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Thematische Bibliographien / Job hunting / Dissertationen

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Dissertationen zum Thema „Job hunting“

Autor: Grafiati

Veröffentlicht am 4. Juni 2021

Zuletzt aktualisiert am 29. Juli 2024

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1

Anderson, Joanna M. „Job Hunting: One Experience“. Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/383.

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Excerpt: National Public Radio’s All Things Considered recently featured a piece by Annie Baxter called “Fear Is The Biggest Hurdle For Some Job Seekers” (February 16, 2012). This feature presented a hurdle that most people probably do not realize exists; namely, that for many long-term job-seekers, the fear of going back to work is quite real and intimidating.

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Bakker, Shawn Michael. „Barriers to employment“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/mq22701.pdf.

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3

Gee, Diane. „Stress, appraisal and coping in job search /“. free to MU campus, to others for purchase, 2004. http://wwwlib.umi.com/cr/mo/fullcit?p1426059.

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4

Fung, Kam-lam. „Getting a job in Shenzhen : personal strategies and institutional reforms /“. Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18783168.

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5

Funk, Julie. „A study of employer services provided at one stop job centers in Wisconsin“. Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005funkj.pdf.

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6

Shen, Jing. „How do networks matter in the labor market? : rethinking the effects of using contacts in job searches /“. View abstract or full-text, 2006. http://library.ust.hk/cgi/db/thesis.pl?SOSC%202006%20SHEN.

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7

Huang, Xianbi. „The role of social networks in employment processes in urban China“. online access from Digital Dissertation Consortium access full-text, 2006. http://libweb.cityu.edu.hk/cgi-bin/er/db/ddcdiss.pl?3227501.

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8

Kantrowitz, Tracy M. „A meta-analytic review of personality-motivational antecedents of job search behavior and employment outcomes“. Thesis, Georgia Institute of Technology, 2000. http://hdl.handle.net/1853/29215.

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9

Courelas, Micaela Sofia Faria. „Social networks : advantages and disadvantages of its use in job hunting“. Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7502.

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Mestrado em Gestão de Sistemas de Informação
Portugueses altamente qualificados estão a emigrar em busca de melhores condições de trabalho na área dos seus estudos, pois não conseguem encontrar empregos bem remunerados desempenhando as funções para as quais estudaram durante tantos anos. Os desempregados que permanecem em Portugal tentam encontrar trabalho de muitas maneiras. Alguns contentam-se com um emprego abaixo do seu potencial, outros procuram oportunidades na internet usando as redes sociais (/profissionais). Sites como o Facebook e o LinkedIn são ferramentas digitais, muitas vezes utilizadas como Virtual Markets, cheias de oportunidades para os desempregados e com bases de dados que ajudam os recrutadores na busca de candidatos. Este estudo irá fazer uma comparação entre as perspectivas dos recrutadores e dos candidatos relativamente à procura de emprego através das redes sociais; especificamente as oportunidades que o Facebook e o LinkedIn podem dar aos candidatos a emprego e a forma como os recrutadores podem expor essas oportunidades. Os resultados obtidos mostraram que o Facebook é a fonte de divulgação mais utilizada pelos candidatos, enquanto que os recrutadores tendem a usar mais o LinkedIn. Em termos do que é colocado online os dois grupos estão em sintonia, ambos concordam que a informação curricular é a chave para um perfil de sucesso. Os recrutadores sentem que há muita informação on-line, o que torna mais difícil encontrar o perfil procurado. A característica negativa mais apontada pelos candidatos é a afluência de informações enganosas on-line. Ambos veêm a falta de privacidade como uma grande desvantagem e networking como o maior beneficio.
Portugal is going through an unprecedented unemployment crisis. Highly trained personnel are emigrating in search for better work conditions in their studies area since they cannot find well-remunerated jobs for the functions they studied for so many years. Job seekers that stay in Portugal try to find work in many ways. Some settle for a job beneath their potential, others search through the web using social (/professional) networks. Sites like Facebook and LinkedIn are digital tools, being many times used as virtual Markets, full of opportunities for the unemployed and also with large information databases that help recruiters in the search for candidates. This study will make a comparison between recruiters and candidates perspectives on job-hunting through social networks: specifically how Facebook and LinkedIn might give job seekers opportunities and how recruiters expose these opportunities. Obtained results showed that Facebook is wider spread trough candidates preferences, while recruiters tend to use more LinkedIn. In terms of what is posted they are tuned, both agreeing that curricular information is the key for a successful profile. Recruiters feel that there is too much information online, which makes talent hunting harder. Candidates consider that misleading information online is a very negative feature of social media. Both of them see lack of privacy as a big disadvantage and networking as the best advantage.

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Eaves, Tresia D. „Information Seeking Behaviors of Transitioning Veterans When Job Hunting in North Texas“. Thesis, University of North Texas, 2020. https://digital.library.unt.edu/ark:/67531/metadc1752386/.

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This study explored a part of our population that can be misunderstood, marginalized, and underserved: veterans who are seeking to transition from the military to employment in North Texas. At the time of this research (before the COVID-19 pandemic), overall unemployment in North Texas was only 3.9%.Veteran unemployment was calculated at approximately the same before considering the underemployed veterans or those who have given up finding employment (and before the COVID-19 global pandemic), and that calculation likely exceeds 16-18% according to the Texas Workforce Commission. By understanding the information-seeking behaviors of the veteran population targeting North Texas for future employment, their ability to find useful information for successful relocation, attainment of employment, and the resources that enables their sense-making processes, the services provided to veterans seeking employment can be improved. Further understanding can be gained by using a qualitative approach that references Dervin's sense making model (SMM) as the framework. The revelations and conclusions can be used to improve existing programs, inspire new programs, and provide answers that are useful to the Veteran's Administration (VA), other veteran-focused organizations, policymakers, non-profits who serve veterans, veterans themselves, and future employers who enable successful transitions by providing satisfying and inclusive employment opportunities for veterans.

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Dryden, Tracy L. „Analysis of the job search competencies for business education students at Western Wisconsin Technical College“. Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005drydent.pdf.

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12

Sumell, Albert J. „The role of amenities in the location decisions of Ph. D. recipients in science and engineering“. unrestricted, 2005. http://etd.gsu.edu/theses/available/etd-12142005-143519/.

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Thesis (Ph. D.)--Georgia State University, 2005.
Title from title screen. Laura O. Taylor, committee chair; Paula E. Stephan, Paul M. Jakus, Erdal Tekin, committee members. Electronic text (170 p.) : digital, PDF file. Description based on contents viewed May 24, 2007. Includes bibliographical references (p. 162-169).

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Igoe, Jennifer M. „Social networking sites as employment tools“. Fairfax, VA : George Mason University, 2008. http://hdl.handle.net/1920/3147.

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Thesis (M.A.)--George Mason University, 2008.
Vita: p. 41. Thesis director: Eric G. Anderson. Submitted in partial fulfillment of the requirements for the degree of Master of Arts in English. Title from PDF t.p. (viewed July 8, 2008). Includes bibliographical references (p. 39-40). Also issued in print.

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Bakhtiarnejad, Esfandiar. „Gender-caused effects in automated information technology labor market: how the internet is being used to search for employment?“ Diss., Georgia Institute of Technology, 2012. http://hdl.handle.net/1853/47713.

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15

Koh, Yee Sing. „Weaving the right guanxi : a study of the role of social networks in the job search process in Hong Kong /“. View Abstract or Full-Text, 2002. http://library.ust.hk/cgi/db/thesis.pl?SOSC%202002%20KOH.

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16

Ongart, Phanthong Haves Mike. „Thai overseas job seekers : a study of their exploitation and vulnerabilities before departure /“. Abstract, 2006. http://mulinet3.li.mahidol.ac.th/thesis/2549/cd394/4437307.pdf.

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17

Lin, Yi-Jiun. „Job search self-efficacy of east Asian international graduate students“. Diss., Columbia, Mo. : University of Missouri-Columbia, 2008. http://hdl.handle.net/10355/5584.

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Thesis (Ph. D.)--University of Missouri-Columbia, 2008.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on July 27, 2009) Includes bibliographical references.

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Rodgers, Carrie Anne. „Person-job fit and person-organization fit as components of job seeking“. CSUSB ScholarWorks, 2000. https://scholarworks.lib.csusb.edu/etd-project/1608.

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Job seekers have often made job choices based upon the degree to which they fit the tasks requirements of the job. This concept is referred to as person-job (P-J) fit. In addition, research has suggested that job seekers self-select organizations to work for based upon the perceived fit between themselves and the organization. This concept is referred to as person-organization (P-O) fit.

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Burton, Melissa Lynn. „The Effects of a Realistic Job Preview on an Applicant's Ability to Self-select into Organizations“. PDXScholar, 1995. https://pdxscholar.library.pdx.edu/open_access_etds/4893.

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In typical selection processes organizations gather information about an applicant. Rarely, however, do applicants collect equal information about the job or organization. This unequal exchange can inhibit an applicant's participation in the selection process. Studies have shown that realistic job previews (RJPs) positively influence applicants' job expectations, job satisfaction, turnover, selfselection, etc. Applicant self-selection can benefit both the organization and the applicant in terms of time, money, and energy required during the selection process and after organizational entry. The purpose of the present study was to explore the relationship between RJPs and self-selection. The study assessed the influence of a content valid RJP on applicants' job expectations. It also measured the degree of fit between applicants' ideal job ratings and the job in question. This measure of fit was then related to the applicant's propensity to self-select. Twenty six applicants for an emergency 911 position participated. Each participant completed a Job Profile Measure consisting of three scales. These scales included ratings of job tasks (based on a job analysis), job characteristics (the Job Diagnostic Survey by Hackman & Oldham, 1980), and organizational characteristics (the Organizational Culture Profile by O'Reilly, Chatman & Caldwell, 1991 ). Applicants completed the measure before and after viewing the RJP and as a measure of ideal job requirements. Dispatch job incumbents also completed the measure to provide actual job ratings. Results were limited by a small sample size, but several trends were found. T-tests showed that the RJP did not significantly alter applicants' job expectations. However, chi-square analyses indicated that applicant job task ratings were more consistent with incumbent ratings post RJP than pre RJP. MANOVA analyses indicated that applicant Job Profile ratings and incumbent ratings did not significantly converge after viewing the RJP. Self-selection ratings were also not significantly correlated with fit scores, but they were in the predicted direction. Applicant's with lower fit scores were more likely to self-select out of the hiring process. The trends in the data are encouraging, but more research is needed to be conclusive.

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Chan, Yin-ling, und 陳燕玲. „Development and validation of a measure of achievement-based rejectionsensitivity with a sample of job-seeking university students“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B45589914.

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21

Liu, Dian, und 刘電. „University graduates and the job search in urban China : an examination of the culture of personal advancement“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2014. http://hdl.handle.net/10722/207204.

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In China‘s expanded higher education, middle and upper middle class students continue to outpace those from less privileged backgrounds not only in job access but also occupational attainment. Literature depends mainly on social capital theory, attributing the advantages of middle class students in the graduate labour market to their higher status contacts and vaster social networks. Yet, literature has largely ignored the influence of growing market mechanisms in the graduate labour market, as well as the agency of individual job seekers. Inspired by cultural capital theory, this study is devoted to understanding the cultural processes that underlie individual advancement in a stratified society. Emphasizing the influences of cultural capital in the process and outcome of job searching, this study argues that the advantage of middle class students during job search is determined not only by the higher status contacts embedded in their family social network, but by the tight link between parental involvement, accepted institutional policies and practices, and ideal notions of personhood, i.e., a highly synthesized cultural advancement system. Between January and June, 2012, 60 fourth-year students from two universities in Wuhan were interviewed. Drawing upon these data, it is found that, firstly, the family cultivated certain qualities at the early stage before the student entered higher education. What‘s more, middle class parents always keep their children on the right track of the ‘standard middle class career path‘, and sometimes even act in a more assertive role to ‗correct‘ students‘ derailed inclinations. However, the parents of underprivileged students know little about campus life and the job searching experiences of their children. Secondly, the ―excellence‖ emphasized in school discourse aligns with middle class values. Middle class students are very familiar with the cultural codes and manners required to obtain this ―excellence.‖ Additionally, the evaluation criteria and award mechanisms prevailing on campus also favor the performance of middle class students. Their awards, usually in the form of certificates, prizes or titles, are directly interpreted into higher employability during their job search, contributing to greater opportunities of the middle class during their job search. And thirdly, shaped by their socialization both at home and school, middle class students manage to accumulate a whole set of class-based dispositions towards control and success while underprivileged students fail to do so. Guided by these dispositions, middle class students employ purposeful strategies and demeanours on campus in order to cater to the labour market‘s requirements. The findings suggest that social reproduction during job search is due to the mixed functioning of the cultural advancement system, taking into consideration the negotiation and interaction between the contextual features, i.e., the gradually implemented market mechanism, inadequate legal enforcement, and guanxi as a cultural psychology. This study suggests that the cultural advancement system could be extended through more scholarly thesis to explain how the middle class continue to pull ahead of lower classes, thus perpetuating class inequality in transitional China.
published_or_final_version
Education
Doctoral
Doctor of Philosophy

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Palmer, Julie Dougherty Thomas W. „The relationships of organizational web site information and job seeker characteristics with perceptions of and attraction to the organization“. Diss., Columbia, Mo. : University of Missouri--Columbia, 2008. http://hdl.handle.net/10355/6615.

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Title from PDF of title page (University of Missouri--Columbia, viewed on Feb 25, 2010). The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Dissertation advisor: Dr. Thomas Dougherty. Vita. Includes bibliographical references.

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馮錦霖 und Kam-lam Fung. „Getting a job in Shenzhen: personal strategies and institutional reforms“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B3121308X.

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24

Tang, Yong. „Going out of ivory : social networks and university graduates' job searches in Guangdong, China /“. View Abstract or Full-Text, 2002. http://library.ust.hk/cgi/db/thesis.pl?SOSC%202002%20TANG.

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Thesis (M. Phil.)--Hong Kong University of Science and Technology, 2002.
Includes bibliographical references (leaves 53-55). Also available in electronic version. Access restricted to campus users.

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Green-Ivey, Starla Lynn. „Workplace competencies (SCANS) of job applicants as reported by human resource personnel /“. free to MU campus, to others for purchase, 2002. http://wwwlib.umi.com/cr/mo/fullcit?p3055238.

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杉本, 英晴, und Hideharu SUGIMOTO. „大学生の就職活動プロセスにおけるエントリー活動に関する縦断的検討―時間的展望，就職イメージ，進路未決定，友人の就職活動状況に注目して―“. 名古屋大学大学院教育発達科学研究科, 2007. http://hdl.handle.net/2237/10334.

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Garcia, Kelly A. „Planning for the labor shortage a study of Rock County employers /“. Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005garciak.pdf.

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28

Rife, John Charles. „Job search discouragement in unemployed older workers : an investigation of the differences in personal, social, and psychological functioning between actively searching and discouraged unemployed older workers who wish to work /“. The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu1391696299.

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Hourigan, Yin. „Youth unemployment, psychological distress and job search motivation : an examination of the role of resilience /“. [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18462.pdf.

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Xiang, Jun. „How institutions affect workers' well-being an international study of differences in gender pay gap, rates of return to education, and workers' incomplete information on wages /“. Diss., Online access via UMI:, 2005.

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31

Maysent, Anne Miya. „Coping with Job Loss and Career Stress: Effectiveness of Stress Management Training with Outplaced Employees“. Thesis, University of North Texas, 1995. https://digital.library.unt.edu/ark:/67531/metadc278646/.

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A stress management intervention was developed and integrated into the services provided by one of the nation's largest outplacement consultants. The purpose of the intervention was to aid outplacement clients in the management and resolution of stress associated with job loss and career transition. Based on the results of this study, the intervention had the effect of helping treatment participants maintain their levels of effective coping when compared to nonparticipants. This study supports the hypothesis that stress management training can be helpful for unemployed individuals and may impact their emotional well-being as they go through the job search process.

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Lau, Pui Yan Flora. „Recruitment and promotion : the role of social ties in publishing“. Thesis, University of Oxford, 2011. http://ora.ox.ac.uk/objects/uuid:a4063169-258b-4fb2-953c-0208d9e5f6d2.

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This thesis is an in-depth study of the labour market in the UK publishing sector. The aim is to study the role of social ties in publishing in external recruitment and internal promotion. Conventional sociological studies on social ties and labour market outcomes either neglect the perspective of the recruiter and the referrer or fail to explore the mechanisms by which social ties bring about labour market outcomes. This thesis fills these gaps. I used qualitative research methods, i.e. semi-structured interviews and participant observation for this research. The semi-structured interviews were with 40 interviewees, who were working in different roles (e.g. editorial and design) and levels (e.g. senior and junior) in Oxford and London-based publishing houses. I also served as a committee member of a publishing association in Oxford for seven months. Participant observation serves to triangulate the information I obtained through semi-structured interviews. This thesis examines different aspects of the labour market process and mechanisms. Regarding recruitment methods, I found that whether recruiters use formal or informal (word of mouth) methods depend on the level of uncertainty of recruiting a wrong person and the cost of making such mistakes. The greater the uncertainty and the cost, the more likely recruiters are to use social ties. Social ties serve to provide information about the availability of suitable employees. With regard to selection processes, I found that professional skills are a must but not enough in themselves. Recruiters use informal method at the final stage of selection to ensure the recruits possess the relevant qualities. As for job-hunting methods, I found that most newcomers introduce themselves using formal methods to get into publishing but in fact informality is often embedded in formal methods. Interviewees at managerial level almost entirely got their job through informal channels. Social ties have different functions as people rise through the different levels: whereas first entrants use social ties to obtain information about job opportunities, senior level staff members and freelancers carry with them reputation of their fitness to fill a particular position. Finally, when it comes to internal promotion, employers in my sample promote staff from within the company who already possesses the relevant skills, so as to minimize training costs and get around the uncertainties in settling in new staff. From the employees’ point of view, so long as they perform well in the job and establish a cooperative link with their boss and team members, they would be able to be promoted.

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矢崎, 裕美子, 和志斎藤, 次郎高井, Yumiko YAZAKI, Kazushi SAITO und Jiro TAKAI. „就職に関する情報探索行動尺度の作成“. 名古屋大学大学院教育発達科学研究科, 2007. http://hdl.handle.net/2237/10339.

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Ali, Mohammed Irshad. „A job search skills curriculum for individuals with visual disabilities in Fiji“. CSUSB ScholarWorks, 1993. https://scholarworks.lib.csusb.edu/etd-project/796.

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Duff, Patrick Alexander. „Exploring job search and the causes of endogenous unemployment evidence from Duncan Village, South Africa“. Thesis, Rhodes University, 2006. http://hdl.handle.net/10962/d1002761.

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Despite high rates of unemployment in South Africa, there is little consensus about its origins and solutions to the problem. Job search (how and when people search for work) is one aspect of the unemployment problem. Job search is shown to be a complex process strongly linked to the endogenous structure of the labour market. The flaws in traditional methods (theoretical and measurement) highlight this. Using data from a tailor-made survey in Duncan Village (a peri-urban area in Buffalo City, South Africa) the research examines factors that influence the effectiveness of job search. The results show that mode of search (how people look for work) is used as a signal by employers. Degrees of success are stratified amongst searchers using either ‘word of mouth’, place-to-place or formal modes of search. The thesis provides a method-test to reveal a complex body of evidence that has yet to be fully explored by practitioners in this field.

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Wright, Sharon Elizabeth. „Confronting unemployment in a street-level bureaucracy : jobcentre staff and client perspectives“. Thesis, University of Stirling, 2003. http://hdl.handle.net/1893/259.

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This thesis presents an account of the roles played by social actors in the implementation of unemployment policy in the UK. Lipsky’s (1980) theory of street-level bureaucracy has been adopted, updated to the contemporary context of the managerial state (Clarke & Newman, 1997) and developed in the specific case of the Jobcentre. The analysis is based on data collected during an ethnographic investigation of one case study Jobcentre office in Central Scotland. The methods consisted of six months of direct observation, interviews with 48 members of Jobcentre staff, semi-structured interviews with 35 users and analysis of notified vacancies and guidance documents. The argument is that front-line workers re-create policy as they implement it. They do so in reaction to a series of influences, constraints and incentives. Users therefore receive a service that is a modified version of the official policy. Users do not necessarily accept the policy that they are subjected to. They do not identify with the new managerialist notion of customer service because as benefit recipients they are denied purchasing power, choice and power. Unemployment policy is not delivered uniformly or unilaterally because front-line staff are active in developing work habits that influence the outcomes of policy. Policy is accomplished by staff in practice by categorising users into client types. This is significant because staff represent the state to the citizen in their interaction. Users are also active in accomplishing policy, whether they conform with, contest, negotiate or co-produce policy. Understanding what unemployment policy actually is, and what it means to people, depends on understanding these social processes by which policy emerges in practice.

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Camargo, Correa Selene. „The Relative Success of Individual Job-Seeking Practices: Young University Graduates in Spain, the Netherlands, and the United Kingdom“. Doctoral thesis, Universitat de Barcelona, 2016. http://hdl.handle.net/10803/386508.

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The dissertation builds on Bourdieu's theory of the habitus and fields to argue that job-search strategies cannot be understood in isolation of their cultural context. It is to be expected, then, that strategies to finding or retaining a job are also adapted to the social context in which they are embedded. Based on a theoretically driven selection of variables, I identify two contrasting cultures that presumably account for cross-national variations: meritocratic, and the patrimonialistic market cultures. In Meritocratic cultures, job-seekers rely primarily on competitive methods such as direct job applications and public or private employment offices; meanwhile, in Patrimonialistic cultures, job-seekers practices are dominated by family and social ties. In the wider European context, I distinguish between a market-based meritocratic culture (i.e. the United Kingdom), a state-based meritocratic culture (i.e. the Netherlands) and a patrimonialistic culture (i.e. Spain). I explore contrasts in the university graduates's choices among fourteen different job-search strategies and employers' skill preferences, and analyze the degree of correspondence between the two in each national setting. The study relies on quantitative analysis of individual job-search strategies of university graduates collected from different sources. It examines original data collected between 2011 and 2013 at two major Spanish and Dutch universities and secondary data from the British DLHE survey (The Destinations of Leavers from Higher Education). On the employers’ side, I use data from the Flash Eurobarometer “Employers’ perception of graduate employability”, a telephone survey conducted in 2010, which provides reliable information on the skills that employers look for when recruiting higher education graduates. In addition to sampling both sides of the labor market, I explore the roles of institutional settings, labor policy traditions and the extension of the public and private services in the matching of job-seekers and employers in each country. Linking macro and micro levels of analysis, the findings provide evidence in support of the hypothesis of the existence of two market cultures that guide young university graduates' behavior and business recruitment preferences at the moment of entry in the job market.
La tesis se basa en la teoría del habitus y del campo de Pierre Bourdieu para argumentar que las estrategias de búsqueda de empleo no pueden ser entendidas de manera aislada de su contexto cultural. Es de esperar, pues, que las estrategias para encontrar o retener un empleo están adaptadas al contexto social en el que están inmersas. Sobre la base de una selección de variables teóricamente justificada, he identificado dos culturas muy distintas que presumiblemente representan diferentes variaciones nacionales: las culturas de mercado meritocráticas y las culturas de mercado patrimonialistas. En las culturas meritocráticas, los solicitantes de empleo se basan principalmente en métodos competitivos, tales como solicitudes directas de trabajo y las oficinas públicas o privadas de empleo; mientras que en las culturas patrimonialistas, las prácticas de búsqueda de empleo están dominadas por el uso de lazos familiares y sociales. Dentro del contexto europeo, distingo entre una cultura meritocrática basada en el mercado (como el Reino Unido), una cultura meritocrática basada en el Estado y las organizaciones (como los Países Bajos) y una cultura patrimonialista (como lo es España). En la Tesis, exploro contrastes en las elecciones de los titulados universitarios entre catorce tipos de estrategias de búsqueda de empleo y las preferencias de los empleadores; y analizo el grado de correspondencia entre estos dos actores en cada contexto nacional. El estudio se basa en el análisis cuantitativo de estrategias individuales de búsqueda de empleo de los titulados universitarios procedentes de diferentes fuentes. En primer lugar, examino datos originales recogidos en dos importantes universidades españolas y holandesas entre 2011 y 2013 y datos secundarios de la encuesta británica DLHE (por sus siglas en inglés). En segundo lugar, utilizo los datos del Flash Eurobarómetro #304 "La Percepción de los Empleadores sobre la Empleabilidad de los Titulados Universitarios", una encuesta telefónica realizada a empresarios en 2010, que proporciona información fiable sobre las habilidades que los empleadores buscan en la contratación de los titulados de educación superior. Además de analizar ambos lados del mercado de trabajo, exploro función de los entornos institucionales, las diferentes tradiciones en política laboral y la extensión de los servicios públicos y privados que en cada país facilitan o dificultan la relación entre solicitantes de empleo y los empleadores. Tras vincular estos niveles de análisis macro y micro, los resultados proporcionan evidencia que apoyan la hipótesis de la existencia de dos culturas mercado que guían el comportamiento y las preferencias de contratación de jóvenes titulados universitarios en el momento de la entrada al mercado de trabajo.

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Heidemann, Lutz, und Sylvi Mauermeister. „Fakultät Architektur 2005“. Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2007. http://nbn-resolving.de/urn:nbn:de:swb:14-1183455448955-97488.

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Die Dresdner Absolventenstudie beschreibt die Ergebnisse der Befragung von Absolvent/innen der Fakultät Architektur der TU Dresden des im Untertitel angegebenen Abschlusszeitraums zu den Themen Berufseinmündung, Tätigkeitsverlauf, Studienverlauf, retrospektive Studienbewertung und Zukunftsorientierungen. Darüber hinaus werden Kohorten- und Panelvergleiche zu befragten Absolvent/innen früherer Jahrgänge realisiert. Gegenstand sind auch Aspekte im Studium, die mit dem beruflichen Erfolg in Zusammenhang stehen.

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Heidemann, Lutz, und Sylvi Mauermeister. „Fakultät Bauingenieurwesen 2006“. Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2007. http://nbn-resolving.de/urn:nbn:de:swb:14-1197637551548-92760.

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Die Dresdner Absolventenstudie beschreibt die Ergebnisse der Befragung von Absolvent/innen der im Titel genannten Fakultät der TU Dresden des im Untertitel angegebenen Abschlusszeitraums zu den Themen Berufseinmündung, Tätigkeitsverlauf, Studienverlauf, retrospektive Studienbewertung und Zukunftsorientierungen. Darüber hinaus werden Kohorten- und Panelvergleiche zu befragten Absolvent/innen früherer Jahrgänge realisiert. Gegenstand sind auch Aspekte im Studium, die mit dem beruflichen Erfolg in Zusammenhang stehen.

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Heidemann, Lutz, und Sylvi Mauermeister. „Fakultät Verkehrswissenschaften 2006“. Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2007. http://nbn-resolving.de/urn:nbn:de:swb:14-1197649112181-43793.

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Die Dresdner Absolventenstudie beschreibt die Ergebnisse der Befragung von Absolvent/innen der im Titel genannten Fakultät der TU Dresden des im Untertitel angegebenen Abschlusszeitraums zu den Themen Berufseinmündung, Tätigkeitsverlauf, Studienverlauf, retrospektive Studienbewertung und Zukunftsorientierungen. Darüber hinaus werden Kohorten- und Panelvergleiche zu befragten Absolvent/innen früherer Jahrgänge realisiert. Gegenstand sind auch Aspekte im Studium, die mit dem beruflichen Erfolg in Zusammenhang stehen.

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Heidemann, Lutz, und Sylvi Mauermeister. „Medizinische Fakultät 2006“. Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2007. http://nbn-resolving.de/urn:nbn:de:swb:14-1197649620108-79663.

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Annotation:

Die Dresdner Absolventenstudie beschreibt die Ergebnisse der Befragung von Absolvent/innen der im Titel genannten Fakultät der TU Dresden des im Untertitel angegebenen Abschlusszeitraums zu den Themen Berufseinmündung, Tätigkeitsverlauf, Studienverlauf, retrospektive Studienbewertung und Zukunftsorientierungen. Darüber hinaus werden Kohorten- und Panelvergleiche zu befragten Absolvent/innen früherer Jahrgänge realisiert. Gegenstand sind auch Aspekte im Studium, die mit dem beruflichen Erfolg in Zusammenhang stehen.

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Heidemann, Lutz, und Sylvi Mauermeister. „Fakultät Wirtschaftswissenschaften 2005“. Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2007. http://nbn-resolving.de/urn:nbn:de:swb:14-1183457009236-01428.

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Annotation:

Die Dresdner Absolventenstudie beschreibt die Ergebnisse der Befragung von Absolvent/innen der Fakultät Wirtschaftswissenschaften der TU Dresden des im Untertitel angegebenen Abschlusszeitraums zu den Themen Berufseinmündung, Tätigkeitsverlauf, Studienverlauf, retrospektive Studienbewertung und Zukunftsorientierungen. Darüber hinaus werden Kohorten- und Panelvergleiche zu befragten Absolvent/innen früherer Jahrgänge realisiert. Gegenstand sind auch Aspekte im Studium, die mit dem beruflichen Erfolg in Zusammenhang stehen.

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Mauermeister, Sylvi, und Lutz Heidemann. „Fakultät Maschinenwesen 2007“. Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2009. http://nbn-resolving.de/urn:nbn:de:bsz:14-ds-1242825234050-93561.

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Annotation:

Die Dresdner Absolventenstudie beschreibt die Ergebnisse der Befragung von Absolvent/innen der im Titel genannten Fakultät der TU Dresden des im Untertitel angegebenen Abschlusszeitraums zu den Themen Berufseinmündung, Tätigkeitsverlauf, Studienverlauf, retrospektive Studienbewertung und Zukunftsorientierungen. Darüber hinaus werden Kohorten- und Panelvergleiche zu befragten Absolvent/innen früherer Jahrgänge realisiert. Gegenstand sind auch Aspekte im Studium, die mit dem beruflichen Erfolg in Zusammenhang stehen.

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Werner, Angela, und Lutz Heidemann. „Fakultät Informatik 2007“. Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2009. http://nbn-resolving.de/urn:nbn:de:bsz:14-ds-1242826400916-14917.

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Annotation:

Die Dresdner Absolventenstudie beschreibt die Ergebnisse der Befragung von Absolvent/innen der im Titel genannten Fakultät der TU Dresden des im Untertitel angegebenen Abschlusszeitraums zu den Themen Berufseinmündung, Tätigkeitsverlauf, Studienverlauf, retrospektive Studienbewertung und Zukunftsorientierungen. Darüber hinaus werden Kohorten- und Panelvergleiche zu befragten Absolvent/innen früherer Jahrgänge realisiert. Gegenstand sind auch Aspekte im Studium, die mit dem beruflichen Erfolg in Zusammenhang stehen.

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Jahn, Antje, und Lutz Heidemann. „Juristische Fakultät 2007“. Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2009. http://nbn-resolving.de/urn:nbn:de:bsz:14-ds-1242826667817-09955.

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Annotation:

Die Dresdner Absolventenstudie beschreibt die Ergebnisse der Befragung von Absolvent/innen der im Titel genannten Fakultät der TU Dresden des im Untertitel angegebenen Abschlusszeitraums zu den Themen Berufseinmündung, Tätigkeitsverlauf, Studienverlauf, retrospektive Studienbewertung und Zukunftsorientierungen. Darüber hinaus werden Kohorten- und Panelvergleiche zu befragten Absolvent/innen früherer Jahrgänge realisiert. Gegenstand sind auch Aspekte im Studium, die mit dem beruflichen Erfolg in Zusammenhang stehen.

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Vodel, Sindy Susann, und Antje Jahn. „Lehramt 2007“. Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2009. http://nbn-resolving.de/urn:nbn:de:bsz:14-ds-1245073688296-40437.

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Die Dresdner Absolventenstudie beschreibt die Ergebnisse der Befragung von Absolvent/innen der im Titel genannten Fakultät der TU Dresden des im Untertitel angegebenen Abschlusszeitraums zu den Themen Berufseinmündung, Tätigkeitsverlauf, Studienverlauf, retrospektive Studienbewertung und Zukunftsorientierungen. Darüber hinaus werden Kohorten- und Panelvergleiche zu befragten Absolvent/innen früherer Jahrgänge realisiert. Gegenstand sind auch Aspekte im Studium, die mit dem beruflichen Erfolg in Zusammenhang stehen.

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Heidemann, Lutz, und Sylvi Mauermeister. „Fakultät Forst-, Geo- und Hydrowissenschaften 2005“. Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2007. http://nbn-resolving.de/urn:nbn:de:swb:14-1183457294400-26702.

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Die Dresdner Absolventenstudie beschreibt die Ergebnisse der Befragung von Absolvent/innen der Fakultät Forst-, Geo- und Hydrowissenschaften der TU Dresden des im Untertitel angegebenen Abschlusszeitraums zu den Themen Berufseinmündung, Tätigkeitsverlauf, Studienverlauf, retrospektive Studienbewertung und Zukunftsorientierungen. Darüber hinaus werden Kohorten- und Panelvergleiche zu befragten Absolvent/innen früherer Jahrgänge realisiert. Gegenstand sind auch Aspekte im Studium, die mit dem beruflichen Erfolg in Zusammenhang stehen.

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Heidemann, Lutz, und Sylvi Mauermeister. „Fakultät Mathematik und Naturwissenschaften 2006“. Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2007. http://nbn-resolving.de/urn:nbn:de:swb:14-1197649829423-50251.

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Die Dresdner Absolventenstudie beschreibt die Ergebnisse der Befragung von Absolvent/innen der im Titel genannten Fakultät der TU Dresden des im Untertitel angegebenen Abschlusszeitraums zu den Themen Berufseinmündung, Tätigkeitsverlauf, Studienverlauf, retrospektive Studienbewertung und Zukunftsorientierungen. Darüber hinaus werden Kohorten- und Panelvergleiche zu befragten Absolvent/innen früherer Jahrgänge realisiert. Gegenstand sind auch Aspekte im Studium, die mit dem beruflichen Erfolg in Zusammenhang stehen.

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Lenz, Karl. „Dresdner Absolventenstudie“. Technische Universität Dresden, 2013. https://tud.qucosa.de/id/qucosa%3A26320.

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Patterson, Randy Earl. „Career workshop curriculum for the Church of Jesus Christ of Latter Day Saints Employment Resource Services“. CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2451.

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The purpose of this project was to develop a career workshop curriculum for the Church of Jesus Christ of Latter Day Saints - Welfare Services in the Inland Empire Area. The major steps involved in job search will be covered including: goal setting, networking, resumes and cover letters, interviewing, salary negotiations, and follow-up.

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