Previous Job Experience Research Articles

Migration and Human Capital: The Effect of Education on the Qualified Employment of Venezuelan Immigrants in Peru

This study analyzes the impact of Venezuelan immigrants’ human-capital on their occupational choice in Peru, in terms of job qualifications. Cross-sectional data were sourced from the National Survey to the Venezuelan Population in Peru, using ordered probit models for 2018 and 2022. The results show that immigrants with university education or previous job experience are overeducated for jobs requiring university education, in the Peruvian labor market, for both years, since they are more likely to obtain jobs with technical education requirements, the intensity of the phenomenon reduced in 2022. The study verifies the Venezuelan immigrants’ overeducation in the Peruvian labor market.

“We don't need no (higher) education” - How the gig economy challenges the education-income paradigm

The empirical relationship between educational attainment and pay levels has been widely acknowledged in the labour-economic and labour-sociology literatures. While the causalities underlying this relationship are not conclusively established, researchers broadly agree that higher educational attainment leads to higher income levels in dependent employment, temporary hiring, and freelancing alike. The ‘gig economy’, where workers complete jobs mediated by online platforms, challenges this paradigm as gig workers can access jobs without any educational certificates. Building a theoretical framework based on agency-driven accounts, we investigate whether we can empirically observe a relationship between educational attainment and wage levels in the gig economy. Our OLS regression analyses of 1607 gig workers in 14 Western economies illustrate no statistically significant correlation. Instead, the platform's review system as well as the gig workers' level of previous job experience serve as the major signalling mechanisms that help to reduce information asymmetry. Qualitative insights gained from in-depth interviews explain this finding by revealing how gig workers gain the necessary qualifications for their jobs, most importantly, through self-study, learning-by-doing, and trial-and-error processes. Our findings therefore point out that advanced educational credentials are only of limited use for gig workers.

Ontology-Based Personalized Job Recommendation Framework for Migrants and Refugees

Participation in the labor market is seen as the most important factor favoring long-term integration of migrants and refugees into society. This paper describes the job recommendation framework of the Integration of Migrants MatchER SErvice (IMMERSE). The proposed framework acts as a matching tool that enables the contexts of individual migrants and refugees, including their expectations, languages, educational background, previous job experience and skills, to be captured in the ontology and facilitate their matching with the job opportunities available in their host country. Profile information and job listings are processed in real time in the back-end, and matches are revealed in the front-end. Moreover, the matching tool considers the activity of the users on the platform to provide recommendations based on the similarity among existing jobs that they already showed interest in and new jobs posted on the platform. Finally, the framework takes into account the location of the users to rank the results and only shows the most relevant location-based recommendations.

A Consensual Qualitative Study on the Decent Work of Women Counselors

본 연구는 PWT이론을 적용하여 괜찮은 상담 일자리 정의를 개념화하고, 이를 획득하기까지 도움 및 어려움 요인, 괜찮은 일자리 양산을 위한 미래과제를 확인하고자 하였다. 1급 상담 전문가(한국상담심리학회, 한국상담학회) 9명을 면담하고, 합의적 질적 연구 방법(CQR)으로 자료를 분석한 결과, 총 17개 영역, 37개 범주가 도출되었다. 주요 결과는 다음과 같다. 첫째, 괜찮은 상담 일자리 주요 요소로는 합리적·안정적인 임금과 고용조건, 안전하고 편안한 근무환경, 상담의 특수성을 인정하는 조직문화, 위기사례 관련 상담사 보호 시스템 가동, 그리고 성장과 워라밸을 지원하는 복지가 도출되었다. 둘째, 괜찮은 일 획득 도움 요인으로는 지속적 수련, 이전 직무경력, 상위학위 및 자격증 취득, 동료 네트워크이며, 어려움 요인으로는 안정적 생계유지 어려움, 사적인 삶과의 균형 유지 어려움이 있었다. 셋째, 괜찮은 일자리 양산을 위한 미래과제에 대해 상담자 개인 차원으로는 지속적인 전문성 함양과 부당한 처우 개선을 위한 목소리 내기가 제안되었다. 개인 외적 차원으로는 무급수련제도 개선, 상담 전문가에 대한 대중 홍보, 심리상담 자격증 법제화를 위한 노력 등이 보고되었다. 추후 남성 상담사들의 괜찮은 일 경험을 조망하거나, 괜찮은 상담 일자리 척도 개발을 후속해 볼 수 있겠다.This study explores the definition of decent work as counselors by applying the PWT and examining resources and barriers to securing decent work and future tasks for more decent work. Using CQR, we interviewed nine counselors(Level 1 of the KCPA, KCA). As a result, 17 domains and 37 categories were identified. The main results are as follows. First, decent work components were reasonable income stable employment, and safe and comfortable working conditions. These organizational cultures acknowledge the specialty of counseling, welfare for counselors' growth, and setting up a crisis intervention system. Second, resources included continuous training, previous job experience, earning degrees and licenses, and peer network. Barriers were found challenging to maintain a stable livelihood and balance with private life. Third, as tasks for more decent work, developing qualifications and speaking out against unfair treatment were suggested. Besides, improvement of unpaid training, informing about counseling, and governmental licensure system were discussed. In the future, we can look at the concept of decent work for male counselors or follow up on the development of a decent counseling job measurement scale.

Introduction of Outcomes-Based Education in Indian Management System for Sustainable Education

This paper aims at analyzing the concept of outcome-based education (OBE) in postgraduate level management education. In general, the higher education system undergoes a transformation from teacher-centric education into a student-centric outcome-based educational system. Implementing an outcome-based education curriculum poses a great challenge in the higher education system, especially in management, since management education itself is a professional education system that aims to prepare students for industry readiness with domain knowledge as well as different management skills. Along with domain knowledge of their specialized areas, students need to demonstrate other aspects like systemic or holistic thinking, the integration of different perspectives, skills such as critical thinking, communication, and finally different attitudes and values. Without holistic thinking, it is difficult to develop a sustainable future for the students as well as for society. When combined, holistic thinking and outcome-based learning create a powerful framework for developing well-rounded, effective problem solvers, and lifelong learners. An analysis of OBEs proposed in this paper considers parameters related to management students, such as the Program Outcome (PO) and Course Outcome (CO). The sample is taken from a business school in India, where the dataset comprises a total of 31 papers in four semesters of the two-year management program, where students are mostly fresher or have a maximum of two years of previous job experience. In the present paper, with the help of a case of a professional program, a framework is shown to set targets or refine POs and COs to continuously improve upon the outcome of education following a P-D-C-A cycle.

In and out of revolving doors in European Union financial regulatory authorities

AbstractAlthough the idea of revolving doors evokes the dynamic image of moving in and out of public and private sector jobs, most scholars take a static view of the revolving door phenomenon, looking mainly at entrances, sometimes at exits, but almost never at both. This is a serious oversight given that normative concerns about revolving doors turn mainly on assumptions about how individuals become socialized through their multiple interactions working on both sides of the revolving door. Our study seeks to revive a bidirectional picture of revolving doors. To this end, we use financial regulatory politics in the European Union (EU) as our case and a unique dataset of nearly 200 regulators from three EU financial regulatory bodies as of 2018. We first describe the extent to which these multiple movements are happening and, second, we explain differences between those who make zero revolving door movements and those who make multiple movements. Our central argument is that previous job experience in the regulated industry (finance) generates valuable expertise and network ties that in turn lead to more movements. Experience in industries outside of finance, however, diminishes this expertise and loosens network ties and hence leads to fewer movements. Our results support these arguments. We also find those making multiple movements are not in the business of finance (traders or those leading sales or marketing teams) but instead have careers on both sides of the revolving doors focused on law, policy, and government affairs.

Survey of Health-System Pharmacy Leadership Pathways: A 10-Year Revisit

Objective: To compare health-system pharmacy leadership pathways and opinions in the last decade. Methods: A 33 question survey was recreated from the 2009 survey of health-system pharmacy leadership pathways and reviewed and modified by the original creators. In November 2019, investigators sent two invites to complete a QualtricsXM survey to individuals listed on the ASHP Connect Pharmacy Practice Leaders listserver. The survey closed on December 15, 2019. Results: Two-hundred-thirteen pharmacy leaders responded to the survey. Survey respondents identified completing a pharmacy practice (PGY1) residency as the most common health-system pharmacy leadership pathway. Respondents stated on-the-job experience contributed most to their leadership development. Interpersonal skills (20%), human resource management (19%), and finance and budget management (13%) were classified as the most valuable skill-sets to a health-systems leader. Thirty-nine percent of eligible respondents stated they were interested in seeking a health-system pharmacy director position and 23% stated they may be interested. The majority of directors stated that they preferred to hire those with previous on-the job experience into leadership positions. Conclusion: Regardless of leadership pathway, those interested in pursuing health-system pharmacy leadership positions should pursue as much on-the-job experience as possible, build relationships through networking, and find a strong, helpful mentor.

Implementation of pharmacist-led services in primary care: A mixed-methods exploration of pharmacists' perceptions of a national educational resource package.

Background:To help alleviate the global pressure on primary care, there has been an increase in the number of clinical pharmacists within primary care. Educational resources are necessary to support this workforce and their development within this role. An educational resource package was developed in Scotland to support the General Practice Clinical Pharmacists (GPCPs), containing a hard copy Competency and Capability Framework (CCF), an online platform (TURAS) and both clinical and educational supervisors in 2016.Objective:To examine the implementation of a competency-based educational resource package through the exploration of pharmacists’ perceptions of its adoption, acceptability, appropriateness, and feasibility.Methods:Participants were GPCPs who had been part of a national training event between 2016 and 2018. The participants were given the opportunity to complete an online questionnaire or a semi-structured telephone interview. Both data collection tools were based on Proctor’s model of implementation outcomes: adoption, acceptability, appropriateness and feasibility. Areas covered included GPCPs’ perceptions and level of adoption of the educational resource package developed to support them in their role.Results:Of a potential 164 participants, 52 (31.7%) completed the questionnaire and 12 (7.3%) completed the interview. GPCPs indicated widespread adoption and were accepting of the resources; however, it was suggested that its value was undermined, as it was not associated with a qualification. The appropriateness and feasibility of the resources depended on GPCPs’ individual situation (including current role, previous job experience, time available, support received from peers and supervisors, and perceptions of resources available).Conclusions:The suitability of the CCF was evidenced by participants’ adoption and acceptance of the resource, indicating the necessity of a competence-based framework to support the GPCPs’ role. However, its suitability was hindered in terms of varied perceptions of appropriateness and feasibility. Despite the limited sample size, the results indicate that the value of these resources should be promoted across primary care; nevertheless further facilitation is required to allow GPCPs to fully engage with the resources.

Determinants of students’ salaries in the professional training year

ABSTRACT This paper studies the main determinants of salaries for economics students in their year-long industrial placements. Using three different sources of data on three cohorts of economics placement students, including demographic characteristics, academic performance, programme of studies and employability-related characteristics, we find that academic performance, job location and industry type are the main determinants of placement salaries. We show not only that students’ academic performance can increase the returns of the placement year due to the possibility of high salaries, but such returns significantly increase at the top of the salary distribution. Students’ previous job experience also matters for high-paying placements. Conversely, demographic characteristics, such as age, nationality and ethnic background, do not appear to determine placement salaries. Finally, we find no evidence of gender differences in wages.

Procedural Justice in Selection from the Lens of Psychological Contract Theory

Abstract Background and purpose: In recruitment and selection, job applicants do not only base their justice judgment on the actual experience but also compare what happens and what they expect. This study, therefore, investigates applicants’ reaction to procedural justice in recruitment selection through the lens of psychological contract framework. Psychological contract theory highlights the role of expectations, discrepancies between perception and expectation, and perceived contract breach on individual outcomes. Methodology: Two surveys were conducted with job seekers in Vietnam, one before and one after the selection process. Printed questionnaires were administered to job seekers in the first survey, while the second used online survey. Structural Equation Modeling technique was adopted to analyze the data. Results: Data from a sample of 232 job seekers indicated that previous job experience and source of candidates were significantly related to justice expectations. In addition, perceived unmet expectations were found to predict procedural contract breach, which in turn negatively influenced job acceptance intention and recommendation intention. Conclusion: The research highlights the role of unmet justice expectation, the perceived discrepancy between what happened and what was supposed to be, in predicting intention to accept offer and to recommend others. The results suggest that firms should provide updated and official information regarding the selection process to all parties such as internal employees, recruitment agency and job search website to reduce over-expectation.

Determinants of the Choice of Job Search Channels by the Unemployed Using a Multivariate Probit Model.

We investigate factors affecting the job search channels (newspapers, agency, informal network, direct contact, internet) of unemployed individuals in Italy using a multivariate probit model. We separately analyse unemployed individuals who lost their job or who are entering the labour market for the first time (i.e., with or without previous job experience, respectively). We use cross-sectional microdata covering the 2014–2018 period. We do not find important differences in the determinants in common between unemployed individuals with and without previous job experience (such as, age, education, and citizenship). The main difference between the two samples is in the composition, with more young people in the latter group (mainly individuals in the school-to-work transition) than in the first one. We find that better-educated unemployed people have more of a multichannel attitude when searching for jobs than their counterparts. Moreover, for unemployed individuals with previous job experience, the characteristics of their last job play a crucial role in influencing the choice of search channel(s). For example, unemployed individuals from high-skilled professions (that typically require the employment of better-educated individuals) choose the internet with a higher probability than other channels, while those from low-skilled professions and with experience in manufacturing have a higher probability of considering employment agencies than those in qualified professions in commercial activities and services. We have assumed that the unobservable factors affecting the decision process of a multichannel job search (estimated through the pairwise correlation coefficients across the residuals of the models) are represented by personality features of an individual, such as motivation, self-control, and preferences. A strong, positive, and significant correlation is found between job searching through the internet and direct contact with firms, but with some spatial differences between macro-areas of the country.

A cross-cultural analysis on career decision making of the students: the role of self-awareness and self-efficacy

The present study aimed at finding out the factors that affect the students' career decision making in two different cultures (Italian and Turkish). The research evaluated the career decision making self-efficacy scale-short form (Betz et al., 1996; Chaney et al., 2007) and self-consciousness scale (SCS) of the Scheier and Carver (1985). Responses are collected from 291 undergraduate students of the Yeni Yuzyil University in Istanbul and University of Torino in Turin. The objective of this study is to reveal significant factors to develop self-assessment, career awareness and goal setting competencies of the students in different cultural contexts. Our results show that there are differences between the two countries and that having a previous job experience have a strong effect on career decision making. Most importantly, in order to give more explanatory information about the factors that affect career decision making in university students, this is one of the first studies that tested and found evidence of the relevance of self-awareness.

A cross-cultural analysis on career decision making of the students: the role of self-awareness and self-efficacy

The present study aimed at finding out the factors that affect the students' career decision making in two different cultures (Italian and Turkish). The research evaluated the career decision making self-efficacy scale-short form (Betz et al., 1996; Chaney et al., 2007) and self-consciousness scale (SCS) of the Scheier and Carver (1985). Responses are collected from 291 undergraduate students of the Yeni Yuzyil University in İstanbul and University of Torino in Turin. The objective of this study is to reveal significant factors to develop self-assessment, career awareness and goal setting competencies of the students in different cultural contexts. Our results show that there are differences between the two countries and that having a previous job experience have a strong effect on career decision making. Most importantly, in order to give more explanatory information about the factors that affect career decision making in university students, this is one of the first studies that tested and found evidence of the relevance of self-awareness.

Work motivation and related demographic factors in unemployed patients with schizophrenia

Objective: Working rate in patients with schizophrenia is considerably low. Nonetheless, unemployed patients might have desire to work and look for a job. Identifying the reasons underlying the patients’ work motivation and related factors can be instructive for the vocational rehabilitation services. The purpose of this study was to deter-mine the reasons for work motivation and to identify the predictors of motivation in unemployed patients with schizo-phrenia. Methods: Sociodemographic and working life information of 379 unemployed patients with schizophrenia or schizoaffective disorder diagnosed for at least two years was collected from six different centers. The patients were questioned about their desire to work and its reasons. Having desire to work and job seeking behavior together was considered as work motivation. Patients with and without having work motivation were compared regarding to their sociodemographic information and illness characteristics. Logistic regression analysis was conducted to find the factors predicting the work motivation. Results: The participants’ mean age was 42, level of education was nine years, duration of illness was 18 years, and majority consisted of males and single patients. It was found that 33% of the patients were motivated to work. While distinct underlying reasons of the work motivation were found as financial needs (45%) and will for independent living (35%), idea of not being able to deal with the requirements of the job (66%) and not receiving social welfare payment (24%) were dominant in patients who weren’t motivated to work. The predictors of work motivation were found as male gender (OR=2.0), having a profession (OR=2.0), having work experience after the illness (OR=1.2), level of education (OR=1.1), and duration of illness (OR=0.9). Conc-lusion: We found that one-third of unemployed patients with schizophrenia have work motivation as an important finding. The patients may feel more comfortable and motivated to work if they would continue to receive social wel-fare payment after they started a job. It could be concluded patients who have a profession, high level of education, previous job experience, and who are at the early stage of their illness are suitable candidates for the vocational rehabilitation services.

Increasing Proactive Coping in Organizational Newcomers: Improving Job Adaptation or Rocking the Boat?

Proactivity has positive effects for the adaptation to the workplace. This study introduces an intervention that aims to enhance one important resource of newcomer adaptation, proactive coping, by a resource accumulation and controllability intervention for organizational newcomers. The effectiveness of the intervention (a structured booklet) was assessed in a sample of organizational newcomers ( N = 172) within a longitudinal evaluation design (one-pretest double-posttest design with a treatment and a control group). The intervention improved proactive coping and enhanced an important proximal adaptation outcome, role clarity (mediated by proactive coping). However, the intervention also increased intention to quit especially among those newcomers who had previous job experience (i.e., job changers). Overall, the study demonstrates that increasing proactive coping improves the adaptation of organizational newcomers with respect to role clarity and therefore provides a promising starting point for additional intervention programs but also demonstrates limits of such an intervention.

Is Informal Job Experience of Youth Undermining their Labor-Market Prospects in Transition Economies?

The objective of the paper is to investigate if previous informal employment experience of youth affects later labor-market outcomes in transition economies. We consider the effects on employment, decent job and wages. Some theories suggest that previous informal job experience may extend informality later and negatively impact decent employment and wages, while others argue that informal jobs may provide training, networks and working attitudes to young workers hence improving their formal employment and wage potential. We rely on the newly-produced School to Work Transition Surveys for seven transition economies of Southeast Europe and the Commonwealth of Independent States. Our results robustly suggest that early informality of youth is negative for the later labor-market outcomes. However, for the wage, there is limited evidence that the negative effect potentially turns positive for long informal job experiences. The negative effect of informal job on later outcomes is stronger for females, while any differences between the two regions of transition economies are neither systematic nor robust.

Assessment of skill gap and factors influencing career choice among fisheries graduates in India

The paper reports the result of an assessment of career choice among fisheries graduates and skill gap between expectations of employers employees in India. Qualitative and quantitative data were collected from the fisheries students (employees) and employers through survey. The results revealed that there are differences between factors influencing career choice of males and females with reference to two factors namely, previous job experience and family status. The employers employees survey revealed that there exists a gap in technical skills which should be given focus to increase competency among employees to match the expectations of the employer. There is an indication of emerging demand for fisheries professionals to cater the needs of employers in fisheries sector.

Institutional analysis of the contemporary regional labour market in the Czech Republic

Public institutions are key players in the regional labour markets in the Czech Republic. Their activities are constrained by economic policies, which are aimed at increasing employment and the effi ciency of the labour markets. Our analysis uses a questionnaire to collect data from the institutions and evaluate their perception of the regional labour market. The results suggest that active employment policy instruments and passive policy instruments are perceived as ineffi cient and inappropriate. The unemployed usually have no previous job experience, completed only primary education and are not willing to travel to work. The pressing problem is the quality of education and the generous social benefi ts that makes employment policy ineffi cient for the least skilled unemployed.

Passion in the workplace: empirical insights from team sport organisations

ABSTRACTResearch question: Although sport management scholars have focused on a fairly wide number of psychologically related constructs in the workplace, passion has not been part of this research agenda. The present study is the first attempt to fill this gap by exploring team sport organisation employees’ passion via the dualistic model, that is, harmonious and obsessive, developed by Vallerand et al.Research methods: UK football industry employees responsible for either business-related functions or the clubs’ social agenda (N = 236) completed an online survey in order to measure their level of passion. The particular instrument has two components: harmonious and obsessive passion towards the job. Besides the passion scales, the survey contained measures related to demographic variables, employment position, and previous job experience. Data were treated with confirmatory factor analysis and analysis of variance using SPSS and Amos 18.0.Results and findings: Both groups of employees are passionate about their job. They remain harmoniously passionate throughout their career and show low levels of obsessive passion. The type of work activities influences personnel within sport organisations with employees responsible for the social agenda being slightly more harmoniously and obsessively passionate compared to those responsible for the business agenda.Implications: Vallerand et al.’s dualistic model of passion has been adapted for sport organisations. The particular working environment that forms these organisations attracts and/or facilitates employees to experience a positive work–life balance.

Employment insecurity and mental health during the economic recession: An analysis of the young adult labour force in Italy

Background and objectiveA growing body of scientific literature highlights the negative consequences of employment insecurity on several life domains. This study focuses on the young adult labour force in Italy, investigating the relationship between employment insecurity and mental health and whether this has changed after years of economic downturn. It enhances understanding by addressing differences in mental health according to several employment characteristics; and by exploring the role of respondents' economic situation and educational level. Data and methodsData from a large-scale, nationally representative health survey are used to estimate the relationship between employment insecurity and the Mental Health Inventory (MHI), by means of multiple linear regressions. Results and conclusionsThe study demonstrates that employment insecurity is associated with poorer mental health. Moreover, neither temporary workers nor unemployed individuals are a homogeneous group. Previous job experience is important in differentiating the mental health risks of unemployed individuals; and the effects on mental health vary according to occupational status and to the amount of time spent in a condition of insecurity. Further, the experience of financial difficulties partly explains the relationship between employment insecurity and mental health; and different mental health outcomes depend on respondents' educational level. Lastly, the risks of reporting poorer mental health were higher in 2013 than in 2005.