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Objectives: To quantify the junior-to-senior successful transition rate in sprint swimming events in elite European performers.Design: Retrospective analysis of publicly available competition data collected between 2004 and 2019.Methods: The yearly performance of 6631 European swimmers (females = 41.8% of the sample) competing in 50 and 100 m freestyle, backstroke, breaststroke, and butterfly were included in the analysis. The junior-to-senior transition rate was determined as the number of elite junior athletes who maintained their elite status in adulthood. To investigate how the definition of elite may affect the calculation of the transition rate, we operationally defined elite athletes as those ranked in the all-time top 10, 25, 50, and 100 in their category. We also calculated the correlation between junior and senior performances.Results: The average transition rates ranged, depending on the age of reference, from 10 to 26% in males and from 23 to 33% in females. The transition rate for the top 100 junior swimmers was greater than that for the top 10 swimmers. In general, swimmers who swam 50 m showed a slightly lower transition rate compared with those that swam 100 m. Depending on the age of reference, low-to-moderate correlations were observed between junior and senior peak performances.Conclusions: Most elite junior athletes did not maintain the elite level in adulthood. Except for athletes in the last year of the junior category (18 years for males and 17 years for females), junior performances were poorly correlated with senior performances. [ABSTRACT FROM AUTHOR]

Using register data from Statistics Netherlands (2009–2019), this paper examines whether the first employment contract is related to early career outcomes for a cohort of young workers who entered the Dutch labour market in the period from late 2009–2013. Instead of looking at the timing of isolated transitions between employment states, 6-year-long trajectories are considered to identify differences in early career paths. Applying a Mixture Hidden Markov Model, eight distinct states of employment quality characterized by different contract types and incomes are identified. Transitions between these employment states reveal four early career patterns that differ according to their upward and downward mobility. Our results show that entering the labour market with a permanent contract does not necessarily lead to immediate wage growth, but provides a safeguard against volatile careers with frequent transitions in and out of employment. While entering the labour market with a fixed-term contract facilitates upward mobility, on-call and temporary agency work early in the career may negatively affect long-term labour market integration. • Studying the dynamics of employment careers requires a longitudinal perspective. • Four early career patterns with varying degrees of upward and downward mobility can be identified. • Fixed-term contracts promote upward mobility in the Netherlands. • Temporary agency and on-call work are associated with unstable career paths and limited wage growth. [ABSTRACT FROM AUTHOR]

Most research on the career pathways of women presidents has been dedicated to the traditional career path and the paucity of women in positions leading to a four-year college or university presidency. This leaves little research on women who achieved the position by following a nontraditional trajectory. This qualitative study explores the career trajectories of six women presidents who described their journeys to the highest leadership position as "nontraditional" or "unusual." Using Bateson's (1989) concepts of improvisation and adaption to examine their professional and personal experiences, the presidents unveil they were responsive to new opportunities, responsibilities, and challenges leading to their presidencies. Their backgrounds led them to develop an understanding and appreciation of institutional and organizational practices and cultures, community relations, campus relations, and a sensitivity to the importance of relationship building with an array of stakeholders. The study concludes by discussing the necessity of considering broader career frameworks to identify and increase the number of potential women candidates for the presidency. [ABSTRACT FROM AUTHOR]

Public policy programs have come to attract students with increasingly diverse backgrounds and career aims, but curricular changes have been modest. Using a data set on MPP alumni from Harvard's Kennedy School, we analyze career trajectories through different sectors and specializations, examining relationships among trajectories, perceptions of public service, and particular skill needs. Although government remains an important destination, we find a predominance of idiosyncratic paths and a diversification of employment trajectories over time. Perceptions of employment as public service and reports of skill use vary significantly by sector. Although certain general skills (communication, systematic thinking about problems, and workload management) are widely used, there are notable differences in other skill areas (policy design and political analysis are more used by government and nonprofit workers; economics is more used in the private sector). Programs may want to consider these differences in skill use in prioritizing what is taught, and how. [ABSTRACT FROM AUTHOR]

The paper describes the origins and discusses the results of a study of youth transitions to work in England and Germany in the late 1980s, at a time of dramatic social, economic and political change. The novel design involving quantitative and qualitative data collection from young men and young women on the same 'career trajectories' in two comparable labour markets in England and two in Germany, generated insights into the way vocational training systems in the two countries were being experienced by young people and how the vocational training systems were adapting to change. The German system for managing the transition through apprenticeship with cultural roots going back the Middle Ages was directed at instilling a broad range of civic attributes of which occupational identity was the central part. In contrast the English system was focused exclusively on equipping young people with the skills that would enable them to gain and retain employment. During the transition process itself the identity of German trainees was closer to that of student compared with trainees in England where that of worker was dominant. At times of massive economic (and in Germany, political) upheaval, both countries learned from each other in attempting to adapt their systems to meet young people's needs with mixed results. The policy challenges raised by the findings are discussed. [ABSTRACT FROM AUTHOR]

Abstract: Recent years have witnessed a growing diversity of career patterns, resulting from the relative decline of stable employment. In the present study of 1368 employed and self-employed German adults career pattern diversity was assessed using nine pictograms. The goal was to identify psychological and demographic correlates of these patterns and to answer the question of whether they differed for participants from the former (communist) East and the capitalist West. Findings indicated that upward-pointing career patterns still connected to extrinsic criteria such as income and job security. With regard to psychological correlates, upward patterns connected to lower work-related demands imposed by social change and a higher level of personal and social resources. Only in the West, upward patterns related to male gender and high education, reflecting more traditional access to upwardly mobile career opportunities. [Copyright &y& Elsevier]

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• Sequence analysis offers a holistic approach on the consequences of temporary jobs. • Cumulative wages allow assessing long-term disadvantages of temporary jobs. • Transitions from temporary jobs to permanent jobs rather common in early career. • Still long-term cumulative wage gaps for former temporary workers are visible. • Yearly increasing cumulative wage gaps even after transitions to permanent jobs. Using data from the German Socio-Economic Panel (SOEP, 1994–2017), we investigate how 10-year career sequences, which can be grouped into distinct career patterns, relate to cumulative labor market income. We utilize propensity score matching to compare standard career sequences, consisting of continuous full-time permanent work, to stepping stone career sequences, characterized by initial periods of temporary employment and subsequent permanent employment. We thus investigate if temporary workers are compensated for initial wage penalties in their later career. This life course approach reveals a more holistic picture about the consequences of temporary employment than previous studies, which mostly focus on the effect of single transitions and on wages at single time points. The results show that among labor market entrants the standard permanent employment career is the most prevalent one but that stepping stone careers are also common. Nonetheless, individuals who start their career in temporary employment and then transition to permanent jobs face long-term cumulative wage disadvantages of -51,461.2 Euro (-14.07 %) compared to individuals with standard permanent careers. Furthermore, over the 10 years we study, we find an increasing cumulative wage gap even after the transitions to permanent jobs take place. This last finding suggests that compared to individuals with standard careers, former temporary workers do not experience a compensating higher wage growth in their later careers. [ABSTRACT FROM AUTHOR]