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1
Rahtz, Anna M. „Reverse Commute Bus Service to Entry-Level Employment: A Spatial Mismatch Study of Cincinnati“. University of Cincinnati / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1243127690.
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Thompson, Sheila R. „The five most important entry-level employability skills that employeers of the Chippewa Valley seek in entry-level job applicants“. Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001thompsons.pdf.
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3
Davidson, Denise L. „National job satisfaction of entry- and mid-level student affairs professionals“. Bowling Green, Ohio : Bowling Green State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1244571494.
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Davidson, Denise L. „National Job Satisfaction of Enty- and Mid-level Student Affairs Professionals“. Bowling Green State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1244571494.
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5
Shinn, Larry L. „The expected entry-level job competencies and attitudes of high school graduates as reported by employers“. Virtual Press, 1987. http://liblink.bsu.edu/uhtbin/catkey/495288.
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Employers have criticized the secondary education program stating graduates are not meeting expected entry-level job competencies and attitudes. Recent surveys of employers indicated wide dissatisfaction with the educational quality of high school graduates and confirmed much of the general criticism which has been made of American education.The purpose of this study was to obtain data to answer the following research questions:1. What are the entry-level job competencies and attitudes needed by high school graduates?2. What effect does the number of employees have the entry-level job competencies and attitudes required?3. What effect does the type of business have on the entry-level job competencies and attitudes required?Data were collected from 679 employers by the use of a mailed questionnaire.Major Findings In response to all three research questions, employers indicated an entry-level employee did not need understand basic economic/free enterprise concepts to be successful in an entry-level position. According to the responses to Research Questions No. 1 and 3, employers rejected the need for an entry-level employee to have the ability to speak critically and constructively in the exchange of ideas and to know the terminology of the business/industry. Employers rejected other questionnaire items but at a lower frequency rate than noted above.Conclusions1. A list of competencies and attitudes was established as being needed by an entry-level employee.2. The number of employees and type of business/industry did have an effect on the competencies and attitudes needed by an entry-level employee.
6
Getka, Kristen. „Amenities Provided as Predictors of Job Satisfaction Among Entry-Level, Live-on/Live-in Housing and Residence Life Professionals“. Doctoral diss., University of Central Florida, 2012. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5221.
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Job satisfaction of entry-level student affairs professionals has been an issue of interest to researchers and practitioners alike since at least the 1980s. A high turnover of housing and residence life live-on and live-in (LO/LI) professionals has led to a curiosity for the reason. Investigation into job satisfaction of these professionals is an ideal way to determine ways to help retain LO/LI professionals and enhance their overall job satisfaction. In this study, the personal demographics, institutional demographics, and amenities provided to entry-level housing and residence life professionals holding LO/LI positions, and what impact, if any, they had on job satisfaction were examined. Job satisfaction was measured by two separate means, both based on the theoretical framework, the Job Characteristics Model. A web-based survey was distributed to approximately 9,000 members of the Association of College and University Housing Officers-International, asking for all LO/LI professionals to complete the survey. Personal demographics slightly affected job satisfaction, and institutional demographics were not related to job satisfaction. Amenities were the strongest predictors of job satisfaction among the three areas examined. Specific amenities such as meal plans, reserved parking, and flexible work hours had a more significant impact on job satisfaction than others.Ed.D.
Doctorate
Educational and Human Sciences
Education and Human Performance
Educational Leadership
7
Minnaar, Heinrich Adrean. „Transformational leadership, job autonomy and role-breadth self-efficacy : their influence on proactive behaviour in entry-level graduate roles“. Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/20087.
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This study investigated the model on the antecedents of proactive behaviour as identified by Den Hartog and Belschak (2012) within the context of entry-level graduate roles (n = 76). A survey was devised which included the use of a five-point Likert-type scale. It was then administered to graduates in entry-level roles in various industries in South Africa to measure the different variables stipulated by the model. When data was analysed, the results revealed that transformational leadership (inspirational), task-related role-breadth self-efficacy (RBSE), and people-related RBSE correlated significantly and positively with proactive behaviour. Transformational leadership (performance) and job autonomy obtained non-significant correlations with proactive behaviour. The results also revealed that job autonomy, task-related RBSE and people-related RBSE did not moderate the relationship between transformational leadership (inspirational or performance) and proactive behaviour. This meant that the display of transformational leadership did not lead to a significant increase in proactive behaviour in low autonomy, low RBSE situations or in high autonomy, high RBSE situations as hypothesised. The unique characteristics of entry-level graduate roles are highlighted by the study - the significance of this model on proactive behaviour in a general employee context potentially may not be relevant to a graduate context. The findings contribute towards research evidence on the development of proactive behaviour in entry-level graduate roles.
8
Hay, Charmain Hester. „Factors that determine the acceptance of a job offer by the entry–level information technology graduate from the North West Province / Charmain Hay“. Thesis, North-West University, 2010. http://hdl.handle.net/10394/4477.
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The unemployment rate has become a major concern for policy makers in South Africa and
therefore the National Plan for Higher Education states that higher education training providers
should produce more graduates to address this problem. This resulted in a labour force that has
grown rapidly and has become younger and more educated. It would therefore be expected that
graduates with a post–matric tertiary qualification would be in high demand, resulting in a low
graduate unemployment rate.
The reality is that the unemployment rate among graduates has increased. This is not only a
concern for the policymakers of South Africa but also for a private higher education training
provider situated in the North West Province, specialising in information technology (IT)
qualifications (and whose students and alumni participated in this study as part of the study
population).
The majority of the IT jobs available to their students are in the Gauteng province which means
their graduates often need to relocate. As for all other entry level graduates they also have to
make choices – when to decline or accept a job offer.
This study determines what the expectations of these entry level IT graduates are and the factors
that might influence their decision to accept or decline a job offer. For the training provider it is
important to know what the challenges are that their graduates encounter. The factors
contributing to unemployment among these IT graduates were also investigated.Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.
9
Pillow, Stephanie M. „A Comparison of Job Responsibility and Activities between Registered Dietitians with a Bachelor's Degree and Those with a Master's Degree“. FIU Digital Commons, 2010. http://digitalcommons.fiu.edu/etd/295.
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Minimal educational requirements for Registered Dietitians (RDs) include a bachelor’s degree and practice program. Recently, a master’s degree was recommended. Studies have not established whether education affects employment. A secondary analysis of 2005 Dietetics Practice Audit data determined whether job responsibility, individuals supervised, and activities differed between 1,626 bachelor’s RDs (B-RDs) and 767 master’s (M-RDs) RDs, registered ≤5 years. Chi-square and ANOVA analyzed differences between B-RDs and M-RDs, at entry-level (0-3 years experience) and beyond-entry-level (3+-5 years experience). Beyond-entry-level B-RDs (31.8%) and entry-level M-RDs (31.9%) reported “supervisor/executive” responsibility more than entry-level B-RDs (26.5%; p=0.01). A higher percentage of M-RDs supervised (29.2%) than B-RDs (24.7%; p=0.02); however, B-RDs supervised more individuals (7.38 ± 4.89) than M-RDs (6.25 ± 4.87; t=2.32; p=0.021). A master’s degree has limited benefits; experience may affect responsibility, individuals supervised, and activities more than education.
10
Asadullah, Muhammad Ali. „Comparative perspective of training evaluation practices : a study of ‘Entry Level Professional Training’ of call center agents inside Pakistan“. Thesis, Aix-Marseille, 2012. http://www.theses.fr/2012AIXM1064.
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Le taux élevé de rotation et recrutement, la complexité du travail et le manque de formation professionelles a augmenté la demande de la formation d'intégration professionnelle pour Représentatives des Services Clients (RSC). La question est: ‘comment est-ce-que les professionnels des centres d'appels déterminent la valeur de la formation d'intégration professionnelle des RSC. Les centres d'appels peuvent être divisés en deux groupes «In-House» et «Subcontractor» à propos la propriété. L'objectif de cette étude est d'étudier la différence dans l'évaluation de la formation d'intégration professionnelle des RSC entre ces deux groupes. «Le modèle de Kirkpatrick» de l'évaluation de formation a été utilisé avec le 5ème niveau de rentabilité de l'investissement. Ensuite, nous avons identifier les groupes de parties prenantes les plus importantes qui peuvent bénéficier d'information de l'évaluation concernant à chaque niveau de «TKM». Les données qualitatives ont été recueillies par 15 entretiens avec des groupes des professionnels de 13 centres d'appels aux Pakistan. Les données quantitatives ont été recueillies des 203 professionnels des 90 centres d'appels du Lahore, Karachi et Islamabad. Sauf pour «Réaction», il n'y avait aucune différence dans les pratiques d'évaluation des centres d'appels ‘In-House' et ‘Subcontractors.' En outre, «taille» de centre d'appels et la «durée» de la formation d'intégration professionnelle a eu un effet significatif sur la différence dans les pratiques d'évaluation. En plus, les données d'évaluation est important pour tous les groupes d'intervenants internesHigher turnover, increased recruitment, job complexity and lack of vocational training for call center agents has increased the demand of entry level professional training of call center agents. The question is that how call center professionals determine the value of entry level professional training of call center agents. Call centers can be divided in two groups ‘In-House' and ‘Subcontractor' with respect to the ownership. The objective of this study is to investigate the difference in evaluation of entry level professional training of call center agents among these two groups of call centers. ‘The Kirkpatrick Model' of training evaluation was used to study these differences with addition of 5th level return on investment. Further, we identified stakeholder groups inside call centers. Then we attempted to identify the most important stakeholder groups who may benefit from evaluation information obtained at each level of ‘TKM' model. Data was collected from call centers inside Pakistan by using a mixed methods approach for data collection. Qualitative data was collected through 15 group interviews which were conducted with professionals of 13 call centers inside Pakistan. Quantitative data was collected from almost 203 call center professionals of 90 call centers from three cities Lahore, Karachi and Islamabad. We found that except for first level ‘Reaction' there was no difference in evaluation practices of in-house and subcontractor call centers. Moreover, ‘size' of call center and ‘duration' of entry level professional training had a significant effect on the difference in evaluation practices
11
Elias, William, Daniel Johansson und de Voort Oscar van. „Brace yourself, Gen Z is coming! : A qualitative study about Swedish Generation Z’s leadership preferences in entry-level jobs“. Thesis, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-52905.
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Background: In recent years, a new generation has rapidly entered the workforce and when this happens it is assumed that some level of disruption will come along. Since Generation Z have only been in the workforce for short amount of time, there is a lack of crucial research regarding their perceived experiences. Because different generations are assumed to have different values, a prominent challenge for organizations is how to correctly lead them. In other words, leadership preferences may differ when a new generation comes into play. Problem: As of today, there is a substantial knowledge gap regarding Generation Z preferred leadership styles among entry-level jobs. This knowledge gap can cause devastating effects for future organizations. Generation Z is a force to be reckoned with and shall soon become a prevailing member of the labor market in the near future. Purpose: The purpose of this study was to analyze the Swedish Generation Z preferred leadership styles, based on lived experiences in an entry-level job and to what extent they prefer transformational, transactional or laissez-faire leadership. The findings are expected to contribute to existing and new theoretical insights regarding Gen Z leadership preferences. Method: The research was conducted through seven qualitative semi-structured, open-ended interviews, which were analyzed using interpretive phenomenological analysis (IPA). Results: The findings described Generation Z ideal leader based on their thoughts and lived experiences. Gen Z prefers a leader that displays individual consideration, inspires followers and acts as a role model. These characteristics traits bare close resemblance of a transformational leader compared to transactional or laissez-fair leader. Acknowledging these results could contribute to a competitive advantage for organizations during their recruitment and development phase of Gen Z employees.
12
Ling, Li-Zhen, und 梁麗珍. „A Study on Job Strain for Entry Level Nurses“. Thesis, 2009. http://ndltd.ncl.edu.tw/handle/60406520439922896946.
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碩士長榮大學
職業安全與衛生研究所(在職專班)
97
Abstract Hormones will be released by bodies when we are under stress. The three stress hormones released by adrenal gland are Epinephrine,DHEA,and Cortisol. The amount of Cortisol released increases under stress . IgA is secreted is dependent on the psychological status. That it is proportional to the stress index and is positively associated with the concentration of Norepinephrine while the activity of Alpha-amylase is increasing, Cortisol, IgA, and Alpha-amylase are measurable biomarkers and can be as an instrument of stress measuring. The purposes of this study were to measure biomarkers and assess the relationship of worker’s pressure in entry level nurses based on questionnaire survey and measurement of biomarkers survey and measurement of biomarkers . The results of this study show that the mean score of work load is above three, which might be the major source of the stress.And there are no differences among other subscores. There are a significantly positive association between concentration of Alpha-amylase and the stress scale and a significantly negative association between concentration of IgA and the scale. However, there is no significant association between concentration of Cortisol and the subscales. The application of assessing physiological indicators of self- evaluation and measured pressure on the scale of the work of the results, we can compare nursing staffs in a state of stress, physiological changes in the scale and the pressure associated with the outcome.
13
YANG, WEN-ZONG, und 楊文宗. „Discussion on Job Satisfaction of Entry Level Policewomen in Taoyuan Municipality“. Thesis, 2017. http://ndltd.ncl.edu.tw/handle/277v4y.
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碩士開南大學
人文社會學院公共管理碩士在職專班
106
Discussion on Job Satisfaction of Entry Level Policewomen in Taoyuan Municipality Abstract The proption of policewomen at entry level increase gradually under the mainstream of gender equality. More and more policewomen devote themselves in the front line of police work immediately after graduation and they have done a great job. The purpuse of this thesis aims to evalute job satisfaction of policewomen at entry level. Various variables, such as marriage statue, family background, working area, assessment, legal duty, promotion possibility etc., are been conducted through questionary and face-to-face interview to policewomen and policemen in different levels. Five findings can be drawn as follow: 1.The shortage of police force is the main reason for overwork. 2.The unstable working shift influcnecs daily life. 3.The tension within interpersonal relationship causes mental and physical pressure. 4.The unequality between gender remain an issue in present day. 5.The consideration over family is the reason to work permanently or not. Based on the conclusions of the study, this study proposes that the police units should give suggestions on the follow-up study of female grass-roots police officers in order to help improve police policies and management practices in the future and to serve as a reference for subsequent police-related job satisfaction studies. Kewwords: police gender policy, police duty, policewomen, police deployment, job performance
14
„The Gendering of Criminal Stigma: An Experiment Testing the Effects of Race/Ethnicity and Incarceration on Women's Entry-Level Job Prospects“. Doctoral diss., 2014. http://hdl.handle.net/2286/R.I.24912.
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abstract: Over the past 40 years, the rate at which women are incarcerated has increased dramatically. Of the 111,000-plus female inmates currently in prison, most will be returned to the community and reenter the labor market. Despite its significance in prisoner reentry and in how ex-offenders remain crime-free, previous research finds that employers are unwilling to hire employees with a criminal record. Moreover, Pager (2003) and Pager, Western, and Bonikowski (2009) found that White job applicants with a prison record were more likely to be interviewed or hired than Black or Hispanic applicants without a record. These troubling findings regarding the effect of race/ethnicity, however, are from research that focuses on men's employment. Given the already low job prospects of ex-prisoners makes it more difficult for women with a prison record to find employment, who also face labor market barriers on account of their race/ethnicity and gender. This dissertation research uses two audit methods with an experimental design to examine the independent and interaction effects of race/ethnicity and incarceration on the likelihood women job applicants will advance through the hiring process. Job applications were submitted online and in-person. The effect of race/ethnicity varied by the method used to apply for jobs. When applying for jobs online, Black women had lower odds of employment than White women. Hispanic women, however, had higher odds of employment than White women when food service jobs were applied for in-person. The effect of a prison record was significant in both experiments; the effect was direct online, but conditioned by ethnicity in-person. Hispanic women with a prison record were less likely than White women with a prison record to advance through the hiring process. The results point to the importance of understanding how women are disadvantaged by incarceration and how mass incarceration contributes to racial/ethnic inequality through its effect in the labor market. Several recommendations follow for future research and policies concerning prisoner reentry and the use of criminal record information by employers.Dissertation/Thesis
Ph.D. Criminology and Criminal Justice 2014
15
Chung, Min-Yu, und 鐘閔鈺. „A Study of the Relationship between Core Self Evaluation, Job Satisfaction and Burnout in International Tourist Hotels Entry Level Employees in Taiwan“. Thesis, 2012. http://ndltd.ncl.edu.tw/handle/63996374882162309315.
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碩士國立高雄餐旅大學
餐旅管理研究所
101
With the service industry economy rising in importance globally, hospitality will play an important role for Taiwan’s rapid economic development. In order to meet this demand, Taiwan will need more human resources in hotels in the future. According to recent research, even as their economic environment changes, employees have begun to seek more value from their jobs than they did in the past. Effective human resources management should not only be based on physical indicators, but also on the staff’s inner thoughts and feelings. In this way, job satisfaction could be improved effectively, reducing burnout and turnover. The purpose of this study is to investigate the relationship among core self evaluation, job satisfaction, and burnout. The questionnaire used in this study is adapted from the “core self evaluation scale” by Judge, Bono, Erez, & Locke (2005), Cheng (2005), Gao (2006), and the “job satisfaction scale” by Kwan (2009), and the “burnout scale” by Maslach & Leiter (1997), Chen (2005). The data was collected from full-time entry level employees in 29 international tourist hotels among Taipei, Taichung, and Kaohsiung based on quota sampling. 797 questionnaires were distributed and 540 selected. The valid rate of response was 67.75%. Descriptive statistics, Pearson correlation analysis, factor analysis, regression, hierarchical regression, t-test, and ANOVA etc. were used in this study. The study indicated that, (1) core self evaluation has a significant positive impact on overall job satisfaction (2) job satisfaction has a significant impact on overall burnout (3) over job satisfaction has a partly intermediary effect between core self evaluation and burnout (4) gender, age, level of education, seniority, and salary per month of entryee level employees have a significant impact on core self evaluation (5) gender, age, level of education, seniority, and salary per month of entry level employees have a significant impact on burnout.
16
Wu, Yi-Te, und 吳易德. „A STUDY OF CORRELATION BETWEEN MANAGEMENT LEADERSHIP STYLE, JOB SATISFACTION AND EMPLOYEE RESIGNATION – TAKE ENTRY LEVEL OPERATIONS EMPLOYEE IN HIGH-TECH INDUSTRY AS EXAMPLE“. Thesis, 2016. http://ndltd.ncl.edu.tw/handle/24wg78.
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碩士元智大學
管理碩士在職專班
104
The high employee turnover rate has been a concern for company. Especially for manufacturing industry, given high portion of employee are directly working for operations. Usually entry level employee are associate with relatively high turnover rate. It may not be an issue looking for replacement, though, the needed operational training for new comers affects production efficiency negatively. It takes time and only the well trained technics can drive better production efficiency for the company. Looking into high-tech manufacturing industry, the wages and pays for entry level employee are similar, then, management style matters. The study aims at seeking which of management style and leadership style would retain entry level employee and drive the willingness of employee to work together in order to achieve operational and business target.
17
Dayanand, Rajan. „The teaching of vocational subjects in secondary schools for Indians : a historical-educational survey and evaluation“. Diss., 1996. http://hdl.handle.net/10500/17945.
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This study provides a historical-educational
evaluation of the teaching of vocational subjects
at the Indian secondary school. The Indian
secondary school curriculum is examined and
evaluated and recommendations are made based on
these findings for the
vocational
Africa.
education
future development of
in contemporary South
The study is structured in the following manner:
* Chapter One
Examines the concept of vocational education.
* Chapter Two
Traces the development of Indian education
since 1860.
* Chapter Three
Retrospective look at the development of
vocational education in the Indian education
system.
* Chapter Four
Provides an exposition of the vocational
education curriculum at the Indian secondary
school.
* Chapter Five
Evaluates the vocational education curriculum.
* Chapter Six
Recommendations for the future of vocational
education in South Africa.Educational Studies
M. Ed. (History of Education)