Search

Higher education is the linchpin of music education in North America. It is primarily in collegiate institutions that music teachers are educated throughout the life cycles of their careers. This begins with preservice programs, typically at the baccalaureate level, and continues with in-service professional development and graduate degree programs. It is in these programs that music teachers develop musical and pedagogical knowledge, skills, habits, and dispositions that guide them throughout their careers. American and Canadian collegiate music education programs have traditionally focused on preparing preservice music teachers for work in schools, providing professional development for in-service music teachers through graduate programs and other offerings, preparing professors of music education, and producing research and scholarship intended to inform and guide the profession. Music education professors operate within a dynamic web of institutions, society, and industry. Each of them has challenges, values, and priorities that affect music education in higher education and K-12 schools. The key issues that challenge collegiate music education programs reviewed in this paper include changing demographics and tastes in music; transformation of the music industry; new technologies that alter the way people interact, access information, and engage musically; cultural and financial changes in higher education; changing expectations for primary and secondary schools; and nonschool providers of music education services. These changes are the result of a continual democratization of society and a globalizing economy. One can expect these areas to continue evolving, with people having increasingly more access to information, music, and other people. In this paper, the author addresses each of them and discusses implications for collegiate music education programs. He then provides some closing thoughts. (Contains 5 notes.)

In response to the precarious and disadvantaged position of forced migrants in the United States and the UK, marked by unemployment, under employment and loss of career capital, this paper draws upon a relational cultural paradigm and a life design career model in order to understand migrant work life, shape the career intervention process and examine the implications for vocational practice. An innovative career intervention is introduced and discussed, the life CV, which has been used with refugees and asylum seekers in the UK within the context of relational paradigms that reflect the intertwined nature of people's relational and working lives. The paper argues that by engaging in the activities and meaning making associated with the creation of a life CV, different life perspectives and designs become possible and individuals are enabled to consider new ways of knowing themselves and presenting themselves to potential employers.

Purpose: The purpose of this paper is to explore the extent to which project preferences and social capital constrain mobility in project-based careers. Design/methodology/approach: The paper analyzes the careers of 352 individuals who entered the motion picture industry between 1988 and 1990. It uses motion picture credit histories to generate role sequence paths. The paper quantifies differences between paths using optimal matching techniques and cluster analysis to classify paths into clusters. It validates the classification by testing hypotheses about differences between path clusters. Findings: In addition to a large group of individuals who exit the industry after the initial credit, the paper identifies three distinct clusters of career paths that exhibit differences in the sex of individuals on them, in the persistence of relationships with employers, in employer characteristics, and in the nature of subsequent projects. Research limitations/implications: Because the paper is exploratory, general hypotheses are tested. Motion picture production may be an extreme example of project-based production, which would limit generalizability. Practical implications: Managers, individuals and career experts should recognize that mobility can be constrained and channeled by preferences in project type and by social capital. Employer celebrity appears to play no role in the careers of assistants, but control over many projects plays a significant role. Originality/value: The paper demonstrates non-organizational constraints on mobility in project-based, apparently boundaryless, self-managed careers. (Contains 6 tables.)

Advanced Placement Human Geography (APHG) has grown steadily from 3,272 tests at the first test administration in 2001 to 14,139 tests in 2005. This paper examines the dynamics of growth throughout the United States through numbers of students and numbers of high schools involved in the program. APHG is discussed relative to the establishment of college-level standards for human geography and performance of APHG students using those standards as performance criteria for the AP examination. This paper suggests that geography education in the United States has benefited from AP Human Geography, and the geography community has an opportunity to encourage AP Human Geography students to build on their Advanced Placement (AP) experience in higher-level college geography courses and geography careers.

Purpose: Studying academic careers can be particularly useful for discussions about new forms of professional careers. This conceptual paper seeks to shed light on academic careers by discussing the (changing) multiple contexts governing academic careers. Design/methodology/approach: A neo-institutional framework for analysing academic careers is developed that treats them as outcomes of overlapping institutions belonging to the different social contexts in which academics simultaneously act. This approach allows one to locate academic careers in the context of new and traditional career literature and to address changes in the institutional context of academic careers. Findings: Shows how traditional structures and mechanisms of academic careers are interwoven with the overall patterns of national higher education systems and their societal embeddedness. Empirical evidence was found that academic careers are becoming more boundaryless. But evidence was also found that academic careers are more bound to the organisation due to recent changes in university policies and practices. Research limitations/implications: The paper is limited to the discussion of overlapping institutional contexts governing academic careers. Further international comparisons could deepen understanding of specific formal and informal rules. Future macro-micro research enables one to show how the career models can be traced to the career experiences and practices. Micro-macro research allows one to see how the aggregate outcomes of individual actions can be traced to the overall performance of a given higher education system. Originality/value: This conceptual paper proposes a neo-institutional framework for analysing academic careers. This approach is useful for cross-national comparisons, the study of emerging new career models and practices in academe, and the study of macro-micro-links in career research.

The past decade has seen explosive growth in diverse learning options for young people, including new schools, vouchers, charter laws, and distance learning and dual-enrollment options that are blurring the lines between secondary and postsecondary institutions. The ways in which students move across and between the institutions of work and learning differ dramatically from what the systems originally assumed. One could argue that the United States already is creating multiple pathways to adulthood for its adolescents. This paper has three purposes: first, to demonstrate why improving young people's transition to college and careers must be central to high school reform efforts, and how achieving this will require a fundamental restructuring of the secondary education system toward more deliberate variation in pedagogy, time, and institutional arrangements; second, to identify emerging strategies for such a restructuring; and third, to highlight the policy challenges involved in bringing such approaches to meaningful scale. The author recommends a restructuring of secondary and postsecondary education through a system of multiple pathways to college. In addition, she maintains that this restructuring must be accompanied by clear, uniform standards for all pathways that prepare young people well for college or careers, and must build upon reform strategies such as personalization, relevance, and flexible time for graduation. Comments by Sheila E. Murray and Marc Tucker are included. (Contains 1 figure and 29 notes.)

The traditional lifelong organizational career model no longer remains relevant for many workers, particularly those active in the knowledge economy. Instead these workers are claimed to pursue boundaryless and protean careers. This paper explores management and IT consultants' experiences and perceptions of career mobility in the UK and the USA. The findings from this multi-level study reveal that the permeation of organizational boundaries among these workers is characterized by a somewhat segmented spectrum of boundary-crossing behavior. The exploration of this form of career mobility demonstrates that inter-organizational mobility should not be dislocated from other types of career mobility when analyzing career behavior among these workers. In addition, the findings also highlight the role that inter-organizational relations and/or national institutional context play in shaping career patterns in these contemporary forms of work. (Contains 1 table.)

Compares backgrounds and aspirations of teachers in China with teachers in America. Concludes that Chinese teachers generally come from less privileged backgrounds and are less likely to make teaching a lifelong career. Urges both Chinese and American policy makers to revise policies and practices in order to recruit and retain qualified teachers. (Contains 27 references.) (NB)

In this article, the author talks about his career that has included positions in government and higher education, with the last 25 years having been spent working at four postsecondary institutions in the United States and Canada. In all cases, he has been blessed by having a caring and supportive mentor (sometimes more than one). Looking back over his career, the author believes that the most important thing he has done as a leader has been to learn from his mentors and to serve as a mentor not only to those with whom he works but also to colleagues throughout his career network. There is nothing more influential than a mentor who knows a person, cares about his/her future, and remains connected to him/her over an extended period of time.

Since the 1950s, the number of doctorate recipients has risen dramatically in the United States. In this paper, we investigate whether the longevity of doctorate recipients’ publication careers has changed. This is achieved by matching 1951–2010 doctorate recipients with rare names in astrophysics, chemistry, economics, genetics and psychology in the dissertation database ProQuest to their publications in the publication database Web of Science. Our study shows that pre-PhD publication careers have changed: the median year of first publication has shifted from after the PhD to several years before PhD in most of the studied fields. In contrast, post-PhD publication career spans have not changed much in most fields. The share of doctorate recipients who have published for more than twenty years has remained stable over time; the shares of doctorate recipients publishing for shorter periods also remained almost unchanged. Thus, though there have been changes in pre-PhD publication careers, post-PhD career spans remained quite stable. [ABSTRACT FROM AUTHOR]

This commentary introduces David Kirk's paper entitled ‘Making a career in Physical Education and Sport Pedagogy in the corporatized university: Reflections on hegemony, resistance, collegiality and scholarship’, which was presented in the 2012 Physical Education and Sport Pedagogy (PESP) ‘scholar lecture’ at the British Educational Research Association (BERA) conference. We briefly describe the origins of the scholar lecture and its link to the PESP special interest group of BERA and then make a few introductory comments about the lecture, highlighting a number of points of tension that the paper raises for us. [ABSTRACT FROM PUBLISHER]

This paper tracks the professional trajectories of journalists in one American city (Seattle, Washington) from 2015 to 2021. Using an original data set, it finds high degrees of professional inertia (journalists holding the same job) and exit (individuals leaving journalism); cases of advancement, by contrast, account for just over 16 percent of the sample. White men are more likely to retain their jobs; women, persons of color, those with limited professional experience and working for online-only news media exit at comparatively higher intervals; those possessing degrees from a prestigious university or a graduate program tend either to advance professionally or leave journalism. Demographic patterns are also largely reproduced within specific trajectories, with white men tending to advance to or retain esteemed beats and editorships, while women, persons of colors and those with graduate degrees proceed via "softer" news beats or functional specializations, especially jobs oriented towards data, analytics, and audiences. Findings suggest that professional trajectories are undergirded by multiple social inequalities. [ABSTRACT FROM AUTHOR]

Geographical information systems (GIS) are in tune with the current ethos of higher education because of their perceived vocational value. However, it is particularly difficult to teach GIS vocationally. This paper critiques the claim of vocationalism. The authors use an innovative method of evaluating a module that enlists its alumni to reflect on the career value of their GIS teaching. The survey was analysed to show how, to what extent and for which graduates GIS had been vocationally useful. The paper concludes that GIS is vocational but in variable and complex ways for different students. [ABSTRACT FROM AUTHOR]

Purpose – The aim of this paper is to review the policy literature on green jobs and green jobs training in the USA and to present findings of a qualitative study on the start-up of two Energy Training Partnerships (ETP) funded by the US Department of Labour to train workers for green jobs. Design/methodology/approach – The paper includes a review of the policy literature, document reviews, and interviews with administrators, employers, educators, workforce officials. The literature presumes green jobs training will help create jobs and that these jobs will provide opportunities for the poor. This study examined these propositions within the context of the ETPs. Findings – Stakeholders faced challenges related to a misaligned infrastructure, lack of synchronization in the labour market, and workforce gaps. They responded by coordinating available resources in innovative ways. Though many policy propositions were confirmed, the premise that green jobs are a pathway of poverty was not. Entry requirements were high and programmes lacked funds for long-term education. Research limitations/implications – Because the sample was small and little was known about the nature of emerging jobs, more research is needed on green jobs and their skill requirements. Practical implications – The study found that coordination on the policy and programme levels helped stakeholders respond to challenges. Also, new opportunities for the poor may be realized by embedding short-term training in a broad continuum of education and strategically linking both to economic development activities. Originality/value – Little is known about how training aligns with emerging industries. This study helped fill this gap by examining how stakeholders responded to the demands of the green sector. [ABSTRACT FROM AUTHOR]

Purpose – The goal of this paper is to better understand affiliation motivation patterns among students interested in pursuing entrepreneurial/self-employment careers as compared to students less interested in pursuing entrepreneurial careers. Design/methodology/approach – The study sample included 424 college students enrolled in upper-division business courses in a public institution in the Mid-Atlantic region of the USA. Structural equation modeling was used to examine the effects of four dimensions of affiliation motivation on entrepreneurial aspirations. Findings – Interest in entrepreneurial careers was negatively associated with the need for emotional support and positively associated with the need for positive stimulation from other persons. Therefore, persons with entrepreneurial interests enjoy interacting with other people, but they are not emotionally dependent upon them. Neither the need for social comparison nor the need for attention varied as a function of entrepreneurial aspirations. Research limitations/implications – Future research should distinguish among persons seeking different types of entrepreneurial and self-employment opportunities, as well as compare business students both to students studying fields other than business and persons established in careers. Practical implications – Knowledge of persons' affiliation motivation patterns may contribute to effective career counseling and career development. Originality/value – This paper contributes to greater understanding of the distinguishing characteristics of persons aspiring to be entrepreneurs by assessing four subcategories of affiliation motivation rather than treating it as a one-dimensional concept. [ABSTRACT FROM AUTHOR]

Purpose - This paper sets out to review the sociological perspective on the changing role of managers in US corporations following the demise of Fordist hierarchies. Design/methodology/approach - The paper reviews literature on how changing managerial prerogatives altered the control of the workplace, and provides a theoretically informed assessment of the current impasse. Findings - The post-Second World War decades saw sustained economic growth that was predicated on an employment relationship in which managers and workers had relatively secure career ladders within firms and were provided with regular pay increases. The changing competitive environment in the 1980s altered this relationship: traditional hierarchical structures were increasingly subject to internal market forces, and organizations supplanted and supplemented their operations with network forms. Originality/value - The paper shows how workplace changes increased insecurity for managers by questioning the traditional operation of that role within organizations; though simultaneously, these changes served to enhance features of overall organizational efficiency and equalize opportunity for career advancement. [ABSTRACT FROM AUTHOR]

Research Summary: We analyze firm‐driven labor market search, where firms "hunt" for talent rather than rely on workers to apply for vacancies. We leverage three approaches. We develop a model of firm‐driven search and derive equilibrium conditions under which firms use this channel. We test our model's predictions using two data sources. Data from a nationally representative survey of 10,000 workers shows that the percentage hired through recruiting has increased from 4.9% in 1991 to 14.3% in 2022. This share is larger for higher‐skilled workers and those with online profiles on LinkedIn. We complement this analysis with data on the near universe of online job postings from 2010 through 2020. Consistent with our model and worker survey evidence, we find firms that demand higher‐skilled workers or operate in labor markets with heavy LinkedIn use are more likely to "hunt for talent." Managerial Summary: We study the phenomenon of "hunting" for talent, where firms fill open positions by searching for workers and inviting them to a recruiting process, rather than relying on workers to apply directly. We find that the percentage of workers hired through hunting has increased from 4.9% in 1991 to 14.3% in 2022. We propose that firms that rely more on high‐skilled workers and/or operate within industries with a higher share of available candidates with online profiles are more likely to hunt for their talent. We find support for this conjecture using two data sets, documenting the worker and firm side of the labor market. Data from a nationally representative survey of 10,000 workers shows they are more likely to have been "hunted" by their employer if they work in an occupation that requires more skills, or if their industry has more candidates with online profiles. Moreover, data on US‐wide job postings over the past decade shows that firms in need of highly skilled workers are more likely to invest in outbound recruiting capabilities. [ABSTRACT FROM AUTHOR]

Management consultants are a core group of knowledge workers, and interest in their work and the organisational environment in which they operate has intensified. However, the role of policies at a national and organisational level in influencing gender regimes in this field of work remains unclear. This paper examines the organisation of careers and flexibility from the perspective of management consultants from the UK and US offices of two case study firms. The findings cast light on the role of macro- and meso-level policies together with the characteristics of the occupation and its client-focus in gendering careers and flexibility. These outcomes point to the need for the structures and policies supporting women and flexible working in these types of firms to be modified accordingly, particularly given that these firms make recommendations to clients nationally and internationally. [ABSTRACT FROM PUBLISHER]

With the current political environment (such as new legislation recognising gay and lesbian couples) and societal changes (such as increasing disclosure of sexual identity in the workplace) in countries such as the USA and Australia, organizations are increasingly recognising the existence of their gay and lesbian employees. This paper reports on an on-line survey of 581 working gay men, examining their quality of work life and career attitudes. The findings of the research provide a strong indication that contextual factors affect the quality of work life and work attitudes of gay men. [ABSTRACT FROM AUTHOR]

US advertising agencies have struggled to attract and retain ethnic and racial minority talent for decades, and the absence of professional mentors has been cited as an issue in job satisfaction among minority employees in the advertising industry. University advertising programs are recognized as an important pipeline of prospective minority hires, especially for agencies. This paper examines a group of minority advertising college seniors in terms of whether they currently have a professional mentor, as well as their career preferences and perceptions of advertising industry employment. The role of mentorship for minority advertising students, as well as implications for advertising educators and employers who seek to diversify their advertising organizations, are discussed. [ABSTRACT FROM AUTHOR]

A survey in the United States revealed that an alarmingly large percentage of university psychologists admitted having used questionable research practices that can contaminate the research literature with false positive and biased findings. We conducted a replication of this study among Italian research psychologists to investigate whether these findings generalize to other countries. All the original materials were translated into Italian, and members of the Italian Association of Psychology were invited to participate via an online survey. The percentages of Italian psychologists who admitted to having used ten questionable research practices were similar to the results obtained in the United States although there were small but significant differences in self-admission rates for some QRPs. Nearly all researchers (88%) admitted using at least one of the practices, and researchers generally considered a practice possibly defensible if they admitted using it, but Italian researchers were much less likely than US researchers to consider a practice defensible. Participants’ estimates of the percentage of researchers who have used these practices were greater than the self-admission rates, and participants estimated that researchers would be unlikely to admit it. In written responses, participants argued that some of these practices are not questionable and they have used some practices because reviewers and journals demand it. The similarity of results obtained in the United States, this study, and a related study conducted in Germany suggest that adoption of these practices is an international phenomenon and is likely due to systemic features of the international research and publication processes. [ABSTRACT FROM AUTHOR]

Purpose — The purpose of this paper is to draw attention to the concept of job burnout and what can be done to solve the problem. Design/methodology/approach — This paper presents a literature review and practical strategies to jumpstart a stalled job. Findings — The findings suggest that there are techniques that can be incorporated into one's life to make work meaningful once again. Originality/value — The paper draws attention to the fact that in time one may experience job burnout and aids in determining what can be done to turn the experience around. [ABSTRACT FROM AUTHOR]

What is associated with a rise in academic career expectations, and why have levels risen to such levels wherein prominent dissatisfaction is a sustainably generated outcome? This paper examines work satisfaction among faculty in U.S. research universities. At a micro level, I discuss the career patterns of work satisfaction as found in a set of universities, drawing on data from qualitative studies of academic careers. I present findings on four analytic dimensions: the overall modal career patterns of professors, their overall work satisfaction, their work attitudes, and whether they would again pursue an academic career. The data capture variation in careers over time and the type of university in which they work. A prominent and pervasive pattern is transparent: that of ill-content and ill-institutional regard. At a macro level, these patterns are suggestively situated in developments in the social-institutional environment of U.S. higher education. This environment consists of systemic trends in which neoliberalism enables academic capitalism to flourish with its attendant effects in privatization and marketization. It is argued that a shift in organizational priority brought about by these conditions entails a "valorization of shiny things" - a valuing of market-related phenomena over knowledge of its own accord. This valorization, ritually supported by practices endemic of changed organizational culture, may weaken the ground on which the traditional scholarly role is played and may make precarious a basis for positive work sentiment. [ABSTRACT FROM AUTHOR]

The aging of society requires more trained aging specialists. Are higher education institutions prepared? Results of a comparison of gerontology programs in 2000 and 2010 indicate that the number of programs has declined and that higher education is not prepared. To address this challenge, the authors propose that gerontology be professionalized. To do so will require the accreditation of gerontology programs, the credentialing of gerontology graduates, and the employment of professional gerontologists. The authors offer a model that describes these relationships. The authors make the case, using a symbolic interactionist approach, that the Association for Gerontology in Higher Education must accredit gerontology programs. [ABSTRACT FROM PUBLISHER]

Too often omitted from science policy discussions is recognition of a fundamental reality: In the 21st century, science and technology (S&T) have become too important to US, indeed global, society to treat people—the human resources for doing science—as unplanned, uncoordinated ‘outputs’ of a university-centered research and development (R&D) system. We continue to draw certain segments of our student population, repel others, import many, and waste much. As this paper argues, human resource issues are central to all sectors of the economy, to all types of institutions, and to the composition of the nation’s future leadership. If people are the main business of science and technology, we need a more realistic examination of institutional roles, responsibilities, and practices that will benefit the S&T enterprise as well as individuals within it—not just some participants, certain career choices, and select organizations. After reviewing demographic trends, assumptions, and conjectures about the composition of the talent pool, we consider technology and the future of diversity; and suggest it is imperative that policy strengthens participation and US leadership in the S&T enterprise. [Copyright &y& Elsevier]

The purpose of this study was to examine the impact of Title IX on the careers of men and women working in intercollegiate athletic administration. The participants (N = 1275) for this study were women (n = 497) and men (n = 778) working in intercollegiate athletic administration at NCAA Divisions I, II, II, as well as at NAIA schools and junior colleges. The participants completed the Female Sport Manager Career Survey and provided demographic and qualitative data. The primary impacts on careers described by the women in the study were (a) increased job opportunities for women, (b) no impact, and (c) increased opportunities for participation. The men, on the other hand, indicated the greatest impacts on careers as (a) no impact, (b) discrimination against qualified men, and (c) increased job opportunities for women. More research is needed to further examine these perceived impacts and how they affect the culture of an intercollegiate athletic department. [ABSTRACT FROM AUTHOR]

Representation of women in science drops substantially at each career stage, from early student to senior investigator. Disparities in opportunities for women to contribute to research metrics, such as distinguished speaker events and authorship, have been reported in many fields in the U.S.A. and Europe. However, whether female representation in scientific contributions differs in other regions, such as Latin America, is not well understood. In this study, in order to determine whether female authorship is influenced by gender or institutional location of the last (senior) author or by subfield within ecology, we gathered author information from 6849 articles in ten ecological and zoological journals that publish research articles either in or out of Latin America. We found that female authorship has risen marginally since 2002 (27 to 31%), and varies among Latin American countries, but not between Latin America and other regions. Last author gender predicted female co-authorship across all journals and regions, as research groups led by women published with over 60% female co-authors whereas those led by men published with less than 20% female co-authors. Our findings suggest that implicit biases and stereotype threats that women face in male-led laboratories could be sources of female withdrawal and leaky pipelines in ecology and zoology. Accordingly, we encourage every PI to self-evaluate their lifetime percentage of female co-authors. Female role models and cultural shifts–especially by male senior authors–are crucial for female retention and unbiased participation in science. [ABSTRACT FROM AUTHOR]

We extend research related to alternative forms of employment by examining the phenomenon of dual jobholding. Approximately 7.2 million Americans are classified as a dual jobholder. Although understudied, dual jobholding is a prevalent and important work arrangement. Drawing from partial inclusion theory, we examine the popular press sentiment that organizations should prevent employees from holding two jobs as these "moonlighters" are likely to be tired and devoid of energy. In study 1, we compared the level of work engagement dual jobholders exhibit at their primary job to the level of work engagement they exhibit at their second job. In a second study, across a sample of teachers and bartenders, we compared those who hold only one job (i.e., single jobholders) to those who hold two jobs (i.e., dual jobholders) on important work behaviors and attitudes. Results suggest dual jobholders do not hurt their organizations in the form of lower work engagement, OCB, and job performance. However, dual jobholders may be hurting themselves due to high levels of work-family conflict. In general, it appears that dual jobholders are able to perform as adequately as their single jobholding counterparts. However, dual jobholders may face obstacles that single jobholders do not, in the form of high levels of work-family conflict. Because previous research typically assumes that individuals hold only one job, and because dual jobholding is a prevalent employment arrangement, the present study sheds light on a novel and important topic for research and practice. [ABSTRACT FROM AUTHOR]

Studies of rescuing early-career scientists often take narrow approaches and focus on PhD students or postdoc populations. In a multi-method systems approach, we examine the inter-relations between the two ends of the pipeline and ask: what are the effects of late retirement on aging and hiring in academia? With a simulation model, we postulate that the decline in the retirement rate in academia contributes to the aging pattern through two mechanisms: (a) direct effect: longer stay of established professors, and (b) indirect effect: a hiring decline in tenure-track positions. Late retirement explains more than half of the growth in average age and brings about 20% decline in hiring. We provide empirical evidence based on the natural experimental set-up of the removal of mandatory retirement in the 1990s. [ABSTRACT FROM AUTHOR]