Job Choice Research Articles

Household decisions and the gender gap in job satisfaction

AbstractThis paper offers a novel theoretical explanation for the gender gap in job satisfaction, where women typically report higher job satisfaction than men. We argue that rational family decisions can result in divergent job choices for women and men, leading to increased job satisfaction but lower earnings for women, even when their preferences and expectations align with those of men. We develop this explanation within a theoretical model of family household decision‐making that considers relative earnings disparities within households. We provide empirical evidence supporting our model's predictions utilizing survey and administrative data from Canada.

Research on Women's Educational Inequality

Education is a tool to achieve social equality. To achieve educational equality, it is necessary to prevent inequalities caused by student capital (such as gender, family, city where one lives and studies, etc.). This paper focuses on the inequalities faced by women in education. This paper uses online interviews to invite participants to discuss their educational disparities. This paper found that females are easily bound by the stereotypes around them in the process of making choices, such as major choices, schools, and life choices. This kind of constraint pushes females in the direction of the social stereotype that women are more suitable. However, some women rebel against these constraints. Stereotypes influence women's professional choices and, indirectly, their job choices. Finally, it leads to a gap for women in STEM fields.

How Important are Employability Skills to Business Students?

Research has indicated that educational institutions and the job market are facing many challenges, one being the required employability skills of graduates upon recruitment. This study aimed to explore how important employability skills are to business students. The research method used a sample of 123 questionnaires and 20 interviews of business students from one Saudi Arabian university. The main findings indicated that the participants considered all the mentioned employability skills highly to very highly important according to the students’ academic year and choice of future job but with no significant differences. However, Sophomore year students indicated a high positive significant difference in considering leadership as the most important skill over their junior and senior year counterparts. The findings further indicated the communication and leadership skills of high importance which contradicts the findings in the literature where life-long learning, tolerance, and language skills are considered of high importance. Additionally, the interview responses showed insufficient knowledge on the part of the students to develop their own skills to meet the market needs and maintain sustainable employment. Implications of the present study show that there is a need for urgent collaboration between educational institutions and job markets to identify, orient, and train students in needed employability skills. Future research on matching stakeholders’ employability skills is recommended.

Tracer Study of the Bachelor of Arts Graduates of the University of Cebu-Main Campus from 2019-2024

This study determined the factors influencing job placement among graduates of the College of Arts and Sciences at the University of Cebu-Main Campus between 2019 and 2024, serving as a basis for proposed curriculum enhancements. The study used descriptive research design methods with the adopted-modified questionnaire, with frequency counts and percentages applied to analyze the results. Findings reveal that graduates, particularly those from the Psychology, Political Science, and English programs, are highly employable, whether through direct applications or referrals. Key factors influencing job choices include career challenges, salary, and benefits. The study also highlights a notable gender disparity, with most female graduates and a steady increase in graduates during the study period, peaking in 2024. Although the employment rate is high, most graduates occupy rank-and-file positions, with fewer advancing to managerial roles. Also, many graduates eventually shift to fields unrelated to their studies, indicating a potential mismatch between education and career progression. Graduates identify communication, human relations, problem-solving, and critical thinking as essential skills in their professional roles. These insights suggest the need for curriculum adjustments to align education with long-term career success better.

The influence of friends' person-organization fit during recruitment.

Although recruitment and perceptions of fit are inherently social-as they reflect the interactions between applicants and recruiting firms-applicants' social networks during recruitment can exert both positive and potentially negative consequences for subsequent applicant perceptions and behaviors. In this study, we examine the role of applicants' friends' perceptions of fit with the same recruiting organizations. Integrating ideas from social information processing theory and the person-organization (P-O) fit literature, we argue that friends' P-O fit perceptions drive social learning and social influence processes for applicants, thus predicting applicant perceptions and behaviors toward recruiting firms. In addition, we posit that the direct and indirect relationships between friends' P-O fit perceptions and applicants' own fit perceptions and job choices with recruiting firms are further strengthened by how centrally connected applicants are within their friend networks. Using a sample of 576 applicant-firm observations from 178 job applicants, we found that friends' P-O fit perceptions are positively related to applicant P-O fit perceptions and job choice decisions. Furthermore, applicants' position in their network-assessed via applicants' outdegree centrality within their friend group-strengthened the relationship between friends' P-O fit and applicant P-O fit as well as with their job choice decisions. Our research provides important theoretical and empirical findings on the influence of applicants' friends during recruitment. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Acceptance of Gig Economy as a Source of Halal Income Among Muslim Graduates

In the current landscape, recent university graduates face challenges in securing sustainable income to cover daily expenses and establish future financial reserves. The gig economy, known for its flexibility and alignment with academic pursuits, has gained significance in addressing this need. The objectives of this study are two-folds, namely: (a) to assess the acceptance of the gig economy as a legitimate source of halal income among Muslim graduates in Kelantan, and (b) to determine the factors influencing their choice of gig-type jobs. Utilizing qualitative methods, the research employs purposive sampling, conducting semi-structured interviews with nine Muslim graduates from diverse academic backgrounds. Findings reveal that not all research participants have a right understanding of halal income although all of them accept the gig economy as a source of halal income. The findings also indicate that factors impacting their engagement in the gig economy include the need to earn a living, flexibility in their work schedules and acquisition of new skills. In conclusion, the study illuminates the intricate interplay of economic considerations, religious values, and vocational decisions. It can be implied from this study that valuable insights for policymakers, educators, and industry stakeholders supporting the aspirations of Muslim graduates elsewhere amid the evolving landscape of work. Future work should focus on a comprehensive investigation including multiple states can be undertaken to obtain a more elucidating perspective on this issue.

A cross-cultural study of children's graphic representations of men- and women-dominated occupations.

Occupational gender stereotypes develop from early age and contribute to occupational gender imbalance. Previous research used questionnaires or interviews to investigate children's explicit stereotypes and where drawings have been used, mostly men-dominated occupations have been considered. This study used drawings and interviews to assess implicit stereotypes of both men and women-dominated occupations and whether children's sex, age and cultural background predicted these stereotypes. Two hundred and forty-three 6-to-7-year-olds and 10-to-11-year-olds in Britain and Argentina-encompassing both Global South and Global North perspectives- drew five human figures: (i) person of their choice, (ii) dancer, (iii) nanny (iv) firefighter and (v) pilot. In interviews, children confirmed and justified their gender choices for each drawing. Results indicate gender stereotypes in children from both countries, especially towards women-dominated occupations. Girls exhibited more rigid gender views than boys. These findings suggest widespread and culturally consistent occupational gender stereotypes, potentially limiting children's future job choices.

Critères influençant le choix du premier poste après l’internat de chirurgie orale en France

The Specialized Diploma in Oral Surgery (Diplôme d’études spécialisées en chirurgie orale) was established in 2011. It gives its holders a unique combination of medical and surgical expertise. As a specialty, oral surgery can be pursued via both medical and dental pathways. However, the criteria guiding students’ choice of first job after residency remain largely unknown. The primary objective was to evaluate the factors influencing students’ choice of first job after completing their oral surgery residency. The main geographical factors influencing job choice were the presence of family or friends, a short commute, and the location of the spouse’s place of work. Key practice conditions included access to advanced technical facilities and an operating theater offering general anesthesia. Clinical activities ranged from pre-implant grafts to general oral surgery. The likelihood of pursuing a hospital-based position in the same facility was correlated with the well-being experienced during the residency (p < 0.05) and with the oral surgeons’ medical background (p = 0.001). Significant associations exist between region of origin, internship location, and practice region (p < 0.001; p <0.001). The main factors influencing the choice of first position after oral surgery residency depend on family-related and technical criteria.

A Decision Model for High School Students' Summer job Choices: a Study Combining Hierarchical Analysis and Entropy Power Methods

As summer vacation approaches, high school students face an annual opportunity: choosing a summer job. These job opportunities not only provide a way to earn money, but also help students explore their career interests, develop key skills, and prepare them for future educational and career paths. However, high school students often have difficulty in finding the right job. To solve this, we have constructed a decision model that combines the hierarchical analysis of hierarchy (AHP) and entropy weighting method, aiming to find the best match among the many choices for high school students. The problem is essentially a multi-criteria decision-making problem that involves a number of decision-making factors, which need to be taken into account, along with the job characteristics and the applicant's profile and preferences. In our research, summer jobs are evaluated on a total of eight criteria: income, safety risk, job purpose, working conditions, and work. The model takes into account the job characteristics and the user's profile/preferences, and is therefore able to recommend the best job that matches the user's profile/preferences. In this paper, the AHP is used to determine the relative importance of these criteria for each individual, while the entropy weighting method is used to determine the relative importance of these criteria from an objective perspective. The model works as expected by validating it against nineteen types of job and ten fictional characters. Not only can we recommend the best jobs with the highest scores, but we can also rank all candidate jobs according to the calculated priority, providing users with a wider range of job options.

Money or fit? The tradeoff of intrinsic and extrinsic variables in hospitality managers' job choice

With the hospitality industry facing an ongoing labor shortage exacerbated by the pandemic, this study extends research on job applicants' preferences for job offers, drawing primarily from the person-environment fit theory. It focuses on understanding the importance of entry-level salary, person-job (PJ) fit, and person-organization (PO) fit within the context of hospitality businesses. Using a two-phase model that unifies and extends the job choice of single-attribute and multiple-attribute job offers, this study uses mixed ANOVA analyses to test the proposed hypotheses. Our main result shows that job applicants experiencing high perceived financial stress are more likely to accept the job offer with both PJ fit and PO fit when compared to (a) the job offer with a higher entry-level salary and PJ fit and (b) the job offer with a higher entry-level salary and PO fit. Based on these findings, several theoretical and empirical implications are discussed.

THU DAU MOT UNIVERSITY MANAGERS AND LECTURERS’ PERCEPTIONS OF THE IMPORTANCE OF ACADEMIC ADVISORS

The credit-based training approach encourages students' initiative and creativity by placing them at the center of the teaching and learning process. Academic advisers then directly impact students' training and job choices, as well as their progress in learning. In order to lay a solid scientific foundation for implementing policies for this team, this study identifies and examines managers' and instructors' perspectives on the role of academic advisors based on the findings of a survey conducted at Thu Dau University. The findings show that managers and academic advisors recognize the crucial role academic advisors play as a link between educational institutions, students, and the job market. This team also serves as a representative of leaders when mentoring and counseling students on matters pertaining to scientific research, management, training plans, and teaching strategies. In addition to serving as a career guidance expert and assisting students in overcoming obstacles that arise when they first enter a university setting, teachers who serve as academic advisors must orient, counsel, and oversee students' activities throughout the learning process. Thus, academic advisors have contributed to improving the quality of human resources trained by Thu Dau Mot University, according to the credit system.

Finding Your Job in Orthopaedic Trauma: A Survey Revealing the Cold Hard Facts.

Finding a first job after fellowship can be stressful due to the uncertainty about which resources to use, including fellowship program directors, residency faculty, and other sources. There are more than 90 orthopaedic trauma fellows seeking jobs annually. We surveyed orthopaedic trauma fellows to determine the job search process. An anonymous 37-question survey. Online Survey. Orthopaedic trauma fellows from the 5 fellowship-cycle years of 2016-2021. The primary questions were related to the job search process, current job, and work details. The secondary questions addressed job satisfaction. Data analysis was performed using STATA 17. There were 159 responses (40%). Most of the respondents completed a fellowship at an academic program (84%). Many (50%) took an academic job and 24% were hospital employed. Sixteen percent had a job secured before fellowship and 49% went on 2-3 interviews. Word of mouth was the top resource for finding a job (53%) compared with fellowship program director (46%) and residency faculty (33%). While 82% reported ending up in their first-choice job, 34% of respondents felt they "settled." The number of trauma cases was important (62%), ranked above compensation (52%) as a factor affecting job choice. Surgeons who needed to supplement their practice (46%) did so with primary and revision total joints (37%). Jobs were most often found by word of mouth. Most fellows landed their first job choice, but still a third of respondents reporting settling on a job. Case volume played a significant role in factors affecting job choice.

The social justifications that identify career choices of Omani youth seeking jobs: A field study

The social justifications that identify career choices of Omani youth seeking jobs: A field study

Intrinsic Factors Influencing Career Choice of Music Graduates in Fujian, China

Career choice has received significant attention in recent years, with research indicating a strong correlation between individual intrinsic motivations and career decisions. This study investigated the intrinsic factors influencing music graduates’ decisions to pursue a professional career in music in Fujian, China, using the Exploratory Design research method. This research design involved two phases. In phase one, the influencing factors were explored through interviews seeking to obtain qualitative information (N = 18). In phase two, the codes derived from the qualitative study were utilized to build a Likert scale for the quantitative questionnaire (N = 221). The qualitative results revealed that music graduates’ professional career choices were intrinsically influenced by their commitment to the music profession, sense of self-worth derived from successful performing and teaching experiences, self-purpose in sharing and teaching music, interest in music playing and music teaching, confidence in music-playing skills, and working relationship between teacher and student. These variables were confirmed by the quantitative study to have an impact on career choice. Commitment to the music profession was the most influential variable, followed by a sense of self-worth. Confidence in music-playing skills was the least influential variable. These findings deepen our understanding of the variables impacting music majors’ job choices. Understanding these determinants can help educational institutions, policymakers, and career counselors better understand music majors’ particular needs and concerns, leading to more supportive career pathways for aspiring musicians in the region.

THE IMPACT OF EMOTIONAL CONTAGION IN NURSES ON MISSED NURSING CARE: A CROSS-SECTIONAL STUDY

Nurses encounter various situations in their work that can affect their emotional status, and they can contagion these emotions to others. These emotions experienced by nurses can influence nursing care. The study used a cross-sectional, descriptive, and correlational design to explore the impact of emotional contagion among nurses on unmissed nursing care. The research was conducted with 304 volunteer nurses through an online survey. Data were collected using a survey form consisting of a Demographic Information Form, Emotional Contagion Scale, and Missed Nursing Care Needs Scale. The data were analyzed by the researchers. The study revealed that nurses had a moderate level of emotional contagion. Differences in emotional contagion levels were found based on gender, age, educational level, type of institution, marital status, working hours, institutional experience, unit of work, and voluntary choice of job (p < 0.05). Additionally, the study showed that the level of missed nursing care among nurses was low. "Communication" was identified as the most significant factor causing missed nursing care. The level of missed nursing care varied according to gender, age, educational status, type of institution, professional and institutional experience, marital status, working hours, unit of work, and duration of employment (p < 0.05). Emotional contagion had a negative impact on the need for missed nursing care (β = -0.150, t = -2.636, R2 = 0.022, p < 0.05), its causes (β = -0.193, t = -3.411, R2 = 0.037, p < 0.05), especially workforce resources (β = -0.249, t = -4.470, R2 = 0.062, p < 0.05), and material resources (β = -0.271, t = -4.898, R2 = 0.074, p < 0.05). To reduce the level of missed nursing care, fostering positive emotions among nurses and promoting their transmission can be utilized as a strategy.

Do job aspirations cause job choice? Insights from women entering male‐dominated occupational training in India

AbstractMotivationThe participation rate of women in India's labour force is not only one of the lowest in the world, it has also been declining. To increase women's employment, some observers argue for reducing occupational gender segregation so that more women enter non‐traditional jobs.PurposeI ask how aspirations for non‐traditional jobs are formed among young women in Delhi. The aim was to enable policy‐makers to foster occupational aspirations for non‐traditional jobs so women could enter jobs considered to be men's work, reducing gender segregation and increasing women's participation in the labour market.Methods and approachI interviewed 72 young women from low‐income households in Delhi, following a semi‐structured guide. These young women were training either in jobs seen as the preserve of men—taxi drivers, electricians, and electronics mechanics—or in traditionally female work in beauty salons.FindingsContrary to conventional wisdom, young women's entry into non‐traditional training in Delhi was not a result of their occupational aspirations. Rather, entry into training saw them aspire to the jobs for which they trained.Policy implicationsTo increase women's entry into jobs dominated by men, policy‐makers do not need to influence young women's occupational aspirations. Instead, they should focus on factors that directly affect job entry—for example, having training centres close to where these young women live—and provide opportunities for young women to train.Traditional concepts of occupational aspirations, generally derived from the global North, do not apply in the same way to young women in India. My study raises questions about these conceptions of aspirations and prompts future studies to assess whether they apply in other parts of the global South.

코로나 시대 초등교원 양성교육 현장에서 예비 장애 교사들의 경험과 입장에 관한 분석

This article explored the experiences and perspectives of pre-service inclusive educators with disabilities in the age of COVID-19 of a university of education settings. It’s research purpose aimed at impowering pre-service inclusive educators with disabilities there by facilitating inclusive education which they would serve in the near future. In doing so, group and individual interviews were conducted for 10 free-service elementarry school teachers with disabilities attending a metropolitan area based college of education. Results indicated the four themes(disability understanding, job choice and teacher role setting, COVID-19 school environment and paradox, human service and reasonable accomodation). The implications of research results were discussed.

Value-Based Employer Branding to Attract and Retain Millennial Doctors at Hospitals in Indonesia

Purpose: In the face of competition, hospitals must attract and retain the best talent, such as millennial doctors. This study seeks to assess the dimensions of employer branding that influence recruiting and retaining millennial doctors. Theoretical Framework: This study is grounded in the theoretical concepts of employer branding and generational work values. It specifically examines the influence of employer branding on job choice and retention among millennials, integrating theories from marketing, human resource management, and generational studies. Design/Methodology/Approach: The research adopts a quantitative methodology, surveying 265 millennial-generation doctors across several hospitals in Bandung, Indonesia. Data were collected through structured questionnaires focusing on various dimensions of value-based employer branding. Statistical analysis was used to evaluate the data and draw conclusions. Findings: The research found that Indonesian hospitals are generally perceived as having good value-based employer branding. Key dimensions that emerged as most critical for attracting and retaining millennial doctors include social, development, and application values. These findings suggest a distinct set of priorities and preferences among millennial medical professionals. Research, Practical & Social Implications: The study's results have implications for hospital management and policymakers. It highlights the importance of aligning employer branding strategies with the values and expectations of millennial doctors. Practically, it guides hospital leadership in policy formulation and establishing work practices that resonate with this demographic, potentially improving recruitment and retention rates. Originality/Value: This research contributes to the existing literature on employer branding and generational work values, specifically within the healthcare sector in Indonesia. Its novel focus on millennial doctors in Bandung hospitals provides fresh insights, enhancing an understanding of how digital media and value-based branding can be leveraged in human resource strategies.

Study on the Dilemmas and Pathways of College Students Returning to Their Hometowns for Entrepreneurship under the Background of Common Prosperity

In the context of common prosperity, with the increasing number of graduates each year, college students face the practical problem of difficult job choices and employment. The implementation of rural revitalization policies has attracted more and more rural college students to return to their hometowns for entrepreneurship, bridging the gap of talent loss and insufficient resources in rural areas. This article focuses on the difficulties and paths faced by college students returning to their hometowns for entrepreneurship to help rural farmers achieve common prosperity. It summarizes the relationship between college students returning to their hometowns for entrepreneurship and common prosperity, and analyzes the difficulties faced by college students returning to their hometowns for employment, including the constraints of traditional ideological concepts, insufficient abilities of college students, and insufficient implementation of entrepreneurial support policies, And reasonable path choices and countermeasures were proposed: strengthening the publicity of college students returning to their hometowns for entrepreneurship, comprehensively enhancing their entrepreneurial ability, improving the rural entrepreneurial environment, promoting the optimization and upgrading of rural industrial structure, and fully implementing the national entrepreneurship support policies.

Decision-making on the job choice in the condition of Slovak households

Getting, keeping as well as changing jobs are the moments in a person’s life associated with not only the search and evaluation of the options but also with selection and decision-making. The article is one of the few in the Slovak Republic that deals with the issue of decision-making on the job choice in households, thus bringing new point of view into the knowledge about the Slovak labor market. The aim of the article is to analyse the decision-making process on the job choice of members of Slovak households and to identify the decision-making circumstances. It deals with the three selected parts of the decision-making process: the decision-making steps, the decision-making subject (decision-maker) and the decision-making circumstances. The contribution is based on the theoretical background concerned to decision-making, paid work and specific conditions of households and it draws the knowledge from the results of the original national research in more than 500 Slovak households. The primary data was collected through an anonymous survey, using a standardised anonymous questionnaire and guided interviews. Statistical sorting and descriptive statistics were used in data processing using the statistics software SPSS. The chi-square test was used to verify the representativeness of the research sample. The results show that the closer the final decision, the higher the proportion of individuals who implement decision-making actions. The most important decision-making circumstances include financial valuation, the character (difficulty) of the work and the childcare.