Tech Job Research Articles

TECHNOLOGICAL TRANSFORMATION: THE EMERGING TRENDS IN EMPLOYABILITY SKILLS AMONG ENGINEERING GRADUATES: AN EMPIRICAL ANALYSIS

We are living in a fast-paced competitive world where new technologies are being introduced almost every day, trends are evolving, manual jobs are becoming obsolete, and new tech jobs are on the rise. Technology has eased its way into our lives, it has given rise to uncertainty. The rapid changes in the technologies have also transformed the need for in-demand skills in the industries. In addition, newer domains are emerging in the market and this is fuelling the demand for talent with the required skills that are capable of driving the organizational growth. Organizations and educational institutes need to cater to the requirements of the industry for upcoming generations and lay foundations for devising solutions that support rapid skill development. Industry 4.0 was in the recent past in 2011, its focus was on digitalization and included automation, artificial intelligence (AI) technologies, connected devices, data analytics, cyber-physical systems, digital transformation, and more., India needs to invest in constant upskilling of human resources and stay agile. Industry 5.0, seems to have already set in, 2020. The focus is personalization and humanization, emphasizing collaboration between humans and machines to create sustainable products and services and to deliver value-added tasks to customers. Hence, it is essential for us to keep learning and constantly upskill ourselves. The importance of upskilling for leaders by stating, When a person stops learning, they start falling behind. Therefore, we must learn new skills in such uncertain times to adapt to rising jobs in the era of industrial transformation. Over the past few years, the world is experiencing rapid changes in every sector. New employment avenues have opened and due to this, the demand for tech-savvy new-age skills has also grown. Keeping this in view this article is focus on to study the emerging trends in reskilling, upskilling and capacity building programmes. KEY WORDS: Uncertainty, Technological Transformation, Artificial Intelligence, Data Analytics, Digital Transformation, Upskilling, Reskilling, Capacity Building.

Do Financial Incentives Encourage Women to Apply for a Tech Job? Evidence from a Natural Field Experiment

We conduct a natural field experiment to test whether offering financial incentives encourages more female job seekers to complete their applications for a tech job. All eligible applicants for the job were invited to perform an online skill assessment. We randomized whether or not they were offered an incentive of up to $10 for completing the assessment. We find no significant effect of the incentive for female applicants (or male applicants).

News - Briefing. The Graphic: Recession hits tech jobs

News - Briefing. The Graphic: Recession hits tech jobs

A framing effect in the judgment of discrimination

Discrimination is not only an objective fact but also a subjective judgment. While extensive research has studied discrimination as an objective fact, we study the judgment of discrimination and show that it is malleable while holding objective discrimination constant. We focus on a common situation in real life: the constituent groups in a candidate pool are unequal (e.g., fewer female candidates than male candidates for tech jobs), and observers (e.g., the public) see only one side of the decision outcome (e.g., only the hired applicants, not the rejected ones). Ten experiments reveal a framing effect: people judge the decision-maker (e.g., the tech firm) as more discriminatory against the minority in the candidate pool if people see the composition of the accepted candidates than if they see the composition of the rejected candidates, even though the information in the two frames is equivalent (i.e., knowing the information in one frame is sufficient to infer the information in the other). The framing effect occurs regardless of whether the decision-maker is objectively discriminatory, replicates across diverse samples (Americans, Asians, and Europeans) and types of discrimination (e.g., gender, race, political orientation), and has significant behavioral consequences. We theorize and show that the framing effect arises because, when judging discrimination, people overlook information that they could infer but is not explicitly given, and they expect equality in the composition of the constituent groups in their given frame. This research highlights the fallibility of judged discrimination and suggests interventions to reduce biases and increase accuracy.

Willingness to be paid: Who trains for tech jobs?

Having a larger high-skill workforce increases productivity, so it is useful to understand how workers self-select into high-paying technology (tech) jobs. This study examines how workers decide whether or not to pursue tech, through an experiment in which subjects are offered a short programming job. Despite the persistent gender gap in computer science fields, female subjects in this incentivized experiment are equally confident and willing to program. The most important determinants of the “reservation wage” for workers to do computer programming are whether they enjoy it and their opportunity cost of time. Two treatments were introduced to increase confidence. Randomly assigned extra information about the programming task has no effect. In some circumstances, an encouraging message raises the reservation wage for programming. (JEL codes: C91, J24, J22).

Tech Workers Lie Flat

Tech Workers Lie Flat JS Tan (bio) Click for larger view View full resolution Workers at the JD.com headquarters in 2016 (Visual China Group/Getty Images) [End Page 32] The term 996 has come to denote a culture of overwork in China’s tech sector. The numbers refer to a work schedule that runs from 9 a.m. to 9 p.m. six days a week, though they represent less a fixed schedule than an expectation that tech workers will consistently put in grueling hours. Even with a seventy-two-hour workweek, jobs in the country’s fast-growing internet industry are among the most sought after by young professionals. Skilled tech jobs are on average among the highest paid in the country, with university graduates at top firms able to earn salaries of up to 600,000 renminbi (roughly $70,000) out of college, and more than twice this amount with just a few years of experience. But not all tech workers are treated equally. Contract workers, non-technical workers, and workers with niche technical skills, such as front-end web development, earn only a fraction of that income but are still expected to work 996. Although 996 has been practiced by internet companies for more than a decade, the term itself was only popularized in 2019 by a viral worker-led protest campaign known as the 996.ICU movement. (The idea is that working 996 will put workers in the ICU.) The campaign, which demanded that tech firms obey laws against excessive overtime, took shape as a project on the code-sharing platform GitHub and quickly gained traction on social media. The movement ignited a nationwide discussion about punishing work schedules, but most tech firms continued to practice 996. In 2021, however, Chinese tech workers finally began to catch a break. Over the past year, Meituan, Tencent, Kuaishou, JD.com, ByteDance, and many other Chinese internet giants, which had alternated between five- and six-day workweeks (known as the “big-small week”), announced that they were bringing back the two-day weekend. Last year, a Tencent-owned gaming studio rolled out a policy that would require employees to clock out by 6 p.m. on Wednesdays, and by 9 p.m. other days of the week. Another Ten-cent division, which runs WeChat, is piloting a “1065” schedule (10 a.m. to 6 p.m., five days a week) this year. Staying at the office beyond those hours requires submitting a formal request. [End Page 33] Why is China’s booming internet industry putting an end to a practice that has fueled so much of its growth? One reason might be because workers have mobilized to push for humane working conditions. But it is also important to recognize how ending 996 might align with the Chinese government’s broader goals for national development—and how the new regulation might even serve the interests of the industry’s leaders. Worker Pressure and Public Outcry Just months before the viral 996.ICU campaign, the Chinese economy began to slow down, partly as a result of a trade war between the United States and China. Venture capital dried up in what is now remembered in China as tech’s “capital winter.” Many internet companies started to lay off employees en masse, slash bonuses, and skimp on office perks. After years of industry expansion, the myth of limitless growth was crumbling, and programmers—once regarded as a professional class—began to shed their allegiance to the entrepreneurial elite. A post on social media written by a seasoned programmer in 2020 summed up the new mood: “The real winners [of 996] are the bosses. They pay the same sum of money to buy more hours of labor. The losers, on the other hand, are workers because they have to work many more hours for the same salary.” After the viral campaign, tech workers have remained vocal about the hardships of working in the industry. Many have taken to Maimai, a LinkedIn-like service that allows employees to post anonymously, and Zhihu, a forum website similar to Quora, to vent their frustrations. Tech workers’ grievances have led to the use of new self...

Empowerment beyond skills: Computing and the enhancement of self-concept in the go_girl code+create program

Learning to code and to develop a range of digital skills has been purported to help nations remain economically competitive. Development of these skills has been touted as a way to prepare workers for tech jobs and increase their social mobility. However, this focus is quite narrow and does not recognize the benefits of learning to code beyond the economic benefits. In this paper, we present results from a qualitative study of ‘go_girl: code + create’, a multidisciplinary computing program that places the needs of marginalized young women, aged 16–21, who are not in education, employment or training (NEET) at its centre. This study, based on in-depth, semi-structured open-ended interviews of nine participants at the beginning, mid-point and end of the program, examines changes in the self-concepts of these participants. This study demonstrates the role technology can play in facilitating changes in self-concepts and contributes to studies that examine the identity/self-concept of young underrepresented women participating in computing initiatives. Qualitative content analysis was applied to the interview data which revealed enhanced self-concepts in relation to education, career aspirations and technology use over the duration of the program. Participants' aspirations were either broadened or clarified and they began to view themselves as makers and not merely consumers of technology.

Thoughts on a Federal Government Stimulus Package for Buildings

Residential buildings account for 22% of U.S. carbon emissions and there is widespread consensus that these carbon emissions can only be reduced if buildings become both more efficient and switch all of their fuel sources to electricity. We have developed an outline for an economic recovery package that would support energy retrofits for the 84 million detached single-family homes in the U.S. The goal of the program is to raise the nationwide retrofitting rate to 4% by 2030 so that all single-family homes will be retrofitted by 2050. It is assumed that market forces will self-sustain this 4% retrofitting rate after the program phases out. These retrofits, coupled with a decarbonizing power grid, would cut carbon emissions from U.S. residential homes up to 85% by 2050, leading to up to 11.5 billion tons of CO2 reductions and creating up to 265,000 long term clean tech jobs distributed across the nation. Estimated program costs would be up to $240 billion over ten years.

Rocket recruiting is using AI to get you a job. For free: Its candidate pool is attracting recruiters from small and large companies

ROCKET, A STARTUP THAT BUILDS AI-based tools for recruiters and offers recruitment services of its own, had been on the verge of profitability when the coronavirus pandemic hit. It quickly saw corporate recruitment dry up as the pandemic took hold. • With the halt in hiring affecting its main business, and mounting layoffs at tech companies, Rocket turned its efforts toward matching laid-off engineers with new jobs pro bono. It gathered data on layoffs, had its AI software and recruiters clean up the data and make it easier to navigate, and launched a new job portal, dubbed Parachute. • Here's what Rocket cofounder and CEO Abhinav Agrawal had to say when IEEE Spectrum talked to him about the pandemic's effect on tech jobs and creating Parachute.

Seeing like a city: how tech became urban.

The emergence of urban tech economies calls attention to the multidimensional spatiality of ecosystems made up of people and organizations that produce new digital technology. Since the economic crisis of 2008, city governments have aggressively pursued economic growth by nurturing these ecosystems. Elected officials create public-private-nonprofit partnerships to build an “innovation complex” of discursive, organizational, and geographical spaces; they aim not only to jump-start economic growth but to remake the city for a new modernity. But it is difficult to insert tech production space into the complicated urban matrix. Embedded industries and social communities want protection from expanding tech companies and the real estate developers who build for them. City council members, state legislators, and community organizations oppose the city government’s attempts to satisfy Big Tech companies. While the city’s density magnifies conflicts of interest over land-use and labor issues, the covid-19 pandemic raises serious questions about the city’s ability to both oppose Big Tech and keep creating tech jobs.

Willingness to Be Paid: Who Trains for Tech Jobs?

Having a larger high-skill workforce increases productivity, so it is useful to understand how workers self-select into high-paying technology (tech) jobs. This study examines how workers decide whether or not to pursue tech, through an experiment in which subjects are offered a short programming job. Despite the persistent gender gap in computer science fields, female subjects in this incentivized experiment are equally confident and willing to program. The most important determinants of the ``reservation for college students to do computer programming is whether they enjoy it, and also their opportunity cost of time. Two treatments were introduced to increase confidence. Randomly assigned extra information about the programming task has no effect. In some circumstances, an encouraging message lowers confidence and raises the reservation wage subjects require to do programming.

Is it time to drag tech jobs out of Silicon Valley? - [Careers

SILICON VALLEY CONTINUES TO DOMINATE. In every study I've seen, it has the lion's share of tech jobs. Its engineers command the highest salaries. This is despite the fact that over the years, various regions in the United States and worldwide have pitched themselves as the “next Silicon Valley” (or “Silicon Glen” or “Silicon Fen.”) Some have indeed increased their pool of tech jobs. But none have really become a serious technology hub, outside of Boston, Seattle, San Diego, and North Carolina's Research Triangle.

Brexit threatens British tech jobs: Small- and medium-size firms are mired in uncertainty - [Resources_Careers

As of press time, the United Kingdom was scheduled to leave the European Union on 31 October. However, there has been chaos in the British parliament, and it is still uncertain if the U.K. will exit on that date, or if it does, on what terms. One thing that has become clear is that Brexit will inflict significant hardship on small- and medium-size enterprises (SMEs).

Looking for the BEST Tech Job for You?

Looking for the BEST Tech Job for You?

Science as Snake Oil: Rural Development, Discourse, and the Broken Promise of Tech Jobs in Vermont

AbstractThis paper examines the public conversation surrounding two failed technology businesses in rural Vermont communities, documenting a particular techno‐development discourse. Engaging with the literatures of rural development and science and technology studies (STS), the paper frames this discourse as a mechanism of power exercised by private capital. It analyzes how perspectives shared in news and social media functioned to attribute financial, technological, and moral authority to developers while dividing communities and scapegoating the state. Our work highlights the need for scholars to be conscious of techno‐development discourses that prioritize capital interests over community interests. Rather than using hegemonic conceptualizations of technology, we advocate for development that advances more flexible, local understandings of technology. And rather than centering high‐tech development as a vehicle for extending prosperity across space, we propose that greater attention be paid to extending high wages across industrial sectors.

Looking for the BEST Tech Job for You?

Looking for the BEST Tech Job for You?

Looking for the BEST Tech Job for You?

Looking for the BEST Tech Job for You?

Looking for the BEST Tech Job for You?

Looking for the BEST Tech Job for You?

Looking for the BEST Tech Job for You?

Looking for the BEST Tech Job for You?

Looking for the BEST Tech Job for You?

Looking for the BEST Tech Job for You?