Graduate Job Research Articles

Questioning the Use of Outcome Measures to Evaluate Principal Preparation Programs

ABSTRACTPolicymakers are proposing the use of outcome measures as indicators of effective principal preparation programs. The three most common metrics recommended are: (1) graduates’ effectiveness in improving student achievement test scores, (2) graduate job placement rates, and (3) principal job retention once employed. This article explores the use of these three measures as indicators of program effectiveness by reviewing existing empirical research, employing program evaluation methodology to review potential approaches, and applying program evaluation standards to the evaluation effort. We conclude that the effort to evaluate principal preparation programs using these outcome measures is far less accurate than policymakers assume.

Why are Egyptian Youth Burning Their University Diplomas? The Overeducation Crisis in Egypt

In September 2015, student unions in Egypt staged several protests in front of the higher education ministry. They were protesting a number of issues, such as inadequate educational resources in universities and restrictions on political activities on campus. In one of several simultaneous protests on September 11, a group of university graduates set their PhD and MBA certificates on fire to protest their inability to find suitable jobs despite these advanced degrees. They were particularly upset with the government’s failure to create more public sector jobs for university graduates. This unusual symbolic protest by these angry university graduates followed a protest a day earlier in front of the higher education ministry by high school students and their parents, who were demanding an increase in the admissions capacity of public universities.

A snapshot of Canada’s psychology graduates: Initial analysis of the 2015 Psychology Graduates Survey.

Statistics Canada's cancellation of the University and College Academic Staff System Survey and Survey of Earned Doctorates-after over 60 years and over 30 years of data collection, respectively-has left significant gaps in health human resources planning and surveillance as it relates to the discipline of psychology. In response to these gaps, and in follow-up to a summit on need, supply, and demand held by the Canadian Psychological Association (CPA) in 2013 (Votta-Bleeker & Cohen, 2014), the CPA initiated a comprehensive survey of individuals who had graduated with a terminal master's or doctoral psychology degree, whether or not they were registered psychologists. In developing the survey, the CPA conferred with the American Psychological Association (APA) and obtained their permission to use and modify the APA's Doctorate Employment Survey (Michalski, Kohout, Wicherski, & Hart, 2011) for the Canadian context.1MethodThe goal of the 2015 Psychology Graduates Survey was to obtain a demographic profile of all individuals with a graduate degree in psychology working across the multiple domains of psychology in Canada. The survey was structured to produce a minimal dataset with a limited number of questions tagged as mandatory, while collecting useful data relevant to education, science, and practice, as well as data at national and provincial/ territorial levels. Specifically, the survey was designed to provide data that would help to answer several important questions about the present and future of psychology in Canada, such as the following: How many people graduate each year in Canada with a master's or doctoral degree in psychology? What is the job market like for a psychology graduate? Are there enough jobs for psychology graduates? How many psychologists are there working in Canada? How many psychologists do we need to meet the teaching, research, and service needs of Canadians? During its development phase, the survey underwent extensive review by chairpersons and members of the CPA's Education and Training and Scientific Affairs committees, as well as the CPA's Board of Directors. The survey was launched on April 24, 2015, in both English and French, and remained open until December 1, 2015. The survey was circulated via numerous means including CPA's Website, electronic newsletter, and social media outlets; CPA's section chairpersons, committee chairpersons, and Board of Directors; Council of Canadian Departments of Psychology (CCDP) Listserv, followed by direct/personalized e-mails to all department chairpersons and faculty whose e-mail addresses were publicly available; provincial psychology associations; psychology regulatory bodies; informal networks (e.g., Statistics Canada, Canadian Mental Health Association, Public Health Agency of Canada, Canadian Institute for Health Information, Canadian Society for Brain, Behaviour and Cognitive Science, Association for State and Provincial Psychology Boards, Canadian Council of Professional Psychology Programs, Department of National Defence, Canadian Institutes of Health Research, Social Sciences and Humanities Research Council of Canada, Natural Sciences and Engineering Research Council of Canada); and a paid advertisement on Facebook.ResultsRespondent DemographicsA total of 4,812 respondents completed the full survey; additionally, 1,060 started but did not complete the survey. After removing respondents identified as students, a total of 4,502 usable surveys were analyzed for the purposes of the present article. Table 1 presents an overview of the survey respondents. Notably, respondents represented a typical gender division within psychology (Canadian Institute for Health Information, 2013). While the bulk of respondents were between the ages of 30 and 49, we were nonetheless able to obtain responses from individuals at all career stages. As well, respondents included a large proportion of individuals who work in French. Lastly, the current findings represent the experiences and opinions of a mix of CPA members and nonmembers, as well as provincial/territorial/state psychology association members and nonmembers. …

The changing graduate labour market: analysis using a new indicator of graduate jobs

Abstract This paper examines differentiation in the recent evolving graduate labour market in Britain. Using a novel statistically derived indicator of graduate jobs, based on job skill requirements in three-digit occupations obtained from the British Skills and Employment Survey series, we analyse trends in the labour market between 1997/2001 and 2006/2012. The indicator performs better than other indicators in validation tests, could be applied flexibly in other contexts, and is available in the Additional file 1. We find that the massive influx of graduates into the labour force has been absorbed with no increase in overeducation. However, the returns to graduation have become more dispersed, with those at the upper quartile of the residual distribution increasing, while those at the lowest quartile have fallen. The wage gap between matched and overeducated graduates increased by 11 log points. Using the British Household Panel Study, we find that the persistence of overeducation status did not change but for non-employed male graduates moving into employment, the chances of entering a graduate job decreased. JEL Classification: J21, J24, J3

Do Wage Subsidies Provide a Stepping-Stone to Employment for Recent College Graduates? Evidence from a Randomized Experiment in Jordan

Abstract This study examines the impact of a randomized experiment in Jordan in which female community college graduates were assigned to receive a wage subsidy voucher. The wage voucher led to a 38 percentage point increase in employment in the short run, but the average effect is much smaller and no longer statistically significant after the voucher period has expired. The extra job experience gained as a result of the wage subsidy does not provide a stepping-stone to new jobs for these recent graduates, which appears to be due to productivity levels not rising above a binding minimum wage.

Too many graduates? An application of the Gottschalk–Hansen model to young British graduates between 2001–2010

A model of supply and demand is applied to UK data over the period 2001–2010 to define graduate jobs in terms of the proportion of graduates and/or the graduate earnings mark-up within occupations. Within such a framework it is found that there has been an upward shift in the likelihood of young British university graduates being employed in non-graduate jobs over the course of the past decade. Such a period has coincided with a continued (and rapid) expansion of the UK higher education sector, and the findings presented here highlight the need for government policy in this area to be set in consideration of labour market needs.

Des consignes de rédaction à l’élaboration du curriculum vitae : quels résultats pour l’insertion des diplômés du supérieur ?

Inspired by a general question about the level of competence of graduate job seekers in Cameroon, our research focuses on the consistency of their curriculum vitae (CV) content (n=50). The goal is to assess the efficiency of the CV elaborated from criteria suggested by the writing guidelines available for job seekers, especially their ability to get a job interview. Our results show some inconsistency in the CV, represented by the difficulties in formulating skills, and the lack of professional objective (desired job profile). These difficulties suggest a problematic of self-evaluation for these job seekers. The practical implications and research perspectives of this study are discussed.

Creating videos to assist students’ understanding of the graduate recruitment process

This opinion piece describes how a Greenwich Seed Fund project using a kit comprising several video cameras has helped to combat student apprehensions regarding many aspects of the graduate job application process.

Influence of university prestige on graduate wage and job satisfaction: the case of South Korea

ABSTRACTObtaining a tertiary degree no longer guarantees entry to the best occupational positions in today’s labour market. Success is no longer about ‘more’ education, but about ‘better’ education for university graduates. This study aims to understand whether university prestige in Korea accounts for occupational outcomes in both monetary and non-monetary aspects, such as salaries and job satisfaction. The study particularly focuses on the way different levels of university prestige are affected by gender. The fourth wave data from the Korean Education and Employment Panel were used, providing information from the results of a panel survey of university graduates in terms of their social and academic background and job employment status. Results show that university prestige continues to matters in occupational outcomes in particular, for wage, but it is not significant for job satisfaction. The effect is more significant among male graduates than among female graduates.

Educating for sustainability in language degrees: a tale of 2 case-studies

Purpose According to the 2014 joint report drafted by the Quality Assurance Agency and Higher Education Academy (QAA/HEA), universities have a key role to play in the development of sustainability literate graduates who can contribute to an environmentally responsible society. This paper aims to assess language students’ understanding of sustainable development (SD) issues. Design/methodology/approach Study 1 surveys two cohorts of final-year language students about to enter the graduate job market, and Study 2 surveys first-year language students before and after the inclusion of SD content in one of their modules. The questions to the students are provided along with qualitative and quantitative results. Findings Results suggest that only 48 per cent of language graduates are currently aware that they will need to take account of the environmental impact of their work as professional practitioners and 52 per cent do not consider it appropriate to learn about SD during their degree. However, results also suggest that incorporating SD early on in the language curriculum could contribute positively to the development of sustainability literate graduates. Originality/value While many language departments are aware of the importance of integrating sustainability into their curricula, and while employers are increasingly demanding sustainability literate graduates, there is little evidence that language students leave university with a real understanding of sustainability issues. This paper presents evidence of the current situation, as well as a novel way to integrate sustainability into the language curriculum to remedy the situation.

Региональные аспекты проблемы трудоустройства выпускников вузов в новых экономических условиях

The unemployment problem among youth is a consequence
 of transition of Russia from state planned economy to the
 market. University graduates face an array of problems by search of
 a workplace as they are insufficiently demanded in the labour market.
 Therefore it is necessary to take a number of measures for the
 solution of this question, to give various help to graduates in job
 search. This problem carries both social and economic nature, so
 its decision will promote increase of level of living in the country
 and will increase cost efficiency of Russia

Трудоустройство выпускников вузов Казахстана

Трудоустройство выпускников вузов Казахстана

Developing career management competencies among undergraduates and the role of work-integrated learning

ABSTRACTThis paper explores undergraduate capabilities in career self-management and the influence of work-integrated learning (WIL). Career management competencies are an important aspect of individual employability and impact on wellbeing, graduate job attainment and long-term career success. Enhanced competencies among graduates can assist Faculty in achieving strong employment outcomes and support industry partners who wish to employ graduates able to self-manage their career pathways effectively amid flatter organisational structures and greater employee mobility. Our findings indicate that business undergraduates at one UK and one Australian university consider themselves reasonably proficient in career self-management yet variations exist across the different dimensions of self-awareness, opportunity awareness, decision-making learning and transition learning. Participation in work placements and study and employment characteristics influenced certain elements of career self-management. Our study highlights the importance of nurturing career management competencies in undergraduates and we discuss strategies, particularly in relation to WIL, which may promote effective career self-management.

Seeking out talent on social media

Purpose – This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach – This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings – A three-step guide is offered to help prospective employers attract graduate job seekers by means of social media, particularly Facebook. Social media recruiting can pay off in several ways: First, employers have the advantage of speed. Second, they have broad and frequent access to college students. Employers will also reduce their overall college recruiting costs and, finally, employers can enhance their overall employment branding through the use of Facebook. Practical implications – The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value – The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Identifying economic ramifications resulting from accepting equity vs. requiring traditional licensing payment methods

The purpose of this study was to analyze the economic ramifications resulting from research universities' acceptance of equity positions in spin-off companies as an alternative to traditional forms of licensing payments. The study was conducted using the most recent three years (i.e., 2011, 2012, and 2013) of the Licensing Activity Survey conducted by the Association of University Technology Managers. Universities that had accepted equity in start-up companies had statistically significantly higher licensing revenue, in all three years, than universities that did not accept equity positions in start-up ventures. However, higher total licensing revenue earned by universities could be attributed to increases in running royalty revenues received in each of those same years. Revenues from cashed-in equity positions fell precipitously in years 2011, 2012, and 2013. Universities may continue to take equity positions in start-up, joint venture companies despite decreasing revenues from cashed-in equity positions because the potential exists to create (a) a positive impact on regional economies, (b) new jobs for the schools' graduates and, (c) windfall profits for equity holders if the companies' technologies or inventions become commercially successful.

Should governments of OECD countries worry about graduate underemployment?

To assess potential public concerns, this paper examines theory and evidence surrounding graduate educational underemployment (overeducation) in this era of mass higher education. Using a new, validated, index of graduate jobs, we find that the prevalence of graduate underemployment across 21 countries is correlated with the aggregate supply–demand imbalance, but not with indicators of labour market flexibility. Underemployment’s association with lower job satisfaction and pay is widespread. Yet in most countries there are external benefits (social trust, volunteering, and political efficacy) associated with higher education, even for those who are underemployed. Taken together with existing studies we find that, in this era of mass higher education participation, under-employment is a useful indicator of the extent of macroeconomic disequilibrium in the graduate labour market. We conclude that governments should monitor graduate underemployment, but that higher education policy should be based on social returns and should recall higher education’s wider purposes.

Employability Skills as Perceived by Employers and University Faculty in the Fields of Human Resource Development (HRD) for Entry Level Graduate Jobs

The world of employment has changed dramatically, technology is impacting practices and experiences, and societies are becoming more global and multicultural. With the rise of globalization, employability is becoming one of the main goals for education systems. Today’s employers require employees to have soft or non-technical skills in addition to technical skills. The purpose of the study was to explore employability skills as perceived by employers and university faculty of human resource development (HRD) and management for entry level graduate jobs. As a result of this research, types of employability skills may be identified which are common among the faculty of HRD programs and employers of HRD graduates both in the U.S. and internationally. To evaluate the interrelationships between the variables of interest among employees and faculty members, both in the U.S. and internationally, one way analysis of variance (ANOVA) was utilized. The overall results of this study indicate that with the exception of communication skills and the use of technology, there is a significant relationship between 16 of the 18 variables investigated and the type of respondents.

The effect of employment preparation activities influencing on the decent job of college graduates

The effect of employment preparation activities influencing on the decent job of college graduates

Using the Comprehensive Confirmatory Factor Analysis Method of Structural Equation Modeling in the Process of Graduates Employment

In the present world education is one of the most important basics of successful development of society. Incessant economic growth of any country and its competitiveness in the times of globalization of world economy are impossible without highly educated and highly trained laborers. When seeing the tasks facing higher education and statistics of education, the development of a practical basis of statistical analysis of higher education expert labor market and the employment of such graduates for jobs in their degree field seems potentially productive and extremely important. It is important for national and international studies. The knowledge of the United States of America is interesting from the point of view that if in the Russia the introduction of a two-stage system of higher education is still developing, in the United States of America the similar experience of training graduates is already obtained. To our mind, special attention should be paid to the criteria of education level which is used in the United States of America. The United States of America is a recognized leader among other countries with market economy, it is a country with a highly developed private sector. A considerable share of concentration of medium-sized and small business is in many respects caused by the mentality: in the United States of America the choice of specialty is influenced by possibilities of employment, but the prestige of a business also influences the education one’s gets. DOI: 10.5901/mjss.2015.v6n6s2p668

‘Who will employ them? ’Questions as engagement strategies in Nigerian job portals online

This study investigates the use of questions for engagement by writers in discussions in online job portals. Based on a mini corpus of 40 postings together with their comments consisting of 139,104 words extracted from Naijahotjobs and Nairaland job portal discussions, the study addresses the functional use of questions in the presentation of writer's stance, the possible variation of questions with the topics being discussed, the rhetorical functions of questions and the use of question clusters in discussions. The analysis shows that two major kinds of questions were frequently used for engagement – wh- and yes-no questions. This represents two levels of complexity in interrogation – open-ended and closed-ended levels. It also reveals that the two most prominent groups in the discussions (motivational writers and graduate job seekers) used questions differently for engagement purposes. Motivational writers who typically assumed the position of experts used questions to engage the cognition of readers and sometimes to threaten their face, while graduate job seekers tended to ask information-seeking and confirmation questions based on issues agitating their minds about their unemployment situation. In addition, graduate job seekers asked what I refer to as ‘protest questions’, which focus on social issues connected with unemployment. This study therefore shows that beyond networking and getting relevant information about how to secure employment and advance in a career, job portals have provided a space for interrogating, confronting and guiding job seekers on the social problem of unemployment in Nigeria.Key words: questions, engagement strategy, job portal, Nigeria, unemployment