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Labor Market; Employment Patterns; Skilled Occupations; Technical Occupations; Personnel Selection; Job Skills; Employment Practices; Labor Force; Futures (of Society); Industry; Labor Needs; Skilled Workers; On the Job Training; Industrial Training; Staff Development; Employment Potential; Educational Attainment; Secondary Education; High School Graduates; Employees

Abstract:
In today's job market, middle and high skills jobs--jobs that require some education and training beyond high school--comprise the majority of job openings and typically provide the best wages and opportunities for advancement. And almost every day, there is an article or news story discussing the "skills mismatch" phenomenon, the ongoing challenge employers have in finding qualified and skilled employees to fill the more than 3 million jobs currently open in the United States, even in a time of high unemployment. As policymakers develop policies and programs that aim to ensure that the future U.S. workforce has the academic and technical preparation (from both K-12 and postsecondary education) necessary to access the careers of their choice, it is important to examine the issue from all angles. While there is an increasing amount of research around the education and skills jobs demand, the changing landscape of available jobs, and the role of education and training in addressing this skills mismatch, less is known about how the skills mismatch affects companies' hiring practices--and how companies' hiring practices affect the skills mismatch. For instance, do organizations expect to require higher levels of education for future job openings at some or all job levels? Do the education and skills requirements listed in job postings reflect current hiring practices? What are the most significant changes these HR leaders see for their organizations in the future? And what opportunities are truly available within organizations for advancement, particularly for individuals with lower levels of education and skills? To answer these questions and others, Society for Human Resource Management (SHRM) and Achieve partnered on a national survey of nearly 4,700 HR professionals representing nine industries. Major findings from the survey include: (1) Companies are hiring; (2) Demand is growing for more education and skills at all levels; (3) Companies are investing in training for their employees; and (4) Opportunities exist for low skills workers, but there is reason to suspect that these opportunities will shrink in the future. (Contains 7 figures, 6 tables, and 3 endnotes.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Foreign Countries; Employment Patterns; Income; Human Capital; Daughters; Labor Market; Labor Force; Gender Differences; Females; Models; National Surveys; Parent Child Relationship; Educational Attainment; Academic Achievement; Poverty; Family Relationship

Abstract:
This paper shows mutually consistent evidence to support female advantage in education and disadvantage in labor markets observed in the Philippines. We set up a model that shows multiple Nash equilibria to explain schooling and labor market behaviors for females and males. Our evidence from unique sibling data of schooling and work history and from the Philippine Labor Force Survey support that family arrangement to tighten commitment between daughters and parents keeps a high level of schooling investments in daughters. Because wage penalty to females in labor markets means that education is relatively important as a determinant of their earnings, parental investments in their daughters' education has larger impacts on the income of their daughters than on their sons. Parents expect larger income shared from better-educated adult daughters. In contrast, males stay in an equilibrium, with low levels of schooling investment and income sharing. Our results also imply that the above institutional arrangement is stronger among poor families. (Contains 11 tables and 1 figure.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Career Planning; Employment Patterns; Labor Market; Occupational Information; Job Analysis; Trend Analysis; Strategic Planning; Salary Wage Differentials; Employment Practices; Economic Change; Economic Impact; Labor Force; Measurement Objectives; Measurement Techniques; Predictive Measurement; Predictor Variables; Labor Needs; Labor Economics; Employment Opportunities; Employment Statistics

Abstract:
In an uncertain economy, reliable information about tomorrow's labor market can be a valuable tool in career planning. Understanding the future workforce helps an individual prepare for his/her place in it. When choosing among careers--or assisting others who are making such choices--it helps to know a few basics: the types and number of jobs likely to be available, the wages of workers in those occupations, and the typical ways of preparing for them. And that's just to get started. The U.S. Bureau of Labor Statistics (BLS) provides this information and more. The 2012-13 "Occupational Outlook Handbook" describes hundreds of occupations in detail, cataloging data on employment, wages, projections, education, and job duties. And the January 2012 issue of the "Monthly Labor Review" includes comprehensive descriptions of the data, analysis, and methods BLS uses in the projections. This paper offers a graphic summary of the latest projections, those covering the decade from 2010 to 2020. It discusses how the recent recession affects the projections and how the BLS projections are developed. Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Children; Human Capital; Labor; Family Characteristics; Labor Market; Health Conditions; Attention Deficit Hyperactivity Disorder; Adults; Longitudinal Studies; National Surveys; Salary Wage Differentials; Siblings; Comorbidity; Age Differences; Educational Attainment; Crime; Outcomes of Education; Employment Patterns; Employment Problems; Welfare Recipients; Welfare Services

Abstract:
While several types of mental illness, including substance abuse disorders, have been linked with poor labor market outcomes, no current research has been able to examine the effects of childhood ADHD. As ADHD has become one of the most prevalent childhood mental conditions, it is useful to understand the full set of consequences of the illness. This paper uses a longitudinal national sample, including sibling pairs, to show important labor market outcome consequences of ADHD. The employment reduction is between 10-14 percentage points, the earnings reduction is approximately 33%, and the increase in social assistance is 15 points, which are larger than many estimates of the black-white earnings gap and the gender earnings gap. A small share of the link is explained by education attainments and co-morbid health conditions and behaviors. The results also show important differences in labor market consequences by family background and age of onset. These findings, along with similar research showing that ADHD is linked with poor education outcomes and adult crime, suggest that treating childhood ADHD can substantially increase the acquisition of human capital. Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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College Faculty; Role; Retirement; Professional Identity; Faculty College Relationship; Industrial Psychology; Work Life Expectancy; Life Style; Self Esteem; Employment Projections; Labor Needs; Employment Patterns; Age Differences; Social Networks; Interprofessional Relationship

Abstract:
What is an emeritus professor? The emeritus role means different things at different colleges and universities, but generally it has an elusive, ambiguous quality. It may simply mean that a professor has retired with an honorific title acknowledging many years of service to an institution. Or it may mean that a senior professor has transitioned to a new phase of an academic career, moving from full participation in all faculty roles to modified or scaled-down participation, with more flexibility to choose how he or she stays involved and contributes to the academy. An emeritus professor may be a respected professional elder who remains active in research, occasionally teaches, and mentors students and junior colleagues. Alternatively, emeritus status may be a symbolic but hollow honor that provides no clearly defined rights, responsibilities, or professional opportunities. This article explores significant efforts across the United States to make emeritus status meaningful. More importantly, it examines diverse initiatives to provide retired professors with continuing learning opportunities, a clear identity, and ways to remain productive and purposeful members of their academic communities. (Contains 1 table and 8 resources.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Industry; Safety; Injuries; Educational Attainment; Employment Patterns; Labor Force; Hispanic Americans; Training; Work Environment; Comparative Analysis; Adults; African Americans; Whites; Asians; Pacific Islanders; Adult Education

Abstract:
This article investigates the trends and changes in patterns of nonfatal occupational injuries and illnesses among Hispanic workers versus non-Hispanic minority workers in the United States between 1992 and 2009. Injuries and illnesses are also examined by the severity of cases and across industry sectors. The differences in the mean share of nonfatal injury and illness cases found between Hispanic and non-Hispanic minority workers in the top three industries are tested to determine if they are statistically different. The hypothesis that Hispanic workers experience a relatively higher incidence of injuries and illnesses because of the growing share of Hispanics in the U.S. labor force and relatively lower educational attainment level is established through a vector autoregressive (VAR) framework. These findings suggest greater need for safety efforts with Hispanic workers in industries demonstrating high rates of injuries and illnesses, such as education and training that addresses safety behavior, work conditions, and language and cultural barriers. (Contains 5 tables.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Educational Administration; Certification; Labor Supply; Human Resources; Employment Opportunities; Administrators; Regression (Statistics); Models; Job Applicants; Labor Market

Abstract:
Purpose: Studies show that there are far greater numbers of individuals certified to be educational administrators than of positions requiring such certification. Yet concerns regarding shortages abound, in part because of widespread perceptions of a lack of interest by teachers and administrative certificate holders in administrative work. This study takes a close look at the pipeline into educational administration to determine whether decisions on the supply side, demand side, or both are responsible for the movement (or lack thereof) of individuals into administration. Research Design: This study employs survey and administrative data from 2002 to 2006 to track a sample of administrative certificate earners in Illinois through the pipeline into administrative positions. Using application and job offer information, the authors identify who applied for administrative jobs, received job offers, and accepted administrative positions and assess using logistic regression models factors associated with the decisions of prospective employees and employers in this labor market. Findings: Although a majority of respondents attempted to obtain administrative positions within 2 years of completing administrative certification, a substantially smaller percentage actually became administrators. This study reveals that approximately 30% of eligible respondents are lost at each stage--application, job offer, and job acceptance. Conclusions: Multiple factors contribute to the loss of prospective administrators from the pipeline into educational administration. The findings suggest that more job-specific training opportunities and greater support and encouragement throughout the transition process would stem some of the loss of prospective administrators. (Contains 2 figures, 4 tables, and 11 notes.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Foreign Countries; Baby Boomers; Employment Patterns; Aging (Individuals); Labor Force; Older Workers; Work Life Expectancy; Unemployment; Young Adults; Competition; Labor Market; Higher Education; College Graduates; Educational Administration; Generational Differences; Employment Qualifications; Employment Experience; Values; Expectation; Human Capital; Profiles; Research

Abstract:
Purpose: The purpose of this paper is to explore the issues around a multiple generational workforce and more specifically, the challenges and benefits for education providers and employers. Design/methodology/approach: Reviewing research papers, analysing academic texts, interrogating market intelligence and contextualising case studies, the paper examines the "experience" or "qualifications" debate alongside the similarities, differences and overlaps of the cross-generational workforce, with a view to offering education/training solutions. Findings: Demographic forecasts suggest that the UK workplace will imminently be dominated by older, experienced employees. As the composition of the workplace shifts, examining the inter-relationship between groups of workers of different ages/profiles who have different skills, attitudes, expectations and learning styles is vital. The synergy caused by this inter-mingling cannot help but impact on employers, sectors and higher education institutions. Research limitations/implications: Data around the "older" graduate is not readily available--there is still an implicit belief that "graduate" means approximately 21/22 years old. Whilst many general demographic forecasts are produced, the future is still relatively unknown. Originality/value: The paper builds upon the authors' own original research into the employment market from an HE perspective. Little has been so far published around how the generations might usefully work together, especially the idea of adapting the skills and maximising on the overlaps of different generational profiles. The exploration of the hybrid graduate is also a new area for academic research. (Contains 1 note.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Teachers; Labor Market; Teacher Supply and Demand; Free Enterprise System; Labor Force; Planning; Economic Climate; Economic Factors; Teacher Education; Employment Patterns; Foreign Countries

Abstract:
Background: The labour market for classroom teachers in England is a mixture of free-market capitalism and state workforce planning, interlaced with ideological and political interventions such as the introduction of new routes into teaching and the capping of class size. Purpose: The article examines the relationship between the teacher labour market and the economy in order to predict how it will be affected by government's attempt to manage the current economic crisis. Sources of evidence: In doing this, it draws upon a data set which tracks teacher supply and demand in England over the last 20 years. Main argument: The lack of articulation between workforce planning and the free market in teacher labour is traced across the two economic cycles from the upswing of the late 1980s through the recession of the early 1990s and the recovery of the late 1990s through the so-called "goldilocks" period up to 2008 when the recession, generated by the banking crisis, engulfed the western world. The variations in the market are analysed along with factors impacting on the fluctuations of the teacher labour market. Conclusions: The article concludes that there has been a lack of articulation between workforce planning and the free market in teacher labour, often exacerbated by the unintended consequences of political decisions. It predicts how this will impact on the workforce as government strategies attempt to reduce the financial deficit and encourage the private sector to stimulate the economy. (Contains 1 figure and 5 tables.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Employment; Research Methodology; Focus Groups; Ethics; Citizenship; Foreign Countries; Questionnaires; Research Projects; Research and Development; Theory Practice Relationship; Adolescents; Youth Employment; Employment Patterns; Labor Market; Adults

Abstract:
Drawing on primary data and adjunct material, this article adopts a critical self-reflexive approach to a three-year, Australian Research Council-funded project that explored themes around "employment citizenship" for high school students in Queensland. The article addresses three overlapping areas that reflect some of the central dilemmas and challenges arising through the project--consent in the context of research ethics, questionnaire administration in schools, and focus group research practice. It contributes to the broader methodological literature addressing research with young people by canvassing pragmatic suggestions for future school-based research, and research addressing adolescent employment. (Contains 1 note.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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