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Journal articles on the topic 'Entry-level jobs'

Author: Grafiati

Published: 29 June 2021

Last updated: 1 February 2022

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1

Frazier, Barbara J., and Wanda K. Cheek. "An Industry View of Competencies for Entry-Level Merchandising Jobs." Clothing and Textiles Research Journal 34, no. 2 (December 24, 2015): 79–93. http://dx.doi.org/10.1177/0887302x15622003.

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2

Huffcutt, Allen I., and Winfred Arthur. "Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs." Journal of Applied Psychology 79, no. 2 (1994): 184–90. http://dx.doi.org/10.1037/0021-9010.79.2.184.

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3

Subedi, Netra Bahadur. "Soft Skills as Employability Skills: Fundamental Requirement for Entry-level Jobs." KMC Research Journal 2, no. 2 (December 31, 2018): 133–42. http://dx.doi.org/10.3126/kmcrj.v2i2.29956.

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In spite of the fact that the term ‘soft skills’ is new in our context, it has a wide range of implications and effects. Soft skills are intangible, nontechnical, personality-specific skills that determine one’s strengths as a leader, facilitator, mediator, and negotiator. Soft skills are contrasted to hard skills in a sense that hard skills are limited to specific area. It is to be noted that in the course of seeking an employment in the market, individual’s soft skills are as important as hard skills. It is found that person’s hard skills lead an individual to the entrance of job market, soft skills guarantee the job opportunity and further career growth. It is urgent that we have to instill our graduates with remarkable amount of soft skills for quick employment. It is always advisable that the companies select human resources with the best non-technical skills that are likely to be available in the labour market. It is further important to foster and develop the employees. Thus, these inter-sectional skills are really important for the promotion and enhancement of the organization. Owing to the same fact, this paper argues how soft skills as employability are fundamental requirement for entry-level Jobs.

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McCoy, Liza, and Cristi Masuch. "Beyond “Entry-level” Jobs: Immigrant Women and Non-regulated Professional Occupations." Journal of International Migration and Integration / Revue de l'integration et de la migration internationale 8, no. 2 (June 2007): 185–206. http://dx.doi.org/10.1007/s12134-007-0013-0.

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Schlee, Regina Pefanis, and Gary L. Karns. "Job Requirements for Marketing Graduates: Are There Differences in the Knowledge, Skills, and Personal Attributes Needed for Different Salary Levels?" Journal of Marketing Education 39, no. 2 (June 5, 2017): 69–81. http://dx.doi.org/10.1177/0273475317712765.

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Several studies in the business press and in the marketing literature point to a “transformation” of marketing caused by the availability of large amounts of data for marketing analysis and planning. However, the effects of the integration of technology on entry-level jobs for marketing graduates have not been fully explored. This study examines the knowledge, skills, and personal attributes in listings for entry-level marketing jobs in the United States and the accompanying salaries. Our analysis of job postings reveals shifts in the knowledge, skills, and personal attributes desired by employers of marketing graduates. This study includes recommendations for curricular and cocurricular adjustments for marketing graduates seeking jobs at various salary levels.

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Salzberg, Charles L., Martin Agran, and Benjamin Lignugaris/Kraft. "Behaviors that contribute to entry-level employment a profile of five jobs." Applied Research in Mental Retardation 7, no. 3 (January 1986): 299–314. http://dx.doi.org/10.1016/s0270-3092(86)80003-0.

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Snyder, Cyndy R., Arati Dahal, and Bianca K. Frogner. "Occupational mobility among individuals in entry-level healthcare jobs in the USA." Journal of Advanced Nursing 74, no. 7 (May 4, 2018): 1628–38. http://dx.doi.org/10.1111/jan.13577.

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8

Hunter, Larry W. "What Determines Job Quality in Nursing Homes?" ILR Review 53, no. 3 (April 2000): 463–81. http://dx.doi.org/10.1177/001979390005300306.

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Using data from interviews and a 1991 survey of Massachusetts nursing homes, the author examines employment practices across establishments for the entry-level job of nursing assistant. Practices characteristic of good jobs came in bundles: wages, benefits, employer-provided training, and opportunities for advancement were correlated. High-quality jobs were more likely in nursing homes serving differentiated customer markets and in nursing homes with professionalized management. Unions and chain ownership were also associated with higher-quality jobs.

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9

Jung, Jisun. "Domestic and overseas doctorates and their academic entry-level jobs in South Korea." Asian Education and Development Studies 7, no. 2 (April 9, 2018): 205–22. http://dx.doi.org/10.1108/aeds-07-2017-0070.

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Purpose The purpose of this paper is to explore the development and challenges of doctoral education in Korea. In particular, it focusses on the differences between overseas and domestic doctorates in terms of training, supply and demand in the academic workforce, their academic entry-level jobs and employment status. Design/methodology/approach This study applied document analysis to mainly secondary data sources. The data were drawn from the Statistical Yearbooks of Education, Annual Science and Technology Statistics, the Database for Overseas Doctorates Registration and the Organisation for Economic Co-operation and Development. Findings The findings indicate that the doctoral education system in Korea, in terms of both size and quality, has demonstrated significant development for last four decades. However, the results also show that overseas doctorates have relative advantages for their academic job entry over domestic doctorates, and the major research universities are more likely to hire those with overseas doctorates than domestic doctorates. Originality/value This study presents the evolution of the doctoral education system in Korea, which has not yet been considered in the international research.

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10

Tewell, Eamon C. "Employment Opportunities for New Academic Librarians: Assessing the Availability of Entry Level Jobs." portal: Libraries and the Academy 12, no. 4 (2012): 407–23. http://dx.doi.org/10.1353/pla.2012.0040.

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11

Lynch, Lisa M. "Entry-level jobs: First rung on the employment ladder or economic dead end?" Journal of Labor Research 14, no. 3 (September 1993): 249–63. http://dx.doi.org/10.1007/bf02685684.

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12

Becker, Lee B., Vernon A. Stone, and Joseph D. Graf. "Journalism Labor Force Supply and Demand: Is Oversupply an Explanation for Low Wages?" Journalism & Mass Communication Quarterly 73, no. 3 (September 1996): 519–33. http://dx.doi.org/10.1177/107769909607300302.

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Radio and television stations consistently have offered entry-level news salaries below those provided by daily newspapers, public relations, and advertising employers. The data reported in this paper show an oversupply of labor in radio news, television news, and daily newspapers. That oversupply probably serves to hold down salaries generally and to explain the lower pay in television news in comparison with daily newspapers. Television has many more persons seeking entry-level jobs than jobs available.

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13

Wooten, William. "Using Knowledge, Skill and Ability (KSA) Data to Identify Career Pathing Opportunities: An Application of Job Analysis to Internal Manpower Planning." Public Personnel Management 22, no. 4 (December 1993): 551–63. http://dx.doi.org/10.1177/009102609302200405.

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Job analytic methodology was used to identify knowledge, skill and ability (KSA) dimensions of four classes of jobs (secretarial/clerical, managerial/administrative, professional/technical and service). The KSA's were then identified as either selection or training criteria (critical for the development of selection tests or training programs). The feasibility of establishing career paths between the secretarial/clerical jobs (source jobs) and the managerial/administrative jobs (target jobs) was evaluated by comparing the selection and training criteria of the source job to the critical (important) knowledge, skills and abilities (KSAs) of the target jobs. It was found that when the critical KSAs for the managerial/administrative positions were rated using job analysis techniques, they significantly correlated with the content identified as part of the secretarial/clerical jobs. Sixty-eight percent (68%) of the KSAs identified as important for performance in the managerial/administrative jobs were also identified as important for the performance in the secretarial/clerical jobs. Further, 81% of the target jobs' KSAs not found to be source job selection criteria were found to be source job training criteria. The implications are that job analysis methodology can be used to identify possible career paths, and that career paths can be established between secretarial/clerical jobs and entry level administrative/managerial jobs.

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Houston, Anne M. "From the President: Building Your Professional Toolkit." Reference & User Services Quarterly 55, no. 4 (July 1, 2016): 258. http://dx.doi.org/10.5860/rusq.55n4.258.

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As RUSA president I’m often asked for career advice. How can I get my first professional job? How can I succeed in it and build my career? How do I make the next move to a higher level position? The job market for librarians isn’t as extensive and robust as we’d like it to be, but at the same time, good jobs are out there—jobs that have the potential for growth and offer possibilities for meaningful work. As someone who has been the hiring manager for many librarian positions throughout my career, including many entry-level positions, I can tell you that there is competition for the best jobs and that our needs as employers are becoming more complex. How can you position yourself to compete in this job market? How can you build a successful, rewarding career?

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Lindsay, Colin, and Ronald W. McQuaid. "Avoiding the ‘McJobs’." Work, Employment and Society 18, no. 2 (June 2004): 297–319. http://dx.doi.org/10.1177/09500172004042771.

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Service employment plays an increasingly important role in the UK economy. However, it has been suggested that some forms of service work are unattractive for many unemployed job seekers, and particularly those formerly employed in ‘traditional’ sectors. The argument has been made that these job seekers and others may be reluctant to pursue the type of positions that have become known as ‘McJobs’ - de-skilled, entry-level service jobs which often offer poor pay and conditions. This article examines whether there is such a reluctance amongst job seekers to pursue service work, and whether it differs between job seeker groups. It also compares differences in job seekers’ attitudes towards entry-level work in three areas of the service sector - retail, hospitality and teleservicing or ‘call centre work’.The analysis is based upon a survey of 300 registered unemployed people in Scotland. A substantial minority of respondents ruled out entry-level service work in retail and hospitality under any circumstances. Older men, those seeking relatively high weekly wages and those without experience of service work (and who perceived themselves to lack the necessary skills) were particularly reluctant to consider these jobs. Differences between job seekers were much less apparent in relation to attitudes to call centre work, which was more unpopular than other service occupations across almost all groups. The article concludes that policy action may be required to encourage job seekers to consider a broader range of vacancies and to provide financial and personal support for those making the transition into work in the service economy. However, on the demand side, service employers must seek to ‘abolish the McJob’, by ensuring that even entry-level positions offer realistic salaries, decent work conditions and opportunities for personal development.

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Schloss, Patrick J., Cynthia N. Schloss, and Anjali Misra. "Analysis of Application Forms Used by Special Needs Youths Applying for Entry-Level Jobs." Career Development for Exceptional Individuals 8, no. 2 (October 1985): 80–88. http://dx.doi.org/10.1177/088572888500800202.

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Kirkpatrick, Nathan. "Reality check: Helping students recognize, evaluate, and pursue realistic entry-level jobs in business." International Journal of Management Education 18, no. 2 (July 2020): 100384. http://dx.doi.org/10.1016/j.ijme.2020.100384.

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Taylor, Ronald D., and Cheryl-Ann Hardy. "Careers in Psychology at the Associate's, Bachelor's, Master's, and Doctoral Levels." Psychological Reports 79, no. 3 (December 1996): 960–62. http://dx.doi.org/10.2466/pr0.1996.79.3.960.

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A review of the periodical literature as well as anecdotal records of psychology majors graduated from a midwestern private college was conducted to identify entry-level jobs and career opportunities at the associate's, bachelor's, master's, and doctoral levels. Results suggested that job outlook was promising at all levels. Data on salaries and predictions of future expanded opportunities are discussed.

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Nayak, Abhay Kumar, and Avijit Majumder. "Challenges and Winning Strategies at the Entry Level Jobs in Banking and Financial Services Industry." Parikalpana: KIIT Journal of Management 12, no. 1 (June 1, 2016): 77. http://dx.doi.org/10.23862/kiit-parikalpana/2016/v12/i1/133031.

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Haque, Afdalin Bin, and Aryana Anan Ahmed. "Striving for Work-Life Balance at Entry Level Jobs: Challenges to Develop Professionalism in Bangladesh." Asian Business Review 6, no. 2 (2016): 97–104. http://dx.doi.org/10.18034/abr.v6i2.33.

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Haque, Afdalin Bin, and Aryana Anan Ahmed. "Striving for Work-Life Balance at Entry Level Jobs: Challenges to Develop Professionalism in Bangladesh." Asian Business Review 6, no. 2 (May 19, 2016): 97. http://dx.doi.org/10.18034/abr.v6i2.853.

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22

Yeoh, Poh-Lin. "A CRITICAL ASSESSMENT OF SKILLS AND KNOWLEDGE FOR ENTRY-LEVEL MARKETING JOBS: A DELPHI STUDY." Marketing Education Review 29, no. 4 (September 15, 2019): 242–65. http://dx.doi.org/10.1080/10528008.2019.1661258.

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23

Butcher, Bob, and Matt Bursnall. "How Dynamic is the Private Sector? Job Creation and Insights from Workplace-Level Data." National Institute Economic Review 225 (August 2013): F4—F14. http://dx.doi.org/10.1177/002795011322500101.

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Private sector employment rose by over a million in the past three years. Commentators often interpret this number – which is a net figure – as ‘job creation’. But how many jobs really are created each year, and conversely how many are lost? How has this changed with the downturn and what does it imply for the recovery?This article uses findings from business and workplace-level data to map i) job creation and destruction over recent years, ii) its components in accounting terms, iii) the relative contribution by firms of different size and age, and iv) the reallocation of resource between firms and to workplaces within firms. There are four main points: a)Job churn far outweighs net change. Before the downturn, an average of 4.0 million jobs were created each year and a slightly smaller number lost (3.7m), resulting in a net increase of about 300,000 per year.b)Most job creation (over 70 per cent) is within existing firms; but within that, over a third comes from the creation of new workplaces set up within those firms.c)The net reduction in jobs in 2008–11 was not, in contrast to earlier recessions, due to higher rates of job loss; instead it reflects a sustained period of lower job creation in new workplaces, especially in SMEs (figure 1). This is consistent with ongoing credit constraints hitting SMEs particularly hard, as discussed in Armstrong et al. (2013), or could simply be in line with lack of confidence to invest at this time.d)Looking at the years 2008–11 individually, the downturn begins with reduced levels of entry, followed by a peak of job destruction in 2009 in line with reduced aggregate demand, and then a continuation of low levels of entry of new SMEs, and lower levels of destruction too (figure 2).

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Tabuwe, Manka E., Henry Z. Muluh, Enoh Tanjong, Patience Akpan-Obong, Lawrence Sikali, Augustine Ngongban, Ajibike Olubunmi Itegboje, Kibily Demba Samake, and Victor Wacham A. Mbarika. "Gendering Technologies: Women In Cameroons Pink-Collar ICT Work." International Journal of Management & Information Systems (IJMIS) 17, no. 4 (September 29, 2013): 213. http://dx.doi.org/10.19030/ijmis.v17i4.8097.

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This paper examines the rise of low-skilled, low-paying, female dominated jobs in Cameroons information and communication technology (ICT) sector. It seeks to understand why and how women (mostly between the ages of 18 and 35) seem to be naturally drawn to these jobs, described in the literature as pink-collar jobs. Through interviews with ICT workers and observations at ICT training centers and call centers in Buea, a major city in the Southwest Region of Cameroon, the paper explores the factors that hinder womens entry into more technical ICT jobs in Cameroon. It concludes that some of these factors, such as the prior income level of female ICT workers and the absence of female instructors at ICT training centers, further reinforce gender-based job classifications and the rise of ghettoization in Cameroons ICT sector.

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Chowdhury, Tamgid A., and Mohammad K. Miah. "Perceptions of students and employers regarding employability skills for entry-level positions in marketing and sales." Australian Journal of Career Development 28, no. 1 (February 19, 2019): 3–13. http://dx.doi.org/10.1177/1038416217751566.

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This study devised a 20-item, six-dimensional Employability Skills Index for entry-level jobs in marketing and sales based on the perceptions of students, and a second, 22-item, six-dimensional Employability Skills Index based on the perceptions of employers. Both indexes demonstrated sound reliability, and we presented initial support for the validity of the scales. The study was based on 418 and 973 survey responses collected from Bangladeshi corporate managers and university students, respectively. The study revealed substantial differences in opinions between employers and students on employability skills required for entry-level marketing and sales positions. Managers prioritized skills such as planning, organizing ability, experience, professionalism, type of major courses taken, and positive attitude towards work. On the other hand, students prioritized skills such as commitment to the organization, commitment to the job area, complex problem-solving skills, internship in a relevant field, critical thinking ability, and basic knowledge of selling.

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Lowry, Dennis T., and Lei (Tommy) Xie. "Employers’ Perspectives on Skills Needed for Entry-Level Advertising and Marketing Jobs: A New Computerized Approach." Journal of Advertising Education 12, no. 2 (November 2008): 17–24. http://dx.doi.org/10.1177/109804820801200206.

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Shihadeh, Edward S., and Graham C. Ousey. "Industrial Restructuring and Violence: The Link between Entry-Level Jobs, Economic Deprivation, and Black and White Homicide." Social Forces 77, no. 1 (September 1998): 185. http://dx.doi.org/10.2307/3006014.

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Shihadeh, E. S., and G. C. Ousey. "Industrial Restructuring and Violence: The Link between Entry-Level Jobs, Economic Deprivation, and Black and White Homicide." Social Forces 77, no. 1 (September 1, 1998): 185–206. http://dx.doi.org/10.1093/sf/77.1.185.

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29

Chenoy, Dilip. "Aligning Skills with Jobs." Journal of Development Policy and Practice 2, no. 1 (January 2017): 71–95. http://dx.doi.org/10.1177/2455133316677662.

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India has a young population; 47 per cent of the population is below the age of 24. Over 12.8 million people enter the workforce every year. Only about 10 per cent of the workforce has received some form of either formal or informal training. The training capacity in 2008 was 3.1 million per year. Despite the training capacity and the number of entrants to the workforce, a large number of employers faced difficulty while filling entry-level vacancies. Studies brought out the fact that only about one-third of those completing courses from a variety of educational and training institutes were employable. To address various issues in the skill development space and to involve the employers in the skill sector, in 2008, the Government of India announced the setting up of National Skill Development Corporation (NSDC) as a public–private partnership (PPP). This article brings out the impact of the efforts made by the NSDC to project skill gaps, identify job roles and get employers to lead the process of identifying skill gaps, creating standards for job roles, increasing the skill training capacity and aligning trainings with jobs. The article highlights the work done by Sector Skill Councils (SSCs) and the roll-out of the National Skill Certification and Monetary Reward Scheme (known as STAR), as well as the Pradhan Mantri Kaushal Vikas Yojana (PMKVY), with a view to encourage youth to take up skill programmes that are aligned to specific job roles. This article also reviews the recent initiatives and some of the challenges, and the way forward to aligning skills with jobs.

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Drydakis, Nick. "Economics applicants in the UK labour market." International Journal of Manpower 36, no. 3 (June 1, 2015): 296–333. http://dx.doi.org/10.1108/ijm-02-2014-0061.

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Purpose – The purpose of this paper is to estimate whether job applicants who have obtained a BSc in economics from 15 UK universities face different labour market prospects. The author examines whether university entry standards and Russell Group membership affect UK economics applicants’ occupational access and entry-level annual salaries when unobserved heterogeneities, such as ability, motivation, family characteristics and networks, are minimized. Design/methodology/approach – The author evaluate the research question by recording the job search processes of 90 British economics applicants from randomly selected universities. The key elements of the approach are as follows: third-year undergraduate students apply for early career jobs that are relevant to their studies. Applications are closely matched in terms of age, ethnicity, experience and other core characteristics. Differential treatment in the access to vacancies and entry-level annual salaries per university applicant are systematically measured. Findings – By observing as much information as a firm does, the estimations suggest that both entry standards and Russell Group membership positively affect applicants’ labour market prospects. Although the firms cannot evaluate by themselves whether graduates from highly reputable universities are more or less capable and motivated than graduates from less reputable universities, it appears that the university attended affects firms’ recruitment policies. Importantly, valuable variables that capture firms’ and jobs’ heterogeneities, such as occupational variation, regions, workplace size, establishment age, and the existence of trade unions and human resources, are also considered and provide new results. Practical implications – Understanding the impact of entry standards and university reputation on students’ labour market outcomes is critical to understanding the role of human capital and screening strategies. In addition, obtaining accurate estimates of the payoff of attending a university with a high entry threshold and reputation is of great importance not only to the parents of prospective students who foot tuition bills but also to the students themselves. Furthermore, universities will be interested in the patterns estimated by this study, which will allow recent UK economists to evaluate the current employment environment. In addition, universities should be keen to know how their own graduates have fared in the labour market compared with graduates of other universities. Originality/value – In the current study, the author attempt to solve the problem of firms’ seeing more information than econometricians by looking at an outcome that is determined before firms see any unobservable characteristics. In the current study, ability, motivation, family characteristics and networks cannot affect applicants’ access to vacancies and entry-level salaries. The current study can estimate the effect of university enrolment on applicants’ occupational access and entry-level salaries, controlling for unobserved characteristics that would themselves affect subsequent outcomes in the labour market.

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Glass, Christy, and Eva Fodor. "Managing Motherhood: Job Context and Employer Bias." Work and Occupations 45, no. 2 (September 27, 2017): 202–34. http://dx.doi.org/10.1177/0730888417733521.

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How does job context influence employers’ views of mothers as workers? Drawing on 51 in-depth interviews with employers in the finance and business service sectors of Hungary, the authors find that finance employers rely on a variety of strategies aimed at excluding mothers from entry-level professional jobs, while business services employers invest significant resources aimed at recruiting and accommodating mothers. To explain this variation, the authors suggest that employers’ views of mothers are dependent on their perception of skill requirements and knowledge/skill dynamism.

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Stowers, Robert H., and G. Thomas White. "Connecting Accounting and Communication: A Survey of Public Accounting Firms." Business Communication Quarterly 62, no. 2 (June 1999): 23–40. http://dx.doi.org/10.1177/108056999906200204.

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Communication skills are valued highly in public accounting firms, where profes sionals at all levels communicate as part of their jobs. However, respondents to a 1997 survey reported that the development of effective communication skills was not part of formal accounting education and that partners and managers want their entry-level professionals to have these skills at the onset. Further, these skills increase in importance as accounting professionals progress from entry-level to manager to partner. Educational institutions need to develop programs that include communication topics and courses to prepare accountants for the challenges of their profession.

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Schwendinger, Herman, and Julia Schwendinger. "Giving Crime Prevention Top Priority." Crime & Delinquency 39, no. 4 (October 1993): 425–46. http://dx.doi.org/10.1177/0011128793039004002.

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Right-wing policies for diminishing crime, stripping the welfare state, and managing economic crises have paradoxically maintained the causes of crime. But criminologists rarely confront the contradictions behind these policies. Policies that foster entry-level jobs, jobs with multiplier effects, and industrial expansion are required. Drug use should be decriminalized and structural underemployment ameliorated. Undoing damage caused by previous administrations and formulating workable alternatives to law-and-order policies requires bold experimentation and planning by civil organizations and federal bureaus that give top priority to crime prevention.

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Thakuriah, Piyushimita, and Paul Metaxatos. "Effect of Residential Location and Access to Transportation on Employment Opportunities." Transportation Research Record: Journal of the Transportation Research Board 1726, no. 1 (January 2000): 24–32. http://dx.doi.org/10.3141/1726-04.

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Women who have been on public assistance need to obtain and maintain steady employment because they stand to lose their public benefits and also because it is the only way out of poverty. Although the sociodemographic and general economic influences on job retention have been examined in the literature, the effects of transportation and of place of residence in a metropolitan area vis-à-vis entry-level job locations have not been studied systematically. Four sets of factors—transportation, location, sociodemographic, and family effects—are examined for their effect on job retention. In particular, it was found that employment security for female welfare clients or former clients does not come from job retention (i.e., tenure with the same employer) but from “employment retention” (i.e., jobs with different employers, possibly with a trend toward upward mobility). The effects of transportation and location on job and employment retention are complex. Although access to a vehicle is important for increasing employment retention, even more important is the number of job opportunities accessible by private vehicle or public transit within a tolerable travel time. Female welfare clients who retain a job longer and hold more jobs within a 2-year period are more likely to live in subareas of the metropolitan area with greater access to jobs within reasonable travel times; the competition for those jobs from other low-income individuals is low. Furthermore, female welfare clients with a high school diploma, when given the appropriate accessibility and location opportunities, enjoy increased job retention.

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Benoit, Cecilia, Nadia Ouellet, Mikael Jansson, Samantha Magnus, and Michaela Smith. "Would you think about doing sex for money? Structure and agency in deciding to sell sex in Canada." Work, Employment and Society 31, no. 5 (January 30, 2017): 731–47. http://dx.doi.org/10.1177/0950017016679331.

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Entry into sex work is not typically considered as an occupational choice comparable to entry into other jobs. In the sex work literature, initiation is often thought to occur through predisposing factors deep in the structure of society, including childhood disadvantage, abuse and neglect. Some studies have also identified need for money as the main reason for entry, while others document entry due to a desire for more disposable income. Few studies have focused on agency-level factors guiding entry, including seeing sex work as a viable career or professional choice. Analysis of data from interviews with a purposive multi-gender sample ( N = 218) reveals the multiple reasons for entry into sex work in Canada. Participants identified three overlapping structural and agentic reasons for entry: critical life events; desire or need for money; and personal appeal of the work. These findings are discussed in light of the occupational choice and sex work literatures.

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O'Callaghan, Angela M., and M. L. Robinson. "Revamping a Master Gardener Curriculum for Use in Prison Job Readiness Programs." HortScience 41, no. 4 (July 2006): 968D—968. http://dx.doi.org/10.21273/hortsci.41.4.968d.

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University of Nevada Cooperative Extension (UNCE) faculty members have taught horticulture to inmates of correctional facilities for over 8 years. The training material used was the Master Gardener curriculum. Because inmates in Nevada have few opportunities to meet requirements for certification as Master Gardeners, this program was described simply as a horticulture class. Over the past 3 years, we have redirected it toward job readiness to assist inmates after release. The curriculum was first expanded to do intensive teaching on such topics as irrigation, landscape plant selection and maintenance, and problem solving. Even with these changes, horticulture jobs generally limited to low-paying, entry level ones. To improve employment opportunities, UNCE obtained the involvement of the Nevada Department of Agriculture. After inmates have passed the horticulture program, they may take the state pesticide applicator training and examination. This year, a mini course in “Developing a Business Model” will be added to the initial curriculum. To date, 36 inmates have received PAT certification. Conversations with potential employers indicate that this significantly enhances their likelihood of employment at a higher-than-entry level.

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Crossley, Scott A. "Technological disruption in foreign language teaching: The rise of simultaneous machine translation." Language Teaching 51, no. 4 (September 13, 2018): 541–52. http://dx.doi.org/10.1017/s0261444818000253.

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The fear of technology replacing jobs can be traced back to Aristotle, who, before great technological advances existed, ventured that machines may one day end the need for human labor (Campa 2014). In the current era, there is overwhelming evidence of technological unemployment. This evidence comes in the form of jobs that were once common, but have largely been replaced by technology such as switchboard operators, travel agents, booth cashiers, bank tellers, and typists. These jobs still exist, but their numbers have declined sharply because they were easily replaced by technology. Statistical models indicate future job losses in these areas will continue with booth cashiers at an 84% risk of losing their jobs, travel agents at a 10% risk, and typists at an 81% risk (Frey & Osborne 2013). These, generally, entry level positions do not require specialized training or advanced degrees, which may explain some of the job losses. However, current trends indicate that training and advanced degrees do not necessarily offer protection against technological unemployment, with most analysts predicting that technology will soon replace lawyers (Markoff 2011), pharmacy technicians, and accountants (Frey & Osborne 2013). Unemployment in career sectors such as these will have adverse effects not only on the workers, but also on the systems that support them. When the need for lawyers, pharmacists, and accountants collapses, what will happen to law schools, colleges of pharmacy, and accounting departments that train specialists in these fields? What will happen to the support systems that depend on these jobs or the scholars that move these fields forward through research activities?

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Blakeman, Robyn, and Eric Haley. "Tales of Portfolio Schools and Universities: Working Creatives' Views on Preparing Students for Entry-Level Jobs as Advertising Creatives." Journal of Advertising Education 9, no. 2 (November 2005): 5–13. http://dx.doi.org/10.1177/109804820500900204.

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Liu, Guangyou, and Hong Ren. "Organizational learning and job satisfaction of trainee auditors: a case study of Chinese CPA firms." Accounting Research Journal 32, no. 2 (July 1, 2019): 70–87. http://dx.doi.org/10.1108/arj-04-2016-0049.

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Purpose This study aims to investigate the organizational learning of trainee auditors who represent the young generation of new entry-level professionals in CPA firms, and examines the possible associations between organizational learning and job satisfaction. Design/methodology/approach A questionnaire survey is administered among the target group of trainee auditors to explore possible approaches to their organizational learning in CPA firms. The results are used to generate organizational learning variables, which enable us to empirically test the research hypotheses regarding the association between organizational learning and job satisfaction. Findings The authors conclude that there are three main dimensions of organizational learning for new entry-level professionals in CPA firms, namely: workplace interactions, supervising and monitoring and supportive informational systems. The authors also find that workplace interactions and supportive information systems are significantly associated with job satisfaction. The authors show that the females and males prefer different approaches to organizational learning in CPA firms. The authors also find that trainee auditors who work for bigger CPA firms enjoy more job satisfaction than those working for smaller CPA firms, and that male trainee auditors are more easily satisfied with audit jobs than female trainees. Research limitations/implications This study is limited in that its sample is composed of trainee auditors, who are used to proxy for entry-level professionals in CPA firms. Future studies can include a direct focus on the organizational learning of junior auditors in CPA firms. Future studies can also investigate organizational learning in the firm-wide context in which CPA firms and their employees are considered as part of a larger situational process of organizational learning. Practical implications The conclusions can help to improve practice management and human resource policies in CPA firms. The findings highlight the importance of establishing an effective organizational learning culture, and suggest how this can be achieved by providing friendly and instructive workplace interactions, helpful supervisory and mentoring relationships, and better information support. Originality/value This study contributes to the audit literature by identifying the three dimensions of organizational learning for entry-level professionals in CPA firms. The authors substantiate the argument that mentor-protégé relationships in CPA firms have different effects on job satisfaction for female and male trainee auditors.

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Kerr, Sari, Terhi Maczulskij, and Mika Maliranta. "Within and between firm trends in job polarization: the roles of globalization and technology." Journal of Economic Geography 20, no. 4 (November 9, 2019): 1003–39. http://dx.doi.org/10.1093/jeg/lbz028.

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Abstract We analyze occupational polarization within and across firms using a census of matched employer–employee panel data from Finland in the period of 2000–2014. As in most industrialized countries, the Finnish occupational distribution has polarized over the last decades. Using decomposition analysis, we find that jobs involving low-level service tasks increase mostly through the entry dynamics, while the high-level abstract task share increases largely within continuing firms. Worker-level occupational mobility points to some skill upgrading within continuing firms, while labor force entry and retirement contribute the polarizing trend. Instrumental variables (IVs) regressions confirm that this occupational restructuring is affected by the globalization of economic activity, including trade in goods and services, offshoring and outsourcing. For example, firms that outsource tasks abroad are more prone to lay off production workers, while domestic outsourcing leads to a reduction of both cognitive and service employees.

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Call, Steven, Kenneth Sullivan, and Jake Smithwick. "The US Healthcare Facilities Management Industry's State of Hiring from Facilities Management Academic Programs." Journal of Facility Management Education and Research 2, no. 1 (January 1, 2018): 19–25. http://dx.doi.org/10.22361/jfmer/93922.

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ABSTRACT The purpose of this research is to better understand the current state of US healthcare FM industry hiring practices from FM academic programs. A national survey was distributed to healthcare FM directors to collect quantifiable information on healthcare organizations and their hiring practices from FM academic programs. Survey respondents that hired directly from an academic program were contacted for phone interviews. Results indicate that the healthcare FM industry is hiring very few college interns and new college graduates for entry-level management jobs. This paper is valuable in establishing the current state of the US healthcare industry's hiring practices from FM academic programs. Results will be used to better understand the needs and barriers of entry-level FM employment from FM academic programs as a potential source for new talent to the healthcare FM industry.

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Tracy, Allison Joye, Sumru Erkut, and Laura Pappano. "Does Leadership on the Field Get You Noticed Off It?: The Value of Varsity Sports to Corporate Recruiters." Journal of Amateur Sport 6, no. 1 (March 13, 2020): 100–124. http://dx.doi.org/10.17161/jas.v6i1.7468.

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An online correspondence study was conducted to explore whether professional recruiters screening candidates for entry-level corporate jobs would view leadership skills acquired through high level participation in amateur sports at the collegiate varsity level more favorably than those acquired through non-sports activities. The experimental manipulation randomly varied candidates’ athletic v. non-athletic leadership experience at university, their gender, and race. Eight hundred and twenty-eight corporate recruiters rated four potential candidate profiles on four of eight job-relevant leadership traits/skills they valued most when assessing a candidate and ranked the candidates for a callback interview. Varsity athletes were rated higher than non-athletes on the ability to work in a team and on being results-driven. However, recruiters rated athletes lower in critical thinking, follow-through on tasks, and organizational skills. Overall, athletes were no more likely than non-athlete candidates to be selected for a first interview. Results are interpreted in the context of signaling theory.

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Wong, Irene F. H., and Lai Phooi-Ching. "Chinese Cultural Values and Performance at Job Interviews: a Singapore Perspective." Business Communication Quarterly 63, no. 1 (March 2000): 9–22. http://dx.doi.org/10.1177/108056990006300102.

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In a country like Singapore, which is rated high in power distance and low in indi vidualism (using Hofstede's dimensions of national cultures), interviews for entry- level positions in multinational corporations (MNCs) may reveal subtle clashes in culture. To test this hypothesis, we analyzed transcripts of job interviews involving nine English-speaking applicants from Chinese backgrounds and two experienced interviewers from Anglo-American MNCs in Singapore. Our assumption was that a person's cultural background and upbringing influence his or her perform ance at job interviews. The findings reveal that Chinese applicants tend to defer to the interviewer (i.e. superior) and focus on the group or family, besides being averse to self-assertion. Hence, applicants from a Chinese background may be dis advantaged when being interviewed for jobs with MNCs which are heavily influ enced by Anglo-American culture.

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Voßemer, Jonas, and Bettina Schuck. "Better Overeducated than Unemployed? The Short- and Long-Term Effects of an Overeducated Labour Market Re-entry." European Sociological Review 32, no. 2 (October 27, 2015): 251–65. http://dx.doi.org/10.1093/esr/jcv093.

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Abstract Previous studies have shown that overeducation is inferior to adequate employment. For example, overeducated workers have lower earnings, participate less often in continuing education and training, and are less satisfied with their jobs. This article changes perspectives by asking whether it is better for the unemployed to take up a job for which they are overeducated or to remain unemployed and continue the search for adequate employment. Theoretically, we rely on the established confrontation of the stepping-stone and trap hypotheses, which make opposing predictions in terms of long-term employment chances and job quality. Using the German Socio-Economic Panel (1984–2012) and applying a dynamic propensity score matching approach, the analyses reveal an interesting trade-off. Although an overeducated re-entry increases the long-term employment chances persistently, it also implies strong lock-in effects into overeducation for up to 5 years after re-employment. In sum, the results support the stepping-stone hypothesis in terms of future employment chances, but also highlight non-negligible risks of remaining trapped in a job that is below one’s level of educational qualification.

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Patel, Kajal R., and Jason J. Dahling. "How Important Is Word of Mouth to College Students When Considering Jobs? A Policy-Capturing Study of Organizational Attraction." Journal of Career Assessment 28, no. 3 (November 4, 2019): 462–77. http://dx.doi.org/10.1177/1069072719880876.

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This research examines the effect of reputational word of mouth (WoM) from trusted sources on naive job applicants’ organizational attraction toward a possible employer. We used a policy-capturing experiment to identify the weight placed on WoM relative to other types of hypothetical information that college students with limited work experience might have about a job. Our within-person results show that WoM affects attraction over and above other types of company-dependent information about pay, benefits, and learning opportunities, which underscores the importance of WoM to inexperienced job seekers. Further, our between-person results demonstrate that the weight placed on WoM depends on individual differences in career decision self-efficacy (CDSE). Specifically, people with higher CDSE placed a greater weight on WoM than people with lower CDSE. These findings are important to career counselors who work with college students to understand how they appraise and make decisions about jobs to pursue. Further, these findings have value to organizations by underscoring the importance of reputational information to entry-level job seekers.

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Majilla, Tanmoy, and Matthias Rieger. "Gray University Degrees: Experimental Evidence from India." Education Finance and Policy 15, no. 2 (March 2020): 292–309. http://dx.doi.org/10.1162/edfp_a_00268.

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Scams involving university degrees are flourishing in many emerging markets. Using a resume experiment in India, this paper studies the impact of gray degrees, or potentially bought academic credentials from questionable universities, on callback rates to job applications. The experiment varied the type of degree (no, gray, and authentic) in online applications to entry-level jobs that require no university qualification. We find that gray degrees increase callback rates by 42 percent or 8 percentage points relative to having no degree. However, we also document that gray degrees fare on average worse than authentic degrees. These empirical patterns are consistent with a model where employers have beliefs about the authenticity of degrees and are discounting gray-degree universities probabilistically. We discuss our findings with respect to the Indian context.

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Olofsson, Jonas, and Alexandru Panican. "Labour market regulations, changes in working life and the importance of apprenticeship training: A long-term and comparative view on youth transition from school to work." Policy Futures in Education 17, no. 8 (February 26, 2019): 945–65. http://dx.doi.org/10.1177/1478210319831567.

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What is the significance of regulations of job contracts and wages when it comes to young people’s access to labour market? This is an issue that has attracted and continues to attract a great deal of interest in both research and politics. Proposals for deregulated employment protection and reduced entry-level pay recur regularly in public debate. In our view it is incomprehensible how sectors of the labour market that are dominated by jobs with low productivity and unstable employment conditions could be expected to offer a permanent solution for the large group of young people who are currently finding it difficult to enter the labour market and reach an acceptable standard of living. Instead, the responses to the challenges facing young people in the labour market could involve training in the form of apprenticeships rather than more insecure jobs and/or lower pay. Essentially, our starting point is that apprenticeship training could provide a more accurate response to the challenges facing young people in working life. This response would not involve the costs in terms of increased social polarisation and increased social risks that may follow in the wake of an increasingly deregulated labour market.

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Kjeldsen, Erik K. M. "Sport Management Careers: A Descriptive Analysis." Journal of Sport Management 4, no. 2 (July 1990): 121–32. http://dx.doi.org/10.1123/jsm.4.2.121.

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This study utilized alumni of one sport management graduate program in an effort to investigate career paths in sport management. A representative sample of 126 alumni was selected from a population of 251 students who had graduated over a 10-year period. A total of 69 usable returns were received, for a response rate of 54.8%. Specific points during the professional, preparation period and during the working career were examined as benchmarks in the career path. The number of alumni maintaining jobs in the field at each benchmark shed light on career retention and on the factors contributing to attrition. The five benchmarks selected were entry into the graduate program, exit from the program, the internship, first job, and final job. Salary at each job level and satisfaction were measured in an effort to better understand the nature of a sport management career. The analysis was differentiated by sex and by the various subfields in the sport management profession.

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Spring, Robin, and Alex Nesterenko. "Liberal vs. professional advertising education." Journal of Professional Communication 5, no. 2 (October 12, 2018): 15–40. http://dx.doi.org/10.15173/jpc.v5i2.3747.

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The issue of liberal vs. professional education is central to theconversation about advertising education. Practitioners influencethe development of advertising curricula, so it is necessaryto have data representing their views. A national survey wasconducted with 366 practitioners in the United States. Findingsshow that practitioners believe a four-year college degree isimportant. They also believe that the best educational formatincludes a balance of liberal and professional education. Practitionersbelieve soft skills should be taught, though the mostattainable entry-level jobs require digital technology skills.Digital technology also is identified as the most significant challengefor the field.

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Mansour, Bassou El, and Jason C. Dean. "Employability Skills as Perceived by Employers and University Faculty in the Fields of Human Resource Development (HRD) for Entry Level Graduate Jobs." Journal of Human Resource and Sustainability Studies 04, no. 01 (2016): 39–49. http://dx.doi.org/10.4236/jhrss.2016.41005.

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