Higher Education and the starting wages of graduates in China

In order to test two competitive theories, human capital theory and screening hypothesis, this article investigates the effects of minor, class rank and matched job on the starting wages of graduates using data sources from a nation-wide survey of university graduates in China undertaken in 2003 by the Graduate School of Education, Peking University. The empirical results show that minor, class rank, and matched job do not have significantly positive impacts on the starting wages of graduates in China. We conclude therefore that the present role of higher education is more likely to be informative than productive.     

应届毕业生与在职人士职业决策比较研究

利用信息板技术,采用2×2×8的混合实验设计,对应届毕业生和在职人士的职业决策进行比较研究。通过方差分析、T检验研究职业选项、职业属性对职业决策的影响。结果表明：职业选项、职业属性对点击次数和查看时间的影响显著,同时职业选项数影响了决策的搜索深度;应届毕业生和在职人士在属性的点击次数和查看时间上存在差异;在决策的搜索模式上,应届毕业生和在职人士在四种职业选项任务中的搜索模式存在显著差异。     

Career effects of occupation-related vocational education: Evidence from the military's internal labor market

Prior research on the labor market success of secondary vocational education has produced mixed results, with several studies finding wage gains only for individuals who work in training-related occupations. We contribute to this debate by focusing on a single occupation and organization and by comparing the careers of employees with and without occupation-related training in high school. We use longitudinal data on the careers of military recruits who completed high school Junior Reserve Officers’ Training Corps (JROTC), a military science program that has features of a vocational training and school-to-work program. We find that the occupation-specific training received via JROTC reduces early turnover and improves long-run job stability for those who choose military jobs, suggesting that an important effect of vocational training is to improve job match quality. We also find that promotion rates for vocational graduates are similar to their peers, suggesting that vocational education in general works by improving occupational sorting.     

Skills and the graduate recruitment process: Evidence from two discrete choice experiments

In this study we elicit employers’ preferences for a variety of CV attributes and types of skills when recruiting university graduates. Using two discrete choice experiments, we simulate the two common steps of the graduate recruitment process: (1) the selection of suitable candidates for job interviews based on CVs, and (2) the hiring of graduates based on observed skills. We show that in the first step, employers attach most value to CV attributes which signal a high stock of occupation-specific human capital indicating low training costs and short adjustment periods; attributes such as relevant work experience and a good match between the field of study and the job tasks. In line with the preferences in the first step, employers’ actual hiring decision is mostly influenced by graduates’ level of professional expertise and interpersonal skills. Other types of skills also play a role in the hiring decision but are less important, and can therefore not easily compensate for a lack of occupation-specific human capital and interpersonal skills.     

On reconstructing school segregation: The efficacy and equity of single-sex schooling

A change to Title IX has spurred new single-sex public schooling in the US. Until recently, nearly all gender-segregated schools were private, and comprehensive data for public school comparisons are not yet available. To investigate the effects of single-sex education, I focus on within private sector comparisons, and additionally address selection bias using an index comparing expectations to outcomes and quantile regressions. Compared to graduates from private coed schools, girls’ school alumnae are no more likely to pursue college degrees, and both genders are less likely to meet their own educational expectations. However, single-sex schooling may support gender equity, as single-sex schools yield the least segregated college major choices. On the other hand, higher mean starting salaries among single-sex school graduates do not persistent in regression results. Much of the benefit from single-sex schooling accrues to students already likely to succeed, but selection bias does not explain all gains. There are some benefits for African-American men and low income students.     

Occupational values and employment: A follow-up study of graduate men and women

Undergraduate job values have been reported as reflecting both the sex and social origins of the student. The present study assesses whether such differences are of any occupational significance. Ratings on 30 job attributes were collected from 310 final year undergraduates at universities and colleges throughout Britain. The four factors extracted from these ratings were then related to the job held at 26 years. Although the proportions of men and women differed between jobs, this difference was adequately explained by the job values reported by the students before graduation. There was no evidence that women had different values (at college) than men who were, at 26, to do a similar type of job. The origins of sex and social class differences in students' values are explored and it is concluded that there is a need for a new approach to careers education for the highly intelligent student of limited aspiration.     

大学毕业生就业质量的性别差异：基于多群组结构方程模型的分析

应用对陕西省77所不同类型和层次高校16510名大学毕业生的调查数据,采用多群组结构方程模型方法分析了大学毕业生就业质量的性别差异及其影响因素。研究发现:(1)在工作特征满意度、职业匹配度和就业总体满意度等维度的就业质量测量指标上多数存在显著的性别差异。女生感知的就业单位的职位、地理位置和稳定性等工作特征满意度和职业匹配度、就业整体满意度水平要显著高于男生。(2)性别因素对于大学生的就业质量及其与影响因素之间的关系具有重要的调节作用。据此提出三点政策建议:(1)大学生的职业规划越早开展越好,较高的职业匹配度有助于提升大学毕业生的就业质量;(2)根据不同性别大学毕业生对就业单位工作特征的要求,有针对性地提供更适宜的职业岗位;(3)加大对大学毕业生就业的相关政策和就业指导的针对性、有效性和贯彻落实力度,实现更充分更高质量的就业。     

应用词汇联想对高职高专学生求职心态的研究

本研究采用词汇联想及问卷调查等研究方法,了解武汉高职高专学生的求职心理、情绪体验和认知,力图通过研究对高职高专院校和普通本科院校在求职心理情绪体验上进行比较,同时对高职高专学生人口学变量数据进行分析比较,进一步揭示不同专业、年级、性别、家庭等,对学生求职心理情绪的不同影响。并对以往的研究中高职高专类学生求职的消极情绪体验,提出不同的假设,用词汇联想的方法对高职高专学生求职心态做探索性研究。     

Job-seeking behaviour and job outcomes among Lebanese university graduates in private and public universities

This study, based on a questionnaire administered to graduates of private and public universities in Lebanon (N = 652), links job procurement to job satisfaction and occupational attainment. Significant differences in job procurement methods are found between male and female graduates and between graduates from private versus public universities. Job satisfaction is only affected by the job procurement method. The level of occupational attainment is affected by gender and job procurement method.     

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

ABSTRACT

Obtaining 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.     

广东省高校毕业生就业择业期政策研究

当前,随着毕业生总量的逐年上升,有些毕业生暂时不就业,形成慢就业现象。95后毕业生初入职场,毕业生毕业后两年内更换工作的比例也很高。但毕业生一旦离开学校,就失去应届毕业生身份,只能以社会人员身份参加各类招考,想要通过二次择业提高就业质量存在一定的困难。为缓解毕业生就业压力,2019年广东省出台高校毕业生就业择业期政策,...     

The rewards of human capital competences for young European higher education graduates

Abstract

The labour market rewards for a number of required human capital competences are analysed using a sample of young European higher education graduates. Factor analysis is applied to classify competences by jobs into eight orthogonal groups, namely participative, methodological, specialised, organisational, applying rules, physical, generic and socio‐emotional competences. Estimates for the total rewards for competences are obtained through conventional wage regression, whereas estimates of the total rewards are derived in terms of job satisfaction through ordered logit regression. Explanatory variables include personal characteristics, job attributes, occupational titles, fields of study, type of higher education institution and country dummies. Results on wage rewards show that jobs with higher requirements of participative and methodological competences are best paid; conversely, jobs with higher requirements of organisational, applying‐rules and physical competences are worse paid. Results on total rewards suggest that jobs with higher requirements of competences increase graduates’ satisfaction, the only exception being applying‐rules competences.     

从高校就业工作部门的属性谈就业工作的机制创新

当前,高校毕业生的就业形势十分严峻,高校就业工作部门不仅仅具有管理属性,更重要的表现为服务属性、教育属性、中介属性和研究属性。探析高校就业工作部门的属性,有利于我们对高校就业工作部门进行合理定位,从而找出其发展方向,创新就业工作机制。     

Mature Graduates I: Occupational attainment and the effects of labour market duration

This paper examines occupational attainment among mature graduates as compared with early graduates using data from the General Household Survey (GHS) (1982-1993). These surveys yielded a sample of 1025 mature men and 654 mature women graduates; 5365 men and 3465 women graduates at the conventional age. Mature graduates now compose about one quarter of the undergraduate population and it is believed that the level of mature participation will remain high. It was found that although mature graduates are disadvantaged on entry to the labour market, after about 15 years they have similar attainment to early graduates. Mature graduates primarily work in the public and welfare services, while conventional age graduates increasingly work in the private sector, with rising percentages of both women and men in the financial and business services sector. The concentration of mature graduates in the public sector has consequences for pay, which is discussed in the light of the current student funding system.     

教育与工作匹配性研究：本专科毕业生就业差异

本研究运用大学毕业生调查数据,比较分析了当前本科、专科毕业生就业中的教育与工作匹配状况、影响因素、工资效应等方面的差异.研究发现:超过四成高职高专毕业生的教育与工作不匹配;教育与工作匹配性在两类大学毕业生之间存在显著差异,普通本科生的匹配性明显高于高职高专生;教育与工作匹配性还受到性别、专业以及实习经历等因素的显著影响;教育与工作不匹配给两类毕业生均带来工资效应,但两者的差异并不显著.     

高校毕业生为何“有业不就”——基于理性选择理论的解读

当前大学生就业难问题严峻,但是却有人“有业不就”。文章运用理性选择理论分析发现：物质资本、人力资本和社会资本对“有业不就”有着一定的影响;毕业生出于经济利益、工作满足及情感满足等目的而选择“有业不就”;当前的户籍制度和雇佣制度制约着高校毕业生的行动。高校毕业生“有业不就”是一种理性行动。     

The over-education of UK immigrants and minority ethnic groups: Evidence from the Labour Force Survey

The paper explores the incidence of over and under education and the effect on earnings for immigrants and natives who hold UK qualifications, drawn from the Quarterly Labour Force Survey 1993–2003. The paper also compares earnings penalties associated with over and under education across immigrant and minority ethnic groups for men and women. The results show that compared to Whites, Black African, Other Non-White and Indian men are more likely to be over-educated, whilst for women it is Indian and Pakistani/Bangladeshi's who are more likely to be over-educated. Estimating earnings equations shows significantly large over-education penalties for South Asian immigrant and native men, as well as White immigrant men, Black women and White UK born women. However, there are large returns to occupational skills for some minority ethnic and immigrant groups, over and above the returns to qualifications. It is suggested that these groups may therefore find it easier to find a suitable job for their UK education level if higher or further education programmes for immigrants were combined with occupational specific training.     

工作找寻与学用匹配——对高校毕业生的实证检验

在高校毕业生的工作找寻过程中,是否能实现学用匹配对其个人及整个社会都具有重要意义。如果高校毕业生的学用不匹配状况比较严重,那么大学教育培养专用性人力资本的功能就会受到毕业生、雇主和整个社会的质疑,而且这也将是国家和社会在大学专业性教育方面花费的巨大人力、物力资源的隐性浪费。通过借鉴、整合已有的工作找寻理论流派,利用北京大学课题组2005年进行的全国范围内的高校毕业生调查数据,对毕业生的工作找寻准备、努力程度与初始工作学用匹配情况之间的关系所作的经验研究发现,那些愿意去西部工作的毕业生更有可能找到学用匹配的工作;那些兴趣与所学专业匹配的毕业生更有可能找到学用匹配的工作;那些在工作找寻过程中有越多工作单位愿意接收的毕业生,越容易找到学用匹配的工作;同时,那些求职于越多工作单位而且求职费用花费更多的毕业生却未必能够找到学用匹配的工作。这些经验结果表明,在高校学生进入实际求职前,就应该开始帮助他们进行求职准备。     

The changing structure of teacher compensation, 1970–1994

This paper considers how the structures of teacher salaries in public school districts have changed over the last quarter century and whether salary increases have been allocated so as to achieve the greatest gain in educational quality. Using New York state data for the 1970–1994 period, we find that even though some districts appear to behave in ways consistent with the often expressed goal of recruiting and retaining the most able college graduates, most districts do not. The vast majority of districts have inefficiently allocated a disproportionately large share of resources to veteran teachers for whom job tenure is only marginally affected. This finding has important implications for the policy debate regarding whether increased spending on education will, or could, improve educational performance as well as the design of alternative compensation schemes.     

The international transferability of immigrants’ human capital

This paper uses the approach in the under/over education literature to analyze the extent of matching of educational level to occupational attainment among adult native born and foreign born men in the US, using the 2000 Census. Overeducation is found to be more common among recent labor market entrants, while undereducation is more likely among older workers. Among immigrants, greater pre-immigration labor market experience is associated with poorer job matches, presumably due to the less-than-perfect international transferability of foreign experience. A longer duration in the US, however, is associated with a lower probability of being overeducated and a greater probability of being undereducated. This is consistent with immigrants being favorably selected for occupational advancement but this effect becomes realized only after overcoming the disadvantages of the less-than-perfect international transferability of their pre-immigration skills.