There is much to be said about the use of social capital in the job search patterns of graduates, however, little is researched on the use of social capital as a job search strategy. Despite the years of research that acknowledges the critical role social capital plays in determining job search outcomes, little to no research has been done to specifically understand the different ways in which graduates utilize their social capital (family, friends and acquaintances) to look for work. Human capital theory posits that education is the greatest determinant of employment in a labour market system that that awards educational credentials with occupational attainment. However, the reality is that a large number of Zambian graduates are jobless despite being educated. This study, therefore seeks to analyse the high levels of graduate unemployment from lternative theories of social capital and the job search. Knowing the different ways social capital expresses itself in graduate job search patterns provides possible solutions and a different perspective to addressing the high levels of graduate unemployment in Zambia. This study adopted a qualitative case study research design and made use of the snow ball sampling approach. Fifteen semistructured interviews were conducted and findings and emerging themes analysed in response to the central question, “how does social capital express itself in graduate job search patterns in Lusaka, Zambia?”. Through extensive thematic analyses, the researcher finds that there are eight ways in which graduates utilize their social capital to look for work and overcome challenges of the job search. This demonstrates that social capital can be a useful and beneficial job search strategy to adopt in a labour market system where educational credentials alone do not guarantee graduates successful job search outcomes.

The purpose of this study was to develop a process model in order to meet outcomes of graduate training programmes, with specific relevance to Volkswagen of South Africa. To do this, VWSA’s Graduate Training Programme was assessed in terms of the approach currently used by VWSA to recruit, select and train graduate trainees. A literature study was conducted to reveal strategies for effectively training new recruits and the development of leadership competencies. Based on this study a model was developed to facilitate the graduate training programme process to achieve programme objectives. The study aimed at making a contribution to graduate training programmes by identifying key leadership competencies, as well as the training interventions which lead to the development of these competencies. It was found that the technical skills that the trainees acquire at their tertiary educational institutions are not sufficient in today’s workplace, thereby necessitating closer working relationships between these institutions and businesses so that needs can be shared, as well as more comprehensive training programmes being provided. The research methodology comprised the following steps: An analysis was made of VWSA’s current processes regarding recruitment, selection and training of their graduate trainees. iv An assessment of leadership competencies in terms of knowledge, skills and attitudes that contribute to successful performance was undertaken. Training interventions as a process was studied. An analysis was made as to what extent the existing training interventions for VWSA’s graduate programme achieve the desired programme outcomes by means of a research questionnaire circulated to mentors/coaches and graduate trainees within the organisation. A model was developed to serve as a holistic framework for the recruitment, selection and training of graduate trainees for all motor and related industries undertaking graduate training programmes. The above was achieved through a practical study and a literature study, making use of questionnaires, as well as relevant published, unpublished and electronic texts and studies. Conclusions were drawn and recommendations were made based on data established through theoretical research and data obtained from the questionnaires.

The diploma thesis deals with the formulation of the concept of education, examines the development of education in the time between the years 1998-2012 in the context of international research on adult skills (PIAAC and SIALS). The work includes analysis of the dependence of unemployment of graduates without school-leaving certificate (maturita) on the number of university graduates. Furthermore, this thesis provides a number of recommendations to improve the educational system of the Czech Republic in the direction of higher education of its participants and better employability of secondary school graduates on the Czech labor market.

This qualitative, inductive study analyzed online recruiting information posted at the websites of five major aerospace and defense corporations to recruit college juniors, seniors, and recent graduates. Recruitment of this group is critical to staff the personnel for the scientific, technical, and management needs of aerospace and defense industries. The study sought: (1) to determine the use of multiple recruitment factors inferred from the literature and recommended for successful recruitment of college graduates, (2) to determine use of online social media (Facebook, Twitter, LinkedIn) to recruit this population, and (3) to explore commonalities among these corporations regarding online recruiting information to determine if a model for online recruitment now exists. A matrix of recruitment factors was developed from a review of the literature on the personnel needs of this industry and on effective recruiting factors for this group. Content analysis involved filtering information at each website with the matrix. Conclusions of this study include: (1) the matrix of recruitment factors and the rating scale developed for the purposes of this study provide a tool for researching, documenting, and comparing recruitment information on the internet; (2) that while these corporations represent the latest applications in technology in their manufacturing processes and products, they do not use social networking technology to the extent the popular and scholarly literature indicate is typical for the target group. Given that the current generation exhibits extensive use of social media, several of these corporations’ websites appear not to utilize this networking technology. Informally, these corporations argue that cyber-security prevents extensive use of social networking sites. Thus, these corporations must determine how to maintain cyber-security while at the same time adopting more accepted use of social networking platforms.

Significance. International Medical Graduates (IMGs) comprise 26% of the physician workforce in the United States and 18% of the physician workforce in Iowa. IMGs fill gaps in health professional shortage areas (HPSAs) in the United States and are significant contributors to the medical community. The State Conrad 30 Program allows states to recruit IMGs to HPSAs. Physicians supported under the Conrad 30 Program are obligated to work in HPSAs for three years. Although an important subset of the physician population, little is known about the experiences of Conrad 30 Program participants, or the factors associated with recruiting and retaining this sector of the physician workforce. Purpose. This dissertation described the characteristics and experiences of IMGs practicing in the Iowa Conrad 30 Program, examined retention intention and actual retention of these physicians, and analyzed factors associated with retention of four or more years. Methods. This dissertation utilized a mixed methods approach. Study 1 examined the characteristics of 410 IMGs participating in the Iowa State Conrad 30 Program between 1996 and 2012, using existing data. Logistical regression was used to compare the characteristics of physicians who were retained for four or more years with those who were retained less than four years, controlling for covariates. Study 2 explored the experiences of nine physicians using in-depth qualitative interviews. Inductive content analysis was used to identify themes related to site selection and retention. Study 3 used a physician survey to analyze physician attitudes and subjective norms on 33 practice factors. ANOVA and linear regression was used to analyze the difference in attitudes and subjective norms by physicians’ intent to remain practicing in Iowa long term and actual retention. Results. Study 1: Of 410 physicians, 378 (92%) met the 3-year program obligation to practice at the original practice site and 280 physicians (68%) were retained four or more years. The average length of retention was 6 years and 4 months (SD = 4 years, 1 month). Male physicians had 2.7 greater odds of being retained four or more years than female physicians (95% CI = 1.39, 5.19). Physicians with a region of origin of the Americas had 0.25 lower odds of being retained four or more years compared to physicians with other regions of origin (95% CI = 0.06, 0.98). Marital status, having children at the time of hire, training in the Midwest, practice specialty, and salary were not significantly associated with odds of being retained four or more years. Study 2: Nine physicians completed semi-structured interviews. Themes from the interviews included: Physicians’ visa obligation requirements drove the initial site selection. Physicians had minimal knowledge about the state prior to selecting a practice site and had little intent to remain practicing in Iowa long term when making the initial practice site selection. Visa-related issues and the physician’s perception of mistreatment due to the visa status influenced the retention decision. The practice setting and personal motivators influenced the retention decision through the practice model, community attributes, influence of salient others, career motivators, and a sense of place. Study 3: Fifty-one physicians completed a survey regarding their retention intention when initially selecting the practice site, and their attitudes and subjective norms towards the practice and community. The perception of the beliefs of residency/fellowship faculty (subjective norms) were significant (p = 0.01) for those physicians intending to remain at the practice site for their careers. Attitudes towards the community were significantly more positive (p = 0.03) for physicians intending to remain at the practice site for their careers. Positive subjective norms of significant others (p = 0.02) and residency/fellowship faculty (p = 0.04) were significantly associated with actual retention of four or more years. Positive attitudes towards the practice site and employment factors were significantly associated with longer retention in months (p = 0.02, p = 0.03, respectively). The positive subjective norms of significant others and residency/fellowship faculty were significantly related to longer retention in months (p = 0.0002, p = 0.02). Conclusions: The findings of this study provide important empirical data on the factors influencing site selection and retention of IMGs that participated in the Iowa Conrad 30 Program. The findings suggest a modification may be needed for the existing theoretical model, which was based upon the Theory of Reasoned Action. Improving retention of physicians could help improve quality of care and reduce overall costs for physician practices. Understanding why Conrad 30 Program participants may elect to practice in rural and underserved areas, and the factors influencing retention of physicians in these areas can assist employers, program administrators, and policymakers to aid in improving the retention of International Medical Graduates.

Magister Curationis - MCur / The re-engineering of the healthcare landscape requires Higher Educational Institutions (HEI) to employ teaching and learning approaches that would produce graduates, who could respond to the transformative initiatives within the healthcare system. Graduates are required to become involved in a service-learning project, as part of their learning experience, within the Masters of Nursing in Advanced Psychiatric Nursing programme. Their learning and teaching activity is intended to prepare them to become competent advanced psychiatric nurse specialists, who are able to address social transformation.

Magister Artium (Development Studies) - MA(DVS) / All around the world, graduate youths are experiencing increasing high number of unemployment, compared to older people of the labour force. This rising rate of unemployment amongst graduate youths has been noticed since the global financial crisis. In South Africa, youth unemployment is on the rise, which leads to social, economic and political challenges. Graduate youth unemployment is crippling the economy of South Africa. Therefore, this study was undertaken to investigate the experiences, causes and consequences of unemployment amongst graduate youth in Ga-Kgapane Limpopo province of South Africa, with an objective to provide concrete recommendations on the ways in which the public and private sectors can tackle challenges of graduate youth unemployment. In the study, a qualitative approach was used to collect data and to analyse data. 13 participants who met the criteria was selected using purposive sampling.

The objective of this study was to explore how meaning unfolded in the narratives of unemployed young adult graduates. South Africa has the highest youth unemployment rate in the world, which is affecting a growing number of university graduates. This study contributes to the existing body of knowledge about this population by combining insights on unemployment, young adulthood as a distinctive developmental period, and meaning. A qualitative research design, incorporating an existential-humanistic paradigm, was utilised to explore the nuances of personal experiences regarding meaning. A total of 12 participants between the ages of 21 and 30 who had graduated and had been unemployed for at least six months took part in individual interviews. Rich data were gathered through narrative interviews, and a narrative analysis yielded findings that demonstrated the uniqueness of each story and common themes that emerged. The participants had experienced a loss of meaning when expectations of employment were disappointed, which inspired efforts to seek meaning. Commitment to their original purpose through further education, connecting with supportive people, being involved in meaningful activities, and reflecting on how to obtain new coherence and growth restored their sense of meaning. The findings suggest that the ability to pursue new avenues of meaning can be cultivated as a valuable resource during unemployment. Stakeholders involved in graduates’ transition to work should consider including meaning-focused interventions to prepare graduates for the labour market and to curb the deleterious effects of unemployment. / Thesis (PhD)--University of Pretoria, 2019. / Psychology / PhD / Unrestricted

Among the evidences of a successful school program is its power to reduce probable failures and increase the proportion of success among graduates in their past school careers. Therefore, it is the responsibility of the school personnel to make continuous checks on the changing needs of boys and girls and to offer opportunities for growth and development according to their individual needs. / Advisor: Stewart Murray, Professor Directing Paper. / Typescript. / "August, 1952." / "Submitted to the Graduate Council of Florida State University in partial fulfillment of the requirements for the degree of Master of Arts." / Includes bibliographical references (leaves 46-47).

As college degrees become more common and the cost of these degrees increases, so does the debate about the worthwhileness and value of a college education, and of specific college degrees. One side of the debate uses statistical data about starting salaries and unemployment rates to claim that degrees within the humanities and liberal arts do not provide a good return on investment while the other side claims that a liberal arts education fosters the broad so-called "soft skills” that employers value most. However, both sides of the debate have neglected the perspectives of the graduates themselves, particularly as they transition from the university environment to the workforce. In this exploratory mixed-methods study I sought to understand this transition and English graduates' perceptions of their degree, first through semi-structured interviews with 8 participants who graduated between 2010 and 2019, and then through the responses of 338 graduates from the same time frame who participated in a validation survey used to determine the pervasiveness of the themes identified in the interviews. I learned that, while the initial transition from degree to employment is challenging for many English graduates, most eventually found work that they are satisfied with. Perceptions of the English degree vary over time, but most participants recognized the skills they gained in the English major and appreciate the professional value of these skills, especially later on in their careers. Participants identified some factors, such as networking, prior internship and work experience, and completing a minor that made for a more positive transition to employment. They also pointed to ways that the English department could better prepare students for and support them during this transition including encouraging more applied experiences, helping students recognize their English skills, and better identify and talk about potential career paths open to English majors.