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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. 'Right-to-Work' Laws and Economic Development in Oklahoma. Briefing Paper.
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Economic Policy Inst., Washington, DC. and Mishel, Lawrence
- Abstract
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
4. 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
- Abstract
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
5. 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
6. 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
7. 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
- Abstract
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
8. 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
9. 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
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
- Abstract
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.)
- Published
- 2012
11. 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
12. Principal Preferences and the Unequal Distribution of Principals across Schools. Working Paper 36
- Author
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Urban Institute, National Center for Analysis of Longitudinal Data in Education Research (CALDER), Horng, Eileen, Kalogrides, Demetra, and Loeb, Susanna
- Abstract
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
13. Skilled Migration: Australia. Working Paper No. 63
- Author
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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
14. 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.
- Author
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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
15. 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
16. 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
17. 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
18. 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
19. 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
20. Vocational Pathways of Australian Schoolleavers: A Longitudinal Study. Occasional Paper.
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Technology Univ., Sydney (Australia). and Athanasou, James A.
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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
21. Work and Leaving Home: The Experience of England and Wales, 1850-1920. Working Paper.
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Schurer, K.
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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
22. Shattering the Glass Ceiling. Issues and Solutions in Promoting the Advancement of Women and Minorities to Executive Management in Corporate America. White Paper 1966.
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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
23. 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
24. Trends in Job Instability and Wages for Young Adult Men. IEE Working Paper No. 8.
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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
25. 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
26. 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
27. Petroleum Refining, Industrial Chemical, Drug, and Paper and Allied Products Industries. Reprinted from the Occupational Outlook Handbook, 1978-79 Edition.
- Author
-
Bureau of Labor Statistics (DOL), Washington, DC.
- Abstract
Focusing on occupations in refining and industrial chemical, drug, and paper manufacturing industries, this document is one in a series of forty-one reprints from the Occupational Outlook Handbook providing current information and employment projections for individual occupations and industries through 1985. The specific occupations covered in this document include occupations in the drug industry, occupations in the industrial chemical industry, occupations in the paper and allied products industries, and occupations in the petroleum refining industry. The following information is presented for each occupation or occupational area: a code number referenced to the Dictionary of Occupational Titles; a description of the nature of the work; places of employment; training, other qualifications, and advancement; employment outlook; earnings and working conditions; and sources of additional information. In addition to the forty-one reprints covering individual occupations or occupational areas (CE 017 757-797), a companion document (CE 017 756) presents employment projections for the total labor market and discusses the relationship between job prospects and education. (BM)
- Published
- 1978
28. Youth Labor Markets and the Military. The Rand Paper Series.
- Author
-
Rand Corp., Santa Monica, CA. and Cooper, Richard V. L.
- Abstract
This paper argues that the military plays an extremely important role in youth labor markets by providing not only jobs but also experience and training which can later be transferred to the civilian labor market. Following the introduction, section II examines the military's demand for labor; its fluctuations due to secular, cyclical, and seasonal variables; and its impact on the youth labor market. The military is an important factor in the youth labor market, and it is becoming an important one also in the minorities and women's labor markets. Section III considers the supply side effects of military service by discussing the flow between the military and civilian youth labor markets, the variables that affect the decisions of enlisting or leaving the military, and the human capital accumulation gained through military work experience that can then be used in the civilian manpower pool. Sections IV and V explore the military's impact on youth unemployment, focusing on demographic trends over time and the black unemployment problem. In section VI it is concluded that the paper's findings have several implications for the measurement and collection of data on the youth labor market, specifically in the areas of (1) youth unemployment rates which should include military as well as civilian labor, (2) aggregate labor force statistics which should be subdivided to reflect factors such as age and race, and (3) special labor force data which should acknowledge an individual's military experience. (ELG)
- Published
- 1978
29. Rural People and Rural Economic Development. IIEP Seminar Paper: 21.
- Author
-
United Nations Educational, Scientific, and Cultural Organization, Paris (France). International Inst. for Educational Planning. and Bowman, M. J.
- Abstract
Assuming development is a process that involves the generation, diffusion, and realization of new opportunities, this paper discusses the following: (1) The Development Process: Facts and Issues (re: visible unemployment; rural to urban migration; the dualism of labor markets in the less developed countries; population growth; and the disequilibrium of economic life in the development stage); (2) The Attributes of Development Man (adaptive and innovative); (3) The Formation of Competencies and the Transmission of Information (an economic analysis of people-changing processes; skill mobility and the markets for "jobs" and "work"; how different types of competencies are acquired; information "fields" and "resistances" to information); (4) Toward Progressive Agriculture (target groups in education for agriculture; substitution and complementaries among schooling, extension, and research; maximizing the efficiency of information systems); (5) The Rural Nonfarm Economy (symbiotic relationships in the developing rural nonfarm economy; dualisms and continua in skills and in scale; education, communication, and innovation in the nonfarm enterprise); (6) Strategies for the Enlargement of Opportunities and Their Realization (the elusive meanings of integrated development; the interdependencies of education and development; economic incentives and agricultural progress; unleashing the energies and ingenuities of ordinary man). (JC)
- Published
- 1975
30. Vocational Education, CETA, and Youth Unemployment: Meeting the Needs of Inner City Youth. Occasional Paper No. 50.
- Author
-
Ohio State Univ., Columbus. National Center for Research in Vocational Education. and Moody, Tom
- Abstract
The Mayor of Columbus, Tom Moody, spoke on his views of CETA, unemployment, and vocational education. In his opinion, all required and most optional education should be vocational education; that is, it should equip people to be able to support themselves, to earn a living, and to be productive in our society. He pointed out several "fallacies" that related to the policy of full employment, such as the assumptions that all people want to work and that all jobs must offer upward mobility. In his discussion of the CETA programs in Columbus he described the operations of the various programs, such as SPEDY (Summer Program for Economically Disadvantaged Youth), the Job Corps, and the Young Adult Conservation Corps. While he recognized the need for training the disadvantaged, he felt that the programs often overlap and are not set up to use their funding in the most effective manner. These problems, he thought, may result from the motivation of politicians to acquire as much federal aid as possible for their constituency. After his speech, he answered questions on the issues he had raised. (ELG)
- Published
- 1979
31. Decisons To Promote or Hire: The Case of University Administrative Appointments. ASHE Annual Meeting Paper.
- Author
-
Johnsrud, Linda K. and Sagaria, Mary Ann D.
- Abstract
Internal labor market theory is extended to identify market domains that influence administrative staffing decisions, and a theoretical predictive model about the role of market domains in decisions to promote or hire is proposed and tested. Information is presented as follows: theoretical framework; labor markets within higher education; and the structure of administrative work (administrative unit, functional specialization, position type, and pay level). The theoretical predictive model is a priori posited to address the question of whether decisions to promote or hire are influenced by market domains of the vacancy. Data were gathered from official university personnel records, with all vacancies for regular, full-time positions from each fiscal year (1982-1985) included and analyzed. The findings indicate internal labor market theory offers a rich framework for understanding the functioning of markets in university administrative appointments. The clear patterns of promoting and hiring evidenced confirm that opportunity for promotion and mobility are influenced by market domains associated with the position. Such patterns reflect the practice of hiring officials who are making decisions based upon their perception of a complex array of norms regarding promotion and recruitment within the organization. It is not known to what extent market domains supercede other such considerations in decision making. Contains 34 references. (SM)
- Published
- 1989
32. The Structure of Inequality and the Process of Attainment. Discussion Paper 364-76.
- Author
-
Wisconsin Univ., Madison. Inst. for Research on Poverty. and Sorensen, Aage B.
- Abstract
This paper proposes a model for the process of attaining occupational status and income, where change in attainment is generated by the creation of vacant positions in social structure. The distribution of attainments, or the structure of inequality, is assumed fixed and described by a simple exponential or geometric distribution function, depending on whether attainment levels are assumed discrete or continuous. Persons leaving the labor force create chains of vacancies in this structure that present mobility opportunities for persons entering the labor force. The implications of the model for the attainment process derived from these considerations for status attainment research and stochastic models for job-mobility are discussed. (Author/JM)
- Published
- 1976
33. On the Process and Consequences of Job Rationing in Oregon's Declining Wood Products Industry. WRDC Discussion Paper No. 4.
- Author
-
Western Rural Development Center, Corvallis, OR. and Stevens, Joe B.
- Abstract
The study of the mobility of the wood products labor force was made in response to a predicted decline in manpower needs for the wood products industry in western Oregon and western Washington. Variables affecting workers' employability and mobility were analyzed to determine the potential in Oregon for mobility within and out of the industry, the function of the labor market in distributing jobs, and the interface between the labor market and workers' adaptations. Hypotheses dealt with social marginalization, defined as the process of becoming economically obsolete, and job rationing, defined as the process by which one applicant is selected over another for a particular job. Because of the size of the population studied (a longitudinal study of 50) a random sampling of workers, and 20 in-depth profiles of workers); and because of acknowledged missing observations, evidence in some areas was mixed, and further research is planned. Data from the study are tabulated and discussed at length. Additional formal education and high firm seniority seemed to have low value, and results also suggested that although changing jobs can be a rational response to a tight labor market, the practice threatens workers' re-employability. (MDW)
- Published
- 1975
34. Response Errors of Black and Nonblack Males in Models of Status Inheritance and Mobility. Discussion Papers 357-76.
- Author
-
Wisconsin Univ., Madison. Inst. for Research on Poverty. and Bielby, William T.
- Abstract
This scholarly paper assesses biases due to measurement errors in structural equation models of the intergenerational transmission of socioeconomic status by estimating unobserved variable models with data from the remeasurement program of the 1973 Occupational Changes in Generation-II survey. It is noted that reports of social background and achievement variables by nonblack males are subject to strictly random errors, while reports of black males appear subject to significant nonrandom errors. When measurement errors are ignored for nonblacks, occupational returns to schooling are underestimated by about 15%, the effects of some background variables are underestimated by as much as 22%, and variation in socioeconomic achievements not attributable to education or social origins by as much as 27%. Biases appear to be substantially greater for nonblacks. Consequently ignoring measurement error exaggerates racial differences in returns to schooling and occupational inequality not attributable to social origins. (Author/AM)
- Published
- 1976
35. Sex Differences in Patterns of Career Mobility. Discussion Papers #392-77.
- Author
-
Wisconsin Univ., Madison. Inst. for Research on Poverty., Rosenfeld, Rachel A., and Sorensen, Aage B.
- Abstract
This paper examines differences in patterns of career mobility between women and men over a five year period (1965-1970). First, it analyzes the career mobility of the sample in order to determine to what extent differences in mobility patterns are caused by differences in the occupational distribution of men and women, rather than by sex related individual attributes. Second, it analyzes the impact of labor force participation on mobility. To compare women's and men's occupational mobility, the report uses data from the 1970 Public Use Sample 1/100 (5 percent) state sample. In the case of intragenerational occupational mobility it is found that much of the association between location within the occupational structure in 1965 and 1970 can be explained by a mobility regime which differs little by sex. However, patterns of mobility into and out of the labor force do vary by sex, even when differences between men and women in their work patterns are taken into account. (Author/AM)
- Published
- 1977
36. Work in a World of High Technology: Problems and Prospects for Economically Disadvantaged Workers. State-of-the-Art Paper.
- Author
-
Tennessee Univ., Knoxville. Office for Research in High Technology Education. and Noyelle, Thierry J.
- Abstract
This paper attempts to analyze the changing nature of work in today's economy and to investigate employment problems and mobility opportunities for disadvantaged workers. Principal dimensions of employment opportunities in the "old economy" of the 1950s and 1960s are highlighted, and the impact of the emergence of the "new economy" on the aggregate structure of employment opportunities is identified. A short review follows of how major groups of disadvantaged workers have fared vis-a-vis this new structure of employment opportunities. The analysis of the transformation of employment opportunities is refined to show how the postwar expansion of the higher education system and recent technological advances have acted to alter required skills, the process of skill acquisition, and job characteristics. These major conclusions are reached: the trend towards labor market "bifurcation" need not imply that all jobs in the labor market's lower tiers are becoming de-skilled, labor market misadjustments are occurring that require attention, the economy's continuing shift from manual to cognitive processes will continue to place a premium on better schooling and higher level training and retraining, and vocational and higher education institutions will continue to assume increasing importance in opening avenues for upward mobility. (YLB)
- Published
- 1984
37. Boundaries of the Top-Level Two-Year College Administrative Labor Market: Implications for Leadership and Cooperation. ASHE 1986 Annual Meeting Paper.
- Author
-
Twombly, Susan B.
- Abstract
Occupational mobility for top-level, two-year college administrators was determined, with attention to movement between different types of postsecondary institutions as well as hiring from outside academia. The focuses on college presidents, chief academic officers, chief student affairs officers, and chief business officers. Findings are interpreted within the context of internal labor market theory, which offers a framework for explaining administrator mobility. Data were obtained from a 1984 national study of two-year college administrators' careers. Results indicate that the labor markets for presidents, chief academic officers, and chief student affairs officers were relatively closed to individuals from external positions and from four-year institutions. These boundaries were more open at earlier stages of careers. The position of chief business officer, however, was much more open to administrators from external sources. It appears that one way in which two-year colleges protect their employees, and perhaps induce organizational commitment, is by holding out top-level positions for those from within the two-year college labor market. Boundaries of an administrative labor market can have important implications for individuals, the two-year college, and for postsecondary education. (SW)
- Published
- 1986
38. Career Lines of Top-Level Two-Year College Administrators: Implications for Leadership in a New Era. ASHE 1986 Annual Meeting Paper.
- Author
-
Twombly, Susan B.
- Abstract
Career lines leading to top-level administrative positions in two-year colleges were identified, based on data for 193 presidents, 271 chief academic officers, 221 chief student affairs officers, and 207 chief business officers. The analysis was based on internal labor market theory, and data were obtained from a 1984 national study of two-year college administrators' careers. Using a categorization scheme for possible position titles, curriculum vitae of respondents in each administrative position were analyzed to determine the types of positions that were held prior to the current positions. Except for presidents, the administrators came from various types of positions. Two-year college presidents largely came from top executive positions or chief academic officer positions. Positions that appeared frequently in the careers of chief student affairs officers were directors of counseling and financial aid, associate/assistant chief student affairs, and counselors. Chief business officers came most often from outside sources (business and industry and school administration). Comparisons to previous research are made. Also considered are implications of career lines for individuals and two-year colleges as well as for theory and research on careers in higher education. (SW)
- Published
- 1986
39. Economic and Political Dimensions of Recurrent Education. Policy Paper No. 83-C2.
- Author
-
Stanford Univ., CA. Inst. for Research on Educational Finance and Governance., Levin, Henry M., and Schutze, Hans G.
- Abstract
This paper, the introductory chapter to a forthcoming book ("Financing Recurrent Education"), discusses the political and economic dimensions of life-long learning (recurrent education) and suggests methods by which a recurrent education system might be constructed and financed. The decline in youthful labor force entrants and forecasted changes in technology and the labor force are producing a need for a system that provides opportunities for education and training throughout the life cycle of workers. The author presents nine different motives for advocating the expansion of recurrent education and points out that this very diversity of approaches and motives may be the greatest political obstacle to its adoption and implementation. A bibliography is included. (MD/MLF)
- Published
- 1983
40. Administrative Intrainstitutional Mobility: The Structuring of Opportunity. ASHE 1987 Annual Meeting Paper.
- Author
-
Sagaria, Mary Ann D. and Johnsrud, Linda K.
- Abstract
Position change of administrators at a large, public research university was studied during 1983-1985. Attention was directed to: the organizational configuration of administrative positions and position vacancies; the effect of personnel policies and practices regarding internal and external appointments, position creation, and sponsorship on the rate of position change; and the effect of personnel policies and practices on the representation of women, men, and minorities. Organizational configuration was operationally defined as the distribution of administrative and professional positions and position vacancies by administrative levels. For sponsored positions, candidates were identified prior to vacancy posting. Data on position vacancies and personnel records for 823 administrative position vacancies filled by internal candidates were assessed. Findings include: half of the top administrative positions were filled with external candidates; the majority of internally-filled positions were not open to competition; the proportion of sponsored positions increased with administrative level; and white men were overrepresented at the high administrative levels, while white women and minorities were overrepresented at the low levels. (SW)
- Published
- 1987
41. Intercity Variations in Returns to Migration. CDE Working Paper 84-22.
- Author
-
National Inst. of Child Health and Human Development (NIH), Bethesda, MD. Center for Population Research., National Science Foundation, Washington, DC., and Wilson, Franklin D.
- Abstract
This paper explores the following questions: Does the demand/supply allocation process affect the return migrants receive for their human capital attributes? Specifically, do returns to migration vary across places of destination, and does this variation reflect labor supply and demand differentials and/or other characteristics of places of destination? Analysis of the impact of selected characteristics of destinations on the socioeconomic attainment of migrants, using data for 1970 and changes between 1970 and 1976, reveals that substantial variation exists between Standard Metropolitan Statistical Areas (SMSA) with respect to annual earnings returns to occupational and educational attainment, and occupational attainment returns to educational attainment. The level of these returns not only declined across the board between 1970 and 1976, but between-SMSA variations increased as well. Analysis also indicates that SMSA differences in socioeconomic returns to migrants, particularly among the college educated, were more responsive to factors reflecting changing economic conditions than to those of nonmigrants in 1970, but changes in socioeconomic returns occurring during the 1970-76 period were not related to these factors for a smaller number of SMSA's. Tables illustrate the findings statistically. (Author/PS)
- Published
- 1984
42. Education and Occupational Mobility. Technical Paper No. 5.
- Author
-
National Center on Education and Employment, New York, NY. and Sicherman, Nachum
- Abstract
Reasons for occupational mobility are imperfect occupational matching, search, exogenous changes in the market or in the person, and movement along a career path. A positive or negative relationship between the level of schooling and occupational mobility depends on the type of mobility involved. Higher levels of schooling lead to careers comprised of a smaller number of occupations, thus reducing the probability of other types of mobility. This negative effect of schooling decreases with time in the labor market. Schooling also has a negative effect on the probability of upward mobility. However, when a control for the occupation of origin is performed, it is found that among workers in the same occupational group, the more educated are more likely to move up. The schooling effect is much stronger on intra-firm career mobility ("promotion") than on inter-firm career mobility. Given job turnover, more educated workers are also more likely to move up. This observation is partially explained by the fact that among those who leave the firm, the ratio of quits to layoffs increases with the level of schooling and also by the fact that among workers who are laid off, the more educated are more likely to move up. In addition, if the returns to schooling (in terms of wages) are lower while working in a specific occupation, the effect of schooling on the probability of being promoted from that occupation will be higher. (17 references) (Author/YLB)
- Published
- 1989
43. The Differentiation of Occupations. Institute for Research on Poverty Discussion Paper 309-75.
- Author
-
Wisconsin Univ., Madison. Inst. for Research on Poverty., Bielby, William T., and Kalleberg, Arne L.
- Abstract
The dimensions and determinants of positional inequality in the American occupational structure are examined. Using data from the 1972-1973 Quality of Employment Survey, dimensions of occupational differentiation with multiple discriminant analysis are constructed and a causal model is developed to represent the interrelationships of those dimensions. It is found that the differentiation of intrinsic occupational rewards is attributable largely to the educational and task requirements of occupations, while union, supervisory, and organizational resources available to occupational groupings are the strongest determinants of the differentiation of extrinsic rewards. Implications of these findings for functional and conflict theories of inequality in occupational rewards are discussed. (Author/HD)
- Published
- 1975
44. Male Occupational Mobility Between 1965 and 1970: Evidence from the 1970 Census. Discussion Papers No. 284-75.
- Author
-
Wisconsin Univ., Madison. Inst. for Research on Poverty. and Leigh, Duane E.
- Abstract
This study addresses questions such as (1) the extent to which formal training determines occupational mobility, (2) evidence of racial differences in the returns to formal training in terms of occupational advancement, (3) importance of structural factors representing labor market segmentation in determining occupational mobility, (4) the impact of employer shifts on occupational advancement, (5) existence by race of differential returns to mobility between firms. Results indicate a strong relationship between occupational advancement and formal vocational training for both racial groups. Structural factors represented by initial industry and region of residence are found to have little or no effect on advancement. A more important factor is considered to be the white-black difference in endowment of education. No evidence for a racial differential in the impacts of industry and geographical shifts on occupational mobility is found. No evidence to support the hypothesis that black turnover fails to result in upgrading because of their confinement to secondary sector jobs is indicated. (Author/AM)
- Published
- 1975
45. Occupational Advancement in the Late 1960's: An Indirect Test of the Dual Labor Market Hypothesis. Discussion Papers No. 291-75.
- Author
-
Wisconsin Univ., Madison. Inst. for Research on Poverty. and Leigh, Duane E.
- Abstract
In this study, the occupational advancement of black and white workers of comparable ages is compared through longitudinal census data. Two specific hypotheses are tested which propose (1) large and systematic racial differentials exist in the effect of mobility on occupational advancement between firms; and (2) differentials in intrafirm occupational advancement exist for workers of equivalent endowments within firms. A model of occupational advancement along with empirical variables from two sources of longitudinal data are discussed. Results indicate that neither the young nor the old men in the sample provide evidence of a systematic racial differential in the effect of mobility between firms on occupational advancement. The evidence on advancement within firms is said to be less unequivocal. Given the racial differential in initial occupational levels, however, small black-white differences in advancement are shown to appear within internal labor markets. (AM)
- Published
- 1975
46. Hispanic Businesses in Tucson since 1854. Working Paper Series No. 14.
- Author
-
Arizona Univ., Tucson. Mexican American Studies and Research Center. and Amado, Melissa
- Abstract
Hispanic business ownership has existed in Tucson, Arizona since before 1854, when legislation allowed the federal government to acquire the city and surrounding territory. Ranching and agriculture were primary sources of income for early Hispanic settlers but they also were able to diversify into other economic sectors. As Hispanics became integrated into American society, minority business ownership patterns changed. Starting in the 20th century, Mexican Americans tended to operate mostly service industry businesses, such as barber shops and grocery stores. There were a few Hispanic lawyers and doctors, but their numbers were small in comparison to the growing Mexican-American and Anglo populations. The Great Depression of the 1930s negatively affected the agriculturally oriented Hispanic families. By the 1940s, more Mexican Americans and Anglos were arriving, looking for employment. By the 1980s, the trend toward service-sector jobs was evident in Tucson. Most of the 20 Hispanic entrepreneurs interviewed for this study were first- or second-generation Tucsonians. The pioneer Hispanic families were no longer at the forefront of business opportunities. Instead, some of the offspring from these families were attracted to other enterprises. Current Hispanic owners' indecision as to whether they want their children to enter the family business indicates the possibility that some of these establishments may someday change hands. A continuing cycle of Hispanic "latecomers" operating businesses may develop in the Tucson area, resulting in the possible lack of a solid economic base for the Hispanic business community. (Author/TES)
- Published
- 1988
47. Transitional Jobs: A Bridge into the Workforce for Hard-To-Employ Welfare Recipients. Policy Brief.
- Author
-
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
48. 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
-
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
49. Experiences of Two Academics Teaching Abroad: The Impact of Culture
- Author
-
Garcia, Nancy and Soremi, Modupe
- Abstract
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
50. Analytical Overview of the European and Russian Qualifications Frameworks with a Focus on Doctoral Degree Level
- Author
-
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
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