An investigation of characteristics affecting employment outcomes and patterns of real estate graduates

Purpose – The purpose of this paper is to investigate whether gender has an impact on real estate and built environment graduates’ employment outcomes, employment patterns and other important employment related issues, such as pay, role, contract type and employment opportunity in different states of a country. Design/methodology/approach – The data used in this paper has been collected from the Australian Graduate Survey (AGS). Data from the years 2010-2012 was combined into a single data set. Dimensionality reduction was used to prepare the data set for the courses listed in AGS data, in order to develop the simplified classifications for real estate and built environment courses which are used to conduct further analysis in this paper. Dimensionality reduction was also used to prepare data set for the further analysis of the employment outcomes and patterns for real estate graduates. Descriptive and statistical analysis methods were used to identify the impact of gender on the employment outcomes, employment patterns and other important employment related issues, such as pay, role, contract type and location of job, for real estate graduates in Australia. This paper also benchmarks the employment result of real estate graduates to built environment graduates. Findings – Recent male built environment graduates in Australia are more likely to gain full-time employment than females. The dominant role for recent female built environment graduates in Australia is a secretarial or administrative role while for the male it is a professional or technical role. Male real estate and built environment graduates are more likely to have a higher level of salary. Gender also has an impact on the contract type. Male built environment graduates are more likely to be employed on a permanent contract. On the other hand, gender has no impact on gaining employment in different states, such as New South Wales and Queensland, in Australia. The finding of this paper reinforces the view of previous literature, which is that male graduates have a more favourable employment outcomes and on better employment terms. The finding also shows that graduate employment outcomes for real estate and built environment graduates in Australia are similar to that in other countries, such as the UK, where equivalent studies have been published. Originality/value – This is pioneering research that investigates the impact of gender on employment outcomes, employment patterns and other employment related issues for real estate graduates and built environment graduates in Australia.

The employment landscape for new graduates is increasingly challenging due to rapid changes in automation and globalisation, coupled with softening labour markets arising from economic uncertainty. For accounting and finance, there is the added complexity of a shift away from traditional core responsibilities and evidence of marginalisation among certain groups within the professions. The study used national data (N = 40 141) to examine the employment outcomes of accounting and finance graduates in Australia. Findings indicate weak full‐time, short‐term employment outcomes among graduates with little variation in recent years. High levels of casual working were evidenced and the proportion of self‐employed was relatively low in comparison with the broader workforce and was dominated by male and older graduates. Of those working, 45% were not in graduate‐level employment. There were variations in patterns of employment and underemployment by individual characteristics. The study informs stakeholders of prevalent employment trends and determinants of postgraduation outcomes in accounting and finance graduates, in addition to insights into how these professions are progressing in managing diversity. Implications for stakeholders in relation to improving graduate employment outcomes, as well managing diversity, are discussed.

ABSTRACTThis article investigates the impacts of variable factors, such as practical experience and factors related to study style, on employment outcomes and patterns of built environment graduates in Australia. This article also compares the employment prospects of different built environment sub-disciplines, including Architecture, Construction, Real Estate and Urban Planning and Regional Studies. Practical experience and the possibility of work with final year employers after graduation were found to have a statistically significant impact on the employment outcomes for graduates of built environment and all of its sub-disciplines. However, degree level and type of university attended were not found to have a statistically significant impact. Attendance type and employment mode in the final year of study had a statistically significant impact on the employment patterns for graduates of built environment and all of its sub-disciplines. The graduates who studied part-time and worked full-time in their final year of study were more likely to secure full-time jobs after graduation. The findings presented in this article can be used by built environment graduates to identify the variable factors that they can change in order to enhance their employment prospects.

This study examines employment and educational outcomes for justice-involved adolescents with and without mental health disorders in the Pathways to Desistance study. We examine the patterns of education and employment and the effects of several factors, including the presence of a mental health disorder, on these positive outcomes. Three findings emerge: (a) youth with mental health problems have a relatively high number of other criminogenic risk factors, (b) education and employment patterns do not differ by disorder status, and (c) the presence of a mental health disorder is not independently linked to poorer employment outcomes, but educational achievement is. These analyses provide information needed to target services for these adolescents in the juvenile justice system, who are at high risk for poor educational and employment outcomes. Results indicate a need for increased emphasis on higher levels of academic attainment as a way to promote positive employment outcomes in these youth.

Roughly 10% of injured workers experience work injuries that result in permanent impairment and a permanent partial disability (PPD) award. This study aimed to characterize and quantify long-term employment outcomes for injured workers, by the degree of whole body impairment (WBI) and by participation in several workers' compensation (WC)-based return-to-work (RTW) programs. A retrospective cohort of 43,968 Washington State workers were followed for up to 10 years after WC claim closure (2009-2017). Degree of impairment was classified as: (1) no PPD award, (2) PPD award with WBI < 10%, or (3) PPD award with WBI ≥ 10%. State wage files were used to construct employment outcomes for regression, modeling: (1) time to first RTW, (2) time to first RTW interruption, (3) RTW volatility, and (4) employment gaps. Wage patterns and employment outcomes differed significantly by the degree of impairment. Compared to other workers, workers with WBI ≥ 10% had delayed RTW, shorter average times to first RTW interruption, and higher rates of both RTW interruptions and quarters without wages. Time to first RTW averaged over a year, increasing with the degree of impairment. About 9% overall-and 27% of workers with ≥10% WBI-had no observed wages after claim closure. In adjusted models, workers with WBI ≥ 10% had significantly poorer employment outcomes, compared to workers with no PPD award (p < 0.001). State wage files provide an efficient approach to identifying RTW patterns. Workers with permanent impairment were at substantially higher risk of poor employment outcomes. WC-based RTW programs may promote better employment outcomes.

PurposeThe purpose of this paper is to report further on research funded by the Centre for Education in the Built Environment (CEBE) into real estate programmes of study in UK universities (Poon and Hoxley). The aim of this paper is to identify human resource managers’ view on the employability skills of real estate graduates. It also compares the views on the employability skills of real estate graduates between human resource managers, a large sample of real estate employers and real estate course directors.Design/methodology/approachThis paper presents the research findings of eight interviews with human resource managers who work in different types of surveying firms. The approach for collecting their view of the employability skills required by real estate graduates was through gathering their opinions on three charts. These charts compare what employers feel graduates require and what they feel graduates demonstrate in 31 knowledge areas, 20 skills and 21 attributes, alongside a list of additional competencies made by graduates and employers which was developed as part of an earlier study.FindingsThe human resource managers identified the key employability skills for real estate graduates as soft skills, in particular report writing skills, communication skills, presentation skills, client care and professional standards. The human resource managers of real estate consultancy firms also voiced their concern regarding graduates’ lack of commercial awareness, which echoed the same view from real estate employers and real estate course directors mentioned in the previous research (Poon, Hoxley and Fuchs). Therefore, it is necessary for universities to embed these soft skills, such as commercial awareness in the curriculum in order to enhance the employability of graduates.Originality/valueThis paper makes an original contribution to existing literature on the identification and discussion of employability skills for real estate graduates. It describes pioneering research focusing on the human resource managers’ perspective of the real estate graduate employability skills.

Although many studies compare national integration policies, analyses connecting these policies to integration outcomes are rare. This study combines longitudinal analysis of employment outcomes for Scandinavian refugees, with analyses of integration measures and policies to explain these differences. Can different usages of integration measures explain cross-national differences in employment outcomes between genders and with increased residence time? Moreover, can the countries’ integration policies explain such differences? Our analyses show substantial cross-national differences. Danish male refugees are employed faster; however, Sweden catches up, and Norway surpasses Danish employment levels with increased residence time. Additionally, Norway has a substantially smaller gender gap in employment than Sweden and particularly Denmark. We demonstrate that different usages of integration measures may explain differences in outcomes. We conjecture that different policies regulating (1) financial benefits and (2) employment and self-sufficiency requirements for obtaining a secure legal status may reinforce differences in programme participation and employment patterns.

To examine the relationship among sick leave benefits, employment patterns, individual characteristics, and fatigue in patients receiving radiation therapy. Prospective, longitudinal design. A community hospital radiation oncology department. 77 patients receiving radiation therapy to the breast, chest, head and neck, pelvis, or prostate. All were employed at the time of diagnosis. The Piper Integrated Fatigue Model guided the study. The Revised Piper Fatigue Scale (PFS), Brief Fatigue Inventory, and a single-item scale were used to measure five dimensions of subjective fatigue. Sick leave, employment, individual characteristics, and fatigue were measured at baseline, weekly during treatment, and at one month post-treatment. Employment patterns, availability of sick leave benefits, and fatigue. Mean total fatigue scores on the PFS ranged from 0-4.77 at baseline (mean = 0.46, SD = 0.93), 0-8.77 at the completion of treatment (mean = 2.84, SD = 2.40), and 0-4.82 at one month post-treatment (mean = 0.77, SD = 1.20). Side effects, education, living situation, age, treatment site, and work were associated with fatigue along the trajectory of radiation therapy. Study participants who were working at the end of radiation had lower fatigue scores than those who were not. Availability of sick leave benefits was associated with employment patterns during treatment. Work may have benefits during radiation therapy but may be affected by radiation therapy-related fatigue. Management of treatment side effects, including fatigue, may help patients remain in the workforce during radiation.

Employment outcomes of substance use disorder patients enrolled in a therapeutic workplace intervention for drug abstinence and employment

Over the past twenty years the market for real estate graduates has undergone a significant shift in core skill requirements reflecting the changes which have taken place in the real estate sector itself. In particular the real estate services sector - which globally is the most significant employer of real estate graduates - has repositioned itself as a mainstream professional business service sector with a greater emphasis on business skills. As part of this process of change more emphasis has been placed on the need to develop business and professional values in the contemporary real estate graduate. While national professional bodies in the real estate sector have stressed the importance of developing professional ethics in the real estate curriculum for some time the changes in the sector especially the evolution of global delivery platforms in real estate services has necessitated the development of wider graduate value sets which transcend national boundaries and country specific cultural norms. In particular these include business ethics and integrity, corporate social responsibility, sustainability, values intrinsic to developing leadership skills and values relevant to understanding issues related to diversity and inclusion. This paper examines how such value sets can be developed in the classroom by embedding them both explicitly and implicitly in both the real estate curriculum and in extra-curricular activities. A case study of the MSc programme in Real Estate at the Henley Business School, University of Reading is presented. This programme is currently the largest programme of its type in Europe. The paper concludes with a critical assessment of the key findings of the case study as a means of developing a template for embedding business and professional values which can be applied in a wide variety of real estate programmes.

The period of young adulthood is a decisive stage for women’s employment pathways. Individual characteristics (such as marriage, parenting and education) and contextual factors (decommodification, defamilialisation and labour-market flexibility, for example) play a significant role in shaping work trajectories during these years. However, due to cultural, social and economic change, employment histories during young adulthood may vary significantly among women of different generations. This study analyses and compares long-term employment patterns during young adulthood (defined as ages 25 to 39) among two cohorts of women born around 1958 (N = 2,244) and 1969 (N = 2,231) in Chile, an under-studied country in life-course research. We analyse four major dimensions of female employment patterns across cohorts – (1) diversity, (2) prevalence, (3) dynamism and (4) socio-demographic characteristics – and propose four corresponding hypotheses. To test these hypotheses, we used data from Chile’s Social Protection Survey – an exceptionally rich longitudinal survey – and employed sequence analysis to construct a typology of labour-force trajectories for each cohort. The results show some elements of continuity between cohorts’ employment patterns, such as their diversity and socio-demographics, as well as important changes in their prevalence and dynamism. In the concluding section, we discuss the contributions of this in-depth single-country study for the field of life-course research, particularly to the cultural and policy implications of the current configuration of women’s working lives.

Real estate educational institutions in Nigeria seem to rely on student academic performance, programme accreditation status and short time industrial training for self-assessment of their undergraduate programme performance. Little emphasis has been placed on the post-graduation industrial performance to monitor the level of Real Estate Graduate Employer (REGE)’s satisfaction of their Real Estate Graduate (REG)’s competency. This study focused on the ‘hands on’ feedback of the competency of REG (university and polytechnic) compares with the level of satisfaction of their employers (accredited real estate firms) in Nigeria. Data were collected with the use of questionnaire, administered on 339 head of real estate firms in Nigeria and analysed with frequency/percentages and Likert summation scaling/ranking. The finding indicates a mismatch between employer’s competency requirements and satisfaction with REG industrial competency especially in commercial awareness coupled with decreasing competency and increasing employer’s dissatisfaction. The consequent effect may be a threat to the relevance of real estate education in Nigeria tertiary institutions. The study recommended among others, a need for tertiary institutions (offering real estate programme) in Nigeria to identify commercial awareness as a vital competency requirement of the REGE and effectively incorporate such in their curriculum towards stemming the rising substitutes for REG.

In light of pronounced and persistent labour and skill shortages in non-metropolitan areas, Australia has sought to develop and maintain a comprehensive immigration policy framework and development policies to attract and retain overseas graduates from local Higher Education Institutions. While prior work has shed light on the employment outcomes and the individual characteristics that promote settlement outside major cities, less is known about the post-graduation migration patterns and redistribution of overseas graduates following graduation. Drawing on data from the Australian Graduate Survey, this chapter explores the key spatial patterns and redistribution of overseas graduates in Australia. The results highlight the propensity of overseas graduates to cluster in the metropolitan areas of New South Wales, Victoria, and Queensland for employment following graduation. Overseas graduates are more likely to study in regional areas than their domestic counterparts, but are also more likely to move to major metropolitan areas after graduation. Overseas graduates are drawn to major metropolitan regions by social and economic ties, particularly to migrant communities within major cities. The clear preference of overseas graduates for metropolitan areas highlights that existing rural development policies have a limited demonstrated capacity to redirect overseas graduates to work in non-metropolitan areas and suggests a need for future policies to consider ways in which particular factors – such as a sense of attachment from previous study and living experience in a non-metropolitan locale – affect desired migratory outcomes.

This paper examines the relative education and employment outcomes among young migrants and non-migrants in Greater Jakarta in 2009/2011. Using data from the 2010 Greater Jakarta Transition to Adulthood Survey that includes 3006 respondents aged 20 to 34 years old, the paper highlights the importance of the age at migration in influencing the patterns of schooling and employment among young people. Patterns of schooling and employment are investigated for four groups of young people: those who migrated to Greater Jakarta between ages 0 and 10, between ages 10 and 17, after age 17, and non-migrants. We found that young people who migrated to Greater Jakarta at 10–17 years of age are over-represented in the lower spectrum of occupational rankings, even though they are more likely to be employed than non-migrants and those who came to Jakarta at other ages.

This study examines gender differences in rural laborers' employment patterns in the mountainous and upland areas of Sichuan, China. The analysis employs both representative survey data of 400 households and geographical data. Multinomial logistic regression models are used to analyze the influences of gender, among other factors, on employment decisions of rural males and females, where the factors considered include personal, household, community natural environmental characteristics. Dividing laborers into four categories, we find that the proportions of males who participating in on-farm, pluriactive, and off-farm work, and unemployment were 24.41%, 28.64%, 46.27%, and 0.68% respectively, while that of females who participating in on-farm, pluriactive, and off-farm work, and unemployment were 43.20%, 13.95%, 30.95%, and 11.90% respectively. As to individual characteristics, age (AGE) and physical condition (PHY) effects appeared to be more pronounced for men, while education (EDU) and marital status (MAR) effects appeared to be more pronounced for women. Regarding household and community characteristics, the effects of the presence in the household of children aged 6- (CHI), number of persons in the household (POP), and labor force (LAB), per capita income in village (INCV), and the development status of village enterprises (ENT) on women were greater than that on men. In addition, the presence in the household of elderly individuals aged 65+ (OLD) and time to reach the nearest township (TIME) are shown to have opposite impacts on men and women. While the presence in the household of pupils (PUP) and per capital gross value of industrial output (GVIO) was found to be irresponsive to men and women taking pluriavtivity and off-farm job. With respect to natural environments characteristics, the effects on men were opposite of those on women. Unemployment of women was found to be particularly responsive to household characteristics. A multinomial regression approach is undertaken to analyze rural males' and females' decisions of the four employment patterns considered, an approach that reveals considerable heterogeneity that is concealed by the dichotomous approach employed in most previous studies. The study thus contributes to our understanding of rural employment patterns and gender difference in mountainous and upland areas.