Inhaltsverzeichnis
Auswahl der wissenschaftlichen Literatur zum Thema „Employment recruiter’s and socialization“
Geben Sie eine Quelle nach APA, MLA, Chicago, Harvard und anderen Zitierweisen an
Machen Sie sich mit den Listen der aktuellen Artikel, Bücher, Dissertationen, Berichten und anderer wissenschaftlichen Quellen zum Thema "Employment recruiter’s and socialization" bekannt.
Neben jedem Werk im Literaturverzeichnis ist die Option "Zur Bibliographie hinzufügen" verfügbar. Nutzen Sie sie, wird Ihre bibliographische Angabe des gewählten Werkes nach der nötigen Zitierweise (APA, MLA, Harvard, Chicago, Vancouver usw.) automatisch gestaltet.
Sie können auch den vollen Text der wissenschaftlichen Publikation im PDF-Format herunterladen und eine Online-Annotation der Arbeit lesen, wenn die relevanten Parameter in den Metadaten verfügbar sind.
Zeitschriftenartikel zum Thema "Employment recruiter’s and socialization"
1
Kang, Alice Yeonjung, Tiffany S. Legendre und Elizabeth A. Cartier. „Personality Congruence Among Brands, Recruiters, and Applicants During the Anticipatory Socialization Process“. Journal of Hospitality & Tourism Research 43, Nr. 8 (17.07.2019): 1302–25. http://dx.doi.org/10.1177/1096348019861746.
Der volle Inhalt der QuelleAnnotation:
Drawing on congruence theory, this study aims to examine the impact of internal brand management, perceived level of job opportunities, and their interaction effects on job applicants during the anticipatory socialization process in the hospitality industry. Data were collected from students and job seekers in the hospitality industry with qualitative (focus group interview) and quantitative approaches (2 × 2 and 2 × 2 × 2 between-subjects quasi-experimental design). The findings indicate that recruiters who receive internal brand management have a positive impact on applicants’ congruence perception toward the brand. Furthermore, this effect becomes stronger when candidates perceive employment opportunities as abundant, which increases job attraction and job pursuit intentions.
2
Ayling, Michael L. „A recruiter’s perspective on the employment process for geophysicists“. Leading Edge 17, Nr. 6 (Juni 1998): 817. http://dx.doi.org/10.1190/1.1487209.
Der volle Inhalt der Quelle
3
Plotnikov, Vladimir A. „Remote employment under modern conditions: brief analysis from the perspective of socialization theory“. Economic Revival of Russia, Nr. 4 (66) (2020): 43–52. http://dx.doi.org/10.37930/1990-9780-2020-4-66-43-52.
Der volle Inhalt der QuelleAnnotation:
Socialization is a key trend in modern socioeconomic development. At the same time, the mechanism for its implementation can be affected by various situational factors. In particular, the COVID-19 pandemic has influenced the development of socialization. The author analyzes this influence as it pertains to a specific component of socialization – the development of remote employment, which has become quite popular during the pandemic and in light of measures which the government introduced in order to curb the spread of COVID-19. Analysis of problems in the development of remote employment as a specific manifestation of socialization and socialization in general allowed for substantiating the conclusion about the priority role of education development. The author recommends providing support to the development of the system of education as a whole and the system of continuous learning.
4
Комарова, Marina Komarova, Агаркова, Darya Agarkova, Матвеева und Ekaterina Matveeva. „STATE REGULATION OF EMPLOYMENT AND EMPLOYMENT OF YOUTH IN THE RUSSIAN FEDERATION“. Central Russian Journal of Social Sciences 11, Nr. 1 (29.02.2016): 84–91. http://dx.doi.org/10.12737/18235.
Der volle Inhalt der QuelleAnnotation:
The article describes the main issues of state regulation of youth employment. The authors updated the problems of labor socialization of young people in the Russian socio-economic conditions. The article focuses on the legal regulation of this sphere both at the national and regional levels. Reasonable measures aimed at increasing competitiveness and professionalization of the young generation in the labor market conditions are substantiated.
5
Yoenaz, Sharly. „PELAKSANAAN HUMAS DALAM SOSIALISASI PROGRAM JAMINAN SOSIAL KETENAGAKERJAAN DI KANTOR BPJS KETENAGAKERJAAN PADANG“. Jurnal Ecogen 1, Nr. 2 (28.12.2018): 308. http://dx.doi.org/10.24036/jmpe.v1i2.4751.
Der volle Inhalt der QuelleAnnotation:
The implementation of public relations in the socialization of the labor social security program at the BPJS Ketenagakerjaan Padang has not been carried out optimally because the socialization carried out does not cover all BPJS Employment stakeholders and socialization media that are underutilized optimally. The purpose of this study was to determine the implementation of public relations in the socialization of the labor social security program at the BPJS Ketenagakerjaan Padang. The method used is Qualitative Descriptive Research. Determination of Informants in this study was carried out with Snowball Sampling Techniques. Data collection is done through Observation, Interview and Documentation, with Model Data Analysis Techniques of Miles and Huberman. The findings in this study indicate that (1) the socialization of the labor social security program is not carried out directly to workers; (2) the lack of awareness of employers registering workers in the BPJS Ketenagakerjaan Padang program; (3) the media for socialization of the labor social security program has not been used optimally.Keyword: Public Relations, Socialization, Employment Social Security
6
Kjeldsen, A. M., und C. B. Jacobsen. „Public Service Motivation and Employment Sector: Attraction or Socialization?“ Journal of Public Administration Research and Theory 23, Nr. 4 (29.10.2012): 899–926. http://dx.doi.org/10.1093/jopart/mus039.
Der volle Inhalt der Quelle
7
Benzinger, Diana. „Organizational socialization tactics and newcomer information seeking in the contingent workforce“. Personnel Review 45, Nr. 4 (06.06.2016): 743–63. http://dx.doi.org/10.1108/pr-06-2014-0131.
Der volle Inhalt der QuelleAnnotation:
Purpose – The purpose of this paper is to compare newcomers’ perceptions on how employers structure the socialization process in the core and peripheral workforce and to explore the proactivity of these new hires in form of information seeking behavior. Design/methodology/approach – The data of this study were collected from a German sample with 359 contingent and permanent new hires in skilled jobs. Findings – The employment type was linked to both socialization tactics firms provided during organizational entry as well as information seeking of permanent and contingent newcomers. In addition, organizational tenure was positively linked with information seeking of both newly hired temporary agency workers and newcomers holding fixed-term contracts. Research limitations/implications – Since most of the participants worked for different employers, differences in socialization might also be caused by different organizational cultures. Future studies should compare the socialization of new permanent and new temporary workers on an inter-organizational and intra-organizational level. Practical implications – For skilled jobs firms should offer long-term assignments for temporary agency workers, as they are associated with higher proactivity. Further, firms should intensify the socialization of newcomers holding longer-term work contracts, as these employees may tend to show lower proactivity. Social implications – A structured organizational entry of skilled temporary agency workers may represent a stepping stone for permanent employment due to improved work attitudes and behaviors. Originality/value – This is the first study that examines employment characteristics as potential determinants of organizational socialization tactics. In addition, the study uses a German sample and therefore, follows recent calls for more research on organizational socialization in non-Anglo-Saxon work contexts.
8
AVIRAM, ARIE. „SOCIALIZATION FOR ENTREPRENEURSHIP: THE SECOND GENERATION“. Journal of Developmental Entrepreneurship 14, Nr. 03 (September 2009): 311–30. http://dx.doi.org/10.1142/s1084946709001272.
Der volle Inhalt der QuelleAnnotation:
For the first generation of immigrants, entrepreneurship might be a reasonable answer to their employment problems. Unfortunately, in addition to objective problems such as language, the socialization for entrepreneurship of these immigrants does not always meet the requirements of their new country. This hindrance is overcome by the second generation which, through a different process of socialization, is closing the gap.
9
Ares, Terri L. „Comparing Clinical Nurse Specialist Students’ Socialization Based on Magnet Employment“. Clinical Nurse Specialist 30, Nr. 6 (2016): 332–40. http://dx.doi.org/10.1097/nur.0000000000000251.
Der volle Inhalt der Quelle
10
DRUZHYNINA, Viktoriia, Yuliia VIEDIENINA, Lesia SAKUN und Ganna LIKHONOSOVA. „Creative Analysis of Innovation as a Catalizer of Socialization of Structural Change“. European Journal of Sustainable Development 9, Nr. 2 (01.06.2020): 349–65. http://dx.doi.org/10.14207/ejsd.2020.v9n2p349.
Der volle Inhalt der QuelleAnnotation:
The multiple analysis of rate of dependency between innovative processes and structural labour market changes in the form of evolution in sector of employment was exposed in the article. It has been proved that the impact of innovations on the labour market can be considered, on the one hand, as a part of multi-factor socio-economic macro-, meso-, micro-level systems, which makes a direct or indirect impact on state of other elements of system and which is under its influence at this time; on the other hand, as an open, dynamic, flexible system, functioning of which leads to socio-economic resources development. The definition of labour market has been suggested as a system of socio-economic relations between workers, employers and society (organizations and institutes) for realization of ability to work, supporting social guarantees, approximation of parties’ interests of labour relations, state`s interests, legal control of terms of employment etc. The analysis of structural changes, which take place in the labour market of different levels administrative territorial state`s structure by means of innovations, covers the period 2012-2017. The impact of innovations on employment is associated with `creative destruction` where innovations, on the one hand, ruin current workplaces and, on the other hand, create new ones. Analysis has demonstrated that employment increasing and related structural improvements are determined by kind of incorporated innovations. Organizational innovations have more impact on size and structure of employment, than technological ones. The practical importance of the research involves developing of methodological and practical aspects of choosing multiple approach in relation to innovation analysis as a determinant of structural labour market changes. The originality of the research is reflected in the comprehensive creative analysis of innovations from the point of view of activation of the youth labour market in Ukraine. The key factors of the low level of involvement of young citizens in the country's economy and society are identified. The authors have suggested the prospects for the development of the youth labour market, the elimination of youth unemployment, which are conditioned by the peculiarities of the social condition and employment behaviour of young people. The need to study the experience of European countries is emphasized, where training in the working professions is well organized and the youth unemployment rate is the lowest in Europe. Distinctiveness. Conducted researches let to confirm attained results in relation to choosing implements for coping with current troubles and disproportions in society. Implementation of multiply approach of analysis and diagnostics of correlation of innovations and employment will make a direct impact on supporting living standards and progressive socio-economic state`s development. The monitoring of solidarity of actions of public communities, government agencies, enterprise structures will ensure attainment of active increasing of innovation technologies, high living standards level, that will offer some new opportunities for business environment in relation to labour productiveness maintaining method and equivalent income level from enterprise activity, will solve the unemployment and labour migration issues, create some new flexible forms of employment, increase the level of state`s competitiveness in global economy facilities. Key Words: creative analysing, diagnostics, employment of population, innovations, multiple approach
Dissertationen zum Thema "Employment recruiter’s and socialization"
1
Johansson, Li, und Vilma Karlsson. „Attityden till arbete - ungas akilleshäl på arbetsmarknaden : En kvalitativ studie utifrån arbetsförmedlarnas perspektiv“. Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-44960.
Der volle Inhalt der QuelleAnnotation:
The aim of this essay is to study employment recruiter’s image of young people’s attitudes towards working. The main focus is what attitudes are considered to benefit young people according to employment recruiters. Furthermore, it is also researched what it is that shapes these attitudes amongst young people according to the employment recruiters. Attitude is an expression that consists of multiple dimensions and theories. In this study, the point of departure will be within the sociopsychological theory about attitudes. Additionally, four established depictions about attitudes towards work will be used. In order to explain how attitudes are shaped and transferred to young people, the theory about socialization is used from multiple aspects. The research is based on qualitative interviews with five employment recruiters who describe their experiences and viewpoints regarding the attitude that young people have towards work. The result of this study shows that the employment recruiter’s experience is that young people predominantly have a positive attitude towards work and that it is characterized by determination and commitment. Nevertheless, according to the employment recruiters, there are groups of young people that have a negative attitude towards working. This attitude consists of reluctance towards searching for an employment and in addition to that, unwillingness to perform in a labor situation. These two contradictory attitudes that adolescents have towards work, is one of the many components to whether young people will succeed in their employment search or not. In order to concretize, the positive attitude will generate work and the negative attitude will hinder young people from finding an employment. Factors that frame different attitudes amongst young people are family, friends, society and in particular, school.Syftet med denna uppsats är undersöka arbetsförmedlares upplevelser av ungas attityder till arbete. I fokus står arbetsförmedlarnas beskrivning av vilka attityder de anser gynnar ungdomar på arbetsmarknaden. Vidare undersöks vad arbetsförmedlarna upplever formar olika attityder hos olika ungdomar. Attityder är ett begrepp som kan tolkas utifrån olika perspektiv och teorier. I denna studie tas utgångspunkt i socialpsykologisk teoribildning om attityder och fyra etablerade beskrivningar om olika attityder till arbete. För att förklara hur attityder formas hos ungdomar används socialisationsteori. Undersökningen baseras på kvalitativa intervjuer med fem arbetsförmedlare. Resultatet av studien visar att arbetsförmedlarna upplever att ungdomar för de mesta har en positiv attityd till arbete som karaktäriseras av vilja och engagemang. Dock finns det dom grupper av ungdomar som, enligt arbetsförmedlarna, har en negativ attityd till arbete. Denna attityd kommer till uttryck genom obenägenhet till att söka arbete och att prestera på ett arbete. Dessa två skilda attityder hos unga personer är en av flera anledningar till om ungdomarna lyckas i sitt arbetssökande eller inte. Den positiva attityden leder till arbete och den negativa hindrar ungdomar till att finna arbete. Faktorer som formar olika attityder hos ungdomar är familj, kompisar, samhället och inte minst skolan.
2
Joldrichsen, Andrea M. PHR. „Facebook and MySpace and LinkedIn, Oh My: A Recruiter’s Dream…..or Their Worst Nightmare? A Study of the Impact of Social Networking Sites on Hiring Practices“. University of Toledo / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1263236502.
Der volle Inhalt der Quelle
3
Baluku, Martin [Verfasser], und Kathleen [Akademischer Betreuer] Otto. „The Self-Employment Process: A Discourse of Psychological Attributes and Entrepreneurial Socialization / Martin Baluku ; Betreuer: Kathleen Otto“. Marburg : Philipps-Universität Marburg, 2018. http://d-nb.info/1164156012/34.
Der volle Inhalt der Quelle
4
Bavey, Jasemin. „Ny på jobbet? : En kvalitativ intervjustudie om nyanställdas upplevelse av socialisation inom den privata sektorn“. Thesis, Högskolan Väst, Avdelningen för psykologi, pedagogik och sociologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-16749.
Der volle Inhalt der QuelleAnnotation:
Att påbörja en ny anställning kan upplevas som en utmaning där känslor som glädje och förväntan kan förekomma, men även osäkerhet och stress. Det finns flera faktorer som påverkar upplevelsen för den nyanställde eftersom organisationer arbetar olika med introduktionsprogram vilket i sin tur har en påverkan på den nyanställdes möjlighet till organisatorisk socialisation. Eftersom alla nyanställda går igenom en period av att skapa förståelse för de normer som råder inom organisationen och dess kultur, vilket bland annat sker vid organisatorisk socialisation, var syftet med studien att genom semistrukturerade intervjuer, att finna exempel på hur denna socialisation kan upplevas för nyanställda inom den privata sektorn. Genom semi-strukturerade intervjuer har materialet bearbetats tematiskt och analyserats utifrån organisatorisk socialisation och The Uncertainty Reduction Theory. Av resultatet framgick det att de nyanställda som intervjuades i denna studie har haft ett behov av både en tydlig och strukturerad introduktionsplan på arbetsplatsen men även att tillgången till en inkluderande arbetsgemenskap där sociala interaktioner med arbetsledare, kollegor och andra medarbetare är betydande vid nyanställning. Studien visar att nyanställda inom den privata sektorn har olika upplevelser kring organisationens sätt att tillgodose nyanställdas behov inför de roller som skulle tas och de arbetsuppgifter som skulle hanteras. De upplevde att det fanns andra faktorer som exempelvis sociala möten, relationer och gemenskap som gynnande för att komma in i organisationen och vara delaktig i arbetet. Respondenterna upplevde att med en tydlig planering i kombination med en arbetsledare i organisationen som fanns tillgänglig under den första perioden vid nyanställningen, skapades en trygghet och säkerhet som i sin tur minskade graden av den initiala osäkerheten. Slutligen presenterade resultaten värdet av den sociala gemenskapen i form av sociala integration på arbetsplatsen där rolltydligheten uppnåddes genom organisatorisk socialisation.Starting a new job can be experienced as a challenging since emotions such as joy and anticipation can occur, but also insecurity and stress. There are several factors that affect the experience for the newly hired employee because organizations work differently with introductory programs, which in turn has an impact on the new employee's opportunity for organizational socialization. Since all new employees go through a period of creating an understanding of the norms that prevail within the organization and its culture, which includes organizational socialization, the purpose of the study was to, through semi-structured interviews, examine how socialization is experienced for new employees within the private sector. Through semi-structured interviews, the material has been processed thematically and analyzed based on organizational socialization and The Uncertainty Reduction Theory. The results showed that new employees have a need for both a clear and structured introduction plan in the workplace but also access to an inclusive work community where social interactions with supervisors, colleagues and other employees are significant in new hires. The study shows that new employees in the private sector have different experiences about the organization's way of meeting the needs of new employees before the roles that would be taken and the tasks that would be handled. They felt that other factors such as social meetings, relationships, and community beneficial to get into the organization and be involved in the work. The respondents experienced that with a clear planning in combination with a supervisor in the organization who was available during the first period of the new employment, a security and safety was created which in turn reduced the degree of initial uncertainty. Finally, the results presented the value of the social community in the form of social integration in the workplace where role clarity was achieved through organizational socialization.
5
Mkosi, Ntombizanele Gloria. „Managing a full-time school within a correctional services environment“. Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/36791.
Der volle Inhalt der QuelleAnnotation:
The objective of this study was to investigate and analyse the educators’ experience in managing
a full-time school within a Correctional Services environment. Provision of education in the
South African Department of Correctional Services is in terms of Section 29 (1) of the
Constitution of the Republic of South Africa (Act No.108 of 1996) which stipulates that
“everyone has a right (a) to basic education, and (b) to further education, which the state, through
reasonable measures, must make progressively available and accessible.” “This constitutional
imperative for schooling is not a right that is curtailed by incarceration” (DCS, 2005:137).
The researcher used qualitative research inquiry. This is a case study of the educators’
experience in managing a full-time school within a Correctional Services environment. To obtain
an in-depth understanding and gain more insight on the research topic, this study focused on one
full- time school within the South African Department of Correctional Services.
Literature reveals that “correctional centres are bureaucratic institutions that are characterised by
a number of factors that can potentially encourage or impede education programme success”
(Sanford &Foster, 2006:604). The environment makes learning difficult as there are frequent
lockdowns, headcounts and hearings that disrupt the consistency of classes and interrupt the
education process (Schirmer, 2008:29). Few learners attend classes and whilst in class they are
not really listening, instead, they would be sleeping and unproductive. In most cases, learners
would be present because they were forced to be in the education programme (Wright,
2004:198).
In this study, the researcher used semi-structured one on one interviews, and document analysis
as data collection strategies. Purposeful sampling was utilized to select respondents. A total of
six respondents who are full-time educators employed by the Department of Correctional
Services were interviewed. The study reveals that managing a full-time school within a
Correctional Services environment seems to be challenging because education is not respected
and not prioritized. This finding appears to be consistent with literature which reveals that the
uniqueness of correctional centre culture with a correctional centre management characterized by a focus on security measures such as lockdowns and head counts constraints the possibilities of
learning (Watts, 2010:57). Based on the findings in this study, the researcher recommends that
educator development should be prioritized within the Department of Correctional Services and
school management should be informed about learners that are released from the correctional
centre. This study concludes that managing a full-time school within a Correctional Services
environment is challenging due to Correctional Services environment being not conducive for
teaching and learning and inadequate resources.Dissertation (MEd)--University of Pretoria, 2013.
gm2014
Education Management and Policy Studies
unrestricted
6
Dailey, Stephanie Layne. „What happens before full-time employment? Internships as a mechanism of anticipatory socialization“. Thesis, 2014. http://hdl.handle.net/2152/24733.
Der volle Inhalt der QuelleAnnotation:
Every day, people seek organizations to join, work in companies, and leave firms; thus, scholars consider socialization a key construct in organizational communication and management. Research explains the socialization process in four stages—anticipatory socialization, encounter, metamorphosis, and exit—yet studies have paid disproportionate attention to “experiences after entry” (Bauer & Green, 1994, p. 221). This study sheds light on an understudied stage by examining the consequences of anticipatory socialization. Research has demonstrated the importance of prior experiences in the socialization process (e.g., Gibson & Papa, 2000), but scholars have yet to explore internships as a mechanism of anticipatory socialization that prepares people for full-time employment.
Whereas less than 3% of students held internships in 1980, 84% of current undergraduates have participated in internships (Kamenetz, 2006), and the number of post-college internships has increased from 5% in 1995 to 20% in 2002 (“Internships for all ages,” 2007). Despite this growth, scholars have yet to theoretically explore internships as a prior experience that fosters socialization. Some studies have used socialization as a framework to study how people adapt to internships, but this research has explored socialization within internships instead of as anticipatory socialization for future employment.
To fill this gap, I collected qualitative and quantitative data over 15 months: before people’s internships, after their internships, and upon full-time employment. Results from interview, observation, and questionnaire data suggest that participants learn about and adapt to organizations and vocations during their internships, but more importantly, internships may provide more realistic anticipatory socialization than other means of anticipatory socialization (e.g., recruitment, vocational messages). This study helps us reconsider the role that anticipatory socialization plays in work. Whereas previous research has described anticipatory socialization as a beneficial endeavor for prospective employees (Phillips, 1998), this study shows an unfavorable side of prior experiences. Internships showed interns and organizations exactly what full-time employment would be like, dissuading most interns or organizations (78%) to continue their relationship. Whereas traditional means of anticipatory socialization (e.g., recruitment, vocational messages) provide just enough of an introduction, internships may provide such an in-depth preview that they make applicants and organizations less desirable.text
7
CHU, YU-DI, und 朱毓帝. „The Effects among Work Values、Organizational Socialization and Employment Intention of Hotels for Internship“. Thesis, 2018. http://ndltd.ncl.edu.tw/handle/4gpbtg.
Der volle Inhalt der QuelleAnnotation:
碩士佛光大學
管理學系
106
The purpose of this study was to explore the relationship between the work values, organizational socialization, and employment intentions of hotel interns. A questionnaire was employed to collect data on hotel interns in Yilan who were enrolled in or had completed an internship program. The objectives of this study were as follows: i.Explore whether interns’ work values affected their processes of organizational socialization. ii.Investigate whether organizational socialization influenced interns’ employment intentions. iii.Examine whether organizational socialization exhibited mediated the relationship between interns’ work values and employment intentions. A total of 300 questionnaires were distributed, and all the questionnaires were returned. A total of 288 valid samples were collected after 12 invalid questionnaires were eliminated. Thus, the valid return rate was 96%. Questionnaire data were analyzed through the use of SPSS statistical software, and hypotheses were evaluated through the standard deviation of the mean, Cronbach’s α, descriptive statistics, correlation analysis, and regression analysis. The research results revealed that work values and organizational socialization both positively and significantly affected interns’ employment intentions. Moreover, organizational socialization mediated the relationship between work values and employment intentions. Several suggestions for management may be offered according to the research results. During the process of career-value socialization, the essential factor for students was obtaining a sense of achievement that aligned with their core values. Students who received sufficient encouragement and affirmation during their internships attained senses of achievement and satisfaction. These students were effectively socialized and exhibited enhanced intentions to remain in the leisure industry. Enterprises that offered lucrative conditions and welfare to interns attracted and improved the career-value socialization of students who were under external pressures. These measures enabled students to anticipate future employment, and they were more likely to return to the organizations after graduation.
8
Malenová, Radka. „Osoba se zrakovým postižením na trhu práce a její socializace“. Master's thesis, 2016. http://www.nusl.cz/ntk/nusl-343206.
Der volle Inhalt der QuelleAnnotation:
The thesis focuses on the issue of person with visual impairment in the labor market and role of employment in the process of socialization of person with visual impairment. The thesis is divided into free chapters. The first chapter is devoted to characteristics of socialization, a description of development in adolescence and adulthood and socialization of visually impaired persons. The second chapter is devoted to education and employment persons with visual disabilities. The third charter comprises research part. The reseacrh part of the thesis contains description of the qualitative approach , brief characteristics of respondents and using analysis of interviews detect problem areas in employment of persons with visual disabilities. The thesis aims to map the difficulties, which the person with visual disabilities may encounter as a job applicant and describe the difficulties, which his or her may encounter in employment. It is also examinated, what is the role of employment in social life of person with visual impairment. Diffucult areas in the employment of persons with visual disabilities according to respondents are lack of information about the possibilities of employing visually impaired persons, in some cases, play a role prejudices of employers and their unwillingness to adapt the work...
9
Wang, Lurong. „Immigration, Literacy, and Mobility: A Critical Ethnographic Study of Well-educated Chinese Immigrants’ Trajectories in Canada“. Thesis, 2011. http://hdl.handle.net/1807/27608.
Der volle Inhalt der QuelleAnnotation:
This dissertation interrogates the deficit assumptions about English proficiency of skilled immigrants who were recruited by Canadian governments between the late 1990s and early 2000s. Through the lens of literacy as social practice, the eighteen-month ethnographic qualitative research explores the sequential experiences of settlement and economic integration of seven well-educated Chinese immigrant professionals. The analytical framework is built on sociocultural approaches to literacy and learning, as well as the theories of discourses and language reproduction. Using multiple data sources (observations, conversational interviews, journal and diary entries, photographs, documents, and artifacts collected in everyday lives), I document many different ways that well-educated Chinese immigrants take advantage of their language and literacy skills in English across several social domains of home, school, job market, and workplace.
Examining the trans-contextual patterning of the participants’ language and literacy activities reveals that immigrant professionals use literacy as assistance in seeking, negotiating, and taking hold of resources and opportunities within certain social settings. However, my data show that their language and literacy engagements might not always generate positive consequences for social networks, job opportunities, and upward economic mobility. Close analyses of processes and outcomes of the participants’ engagements across these discursive discourses make it very clear that the monolithic assumptions of the dominant language shape and reinforce structural barriers by constraining their social participation, decision making, and learning practice, and thereby make literacy’s consequences unpredictable. The deficit model of language proficiency serves the grounds for linguistic stereotypes and economic marginalization, which produces profoundly consequential effects on immigrants’ pathways as they strive for having access to resources and opportunities in the new society.
My analyses illuminate the ways that language and literacy create the complex web of discursive spaces wherein institutional agendas and personal desires are intertwined and collide in complex ways that constitute conditions and processes of social and economic mobility of immigrant populations. Based on these analyses, I argue that immigrants’ successful integration into a host country is not about the mastery of the technical skills in the dominant language. Rather, it is largely about the recognition and acceptance of the value of their language use and literacy practice as they attempt to partake in the globalized new economy.
Bücher zum Thema "Employment recruiter’s and socialization"
1
K, Leduc Sylva, Hrsg. Women's work: Choice, chance, or socialization? Calgary, Alta: Detselig Enterprises, 1992.
Den vollen Inhalt der Quelle finden
2
Corcoran, Mary E. Sex-role socialization and occupational segregation: An exploratory investigation. [Madison]: University of Wisconsin-Madison, 1985.
Den vollen Inhalt der Quelle finden
3
Diezinger, Angelika. Frauen, Arbeit und Individualisierung: Chancen und Risiken : eine empirische Untersuchung anhand von Fallgeschichten. Opladen: Leske + Budrich, 1991.
Den vollen Inhalt der Quelle finden
4
Smith, Nancy Johnson. Women's work: Choice, chance or socialization? : insights from psychologists and other researchers. Calgary: Detselig Enterprises, 1992.
Den vollen Inhalt der Quelle finden
5
Guzmán, Virginia. Construyendo diferencias. Lima, Perú: Flora Tristán, 1992.
Den vollen Inhalt der Quelle finden
6
Held, Josef. Gespaltene Jugend: Politische Orientierungen jugendlicher ArbeitnehmerInnen. Opladen: Leske + Budrich, 1996.
Den vollen Inhalt der Quelle finden
7
Organizational entry: Recruitment, selection, orientation, and socialization of newcomers. 2. Aufl. Reading, Mass: Addison-Wesley Pub. Co., 1992.
Den vollen Inhalt der Quelle finden
8
Major, Debra A. The socialization and assimilation of college graduates: How new hires learn the ropes : final report. East Lansing, Mich: Collegiate Employment Research Institute, Career Planning and Placement Services, Michigan State University, 1988.
Den vollen Inhalt der Quelle finden
9
Auswirkungen der Arbeitsbedingungen auf die familiale Erziehungssituation: Eine empirische Untersuchung zur schichtspezifischen Sozialisation auf der Basis differentieller Schichtmodelle. Frankfurt am Main: P. Lang, 1986.
Den vollen Inhalt der Quelle finden
10
Rosen, Bernard Carl. Women, work, and achievement: The endless revolution. New York: St. Martin's Press, 1989.
Den vollen Inhalt der Quelle findenBuchteile zum Thema "Employment recruiter’s and socialization"
1
Kapadia, Shagufa. „Socialization and Parenting“. In Psychology: Volume 2, 53–124. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780199498857.003.0002.
Der volle Inhalt der QuelleAnnotation:
This chapter offers a theoretical and empirical perspective on socialization and parenting in the Indian cultural context. It critically examines the role of gender role expectations, micro ecology of family, and maternal employment in child development. The mediating effects of availability of resources, inconsistency in experiences of care, and availability of other nurturing caregivers and participation of fathers are also examined. It is observed that the parent–adolescent relationship is becoming more democratic, with parents participating actively in adolescents’ lives. Overall, research on socialization reflects positive trends such as the steady growth of culturally sensitive perspectives and attempts to engage with social change influences. However, the focus on middle-class contexts has precluded understanding of cultural diversity. It is concluded that further studies on the interplay of tradition and modernity, shifting power balance in parent–child relationship, and parenting across life span are warranted.
2
„Flexible Employment, Flexible Families, And The Socialization Of Reproduction“. In Imploding Populations in Japan and Germany, 63–95. BRILL, 2011. http://dx.doi.org/10.1163/ej.9789004187788.i-545.32.
Der volle Inhalt der Quelle
3
Flood, Julee T., und Terry L. Leap. „Collegiality“. In Managing Risk in High-Stakes Faculty Employment Decisions, 133–54. Cornell University Press, 2018. http://dx.doi.org/10.7591/cornell/9781501728952.003.0006.
Der volle Inhalt der QuelleAnnotation:
Collegiality is an elusive and poorly-defined concept—one that is hard to articulate but "We know it when we see it." This chapter examines cases in which the ideal of collegiality is at issue. But because of its vagueness, no one is exactly sure where collegiality fits in to hiring, promotion, and tenure decisions. The notion of collegiality is examined from the perspective of the literature on organizational citizenship behavior (commonly known as OCB). Included in the discussion are the similarities and differences between collegiality and civility. The chapter also examines the socialization process in academia and the possible dampening effect of collegiality on academic freedom.
4
Bernardes, Oscar, Vanessa Amorim und Berto Usman. „The Good, the Bad, and the Ugly“. In Management and Marketing for Improved Competitiveness and Performance in the Healthcare Sector, 115–39. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-7263-4.ch006.
Der volle Inhalt der QuelleAnnotation:
The good policymakers are creating marketing stimulus to social economy, restaurant and hotel discounts, employment maintenance aids, cultural events, etc., disseminating hope. The bad policymakers want the opposite and restrict family's circumstances and socialization. And finally, COVID-19 is blamed for all inefficiencies in the public health system, even those before the epidemic. This chapter explores why COVID-19 is innocent and not entirely responsible for health inefficiencies. The authors explore the main health concerns, analyzing earlier articles with recent documents before and during COVID-19.
Konferenzberichte zum Thema "Employment recruiter’s and socialization"
1
Liang, Xiaowei, und Xia Sun. „On the Relationship between Organizational Socialization Tactics and Fresh Graduated New Comers' Employment Quality“. In 2017 3rd Conference on Education and Teaching in Colleges and Universities (CETCU 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/cetcu-17.2017.47.
Der volle Inhalt der Quelle