Measuring Young Graduates’ Job Quality Through a Composite Indicator

Boccuzzo, Giovanna; Gianecchini, Martina

doi:10.1007/s11205-014-0695-6

Cited by 35 publications

(27 citation statements)

References 85 publications

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“…The former depends on the working environment (such as wage level and promotion opportunities), while intrinsic factors are more conditioned by personal characteristics and qualitative aspects of the job. There are also studies which measure job quality with synthetic indicators that also include dimensions (Boccuzzo and Gianecchini, 2015;Díaz-Chao, Ficapal-Cusí and Torrent-Sellens, 2015). Therefore, in this analysis we also consider dimensions of JS besides overall satisfaction.…”

Section: Literature Review and Research Hypothesismentioning

confidence: 99%

An analysis of CSR in human resource management practices and its impact on employee job satisfaction in Catalonia, Spain

Celma¹,

Martínez‐Garcia²,

Raya³

2016

Eur. Account. Manag. Rev.

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Incorporating Corporate Social Responsibility (CSR) into HRM may be a way of integrating employee wellbeing within the workplace. This article provides an empirical analysis of the impact CSR human resource management practices (HRMP) have on job satisfaction (JS). Our aim is to determine which practices contribute most to enhancing employee JS. In an attempt to be as comprehensive as possible, the analysis includes a broad array of HRMP and different dimensions of JS as well as overall JS. Results taken from a representative sample of 1,647 Spanish employees in Catalonia show that in general CSR in HRMP increases JS; some practices (such as wage level) are only relevant for specific dimensions of JS, while others (such as job security) stand out due to their positive effects on all or the majority of JS dimensions. Implications for policymakers and firms interested in attracting and retaining employees by creating high JS are discussed. KEYWORDSJob satisfaction, Corporate Social Responsibility, human resource management; dimensions of job satisfaction; job quality. ACKNOWLEDGEMENTSThe authors are grateful to the Catalan Statistical Office for providing raw data from the Catalan QWLS.

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Section: Literature Review and Research Hypothesismentioning

confidence: 99%

An analysis of CSR in human resource management practices and its impact on employee job satisfaction in Catalonia, Spain

Celma¹,

Martínez‐Garcia²,

Raya³

2016

Eur. Account. Manag. Rev.

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“…Job quality has thus become an important topic in economic and social analyses for ensuring good working conditions, attracting more talented employees, and enhancing working efficiency. Boccuzzo and Gianecchini (2014) further defined job quality as the employment-related factors that have a positive effect on workers' well-being. They asserted that measuring job quality should consider both subjective perceptions and objective attributes, and all these factors can be classified into three groups: economic (hourly wage, employment relationship, contract duration),professional (horizontal educational match, vertical educational match, skill match, career advancement opportunities, teamwork, and responsibility level), and work-life balance (working hours, home-work distance).…”

Section: Quality Careermentioning

confidence: 99%

Matching University Graduates’ Competences with Employers’ Needs in Taiwan

Ho¹

2015

IES

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The dramatic expansion of the number of higher educational institutions in Taiwan has contributed a great deal to the growing unemployment rate of university graduates. Given the accumulated number of students who graduated in previous years and failed to find a job, the pressure of finding a job is growing each year. On the other hand, however, many employers lamented that they are struggling to find qualified job candidates. The major reason for this mismatch is that the traditional university instruction that most graduates receive is no longer adequate for the changing demands of the new market, and employers are also failed to notice that the definition of a good job perceived by students is very different from decades ago. To address this mismatch, it is important to understand what employers want in graduates and what students are seeking in a job. By administering questionnaires to both employers and university students, we endeavor to identify the component of a good job perceived by students, and skills demanded by employers for work accomplishment. Questionnaires were administered to 250 students and 250 employers, and many differences between the two parties were identified. Suggestions were given for students, universities, and employers to narrow the talent gap between employers and university graduates.

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“…Graduates in graduate jobs ought to be able to make better use of their skills, have greater earnings, enjoy higher levels of jobs satisfaction and have better opportunities for career progressions, through for example, participation in workplace training (e.g., Boccuzzo and Gianecchini 2015;Teichler 2009). KldB(HE)92 and KldB(HE)10 are compared against an indicator of 'highly complex' KldB-10 occupations and an index that groups KldB-92 3-digit occupations according to the modal level of education.…”

Section: The Classifiermentioning

confidence: 99%

Against the Grain? Assessing Graduate Labour Market Trends in Germany Through a Task-Based Indicator of Graduate Jobs

Henseke¹

2018

Soc Indic Res

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Applying work by Green and Henseke (in IZA J Labor Policy 5(1):14, 2016a), this study examines changes in the German graduate labour market in the twenty-first century. To do so, it deploys a new statistically derived indicator of graduate jobs, based on job skill requirements obtained from worker-reported task data in the German Employment Surveys 2006 and 2012. As in previous work, the resulting classifier explains differences in graduate labour market outcomes better than existing methods and can be applied in a range of contexts where intelligence on graduate destinations is desired. It is supplied in the appendix of this study. Despite the expansion of higher educational attainment between 1999 and 2012, my analysis indicates a rising excess demand for graduate labour. Following key findings emerge:• Graduate skills are required beyond the narrow range of professions. Work tasks associated with cognitive skills use are key determinants of higher education requirements on the job. • The proportion of graduates in the age bracket 25-34 has risen among men from 14.7 to 18.9% and from 13.3 to 22.5% among women between 1999 and 2012. Young women have become the group with greatest level of higher education in the labour market.• The growing supply of graduate labour in the age bracket 25-34 was surpassed by the expansion of employment in graduate jobs. The employment share of graduate jobs shifted by 17 percentage points to almost 30% among young women and by 11 percentage points to 28% among young men.• Among young female graduates, the incidence of underemployment fell to 22% between 1999 and 2012; roughly comparable to the level among males at the same ages. Prime aged female graduates, however, experience above average rates of underemployment. • A sharp rise of the pay premium associated with higher education among men contrasts with stagnating wage differentials among women.• The pay penalty associated with underemployment has not changed statistically significantly.

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Measuring Young Graduates’ Job Quality Through a Composite Indicator

Cited by 35 publications

References 85 publications

An analysis of CSR in human resource management practices and its impact on employee job satisfaction in Catalonia, Spain

An analysis of CSR in human resource management practices and its impact on employee job satisfaction in Catalonia, Spain

Matching University Graduates’ Competences with Employers’ Needs in Taiwan

Against the Grain? Assessing Graduate Labour Market Trends in Germany Through a Task-Based Indicator of Graduate Jobs

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