scholarly journals Study of the impact of mentoring relationships on the entry level job search process in the field of student affairs

2010 ◽  
Author(s):  
Mishelle D. Banas
Keyword(s):  
Student Affairs ◽  
Job Search ◽  
Mentoring Relationships ◽  
Search Process ◽  
Entry Level ◽  
The Impact

scholarly journals The impact of study abroad experiences on international students’ employability: a preliminary study on Chinese engineering students in US

2021 ◽  
Author(s):  
Qian Huang
Keyword(s):  
Study Abroad ◽  
Job Search ◽  
Engineering Students ◽  
Positive Impact ◽  
Phenomenological Approach ◽  
Structured Interview ◽  
Search Process ◽  
Interpretative Phenomenological Approach ◽  
Long Term Impact ◽  
The Impact

This study aims to examine how study abroad experiences influence Chinese engineering students’ employability. Employability in this study is defined as capabilities, processes and performances before job search, during job search and after job search. This study aims to explore how study abroad experiences contribute to engineering students’ global competencies; how study abroad experiences influence engineering graduates’ job search process; what the long-term impact of study abroad experience on engineering graduates’ early careers are. This study adopts interpretative phenomenological approach via semi-structured interview. The preliminary findings include: firstly, study abroad experience is a premise for Chinese engineering students for being screened during job search both in China and abroad; secondly, study abroad allows students to discover their real interests which decided their career directions; thirdly, students kept learning and self-reflecting which contribute to their capabilities building; fourthly, study abroad trained engineering students with soft skills. Moreover, recommendation from professors and alumni facilitate the job search. Lastly, personal value and family reason influence graduates’ career decisions in working in China or abroad. Conclusion was drawn that study abroad experiences have positive impact on engineering students’ employability building, job search process and their early careers.

Erratum

ILR Review ◽  
1979 ◽  
Vol 32 (4) ◽  
pp. 533-533
Author(s):  
John M. Barron ◽  
Otis W. Gilley
Keyword(s):  
Unemployment Insurance ◽  
Job Search ◽  
Search Process ◽  
Unemployment Benefits ◽  
Insurance Benefits ◽  
Search Intensity ◽  
Unemployment Spell ◽  
Disincentive Effect ◽  
The Impact ◽  
Job Search Intensity

The Impact of Unemployment Insurance on the Search Process A SERIOUS coding error in the data used in our recent article published in the April 1979 Review has been pointed out by Joe Stone of the Bureau of Labor Statistics. Our paper proposed a test of Mortensen's hy-pothesis that both future expected unem- ployment insurance benefits and benefits re-ceived during a current unemployment spell affect an individual's search intensity. Regression 1, which remains unchanged, still provides no support for Mortensen's proposed effect of unemployment insurance benefits to be received during the subse- quent unemployment spell on the current job-search intensity of the unemployed. Regression 3, which remains unchanged, still indicates a distortion in the search process-in particular in the methods of search chosen-for current recipients of unem- ployment insurance benefits and the un- employed who are eligible and have applied for these benefits. The error affects the results of the estimnation of Equation 2. It occurred because unemployed individuals who were eligible and had applied for benefits were assigned zero weeks left to receive these benefits rather than the maximum allowable duration of benefits according to the individual's state of residence. As a result, the value of unem- ployment insurance benefits for these individuals was inadvertently set equal to zero. Yet these individuals, other things equal, were shown in our original study to have a measured job-search intensity 74 percent higher than individuals currently receiving unemployment insurance, a difference related to the time involved in the ap- plication process rather than to actual job- search efforts. Reestimation of Equation 2 controlling for this effect and correcting for the measure- ment error in the value of unemployment benefits results in one important change. The coefficient on the value of unemployment insurance benefits, though still negative, is riot different from zero for standard significance levels. A serious consequence is that the traditional disincentive effect of unemployment insurance on search in- tensity is not supported by our test. One explanation for this finding may be that individuals with larger values of unemployment benefits have a greater incentive to overstate search intensity since such benefits are dependent on search activity.

Employment goal commitment moderates the impact of job search goal orientation on the job search process

2017 ◽  
Vol 22 (6) ◽  
pp. 659-682 ◽  
Author(s):  
Adam Kanar
Keyword(s):  
Goal Orientation ◽  
Job Search ◽  
Self Regulation ◽  
Goal Commitment ◽  
Search Process ◽  
Learning Approach ◽  
Job Seekers ◽  
Content Type ◽  
The Impact ◽  
Job Searching

Purpose The purpose of this paper is to enhance the understanding of self-regulation during job search by integrating goal-orientation theory with a resource allocation framework. Design/methodology/approach The author surveyed job searching new labor market entrants at two time points and hypothesized that the effects of job seekers’ state goal orientations on indicators of self-regulation during the job search process (procrastination, anxiety, and guidance-seeking behaviors) depended on levels of employment goal commitment (EGC). Findings Results indicate that for job seekers with higher levels of EGC, a state learning-approach goal orientation (LGO) was beneficial for the job search process and a state performance-approach goal orientation (PGO) was detrimental. For job seekers with lower levels of EGC, a state LGO was detrimental to the search process, while a state PGO was beneficial. Research limitations/implications This research extends the understanding of state goal orientation in the context of job search. Future research may replicate these findings with different samples of employed and unemployed job seekers and extend this research with additional conceptualizations of resource limitations. Practical implications The present research suggests that the effectiveness of learning-approach goal-orientation training methods in the context of job search must be considered in light of individual differences in resource availability. In particular, individuals with lower resources available for job searching may benefit from interventions focusing on increasing state PGO. Originality/value The present results suggest that EGC is an important moderator of the impact of job search goal orientation on indicators of self-regulation during job search, and therefore present important boundary conditions regarding the role of state goal orientation in the job search process.

Technology's Impact on the Job-Search Process in Collegiate Recreational Sports

2001 ◽  
Vol 25 (1) ◽  
pp. 42-56
Author(s):  
Jennifer Lukow ◽  
Craig M. Ross
Keyword(s):  
Job Search ◽  
New Technology ◽  
Search Process ◽  
Recreational Sports ◽  
Technological Changes ◽  
Impact Of Technology ◽  
The Impact

Significant technological changes are occurring in society, in the recreational sports field and in the job-search process. This article examines the impact of technology in the job-search process and how one might strategically merge this new technology with the traditional job-search process. Six phases of the process are discussed from both the traditional and the electronic viewpoints.

scholarly journals Preceived age descrimination in the job search process in later life

2021 ◽  
Author(s):  
Ricardo Twumasi ◽  
Cheryl Haslam
Keyword(s):  
Job Search ◽  
Later Life ◽  
Academic Community ◽  
Age Discrimination ◽  
Search Process ◽  
Job Seekers ◽  
Application Process ◽  
Legislative Change ◽  
Age Related ◽  
The Impact

Purpose - The purpose of this paper is to explore the impact of legislative change to extend working lives and protect against age discrimination on the experiences of older job seekers following a period of economic decline.Design/methodology/approachThe research was informed by two focus groups. The research followed an inductive and iterative approach, interviewing 27 older job seekers to explore the barriers to seeking employment they faced. Themes from these interviews were then used to create a representative case study video to further highlight, share, and educate people on the barriers to employment that older job seekers face, and the strategies they use to overcome them.Findings - Perceived age discrimination, change of identity, motivation and insufficient feedback were identified as significant barriers to finding employment. Social support, coping strategies for identity change and detailed feedback were reported as positive facilitators of the search for work. The findings suggest that older job seekers face significant age related barriers to securing employment, which require age specific support to overcome. A statutory requirement for minimum standards of feedback provided to job applicants may increase transparency, and reduce the prevalence of discrimination in the job application process. Originality/value - This paper adds to the limited literature investigating the psychological impacts of the job search process in light of age related legislative change. With each new protected characteristic there is a lag between change in legislation, and change within employer attitudes and behaviour. This research investigates the impact of legislative change on the identity, morale and strategies of the older job seeker. The case studies from this research may also reach an audience beyond the traditional academic community offering a voice and new audience to the barriers older job seekers face.

scholarly journals Graduate Student Placement: An Examination of Experience and Career Barriers in a Student Affairs Professional Preparation Program

10.28945/2342 ◽  
2016 ◽  
Vol 1 ◽  
pp. 053-065
Author(s):  
Amy B Wilson ◽  
Jeremy B. Hall ◽  
Amanda Alba
Keyword(s):  
Student Affairs ◽  
Graduate Student ◽  
Job Search ◽  
Professional Preparation ◽  
Perceived Barriers ◽  
Job Placement ◽  
Search Process ◽  
Preparation Program ◽  
Student Placement ◽  
Student Affairs Professional

This quantitative descriptive study examined the job placement success and challenges of graduate students in a higher education and student affairs professional preparation program at a mid-size public institution in the U.S. Specifically, this study investigated the impact of curricular standards in the form of supervised practice (i.e., internships and graduate assistantships) on the job placement rate of recent alumni. In addition, perceived barriers in the job search process were investigated and examined comparatively by gender. Findings suggest that current curricular standards may not be sufficient for successful placement and that men and women do not differ significantly with respect to perceived barriers in their job search process. Implications for practice include a re-evaluation of curricular standards for student affairs professional preparation programs and a greater understanding of what factors and barriers contribute to successful graduate student placement.

Friends from Home: Asset and Liability to African American Students Attending a Predominantly White Institution

NASPA Journal ◽  
2004 ◽  
Vol 41 (4) ◽  
Author(s):  
Douglas A. Guiffrida
Keyword(s):  
African American ◽  
Student Affairs ◽  
Predominantly White ◽  
Student Development ◽  
African American Students ◽  
Predominantly White Institution ◽  
Student Affairs Practitioners ◽  
Student Departure ◽  
American Students ◽  
The Impact

The importance of connections with peers to student development and retention has been highlighted in Astin's (1984) Theory of Student Involvement and Tinto's (1993) Theory of Student Departure, which are two of the most widely referenced and validated models in student affairs literature. However, recent research has questioned the applicability of these models to African American students who attend predominantly White institutions (PWIs). Although prior research has indicated that the models should be modified to recognize the importance of students’ relationships with their families, research has failed to understand the impact of relationships with friends from home. The purpose of this qualitative study was to understand the conditions under which friends from home were perceived as assets or liabilities to 99 African American undergraduates who attended a PWI. The results provide a link for broadening the applicability of Astin’s and Tinto's models and offer student affairs practitioners deeper insight into African American students' experiences at PWIs.

Reduction of Racial Prejudice in Student Affairs Professionals

NASPA Journal ◽  
2004 ◽  
Vol 42 (1) ◽  
Author(s):  
Catherine Choi-Pearson ◽  
Linda Castillo ◽  
Mary Finn Maples
Keyword(s):  
Student Affairs ◽  
Diversity Training ◽  
Intergroup Contact ◽  
Student Affairs Professionals ◽  
Racial Prejudice ◽  
The Impact

This study examined the impact of gender, race, intergroup contact, and diversity training on racial prejudice of student affairs professionals. Diversity training and race of participants were statistically significant contributors to change in racial prejudice. Findings suggest that racial prejudice decreases as diversity training increases. Implications for student affairs professionals are provided.

scholarly journals Race and Networks in the Job Search Process

2019 ◽  
Vol 84 (6) ◽  
pp. 983-1012 ◽  
Author(s):  
David S. Pedulla ◽  
Devah Pager
Keyword(s):  
Social Networks ◽  
Labor Market ◽  
African Americans ◽  
Racial Disparities ◽  
Job Search ◽  
Search Process ◽  
Job Seekers ◽  
Employment Opportunities ◽  
Black And White ◽  
Job Offers

Racial disparities persist throughout the employment process, with African Americans experiencing significant barriers compared to whites. This article advances the understanding of racial labor market stratification by bringing new theoretical insights and original data to bear on the ways social networks shape racial disparities in employment opportunities. We develop and articulate two pathways through which networks may perpetuate racial inequality in the labor market: network access and network returns. In the first case, African American job seekers may receive fewer job leads through their social networks than white job seekers, limiting their access to employment opportunities. In the second case, black and white job seekers may utilize their social networks at similar rates, but their networks may differ in effectiveness. Our data, with detailed information about both job applications and job offers, provide the unique ability to adjudicate between these processes. We find evidence that black and white job seekers utilize their networks at similar rates, but network-based methods are less likely to lead to job offers for African Americans. We then theoretically develop and empirically test two mechanisms that may explain these differential returns: network placement and network mobilization. We conclude by discussing the implications of these findings for scholarship on racial stratification and social networks in the job search process.

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