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2. Skill Shortages in the Trades during Economic Downturns. Occasional Paper
- Author
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National Centre for Vocational Education Research and Oliver, Damian
- Abstract
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
3. 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
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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
4. 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
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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.)
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- 2009
5. Skilled Migration: Australia. Working Paper No. 63
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Monash University, Centre for the Economics of Education and Training, Shah, Chandra, and Burke, Gerald
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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
6. Future Job Openings: Australia in the Knowledge Economy. Project 2000-02: Changing Skill Requirements in the Australian Labour Force in a Knowledge Economy. Working Paper.
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Monash Univ., Clayton, Victoria (Australia). Centre for the Economics of Education and Training., Shah, Chandra, and Burke, Gerald
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Forecasts of Australian labor market growth, net replacement needs, and net job openings to 2006 are presented using the nine-way grouping of occupations described by (Maglen and Shah, 1999). Analysis is based on classifying occupations by whether they are advantaged by globalization and technological change, relatively insulated, or vulnerable. Globally advantaged occupations are grouped by whether they are, by nature, conceptual or technical. Insulated occupations are in-person professionals, skilled workers, and low-skill workers. Vulnerable occupations are advanced skill, white-collar clerical, blue-collar operative, and manual low-skill. Findings indicate, in the medium term, overall growth in employment is expected to be 1.2 percent per year, and net replacement is expected to be 2.1 percent; turnover will create most job openings for new entrants. More than four of five jobs due to growth in employment are projected to be in the globally advantaged or insulated occupations with projected average growth rates of about 1.7 percent per year; the average for vulnerable occupations is 0.5 percent. Because of job turnover, a substantial number of job openings will be for new entrants in vulnerable occupations, with the net replacement rate of 2.0 percent. Insulated occupations with above average growth in employment have a relatively high rate of turnover, especially among low skill groups. More than one in five of job openings for new entrants is expected in in-person low-skill insulated occupations. Appendixes include a list of 18 references and a paper on replacement demand and growth. (YLB)
- Published
- 2003
7. 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
8. 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
9. 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
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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
10. 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
11. Improving Labour Market Outcomes through Education and Training. Issues Paper No. 9. Produced for the Closing the Gap Clearinghouse
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Australian Institute of Family Studies (AIFS), Australian Institute of Health and Welfare, Closing the Gap Clearinghouse, Karmel, Tom, Misko, Josie, Blomberg, Davinia, Bednarz, Alice, and Atkinson, Georgina
- Abstract
In recent years, the level of participation and attainment by Indigenous Australians in education and training has improved, yet substantial gaps still exist between Indigenous Australians and non-Indigenous Australians. Education has to be a key focus if the gap between Indigenous and non-Indigenous employment rates is to be closed. This report draws from the 2011 Census data to quantify its importance for labour market participation, employment, and occupational destinations. The research is extensive and varied, and includes academic research articles published in refereed journals and other publications published or completed over the last 10 years. Also provided is the authors' own analyses of the 2006 and 2011 Census, and of data from the ABS (Australian Bureau of Statistics) Labour Force Survey, National Apprentices and Trainees Collection, National VET (Vocational Education and Training) Collection, the Schools Australia catalogue, and the Student Outcomes Survey. The authors use those to provide descriptive information as well as to investigate linkages between participation and attainment in education and training and employment. The report begins by providing a snapshot of key demographics, followed by information on participation and outcomes from senior secondary education, vocational education and training (including apprenticeships and traineeships), and higher education. This is followed by a detailed account of employment outcomes across regions and occupations. The role of educational attainment in explaining the disparity in employment rates is then given a special focus. This document reports on studies that have looked at the need to take into account the multiple elements of economic participation, and focuses in more detail on the role of social capital, cultural attachments, and employer discrimination. It concludes with an emphasis on key findings about the role of education and the need to streamline programs and strategies. Appendices provide extra detail on methodological approaches and programs (including key objectives, funding regimes, and program evaluations). They are as follows: (1) Methodology for decomposition; (2) Selected programs aimed at young people and their parents by participation or progress to date; (3) Selected programs aimed at VET and higher education by participation or progress to date; (4) Selected programs aimed at improving employment outcomes by participation or progress to date; and (5) Additional relevant material in the Clearinghouse.
- Published
- 2014
12. Labour Market Characteristics and International Mobility of Doctorate Holders: Results for Seven Countries. OECD Science, Technology and Industry Working Papers, 2007/2
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Organisation for Economic Cooperation and Development and Auriol, Laudeline
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This paper presents the first results of a project initiated in 2004 by the OECD in collaboration with Eurostat and the UNESCO Institute for Statistics, and aimed at developing a regular and internationally comparable production system of indicators on the careers and mobility of doctorate holders. A first data collection was launched in September 2005, from which the results for seven countries are presented here. These data shed light on the main demographic, educational, labour market and mobility patterns of doctoral graduates. They also mark some progress in the understanding of both the measurement issues and patterns of international mobility, notably by the use of qualitative indicators such as the intentions or reasons for mobility. The results show in particular that the share of doctorate holders in the population or labour force is two or three times larger in Germany and Switzerland than in Australia, Canada and the United States. In these five countries, women represent only one-quarter to one-third of doctorate holders. The United States has an older population of doctorate holders than the other countries analysed in the paper and this population is still aging, as is also the case in Canada. Unemployment rates of doctorate holders remain low, but are relatively higher in natural sciences and in engineering. There are important salary differences between men and women and across sectors, especially in the United States. In the United States, as well as in Portugal and Argentina, salary is one of the main reasons why doctoral graduates are dissatisfied with their employment situation. There is a high share of foreign doctorate holders in Switzerland and also a higher share of foreign-born doctorate holders in Canada and Australia than in the United States. Many foreigners, however, come to work to the United States having been trained for research abroad and this trend has grown stronger in recent years. On the other hand, very few doctorate holders from the United States are internationally mobile. Among mobile young Canadian citizens, three-quarters choose the United States as their next destination. (Data tables are annexed. Contains 4 footnotes, 13 figures, 1 chart and 35 tables.)
- Published
- 2007
- Full Text
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13. Women's Leadership Development Is Everybody's Business: If Not Now, When?
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Barbara Watterston and Lisa C. Ehrich
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The focus of this paper lies in our special interest in women leaders and those aspiring to leadership positions in schools and other educational contexts within Australia. Leadership is a gendered concept, and due to a myriad of factors including conscious and unconscious bias, and the challenges of balancing career with other life commitment, the reality is that women's career journeys are different from men's. Women's unique career trajectories have implications for achieving their leadership potential. In addition to reviewing some of the extant literature in the area of women in educational leadership, we share our experiences and reflections based on our research and the leadership development programmes we have run for women mainly in Australia. These programmes have reinforced to us their value, place, and contribution to enhancing women's capacities for leadership. In this paper, we address the following four key questions as they pertain to women leaders within the Australian context: (1) Why a focus on gender and leadership? (2) What are some of the barriers impeding women leaders? (3) Why is it important to have multiple faces of leadership? (4) Why is women's leadership development everyone's responsibility?
- Published
- 2024
- Full Text
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14. Web-Based Strategies for Professional Induction in Rural, Regional and Remote Areas.
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Herrington, Anthony and Herrington, Jan
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In regional, rural, and remote areas of Australia, geographic and professional isolation take their toll on professionals, particularly in the first 5 years of practice. The attraction and retention of human service professionals and paraprofessionals in regional Australia is a significant problem affecting the sustainability and social cohesion of rural communities. This paper reviews the literature on induction of professionals in isolated situations, particularly in the health and education fields, and proposes methods of support based on the Internet. Web sites can be designed to offer rural professionals a range of supportive elements, such as a discussion board to link isolated professionals with peers and mentors, contact information for professional and community organizations and help groups, videos and pictures of experts demonstrating methods or procedures, links to online publications and databases, links to conference Web sites, documents relevant to the profession, critical resources to support daily activities, and frequently-asked questions. An example of such a site that would be appropriate for neophyte teachers is entitled "Mathematics Education on the Web." The site provides lesson plans, communication capabilities, exemplary teaching videos, and links to useful resources. (Contains 21 references.) (SV)
- Published
- 2001
15. Research Messages 2011
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National Centre for Vocational Education Research and National Centre for Vocational Education Research
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"Research messages 2011" is a collection of summaries of research projects published by National Centre for Vocational Education Research (NCVER) in 2011. The publication also has an overview essay that captures the themes and highlights from the research for the year, including: (1) the initial education and training of young people and their pathways to employment; (2) apprenticeships and traineeships, with a particular focus on completions; (3) the ongoing education and training of the learner groups--namely older workers, people with a disability, low paid workers and the unemployed; (4) trends in the labour market, including labour mobility, skills mismatch and skills shortages; (5) the role of vocational education and training (VET) in innovation and workforce development; and (6) methodological and measurement issues. This paper presents the following summaries: (1) Highlights for 2011 (Georgina Atkinson); (2) As clear as mud: defining vocational education and training (Tom Karmel); (3) The attitudes of people with a disability to undertaking VET training (Lisa Nechvoglod and Tabatha Griffin); (4) Attrition in the trades (Tom Karmel, Patrick Lim and Josie Misko); (5) Building innovation capacity: the role of human capital formation in enterprises--a review of the literature (Andrew Smith, Jerry Courvisanos, Jacqueline Tuck and Steven McEachern); (6) Building the foundations: outcomes from the adult language, literacy and numeracy search conference (National Centre for Vocational Education Research); (7) The challenge of measurement: statistics for planning human resource development (Tom Karmel); (8) Differing skill requirements across countries and over time (Chris Ryan and Mathias Sinning); (9) Does changing your job leave you better off? A study of labour mobility in Australia, 2002 to 2008 (Ian Watson); (10) Does combining school and work affect school and post-school outcomes? (Alison Anlezark and Patrick Lim); (11) Education and training and the avoidance of financial disadvantage (Gary N. Marks); (12) Effect of the downturn on apprentices and trainees (Tom Karmel and Damian Oliver); (13) The effect of VET completion on the wages of young people (Nicolas Herault, Rezida Zakirova and Hielke Buddelmeyer); (14) Embedding learning from formal training into sustained behavioural change in the workplace (Cheryle Barker); (15) Enabling the effective take-up of e-learning by custodial officers (Malcolm Reason); (16) E-waste management in the VET environment (Virginia Waite); (17) Fostering enterprise: the innovation and skills nexus--research readings (Penelope Curtin, John Stanwick and Francesca Beddie); (18) From education to employment: how long does it take? (Darcy Fitzpatrick, Laurence Lester, Kostas Mavromaras, Sue Richardson and Yan Sun); (19) Getting tough on missing data: a boot camp for social science researchers (Sinan Gemici, Alice Bednarz and Patrick Lim); (20) How VET responds: a historical policy perspective (Robin Ryan); (21) The impact of wages and the likelihood of employment on the probability of completing an apprenticeship or traineeship (Tom Karmel and Peter Mlotkowski); (22) Individual-based completion rates for apprentices (Tom Karmel); (23) Initial training for VET teachers: a portrait within a larger canvas (Hugh Guthrie, Alicen McNaughton and Tracy Gamlin); (24) Juggling work, home and learning in low-paid occupations: a qualitative study (Barbara Pocock, Jude Elton, Deborah Green, Catherine McMahon and Suzanne Pritchard); (25) Lost talent? The occupational ambitions and attainments of young Australians (Joanna Sikora and Lawrence J. Saha); (26) Mapping adult literacy performance (Michelle Circelli, David D. Curtis and Kate Perkins); (27) The master artisan: a framework for master tradespeople in Australia (Karen O'Reilly-Briggs); (28) Measuring the quality of VET using the Student Outcomes Survey (Wang-Sheng Lee and Cain Polidano); (29) Measuring the socioeconomic status of Australian youth (Patrick Lim and Sinan Gemici); (30) The mobile worker: concepts, issues, implications (Richard Sweet); (31) Moving the fence posts: learning preferences of part-time agriculture students (Alan Woods); (32) Musing budding musos: the role of peer mentoring in learning to be a contemporary musician (Ross Stagg); (33) Older workers: research readings (Tabatha Griffin and Francesca Beddie); (34) Outcomes from combining work and tertiary study (Cain Polidano and Rezida Zakirova); (35) Outcomes of stakeholder consultations to identify the LSAY analytical program for 2011-13 (National Centre for Vocational Education Research); (36) Over-skilling and job satisfaction in the Australian labour force (Kostas Mavromaras, Seamus McGuinness, Sue Richardson, Peter Sloane and Zhang Wei); (37) Pathways: developing the skills of the Australian workforce (Hugh Guthrie, John Stanwick and Tom Karmel); (38) Plumbing, sustainability and training (Sian Halliday-Wynes and John Stanwick); (39) Pre-apprenticeship training activity (Paul Foley and Davinia Blomberg); (40) Pre-apprenticeships and their impact on apprenticeship completion and satisfaction (Tom Karmel and Damian Oliver); (41) Pre-vocational programs and their impact on traineeship completion and satisfaction (Damian Oliver and Tom Karmel); (42) Review of the Survey of Employer Use and Views of the VET System: outcomes from the discussion paper (National Centre for Vocational Education Research); (43) The role of VET in workforce development: a story of conflicting expectations (Tanya Bretherton); (44) The shifting demographics and lifelong learning (Tom Karmel); (45) Skill (mis-)matches and over-education of younger workers (Chris Ryan and Mathias Sinning); (46) Skill shortages in the trades during economic downturns (Damian Oliver); (47) Social capital and young people: do young people's networks improve their participation in education and training? (Ronnie Semo and Tom Karmel); (48) To gain, retain and retrain: the role of post-school education for people with a disability (Cain Polidano and Ha Vu); (49) Understanding and improving labour mobility: a scoping paper (John Buchanan, Susanna Baldwin and Sally Wright); (50) Understanding the psychological contract in apprenticeships and traineeships to improve retention (Erica Smith, Arlene Walker and Ros Brennan Kemmis); (51) Understanding the undertow: innovative responses to labour market disadvantage and VET (Tanya Bretherton); (52) VET and the diffusion and implementation of innovation in the mining, solar energy and computer games sectors (Robert Dalitz, Phillip Toner and Tim Turpin); (53) The vocational equivalent to Year 12 (Patrick Lim and Tom Karmel); (54) Vocational qualifications, employment status and income: 2006 census analysis (Anne Daly); (55) Weighting the LSAY Programme of International Student Assessment cohorts (Patrick Lim); (56) What is a practical, effective and sustainable approach to leadership development at the Canberra Institute of Technology? (Coralie Daniels); (57) Which paths work for which young people? (Tom Karmel and Shu-Hui Liu); (58) Work, life and VET participation amongst lower-paid workers (Barbara Pocock, Natalie Skinner, Catherine McMahon and Suzanne Pritchard); and (59) Year 12 completion and youth transitions (Chris Ryan). [For the previous edition, "Research Messages 2010," see ED517177.]
- Published
- 2012
16. Occupational Mobility in Queensland's Aged Care, Automotive and Civil Construction Sectors
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Haukka, Sandra
- Abstract
Current trends in workforce development indicate the movement of workers within and across occupations to be the norm. In 2009, only one in three vocational education and training (VET) graduates in Australia ended up working in an occupation for which they were trained. This implies that VET enhances the employability of its graduates by equipping them with the knowledge and competencies to work in different occupations and sectors. This paper presents findings from a government-funded study that examined the occupational mobility of selected associate professional and trades occupations within the Aged Care, Automotive and Civil Construction sectors in Queensland. The study surveyed enrolled nurses and related workers, motor mechanics and civil construction workers to analyse their patterns of occupational mobility, future work intentions, reasons for taking and leaving work, and the factors influencing them to leave or remain in their occupations. This paper also discusses the implications of findings for the training of workers in these sectors and more generally. (Contains 5 tables and 3 figures.)
- Published
- 2011
17. Attrition in the Trades. NCVER Monograph Series 07/2011
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National Centre for Vocational Education Research, Karmel, Tom, Lim, Patrick, and Misko, Josie
- Abstract
Shortages in the trades are again becoming a prominent issue as Australia emerges from the Global Financial Crisis. The existence of shortages puts the immediate focus on the apparent inability of the training system to supply sufficient skilled tradespersons, but shortages in an occupation are as much related to the rate at which individuals leave the occupation as the rate at which the occupation attracts new entrants. Hence, this paper which focuses on attrition in the trades, using professional occupations as comparators. The analysis is restricted to males in order to abstract from the impact that family responsibilities have on women's labour mobility, noting that the trades are dominated by men, apart from hairdressing and, to a lesser extent, the food trades. While attrition has a negative connotation, it may be positive for the individuals leaving a trade if they are moving to something better. Thus, by looking at the occupations ex-tradespersons move to, the paper also examines whether a trade offers a good start to a career. Findings include: (1) Job and occupational mobility in the trades is not particularly different from that experienced in the professions, although there is considerable variation across the trades (and across the professions); (2) The rate of attrition in the trades is remarkably similar in good times and in bad times, although the balance between job losers and job leavers is affected by economic conditions. However, job churn within a trade is higher in good times, and this gives the impression to employers that attrition is higher; and (3) The one trade occupation that stands out as good foundation for a future career is electrotechnology and communications. Appended are: (1) Model parameters for logistic regression (1 = exit job within 12 months), males; (2) Distributions of ages for those who exit "their jobs" for ANZSCO sub-major group professional and trade occupations; (3) Summary of logistic regressions used to determine gross attrition; (4) ANZSCO occupation by average cash weekly earnings, 2008 and AUSEI06 prestige measures; and (5) Destinations of occupational movers in the trades, 2008. (Contains 3 figures, 23 tables and 10 footnotes.) [For "Attrition in the Trades. Research Overview. Monograph Series 07/2011," see ED528498.]
- Published
- 2011
18. Workforce Diversity and Quality Improvement Policies in Early Childhood Education in East Asia
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Nuttall, Joce, Grieshaber, Susan, Lim, Sirene, Eunju, Yun, Jooeun, Oh, Hyojin, Ahn, Sum, Chee Wah, Yang, Weipeng, and Soojung, Kim
- Abstract
This paper explores the relationship between workforce competence, migration, and quality improvement in the Asia-Pacific through analysis of Early Childhood Education (ECE) policy texts from three East Asia Summit countries. Content (word level) analysis of salient policy texts was undertaken to address two questions: How are culture and diversity "conceptualized" in these texts? How are diverse educators "positioned" in these texts? We show that, despite differing historical trajectories of ECE, policy frameworks in all three countries fail to sufficiently acknowledge the potential contribution of migrant educators to quality improvement initiatives. We conclude by calling for greater attention to workforce mobility and diversity in ECE policies, and for further research into the untapped competence of migrant educators.
- Published
- 2022
- Full Text
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19. Moving Ideas and Mobile Researchers: Australia in the Global Context
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Fahey, Johannah and Kenway, Jane
- Abstract
This paper draws from the ARC Discovery project called "Moving Ideas: Mobile Policies, Researchers and Connections in the Social Sciences and Humanities--Australia in the Global Context" (2006-2009). This project explored the ways that ideas travel and how knowledge transforms through travel. One aspect of the study was the critical examination of various research policies around the world that are associated with moving ideas and moving researchers. These are often coupled with notions of "brain drain-gain/mobility" and diaspora. A second focus was on the mobility biographies of globally mobile intellectuals with various links to Australia and on the implications of their mobility for their ideas, politics and national and trans-national identifications. It is our view that the actual experiences and insights of such people have the potential to enhance researcher (academic) mobility policies. A third concern has been to address the question of what it means to globalise the research imagination. In addressing this question we have drawn on leading researchers from around the globe who undertake research on globalisation itself. The paper to follow draws from selected publications associated with this project. The book from the project, to be completed in 2010, is titled "Moving Ideas and Mobile Intellectuals". It should be noted at the outset that our focus in the project and in this discussion paper is on researchers in the social sciences and humanities including but not exclusively educational researchers. We begin by asking what it means to globalise research and how is this related to the nation-state? (Contains 4 endnotes.)
- Published
- 2010
20. Succession Planning: Does it Matter in the Context of Corporate Leadership?
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Richards, Patricia
- Abstract
Corporations invest heavily in human resource management infrastructures intended amongst other things to provide for the future leadership needs of the corporation. Adopting well-known succession planning techniques, human resource managers routinely engage in corporate leadership identification and development processes, often directly involving the chief executive officer. This paper reports on a tendency for chief executive officers not to take all that much notice of these processes when making appointments to their own senior leadership teams. Drawing on three institutional case studies and in-depth interview data with the 12 chief executive officers, the paper shows that what appears to matter most in these appointments is likely impact of a leadership appointment on corporate profitability, though other pet leadership criteria may also be applied. The paper discusses the implications of this situation for human resource managers. (Contains 1 figure.)
- Published
- 2008
21. Portfolio Careerism: Are You Ready?
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Centre for Worklife Counselling, Sydney (Australia). and Stevens, Paul
- Abstract
A career is a discontinuous a series of work roles using different personal attributes, skills, knowledge, interests, and wants. Individuals must examine their portfolio, select and rearrange it, and then sell themselves to the manager where they work or prospective clients/employers in the marketplace. Individuals should view career capabilities as a mosaic of great diversity and, as inclination, personal circumstances, and market demand indicate, rearrange employability offerings in packages of differing portfolio content. Career security comes from being continually alert to enhancing employability, skilled at career transition, and prepared to oscillate between worklife as a salaried employee and a fee-charging free agent. A free agent defines worklife fulfillment in terms of freedom to exercise personal integrity and undertake assignments compatible with personal values. Employees applying principles of portfolio career management enhance the security of their employability by regularly evaluating, then selecting from 10 career action step options. They seek out opportunities where they work to use their preferred skills, acquire desired new learning, and prepare a Career Action Step Proposal to those who can approve and facilitate the transition to it. The portfolio careerist--free agent or employee--must acquire and apply self-marketing skills; detective and networking skills to identify job moves; interpersonal skills in conflict resolution; and self-discipline to review worklife objectives and integrate them with lifestyle needs. (YLB)
- Published
- 2001
22. Does Regionality Influence Students' Perceived Employability and Career Orientation?: A Study of Students at an Australian University
- Author
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Bennett, Dawn, Knight, Elizabeth, Koshy, Paul, and Li, Ian
- Abstract
Insufficient access to specialised career development within many rural, regional and remote (RRR) areas contributes to persistent differences in the higher education participation rates of young people from these areas. This paper reports on research conducted with 4,993 students at a university in Western Australia who self-assessed their perceived employability (career capabilities) and career orientation. Data were analysed by year and mode of study, location, gender and discipline. Comparisons were made between RRR students and their metropolitan peers. The findings compare perceptions of employability and career orientation among RRR students in comparison with domestic metropolitan students. This shows a level of commonality between the two groups, with lessons from research on RRR students being applicable to metropolitan students.
- Published
- 2021
23. Toward an International Comparison of Economic and Educational Mobility: Recent Findings from the Japan Child Panel Survey
- Author
-
Akabayashi, Hideo, Nakamura, Ryosuke, Naoi, Michio, and Shikishima, Chizuru
- Abstract
In the past decades, income inequality has risen in most developed countries. There is growing interest among economists in international comparisons of economic and educational mobility. This is aided by the availability of internationally comparable, large-scale data. The present paper aims to make three contributions. First, we introduce the Japan Child Panel Survey (JCPS), the first longitudinal survey of school-age children that includes cognitive and non-cognitive measures, and plentiful household information. The JCPS was developed to measure dynamic inter-relationships among children's academic and social outcomes, their family background, and local policy and environment, in a way that allows comparison of the results with international data. Second, based on JCPS data, we present selected results of the dynamics of inequality in multiple indicators of children's educational and behavioral outcomes. We found that changes in cognitive achievement across parental income groups, the degree of mobility of cognitive test scores, and the correlation between the difficulty score and parental education in Japan are similar to those of other countries, such as the United States, United Kingdom, Australia, and Germany. Finally we discuss issues underlying the globalization of education research based on our experiences with the JCPS. We discuss reasons and strategies for further globalization of education research in Japan, and propose suggestions as to how Japanese education research can move toward better international collaboration, particularly in research on economic and educational mobility.
- Published
- 2016
24. Transferability and Post-Secondary Pathways: The Role of Canadian Colleges and Institutes
- Author
-
Association of Canadian Community Colleges
- Abstract
This paper describes the programs and services colleges have in place to facilitate student mobility, and documents the main regional and provincial/territorial mechanisms to facilitate transfer of post-secondary credits from one institution to another. Because there are many terms used to describe elements of post-secondary transferability and student mobility, we have included a list of definitions on page v. ACCC developed a Pan-Canadian Protocol for the Transferability of Learning that was endorsed by 107 institutions across all provinces and territories, and has been involved in federally-funded initiatives to support domestic and international student mobility. This paper draws on the results of the two Statistics Canada surveys that examined student pathways through post-secondary education at a national level to summarize the pathways of college students. The "Youth in Transition Survey" (YITS) found that the most common form of post-secondary education was college. The results of the "National Graduate Survey" found that a higher proportion of college graduates than university graduates had previous post-secondary education experience and a significant proportion of college graduates also went on to pursue further education. A survey conducted by ACCC and the Canadian Apprenticeship Forum (CAF) found that pathways into apprenticeship are not direct from high school, as most apprentices had been employed for some time before going on to post-secondary training. It also found that the majority of apprentices who had taken apprenticeship preparation programs at high school or college had received credit towards their current program. The paper describes labour mobility provisions and programs that have effects on transfer of credits and credential recognition among post-secondary systems, notably the Agreement on Internal Trade, Chapter 7 on Labour Mobility and the Red Seal Program supporting interprovincial recognition for 50 trade credentials. Appended are: (1) ACCC Pan-Canadian Protocol for the Transferability of Learning; (2) Memorandum of Understanding between Royal Roads University and ACCC; (3) List of Red Seal Trades; (4) List of Degrees Awarded by Colleges, Institutes, Polytechnics and Universities with a College Mandate; (5) Post-Secondary Provincial/Territorial Transfer Guides; and (6) Overview of Seven Key Elements of Credit Transfer in 50 U.S. States. (Contains 9 tables, 3 figures and 25 footnotes.)
- Published
- 2011
25. Global Skills and Mobility Challenges and Possibilities for VET: A Crossborder Cross-Sectoral Case Study
- Author
-
Cameron, Roslyn and O'Hanlon-Rose, Terry
- Abstract
The complex interplay of technological advances, global demographic trends and macroeconomic forces has seen the emergence of global markets, economies, supply chains and labour markets. The use of skilled migration policy and initiatives for many countries feeling the effects of aging populations and skill shortages adds another dimension to this complex environment. These macro trends are impacting upon the provision of technical vocational education and training (TVET) and created a growing need for TVET educators, curriculum and ultimately TVET graduates to have global perspectives and competencies and international mobility skill sets. Another trend impacting on TVET is the increasing internationalisation of tertiary education. In response to the trade of skilled workers, nations such as the Philippines are adapting the delivery of higher education courses to include cross-border qualifications to produce a globally-ready workforce. The paper presents a case study of a cross-border, cross-sectoral alliance between Australia and the Philippines to highlight some of the possibilities. The paper will explore an array of issues and the challenges and possibilities these present for a globally responsive and sustainable TVET system. (Contains 8 tables, 3 figures, and 1 diagram.)
- Published
- 2011
26. Designing and Delivering Skills Transferability and Employment Mobility: The Challenges of a Market-Driven Vocational Education and Training System
- Author
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Gekara, Victor and Snell, Darryn
- Abstract
As job security declines and precarious employment arrangements become more prevalent, transferable skills have become vital for job seeking success. In recognition of this issue, many governments are seeking to redesign their training systems in ways that transferable skills become better emphasised. This paper examines the challenges of developing transferable skills among a nation's workforce and the tensions that can emerge between training design intentions and training delivery outcomes when training delivery is marketised. Australia, where incremental training sector reforms have occurred since the late 1980s, serves as the context for this study. While training design occurs through a tripartite process involving employer, government and union representatives, training delivery is now determined in an open, deregulated market environment. Our analysis reveals a complex underlying design with an in-built intention of developing widely transferable skills, yet there exists significant concern about the actual training outcomes. We conclude that in an environment where VET delivery is user-choice driven with the aim of fulfilling specific employer skills needs the quality, depth and breadth of transferable skills are compromised.
- Published
- 2018
- Full Text
- View/download PDF
27. Recognition of Skills and Qualifications: Labour Mobility and Trade in Services
- Author
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Monash University, Centre for the Economics of Education and Training, Shah, Chandra, Long, Michael, and Windle, Joel
- Abstract
A skilled and flexible workforce is increasingly identified by governments as key to economic development. With the emergence of a global market in both educational services and labour, agreements on mutual recognition and transparency of skills and qualifications have become important elements of international co-operation. They are often included in broader bilateral and multilateral trade agreements. This paper discusses steps taken in the European Union (EU) to improve the mobility of labour between EU countries. (Contains 6 footnotes.)
- Published
- 2007
28. Occupational Mobility in the ALife Data: How Reliable are Occupational Patterns from Administrative Australian Tax Records?
- Author
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Hathorne, Clara and Breunig, Robert
- Subjects
OCCUPATIONAL mobility ,TAXATION ,PANEL analysis - Abstract
The purpose of this paper is to compare the distribution of occupation and rates of occupational mobility in the ATO Longitudinal Information Files (ALife) and the Household, Income and Labour Dynamics in Australia (HILDA) datasets. As tax is not occupation dependent, occupation data from tax records may not be reliable. We find that occupational mobility in the ALife data is less than half that in the nationally representative HILDA data. In contrast, the distribution of occupation and its relationship with most key socio‐economic characteristics appear relatively similar across the two datasets. However, occupation evolves differently over time in the two datasets and there are some differences between the sexes. [ABSTRACT FROM AUTHOR]
- Published
- 2022
- Full Text
- View/download PDF
29. Decoupling Farm, Farming and Place: Recombinant Attachments of Globally Engaged Family Farmers
- Author
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Cheshire, Lynda, Meurk, Carla, and Woods, Michael
- Abstract
Farmers have traditionally been perceived as having a deep attachment to land and place that contrasts with the mobility of modern society. In this paper, we use this work as a starting point for analysing new forms of attachments among a cohort of Australian farmers who are highly mobile in their business activities. In response, we devise a new way of thinking about farmer attachments that involves decoupling three elements: attachment to farming as an activity and source of agrarian identity; attachment to the farm as an economic and social unit; and attachment to place. Individual farmers recombine these different elements of attachment in different ways, depending on their specific context, promoting both mobility and stasis. We illustrate these recombinant attachments through examples of globally engaged Australian farmers who enact different configurations of attachment of place, farm business and farming identity. (Contains 1 table.)
- Published
- 2013
- Full Text
- View/download PDF
30. Director Turnover: An Australian Academic Development Study
- Author
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Fraser, Kym and Ryan, Yoni
- Abstract
Although it can be argued that directors of central academic development units (ADUs) are critical to the implementation of university teaching and learning strategies, it would appear there is a high director turnover rate. While research in the USA, the UK, and Australia illustrates that ADUs are frequently closed or restructured, that research has not considered the longevity of directors in their positions. This paper reports on the experiences of 19 Australian directors of academic development who retired between 2002 and 2007. The research highlights the high turnover (82% in five years) and the relatively early retirement of directors from their positions, in part related to disagreement with senior managers, lack of a career path, and stress related to the role. Conclusions include that the turnover of staff in director positions has the potential to have a negative impact on the implementation of institutional strategic plans, the retention of corporate knowledge and experience, and the renewal of the academic profession. (Contains 4 tables.)
- Published
- 2012
- Full Text
- View/download PDF
31. Harvest Trails in Australia: Patterns of Seasonal Migration in the Fruit and Vegetable Industry
- Author
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Hanson, Jayde and Bell, Martin
- Abstract
Against a background of declining employment in agriculture, a mobile workforce plays a crucial role in meeting seasonal labour demand in Australia. The dynamics of this labour force have received surprisingly little attention. We situate seasonal migration within the rising diversity of present-day mobility, and capture images of its early history in Australia. Statistical and documentary sources provide a basis to illustrate patterns of demand for seasonal labour and estimate the size of the workforce. Drawing on fieldwork in three case study regions of Queensland, we then seek to establish the composition of the seasonal workforce, identify their motives for undertaking seasonal work, and discover their harvest trails. Combining these data generates a typology that distinguishes key groups. Our results point to a fall in the numbers of Permanent Itinerants compensated by a sharp rise in Retirees and Working Holiday Makers from Overseas, each with distinctive spatial circuits. We argue that consumption motives play a growing role in the dynamics of seasonal labour mobility, and identify an emerging organisational apparatus that shapes and controls the industry. Drawing on the experience of other developed countries with more open labour markets, we anticipate continuing transformation in seasonal labour dynamics.
- Published
- 2007
- Full Text
- View/download PDF
32. Overseas-Trained Early Childhood Professionals: A Neglected Resource.
- Author
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Kennedy, Anne
- Abstract
Observes that increasing numbers of overseas-trained professionals are seeking recognition of their qualifications in Australia. Asserts that only scant consideration has been given to recognizing and supporting skilled migrant early childhood professionals. Explores one type of program that attempts such recognition and makes key recommendations to achieve this recognition and support. (BGC)
- Published
- 1996
33. The Decline in the Standing of Educational Credentials in Australia.
- Author
-
Marginson, Simon
- Abstract
An analysis of the economic returns of education in Australia finds a rising need for education at a time of diminishing apparent returns. It is proposed that the notions of credentialism and education as a positional good provide a better explanation for this phenomenon than does the human capital approach. (MSE)
- Published
- 1995
34. Hyper‐selectivity of immigrants and generational differences in occupational status: Evidence for Asian groups in Australia.
- Author
-
De Alwis, Sheruni, Parr, Nick, and Guo, Fei
- Subjects
OCCUPATIONAL mobility ,GENERATION gap ,ENGLISH-speaking countries ,IMMIGRANTS - Abstract
This paper explores the occupational status of immigrant birthplace‐generation groups in Australia, a country which emphasises skills in immigrant admissions. Using 2016 data, the occupational statuses of the first, 1.5, and second generations of Australia's China, India, Malaysia, Philippines, and Vietnam birthplace‐generation groups are compared to those for the main English‐speaking countries, all other countries, and third‐ and above‐generation Australians. The results show that the occupational status of the 1.5‐ and second‐generation Asian groups considered generally exceed that for their first generation counterparts and invariably exceed that for third‐ and above‐generation Australians, even after controlling for a range of confounding factors. For most Asian groups, the 1.5 generation's occupational status exceeds that of the second generation. Modification of the 'segmented assimilation' hypothesis to incorporate a new category of 'hyper‐selective differentiation' is proposed to capture the extraordinary upward occupational mobility of most 1.5‐ and second‐generation Asian groups in Australia. [ABSTRACT FROM AUTHOR]
- Published
- 2022
- Full Text
- View/download PDF
35. Sojourns: A New Category of Female Mobility.
- Author
-
Rees, Yves
- Subjects
WOMEN'S history ,LABOR mobility ,WOMEN travelers ,OCCUPATIONAL mobility ,INTERNATIONAL travel ,FOREIGN study ,AUSTRALIANS ,UNITED States emigration & immigration ,EMIGRATION & immigration - Abstract
This paper seeks to theorise and historicise a new category of female mobility termed the ‘sojourn’. By drawing upon existing scholarship, as well as the case study of twentieth-century Australian women in the United States, it identifies the sojourn as a well-documented yet under-theorised form of women’s mobility, characterised by three core features: the sojourn was prolonged yet time-bound; it was vocational; and it was freely chosen and opportunistic. Equipped with this concept, historians can gather otherwise disparate women into a collective that together unsettles the persistent coding of self-willed and careerist mobility as masculine. To name the sojourn is hence also to recalibrate the gendered landscape of historical mobility. [ABSTRACT FROM AUTHOR]
- Published
- 2019
- Full Text
- View/download PDF
36. Life and work of teachers: interaction between the individual and the environment.
- Author
-
Chi-Kin Lee, John
- Subjects
LANGUAGE teachers ,OCCUPATIONAL mobility ,LEADERSHIP - Abstract
An introduction is presented in which the editor discusses various topics within the issue including articles on language teachers and tensions ofeveryday life in Vietnam, teacher mobility, and leadership quality in teachers in Australian rural setting.
- Published
- 2017
- Full Text
- View/download PDF
37. Family effects on the rurality of GP's work location: a longitudinal panel study.
- Author
-
McGrail, Matthew R., Russell, Deborah J., and O'Sullivan, Belinda G.
- Subjects
GENERAL practitioners ,RURAL health services ,QUALITY of work life ,WORK-life balance ,FAMILY-work relationship ,OCCUPATIONAL mobility - Abstract
Background: Reduced opportunities for children's schooling and spouse's/partner's employment are identified internationally as key barriers to general practitioners (GPs) working rurally. This paper aims to measure longitudinal associations between the rurality of GP work location and having (i) school-aged children and (ii) a spouse/partner in the workforce.Methods: Participants included 4377 GPs responding to at least two consecutive annual surveys of the Medicine in Australia: Balancing Employment and Life (MABEL) national longitudinal study between 2008 and 2014. The main outcome, GP work location, was categorised by remoteness and population size. Five sequential binary school-age groupings were defined according to whether a GP had no children, only preschool children (aged 0-4 years), at least one primary-school child (aged 5-11 years), at least one child in secondary school (aged 12-18 years), and all children older than secondary school (aged ≥ 19). Partner in the workforce was defined by whether a GP had a partner who was either currently working or looking for work, or not. Separate generalised estimating equation models, which aggregated consecutive annual observations per GP, tested associations between work location and (i) educational stages and (ii) partner employment, after adjusting for key covariates.Results: Male GPs with children in secondary school were significantly less likely to work rurally (inclusive of > 50 000 regional centres through to the smallest rural towns of < 5000) compared to male GPs with children in primary school. In contrast, female GPs' locations were not significantly associated with the educational stage of their children. Having a partner in the workforce was not associated with work location for male GPs, whereas female GPs with a partner in the workforce were significantly less likely to work in smaller rural/remote communities (< 15 000 population).Conclusions: This is the first systematic, national-level longitudinal study showing that GP work location is related to key family needs which differ according to GP gender and educational stages of children. Such non-professional factors are likely to be dynamic across the GP's lifespan and should be regularly reviewed as part of GP retention planning. This research supports investment in regional development for strong local secondary school and partner employment opportunities. [ABSTRACT FROM AUTHOR]- Published
- 2017
- Full Text
- View/download PDF
38. Influences on the formation of academics: the role of the doctorate and structured development opportunities.
- Author
-
Brew, Angela, Boud, David, and Un Namgung, Sang
- Subjects
DOCTORAL degree ,CAREER development ,TEACHING ,SOCIOCULTURAL factors ,OCCUPATIONAL mobility ,UNIVERSITY & college research - Abstract
The paper examines influences of doctoral study and structured early career interventions on academic work. It uses evidence from a survey in six Australian universities (n=1158) to explore academics' engagement with research and teaching development. It regards universities as social situations that are ambiguous, presenting conflicting opportunities for growth and development and the pursuit of personal objectives. Academics' emphases on different aspects of academic work involve complex responses that are subject to many influences. It shows that doctoral work may avoid developing key skills that academics need and that the extent to which doctoral study prepares academics for different aspects of their role is different in different disciplines and institutions. It also shows that the conduct of academics in their major roles is little influenced by the training and development they engage in. The paper discusses the survey findings in terms of what constrains and what enables academics to take up particular development opportunities. It argues that to understand academic practice, analysis of how organisational influences are interpreted is needed. [ABSTRACT FROM AUTHOR]
- Published
- 2011
- Full Text
- View/download PDF
39. "Butterflying" a new career pattern for Australia? Empirical evidence.
- Author
-
McCabe, Vivienne S. and Savery, Lawson K.
- Subjects
TRAINING of executives ,CAREER development ,PERSONNEL management ,CONFERENCES & conventions ,EXHIBITION management ,OCCUPATIONAL mobility ,LABOR economics ,MANAGEMENT - Abstract
Purpose -- This paper seeks to examine the career patterns and labour mobility of managers in the convention and exhibition industry in Australia, an example of a new emerging industry within the service sector. Design/methodology/approach -- Through the use of the technique of life and work history analysis, career information was gathered from a sample of individuals employed within the various sectors of this industry in Australia. The information was then analysed using a range of descriptive and evaluative statistical tests. Findings -- Results indicated the emergence of a new career pattern "butterfly" progress. This could he identified as an extension and development of the boundaryless career model, where the individual is clearly in charge of his/her career but where he/she "flutters" between sectors in order to build up human capital and progress his/her career. Research limitations/implications -- Though the research was undertaken in a specific industry sector the results indicate that the concept of "butterfly" progress may be part of the developments in contemporary career patterns or a gender issue. Further research in other industries dominated by women is suggested. Practical implications -- Outcomes from this study have implications for management development in relation to a different pattern of job progression and subsequent staff development opportunities. This may require the development of alternative strategies for the successful recruitment and retention of managers within the convention and exhibition organisation. Originality/value -- This is the first time such a research study has been undertaken in the convention and exhibition industry. The paper provides practical outcomes for potential entrants and managers in this sector. [ABSTRACT FROM AUTHOR]
- Published
- 2007
- Full Text
- View/download PDF
40. Occupational mobility of Indigenous and other Australians
- Author
-
Hunter, Boyd and Gray, Matthew
- Published
- 2017
41. The motivations of career change students in teacher education.
- Author
-
Williams, Judy and Forgasz, Helen
- Subjects
CAREER changes ,TEACHER training ,TEACHER-student relationships ,TEACHING ,MOTIVATION (Psychology) ,CAREER development ,OCCUPATIONAL mobility ,SCHOOLS - Abstract
In this article, results are presented from a large-scale online survey about the motivations of career change students, and their beliefs about the attributes that they bring to the teaching profession. The findings revealed that career changers' motivations were largely intrinsic, although pragmatic decisions were also important, with perceived family-friendliness of a teaching career a common response. These findings generally support findings of previous research into motivations to teach, as found in the literature. The data examined in this paper also revealed that career change entrants believed that the most important attributes they bring to teaching are life experiences, generic workplace skills and experience, and personal qualities, rather than specific content knowledge. These findings provide support for the continued targeting of career change people into the profession, particularly in the current policy context in which some stakeholders express concerns about a perceived lack of quality of teaching in Australian schools. [ABSTRACT FROM AUTHOR]
- Published
- 2009
- Full Text
- View/download PDF
42. Patterns of Immigrant Occupational Attainment in a Longitudinal Survey.
- Author
-
Chiswick, Barry R., Lee, Yew Liang, and Miller, Paul W.
- Subjects
IMMIGRANTS ,OCCUPATIONAL mobility ,LABOR market ,INDUSTRIAL organization (Economic theory) - Abstract
This paper uses data from the Longitudinal Survey of Immigrants to Australia to examine the empirical relevance of a model of immigrant occupational mobility. Consistent with the model, there is a U-shaped pattern of occupational change from the pre-immigration occupation through to the occupation held after three-and-a-half years in Australia. The U is shallower for immigrants from countries similar to Australia than it is for immigrants from countries that differ more in language, occupational requirements, and labour market structure. The U-shaped pattern is deeper for immigrants who are refugees than for family migrants and is the least deep for economic migrants. [ABSTRACT FROM AUTHOR]
- Published
- 2003
- Full Text
- View/download PDF
43. Are Gross Job Flows in Australia Sensitive to Exchange Rate Fluctuations?
- Author
-
Constraints to Full Employment: Fiscal and Monetary Policy, WorkChoices and Job Insecurity (2006 : Newcastle, N.S.W.), Mitchell, William, and Myers, Jennifer
- Published
- 2006
44. Job Mobility and Segmentation in Australian City Labour Markets
- Author
-
Constraints to Full Employment: Fiscal and Monetary Policy, WorkChoices and Job Insecurity (2006 : Newcastle, N.S.W.), Bill, Anthea, Mitchell, Bill, and Welters, Riccardo
- Published
- 2006
45. Migration and the Supply of Skilled Labour: Australia
- Author
-
Creating a Culture of Full Employment (2005 : Newcastle, N.S.W.) and Shah, Chandra
- Published
- 2005
46. Occupational Mobility in Australia and the Implications for VET
- Author
-
National Conference on Unemployment (11th : 2004 : Newcastle, N.S.W.), Shah, Chandra, and Burke, Gerald
- Published
- 2004
47. A profession in transition : implications for curriculum leadership.
- Author
-
Sim, Cheryl
- Published
- 2012
48. Occupational Mobility in Queensland's Aged Care, Automotive and Civil Construction Sectors
- Author
-
Haukka, Sandra
- Published
- 2011
49. Global skills and mobility challenges and possibilities for VET : a crossborder cross-sectoral case study.
- Author
-
Cameron, Roslyn and O'Hanlon-Rose, Terry
- Published
- 2011
50. Understanding the role of job quality in the association of employees' career change to self-employment and job satisfaction.
- Author
-
Shu, Shi, Wang, Ying, Kang, Haiying, Wu, Chia-Huei, and Arenius, Pia
- Subjects
JOB satisfaction ,SELF-employment ,CAREER changes ,QUALITY of work life ,OCCUPATIONAL mobility ,EMPLOYEE well-being ,FREELANCERS - Abstract
Purpose: – While researchers have discussed the association between career change to self-employment and job satisfaction, few have considered how the association is achieved. Therefore, in this study, the authors aim to explain this relationship from the perspective of job quality. The authors build on job design theory to propose and empirically test how fluctuations in job satisfaction as associated with the transition to self-employment can be explained by changes in job quality. Design/methodology/approach: – The authors tested their propositions using a longitudinal, nationally representative database from Australia for the 2005–2019 period. The final sample included 108,384 observations from 18,755 employees. Findings: – In line with the literature, the authors found that job incumbents experienced low job satisfaction in the years prior to their career change to self-employment and that their job satisfaction improved after the transition. More importantly, the authors found the same change pattern for job quality – measured as job autonomy and skill variety – and the statistical results demonstrated that job quality was the key determinant of job satisfaction during the process. Practical implications: – This study advocates the importance of job quality in managing employee wellbeing and facilitating retention. Originality/value: – The authors contribute to the literature by uncovering how job quality, represented by skill variety and job autonomy, can explain fluctuations in job satisfaction during individuals' career change from paid employment to self-employment. [ABSTRACT FROM AUTHOR]
- Published
- 2023
- Full Text
- View/download PDF
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