A good or bad transition from school to work: who is responsible?

Defloor, Bart; Ootegem, Luc Van; Verhofstadt, Elsy

doi:10.1108/ijm-06-2014-0137

Cited by 5 publications

(3 citation statements)

References 37 publications

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“…According to Scherer (2004) , the labor market entry and a successful transition from school to work are of crucial importance for subsequent career chances, it is a good start to look at the possibly different opportunities here for men and women. Defloor et al (2015) found that the quality of a person’s first job is largely dependent on personal effort, although circumstances, for example, gender do have a considerable influence on these efforts. This would, therefore, suggest that a difference of jobs between men and women is due to a difference in effort spent between men and women when searching for their first job.…”

Section: Background Theory and Hypothesesmentioning

confidence: 99%

Search Engine Gender Bias

Wijnhoven

Haren

2021

Front. Big Data

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This article discusses possible search engine page rank biases as a consequence of search engine profile information. After describing search engine biases, their causes, and their ethical implications, we present data about the Google search engine (GSE) and DuckDuckGo (DDG) for which only the first uses profile data for the production of page ranks. We analyze 408 search engine screen prints of 102 volunteers (53 male and 49 female) on queries for job search and political participation. For job searches via GSE, we find a bias toward stereotypically “female” jobs for women but also for men, although the bias is significantly stronger for women. For political participation, the bias of GSE is toward more powerful positions. Contrary to our hypothesis, this bias is even stronger for women than for men. Our analysis of DDG does not give statistically significant page rank differences for male and female users. We, therefore, conclude that GSE’s personal profiling is not reinforcing a gender stereotype. Although no gender differences in page ranks was found for DDG, DDG usage in general gave a bias toward “male-dominant” vacancies for both men and women. We, therefore, believe that search engine page ranks are not biased by profile ranking algorithms, but that page rank biases may be caused by many other factors in the search engine’s value chain. We propose ten search engine bias factors with virtue ethical implications for further research.

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Section: Background Theory and Hypothesesmentioning

confidence: 99%

Search Engine Gender Bias

Wijnhoven

Haren

2021

Front. Big Data

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“…Therefore, schooling decisions may be closely related to changes in the labor market and their impact on the family and community. Indeed, Defloor et al (2015) conclude that the quality of the first job depends considerably on individual effort, but that this effort depends largely on such circumstances as educational attainment and the situation of the labor market.…”

Section: Literature Reviewmentioning

confidence: 99%

Labor markets, academic performance and school dropout risk: evidence for Spain

Guio

Choi

Escardíbul

2018

IJM

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Labor market dynamics and the expectations of finding a job are believed to be strong determinants of individuals' educational decisions (see Belzil and Leonardi, 2007; Raaum and Røed, 2006). Indeed, labor market conditions can exercise two separate effects on schooling decisions. On the one hand, unemployment can increase the risk of school dropout and undermine academic performance via a first channel that we will refer to as the "family" effect of unemployment. Parental unemployment can lead to a deterioration in household conditions and in educational resources. In extreme cases, it may even compel young adults to complement the household income (Montmarquette et al., 2007). On the other hand, unemployment may have a positive influence on the individual demand for education via a "local labor market" effect. As labor opportunities worsen, the opportunity cost of education falls, and individuals are encouraged to stay in school (Albert, 2000). Additionally, both types of unemployment effect ("family" and "local labor market") may be heterogeneous. For example, students from lower socioeconomic groups might be more sensitive to labor market conditions (Ehrenberg and Brewer, 1994). At the same time, male students may be more responsive to changes in the labor market, particularly in societies where differences in gender stereotypes are accentuated. The aim of this paper is to provide a better understanding of the links between labor market conditions and academic performance by disentangling the aforementioned effects of unemployment. The contribution of this study is, therefore, threefold: first, it provides new evidence on the link between labor market conditions and educational decisions; second, it quantifies separately the two possible effects of unemployment on academic performance at age 15: i) an increase in the risk of school dropout (family effect) and ii) an incentive for students to remain in school (local labor market effect); third, it analyses heterogeneous effects of the "family" and "local labor market"-proxied through the unemployment rate of the school community-effects. We address these research questions by focusing on the case of Spain, which constitutes a particularly interesting case study. Spain has recently experienced a period of intense economic growth and development (1996-2007), during which the construction and service sectors boosted labor opportunities for young adults and low-skilled workers (Arranz and García-Serrano, 2012)-between 2000 and 2007, the general rate of unemployment fell from 10.6 to 8.3%. This was followed by an economic downturn, so that by 2008 the adult unemployment rate had climbed back up to 11.3%. Thereafter, the situation deteriorated rapidly and the general unemployment rate reached 24.8% in 2012.

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“…Yet, most studies on early careers rely on observations of individual employees, their characteristics, resources and behaviours (e.g. Defloor et al, 2015;De Lange et al, 2014;Akkermans et al, 2014), while few studies have paid attention to demand-side factors and the preferences and decision-making process of managers (Wolbers, 2014;De Wolf and van der Velden, 2001). This study therefore focusses on the retention decisions of managers to gain a better understanding of which factors influence the probability of job retention for young intermediate-level educated employees.…”

Section: Introductionmentioning

confidence: 99%

Managers’ retention decisions regarding young intermediate-level educated employees

Buers¹,

Karpinska²,

Schippers³

2018

IJM

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Purpose The purpose of this paper is to investigate the opportunities in the labour market for young employees with intermediate-level education by studying which young employees are most likely to be retained and under what conditions managers favour retention. Design/methodology/approach Retention decisions are examined by combining a vignette experiment and a survey study. Hypothetical profiles of 252 young employees were rated on their retention desirability by 21 managers, each working in a different organisation. Information on the managers’ characteristics and their organisations were collected in a survey. Findings Managers are generally not inclined to suggest retention. Their decisions are highly dependent on their own characteristics and organisational factors, even when young employees perform well and display desirable work-related behaviour. Research limitations/implications While the small scale and explorative nature of this study limit its generalisability, this paper highlights the importance of combining information on employees, the organisation and managers; when studying (early) careers and employment decisions. Practical implications This study suggests that job retention is only in part within an individual’s control, and the future efforts to combat youth unemployment need to account for organisational and managerial characteristics. Originality/value The focus on the employer’s perspective is new to research on early careers, making it a starting point for further lines of exploration. Further, this study provides a comprehensive insight into factors that influence managers’ retention decisions by combining three sets of factors in a single research design.

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A good or bad transition from school to work: who is responsible?

Cited by 5 publications

References 37 publications

Search Engine Gender Bias

Search Engine Gender Bias

Labor markets, academic performance and school dropout risk: evidence for Spain

Managers’ retention decisions regarding young intermediate-level educated employees

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