four-year college program (compared to 10% of nonmigrants); (2) held professional or managerial jobs at a higher rate than nonmigrants (38% compared to 15%); (3) earned about 10% more than nonmigrants; (4) came from homes with better educated parents (64% compared to 46%); (5) had taken college preparatory classes (45% compared to 23%), and (6) had taken either the SAT or ACT (73% compared to 45%). Separate logistic regression analysis of community factors indicate: (1) youth in the rural Midwest and West are more likely to migrate than those in the South and Northeast; (2) higher average per capita income in the home county decreased the probability of migration; (3) higher high school expenditures per student increased migration probability; and (4) the greater the distance of the nearest four-year college, the more probable was eventual migration. Includes 17 references and 12 data tables. (ALL)
- Published
- 1990
34. Mobilising Effective Schooling Provision to Support Innovative Education for Occupationally Mobile Families and Their Children
- Author
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Danaher, P. A.
- Abstract
Occupationally mobile families exist in multiple forms globally. While these families contribute significantly to the socioeconomic life of the locations that they traverse, sometimes their mobilities generate hostility in those locations. This hostility in the form of an anti-nomadic/sedentarist ideology creates corresponding difficulties for the schooling options and outcomes of the children of these mobile families. This paper explores the educational applications and implications of the anti-nomadic/sedentarist ideology as experienced by occupationally mobile families globally, and investigates also several successful schooling approaches for their children. The analysis identifies effective forms of schooling provision implemented in specific ways in these distinctive learning contexts. The author posits that 'innovative' in relation to the education of occupationally mobile communities is enacted in the historically constructed and materially grounded mobilities of each community, and 'works' and 'makes sense' only when conceptualised with references to those mobilities.
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- 2023
- Full Text
- View/download PDF
35. Should I Go or Should I Stay: Job Hopping in Malaysia Small Medium Enterprise (SME) Service Sectors
- Author
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Siew, Jia Fang, Wong, Siew Chin, and Lim, Chui Seong
- Abstract
Purpose: The purpose of this paper is to determine the relationships between learning opportunities, person-organization fit, self-directedness career attitude and job hopping among generation Y employees in Malaysian small medium enterprise (SME) service sectors. Design/methodology/approach: Research data was gathered from a sample of 203 generation Y employees from SME service sectors in Malaysia. Partial least squares structural equation modelling is used to perform the data analysis in the present study. Findings: The results demonstrated that person-organization fit and self-directedness career attitude correlates significantly with job hopping among generation Y employees. However, there is no significant relationship between learning opportunities and job hopping. Research limitations/implications: This study provides an empirical framework for explaining the job hopping among generation Y employees in SME service based on the review of related careers. Originality/value: This study offers new insights into the predicting factors of job hopping among generation Y employees in the Malaysian context specifically.
- Published
- 2023
- Full Text
- View/download PDF
36. Career Paths of PhD Graduates in Eastern and Western Germany: Same Qualification, Same Labor Market Outcomes?
- Author
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Rehs, Andreas and Fuchs, Michaela
- Abstract
This paper investigates to what extent the returns to a PhD depend upon the region of birth and the place of work. We examine the career paths of eastern and western German PhD graduates and estimate the returns to obtaining a job suited to their skill level and with high wages. Our data set combines information on graduates and their place of birth with administrative data. We find that the place of work rather than the region of birth affects labor market outcomes. Due to lower mobility, eastern German graduates profit less from adequate jobs located in western Germany.
- Published
- 2023
- Full Text
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37. International Academics in the Peripheries. A Qualitative Meta-Analysis across Fifteen Countries
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Kamil Luczaj and Magdalena Holy-Luczaj
- Abstract
This paper is a meta-analysis of qualitative studies on international scholars migrating to academic peripheries. In contrast to studies focused on relocating to the US and other global centers, or those focused on 'star faculty,' these studies reveal a different face of international migration. By examining 19 studies from all over the world, we identified eleven common themes centered around: institutional motivations to hire international faculty, individual motivations to seek employment in the peripheries, the specificity of migration and recruitment processes as well as various integration problems associated with choosing a career in less popular destinations. This analysis offers an overview of in-depth national cases, which is interesting for cross-cultural researchers and students of particular peripheral systems. We demonstrate that foreign-born scholars in the peripheries are very often motivated by factors that would be negligible in the analysis of academic migration to centers and face different challenges.
- Published
- 2023
- Full Text
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38. An Investigation into the Relationship between Leadership Styles and Succession Planning, through the Senior Human Resource Practitioners' Lens: A Multi-Sectoral Study
- Author
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Maurice Marlon Lewin
- Abstract
The need within the global value chain for more highly trained and skilled workers, along with the exit of 'baby boomers' from the workplace and the impact of the 'great resignation,' has compounded the pool of candidates for future leadership roles. Recognizing the profound expectation that a good leader identifies and develops their successor, the focus of this research paper was to determine the extent to which human resource practitioners perceive the relationship between leadership behaviors and effective succession planning in organizations. The phenomenological approach examined the attitude and practices (tapping and styles) of leaders in higher education and financial and regulatory institutions towards the identification and development of internal candidates to fill executive and mission-critical jobs that become vacant within their organization. The study employed qualitative data collection through structured interviews and a review of secondary data to secure the perspectives of the key stakeholders in the selected sectors. The study population comprised ten industries and 15 organizations from three countries. Six organizations and five industries in the three countries were studied. The findings revealed a relationship between leadership styles and succession planning programs, and that tapping provides an opportunity to address diversity, equity and inclusiveness issues in future organizational leadership. Future research is required to examine cultural factors impacting the effectiveness of succession programs, board of directors' commitment to succession management, personality types influencing leadership styles. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.]
- Published
- 2023
39. 'Can We Get an Ideal Job?': The Distribution and Influencing Factors of The Occupational Stratum of Chinese College Graduates
- Author
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Shuo Yu, Ying Liu, Rui Guo, and Zhiwei Chen
- Abstract
In recent years, Chinese college graduates have faced a challenging employment situation, calling for an analysis of the social stratification function of higher education. This paper used linear regression to analyze factors influencing the occupational status attainment of college graduates. The social stratification function of higher education was found to be significant. Educational factors were essential for occupational status attainment. Nevertheless, new graduates' occupational status could also be affected by individual and family factors. On the whole, college graduates achieved stratum promotion. Men had higher occupational status and longer mobility distance than women, and rural graduates had higher occupational status and longer mobility distance than urban graduates.
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- 2023
- Full Text
- View/download PDF
40. Educational, Labor-Market and Intergenerational Consequences of Poor Childhood Health. NBER Working Paper No. 26368
- Author
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National Bureau of Economic Research, Karbownik, Krzysztof, and Wray, Anthony
- Abstract
We study whether childhood health capital affects school attendance, long-run occupational outcomes, and intergenerational mobility. We address this question in the context of London, England during the late nineteenth century using the inpatient admission records of three large hospitals linked to population census records, from which we identify household characteristics and the patients' siblings. Sibling fixed effects estimates indicate that boys with health deficiencies were 14.9 percent less likely to work in white collar occupations as adults and 13.9 percent more likely to experience downward occupational mobility relative to their fathers, in comparison to their brothers. This negative effect offsets 16.2 percent of the benefit of having a father in a high status occupation. We also explore medium-run mechanisms for both boys and girls, and find that poor childhood health reduced the likelihood of attending school by 2.5 and 4.1 percent, respectively. [Funding was provided by the Hitotsubashi Institute for Advanced Study, Hitotsubashi University, and the Economic History Association.]
- Published
- 2019
- Full Text
- View/download PDF
41. Adult Learning: Barriers and Enablers to Advancement in Canadian Power Engineering
- Author
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Mullen, Clayton and Mariam, Yohannes
- Abstract
Power engineering certification in Canada comprises a hierarchical, graduated system available to both young and adult learners. This paper offers insight into the knowledge gap regarding factors influencing Canadian power engineers' decision to pursue advanced certification in the Provinces of British Columbia and Alberta, with implications for adult learning in the power engineering sector of Canada. Comprehension of factors that influence intentions for power engineering certification may illuminate barriers and enablers to adult learning and provide evidentiary knowledge to support a format that facilitates advancement of certification. The research methodology was quantitative correlational design in which linear and logistic regressions employing a modified Bonferroni equivalent alpha were utilised. An original survey was developed for the study and pilot tested for validity and reliability. The sample comprised 1st, 2nd, and 3rd Class power engineers in British Columbia and Alberta. The dependent variable (DV) was the power engineers' advancement intention. In the context of this paper, advancement intention is an influence leading to the inclination or reluctance to pursue promotion, succession, or advancement in employment. The independent variables (IVs) were time commitment, educational support, locus of control, time elapsed since previous certification, responsibility, and peer appraisal. Revealed in the results were positive, statistically significant relationships between the DV of advancement intention and three of the six IVs. Time commitment, responsibility, and elapsed time exert statistically significant effects on advancement intention (DV). The three remaining IVs that did not exhibit significant relationships with the DV were educational support, locus of control, and peer appraisal. This indicated that the IVs of educational support, locus of control, and peer appraisal did not significantly influence the DV when compared to the significant influences of time commitment, responsibility, and elapsed time on the DV. Comprehension of the influential factors regarding the intention of Canadian power engineers to pursue advanced certification may assist industry and academia with insight into the barriers and enablers to higher certification, and the correlation of decision factors with advancement intention.
- Published
- 2019
42. Homeward Bound? Rural Principal Hiring, Transfer, and Turnover Patterns in Texas
- Author
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Pendola, Andrew and Fuller, Edward J.
- Abstract
This paper aims to better delineate the patterns of mobility and turnover of rural principals in Texas. Specifically, the authors examine the patterns of movement into, within, and out of rural principal positions, as a means to gain a better understanding of the forces of 'draw' within rural areas and 'drain' out. The study consisted of a sample of 22,385 principals in Texas from 1995 to 2015, representing the population or rural principals in the state. Using methods including OLS and logistic regression as well as discrete time hazard modeling, the study aims to capture the general trends of rural principal mobility to better inform policy interventions. Results demonstrate that: (1) Rural districts tend to hire candidates from rural backgrounds; (2) Rural principals are much less likely to transfer out of the rural context, but tend to switch positions at similar rates as nonrural principals; and (3) Rural principals turnover at similar rates as nonrural principals. The paper includes a discussion and policy recommendations for facilitating healthy rural principal recruitment and retention.
- Published
- 2022
- Full Text
- View/download PDF
43. Mediating Role of Employee Engagement on the Relationship between Succession Planning Practice and Employee Performance in Academic Institutions: PLS-SEM Approach
- Author
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Abdullahi, Mohammed Sani, Raman, Kavitha, and Solarin, Sakiru Adebola
- Abstract
Purpose: The purpose of this study is to examine the effect of succession planning practice (SPP) on employee engagement (EE) and employee performance (EP) in Malaysian private universities (MPU). Design/methodology/approach: This paper used a survey research design, and the study unit of the analysis consists of the academic staff of MPU. In the selection of the sample from the focused respondents (10,473) of the study, a stratified and simple random sampling method was used, and the study sample consists of 314 MPU academic staff. A questionnaire was used to collect data from the focused respondents while partial least square-structural equation modeling (PLS-SEM) was used to test the study hypotheses. Findings: The findings revealed that SPP has a significant effect on EP, and the relationship between SPP and EP is partially mediated by EE. Practical implications: Sound succession systems for achieving academic staff performance should be put in place by the university management. Furthermore, the outcome of this research urges the policymaker to come up with a sound policy that can allow internal talents of the university to hold key leadership positions of any nature when the need arises before considering external talents, with that the talents will be satisfied and put decisive effort to achieve a positive result. Originality/value: This paper has made a significant contribution to the knowledge and operationalization of the EE, EP and SPP literature. The research also assists the university management to mobilize qualified and talented staff for an unexpected and sudden resignation of staff which saves the university the cost of hiring and development, and at the same time, it encourages internal hiring.
- Published
- 2022
- Full Text
- View/download PDF
44. Analytical Overview of the European and Russian Qualifications Frameworks with a Focus on Doctoral Degree Level
- Author
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Chigisheva, Oksana, Bondarenko, Anna, and Soltovets, Elena
- Abstract
The paper provides analytical insights into highly acute issues concerning preparation and adoption of Qualifications Frameworks being an adequate response to the growing interactions at the global labor market and flourishing of knowledge economy. Special attention is paid to the analyses of transnational Meta Qualifications Frameworks (A Framework for Qualifications of the European Higher Education Area, The European Qualifications Framework for Lifelong Learning and Towards a European Framework for Research Careers) and the UK National Qualifications Framework, separately for each of its constituent parts, as well as Russia. Doctoral Degree level is chosen as a core for the analytical overview as the authors believe that this qualification level deserves much attention and continuous improvement to provide highly qualified personnel for the sphere of science and education in the nearest future. Critical remarks on the real impacts of such Qualifications Frameworks policy from the international perspective are represented. [For the complete Volume 15 proceedings, see ED574185.]
- Published
- 2017
45. Second Chance: Life without Student Debt. NBER Working Paper No. 25810
- Author
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National Bureau of Economic Research, Di Maggio, Marco, Kalda, Ankit, and Yao, Vincent
- Abstract
Rising student debt is considered one of the creeping threats of our time. This paper examines the effect of student debt relief on individual credit and labor market outcomes. We exploit the plausibly-random debt discharge due to the inability of National Collegiate, the largest owner of private student loan debt, to prove chain of title for thousands of loans across the US. Using hand-collected lawsuits filings matched with individual credit bureau information, we find that borrowers experiencing the debt relief shock reduce their indebtedness by 26%, by both reducing their demand for credit and limiting the use of existing credit accounts, and are 11% less likely to default on other accounts. After the discharge, the borrowers' geographical mobility increases, as well as, their probability to change jobs and ultimately their income increases by about $3000 over a three year period. These findings speak to the benefits of intervening in the student loan market to reduce the consequences of debt overhang problems by forgiving student debts.
- Published
- 2019
- Full Text
- View/download PDF
46. Transitional Jobs: A Bridge into the Workforce for Hard-To-Employ Welfare Recipients. Policy Brief.
- Author
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Progressive Policy Inst., Washington, DC. and Kim, Anne
- Abstract
Evidence from the past 4 years confirms that private sector jobs are the best and first resort for welfare recipients seeking to enter the workforce and that the private sector can well absorb the entry of these new workers. The model of wage-based transitional employment may be a more effective means of helping hard-to-employ welfare recipients make the transition from welfare to work than large-scale workfare programs are. Programs providing wage-based transitional employment allow participants to take advantage of the Earned Income Tax Credit to supplement their earnings, and they instill the expectations of the working world in participants. Wage-based programs typically supplement job placements with training, education, or counseling to assist participants in overcoming obstacles to employment, and they also benefit employers and communities. The most successful wage-based transitional jobs programs incorporate the following elements: (1) generous work supports and postprogram transitional services; (2) flexible, performance-based administration under a public/private model; and (3) safeguards against displacement of existing workers. The following programs are examples of successful wage-based transitional jobs programs: EarnFair (New York); the Transitional Work Corporation (Philadelphia); Community Jobs (Washington State); the Industrial Exchange (Tulsa, Oklahoma); the Community Service Employment Program (Vermont); and Jobs Plus (Oregon). (11 references) (MN)
- Published
- 2001
47. The Effect of the Uniform Bar Examination on Admissions, Diversity, Affordability, and Employment across Law Schools in the United States
- Author
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Odle, Taylor K., Bae, Ji Yeon, and Gonza´lez Canche´, Manuel S.
- Abstract
The Uniform Bar Examination (UBE) is a multijurisdictional test that law students can use to gain admission to the bar in 37 states and territories. Despite this near-universal applicability and the potential of UBE to impact law schools' admissions, diversity, affordability, and employment outcomes, no research to date has examined the impacts of UBE. Equipped with a novel dataset that we make available to future researchers, we apply a difference-in-differences design to estimate these impacts by exploiting variation in UBE adoption timing across states. We find early evidence to suggest that law schools in UBE states benefitted by receiving more applications and having higher overall enrollments after UBE adoption. [This paper will be published in "Educational Evaluation and Policy Analysis."]
- Published
- 2022
- Full Text
- View/download PDF
48. Improving Labour Market Outcomes through Education and Training. Issues Paper No. 9. Produced for the Closing the Gap Clearinghouse
- Author
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Australian Institute of Family Studies (AIFS), Australian Institute of Health and Welfare, Closing the Gap Clearinghouse, Karmel, Tom, Misko, Josie, Blomberg, Davinia, Bednarz, Alice, and Atkinson, Georgina
- Abstract
In recent years, the level of participation and attainment by Indigenous Australians in education and training has improved, yet substantial gaps still exist between Indigenous Australians and non-Indigenous Australians. Education has to be a key focus if the gap between Indigenous and non-Indigenous employment rates is to be closed. This report draws from the 2011 Census data to quantify its importance for labour market participation, employment, and occupational destinations. The research is extensive and varied, and includes academic research articles published in refereed journals and other publications published or completed over the last 10 years. Also provided is the authors' own analyses of the 2006 and 2011 Census, and of data from the ABS (Australian Bureau of Statistics) Labour Force Survey, National Apprentices and Trainees Collection, National VET (Vocational Education and Training) Collection, the Schools Australia catalogue, and the Student Outcomes Survey. The authors use those to provide descriptive information as well as to investigate linkages between participation and attainment in education and training and employment. The report begins by providing a snapshot of key demographics, followed by information on participation and outcomes from senior secondary education, vocational education and training (including apprenticeships and traineeships), and higher education. This is followed by a detailed account of employment outcomes across regions and occupations. The role of educational attainment in explaining the disparity in employment rates is then given a special focus. This document reports on studies that have looked at the need to take into account the multiple elements of economic participation, and focuses in more detail on the role of social capital, cultural attachments, and employer discrimination. It concludes with an emphasis on key findings about the role of education and the need to streamline programs and strategies. Appendices provide extra detail on methodological approaches and programs (including key objectives, funding regimes, and program evaluations). They are as follows: (1) Methodology for decomposition; (2) Selected programs aimed at young people and their parents by participation or progress to date; (3) Selected programs aimed at VET and higher education by participation or progress to date; (4) Selected programs aimed at improving employment outcomes by participation or progress to date; and (5) Additional relevant material in the Clearinghouse.
- Published
- 2014
49. Time Will Tell: Revisiting the Impact of College Expansion on Income and Occupational Prestige Mobility of Young Adults in Taiwan
- Author
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Kuan, Ping-Yin and Peng, Ssu-Chin
- Abstract
The paper proposes a counterfactual analysis to estimate the causal effects of college expansion on the changes in income and occupational prestige of young people in Taiwan. The public attributes the rapid expansion of higher education in Taiwan in the mid 1990s as a significant cause of stagnant wage growth and high unemployment rates of college graduates in recent years. The primary concern in evaluating the policy consequences of educational expansion should be on those who would respond to expanded opportunities for education. In this paper, we use the data collected by the Panel Study of Family Dynamics in Taiwan to identify a pre-expansion cohort and a post-expansion cohort. We then use the matching method and the difference-in-difference (DID) model to estimate the impact of expansion on the changes in income and occupational prestige of three counterfactual groups: 'always-takers', 'compliers', and 'never-takers'. The results show that the impact of college expansion decreased the advantage of always-takers and benefited compliers in both income and occupational attainment of their first job. The adverse effects of college expansion suffered by always-takers disappeared after working for either 10 or 15 years, which fits the prediction of the signalling theory.
- Published
- 2021
- Full Text
- View/download PDF
50. Declaration of the European Ministers of Vocational Education and Training, and the European Commission, Convened in Copenhagen on 29 and 30 November 2002, on Enhanced European Cooperation in Vocational Education and Training. 'The Copenhagen Declaration.'
- Author
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European Commission, Brussels (Belgium).
- Abstract
Enhanced cooperation in vocational education and training (VET) will be an important contribution toward ensuring a successful enlargement of the European Union. The social partners play an indispensable role in development, validation, and recognition of vocational competencies and qualifications at all levels and are partners in promotion of enhanced cooperation in this area. These main priorities will be pursued through enhanced cooperation in VET: European dimension; transparency, information, and guidance; recognition of competencies and qualifications; and quality assurance. These principles will underpin enhanced cooperation in VET: measures should be voluntary and principally developed through bottom-up cooperation; initiatives must focus on needs of citizens and user organization; and cooperation should be inclusive and involve member states, candidate countries, and the social partners. Follow up of this declaration will include the following to ensure effective and successful implementation of enhanced European cooperation in VET: implementation of enhanced cooperation in VET will be a gradually integrated part of followup of the objectives report; the existing commission working group will continue work to ensure effective implementation and coordination; and the initial focus between now and 2004 will be on concrete areas where work is already in progress. (YLB)
- Published
- 2002
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